Project Report On Employee Satisfaction

A Study Of Employees Satisfaction With Special Reference To Ebenezer Printpack (P) Ltd,
St. Thomas’ college (Autonomous) 1 Department Of Commerce
PROJECT REPORT
ON
A STUDY OF EMPLOYEES SATISFACTION WITH SPECIAL
REFERENCE TO EBENEZER PRINTPACK (P) LTD,
THRISSUR
Project report submitted in partial fulfillment of the requirements for the award of
degree of
BACHELOR OF COMMERCE
UNIVERSITY OF CALICUT
Submitted by
DILBAR MUBARAK V.A
REG.NO: THAOBCM148
Under the guidance of
Ms. SANITHA.B.VINCENT
Assistant Professor
DEPARTMENT OF COMMERCE
ST. THOMAS’ COLLEGE (AUTONOMOUS)
THRISSUR
2014 - 2017

DECLARATION
I, DILBAR MUBARAK V.A, do here by declare that this project entitled “A
STUDY OF EMPLOYEES SATISFACTION WITH SPECIAL REFERENCE
TO EBENEZER PRINTPACK (P) LTD, THRISSUR” is an authentic work done
by me under the guidance and supervision of Ms. SANITHA.B.VINCENT, Assistant
professor St. Thomas College, Jubilee Block Thrissur.
I further declare that this project report has been submitted by me for the Award of
my graduate degree of Bachelor of Commerce.
I also declare that this project report has not previously formed the basis for the award
of any degree, diploma, fellowship or other similar title of recognition of any
university.
Place : Thrissur
Date : 24 – 03 - 2017 DILBAR MUBARAK V.A

ACKNOWLEDGEMENT
This project has not made possible through the direct and indirect Co-operation of various
individuals for whom I wish to express my sincere gratitude and heartfelt thanks.
First I would like to express my whole hearted thanks to God Almighty for blessing
throughout my life with a light that helped me to do this project in a better manner.
I would like to express my sincere gratitude to Major Dr. P.O JENSON, Principal St.
Thomas College, Thrissur, Rev. Fr. BAIJU CHAKERY, Vice principal and
Prof. Dr. THOMAS PAUL KATTOOKARAN, HOD of Research Department of
commerce, for their utmost concern and leadership. I express my sincere thanks towards
Mr. BIJU JOHN M, project coordinator and Assistant Professor Ms. SOUMYA JOSE P,
HOD Department of Commerce, St. Thomas College Jubilee Block, Thrissur for their
inspiration and encouragement during the study.
At the outset, I take this opportunity to express my heartfelt gratitude to my Guide Assistant
Professor Ms. SANITHA.B.VINCENT, St. Thomas College Jubilee Block, Thrissur for his
valuable guidance and support at every stage of preparation of my project report.
I would like to express my heartfelt thanks to MR. T.F. JAMES, Managing Director of
Ebenezer group of company, and all other staff members of Ebenezer, for giving me a
privilege to conduct the project work in their esteemed organization.
I owe my sincere thanks to beloved family members, friends and all those who have
encouraged me in this project.
Place : Thrissur
Date : 24 – 03 - 2017 DILBAR MUBARAK V.A

LIST OF CONTENTS
SL.
NO.
CONTENTS
PAGE
NO.
1
CHAPTER 1
INTRODUCTION
1.1  INTRODUCTION 1
1.2  STATEMENT OF PROBLEM 3
1.3  OBJECTIVES 4
1.4  SIGNIFICANCE OF THE STUDY 4
1.5  RESEARCH METHODOLOGY 4
1.6  LIMITATIONS OF STUDY 6
2
CHAPTER 2
INDUSTRY AND COMPANY PROFILE
2.1  INDUSTRY PROFILE 7
2.2  COMPANY PROFILE 11
3
CHAPTER 3
REVIEW OF LITERATURE
3.1  REVIEW OF LITERATURE 15
4
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
4.1  DATA ANALYSIS 17
4.2  INTERPRETATION 17
5
CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION
5.1  FINDINGS 48
5.2  SUGGESTIONS 49
5.3  CONCLUSION 50
BIBLIOGRAPHY 51
APPENDIX 52

LIST OF TABLE
SL.
NO.
CONTENTS
PAGE
NO.
1
The table showing working experience of employees in
the organization.
18
2
The table showing employees satisfaction on working
environment.
19
3
The table showing employees satisfaction on salary
structure.
20
4 The table showing superior subordinate relationship. 21
5
The table showing the relationship between peer
groups.
22
6
The table showing experience sharing between
employees.
23
7
The table showing satisfactory level on the basis of
salary.
24
8
The table showing bias free assessment of performance
by superior.
25
9
The table showing employees opinion about the
training programme.
26
10
The table showing the relationship of management
towards employee.
27
11
The table showing employees satisfaction on present
working hours.
28
12
The table showing equality in treatment for disciplinary
action.
29
13
The table showing the satisfaction of employees
towards infrastructure.
30
14
The table showing management concern in safety of
employees.
31
15 The table showing sufficiency of rest time. 32
16
The table showing assessment of skills of employees
before assigning the job.
33
17
The table showing satisfaction of employees in their
grievance being handled.
34
18
The table showing employee satisfaction in their
welfare activity.
35
19 The table showing satisfaction in payment policy. 36
20 The table showing satisfaction in career development. 37
21 The table showing satisfaction in training policy. 38

22
The table showing satisfaction in current transfer
policy.
39
23 The table showing satisfaction in promotional policy 40
24
The table showing satisfaction in performance
appraisal
41
25
The table showing opinion on opportunity provided by
the superior.
42
26
The table showing monetary benefits offered by the
organization.
43
27
The table showing the ability of employee to influence
decisions that affects him/her.
44
28
The table showing the ability to influence day-to-day
company operation.
45
29
The table showing employees understanding of
business mission.
46
30
The table showing employees overall satisfaction with
the job.
47

LIST OF FIGURE
SL.
NO.
CONTENTS
PAGE
NO.
1
The figure showing working experience of employees
in the organization.
18
2
The figure showing employees satisfaction on working
environment.
19
3
The figure showing employees satisfaction on salary
structure.
20
4 The figure showing superior subordinate relationship. 21
5
The figure showing the relationship between peer
groups.
22
6
The figure showing experience sharing between
employees.
23
7
The figure showing satisfactory level on the basis of
salary.
24
8
The figure showing bias free assessment of
performance by superior.
25
9
The figure showing employees opinion about the
training programme.
26
10
The figure showing the relationship of management
towards employee.
27
11
The figure showing employees satisfaction on present
working hours.
28
12
The figure showing equality in treatment for
disciplinary action.
29
13
The figure showing the satisfaction of employees
towards infrastructure.
30
14
The figure showing management concern in safety of
employees.
31
15 The figure showing sufficiency of rest time. 32
16
The figure showing assessment of skills of employees
before assigning the job.
33
17
The figure showing satisfaction of employees in their
grievance being handled.
34
18
The figure showing employee satisfaction in their
welfare activity.
35
19 The figure showing satisfaction in payment policy. 36
20 The figure showing satisfaction in career development. 37
21 The figure showing satisfaction in training policy. 38

22
The figure showing satisfaction in current transfer
policy.
39
23 The figure showing satisfaction in promotional policy 40
24
The figure showing satisfaction in performance
appraisal
41
25
The figure showing opinion on opportunity provided
by the superior.
42
26
The figure showing monetary benefits offered by the
organization.
43
27
The figure showing the ability of employee to influence
decisions that affects him/her.
44
28
The figure showing the ability to influence day-to-day
company operation.
45
29
The figure showing employees understanding of
business mission.
46
30
The figure showing employees overall satisfaction with
the job.
47

CHAPTER 1
INTRODUCTION

1.1 INTRODUCTION
Human resource is considered to be the most valuable asset in any
organization. It is the sum-total of inherent abilities, acquired knowledge and
skills represented by the talents and aptitudes of the employed persons who
comprise executives, supervisors and the rank and file employees. It may be noted
here that human resource should be utilized to the maximum possible extent, in order
to achieve individual and organizational goals. It is thus the employee’s
performance, which ultimately decides, and attainment of goals.
Employee satisfaction is the terminology used to describe whether employees are
happy and contented and fulfilling their desires and needs at work. Many measures
purport that employee satisfaction is a factor in employee motivation, employee goal
achievement, and positive employee morale in the workplace.
Employee satisfaction, while generally a positive in your organization, can also
be a downer if mediocre employees stay because they are satisfied with your work
environment.
The term relates to the total relationship between an individual and the employer for
which he is paid. Satisfaction does mean the simple feeling state accompanying the
attainment of any goal; the end state is feeling accompanying the attainment by an
impulse of its objective.
This project report mainly focused on a study on employee’s satisfaction on Ebenezer
Printpack (P) Ltd, Thrissur. Employee satisfaction is an important factor which will
influence the growth and profitability of the firm. Employee satisfaction is
terminology used to describe whether employees fulfilling their desire and need at
work many measures purport that employee motivation, employees goal achievement
and positive employee morale in the work place.
Job satisfaction survey can give the most valuable information the perceptions and
causes. For satisfaction/dissatisfaction among the employees attitude towards job
satisfaction may be either positive or negative. This positive feeling can be re-in

forced and negative feelings can be rectified. This survey can be treated as the most
effective and efficient way, which makes the workers to express their inner and real
feelings undoubtedly.
For any future course of action or development, which involves employee’s
participation, is considered. The management will get a picture their employee’s
acceptance and readiness. This survey also enables to avoid misinterpretations and
helps management in solving problems effectively. It is observed during study some
of the employees accepted the proposal survey research.
A perfectly contentment and satisfaction motivates an employees to be confident with
a high morale, it is an asset to organization as a whole. Thus the high motivation and
morale of an employee make him to remain in the organization and encourage him to
face cut throat competition and gives him enough dynamism to face challenges.
Every human being possess him own unique resource, if properly channels it by
supportive and supplement, ultimately for achieving organization goals.
As proper breathing and diet is necessary to healthy human being so as is
contentment to the job satisfaction. This contentedness ultimately acts as a key factor
to human resource development.
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.
The term Job Satisfaction was brought to limelight by Hoppock (1935). He reviewed
32 studies on job satisfaction conducted prior to 1933 & observed that job satisfaction
is a combination of psychological, physiological and environmental circumstances
that cause a person to say. ‘I am satisfied with my job’. Locke defines job satisfaction
as a “pleasurable or positive emotional state resulting from the appraisal of one’s job
or job experiences”. To the extent that a person’s job fulfils his dominant need & is
consistent with his expectations & values, the job will be satisfying.
1.2 STATEMENT OF THE PROBLEM
It is said that satisfied employee is a productive employee, any kind of grievance
relating to organizational or personal to a greater extend influence on the job. So
every organization is giving higher priority to keep their employees with the
satisfaction by providing several facilities which improves satisfaction and which
reduces dissatisfaction. Job satisfaction is considered as a key issue by the
entrepreneur where efforts are taken and programs are initiated. If an employee is not
satisfied with the job there are chances for absenteeism, job turnover, lower
productivity, committing of mistakes, diverting energy for different types of conflicts
keeping this thing in view all organizations are trying to identify the areas where
satisfaction to be improved to get out of the above dangers.

1.3 OBJECTIVES
 To know employees opinion about the working environment in the
organization.
 To derive and analyze the satisfaction level of the employees in the company.
 To analyze relationship of employees relation with employer and peer group.
 To know the employee satisfaction towards the infrastructure facilities.
1.4 SIGNIFICANCE OF THE STUDY
 The company can analyze the level of employee satisfaction in their
organization.
 The company can improve the working conditions, environment and other
policies to satisfy the employees.
 The company can implement my valuable suggestions to overcome many
problems faced by organization.
 This study is to understand how the organization works and can get more
insight on the concept of job satisfaction.
 This study is undertaken to provide suggestions.
1.5 RESEARCH METHODOLOGY
Methodology is the systematic, theoretical analysis of the methods applied to a field
of study. It comprises the theoretical analysis of the body of methods and principles
associated with a branch of knowledge. Typically, it encompasses concepts such as
paradigm, theoretical model, phases and qualitative or quantitative technique.
Data needed for the study is collected from the employees through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data
presented through tables and charts.

1.5.1 RESEARCH DESIGN
Descriptive research has been applied, which is also known as statistical research,
describes data and characteristics about the population or phenomenon being studied.
Once the theoretical framework was developed, the data collection procedure was
planned and executed as research design.
1.5.2 SOURCE OF DATA
Primary Data
Primary data are those which are collected a fresh and for the first time and thus
happen to be original character. Under this study, the primary study collection tool
used is questionnaire.
Secondary Data
Secondary data are those which have already been collected by someone else these
are already existing data. Under this study, secondary data like textbooks and websites
are used.
1.5.3 SAMPLE DESIGN
A sample design is a definite plan for obtaining sample from a given population.
Sample design method is used in selected samples
1.5.4 SAMPLE SIZE
The items selected constitute what is technically called a sample. The sample size for
this study is 50 respondents.
1.5.5 SAMPLE TECHNIQUE
In survey methodology sampling is concerned with selection of subset of individual
from within a statistical population to estimate characteristics of whole population.
The sampling technique used here is simple random sampling.

1.5.6 TOOLS OF STUDY
 Likert Scale - five point scale
1.5.7 TOOLS FOR PRESENTATION
 Table representation of data
 Graphical representation of data
1.5.8 PERIOD OF STUDY
A period of 21 days was taken to complete the study.
1.6 LIMITATIONS OF STUDY
Each and every task has certain limitation and hurdles in the course of its
performance.
 This study is limited only to Ebenezer Printpack (P) Ltd.
 To create good images respondents may give responses that vary from facts.
 Some respondents hesitate to give the actual situation, they fear management
may take action against them.
 Non – disclosure of financial data
 Busy schedule of department person

CHAPTER 2
INDUSTRY AND COMPANY PROFILE

2.1 INDUSTRY PROFILE
Offset printing is a commonly used printing technique in which the inked image is
transferred (or "offset") from a plate to a rubber blanket, then to the printing surface.
When used in combination with the lithographic process, which is based on the
repulsion of oil and water, the offset technique employs a flat (Plano graphic) image
carrier on which the image to be printed obtains ink from ink rollers, while the non-
printing area attracts a water-based film (called "fountain solution"), keeping the non-
printing areas ink-free. The modern "web" process feeds a large reel of paper through
a large press machine in several parts, typically for several meters, which then prints
continuously as the paper is fed through.
Development of the offset press came in two versions: in 1875 by Robert
Barclay of England for printing on tin, and in 1904 by Ira Washington Rubel of
the United States for printing on paper.
2.1.1 HISTORY
Lithography was initially created to be an inexpensive method of reproducing
artwork. This printing process was limited to use on flat, porous surfaces because the
printing plates were produced from limestone. In fact, the word "lithograph"
historically means "an image from stone" or "printed from stone". Tin cans were
popular packaging materials in the 19th century, but transfer technologies were
required before the lithographic process could be used to print on the tin.
The first rotary offset lithographic printing press was created in England and patented
in 1875 by Robert Barclay. This development combined mid-19th century transfer
printing technologies and Richard March Hoe's 1843 rotary printing press—a press
that used a metal cylinder instead of a flat stone. The offset cylinder was covered with
specially treated cardboard that transferred the printed image from the stone to the
surface of the metal. Later, the cardboard covering of the offset cylinder was changed
to rubber, which is still the most commonly used material.
As the 19th century closed and photography became popular, many lithographic firms
went out of business. Photoengraving, a process that used halftone technology instead

of illustration, became the primary aesthetic of the era. Many printers, including Ira
Washington Rubel of New Jersey, were using the low-cost lithograph process to
produce copies of photographs and books. Rubel discovered in 1901—by forgetting to
load a sheet—that when printing from the rubber roller, instead of the metal, the
printed page was clearer and sharper. After further refinement, the Potter Press
printing Company in New York produced a press in 1903. By 1907 the Rubel offset
press was in use in San Francisco.
The Harris Automatic Press Company also created a similar press around the same
time. Charles and Albert Harris modeled their press "on a rotary letter press machine".
2.1.2 Offset Printing in India
The Indian Printing Industry, growing at a rate of 12% per annum, comprises more
than 250,000 big, small and medium printers. The current annual turnover of the
industry is more than INR 50,000 crores (USD 11 Billion).
The industry has undergone a revolutionary change in the last 15 years. In 1990, India
initiated a process of reforms aimed at shedding protectionism and embracing
liberalization of the economy. Privatization was initiated with the aim of integrating
the Indian economy with the world economy. This change opened the doors for the
Indian Print Industry to modernize, by investing in the latest of technology and
machinery.
In recent years, the printing industry in India has seen record levels of growth, owing
to liberalized regimes, globalization and progress in automation. The industry has
grown leaps and bounds due to the latest technology and machinery, quality standards
and production capacities.
The printing industry in India is slowly progressing from the heavy machinery using
industry to a more software-centric business. The Indian printers are today equipped
with the latest computer controlled printing machines and flow lines for binding,
while state-of-the-art digital technologies are used in pre-press. UV digital printing
and inkjet technology are also on the rise in India. The advent of global brands, rising

consumerism and growth of the pharmaceutical industry have seen an increase in the
scope for package printing. Giving an optimistic outlook of the industry, the package
printing sector is growing at the annual rate of 17 percent, commercial printing at a
rate of 10-12 percent and digital printing at robust 30 percent.
The digital printing industry is seeing significant transformations with new
technologies & applications providing cost-effective and customized solutions. For
the foreseeable future, offset and digital will not only co-exist, but will also
complement each other- with offset taking the medium-to-longer jobs and digital
performing on short-to-medium run lengths.
The booming Indian economy, increasing consumerism, entry of global brands in the
country and opening of the sector to foreign investors are bound to offer growth
opportunities to the industry.
The compounded annual growth rate of the Indian Printing Industry is estimated to be
12.2% for the period 2007-12. The objective is to achieve 60% growth by the year of
2014. The printing industry of India is highly fragmented. Newspapers and magazine
publishing section have the large printers apart from a few in package, label and
commercial printing. About 77% of the printing houses are family-owned. From 2002
inwards the government allowed foreign investment. Foreign investors can now invest
up to 26% in daily newspapers and 100% in scientific or other publications with
government approval. Printing sector has evolved from a manufacturing industry into
a service industry in India of late. Publishing have come up to the international
standards as well.
Most of the large printers are found in big cities of Delhi, Kolkata, Mumbai,
Hyderabad, Chennai, and Sivakasi, which has emerged as a commercial printing hub
and accounts for a major share of exports from the Indian printing industry.
The Indian printing industry will reach nearly $20.9 billion by 2015, a government
official said at the ninth edition of the international exhibition on printing and allied
machinery industries (PAMEX) which was inaugurated at Greater Noida. With the
exponential growth, the organizers expect India to become the largest printing market

by 2015 aided by low-cost production and ready-to-adopt new technology. The event
is also being supported by the Indian Newspaper Society (INS) and the Federation of
Indian Publishers. It is the only dedicated international exhibition for the industry
organized in Asia.
The printing industry in India is slowly progressing from the heavy machinery using
industry to a more software-centric business. The Indian printers are today equipped
with the latest computer controlled printing machines and flow lines for binding,
while state-of-the-art digital technologies are used in pre-press. UV digital printing
and inkjet technology are also on the rise in India. The advent of global brands, rising
consumerism and growth of the pharmaceutical industry have seen an increase in the
scope for package printing. Giving an optimistic outlook of the industry, the package
printing sector is growing at the annual rate of 18 percent, commercial printing at a
rate of 4 – 6 percent and digital printing at robust 30 percent. The digital printing
industry is seeing significant transformations with new technologies & applications
providing cost-effective and customized solutions. For the foreseeable future, offset
and digital will not only co-exist, but will also complement each other- with offset
taking the medium-to-longer jobs and digital performing on short-to-medium run
lengths. The booming Indian economy, increasing consumerism, entry of global
brands in the country and opening of the sector to foreign investors are bound to offer
growth opportunities to this industry.

2.2 COMPANY PROFILE
Ebenezer Printers, situated in the cultural capital of God’s own country is a perfect
epitome of the natural colours of vibrancy, freshness and creativity of the people of
Kerala. Each and every design, creation and project is a technical marvel at Ebenezer,
delivered by some of the most creative brains in the industry. Right from concept to
design and then to the final result, quality, creativity and originality are the keywords,
without any compromise.
Boasting of the most enviable clientele in the industry, Ebenezer Printers is a name
accepted, appreciated and admired by clients, well-wishers and competitors alike.
Well known in South India as one of the veterans in the printing field, Ebenezer
Printers stands tall with rich experience from the year 1958. Catering to clients from
within Kerala and outside, quality of service and customer satisfaction have been our
mantra to success all this while, and which still continues to be upheld.
2.2.1 HISTORY
Ebenezer had a modest beginning in 1958. Late Mr. T.O. Francis started this humble
venture with immense spirit on his entrepreneurial quest. His farsightedness revealed
in the name of “EBENEZER”, which means “thus far has the God helped us.” The
biblical saying symbolized to the moral qualities he stood for. The modest beginning
has now translated into a corporate entity that has carved for itself a formidable
position in the state of art, EBENEZER has grown to a printing group with three
strategically modern work stations under one roof, rendering the best possible services
to the numerous customers around the globe. The group's success is the reward for
commitment to quality, exemplary service and innovative solutions to meet every new
challenge.
Today, the next generation carries on the business with the same zest and the same set
of values. The Ebenezer Group has grown to become a multi-crore printing
conglomerate, with Ebenezer Printers, Ebenezer Press (P) Ltd., and Ebenezer
Printpack (P) Ltd., coming under its fold. Here the image-transferring technology
meets its every challenge with sophisticated pre-press devices and modern high-speed

printing machines to provide superior print quality to our customers. A well-knit post-
press network is an optimum addition to these.
2.2.2 ESTABLISHMENT
1958 - The beginning, with a moderate letter press with limited printing capacity.
1986 - The next step: Installation of the first offset -machine Dominant S/Demi
1989 - Launching of Pre-press unit - Techno print - comprising the most modern
Digital Technology
1992 - Yet another unit- Hebron Offset Printers at Chettupuzha with Web Offset
Printing and Modern Binding Accessories
1996 - Inauguration of our new unit Ebenezer Press Pvt. Ltd
1997 - Installation of our 1st - Four colour printing machine- Adast Dominant.
2000 - Installation of our 2nd - Four colour printing machine-
D/Demy 26 x 36 – Komori New Kony (Japan).
2002 - Installation of our 3rd - Four colour printing machine D/Cr
Mitsubishi 22" x 32"
2004 - Commissioning of our 4th Unit- Ebenezer Hi- Tech Forms (p) Ltd.
2005 - Installation of Four-color Heidelberg MOV CPC
2005 - 2005 Installation of CTP- CREO Trendsetter800II
2006 - Installation of four-colour press Mitsubishi CPC
2007 - Installation of Programmed Cutting Machine -‘Champion’ 45 inch.
2007 - Installation of four colour form printing machine -‘Multitech’
2009 - Inauguration of new factory building (55,000 Sq.Ft)
2010 - Installation of Heidelberg Speed Master SM 102 10 Colour
2013 - Installation of 16 Clamp - Online Binding Machine (Kolbus)

2.2.3 QUALITY & CAPABILITIES
The path followed by Ebenezer is constant updating and improvisation with the latest
and best technical innovations, modern equipment’s and machineries. Ebenezer has
always been poised to meet any challenge with confidence.
Efficient management - Efficient management and superb infrastructure
Systematic production - Systematic production co-ordination and follow up
Innovative work force - A dedicated, motivated and innovative work force
Commitment to quality - Commitment to quality and punctuality
Innovative solutions - Innovative solutions to meet every new challenge
All under one roof - Centralized operations make for speed and superior
quality.
2.2.4 PERSONNEL POLICY AND OBJETIVES
The intention of the company is to provide a suitable, safe and healthy working
environment to each employees of the company. As the policies are the plan of
actions, organization needs to evolve personnel policies as they ensure consistency
and uniformity in the treating people. They help to motivate and build loyalty.
Policies becomes benchmark to compare and evaluate performance. A policy is more
specific and commits the management to definite course of action.

2.2.5 COMPANY AT A GLANCE
Name Ebenezer Printpack (P) Ltd
Address
Industrial Development Plot
Velekkode, P.O. Mundur,
Thrissur - 680541
Corporate Office
Olarikkara, Thrissur - 680012
Kerala, India
Telephone 0487 - 2361892, 2360992
E-Mail mail@ebenezerprinters.com
Website www.ebenezerprinters.com
Fax 0487-2364688

CHAPTER 3
REVIEW OF LITERATURE

3.1. REVIEW OF LITERATURE
Review of literature is the most important aspect in any research work. It is a
measure, stating the recent output on a particular area of research and organised in a
helpful sequence to strengthen the present research techniques. The main objective of
the review of literature is to understand the research activities that have taken place in
a particular discipline in general and the area of research in particular. All the relevant
literature available was reviewed and presented. The contribution of academicians,
information scientists, research scholars and library professionals on this topic in
various dimensions has yielded invaluable set of research output.
1. Ronan (1970) studied the relative importance of eighteen job characteristic in
relation to job satisfaction and found that job security is not important to
salaried workers but is important to both managerial and hourly workers.
2. Cranny, Smith, Stone (1992) stated Employee satisfaction is defined as the
combination of affective reactions to the differential perceptions of what
he/she wants to receive compared with what he/she actually receives
3. Thomas & Sasikumar (2002) to determine factors which are important in
deciding job satisfaction of managers in co-operative sector, the following
were found to be important – job security, opportunity to use knowledge and
skill, opportunity to participate in decision making connected with job, variety
in job and challenge in job.
4. Yadav (2004) states that nature of work or the job content also influence the
level of job satisfaction of employees in the organization
5. Kelley (2005) stated that to investigate what the employees are satisfied by
and measuring the employee satisfaction in the work place is critical to the
success and increases the profitability of the organization for having
competitive advantage
6 . Moyes, Shao, & Newsome, ( 2008) stated the employee satisfaction may be
described as how pleased an employee is with his or her position of
employment

7. Chopra and Khan (2010) states that job satisfaction is a complex and
multifaceted concept, which can mean different things to different people. The
link between job satisfaction and performance may prove to be a spurious
relationship, instead, both satisfaction and performance are the result of
personality. Hence the behavioral aspect of HRM has to be kept in mind by
the organization decision makers
REFERENCES
1. Ronan (1970) Relative importance of job characteristics. Journal of Applied
Psychology, 54(2) Pg. No. 192 – 200
2. Cranny, C.J., Smith, P.C., & Stone, E.F. (1992). Job satisfaction: How
people feel about their jobs and how it affects their performance. New York:
Lexington.
3. Thomas & Sasikumar k (2002) Job satisfaction of managers in apex co-
operative in Kerala. Management Researchers, 9 (1&2) Pg. No. 43 – 47
4. Yadav (2004) Job satisfaction vis-à-vis working conditions and job content, a
study of women civil servants in Rajasthan secretariat ISDA journal 14(1) Pg.
No. 179 – 212
5. Kelley. T (2005) Employee satisfaction results in improved profitability,
retrieved April 4th, 2008
http://www.indiangaming.com/istore/Nov05_Kelley.pdf.
6. Moyes, G. D., & Shao, L. P., Newsome, M. (2008) Comparative analysis of
employee job satisfaction in the accounting profession. Journal of Business
& Economics Research, 6(2), Pg. No. 65-81.
7. Chopra M.N. & Khan A.M (2010) Job satisfaction Third concept 23(275)
Pg. No. 36 - 40

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

4.1 DATA ANALYSIS
Data analysis is used after collection, organizing and presentation. By analysis of data
we mean, the study of nature of data can be studied with the aid of several statistical
tools which range from simple to complicated and sophisticated methods which can
be handled by trained investigators or experts.
4.2 INTERPRETATION
The final step in an investigation consists of interpreting the data which have been
collected. Interpretation of data means the techniques of drawing conclusions from the
critical study of the collected data. If the data analysis is not properly interpreted the
whole object of the investigation will be defeated and false, conclusions may be
drawn. Correct interpretation will lead to a valid conclusion of the study and this can
aid one in taking suitable decision.

Working experience of employees
Table 4.1: The table showing working experience of employees in the organization.
SL.NO OPINION NUMBER OF
RESPONDENTS
PERCENTAGE
1 Less than 5 years 25 50
2 5 – 10 years 4 8
3 10 – 15 years 12 24
4 15 – 20 years 5 10
5 More than 20 years 4 8
6 Total 50 100
Source – Primary Data
Figure 4.1: The figure showing working experience of employees in the organization.
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
8
24
10
8
0
10
20
30
40
50
60
Less than 5 years 5 - 10 years 10 - 15 years 15 - 20 years More than 20
years
Percentage
Working Experience
Responds Percentage

Working environment satisfaction
Table 4.2: The table showing employees satisfaction on working environment.
RESPONDENTS
PERCENTAGE
1 Highly Satisfied 35 70
2 Satisfied 15 30
3 Dissatisfied 0 0
4 Highly Dissatisfied 0 0
5 No opinion 0 0
6 Total 50 100
Figure 4.2: The figure showing employees satisfaction on working environment.
Interpretation:
Out of 50 responds, 70% of employees are highly satisfied, 30% of employees are
satisfied in the working environment of the organization.
70
30
0 0 0
0
10
20
30
40
50
60
70
80
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Percentage
Working Environment Satisfaction
Responds Percentage

Salary structure satisfaction
Table 4.3: The table showing employees satisfaction on salary structure.
RESPONDENTS
PERCENTAGE
2 Satisfied 38 76
3 Dissatisfied 2 4
5 No opinion 4 8
6 Total 50 100
Figure 4.3: The figure showing employees satisfaction on salary structure.
Interpretation:
Out of 50 responds, 76% of employees are satisfied, 12% of employees are highly
satisfied, 4% of employees are dissatisfied with the salary structure of organization
and 8% of employees have no opinion regarding the salary structure of the
organization.
12
76
4 0
8
0
10
20
30
40
50
60
70
80
Percentage
Salary Structure Satisfaction
Responds Percentage

Superior subordinate relationship
Table 4.4: The table showing superior subordinate relationship.
RESPONDENTS
PERCENTAGE
1 Strongly Agree 40 80
2 Agree 10 20
3 Neutral 0 0
4 Disagree 0 0
5 Strongly Disagree 0 0
6 Total 50 100
Figure 4.4: The figure showing superior subordinate relationship.
Interpretation:
Out of 50 responds, 80% of employees strongly agree that superior maintain good
relation with the employees while 20% of employees feels agree in the good
relationship with employees in the organization.
80
20
0 0 0
0
10
20
30
40
50
60
70
80
90
Strongly Agree Agree Neutral Disagree Strongly Disagree
Percentage
Superior subordinate relationship
Responds Percentage

Relationship between peer groups
Table 4.5: The table showing the relationship between peer groups.
RESPONDENTS
PERCENTAGE
1 Excellent 8 16
2 Good 27 54
3 Average 15 30
4 Poor 0 0
5 Very Poor 0 0
6 Total 50 100
Figure 4.5: The figure showing the relationship between peer groups.
Interpretation:
Out of 50 responds, 54% of employees are of view that relationship between the peer
are good, 16% feels excellent and 30% of employees opinion is that relationship
between peer group is average in the organization.
16
54
30
0 0
0
10
20
30
40
50
60
Excellent Good Average Poor Very Poor
Percentage
Relationship Between Peer Group
Responds Percentage

Experience sharing between employees
Table 4.6: The table showing experience sharing between employees.
RESPONDENTS
PERCENTAGE
2 Agree 10 20
3 Neutral 0 0
4 Disagree 0 0
6 Total 50 100
Figure 4.6: The figure showing experience sharing between employees.
Interpretation:
Out of 50 responds, 80% of employees are always ready to share experience to help
other employees, 20% of employees are very often to share experience in the
organization.
80
20
0 0 0
0
10
20
30
40
50
60
70
80
90
Percentage
Experience sharing
Responds Percentage

Satisfactory salary
Table 4.7: The table showing satisfactory level on the basis of salary.
RESPONDENTS
PERCENTAGE
2 Agree 17 34
3 Neutral 8 16
4 Disagree 0 0
6 Total 50 100
Figure 4.7: The figure showing satisfactory level on the basis of salary.
Interpretation:
Out of 50 responds, 50% of employees are strongly satisfied, 34% of employees are
agree, 16% are neutral with their salary of their work in the organization.
50
34
16
0 0
0
10
20
30
40
50
60
Percentage
Satisfactory Salary
Responds Percentage

Bias free assessment of performance
Table 4.8: The table showing bias free assessment of performance by superior.
RESPONDENTS
PERCENTAGE
2 Agree 7 14
3 Neutral 5 10
4 Disagree 0 0
6 Total 50 100
Figure 4.8: The figure showing bias free assessment of performance by superior.
Interpretation:
Out of 50 responds, 76% of employees are of opinion that superior strongly assess
performance without any bias, 14% of employees were agree, 10% of employees are
neutral opinion regarding the bias assessment performance of superior in the
organization.
76
14
10
0 0
0
10
20
30
40
50
60
70
80
Percentage
Bias free assessment of Performance
Responds Percentage

Training programme
Table 4.9: The table showing employees opinion about the training programme.
RESPONDENTS
PERCENTAGE
1 Excellent 13 26
2 Good 27 54
3 Average 10 20
4 Poor 0 0
5 Very Poor 0 0
6 Total 50 100
Figure 4.9: The figure showing employees opinion about the training programme.
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.
26
54
20
0 0
0
10
20
30
40
50
60
Percentage
Training Program
Responds Percentage

Management employee relationship
Table 4.10: The table showing the relationship of management towards employee.
RESPONDENTS
PERCENTAGE
1 Excellent 17 34
2 Good 14 28
3 Average 12 24
4 Poor 7 14
5 Very Poor 0 0
6 Total 50 100
Figure 4.10: The figure showing the relationship of management towards employee.
Interpretation:
Out of 50 responds, 34% of employees says that the relationship between
management and employees are excellent, while 28% says its good, 24% says
average, 14% says as poor in the organization.
34
28
24
14
0
0
5
10
15
20
25
30
35
40
Percentage
Management employee relationship
Responds Percentage

Satisfaction in present work hour
Table 4.11: The table showing employees satisfaction on present working hours.
RESPONDENTS
PERCENTAGE
2 Satisfied 30 60
3 Dissatisfied 8 16
5 No opinion 0 0
6 Total 50 100
Figure 4.11: The figure showing employees satisfaction on present working hours.
Interpretation:
Out of 50 responds, 60% of employees were satisfied with their present working
hours in the organization, while 12% were highly satisfied, 16% were dissatisfied,
12% were highly dissatisfied in the organization.
12
60
16
12
0
0
10
20
30
40
50
60
70
Percentage
Satisfaction in present work hours
Responds Percentage

Equal treatment on disciplinary action
Table 4.12: The table showing equality in treatment for disciplinary action.
RESPONDENTS
PERCENTAGE
2 Agree 10 20
3 Neutral 3 6
4 Disagree 0 0
6 Total 50 100
Figure 4.12: The figure showing equality in treatment for disciplinary action.
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.
74
20
6
0 0
0
10
20
30
40
50
60
70
80
Percentage
Equal Treatment Of Disciplinary Action
Responds Percentage

Satisfaction in infrastructure
Table 4.13: The table showing the satisfaction of employees towards infrastructure.
RESPONDENTS
PERCENTAGE
2 Satisfied 25 50
3 Dissatisfied 20 40
5 No opinion 0 0
6 Total 50 100
Figure 4.13: The figure showing the satisfaction of employees towards infrastructure.
Interpretation:
Out of 50 responds, 50% of employees are satisfied with their organization
infrastructure, 10% of were highly satisfied and 40% were dissatisfied with their
infrastructure of the organization.
10
50
40
0 0
0
10
20
30
40
50
60
Percentage
Satisfaction in infrastructure
Responds Percentage

Safety of employees
Table 4.14: The table showing management concern in safety of employees.
RESPONDENTS
PERCENTAGE
2 Agree 5 10
3 Neutral 0 0
4 Disagree 0 0
6 Total 50 100
Figure 4.14: The figure showing management concern in safety of employees.
Interpretation:
Out of 50 responds, 90% of employees have an opinion that strongly management
takes sufficient measures for the safety of employees in the organization, 10% were
agree in the organization.
90
10
0 0 0
0
10
20
30
40
50
60
70
80
90
100
Percentage
Safety of employees
Responds Percentage

Sufficiency of rest time
Table 4.15: The table showing sufficiency of rest time.
RESPONDENTS
PERCENTAGE
2 Agree 0 0
3 Neutral 26 52
4 Disagree 20 40
6 Total 50 100
Figure 4.15: The figure showing sufficiency of rest time.
Interpretation:
Out of 50 responds, 52% of employees are feels neutrally management provide rest
time, 40% were disagree, 8% were strongly disagree in the organization.
0 0
52
40
8
0
10
20
30
40
50
60
Percentage
Sufficient Rest Time
Responds Percentage

Assess the skill before assign the job
Table 4.16: The table showing assessment of skills of employees before assigning the
job.
RESPONDENTS
PERCENTAGE
2 Agree 21 42
3 Neutral 2 4
4 Disagree 0 0
6 Total 50 100
Figure 4.16: The figure showing assessment of skills of employees before assigning
the job.
Interpretation:
Out of 50 responds, 54% of employees feels that company strongly analysis skills
before assign the job, 42% feels agree, 4% of employees feel neutral in analysis skills
before assign the job in the organization.
54
42
4
0 0
0
10
20
30
40
50
60
Percentage
Assess the skill before assign the job
Responds Percentage

Satisfaction on grievance handling
Table 4.17: The table showing satisfaction of employees in their grievance being
handled.
RESPONDENTS
PERCENTAGE
2 Satisfied 0 0
3 Dissatisfied 30 60
5 No opinion 15 30
6 Total 50 100
Figure 4.17: The figure showing satisfaction of employees in their grievance being
handled.
Interpretation:
Out of 50 responds, 60% of employees were dissatisfied with the grievance handling
of the company, 10% were highly satisfied and 30% have no opinion regarding the
grievance handling of the company.
10
0
60
0
30
0
10
20
30
40
50
60
70
Percentage
Satisfaction on Grievance Handling
Responds Percentage

Satisfaction in welfare activity
Table 4.18: The table showing employee satisfaction in their welfare activity.
RESPONDENTS
PERCENTAGE
2 Satisfied 32 64
3 Dissatisfied 3 6
5 No opinion 3 6
6 Total 50 100
Figure 4.18: The figure showing employee satisfaction in their welfare activity.
Interpretation:
Out of 50 responds, 64% of employees were satisfied with the welfare activities
provided by the company, 28% were highly satisfied, 6% were dissatisfied and have
no opinion with the welfare activities of the company.
28
64
6
0
6
0
10
20
30
40
50
60
70
Percentage
Satisfaction in Welfare activities
Responds Percentage

Satisfaction in payment policy
Table 4.19: The table showing satisfaction in payment policy.
RESPONDENTS
PERCENTAGE
2 Satisfied 37 74
3 Dissatisfied 3 6
5 No opinion 0 0
6 Total 50 100
Figure 4.19: The figure showing satisfaction in payment policy.
Interpretation:
Out of 50 responds, 74% of employees were satisfied with the payment policies, 20%
were highly satisfied, 6% were dissatisfied with the payment policies of the
organization.
20
74
6
0 0
0
10
20
30
40
50
60
70
80
Percentage
Satisfaction in payment policy
Responds Percentage

Satisfaction in career development
Table 4.20: The table showing satisfaction in career development.
RESPONDENTS
PERCENTAGE
2 Satisfied 39 78
3 Dissatisfied 2 4
5 No opinion 0 0
6 Total 50 100
Figure 4.20: The figure showing satisfaction in career development.
Interpretation:
Out of 50 responds, 78% of employees are satisfied with the career development of
the company, 16% were highly satisfied, while 4% were dissatisfied and 2% were
highly dissatisfied in the organization.
16
78
4 2 0
0
10
20
30
40
50
60
70
80
90
Percentage
Satisfaction in career development
Responds Percentage

Satisfaction in training policy
Table 4.21: The table showing satisfaction in training policy.
RESPONDENTS
PERCENTAGE
2 Satisfied 21 42
3 Dissatisfied 0 0
5 No opinion 12 24
6 Total 50 100
Figure 4.21: The figure showing satisfaction in training policy.
Interpretation:
Out of 50 responds, 42% of employees are satisfied with benefits of the organization,
34% were highly satisfied and 24% of employees have no opinion.
34
42
0 0
24
0
5
10
15
20
25
30
35
40
45
Percentage
Satisfaction in trainning policy
Responds Percentage

Satisfaction in transfer policy
Table 4.22: The table showing satisfaction in current transfer policy.
RESPONDENTS
PERCENTAGE
2 Satisfied 21 42
3 Dissatisfied 0 0
5 No opinion 3 6
6 Total 50 100
Figure 4.22: The figure showing satisfaction in current transfer policy.
Interpretation:
Out of 50 responds, 52% of employees were highly satisfied with the current transfer
policy of the organization, 42% were satisfied and 6% have no opinion regarding the
current transfer policy.
52
42
0 0
6
0
10
20
30
40
50
60
Percentage
Satisfaction in Current Transfer Policy
Responds Percentage

Satisfaction in promotional policy
Table 4.23: The table showing satisfaction in promotional policy
RESPONDENTS
PERCENTAGE
2 Satisfied 27 54
3 Dissatisfied 0 0
5 No opinion 0 0
6 Total 50 100
Figure 4.23: The figure showing satisfaction in promotional policy
Interpretation:
Out of 50 responds, 54% of employees were satisfied with the present promotional
policy of the organization, 46% were highly satisfied in the organization.
46
54
0 0 0
0
10
20
30
40
50
60
Percentage
Satisfaction in promotional policy
Responds Percentage

Satisfaction in performance appraisal
Table 4.24: The table showing satisfaction in performance appraisal
RESPONDENTS
PERCENTAGE
2 Satisfied 33 66
3 Dissatisfied 0 0
5 No opinion 3 6
6 Total 50 100
Figure 4.24: The figure showing satisfaction in performance appraisal.
Interpretation:
Out of 50 responds, 66% of employees are satisfied with the performance appraisal
techniques used by the company, 28% were highly satisfied and 6% have no opinion
in the organization.
28
66
0 0
6
0
10
20
30
40
50
60
70
Percentage
Performance Appraisal Techniques
Responds Percentage

Opportunity provided by the superior
Table 4.25: The table showing opinion on opportunity provided by the superior.
RESPONDENTS
PERCENTAGE
2 Agree 14 28
3 Neutral 13 26
4 Disagree 6 12
6 Total 50 100
Figure 4.25: The figure showing opinion on opportunity provided by the superior.
Interpretation:
Out of 50 responds, 34% of employees strongly get an opportunity to work in the
interested projects, 28% of employees were agree, 26% of employees neutral and 12%
of employees disagree opinion to work in interested projects of the company.
34
28
26
12
0
0
5
10
15
20
25
30
35
40
Percentage
Oppurtunity in interested project
Responds Percentage

Monetary benefits offer
Table 4.26: The table showing monetary benefits offered by the organization.
RESPONDENTS
PERCENTAGE
2 Satisfied 28 56
3 Dissatisfied 0 0
5 No opinion 8 16
6 Total 50 100
Figure 4.26: The figure showing monetary benefits offered by the organization.
Interpretation:
Out of 50 responds, 56% of employees are satisfied with benefits offered by the
organization, 28% were highly satisfied and 16% have no opinion in the benefits
offered by the organization.
28
56
0 0
16
0
10
20
30
40
50
60
Percentage
Monetary Benefits Offered
Responds Percentage

Decision influence of employees
Table 4.27: The table showing the ability of employee to influence decisions that
affects him/her.
RESPONDENTS
PERCENTAGE
2 Agree 0 0
3 Neutral 12 24
4 Disagree 21 45
6 Total 50 100
Figure 4.27: The figure showing the ability of employee to influence decisions that
affects him/her.
Interpretation:
Out of 50 responds, 24% of employees have an opinion that neutrally have the ability
influence in decisions that affects him/her, 45% were disagree and 34% were strongly
disagree to the opinion of employees decision influence in the organization.
0 0
24
45
34
0
5
10
15
20
25
30
35
40
45
50
Percentage
Decesion influence of employees
Responds Percentage

Influence in day-to-day operation
Table 4.28: The table showing the ability to influence day-to-day company operation.
RESPONDENTS
PERCENTAGE
2 Agree 17 34
3 Neutral 12 24
4 Disagree 0 0
6 Total 50 100
Figure 4.28: The figure showing the ability to influence day-to-day company
operation.
Interpretation:
Out of 50 responds, 42% of employees feels that they strongly have the ability to
influence day-to-day company operations, while 34% were agree and 24% were
neutral in the organization.
42
34
24
0 0
0
5
10
15
20
25
30
35
40
45
Percentage
Influence in day-to-day operation
Responds Percentage

Understanding of business mission
Table 4.29: The table showing employees understanding of business mission.
RESPONDENTS
PERCENTAGE
2 Agree 20 40
3 Neutral 0 0
4 Disagree 0 0
6 Total 50 100
Figure 4.29: The figure showing employees understanding of business mission.
Interpretation:
Out of 50 responds, 60% of employees are strongly agreed and 40% of employees are
agreed with their understanding of business mission.
60
40
0 0 0
0
10
20
30
40
50
60
70
Percentage
Understanding Of Business Mission
Responds Percentage

Overall satisfaction with the job
Table 4.30: The table showing employees overall satisfaction with the job.
RESPONDENTS
PERCENTAGE
2 Satisfied 40 80
3 Dissatisfied 0 0
5 No opinion 0 0
6 Total 50 100
Figure 4.30: The figure showing employees overall satisfaction with the job.
Interpretation:
Out of 50 responds, 80% of employees were satisfied with their overall job and 20%
were highly satisfied in the organization.
20
80
0 0 0
0
10
20
30
40
50
60
70
80
90
Percentage
Overall Satisfaction
Responds Percentage

CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS
 Almost every employees are highly satisfied with the working environment of
the company.
 All employees were satisfied with their salary structure of the company.
 All employees have a good relationship with employer and co-worker.
 The company is providing good training programme to the employees.
 Some of the employees were dissatisfied with their working hours.
 Employees are dissatisfied with the infrastructure facilities of the company.
 The company always providing excellent safety measures to the employees.
 The company always assess the skill of employees before assigning the job.
 Employees were dissatisfied with grievance handling of the company.
 The company provide excellent transfer policy, promotional policy to the
employees.
 More or less employees have a better understanding of business mission.
 Employees are satisfied with their work and responsibility.

5.2 SUGGESTIONS
 The company can provide all round growth of employees through succession
planning and carrier planning.
 Management can adopt better training methods.
 The company has to develop their infrastructure facilities.
 The organization can minimize the candidate eligibility verification process.
 The company can provide sufficient rest time to the employees and reduce the
over working hour.
 In order to solve the grievance of the employees, management can adopt quick
action to grievance, acknowledging grievance, examine the cause of grievance,
etc.

5.3 CONCLUSION
Ebenezer Printpack (P) Ltd is a leading offset printers and other varieties of service in
Thrissur, Kerala. It has 2 manufacturing units. The company is at its striving towards
excellence, it has happened due to combined efforts of its management and the work
force. The company has attained a national level award for the better quality printing.
The main positive of the company is that the company does not have any trade union
for employees and hence no labor problem. So we can conclude that the company will
reach greater heights

BIBLIOGRAPHY

BOOKS
 Abraham K. Korman, “Organizational behavior”, Englewood, Cliffs, N.J.,
Prentice Hall, 1977.
 Aswathappa, K., “Human Organizational Behavior”, Himalaya Publishing
Company, India, 2008.
 Bohlander, “Human Resource Management”, Thomson Learning,
Singapore, 2002.
JOURNAL
 Arya, P.P., “Work Satisfaction and its Correlates”, Indian Journal of
Industrial Relations, 1984, Vol.20, Issue No. 1.
 Baldev R. Sharma, “Determinants of Job Satisfaction among Industrial
Workers”, Vikalpa, 1980, Vol.5, Issue No. 1.
 Jayashri Desai, “Employees Job Satisfaction” Vidya, 1964 vol.71 Issue
No.1.
WEBSITE
 www.ebenezerprinters.com
 http://www.sgia.org/feature_articles/pdfs/employee_satisfaction-
DiCecco.pdf
 http://www.dissertation-statistics.com/job_satisfaction.html
 https://www.slideshare.net/ajeeshmk52/job_satisfaction-44375280

APPENDIX

ST.THOMAS’ COLLEGE (AUTONOMOUS) THRISSUR
A SURVEY ON EMPLOYEE SATISFACTION
I would be grateful if you kindly spare some time to answer my queries enclosed here.
I shall promise that the information collected from you will be used purely for the
study purpose and would be kept confidential.
Name :
Gender :
Age :
Department :
Education :
Salary :
Q1. How long have you been working in the organization ?
Less than 5 years
5 – 10 years
10 – 15 years
15 – 20 years
More than 20 years
Q2. Are you satisfied with the working environment of the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion

Q3. Are you satisfied with the present working hours of the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q4. Are you satisfied with the current transfer policy ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q5. Are you satisfied with the salary structure of the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q6. Does your organization provides satisfactory salary according to the work ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q7. Does the management provide sufficient time for rest ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Q8. Are you satisfied with the grievance handling system of the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q9. Are you satisfied with the welfare activities provided by the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q10. Are you satisfied with the payment policy of the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q11. The satisfaction level that you have regarding the present promotional policy of
the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q12. How do you rate the performance appraisal techniques used by the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion

Q13. Monetary benefits offered by the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q14. Does your superior maintaining good relation with you ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q15. Is the relationship between the peer group good ?
Excellent
Good
Average
Poor
Very Poor
Q16. Do you share experience to help other employees ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q17. Do the superior assess the performance without any bias ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Q18. The relationship of management towards employee ?
Excellent
Good
Average
Poor
Very Poor
Q19. While taking disciplinary action did you get equal treatment ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q20. Ability to influence decision that affect you ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q21. Your Opinion about the training program of the organization ?
Excellent
Good
Average
Poor
Very Poor
Q22. Does the management assess the skill of employees before assigning the job ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Q23. Are you satisfied with the career development in the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q24. Are you satisfied with the benefits given by the organization through training ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q25. Opportunity to work in the interested projects ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q26. Ability to influence day-to-day company operations ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q27. Your understanding of the business mission ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Q28. Are you satisfied with the infrastructure facilities provided by the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q29. Did the management take sufficient measures for the safety of employees ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q30. Overall satisfaction with your job ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
THANK YOU

Project Report On Employee Satisfaction

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