A STUDY ON EMPLOYEE SATISFACTION IN REFERENCE WITH SIVASAKTHI ENGINEERING COMPANY

A STUDY ON EMPLOYEE SATISFACTION IN REFERENCE
WITH
SIVASAKTHI ENGINEERING COMPANY
Dissertation submited in partial fulfillment of the
requirments for the award of the degee
Of
MASTER OF BUSINESS ADMINISTRATION
Of
BENGALURU NORTH UNIVERSITY
Submitted By
Name: S. Vijay Kumar
Reg No.: MB192214
Under the guidance of
PROF. NISHA RAJAN
ASSISTANT PROFESSOR
CMR CENTRE FOR BUSINESS STUDIES
OMBR LAYOUT, BANASWADI BANGALORE
2019-21

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DECLARATION BY THE STUDENT
I hereby declare that “A STUDY ON EMPLOYEE SATISFACTION IN REFERENCE WITH SIVASAKTHI
ENGINEERING COMPANY ” is the result of the dissertation work carried out by me under the
guidance of PROF. NISHA RAJAN in partial fulfillment for the award of Master’s Degree in
Busines Administration by Bengaluru North University.
I also declare that this dissertation is the outcome of my own efforts and that it has not been
submitted to any other university or Institute for the award of any other degree or Diploma or
Certificate.
Place: Bangalore Name :
Date: Register Number:

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ACKNOWLEDGEMENT
If words are considered to be signs of gratitude then let these words Convey the very same,
My sincere gratitude to the Chairman of CMR Group of Institutions.
I thank Dr. M P HRISHIKESH, DIRECTOR, who has sincerely supported me with the
Valuable insights into the completion of this dissertation.
I also thank PROF. NISHA RAJAN dissertation guid who has provided me with necessary
Information and also for the support extended out to me in the completion of this report
and her valuable suggestions and comments on brining out this report in the best way
possible.
I am greatful to all my faculty members of CMR CENTER FOR BUSINESS STUDIES and my
friends who have helped me in the successful completion of this dissertation. I am thankful to
all my friends and family to help me to successfully complete the dissertation on time. I am
very pleased to acknowledge the help and guidance which I received from the members of
SIVASAKTHI ENGINEERING COMPANY I would like to thank my company mentor Mr.
A RAJENDRAN, to grant me opportunity to undertake my management research dissertation
with this company.
Name of the Student

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CONTENTS
Chapter Particulars
Page
No.
1 INTRODUCTION 9
2
REVIEW OF LITERATURE AND RESEARCH
DESIGN
31
3 COMPANY PROFILE 41
4 DATA ANALYSIS AND INTERPRETATION 52
5
FINDINGS AND SUGGESTIONS AND
CONCLUSION 76-78
6 BIBLIOGRAPHY 79
7 ANNEXURE 80

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LIST OF TABLES:
TABLE NO. DESCRIPTION PAGE NO
Table 4.1 GENDER OF THE EMPLOYEES IN THE
ORGANISATION
52
Table 4.2 AGE OF THE EMPLOYEES 54
Table 4.3 WORK EXPERIENCE OF THE EMPLOYEE 56
Table 4.4 RESPONSE TO THE APPLICATION 58
Table 4.5 SATISFACTION OF EMPLOYEES IN TRAINNING
AND
PROGRAMMES
60
Table 4.6 ARE THEEMPLOYEE’S SATISFIED WITH THE
FACILITIES PROVIDED TO THE ORGANISATION
62
Table 4.7 IS THE MANAGEMENT HELPFUL AND SYMPATHETIC
TO THER PROBLEMS IN WORKSTATION
64
Table 4.8 DOES THE MANAGEMENT HAVE GOOD RELATION
WITH THE WORKERS
66
Table 4.9 DO THE HAVE ANY INCENTIVES WAGE SCHEME FOR
EFFICIENT WORK ON THER ORGANIZATION
68
TOWARDS EMPLOYEES
70
Table 4.11 OVERALLEMPLOYEE SATISFACTION 72
Table 4.12 TABLE SHOWING MONTHLY INCOME OF THE
EMPLOYEES
74

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LIST OF GRAPHS:
GRAPH NO. DESCRIPTION PAGE NO
Table 4.1 GENDER OF THE EMPLOYEE IN AN ORGANISATION 53
Table 4.2 AGE OF THE EMPLOYEES 55
Table 4.3 WORK EXPERIENCE OF THE EMPLOYEE 57
Table 4.4 RESPONSE TO THE APPLICATION 59
Table 4.5 SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES
61
Table 4.6 ARE EMPLOYEE’S THE SATISFIED WITH THE
FACILITIES PROVIDED TO THEM IN THE
ORGANISATION
63
TO THER PROBLEMS IN WORKSTATION
65
Table 4.8 DOES THE MANAGEMENT HAVE GOOD RELATION
WITH THE WORKERS
67
Table 4.9 DE HAVE ANY INCENTIVES WAGE SCHEME FOR
EFFICIENT WORK ON THER ORGANIZATION
69
TOWARDS EMPLOYEE’S
71
Table 4.11 OVERALL EMPLOYEE SATISFACTION 73
Table 4.12 TABLE SHOWING MONTHLY INCOME OF THE
EMPLOYEES
75

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ABSTRACT
Employee satisfaction represents one of the most complex areas when it comes to
managing their employees. Many studies have demonstrated an unusually large
impact on the job satisfaction on the motivation of workers, while the level of
motivation has an impact on productivity, and hence also on performance of
business organizations. There is a considerable impact of the employee’s
perceptions for the nature of his work and thelevel of overall job satisfaction.
Financial compensation also has a great impact on the overall job satisfaction of
employees.
Employee satisfaction is one of the important factors which have drawnattention of
the managers in the organisations as well as academicians. Various studies have
been conducted to find out the factors which determine employee satisfaction and
the way it influences productivity in the organisations. Though there in no
conclusive evidence that employee satisfaction alone affects productivity directly
since productivity depends upon so many variables, it is still a prime concern for
managers, employee satisfaction is the mental feeling of favourableness which an
individual has about his job it is often said “ A happy employee is a productive
employee”. Employee satisfaction is important because most of the people spend
most of their time at their work place. Moreover employee satisfaction has its
impact on general lifestyle of the employee. The study tries to evaluate how human
factors affect the satisfaction level of the employee in sivasakthi engineering
company. The study also tries to analyze the opinion of the employee towards the
working life of the company.

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CHAPTER-1
INTRODUCTION
Industry profile
Many plants use steel storage drums in their processes. The way they are used is
as varied as the thousands of types of manufacturing plants they are found
in.Some of the most common uses are bulk storage/transport (liquid or solid).
The liquids and chemicals they come in contact with are varied and the jobs
they do change with ther plant’s needs, so different kinds of drums are needed
to match ther application. Wooden casks of various sizes were used to
store whale oil on ships in the age of sail. Its viscous nature made sperm whale
oil a particularly difficult substance to contain in staved containers and oil
coopers were probably the most skilled coopers in pre-industrial
cooperage. Olive oil, seed oils and other organic oils were also placed in
wooden casks for storage or transport.
Wooden casks were also used to store mineral oil. The standard
size barrel of crude oil or other petroleum product (abbreviated bbl) is 42 US
gallons (35.0 imp gal; 159.0 L). This measurement originated in the
early Pennsylvania oil fields, and permitted both British and American
merchants to refer to the same unit, based on the old English wine measure,
the tierce.
Steel drum's excellent mechanical properties, such as high strength, good
protective properties, like gas barrier properties, and excellent processing
performance, are expected to be positive factors in terms of usage. Moreover, it
can be rolled into a various thickness of the sheet, foil, sheet stamping, rolling,
stretching, and welding made of different shapes and sizes of the packaging
container.
Steel drums are used as packaging solutions for transporting and storing
hazardous or dangerous goods. The US Department of Transportation already
indicated that steel drums are the safest containers ( also, insurance rates for
steel drum shipments are the lowest). That's why chemical industry holds a
significant share of the steel drum market for safe packaging solutions.

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According to the Ministry of Economy, Trade & Industry (Japan) 2020 Report,
the inventory volume of drum containers made from steel in Japan rise by
11.2% from 2920 metric tons in 2013 to 3249 metric tons in 2019.
The companies are significantly innovating and developing new products to
cater the requirement of the market by expanding their manufacturing
capabilities. For instance, in 2019, Balmer Lawrie Co. opened its new plant for
steel drum manufacturing in Vadodra, India. The plant primarily focuses on
producing 210L M.S. drums and also 235L capacity as well. The capacity of the
plant is 1 million drums per year (approx.).
Oil has not been shipped in barrels since the introduction of oil tankers, but the
42 US gallon size is still used as a unit of measurement for pricing and tax and
regulatory codes. Each barrel is refined into about 20 US gallons (17 imp gal;
76 L) of gasoline, the rest becoming other products such as jet fuel and heating
oil, using fractional distillation.
Market size
The industrial drums market is expected to register a CAGR of 8.4% over the
forecast period 2021-2026.
With the outbreak of COVID-19, oil and gas and petrochemical industries have
been severely affected due to a drastic decrease in product demand, falling
prices, and storage shortages. Oil prices decreased by 50% since January 2020,
with the US markets observing a record low. The International Energy Agency
reported that oil demand decreased by 29 million barrels per day during the
month of April 2020, and expected to decrease by 23.1 million barrels per day
by Q2 of this year. Such factors affected the demand for industrial drums.
Industrial drums allow higher operational efficiency and effectiveness in
shipping bulk quantities of commodities in liquid form. Industrial drums offer
cost-effective transport packaging solutions for the shipment of both hazardous
and non-hazardous materials, like chemicals, wines, fruit juices, etc.
The adoption of industrial drums among the packaging industry is increasing
where the packaging manufacturers are focusing on recycling, downgauging,

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optimizing pack size, and safety. Industrial drums offer all these features to
many corporations and companies to effectively maintain sustainability
initiatives. According to the Industrial Steel Drum Institute (ISDI), steel drums
provide safe transport for approximately 50 million metric ton of material
worldwide every year.
Further, the increasing demand from the retail sector is also boosting the
demand for fiber drums due to their properties, such as lighter weight that saves
shipping cost, resistance to corrosion, and recyclability. According to the
National Retail Federation, in 2020, the cost of retail items returned in the
United States accounted for USD 428 billion.
Theoretical background of study
Job Satisfaction has become a major focus of research. According to Blum and
Naylor “Job satisfaction is a general attitude, which is the result of many
specific attitudes in three areas namely: Specific job factors, Individual
Characteristics and Group relationship outside the job”
Job satisfaction ensures that the right employees are recruited and retained. It
also maintains productivity by keeping the workforce constantly engaged and
motivated. It has also been proven that job satisfaction controlsthe ill effects of
role conflicts and job induced stress thus minimizes labour turnover for great
employees
Importance of the topic
With rising number of Industrial strike’s in India and Bengaluru.These strike’s
can be reduced using proper employee relations management within the
organisation. With this the can quickly give feedback to the hr managers about
their difficulties or other problems faced by them.

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The study helps us to put the theoretical aspects of the study into practice:
 Determine the present and future requirement of the organisation in
personal planning and job analysis activities.
 Increase the pool of job candidate at minimum cost
.
 Helps to increase the success rate of the selection process by reducing the
visibly under qualified or over qualified job applicants.
 It helps us to know how to bring in new methods of recruitment and
selection.
 It helps to know what kind of job should be given to a particular
employee.
 It helps us to know how to utilize the capabilities of an individual.
Everyone from managers, retention agents to HR need to get a handle on
employee loyalty and satisfaction – how committed is the workforce to the
organization and if workers are really contented with the way of things for
gauging their likelihood to stay with the company. One of the main aspects of
Human Resource Management is the measurement of employee satisfaction.
Companies have to make sure that employee satisfaction is high among the
workers, which is a precondition for increasing productivity, responsiveness,
and quality and customer service.
The litmus test is to study turnover and average length of service. If turnover is
on the rise, loyalty levels are low and vice versa. Comparing them to industry
averages gives good idea of attrition probabilities. Staff attendance, compliance
with policies and confidence in leadership are other indirect indicators of
allegiance while excessive theft and sabotage spell obvious lack of
commitment. According to Heskett et al (1994), more satisfied employees,
stimulate a chain of positive actions which end in an improved compan

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Need to study the topic
I got an opportunity to work as an intern in sivasakthi engineering company
A manufacturing sector. This motivated me further to study on the topic and
explore possibilities.
A Study on Employee Satisfaction in reference with
Sivasakthi engineering company
An Employee will find it hard to optimize performance. Thus, the performance
benefits grow from increased employee commitmentwhich includes
 IncreasedEmployee satisfaction
 Decreased intention leave
 Decreased absenteeism
 IncreasedEmployee performance
 Recruiting and training committed employee
Globalization of individual companies and capital markets over the past two
decades has changed the business landscape. To respond to global
competition, firms are using new technologies to provide better, low-cost
solutions for
Their customers, but these technological innovations have led to constant
movement of customers and competitors. At the same time, global capital
markets are pressuring firms to innovate and reduce costs – not an easy feat.
Lean, a methodology focused on recognizing and eliminating waste, is now
part of conversations among the HR community worldwide. It includes
anything from extra processing and layers of approval levels to a misaligned
human talent and skills. Applying Lean to human resources functions has
proven beneficial only to HR organization, but also to the bottom line.
Employees that are satisfied with their jobs are more productive, loyal,

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produce happy customers and positively impact the company’s profitability.
Accomplishing that requires a lot of focus from company’s human resource
groups.
A firm must also have a set of customer’s metrics that show how well it is
serving that group. In addition, other operational metrics can help evaluate the
effectiveness of business processes. The balanced scorecard offers a way of
calculating all the aspects of operation that go into creating HR strategy. The
balance scorecard suggests that measuring employees learning outcomes can
help monitor the performance of a firm based on how well it is able to generate
and transfer knowledge. These categories are related in a way known as strategy
map.
Meaning of Employee Satisfaction.
Employee satisfaction is another important technique used to motivate the
employees to work harder. It had often been said that “A HAPPY
EMPLOYEE IS A PRODUCTIVE EMPLOYEE.” A happy employee is,
generally, that employee who is satisfied with hisEmployee.Employee
satisfaction is very important because most of the people spend a major portion
of their life at their working place.
Moreover, Employee satisfaction has its impact on the general life of the
employees also, because a satisfied employee is a contented and happy human
being. A highly satisfied worker has better physical and mental wellbeing.
Though it is a debate able point as to which one is the cause and which is die
effect but these are correlated to each other.
Employee satisfaction is one of the important factors which have
drawnattention of the managers in the organisations as well as academicians.
Various studies have been conducted to find out the factors which determine
employee satisfaction and the way it influences productivity in the
organisations. Though there in no conclusive evidence that employee
satisfaction alone affects productivity directly since productivity depends upon
so many variables, it is still a prime concern for managers, employee
satisfaction is the mental feeling of favourableness which an individual has
about his job it is often said “ A happy employee is a productive employee”.
Employee satisfaction is important because most of the people spend most of
their time at their work place. Moreover employee satisfaction has its impact

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on general lifestyle of the employee. The study tries to evaluate how human
factorsaffect the satisfaction level of the employee in SIVASAKTHI
ENGINEERING COMPANY. The study also tries to analyze the opinion of
the employee towards the working life of the company.
Definition of Employee Satisfaction.
According to E.A. Locke, “Employee satisfaction is a pleasurable or positive
emotional state resulting from the appraisal of one’sEmployee or Employee
experience.
In an organization satisfaction of workers means a workforce that is
motivated and committed to high quality performance. There, are
various components limit arc considered to be vital to employee’s
satisfaction. There are pay promotion, benefits, supervise to co-
workers, work condition, communication, safety, productivity and the
work itself. Each of these factors, figures into an individual's
satisfaction differently. One might think pay is considered to be the
most important in employee satisfaction, although this has not been
found to be true. Employees are more concerned with working in an
environment they enjoy. To the employees satisfaction brings a
pleasurable emotional state that often leads to a positive work attitude of
satisfied worker is more likely to be creative, flexible, innovative and
loyal.

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Factors Influencing Employee satisfaction:
There are a number of factors that influence Employee satisfaction. A number
of research studies have been conducted in order to establish some of the causes
that result in Employee satisfaction. These studies have revealed consistent
correlation of certain variables with the Employee satisfaction.

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Some of the organisational factors which affecting employee
satisfaction:
Salaries and Wages: Wages and salaries play a significant role in
influencing Employee satisfaction. This is basically because of a few basic
reasons. Firstly, money is an important instrument in fulfilling one’s needs.
Money also satisfies the first level needs of Maslow’s model of satisfaction.
Secondly, employees often see money as a reflection of the management’s
concern for them. Thirdly, it is considered a symbol of achievement since
higher pay reflects higher degree of contribution towards organisational
operations.
Non-monetary benefits are also important, but they are not as influential. One
reason for that that is that most of the employees do not even know how much
they are receiving in benefits. Moreover, a few tend to under value their benefits
because they do not realise their monetary value. The employees, generally,
want a pay system which is simple, fair and in line with their expectations.

 Promotion Chances:
Promotional chances considerably affect the Employee satisfaction because of the
following reasons:
Firstly, Promotion indicates an employee’s worth to the organisation which is
highly morale boosting. This is particularly true in case of high level job’s.
Secondly, Employee takes promotion as the ultimate achievement in his
career and when it is realised, he feels extremely satisfied.
Thirdly, Promotion involves positive changes e.g. higher salary, less
supervision, more freedom, more challenging work assignments, increased
responsibilities, status and like.

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Company Policies:
Organisational structure and policies also play an important role in affecting
the Employee satisfaction. An autocratic and highly authoritative structure
causes resentment among the employees as compared to a structure which is
more open and democratic in nature.
Organisational policies also govern the human behaviour in the organisations.
These policies can generate positive or negative feelings towards the
organisation. Liberal and fair policies usually result in more Employee
satisfaction. Strict policies will create dissatisfaction among the employees
because they feel that they are not being treated fairly and may feel constrained.
Thus, a democratic organisational structure with fair and liberal policies is
associated with high Employee satisfaction.
Human relations: It is the process of interacting among human being.
Human relations is an area of management inintegrating people into work
situation in a way that motivates them to work together productively,
cooperatively and with economic, psychological and social satisfaction. It
includes:
 Motivating the employees.
 Boosting employee morale.
 Developing communication skills.
Social Security Measures:Management provide social security to their
employees in addition to the fringe benefits.
The manufacturing company takes all the possible efforts, initiatives and
measures to engage employee and make them actively participate in the events
and mostly to make them feel valued and treasured. But withmore added

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efforts the organization will be able to attain maximum level of satisfaction
which creates a win- win situation to both the employees and the organization.
Based on the analysis overall satisfaction of the employees is good. Some of the
key regions identified to further improve the satisfaction levels of employee are
Shortage of Parking space
Safety issue for providing open snacks
Top level employees were more satisfied with employee engagement activities
as compared to other employees
Effect of job satisfaction
Job Satisfaction has become a major focus of research.According to Blum and
Naylor “Job satisfaction is a general attitude, which is the result of many
specific attitudes in three areas namely: Specific job factors, Individual
Characteristics and Group relationship outside the job”.
“Research is a plan, structure and strategy of study conceived in order to get
answers to research questions and also to control variance”. -Kerlinger
A plan for collecting and utilizing data so that the desired information can be
obtained with sufficient precision or so that a hypothesis can be tested properly.
The performance consists of the results of actions taken by employees based
on their skillsand expertise. Shields et al., (2015) define employee performance
as the degree to which employees perform their duties and responsibilities.
Dugguh and Dennis (2014) consider that performance is a behavior and it is one
of the most important factors in the success of the organization (Dahkoul,
2018). As a result, employee performance is an activity that is related to the job
predictable to an employee and how the activity is accomplished (Sari et al.,
2019). Learning organizations also play a significant role in improving
employee performance by providing training and enhancements to their
employees.

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Various researches have been conducted on this subject which have had
different results. (Platis et al., 2015) showed that there is a positive and
significant relationship between job Employee satisfaction can be measured 2
ways: indirectly, by watching trends in employee turnover and directly, by
asking employees about their level of satisfaction via surveys, interviews and
focus groups.

Determine the present and future requirement of the organisation in
personal planning and job analysis activities.

Increase the pool of job candidate at minimum cost.


Helps to increase the success rate of the selection process by reducing the
visibly under qualified or over qualified job applicants.


It helps us to know how to bring in new methods of recruitment and
selection.


It helps to know what kind of job should be given to a particular
employee.


It helps us to know how to utilize the capabilities of an individual.
Variables on which Employee Satisfaction Depends:-
Through review of literature, we can classify the variables in mainly 2 broad
categories namely:-
1. Organizational Variables
2. Personal Variables

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 Organizational Variables:
The organization determinants of employee satisfaction play a very important
role. The employees spend major part of their time in organization so there are
number of organizational variables that determine employee satisfaction of the
employees. The employee satisfaction in the organization can be increased by
organizing and managing the organizational variables or organizational factors.
Fallowing these 10 variables comes in this category:-
 Organization Development
Organizational development is an ongoing, systematic process to implement
effective change in an organization. Its objective is to enable the organization in
adopting-better to the fast-changing external environment of new markets,
regulations, and technologies. It starts with a careful organization-wide analysis
ofthe current situation and of the future requirements In other words we can say
that Organization development is the process through which an organization
develops the internal capacity to most efficiently and effectively provide its
mission work and to sustain itself over the long term. This definition highlights
the explicit connection between organizational development work and the
achievement of organizational mission. Fallowingthese points come under this
category:
Brand of organization in business field and their comparison with leading
competitors.
Potential development of the organization.
Policies of Compensation and Benefit :
This is the most important variable for employee satisfaction. Compensation
can be described as the amount of reward that a worker expects from the job.
Employees should be satisfied with competitive salary packages and they
should be satisfied with it when comparing their pay packets with those of the
outsiders who are working in he same industry. A feeling of satisfaction is felt
by attaining fair and equitable rewards. Fallowing these points come under this
category:
Wage and salary.

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Reward and penalties.
 Promotion and Career Development:
Promotion can be reciprocated as a significant achievement in the life. It
promises and delivers more pay, responsibility, authority, independence and
status. So, the opportunity for promotion determines the degree of satisfaction
to the employee. Fallowing these points come under this category:
Opportunity for promotion.
Equal opportunity to grow despite being male or female
Training program.
Opportunity for use skills and abilities.
 Job Satisfaction:
Job satisfaction is the favorableness or un-favorableness with which employees
view their work. As with motivation, it is affected by the environment. Job
satisfaction is impacted by job design. Jobs that are richin positive behavioral
elements- such as autonomy, task identity, task significance and feedback
contribute to employee‟s satisfaction. Fallowing these points come under this
category:
 Job design
 Task identity
 Recognition
 Responsibility
 Empowerment
 Quantity of task.
 Difficult level of task
 Job Security
Job security is an employee's assurance or confidence that they will keep their
current job. Employees with a high level of job security have a low probability
of losing their job in the near future. Certain professions or employment
opportunities inherently have better job security than others; job security is also

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affected by a worker's performance, success of the business and the current
economic environment. Fallowing these points come under this category:
Facility of transfer
Accessible / reasonable target.
 Working Environment & Condition:
Employees are highly motivated with good working conditions as they provide
a feeling of safety, comfort and motivation. On contrary, poor working
condition brings out a fear of bad health in employees. The more comfortable
the working environment is more productive will be the employees. Fallowing
these points come under this category:
Feeling safe and comfort in working environment.
Tools and equipment.
Working methods
Security guards and parking facility.
Well ventilated with good light fans and air- conditioning.
Neat and clean office place, rest area and washrooms.

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Organization
development
Other factors
Policies of
compensation and
benefit
Leadership Style
Promotion and
career
development
Organization
Variables
Job Satisfaction
Work Group
Relationship with
supervisor Job security
Working
environment and
condition
Fig. Types of Organizational Variable

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 Relationship with Supervisor:
A good working relationship with ther supervisor is essential since, at every
stage, the need his or her professional input, constructive criticism, and general
understanding. Fallowing these points come under this category:
Relationship with immediate supervisor.
Communication between employees and senior management.
Treatment to employee.
Work Group:
There is a natural desire of human beings to interact with others and so
existence of group in organization is a common observable fact. This
characteristics result in formation of work group at the work place. Isolated
workers dislike their job. The work groups make use of a remarkable influence
on the satisfactionof employees. Fallowing these points come under this
category:
Relationship with the group members.
 Group dynamics
 Group cohesiveness
 Need for affiliation.
Leadership Styles:
The satisfaction level on the job can be determined by the leadership style.
Employee satisfaction is greatly enhanced by democratic style of leadership. It
is because democratic leaders promote friendship, respect and warmth
relationship among the employees. On contrary, employees working under
authoritarian and dictatorial leaders express low level of employee satisfaction.
Fallowing these points come under this category:
Prefer democratic style of leadership
Friendship, respect and warmth relationship. .

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Other Factors:
There are some other important variables which affect the level of employee
satisfaction inorganization. Fallowing these points come under this category:
Group outgoing (feel like a part of family).
Encouragement and feedback.
Use of internet and other technology for doing job.
 Personal Variables:
The personal determinants also help a lot in maintaining the motivation and
personal factors of the employees to work effectively and efficiently. Employee
satisfaction can be related to psychological factors and so numbers of personal
variables determine the employee satisfaction of the employees.
Fallowing these 5 variables comes in this category:-
Personality:
The personality of an individual can be determined by observing his individual
psychological condition. The factors that determine the satisfaction of
individual and his psychological conditions is perception, attitude and learning.
Fallowing these points come under this category:
Competencies and personality of employee are suitable for job.
Perception, attitudes and learning of employee.
 Expectation:
The expectation level of employees affects their satisfaction level. If one
receives more outcome thanexpected then he will be highly satisfied and vice-
versa. Fallowing these points come under this category:
Expectation of employee from the job.

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Personality
Gender Expectation
Personal
Variables
Education Age
 Age:
Age can be described as noteworthy determinants of employee satisfaction. It is
because thenger age employees possessing higher energy levels are likely to be
having more employee satisfaction than older age employees. Fallowing these
points come under this category:
Theng employees possessing high energy level so feeling more satisfied.
Old employees resist accepting new techniques.

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 Education:
Education plays a significant determinant of employee satisfaction as it provides
an opportunity for developing one‟s personality. Education develops and
improvises individual wisdom and evaluation process. The highly educated
employees can understand the situation and assess it positively as they possess
persistence, rationality and thinking power.
Highly educated employees possess rationality and thinking power.
Education develops individual wisdom and evaluation process.
 Gender Differences:
The gender and race of the employees plays important determinants of
employee satisfaction Women, the fairer sex, are more likely to be satisfied than
their counterpart even if they are employed in same job. Fallowing these points
come under this category:
Generally women are more likely to be satisfied than men.
Why is employee satisfaction important?
Importance of employee satisfaction can understand in 2 main areas namely:
1. For Organization
2. For Employee
Importance of Employee Satisfaction for the Organization:
 Enhance employee retention.
 Increase productivity.
 Increase customer satisfaction
 Reduce turnover, recruiting, and training costs.
 Enhance customer satisfaction and loyalty.
 More energetic employees.
 Improve teamwork.
 Higher quality products and/or services due to more competent, energized
employees.

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Importance of Employee Satisfaction for the Employee
 Employ will believe that the organization will be satisfying in the long
run
 They will care about the quality of their work.
 They will create and deliver superior value to the customer.
 They are more committed to the organization.
 Their work is more productive.
How to Improve Employee Satisfaction?
Employee attitudes typically reflect the moral of the company. In areas of
customer service and sales, happy employees are extremely important because
they represent the company to the public. Satisfaction, however, is not linked
solely to compensation. Sure, a raise or benefits will probably improve
employee contentment, at least temporarily, but small, inexpensive changes can
have a long-term impact. Zappos.com CEO Tony Hsieh's book Delivering
Happiness suggests that employers should follow the science of happiness. The
book stresses the importance of happy employees. Since the publication of this
New York Times Best Seller, Hsieh has expanded his message from
to a bus tour to an entire movement. On her happiness
Dissertation blog, Gretchen Rubin, author of The Happiness Dissertation,
identifies seven areas to improve happiness in the workplace. While employees
can‟t weak their habits to improve happiness, employers can also make small
changes to the seven categories. A little bit of effort can lead to happy, efficient,
and loyal employees.
13 Steps or things which we can do to increase employee satisfaction and
loyalty thereby increasing ourbusiness‟ revenue and profit are as fallows:
Clear, Concise and Consistent Communication:
In many organizations, employee doesn‟t know what is mission, vision, objects.
Building a corporate culture that requires employees to be an integral part of the
organization can be an effective way of getting the most from the talents or
competencies brought to the organization by each employee. We should keep
employees informed on the company‟s position, progress made,

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issues/challenges, and how they directly contribute to the success of the
business.
Getting to Know Ther Employees and Create a Team:
It can be done by the hiring right employee for right job and clearly defined and
communicated employee expectations. Every organization should spend time to
instill trust and accountability, lying out clear

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CHAPTER-2
REVIEW OF LITRATURE AND RESEARCH DESIGN
Study of literature on topic:-
Employees are more loyal and productive when they are satisfied Hunter &
Tietyen, (1997), and these satisfied employees affect the customer satisfaction
and organizational productivity, Potter field, (1999).There is no limit for the
employees to reach the full satisfaction and it mayvary from employee to
employee. Sometimes they need to change their behaviours in order to execute
their duties more effectively to gain greater job satisfaction, Miller, (2006).
Having good relationships with the colleagues, high salary, good working
conditions, training and education opportunities, career developments or any
other benefits may be related with the increasing of employee satisfaction
Employee satisfaction is the terminology used to describe whether employees
are happy, contended and fulfilling their desires and needs at work. Many
measures support that employee satisfaction is a factor in employee motivation,
employee goal achievement and positive employee morale in the work place.‟
Susan M.Heath field (About.Com). Cranny, Smith & stone (1992) defined ES
as the combination of affective reactions to
the differential perceptions of what he/she wants to receive compared with
he/she actually receives. According to Moyes, Shao & Newsome (2008) the
employee satisfaction may be described as how pleased an employee is
with his or her position of employment. As Spector (1997) defined job
satisfaction as all the feelings that a given individual has about his/her job and
its various aspects. Employee satisfaction is a comprehensive term that
comprises job satisfaction of employees and their satisfaction overall with
companies‟ policies, company environment etc.

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Benson-Armer & Stickel (2000) in their investigation the Negative associations
withcolleagues and supervision make it confounded to accomplish an
agreement inside a group before choices are made. Likewise, issues may
happen when a colleaguemisses a gathering, on the grounds that the
colleague may stress over being sold outin light of not being available. At the
point when groups are not profitable, it influences the whole association
According to Nancy C. Morse (1997) “Satisfaction refers to the level of
fulfillment of one‟s needs, wants and desire. Satisfaction depends basically
upon what an individual wants from the world, and what he gets.” Employee
satisfaction is a measure of how happy workers are with their job and working
environment.
It is sure that there may be many factors affecting the organizational
effectiveness and one of them is the employee satisfaction. Effective
organizations should have a culture that encourages the employee satisfaction
Miller, (2006) Having good relationships with the colleagues, high salary, good
working conditions, training and education opportunities, career developments
or any other benefits may be related with the increasing of employee satisfaction
Employee satisfaction is the terminology used to describe whether employees
are happy, contended and fulfilling their desires and needs at work. Many
measures support that employee satisfaction is a factor in employee motivation,
employee goal achievement and positive employee morale in the work place.‟
The purpose of literature review is to identify the problem statement, understand
the secondary data that has been gathered in the field of study and to make new
findings on the problem statement.

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Organization pays more attention to addressing Job satisfaction ensures that
the right employees are recruited and retained. It also maintains productivity
by keeping the workforce constantly engaged and motivated. It has also been
proven that job satisfaction controls the ill effects of role conflicts and job
induced stress thus minimizes labour turnover for great employees.
Increasing employee performance through Employee commitment and retain
top performersPositive relationship between employee commitment,
Engagement and Organizationperformance outcomesSuchas Employee retention,
productivity, profitability,Customer loyalty and safety. Company should advoca--
te a strong work culture in which the goals and valueof the managers are built up
across all work sections.Companies that build a culture of common respect by
keeping their success stories alive will not only Keep their current employee
engaged but also, they
Generate the new incoming employees with this cont-
-agious sprit and work culture.
Human resources are considered as the most important and valuable resources
in the success of the organization because the human resources of the
organization are capable of changing their performance and are the main means
of achieving organizational goals. Therefore, attention is given to organizational
managers by the mental and physical needs of employees and they try to
improve the personal and occupational performance of employees in different
forms and ways such as training, performance evaluation, and job design. The
success and failure of an organization depends on the job performance of its
employees. Dugguh and Dennis (2014) state that performance is an evidence of
individual success and employee performance is a multi-dimensional structure.
Job performance is the degree of fulfillment of one's duties of the job. Mueller
and Kim (2008) recognized two types of job satisfaction;
firstly, the general feeling about the job, and secondly, the feelings about the
characteristics ofthe job, such as benefits, position, salary, job atmosphere,
growth opportunities, and the relationships between employees. Increasing the
efficiency and productivity of anyorganization requires the optimal use of all
the factors that influence the production ordelivery of services. Since human
resource is an important factor in any organization, organizational productivity

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and efficiency also depend on the performance of its employees (Prange &
Pinho, 2017)
Statement of the Problem
Employee satisfaction represents one of the most complex areas when it comes
to managing their employees. Many studies have demonstrated an unusually
large impact on the job satisfaction on the motivation of workers, while the
level of motivation has an impact on productivity, and hence also on
performance of business organizations. There is a considerable impact of the
employee’s perceptions for the nature of his work and thelevel of overall job
satisfaction. Financial compensation also has a great impact on the overall job
satisfaction of employees.
The study was conducted at sivasakthi engineering company
on their Employee satisfaction. There are various positions in operations,
business development and human resources, which has to be identified.The
study was aimed to find out how the process Employee satisfaction are carried
put in this organisation and to what are the areas they should be putting their
efforts on for a betterment of Employee satisfaction . A research is a basic plan,
which gives the data collection and analysis through different phases of the
study. Hence, it is a framework, which specifies the type of information to be
collected.
SCOPE OF THE STUDY:
The survey was conducted on Operative Level of sivasakthi engineering
company. The questionnaire for this survey was framed considering those
factors where corrective action can be taken at sivasakthi engineering company .
From the result of the survey the HR department can take the corrective action
to increase employee satisfaction and thereby increase productivity

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Objectives of the study
The objective of the research is to find employees’ satisfaction level of the
organisation.
 To study the employee’s perception towards the organization
 To offer suggestions to improve the satisfaction level of employees
 To identify problem areas in relation to job satisfaction
 To find the factors which influences the job satisfaction of the employees
 To assess the level of satisfaction for between different age group and
between different positions
 To identify the factors to improve the satisfaction level of employees
• To access the general attitude of the employees towards Sivasakthi
engineering company.
• To understand the problem of the employees in the working condition.
• To know how employees opinion about work place, pay and benefits.
• To study and analyses the various factors affecting the job
satisfaction level.
The study helps us to put the theoretical aspects of the study into practice:
 Determine the present and future requirement of the organisation in
personal planning and job analysis activities.
 Increase the pool of job candidate at minimum cost.

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 Helps to increase the success rate of the selection process by reducing the
visibly under qualified or over qualified job applicants.
 It helps us to know how to bring in new methods of recruitment and
selection.
 It helps to know what kind of job should be given to a particular
employee.
It helps us to know how to utilize the capabilities of an individual
RESEARCH DESIGN
Meaning of Research Design
A research design means the arrangement of conditions for collection and
analysis of data in a fashion which aspires to combine relevance to research
purpose.
A research design is utilised to structure the research, to indicate that all the
major elements of the research have been designed to work together. There are
numerous types of research designs that may decide to use.
Job satisfaction is an employee's mental perspective that includes the way that
they feel about their job and the employers' organization. In addition, job
satisfaction is an enjoyable emotional state that results from achieving job
values (Courtney & Yonkong, 2017). As known that every organization or
institution is made up of three major human, physical and financial resources,
but it is certainly the most important human resource of any organization 1
to
achieve the goals and development of the organization, because the other two
sources, even if they are in very high quality, they are tools that are in the hands
of human resources which must be used to achieve their goals. In any
organization, everybody expects a large partof their material and psychological

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needs to be met after choosing a job, but if for some reason, such as inadequate
planning and management fails to address their physical and psychological
needs, not only can feel satisfied with his/her work, but also with an
undesirable mood in the organization, negatively affecting his/her mental health
(Lin et al., 2014).
Type of Research: - Descriptive Research
Descriptive research or statistical research: It is a fact-finding and investigation
research. It focuses onto the particular aspects or dimensions of the problem
under study. It provides data about the population or universe being studied. But
it can only describe the “who, what, when, where and how” situations, not what
caused it. Therefore, descriptive research is used when the objective is to
provide a systematic description that is a factual and accurate as
possible.One of its major limitations is that it cannot help determine what
causes a specific behaviour, motivation or occurrence. In other sense, it cannot
establish a casual research relationship between variables.
THEORETICAL FRAMEWORK
FREEDOM to be honest without fear. Interview with company management
can feel intimating but if done carefully can let to workers know their voice has
been heard and their concern addressed by those in changes. Surveys and
meetings can truly got the center of data surrounding employee satisfaction
and can be great tools to identify specific problems leading to lowering morale.
Many experts believe that one of the best ways to maintain employee
satisfaction is to make workers feel they are part of the family or team. Holding
Office Events such as parties and group outings can help close bonds among
workers. Many companies also participate in team building retreats that are

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designed strengthen the working relationship of the employers in the non-
working related settings. Company trips, pain ball wars and guided back
parking trips are versions of this type of team building strategy, with which
many employees have founded success.
Importance of employee satisfaction
Purpose or benefits of employee satisfaction include as following,
 Enhance employee retention.
 Increase productivity
 Increase customer satisfaction.
 Reduce turnover, recurring and training cost.
 Enhance customer satisfaction and loyalty.
 Energetic employers
 Improve team work
 Higher quality products and or services due to more competent, energized
employees.

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Organisational development factors
Brand of organization in business field and comparison with leading
competitor.
Sources and Methods of Data Collection
Sampling Technique:
“Random technique is used for this survey”.
Random sampling refers to the sampling technique in which each and every
item of the population is given an equal chance of being included in the sample.
Sample Area:
SIVASAKTHI ENGINEERING COMPANY in 10/2, SM Rd, Phase -1,
Jalahalli West, Bengaluru, Karnataka 560015.
Sample Size:
Most of the information will be collected by distributing the questionnaires to
the employees working in the organization. The questionnaires will be prepared
in order to get relevant information regarding the effectiveness of performance
appraisal methods on the employees and the company. The sample size of this
study is 30 employees of SIVASAKTHI ENGINEERING COMPANY.

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Tools and Techniques
Questionnaire was the important tool used to collect the data from the staff for
analysis. Data collected from sources were analysed and statically techniques
were used for analysing the data collected from all the sources.
Limitations of the Study
Any study cannot be felt proof study and some limitations creep in after taking
all precautions.
Due to the enormous number of allied employees, only a few segments could be
covered for analysis.
The data that was collected by means of questionnaire is assumed to be factual.
The other respondents were not very comfortable to tell about what they think
as to the procedures the company was following.
The important information is gathered from the internal sources of the
organisation.
job satisfaction or dissatisfaction is only one of the factors affecting employees'
performance, so in order to improve the performance of employees, more
researchis needed to identify the factors that influence employees' good
performance and to find ways to overcome the obstacles, and ultimately
increase the efficiency and effectiveness

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COMPANY PROFILE
SIVASAKTHI ENGINEERING COMPANY
About company-:
 COMPANY NAME- SIVASAKTHI ENGINEERING COMPANY
 COMPANYCATEGORY- COMPANYLIMITED BYSHARES
 COMPANYSUB-CATEGORY- NON-GOVTCOMPANY
 CLASS OFCOMPANY- PRIVATE
Copmany operations-
Manufacture of steel barrels that are toughest bulkstorage containers of petro-
products.
Barrels provide maximum security to the contentsas well as the environment
around it.

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Be it hazardous chemical’s or very delicate food grade items we cater to, the
barrels are fully capable of withstanding the toughest treatment during transit
with zero leakage and zero damage toits content.
effective and thereby“BUSINESS-FRIENDLY” This sole feature is what makes
the steel barrel cost-effective.
Vision statement:- “ we at sivashakthi Engineering have a clear vision of
becoming the best dealer theKarnataka market, a name of trust and quality
customer service.
Mission statement:-
We at the organization have committed to provide high quality products at all
time to our customers with out compromising on price as well as quality ..
Target Market :
B2B
Fleets: SIVASAKTHI engineering company helps them to cut down their
maintenance cost and deliver on demand .
Client Segment : Transportation Target Companies : Medium Enterprise, Large
Enterprise, Small Enterprise Target Geography : India, Global .
Product portfolio :
The company manufactures a wide range of premium barrels of
aluminium,stainless steel catering to different needs of customers.
Types of Barrels Brand name
Stainless Steel Barrel Sivasakthi engineering company
Capacity 200 Litre
Material Stainless Steel

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Thickness 8mm
Country of Origin Made in India
Surface Finish Polished
Diameter 300mm
Specification bureau of International standard as per quality system of
ISO-9001:2000
Types of Barrels Brand name
Stainless Steel Barrel Sivasakthiengineering company
Capacity
Material
200 Litre
Aluminium
Thickness 8mm
Country of Origin Made in India
Surface Finish Polished
Diameter 300mm
Specification bureau of International standard as per quality system of
ISO-9001:2000

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ORGANIZATION STRUCTURE
CEO
DIRECTOR DIRECTOR
PRODUCT
mmmmm
dhhdmnj
ENG
HR
billing
manager
sales
manag
er
marketing
manag
er

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Human resource policy
SIVASAKTHI engineering companybelieves that the employees are its most
valuable assets. The SIVASAKTHI engineering company.
Management is committed to treat all its employees with dignity and respect
and to provide them best possible compensation, safe and decent working
conditions and motivate them to serve the company with efficiency and
integrity, which is essential for the progress of the company and its employees.
Recruitment policy
Definition:Recruitment is the process of attracting individuals on a timely
basis, in sufficient numbers and with appropriate qualifications and encouraging
them to apply for the jobs with an organisation.
Objective:is to secure the best talent to the right position at the right time from
Internal and External resources to achieve the Business Objectives and Goals of
the Company.
Scope:To cover all the vacant positions across the functions, levels and
hierarchies.
Anti discrimination policy
We do not discriminate in employment, hiring, salary, benefits, advancement,
discipline, termination, or retirement on the basis of gender, race, religion, age,
disability, sexual orientation, nationality or ethnic origin.

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Social responsibility of Sivashakthi engineering
Social responsibility means the obligation of a business to act in manner, which
will secure the best interest of society.
Towards the employees:
Workers are needed the pillar of the organization. They are the important part of
the organization. It is therefore very necessary to keep them satisfied and given
them in due. According to modern philosophy, labour is a human being and
worker next.
SIVASHAKTHI Engineering has to assure job reactivity for their workers and
her to pay reasonable salaries for their effort. It also creates good working
conditions, like good lighting, ventilation, air conditioning to it's employees.
The company also provides ESI to their staff. They are provided with
accommodation, insurance coverage and uniforms to the staff. The firm also ensure
selection and recruitment is being done without any discrimination like caste,
colour, religion and state.
Working hours
The present working hours are as per a general shift from 9:00am to 5:30pm
with one 30 minutes lunch break and amounting to 8 working hours per day and
48 working hours per week. If the work more than 8 hours in a day and more
than 48 hours in a week, the will be paid double the normal wages for overtime
work. Overtime work is voluntary.
Any change in timings or shifts will be informed through notice board.
Employees are expected to follow the correct working timings at each session.
Late coming will not be entertained.

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Holidays
All the employees are eligible for minimum 10 days paid National
and Festival Holidays during a calendar year. This is governed by the
National and Festival Holidays Act.
Committees
Various committees are formed to ensure the welfare of the
employees and address their grievances. They are as follows:-
Earned leave
All the employees are eligible for Earned leaves as provided under the
Factories Act. The employee becomes eligible for 1 day leave with
wages for every 20 days worked. The leave so earned is credited to
their account and they can avail the same with the prior approval of
their superiors or uncashed at the end of service.

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Swot analysis :
A scan of the internal and external environment is an important part of the
strategic planning process. Environmental factors internal to the firm usually
can be classified as strengths(S) or weakness(W), and that external to the firm
can be classified as opportunities(O) or threats(T), such an analysis of the
strategic environment is referred to as a SWOT analysis.
The SWOT analysis provides information that is helpful in matching the firms
resources and capabilities to the competitive and selection. The following
diagram shows how a SWOT analysis fits into an environmental scan.
STRENGTHNESS
WEAKNESS
OPPORTUNITIES
THREATS

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Strengths:-
 They are ISO certified company so the products
that aremanufactured are guaranteed.
 The steel drums that they manufacture are Teflon coated.
 They have skilled labour force that minimises wastages. The steel that
they procure are of high quality.
Opportunities :-
 They have good transportation channel.
o They adopt to changes and industry trends quickly They provide good
incentives
.
Threats:-
 Immerging competitor’s
 Rise in production costs.

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CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
GENDER OF THE EMPLOYEE IN AN ORGANISATION
Gender N0 OF RESPONDENTS PERCENTAGE
Male 21 70%
Female 9 30%
Total 30 100%
Analysis: From the above table it can be analysed that 70% of employees are
male and 30% of employees are female.

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CHART 4.1
GENDER OF THE EMPLOYEES IN AN ORGANISATION
Interpretation: From the above chart it can be interpreted that the majority of
employees are male.
0
1
2
3
4
5
6
7
8
male female
NO OF RESPONDENCE
PERCENTAGE OF RESPONDENCE

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TABLE 4.2
AGE OF THE EMPLOYEES
Age NO OF RESPONDENTS PERCENTAGE
18-20 3 10%
26-35 9 30%
36-45 3 10%
46-55 12 40%
Above55 3 10%
Total 30 100%
Analysis: From the above table we can analyse that 40% of
employees belongs to the age category of 46-55 years and 30% of
employees belongs to the age category of 36-35 years.

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CHART 4.2
AGE OF THE EMPLOYEES
Interpretation: From the above chart it can be interpreted that majority of
employees belongs to the age category of 46-55 years.
10%
30%
20%
40%
percentage
18-25
26-35
36-45
46-55

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TABLE 4.3
WORK EXPERIENCE OF THE EMPLOYEE
WORK EXP NO OF RESPONDENTS PERCENTAGE
1-2 3 10%
3-5 9 30%
6-10 9 30%
Above 10 9 30%
Total 30 100%
Analysis: From the above table we can analyse that 30% of employees have
work experience of 6-10 years and 30% of employees have work experience of
3-5 years. We can understand that the working environment of the organisation
is comfortable for the employees.

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CHART 4.3
WORK EXPERIENCE OF EMPLOYEES
Interpretation: From the below chart we can interpret that majority of the
employees have experience of more than 6-10 years and 30% of employees
have work experience of 3-5 years. We can understand that the working
environment of the organisation is comfortable for the employees.
0
0.5
1
1.5
2
2.5
3
3.5
4
1-2 year
3-5 year
6-10 year
above 10
year
1
2
4
3
percentage
percentage

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TABLE 4.4
RESPONSE TO THE APPLICATION
Responce NO OF RESPONDENTS PERCENTAGE
Good 21 70%
Bad 0 0%
Average 9 30%
Cannot say 0 0%
Total 30 100%
Analysis: From the above table we can analyse that 76% of the response to the
application was good, and 24% of the response was average.

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CHART 4.4
RESPONSE TO THE APPLICATION
Interpretation: From the above table we can analyse that 76% of the response
to the application was good, and 24% of the response was average.
0
5
10
15
20
25
30
Good Bad Average Cannot say
percentage
no of respondence

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TABLE 4.5
SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES
OPINION NO OF RESPONDENTS PERCENATGE
Highly Satisfactory 12 40%
Satisfied 12 40%
Dissatisfied 6 20%
Total 30 100
Analysis: From the above table we can analyse that 40% of the response to the
application was highly satisfactory and 24% of the response was dissatisfied.

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CHART 4.5
SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES
Interpretation: From the above table we can analyse that 40% of the response
to the application was highly satisfactory and 24% of the response was
dissatisfied.

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TABLE 4.6
Are the employees satisfied with the facilities provided with the
organization?
OPINION NO OF RESPONDENTS PERCENATGE
To some extent 28 95
To large extent 2 5
TO TAL 30 100
Analysis: : Almost all the employees are satisfied with facilities providedwith
theorganization.

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100
90
80
70
60
50
40
30
20
10
0
Series1
To some extent To large extent
CHART 4.6
Are the employees satisfied with the facilities provided provided with the
organization
Interpretation: Almost all the employees are satisfied with facilities provided
with the organization.

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TABLE 4.7
Is the management helpful and sympathetic to ther problems inworkstation
RESPONCE NO OF RESPONDENCE PERCENTAGE
TO SOME EXTENT 18 60
TO A LARGE EXTENT 12 40
TOTAL 30 100
Analysis : Almost all the employees are satisfied with facilities provided with
theorganization.

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100
90
80
70
60
50
40
30
20
10
0
Series1
CHART 4.7
Is the management helpful and sympathetic to ther problems inworkstation
Interpretation: Almost all the employees are satisfied with facilities provided
with the organization.

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TABLE 4.8
Does the management have good relation with the workers
TO LARGE EXTENT 7 25
TOTAL 30 100
Analysis: 75% of the employees feel that the management has a good relation
with the workers and only 25% of them feel that the management should
improve their relation with the workers.

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25%
To some extent
To large extent
75%
CHART 4.8
Does the management have good relation with the workers
Interpretation: 75% of the employees feel that the management has a good
relation with the workers and only 25% of them feel that the management
should improve their relation with the workers.

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TABLE 4.9
Do the have any incentives wage scheme for efficient work on ther
organization
YES 24 80
NO 6 20
Total 30 100
Analysis: 80 percent of the employees feel that there should be anincentive
wage schemefor efficient work in the organization.

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80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Series1
CHART 4.9
Do the have any incentives wage scheme for efficient work on ther
organization
Interpretation: 80 percent of the employees feel that there should be an
incentive wage schemefor efficient work in the organization.

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TABLE 4.10
Is the management helpful and sympathetic towards employee’s
OPINION NO OF RESPONDENCE PERCENTAGE
TO LARGE EXTENT 12 40
TOTAL 30 100
Analysis:: 60% of the employees feel that the management is sympathetic to
some extent in their problems faced at workstation.

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Series1
60
40
CHART 4.10
Is the management helpful and sympathetic towards employee’s
Interpretation: 60% of the employees feel that the management is
sympathetic to some extent in their problems faced at workstation

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TABLE 4.11
OVERALL EMPLOYEE SATISFACTION
OVERALL
EMPLOYEE
SATISFACTION
NO OF RESPONDENTS PERCENTAGE
Excellent 12 40%
Very good 9 30%
Satisfactory 3 10%
Average 6 20%
Total 30 100%
Analysis:The above table states that 40% of the employees feels that the employment
satisfaction was excellent, and 30% of the employee feels that the employment satisfaction
was very good.

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CHART 4.11
OVERALL EMPLOYEE SATISFACTION
Interpretation:The above table states that 40% of the employees feels that the employment
satisfaction was excellent, and 30% of the employee feels that the employment satisfaction
was very good.
0
5
10
15
20
25
30
35
40
NO OF RESPONDENTS
EXCELLENT
VERY GOOD
SATSIFACTORY
AVERAGE

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TABLE 4.12
Table showing monthly income of the employees
.
Sl. no Monthly Income No of
respondents
%age
1 15000 – 25000 12 42.5
2 25000 – 35000 7 25.0
3 35000 – 50000 6 25.0
4 50000 & above 5 7.5
Total 30 100.0
Analysis: From the above analysis it is clear that the employees are getting
salary with respect to their experience and qualification, so here the more
number of employees are paid with 15000 – 25000 salary in this
organization.

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45
40
35
30
25
20
15
10
5
0
42.5
25 25
7.5
15000 - 25000 25000 - 35000 35000 - 50000 50000 & above
Series1
Graph.12
Table showing monthly income of the employees
Interpretation : From the above analysis it is clear that the employees are
getting salary with respect to their experience and qualification, so here the
more number of employees are paid with 15000 – 25000 salary in this
organization.

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CHAPTER-5
FINDINGS AND SUGGESTIONS AND CONCLUSION
Findings:-
 80% of the employee are satisfied with their job expectation andthe
information provided by the company.
 Majority of the employees are satisfied with their workingconditions.
 Half of the employees feel that incentives are based onperformance
(50:50).
 Interpersonal relationship found healthy among employees.
 Majority of the employees are satisfied with the training program.
 Maximum number of employees are satisfied with the leavesprovided by
the company.
 Greater parts of the employees in the company feel that thecommunication
flow in the organisation is good.
 Maximum number of the employees are satisfied with inductionand
orientation programs.
 Promotion policies are satisfied by the employees.
 The candidate should be provided with details about the job description
and responsibilities before selection process.
 The management is showing their individual attention to each and every
employees for their betterment and to groom their skills.
 The company gives more preference to female employees and the
handicap employees.
 Training programs could be conducted regularly as employees have
shown a desire to learn more about advanced technologies.
 They want the candidate without any experience to also be given a chance
to induced in the organization.
 The respondents want the management to give the selected candidates the
time to prove themselves.

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 From the above study it was observed that in majority of employees
working at sivasakthi engineering company are graduates so by
recruiting a post graduated people the organisation can work more
effectively.
SUGGESTIONS:-
 The organization should concentrate more on after sales process.
 More advertisement and awareness should be created about the
employee satisfaction.
 Overall product development should take place.
 Segmentation and targeting practices should be adopted.
 Encourage learning and online certifications for courses.
 Motivate employees and give them promotion ,salary hike etc
 There should be enough breaks between the workinghours(flexible
working hours).
 Work allotment should be done equally without anybias.
 They should provide more job security.
 All the welfare measure’s should be communicatedvery clearly
to the employees during orientation. Sothat they can avail the
when they require.
 The policies of the company should be communicatedto the
employees when ever there is a change.
 There should be a good grievances addressal system

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CONCLUSIONS:-
Findings and suggestions are based on the survey and these points are to be
looked into and steps to be taken in this regard for highergrowth.
From the analysis I conclude that the job and the opportunities to theemployees
are to exercise his or her skills at work place. The number of employees
accepted that at times there is a considerable flexibility and independence in co-
ordinating with work and they feel good in existing communication level.
From the analysis it was observed that there is scope of improvement in
working conditions, hours etc.... At sivasakthi engineering company.
 The company should increase the number of recreation activities for the
employees.
 The quality of training also has to be improved.
 The candidates should be provided with the details about job description
and responsibilities before selection process.
 From the above study it was observed that in sivasakthi engineering
company majority of employees working are graduates so by recruiting a
post graduated people the organisation can work more effectively.
 For any kind of policies, systems or concepts to be a success the
management should cooperate equally and this is been in sivasakthi
engineering company., thus helping the company to move towards
success.

79 | P a g e
Bibliography
 Abdul Hameed Aamer Waheed (2011): “Employee Development and Its
Effect on Employee Performance A Conceptual Framework”.
International Journal of Business and Social Science Vol. 2 No. 13
[Special Issue - July 2011] 224.
 Abeba Mitiku Asfaw, Mesele Damte Argaw, Lemessa Bayissa; (2015),
The Impact of Training and Development onEmployee Performance and
Effectiveness, Journal of Human Resource and Sustainability Studies, 3,
188-202.
 American Society for Training and Development state of the industry
report. (2008) retrieved April 24, 2014 fromhttp://www.astd.org/.
 Collins, C.,’Job Satisfaction of CNMs: Luxury of necessity?’, Journal of
Nurse-Midwifery.35, 4, 2002, pp.237
 Heskett, Jame L – Putting the service profit chain to work – Harvard
Business Review, Mar / Apr 94 Vol. 72 Issue 2.

80 | P a g e
ANNEXURES
QUESTIONNAIRE
Sir/Madam,
I am a management student of 2 year MBA studying in CMR
INSTITUTE OF MANAGEMENT STUDIES, conducting a study on Employee
satisfaction in reference with sivasakthi engineering company.
I would be thankful to the if the could spare ther valuable time for answering this
questionnaire. The information provided will be for the academic purpose and would be kept
confidential.
Regards,
1. Name of the employee:
2. Department:
3. Designation:
4. Gender
(a) Male (b) Female
5. Age
(a) 18-25 (b) 26-35 (c) 36-45
(d) 46-55 (e) Above 55

81 | P a g e
6. Education qualification
(a) SSLC (b) PUC (c) Graduation
(d) Post graduation (e) Other specify
7. Work experience
(a) 1-2 (b) 3-5 (c) 6-10
(d) Above 10
8. SATISFACTION OF EMPLOYEES IN TRAINNING
AND PROGRAMMES
a) Highly Satisfactory
b) Satisfied
c) Dissatisfied
9. Are the satisfied with the facilities provided to you in the org
To some extent
To large extent
10.Is the management helpful and sympathetic to ther problems in
workstation
a) To some extent
b) To large extent
11) Does the management have good relation with the workers
a) To some extent
b) To large extent
12. Do the have any incentives wage scheme for efficient work
on ther organization
a) To some extent
b) To large extent

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13. Is the management helpful and sympathetic
a) To some extent
b) To large extent
14. OVERALLEMPLOYEE SATISFACTION
a) To some extent
b) To large extent
15. Table showing monthly income of the employees’
a) To some extent
b) To large extent

83 | P a g e
MBA DISSERTATION
PROGRESS REPORT-1
SL.NO Particulars
1 Name of the student S. VIJAY KUMAR
2 Registration Number MB192214
3 Name of the college Guide Prof. NISHA RAJAN
4 Name of the Guide/External
Guide(Corporate)
Mr. . A . RAJENDRAN
5 Title of the Dissertation A STUDY ON EMPLOYEE
SATISFACTION WITH
REFERENCETO SIVASAKTHI
ENGINEERING COMPANY
6 Name and Address of the
Company/Organization where
Dissertation undertaken with Date of
starting.
SIVASAKTHI ENGINEERING
COMPANY in 10/2, SM Rd, Phase -
1, Jalahalli West, Bengaluru,
Karnataka 560015.
7 Progress report: A brief note
reflecting, Number of meeting with
Guides, places visited, libraries
visited, books referred, meeting with
persons, activities taken up,
preparations done for collection and
analysis of data etc.,)
I have contacted my guide through what’s
app, telephone call and on google class
room.
For chapter 1 to 3 I have consulted my
guide.
I have visited the company 2 times.

84 | P a g e
MBA DISSERTATION
PROGRESS REPORT-2
SL.NO Particulars
1 Name of the student S. VIJAY KUMAR
2 Registration Number MB192214
3 Name of the college Guide Prof. NISHA RAJAN
4 Name of the Guide/External
Guide(Corporate)
Mr. A . RAJENDRAN
5 Title of the Dissertation A STUDY ON EMPLOYEE SATISFACTION
WITH REFERENCE TO SIVASAKTHI
ENGINEERING COMPANY
6 Name and Address of the
Company/Organization where
Dissertation undertaken with Date of
starting.
SIVASAKTHI ENGINEERING COMPANY in
10/2, SM Rd, Phase -1, Jalahalli West,
Bengaluru, Karnataka 560015.
7 Progress report: A brief note
reflecting, Number of meeting with
Guides, places visited, libraries
visited, books referred, meeting with
persons, activities taken up,
preparations done for collection and
analysis of data etc.,)
I have contacted my guide through what’s app,
telephone call and on google class room.
For chapter 4 to 5 I have consulted my guide.

Mr. S. Vijay Kumar, Student, CMR Center for Business Studies, Bangalore

A STUDY ON EMPLOYEE SATISFACTION IN REFERENCE WITH SIVASAKTHI ENGINEERING COMPANY

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