RANI CHANNAMMA UNIVERSITY, BELAGAVI

A
PROJECT REPORT ON

“EMPLOYEE JOB SATISFACTION”

WITH REFERENCE TO
“ Sagar Jaggery Plant,Vandur “

SUBMITED TO
RANI CHANNAMMA UNIVERSITY, BELAGAVI
IN THE PARTIAL FULFILLMENT OF
BACHELOR OF BUSINESS ADMINISTRTION
SUBMITTED BY
MISS. Tanuja Rahul Shendure
EXAM SEAT NO:-
UNDER THE GUIDANCE OF
INTRNAL GUIODE EXTERNAL GUIODE
PROF. SHRI.
THROUGH THE PRINCIPAL
VSM’S BBA, BCA College Nippani
2023-24
 CERTIFICATE

This is to certify that MISS. Tanuja Rahul Shendure

of BBA 6th Semester has satisfactorily completed her project work
entitled, “EMPLOYEE JOB SASTISFCTION” with reference to
“Sagar Jaggery Plant,Vandur ” Submitted in partial fulfillment
of BBA Degree course during the year 2023-24 under my guidance
and supervision.

PRINCIPAL

Date: - Prof.

Place:-
 CERTIFICATE

This is to certify that MISS. Tanuja Rahul Shendure

of BBA 6th Semester has satisfactorily completed her project work
entitled, “EMPLOYEE JOB SASTISFCTION” with reference to
“Sagar Jaggery Plant, Vandur ” Submitted in partial fulfillment
of BBA Degree course during the year 2023-24 under my guidance
and supervision.

INTERNAL
GUIDE

Date: - Prof.

Place:-
 ACKNOWLEDGEMENT

It is matter of pleasure to acknowledge people who have helped me

during work. I express my sincere & gratitude to my guide
PROF.ARVIND KATT for their valuable advice, discussion,
conclusion, supervisions & encouragement thought out my project
and I also express regard & gratitude’s to Principal PROF.
N.R.PATIL for extending me all necessary facilities for carrying out
this project work. I am thankful to my parents for their kind loving
encouragement.

I also express my gratitude’s to

(HR MANAGER.)

And I also thanks all workers, security peoples & supervisors others
for providing necessary information.

Place:-

Date:-

MISS:TANUJA SHENDURE

DECLARATION
I hereby declare that the project report entitled “Functional
aspects of organization” with reference to Magnum Tuff
India Pvt ltd. Naingalaj, Dist.: Belgum is my own work
under the guidance of PROF.ARVIND KATTI & the
conclusion are based on the primary & secondary data
collected from appropriate sources. To the best of my
knowledge this work has not been submitted for the award of
any Degree or diploma of this or any other university.

I have put my efforts on highlighting on functional aspects

of organization & I have given the solution in the form of
suggestions.

I hope this will serve purpose.

Place:-

Date:-

MISS:TANUJA SHENDURE
 CONTENT

Sl.no Particulars Page

no.
1 Research design
2 Conceptual Background
3 Data Analysis & Interpretation
4 Findings, Suggestion and
Conclusion

RESEARCH DESIGN
 INTRODUCTION

Sugar industry in India is a well-developped industry and one of the largest after textiles. It
provides rural employment opportunities and plays an important role in Indian economy.
Jaggery is also manufactured from sugarcane juice and is very widely used not only in
individual households but also in many eateries, restaurants, clubs and hostels and it has
certain industrial applications as well. Manufacture of sugar involves many technical aspects
and the capital investment is also on the higher side. Compared to this, production of jiggery
is very simple and the capital cost is also very limited. Due to its wide applications, the
market for jaggery is continuously growing.

I. PRODUCTS
Jaggery is a typical Indian product with several uses in daily food preparations and it is also
used to make many sweet food preparations. This is a product with scattered market and
can be manufactured in the states like Maharashtra, UP, Gujarat, Bihar, Jharkhand etc.

II. MARKET POTENTIAL

The demand for jaggery is steadily growing many folds in the urban, rural and semi-urban
areas. There are several applications of jaggery and almost all Indian households use it on
 day-to-day basis. Market for jaggery is round the year whereas its production is only during
the sugarcane season and thus factory works for around 6 to 7 months every year. Apart
from individual households, it is used in large quantities in restaurants, road-side dhabas,
other eateries, hostels and clubs and by caterers. It has shelf-life of more than couple of
months. Its production is undertaken at several places but Maharashtra, Uttar Pradesh,
Bihar and Tamil Nadu are the leading manufacturers. In view of constantly growing market,
it should not be difficult for a new entrant to enter and capture the market.

III. MANUFACTURING PROCESS

Jaggery manufacturing is done on a small scale by a group of farmers. The juice is extracted
from fresh sugarcane. Then it is filtered and boiled in wide, shallow iron pans with continous
stirring and, simultaneously soda or bhindi juice is added in required quantity. While
boiling,brownish foams come at the top which are continuously removed to get golden
yellow colour of jaggery. The consistency of the juice becomes thick and then it is poured
into the small to medium sized iron or aluminum cans where blocks of jaggery are formed
after cooling. Size of the blocks can vary from 1 kg. to 12 kgs. Finally, these blocks are
packed in gunny bags.
From 100 kgs. of sugarcane, 10 kgs. of jaggery is made. The process flow chart is as under:

 Juice Extraction
 Filtration and Boiling
 Cooling and Packing
The main raw material is sugarcane with minimum 19.0 Brix reading. The extraction of juice
from the sugarcane works out to about 45%. The states of Bihar and Jharkhand produce
large quantity of sugarcane and availability should not be a bottleneck. Other materials like
soda/bhindi juice shall be available locally. Gunny bags of different capacity shall be the
packing material.
IV. CLARIFICATION OF JUICE:

 The sugar juice contains colloidal matter, inorganic salts, fiber, various nitrogenous
substances, lipids, gums, wax organic acid, inorganic acid, pectin etc. All these impurities
removed totally or partially in this clarification process.
In the clarification process generally used two types of clarificants are used they are Organic
Clarificants and Inorganic Clarificants. In organic clarificants are for vegetable origin like Bendi,
Sulkali and Doela. Inorganic clarificants used like Lime, Hydrous Power and super phosphate.

 The screen juice taken in open pan and firing starts slowly so that dissolved air escaped and
gummy, colloidal substances get coagulated by the adding of clarificants as per requirement.
It comes at top surface of the juice know as scum and it is removing continuously . In this
process temperature requirement is 70oC to 800
 First added vegetable origin simultaneously small quantity of lime water is added to reduce
the acidity of juice but not to the extent to make juice neutrals because taste and colour of
gur produced will be inferior. In this lime process pH maintained 6.2 to 6.5. In some cases
super phosphate. P2O5, and 0.25% concentrated hydrous power are also added to obtain
good colour of Gur (jaggey). While juice temperature rising scum is removed by perforated
strainers.
V. CONCENTRATION OF JUICE:

After clarification completed by vigorous boiling, temperature of boiling mass is around 110
to 115o Boiling take place about 2 to 3 hours. The stage at which semi fluid material is
formed then it is transferred rectangular boxes or Bucket shape boxes as per requirement.
This mass is allowed to cool for solid form.

VI. COMPOSITION AND SPECIFICATION OF JAGGERY (GUR):

 It contains all the nutrients and substances present in cane juice. The nutrient value of
jaggery is slightly higher than that of crystalline sugar because it contains all constituents
which are normally separated in molasses in manufacturing of sugar.
 Recovery of jaggery in the range from 8 to 12% that depending upon the total solids in cane.
 Jaggery graded in the market according to basis of colour, taste, hardness and crystalinity
which is judged by visual appearance. While in practically graded of jaggery should be
consider sucrose %, reducing sugar, moisture and colour.

VII. STORAGE OF JAGGERY:

Jaggery is consumed throughout the year in daily regular practice. The jaggery detoriates
faster in monsoon season when relative humidity is more than 70%. During this season gur
absorbs moisture from the atmosphere and becomes viscous and dark colour. Hence jaggery
blocks packed in gunny bags along with water proof sheet.
VIII. ORGANIC JAGGERY MAKING PROCESS:
In Manufacturing of organic Jaggery taking care from growing of sugar cane. In sugar cane
cultivation maximum used only natural organic fertilizers like cow dung.
The difference between organic and commercial jaggery making is mainly in clarification
process. In organic jaggery making process used only organic clarificants and little bit
of lime to decrease the acidity of juice. So organic jaggery colour having dark when compare
with commercial jaggery.
IX. PLANT & MACHINERY

PARTICULARS QTY. RATE AMOUNT IN RS.

50000.00 100000.00
Double Roller Sugar Cane Crushers with 2HP Motors 2.00

Plastic Juice Storage Tanks 3x2x1 Mts 4.00 10000.00 40000.00

1.5 mts Iron Pan with 2-3 handles 1.00 25000.00 25000.00

Storage Tank 1.00 35000.00 35000.00

Strong Iron Scrappers with Long handle 4.00 2000.00 8000.00

Sealing Packing fillingMachine 1.00 5,000.00 5,000.00

Weighing scale 1.00 15,000.00 15,000.00

Misc tools and Equipments LS 1,00,000.00 1,00,000.00

TOTAL 3,28,000.00
INTRODUCTION:-
Job satisfaction in regards to one’s feeling or state of mind regarding
nature of their work. Job can be influenced by factors like quality of one’s
relationship with their supervisor, quality of physical environment in which they
work, degree of fulfiment their work etc.
Positive attitude towards job are equivalent to job satisfaction whereas
negative attitude towards job has been defined variously from time to time.

Objective of the project work

 To study job satisfaction, me in the organization
 To study the effect of job satisfaction on the production
 To measure the employees job satisfaction level in the organization
 To study the attitude of the employee towards their work
 To know the employee satisfaction towards the facilities

Collection of data

Primary data
 Personal interview
 Direct communication with HR manager
 And through observation
 Questionnaire

Secondary data
 Company’s data
 Reports
METHODOLOGY

Nature of data : Primary data (survey) and Secondary data

(Internet, company brochures)

Method of collection: Survey method

Sampling technique: questionnaire

Sample size : 25

Area : in the company

Tools and techniques: Questionnaire

LIMITATION OF THE PEOJECT WORK

 The employee was not very open with views.
 Some of them thought they would be put to trouble
 Due to time schedule the employees did not spend much time for
interaction
 Due to less time whole organization study did not possible
ORGANISATIONAL
PROFILE
History of the industry
It gives me immense pleasure to announce that jagate group is starting its
new venture by name “Sagar jaggery plant ”. A state-of-the-art jaggery
processing industry.

Magnum Tuff India pvt.ltd. Is situated in belgaum district, built on a 6.25

acres land with I lakh sq. ft. built –up area which makes it the largest glass
processing facility in south India. I am proud to say that our fully
automatic pre-processing line is first of kind in India.

Magnum Tuff is an allied institute of “Jolle Group was started 30 years

bank and today it has become a huge conglomerate with its presence in 7
different verticals. Jolle Group has a strong presence in the Finance sector
with more than 200 co-operative
Society’s Karnataka and Maharashtra. It also has entered in to other sectors
like Education renewable energy, Real estate, Manufacturing, Mining and
Hospitality etc.

We started a small architectural glass processing unit in belgaum 7 years

back, and saw a huge potential in this sector and that’s why we took a huge
leap by starting magnum tuff.
This is the outcome of our commitment to serve our clients with highest
quality, on time delivery and commitment to give our clients a world class
experience.

I am thankful to all our clients for their support and also to my team,
without their commitment and dedication we wouldn’t have achieved this
milestone.

I am very confident that magnum tuff Indian Pvt ltd. Will make in the
toughened glass industry in the future.

We look forward to your association and support.

COMPANY PROFILE
Name Sagar jiggery plant , Kagal

Address Sagar jiggery plant , Kagal

Tal: Kagal Dist.: Kolhapur

Location Maharashtra state

Founder

Area Naingalajcross, Nipani -chikodi road,

Naingalaj

E-mail [email protected]

Products

Phone no +91 9148983688,9663366746

Annasaheb s. jolle

Chairman & founder – jolle group

Chairman –Magnum tuff India pvt ltd.

Basavaprasad jolle

Managing director

Jyotiprasad jolle

Director

OTHER DEPARTMENTS
1. Sarang Naik – H R manager
2. Ramesh jiogan – H R Executive
3. Rive poddar - Accounts Manager
4. Deepak kumar – Producation Manager
5. Sonukumar – Producation Assisitent
6. Dundappa khot – Production line Incharge
7. Shivaraj gotne – Sales Manger
8. Malati - Sales executive
9. Vinod gull – design departmet
10. Rahul akkole – dispatch department
11. Shridhar jigan – dispatch executive
12. Prasad shrigunse – dispatch executive
13. Ramgound beed - Quality of HOD
14. Mahadev guddimani – Quality of executive
 15. Rahul kondekar – purchases Head
16. Prakash jagadale – Store Head
LEADERSHIP WITH TRANSPARENCY

Magnum Tuff is synonymous for quality.

The first thing that strikes our mind when we hear about Magnum Tuff is
quality, coupled with durability and strength. Our transparent attitude to
deliver quality product is what separates us from the crowd. Optimizing
the efficiency of manufacturing processes, ensuring safety and staying in
tune with technology and knowledge is what pursue in our organization.

VISION

Our vision is to be the leading manufacturing of toughened glass,

suitable for the architecture and automotive industry.

MISSION

We believe in maintaining a customer centric approach,

providing superior quality glass product and solution at
competitive prices and meeting the needs of the customer.\
We are working to achieve this with commitment, sincerity
and dedication.
OUR SPECIALTY PRODUCTS

ARCHITECTURAL
- Tempered / Toughened Glass
- Heat strengthened glass
- Heat socked glass
- Bent tempered glass
- PVB/SGP laminated safety glass
- Ceramic printed glass
- Smart glass /privacy glass
- Fire resistance glass
- Insulating glass / (DGU)
- Frosting glass
- Bullet resistance glass
- High performance glass
- Curved tempered glass
- Curved laminated glass
- Curved insulated glass
- Privacy glass
- AUTOMOTIVE
- Bus laminated wind shield glasses
- Scania / Volvo / Veera /MG / etc.
- LCV wind shield glasses
- Car and wind shield glasses
- Bulle resistant glasses for armored vehicles/ VIP cars
- Bus side fix / sliding toughened glass
- LCV side glasses
- Wind shield, door glasses, quarter glasses, banklites
- Roof hatch glasses certification
- BIS certified
- ARAI certified
 - DOT mark
- ISI mark
- E mark
- TS 16949
LAB FACILITY
- EN 12150 for toughened glass

- EN 12543 for laminated safety glass

- EN 1279 for insulting glass

- EN 14179 for heat soaked glass

- IS 2553:PART 1:2018 for architectural glasses

- IS 2553:PART 2:2019 for automotive glasses

CONCEPECTUAL

BACKGROUND
JOB SATISFACTION:
Job satisfaction is defined as "the extent to which people like (satisfaction) or
dislike (dissatisfaction) their jobs” (Sept, 197, p2.) This definition suggests job
satisfaction is a general or global affective reaction that individuals hold about
their job. While researches and practitioner most often measure global job
satisfaction, there is also interest in measuring different "facets "or "dimensions"
of satisfaction, Examination of these facet conditions is Often useful for a more
careful examination of employee satisfaction with critical job factors.
Traditional job satisfaction facets include: co-workers, pay, job conditions,
supervision, nature of the work and benefits.
Job satisfaction is in regard to one’s feelings or state-of-mind regarding the
nature of their work. Job satisfaction can be influenced by a variety of factors,
e.g., the quality of one's relationship with their supervisor, the quality of the
physical environment in which they work, degree of fulfillment in their work,
etc.

Employee satisfaction:
Have always been important issues for physicians. After all, high levels of
absenteeism and staff turnover can affect your bottom line; recruitment and
retraining take their toll. But few practices in fact, few organizations) have made
job satisfaction a top priority, perhaps because they failed to understand the
significant opportunity that lies in front of them. Satisfaction employees tend to
be more productive, creative and committed to their employers, and recent
studies have shown a direct correlation between staff satisfaction and patient
satisfaction, Family physicians who can create work environment that demands
quality and cost efficiency. What's more, physicians may even discover that by
creating a positive workplace for their employees, they've increased their own
job satisfaction as well

Meaning of job satisfaction:

Job satisfaction refers to a person's feeling of satisfaction on the job which acts
at motivation to work. It is not the self-satisfaction happiness or self.
Both satisfaction and dissatisfaction were seen as function of the perceived
relationship between what one prevails it as offering one entailing.

Herzberg's theory:
In the late 1950s, Frederick Herzberg, considered by many to be a 1 motivation
theory, interviewed a group of employees to find out what made them as
dissatisfied on the job. He asked the employees essentially two sets of
questions:
1. Think of a time when you felt especially bad about your job. Why did your
way ?
2. Think of a time when you felt especially bad about job. Why did you feel
that
From these interviews Herzberg went on to develop his theory that there
dimensions to job satisfaction: motivation and "hygiene" issues, (see "Two
employees satisfaction"). Hygiene issues, according to Herzberg, cannot
motivate ne
but can minimize dissatisfaction, if handled properly. in other words, they can
only
if they are absent or mishandled. Hygiene topics include company policies, sup
salary, interpersonal relations and working conditions. They are issues related
employee's environment. Motivators, on the other hand, create satisfaction by 1
individuals' needs for meaning personal growth. They are issues such as achie
recognition, the work itself, responsibility and advancement. Once the hygiene
al addressed, said Herzberg the motivators will promote job satisfaction and en
What are the statistically significant factors significant
factors that affect job satisfaction?

Beaverdam research identified six factors that influenced job satisfaction

when these are factors were high, job satisfaction was high when the six factors
were low, and job satisfaction was low. These factors are similar to what we
have found in al organization.

Job satisfaction is influenced by:

 Opportunity

 Streets

 Leadership

 Work standards

 Fair rewards

 Adequate authority

Opportunity:
Employees are more satisfied when they have challenging
opportunity at work. This includes chances to participate in interesting projects:
jobs with a satisfying degree of challenging and opportunities for increased
responsibility. Important; this is not simply "promotional opportunity". As
organization have become flatter, promotions can be rare. People have found
challenging through projects. Team leadership, special assignment-as well as
promotions.
Actions:-
 Promote from within when possible.
 Reward promising employees with roles no interesting projects.
 Divide jobs into levels of increasing leadership and responsibility.

It may be possible to crate job titles that demonstrate increasing levels of

expertise which are not limited by a viability of positions they simply
demonstrate achievement

Stress
When negative stress is continuously high, job satisfaction is low. Jobs are more
stressful if they interfere with employees' personal lives or are a continuing
source of worry or concern.

Actions:
* Promote a balance of work and personal lives. Make sure that senior manager
models this behavior.
* Distribute work evenly (fairly) within work teams
* Review work procedures to remove unnecessary "red tape" or bureaucracy.
* Manage the number of interruption employees have to endure while trying
to do their jobs.
*Some organizations utilize exercise or "fun" breaks at work.

Leadership
 Employees are more satisfied when their manager is good leaders. This
includes motivating employees to do good job, striving for excellence or just
taking action.

Action:
 Make sure your managers are well trained. Leadership combines attitudes
and behavior it can be learned.
 People respond to managers that they can trust and who inspire
Them to archive meaningful goals.

Work standards.
Employs are more satisfied when their entire workgroup takes pride ni hte
quality of its work.

Actions:
 Encourage communication between employees and customer. Quality
gains importance when employees see impact on customer.
 Develop meaningful measure of quality. Celebrate achievement in
quality.3

Trap
Be cautions of silk "packaged" campaigns that are perceived as superficial
and patronizing.

Fair Rewards
Employees are more satisfied when they feel are rewarded fairly for the work
they do. Consider employees responsibilities, the effort they have put forth the
work they have done well and demands of their jobs.

Actions:
 Make sure rewards are for genuine contributions ot the organization.
 Be consistent in your reward policies
 If your wages sure competitive make sure employees know this.
  Reward can include a variety of benefits and perks other than money.
 As an added benefit, employees who are rewarded fairly, experience less
stress.

Adequate authority
Employees are more satisfied when they have adequate freedom and
authority to do their jobs.

Actions:
When reasonable

 Let employees make decisions.

 Allow employees to have input on decisions that will affect them.
 Establish work goals but let employees determine how they will
Achieve those goals. Later reviews may identify innovation "best
practices".
 Ask, "If there were just one or two decisions that you could make, which
ones would make the biggest difference in your job?"

The secret:
One thing that makes humans unique is ability to focus energy. Whether
to heat a home or to cut steel with a laser, focusing energy where it's needed
produces significant results. As a manager, you need to know what important
problem is more likely to produce measurable benefits to the organization.
The actual cases unique to your organization can only uncovered through a
proper analysis. Beaverdam research Inc. has developed a survey process that
identifies underlying cases of factors such as:
 Retention / turnover

 Productivity

 Teamwork

 Communication
  Job satisfaction

You can choose from standard, semi-custom analyses. We even help you
manage the improvement projects once they begin.

General introduction
* MAGNUM TUFF INDIA PRIVATE LMITIED is one of the leading
manufacturers of Toughened Glass, Architectural Glass, &Automotive Glass ni
India Karnataka.
* It is one of a kind of the toughened glass processing unit located ni North
Karnataka, Belgaum.
* It is Equipped with European Technology Patented furnace and Italian pre-
processing equipment.
* MAGNUMTUFF Is synonymous with quality. When one think of
magnumtuff the first thing that comes to mind is quality, durability and strength.
DATA ANALYSIS AND INTERPETATION
 1. How is working environment?
Attributes No of respondents Percentage %

Participative 25 100

Autonomy 0 0

Whimsical 0 0
Red tapism 0 0

Total 25 100%

120

100

80

60

40

20

0
Participative Autonomy Whimsical Red tapism total
Interpretation:-
The above table shows that 100% respondents were participative.

2. Do you feel your work is according to your

qualifications & skills?

Attributes No. of respondents Percentage%

Yes 25 100
No 0 0
Total 25 100%

120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation
Out of 25 employees are feel the according to their qualification &
skill.

3. Are you satisfied with the top management?

Attributes No of respondents Percentage%

Yes 25 100
No 0 0
Total 25 100%

120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation
100% employee’s say’s they are satisfied with the top management.
4. Are you satisfied with the working hours at magnum
tuff?

Attributes No of respondents Percentage%

Yes 25 100

No 0 0

Total 25 100%
120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation
100% employees are say’s they satisfied with the working hours
at magnum tuff.

5. Do you have necessary authority to perform your

duties effectively?

Attributes No of respondents Percentage%

Yes 25 100

No 0 0

Total 25 100%
120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation

100% of employees are says that they have necessary authority to

perform your duties effectively.

6. Do the employees share experience to help each other?

Attributes No of respondents Percentage%

Yes 25 100

No 0 0

Total 25 100%
120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation

Among the 25 employees surveyed 25 of the say yes and 0

employees as say no with this statement

7. Do you think there is good career prospective in your

organization?

Attributes No of respondents Percentage%

Yes 23 92

No 2 8

Total 25 100%
100

90

80

70

60

50

40

30

20

10

0
Yes No Total

-No of respondence - Percentage

Interpretation
92% employees are satisfied with the good career prospective in
their organization.

8. How is the physical working condition in the

organization?

Attributes No. of respondents Percentage%

Excellent 20 80

Good 5 20

Average 0 0

Poor 0 0
 Total 25 100%

90

80

70

60

50

40

30

20

10

0
Excellent Good Average Poor Total

-No of respondence - Percentage

Interpretation
The above table shows that 80% respondents were excellent and 5%
respondents good.

9. Does the organization provide medical facility for

employees?

Attributes No of respondents Percentage%

Yes 25 100
 No 0 0

Total 25 100%

120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation
100% employees are say’s they satisfied with the organization
provide medical facility for employees.

10) Which of the following factors motivates you most?

Attributes No. of respondents Percentage%

 Salary increment 0 0

Promotion 25 100
Motivational talks 0 0

Recognition 0 0

Total 25 100%

120

100

80

60

40

20

0
Salary incerment Promotion Motivational talks recognition Total

-No of respondence - Percentage

Interpretation
The above table shows that 100% respondents were
promotion.

11) Does your organisation provide air salary according to

your work?
 Attributes No of respondents Percentage%

Yes 25 100

No 0 0

Total 25 100%

120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation
The above diagram shows the satisfaction of employees with their
salary. Out of 25 employees 25 employees are satisfied.

12) Does your organization recognize and acknowledge your

work?
Attributes No of respondents Percentage%
 Yes 25 100

No 0 0

Total 25 100%

120

100

80

60

40

20

0
Yes No Total

-No of respondence - Percentage

Interpretation
100% of the employees are says, the organisation recognizes and
acknowledge their work.

13) Are you satisfied with the welfare facilities provided to

the employees by the organisation?
Attributes No of respondents Percentage%
 Yes 20 80

No 5 20

Total 25 100%

90

80

70

60

50

40

30

20

10

0
Yes No Total

-No of respondence - Percentage

Interpretation
Out of 25 employees 80% of employees are satisfied with facilities
provided with the organisation and 20% of the employees dissatisfied with
statement.

14) Your overall satisfaction as an employee of magnum

tuff?
 Attributes No. of respondents Percentage%

Highly satisfied 20 80

Satisfied 5 20

Neither Dissatisfied 0 0
no satisfied
Highly dissatisfied 0 0

Total 25 100%

90

80

70

60

50

40

30

20

10

0
Highly satisfied satisfied Neither Dissatisfied Highly disssatisfied Total
no satisfied

-No of respondence - Percentage

Interpretation
Out of 25 employees 80% of the employees are highly satisfied and
20% employees are satisfied.
FINDIGS, SUGGESTIONS
AND
CONCLUSION
Findings
 In the survey it was found 100% respondence were participative.
 Out of 25 employees are feel the according to their qualification and skills.
 In the survey it was found 100% employees says they are satisfied with the
top management.
 In the survey it was found 100% employees are says they satisfied with the
working hours at magnum tuff.
 100% employees are saying that they have necessary authority to perform
their duties effectively.
 Among the52 employee surveyed 25 of them say yes and 0 employees are
saying no with his statement.
 92% employees as satisfied with the good career prospective in their
organization.
 Most of respondents were more satisfied with the physical working
condition in organization.
 100% employees are say’s they satisfied with the organization provide
medical facilities for employees.
 100% respondents were promotion.
 The satisfaction of employees with their salary out of 25 employees, 25
employees are satisfied.
 Maximum employees are satisfied with the organization acknowledge their
own.
 In the survey it was found that 80% employees are satisfied with facilities
provided with the organization.
 80% employees are highly satisfied and 20% employees are satisfied.
SUGGESTION
 Superiors have to guide their subordinates with advices and assistance
which motivate the employees
 The company needs to put policies into practice so that he employees
should not feel any inconvenience.
 Organization has to provide provisions for the growth & development of
employees
 Evaluate and measuring job satisfaction,
 The company wants to make any changes consider the employees. The
views of the employees should be considered while making any changes.
 The supervisor must inform all the employees about what’s going on in the
company.
 QUESTIONAIRE

1. The company has an effective work culture

a) Strongly agree
b) Agree
c) Neither
d) Disagree
e) Strongly disagree

2. Communication is effective and timely among the employee

a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

3. Delegation of work is effective in the organization

a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

4. The company gives required materials, resources and technologies for

your job
 a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

5. The job responsibilities are clearly defined

a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

6. The company follows strategic objectives

a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

7. The company creates an atmosphere of work-life balance

a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

8. Involvement of employees is effective in decision-making procees

a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree
9. The company recognizes that diligence work effectively
a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree

10. Are you satisfied with your job assignment?

a) Yes
b) No
c) Can’t say

11. Does your job make use of your skills and abilities?
a) Yes
b) No
c) Can’t say

12. Would you like to continue in your current area of work?

a) Yes
b) No
c) Can’t say

13. Which of the following factors which motivates you most?

a) Salary Increase b) Leave
c) Promotion d) Motivational talks
e) Recognition
14. Your company recognize and acknowledge your work.
a) Strongly agree b) Agree
c) Neither d) Disagree
e) Strongly disagree