A STUDY ON EMPLOYEES JOB SATISFACTION WITH SPECIAL REFERENCE TO KANDAGIRI SPINNING MILLS LIMITED, SALEM

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1 A STUDY ON EMPLOYEES JOB SATISFACTION WITH SPECIAL REFERENCE TO KANDAGIRI SPINNING MILLS LIMITED, SALEM Dr. P. AYYAPPAN 1 R.VENKATESH KUMAR 2 Associate Professor & Head, Department of Management Studies, Nandha Arts & Science College Erode, TN M.Phil Research Scholar (Part Time), Department of Management Studies, Nandha Arts & Science College, Erode, TN ABSTRACT The research entitled A Study on Employees Job Satisfaction with Special Reference to Kandagiri Spinning Mills Limited, Salem. Undergone by the researcher to find out the employees job satisfaction level in the kandagiri spinning mills limited. The main objective of the study is to analyze the satisfaction level of the employee on their job.the researcher has done the study with a descriptive research design using probability sampling method. This study is conducted through structured questionnaire with various scaleing methods. The research had been conduct two months period of time. The overall population is four hunderd in the organisation, but researcher have selected for hundred and twenty samples and also using various statistical tools like weighted average, chi-square test, and percentage analysis. The Findings, Suggestions and Limitations are also highlighted in this study. Key words: Satisfaction, Job, Employee, Promotions, Challenges. INTRODUCTION Job satisfaction, its causal factors and its effect upon organizational health are all part of the various factors under study for this assignment. Job satisfaction for an individual can be influenced by a number of factors that include first the job itself, the salary, the promotion policy of the company, the attitudes of the co workers, the physical and mental stress levels involved, the working conditions, the interest and challenge levels. These various factors are just indicative of the many factors that contribute or take away from job satisfaction. Sometimes, even changing the color of the furniture fabric can lead to higher levels of job satisfaction. While job satisfaction is not quite the same as motivation the two are closely linked and many times motivating actions also increase satisfaction levels. Most organizations periodically measure job satisfaction among employees through mainly quantitative techniques using rating scales. Numerous research studies on job satisfaction and reasons thereof have, as the following excerpts shows, ended in a number of very interesting findings, We view job satisfaction as emerging from a variety of factors, including characteristics of the organizational environment, specific features of the job, and the personal characteristics of the worker. INDUSTRY PROFILE India textile industry is one of the leading textile industries in the world. Though was predominantly unorganized industry even a few years back, but the scenario started changing after the economic liberalization of Indian economy in 1991, the opening up of economy gave the muchneeded thrust to the Indian textile industry, which has now successfully become one of the largest in the world icmrrjournal@gmail.com

2 Indian textile industry largely depends upon the textile manufacturing and export. It also plays a major role in the economy of the country. India earns about 27% of its total foreign exchange through textile export. Future, the textile industry of India also contributes nearly14% of the total industrial production of the country. It is also contributes around 3% to the GDP of the country. India textile industry is also the largest in the country in terms of employment generation. It is not only generates jobs in its own industry, but also opens up scopes for the other ancillary sectors. Indian textile industry currently generates employment to more than 35 million people. Present condition of the cotton spinning industry An Indian textiles industry has an overwhelming presence in the economic life of the country apart from providing one of the basic necessities of life, the textile industry also plays a vital role through its contribution to industrial output, employment generation, and the export earning of the country. The sector contributes about 14 percent to industrial production, 4 percent to the gross domestic product (GDP), and 27 percent to the country s export earnings; it provides direct Employees to over 35 million people. The textile sector is the second largest provider of employment after agriculture. Thus, the growth and all round development of this industry has a direct bearing on the improvement of the economy of the nation. India has the potential to increase is textiles and apparel share in the world trade from the current level of 4.5 percent to 8 percent and reach us$ 80 billion by Technical textile segment Technical textiles are an important part of the textile industry. The working group for the eleventh five year plan has estimated the market size of technical textiles to increase from US$5.29 billion in to US$ billion in , without any regulatory frame work and US$15.6 billion with regulatory frame work. The scheme for growth and development of technical cotton textiles aims to promote indigenous manufacture of technical textile to leverage global opportunities and cater to the domestic demand. Further, the government is set to lanuchus$44.21 million mission for promotion of technical textile industry, the global technical industry is estimated at US$ 127 billion and its size in India is pegged at US$11 billion Tamilnadu power loom industry The global market has become an overwhelming incentive for new investments and there has been then occurred a veritable explosion of capacity in cotton-based complexes, the most important being the Tamilnadu clusters. This has been a many sided revolution: 1. The 1990s have seen phenomenal growth of cotton spinning in Tamilnadu and, thereafter, the mushrooming of power looms manufacturing grey cloth. 2. Tamilnadu has been in the forefront in the Indian power loom industry. The state ranks third only after Maharashtra and Gujarat as regards the number of textile manufacturing units in organized and decentralized sector of the textile industry. The power loom industry in Tamilnadu provides direct and indirect employment to over 7 lakhs workers and is reputed for its power loom weaving icmrrjournal@gmail.com

3 3. The state produces large volumes of power loom items that find a market in every nook and corner of the country and also caters to the fabric needs of the export RMG manufacturing units located in Delhi, Mumbai, Chennai, Bangalore and other centres. Further, the performance of the power loom sector in Tamilnadu presents a better picture as there are concentration of 3 industrial enterprises specializing in various stages of textiles manufacture, right from ginning of cotton followed by spinning to the finishing/ garmenting of the end product 4. The structure of power loom sector in Tamilnadu differs from that observed in other states like Maharashtra and Gujarat. It is varies in respect of the production pattern, size of the units, concentration of power loom centres etc. At present, it is estimated that there are 4, 37,325 looms in this sector. The power looms in Tamilnadu are mainly concentrated the three districts of Salem, Erode and Coimbatore accounting together for 83% of the looms. Keeping the interest of the power loom Industry as a whole, an effort has been Made to briefly explain the strengths, weaknesses, opportunities and threats of the present power loom industry in Tamilnadu Spinning and Textiles Industries in Tamilnadu S.No Places where industries situated Products manufactured No. of Power looms Coimbatore, Somanur Avanashi, Palladam Grey fabrics Erode, Komarapalayam Dyed-Lungi, Bedsheets, Pallipalayam, Chennimalai Towels and Grey Fabrics Karur, Vellakovil,Kangeyam Dyed-Bedsheets, Towels, Mulanur,Muthur Napkins Salem, Tiruchengode Dyed-(Export) Shirting, Edapadi, Jalakantapuram Sarees Madurai, Sankarankoil, Grey Bandage, Surgical Rajapalayam, Virudhunagar Cloth, Dyed Lungi, Saree Chennai,Prodatturpet, Dyed- Lungi, Saree, Shirting Kancheepuram Total Problems of Indian Textile Industry 1. Lack of Modernization A number of Mills have worn out and obsolete machinery; modernization is lacking. 2. Shortage of Raw Materials The partition of India has resulted in shortage of raw cotton especially for long stable process. 3. Staple Variety The country is short of cottons, particularly long-stable cotton which is imported from Foreign countries that type of cottons prices are very high icmrrjournal@gmail.com

4 4. High Cost The cost of our product is comparatively high. Hence, Japan and China have captured many of our foreign markets in recent years. 5. Competition in foreign market The Indian cotton textile goods are facing stiff competition in foreign markets from Taiwan, South Korea and Japan whose goods are cheaper and better in quality. It is really paradoxical that in a country where wages are low and cotton is internally available, production costs should be so low. 6. Power shortage Textile mills are facing cute shortage of power. Supplies of coal are difficult to obtain and frequent cuts in electricity and load shedding affect the industry badly. This leads to loss of man hours, low production and loss in the mills. COMPANY PROFILE KANDAGIRI SPINNING MILLS LIMITED was incorporated on by Sarvashri. S.P.Ratnam, S.P.Sambandam, S.P. Rajendran and K.R. Manicka Mudaliar who had been doyers in Textile Business at Salem. Due to their strenuous efforts over decades, the company has flowered into a major industrial concern presently boasting of a total spindles in all three units are 67,388. The Company manufactures Carded, Combed, Auto coned, TFO, and Ring Doubled Yarn. It is making large profits and declaring sizable dividends year after year. Company made a public issue of 11, 36,500 equity shares of Rs.10/- each at a premium of Rs.40/- per share aggregating to Rs lakhs in the year The issue was oversubscribed and the shares were fully allotted. At present the paid up capital of the Company is Rs.3, 84, 92,500 against the Authorised Capital of Rs.5 crores. The Companys shares are listed in the Bombay Stock Exchange. The Company presently is headed by Sri. R. Selvarajan, S/o. Sri. S.P. Ratnam, Founder. He has four decades of experience in yarn trade/manufacture. The Joint Managing Director Sri. S. Vijayshankar, a management graduate, son of Sri. R.Selvarajan. They are very much involved in running the Company successfully with a closely knit team of qualified, youthful and skilful team of technical and other managers and workforce. Importance is given to adherence to quality systems and schedules. Customer requirements awareness is indicated to the good root level workers. The Company has four Independent Directors, viz. Sri.P.S.Ananthanarayanan, Engineer and Financial Consultant, Sri.V.Mahadevan, former Chairman of State Bank of India, Dr.V.Gopalan, Financial Consultant and Sri.N.Asoka, Engineer and Industrialist. These four independent directors are in the Audit Committee of the Company which reviews and recommends all financial proposals, quarterly and annual accounts before submission to the Board of Directors of the Company. Present strength of the Board is Eight directors. As stated earlier, Kandagiri Spinning Mills Limited is a significant member of the Sambandam Group of Companies. It strives for excellence in every sphere of its activities. Quality, best services, customer friendly and steady development are its policies. The Company is committed to Corporate Governance in fulfilling its quest for achieving significant growth with profits icmrrjournal@gmail.com

5 Training methods followed in Kandagiri Spinning Mills Limited (KSM) 1. Quality management system training 2. on the job training 3. Discipline practices 4. Safety training 5. Material handling equipment training 6. Environmental system training 7. Humidification plant training 8. Machine maintenance training 9. HR development training Awards got by Kandagiri Spinning Mills Limited (KSM) for their achievement 1. Productivity Award (2002) 2. Small Medium Business ( ) 3. ISO Quality Management System Company 4. ISO Certified through DNV agency Integrated Management System Policy (QMS and EMS) We are committed to become a complete textile solution company from crop to finished product with complete adherence to the principles of Quality. Health, Safety environment and Social accountability. We strive to achieve this by 1. Ensuring the total customer satisfaction. 2. Increasing the value of stake holders 3. Development of process and product 4. Compliance with relevant legal & other req. 5. Prevention of pollution and Health hazards. 6. Continual improvement of performance 7. Involvement of employees and Management at the all levels. OBJECTIVES OF THE STUDY To study on Employees Job Satisfaction in KANDAGIRI SPINNING MILLS. To identifying the various factors influencing the Employees Job Satisfaction in KSM. To find out the expectation and level of Job satisfaction of the Employees in KSM. To give a valuable suggestions to improve the Job Satisfaction of Employees in KSM. STATEMENT OF THE PROBLEM The study states that the problems of employees with their concerned job and dissatisfaction of the same in Kandagiri spinning mills, Ltd, Salem. NEED FOR THE STUDY Job Satisfaction has important on quality of work, experience, employees mental health and physical adjustments. Ultimately it may have a direct or indirect effect on organizational effectiveness influencing productivity, absenteeism, turnover and other aspects of employee behaviors. The study of job satisfaction is replete with valuable concepts. But these concepts have been updated in the passage of time icmrrjournal@gmail.com

6 SCOPE OF THE STUDY The study provides considerate supervision, which tends to improve job satisfaction of towards the working environment. This study will be useful to the company to take necessary change and to fulfill the employees expectations. It will be helpful to find out the factors, which encourage the employees to work with high involvement. LIMITATIONS OF THE STUDY 1. In depth study was not possible because the time limit was the main constraint. 2. Some of the employees not gave their opinion, since the study deals with the sensitive area of organization. Therefore, it is difficult to extract accurate information from the employees. 3. Employees have fear to reveal the negative aspects. 4. The study is applicable only to kandagiri spinning mills Ltd. (KSM) Unit-I and not to any other similar organization. 5. The respondents spend little time to answer the questionnaires. REVIEW OF LITERATURE Hoppock (1935) defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job. According to this approach although job satisfaction is under the influence of many external factors, it remains something internal that has to do with the way how the employee feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction. Vroom (1964) in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus he defines job satisfaction as affective orientations on the part of individuals toward work roles which they are presently occupying. One of the most often cited definitions on job satisfaction is the one given by Spector according to whom job satisfaction has to do with the way how people feel about their job and its various aspects. It has to do with the extent to which people like or dislike their job. That s why job satisfaction and job dissatisfaction can appear in any grievance work situation. Davis et al., (1985) Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Meanwhile, when a worker employed in a business organization, brings with it the needs, desires and experiences which determinates expectations that he has dismissed. Job satisfaction represents the extent to which expectations are and match the real awards. Job satisfaction is closely linked to that individual's behavior in the work place. Kaliski (2007) Job satisfaction is a worker s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one s efforts. Job satisfaction further implies enthusiasm and happiness with one s work. Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfillment icmrrjournal@gmail.com

7 RESEARCH METHODOLOGY A good research work requires a clear scientific methodology because only through the application of correct methodology in selection of sampling techniques, appropriate tools of data collection etc; problem so that well founded conclusion can be drawn on the phenomenon under consideration. Nature of data The study was based on survey method. The theme of the study was to find the training and development in KSM, Unit-I, Salem. The study is based on primary data. Sources of Data Primary Data & Secondary Data Primary data & Secondary data Primary data are those data that are collected a fresh for the first time and that original in nature. The primary data were collected through questionnaire. Secondary data are those data that have been collected by someone else and which have already been passed through the statistical process. Secondary data here have been collected from company profile, product profile of the company, newspapers, magazines and general discussion with company personnel. Sample size & Method Samples were collected from employees and workers in which the total sample size of both is 120. The sample design used for this study is simple random sampling. STATISTICAL TOOLS Percentage Method Percentage analysis refers to a ratio. Percentage should be computed and shown if appropriate. Frequently figures in tables become more meaningful if they are expressed as percentages. In constructing a table it is important to decide whether or not it can be improved. Additional columns should be inserted in the table and the percentages computed and entered. Such percentage is sometimes called derived statistics. Weighted Average Method No. of respondents Percentage = 100 Total Number of Respondents Mean in which each item being averaged is multiplied by a number (weight) based on the item's relative importance. The result is summed and the total is divided by the sum of the weights. Weighted averages are used extensively in descriptive statistical analysis such as index numbers. Also called weighted mean. FORMULA = Where; = sum of total, W= weight, x= corresponding number of respondents icmrrjournal@gmail.com

8 CHI-SQUARE TEST The chi-square test is an important test amongst the test of significance developed by statisticians. Chi-square, symbolically written as x 2, statistical measure used in the context of sampling analysis for comparing a variable to a theoretical variance. Chi-square as a test of independence enables a researcher to explain whether or not two attributes are associated. Chi-square formula x 2 = (fo fe) 2 / fe Here, fo= Observed Frequency, fe= Expected Frequency, Dof =Degrees of freedom =(r-1) (c-1) The chi-square values obtained as such should be compared with relevant table value of x 2 and the inference can be drawn. If the calculated value is greater than the table value the hypothesis framed will be rejected, otherwise accepted. S.No 1 INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW Satisfaction Level Highly satisfied TABLE NO-1 Opinion about the promotional activities (W) No. of Respondents (X) Percentage (%) XW Satisfied Neutral Dissatisfied Highly Dissatisfied Total Data Source: Primary Data Inference The above table shows that 65% of the respondents are neutral with the promotional activities, 29.17% of the respondents are the satisfied with the promotional activities, 4.16% of the respondents are dissatisfied, and 1.67% of the respondents are highly satisfied. The weighted average for promotion activities regarding satisfaction level is icmrrjournal@gmail.com

9 S.No Satisfaction Level (W) TABLE NO-2 Opinion about the Training Program No. of Respondents (X) Percentage (%) 1 Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Data Source: Primary Data Inference XW Total The above table shows that 65% of the respondents are satisfied with the training program, 28.33% of the respondents are highly satisfied with the training program, and 11.67% of the respondents are neutral. The weighted average for training program regarding satisfaction level is S.No INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW Satisfaction Level TABLE NO-3 Opinion about the working hours (W) No. of Respondents (X) Percentage (%) 1 Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Data Source: Primary Data Inference XW Total The above table shows that 50% of the respondents are dissatisfied with the working hours, 18.33% of the respondents are satisfied with the working hours, 18.33% of the respondents are neutral, 13.33% of the respondents are highly dissatisfied with the working hours, and1.67% of the respondents are highly satisfied with the working hours. The weighted average for working hours regarding satisfaction level is icmrrjournal@gmail.com

10 Hypothesis Ho = There is no relationship between the job influencing factors and satisfaction level of job of the respondents with KSM Ltd. H1= There is relationship between the job influencing factors and satisfaction level of job of the respondents with KSM Ltd. S.No Job satisfaction level of the respondents Job influencing factors Highly satisfied The significance level is (5%) =0.05 degree of freedom is= (R-1) (C-1) = (3-1) (4-1) Satisfied Neutral Dissatisfied = 2 x 3 = 6 Row total 1 Salary Work load Working hours Column total Fo Fe Fo-Fe (Fo-Fe) 2 (Fo-Fe) 2 /Fe X x 2 Calculated Level of Significance Degrees of Freedom x 2 (Table) < icmrrjournal@gmail.com

11 Result The calculated value ( ) is less than the table value (12.6). Therefore H0 is accepted. Ho = There is no significant difference between the job influencing factors and satisfaction level of job of the respondents with KSM Ltd. work load INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW CHI-SQUARE ANALYSIS for Feeling of the Workload & Salary Highly satisfied Satisfied Neutral Dissatisfied Row total salary Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied COLUMN TOTAL Hypothesis Ho = There is no relationship between the work load and salary of the respondents with KSM Ltd. H1= There is relationship between the work load and salary of the respondents with KSM Ltd. Fo Fe Fo-Fe (Fo-Fe) 2 (Fo-Fe) 2 /Fe X icmrrjournal@gmail.com

12 The significance level is (5%) =0.05 degree of freedom is= (R-1) (C-1) x 2 Calculated Level of Significance = (5-1) (4-1) = 4 x 3 = 12 Degrees of Freedom x 2 (Table) < Result: The calculated value ( ) is less than the table value (21.026). Therefore H0 is accepted. Ho = There is no relationship between the work load and salary of the respondents with KSM Ltd. FINDINGS Majority (49.16%) of the respondents is years old and 66.67% of the people respondents are married. Parts (40.83%) of the respondents are below SSLC, those people are getting 3-7 years of experience. The calculated value ( ) is less than the table value (12.6). Therefore H0 is accepted. Ho = There is no relationship between the job affecting factors and satisfaction level of job of the respondents with KSM ltd. The calculated value ( ) is less than the table value (21.026). Therefore H0 is accepted. Ho = There is no relationship between the work load and salary of the respondents with KSM ltd. SUGGESTIONS The company should operate in three work shifts as it was done earlier. The company may organize the work with proper planning with more workforces or dividing the work equally. The organization should get feedbacks from employees regarding salary and incentives to assess their job satisfaction. The organization may provide personal and rest allowance for their employees. The organization should have job rotation and job enrichment programmes to enhance their job performance. The company should concentrate in amenities such as canteen, transports leaves and rest room facilities icmrrjournal@gmail.com

13 CONCLUSION Satisfying employees increases their efficiency and motivates them to work by which the company can reach both its vision and mission within shorter span of time. As a whole employee welfares measures improve the physical and mental health of the workers, provide, safety, increase employee s loyalty of the work and promote better industrial relationship. The suggestion provided with this report may improve job satisfaction on their work in organization. References INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW 1. Aswathappa.K, Human Resource and Personnel Management - Himalaya Publishing House, Fourth Edition. 2. Khanna.O.P, Industrial Engineering and Management - published by Dhanpet Rai, First Edition 3. Kothari.C.R, Research Methodology - published by New Age International, Second Edition (2004). 4. J. David pincus, Communication Satisfaction, Job Satisfaction, And Job Performance, Mar 2006 DOI: /j tb00084.x 65 icmrrjournal@gmail.com