seminar topics: JOB satisfabtion among employees

INTRODUCTION

Job satisfaction is an important factor which has to drawn attention of managers in the organization. Job satisfaction is the mental feeling which an individual has about his job. The term “satisfaction” refers to an employee’s general attitude towards his job. Job satisfaction is either favorable or unfavorable which an employee holds their job. Job satisfaction is in individual emotional feeling or reaction to job itself.

Job satisfaction is frequently measured by all organizations. The most common method to measure job satisfaction is rating scale method. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional activities, the work itself and co-workers etc. are to be ask the employees and collecting information. Job satisfaction is influenced by their feelings, beliefs and our behavior.

Job satisfaction is not same as job motivation but both of them are clearly linked. A happier worker is more satisfaction in his work. Here we conduct a study of job satisfaction among employees in Travancore Titanium Products Limited.

OBJECTIVES OF THE STUDY

Ø To ascertain the level of satisfaction among job related matters among employee in TTP

Ø To analyze the reasons for dissatisfaction, if any.

Ø To suggest some recommendations to improve the level of job satisfaction among employees in TTP

RESEARCH METHODOLOGY

The methodology section describes the research procedure. It describes overall research design, the method of data collection, sampling procedure including analyzing and interpretation of data.

Research design

The research design here serves as bridge between what have been established ( the research objectives) and what is to be done in the conduct of the study to realize those objectives.

In the project the conclusive research design determine the casual connection between particular action that the decision makes is considering and the objectives being sought in the aspect of expectations, the strength and weakness. The research with the help of descriptive design ties to establish association between factors.

The behavioral variable of people who are understudy and the situation at variable existed

Method of data collection

The basic data collected for the project included primary and secondary data

The primary data collection is made available through structural questionnaire for the employees formal and standardized and printed

The personnel medium used by researched in the project is a face to face interview with the respondents. The secondary source includes data collected from books periodicals and published reports

Sampling

The research reaches its conclusion of the basis of sampling. The study design statement finds the source from which the dates are to be gathered. In this particular research design the target point is the management and employees of different position. The two qualities most designed in a sample are its representative and stability. The sampling error as well as non-sampling error is avoided as far as possible in their selection of representative.

Field work

Personal interviewing is the method of personal interface between interviewer and respondents for gathering information in the chief method used in survey. The field work gathers the data for the project with the objective of retaining maximum errors. The personal interviewer is selected because the personal interface between the interviewer and the respondent gather abundant information

Response will be more encouraging as most people were willing to supply information. When approach personally the interviewer can clear doubts which provide accuracy. The language of communication can be adjusted to the status and educational level of personal interviewer.

Analysis

The raw data received from field of primary data collection is validated edited and coded for the preparation of analysis inadequate inconsistent irrelevant and illegible are avoided for analysis. The research draws the conclusion by logical interface

The statistical analytical method is used to manipulate the data. Tables were prepared on the basis of the analysis tools, simple percentage scaling techniques are used for analyzing data.

Pictorial representation such as graphs, pie charts, tables and the likes are used to represent the information accurately attractively and diagrammatically.

Geographical representation such as bar charts, pie charts and the likes are used for analyzing data.

On the basis of analytical data some findings were extracted. After evaluating the findings alternative action can be set out for suggestion and recommendation.

LIMITATIONS OF THE STUDY

Ø As any research this research also has certain information as mentioned below

Ø As in depth study was not possible because the time limit was the main constraint

Ø In some working unit, employees are not at the time of survey some were altered of providing actual data

Ø The chance of personal prejudice were greater among its respondents

CHAPTER II

INDUSTRY PROFILE

PRODUCT PROFILE

INDUSTRY PROFILE

Travancore Titanium Products Limited

Travancore Titanium Products Limited is an ISO 9001:2000 company is a Public Sector Undertaking under the administrative control of Government of Kerala, India engaged in the manufacturing and marketing of different grades of Titanium dioxide pigments. It is situated at Kochuveli, Thiruvananthapuram in the State of Kerala. It is established for the commercial exploitation of valuable natural resource called illmenite. This material sand deposit stretches along the sea coast between two tidal channels between Neendakara in the South and Kayamkulam in the North. Titanium dioxide can be very economically processed out from this raw material, illmenite. Travancore Titanium Products is the largest manufacturers and suppliers of Titanium dioxide (Anatase grade) pigment in India with ISO 9001:2000 certification. Titanium dioxide is an industrial raw material for textiles, cosmetics, paper, paint, PVC and plastics, rubber, ink, electronic industries, chemicals, ceramics etc. The process followed by Travancore Titanium Products Ltd for the production of Titanium is Sulphate process using Sulphuric acid. In this process finely grind illmenite is digested with strong sulphuric acid whereby titanium sulphate is produced which is converted into TiO2 by hydrolysis. The main product of the company is Anatase grade Titanium dioxide.

HISTORY OF THE COMPANY

Travancore Titanium Products Limited (TTP) is a Public Sector Undertaking managed by Government of Kerala. It is the first Titanium dioxide manufacturing company in India. This company was incorporated on 18th December 1946 with capital Rs.1.7 crores to produce Titanium dioxide from illmenite. The proposal to start a plant producing Titanium dioxide was first put forward by the then diwan of Travancore Sir C. P. Ramaswamy Iyer. The illmenite for the production of TiO2 is found on the beaches at Chavara near Kollam and 65 kms north of the Capital city, Thiruvananthapuram. The unit was promoted by the then princely state of Travancore in collaboration with the British Titan Products (BPT) Company Limited, UK (now known as Tioxide Group Limited).The administrative control of the company was with a managing agency, Indian Titan Products Company.

The company started production at a modest rate of 5 tonnes per day, increased its capacity in stages to the present level of 40-45 tonnes per day. The company started production in 1951.In 1960, Government of Kerala undertook the management of Travancore Titanium Products Ltd owing 80.94% of the shares. Then its production capacity was increased to 10 tonnes per day. A Sulphuric acid plant was also installed in the same year. In 1963, the capacity of Titanium dioxide produced was further increased to 18 tonnes per day with a commensurate addition to the sulphuric acid production also.

A major expansion was undertaken and completed with Rs.140 crores in 1973, when the production capacity of Titanium dioxide plant was increased to 45 tonnes per day (15000 tonnes per annum). A third acid plant started production with a capacity of 300 tonnes per day in the same year. A new pollution controlled Sulphuric acid plant was established and started production in 1996 which utilizes the tail gas recycling DCDA (Double Catalysis Double Absorption) technology. The alkali scrubbing system incorporated there in helps to keep sulphur dioxide emissions well within permissible limits and helps in maintaining a clean environment.

Total manpower employed at present is about 863.

GOVERNING BODY OF TTP

TTP is governed by the Board of Directors consisting of six members.

1. Managing Director

2. Executive Director

3. Principal Secretary of Industries Department-Chairman

4. Additional Secretary of Finance Department

5. Secretary of Industries Department

6. Government representative.

Period of board depends on the government decision. The Government of Kerala appoints Managing Director on deputation for a period of 3 years. Managing Director heads TTP Ltd.

STRATEGIC INTEND

VISION OF TTP

“To be the largest producer of Titanium dioxide products and the most preferred supplier”.

MISSION OF TTP

“To ensure customer satisfaction by continuously improving product quality and to earn a reasonable profit”.

QUALITY POLICY OF TTP

“To achieve customer satisfaction through continuous improvement of processes, products, and human resource and by providing effective customer service”.

QUALITY OBJECTIVES

· Customer Satisfaction

· Continuous improvement of process and product

· Human resource development

· Better and safe working environment

· Caring for the community

CORPORATE OBJECTIVES

The objects for which the company is established are:

In India to do all or any of the following things:-

Ø To promote the production and use of Titanium, Zinc, lead and other metals or their compounds, derivatives and alloys and in particular Titanium pigments, composite pigments and all other pigments.

Ø To carry in all kinds of research work incidental or relating to the production and use of Titanium, Zinc, lead and other metals and their alloys and compounds and prepare for market all such articles and other things and generally to carry an all kinds of metallurgical operations.

Ø To carry on the business of manufacturing chemists and of manufacturers, producers of and dealers in sulphuric acid and other acids, alkalies and chemicals and chemical substances of every description.

Ø To explore, erect, exercise, develop, finance and turn to account all kinds of processes for the production of Titanium, Zinc, lead and other metals and their compounds and alloys and all kinds of plant and machinery for the production of the same and for any such purpose to buy or otherwise acquire buildings, plants, machinery, appliances and tools.

Ø To search for, prospect, examine and explore mines and ground in any part of India and to obtain information in regard to mines, mining claims, mining districts and localities; to acquire, take on lease or concession or otherwise to acquire any interest therein, and to hold, sell, dispose of and deal with any property supposed to contain Titanium, Zinc, Lead or other

metals and undertakings connected there with any property supposed to contain Titanium, Zinc, Lead or other metals and undertakings connected there with.

Ø To carry on the business of roasters, smelters, refiners, rollers, galvanizers and manufacturers of and dealers in Titanium, Zinc, Lead, and other metals and all byproducts.

Ø To institute, enter into, carry on, assist or participate in such mining, metallurgical manufacturing, agricultural, commercial, industrial, and other operations, trades, businesses and undertaking as may seem to the company capable of being conveniently carried on in connection with any of the objects of the company or which may be calculated directly or render profitable any of the company‟s property or rights.

PRODUCT PROFILE

TTP is one of the largest industries in India that produces Titanium dioxide. In addition to TiO₂, the company is manufacturing potassium titanate, sodium titanate, low phosphorous and special grade TiO₂ in low quantity.

Travancore Titanium Products Ltd produces two types of Titanium dioxide-Anatase and Rutile (TTP RD-01). The titanium dioxide is marketed under the trade name of 'ANJATOX' and is available in four grades- ISI, RG, GP and GR.

The major raw material used for the production of TiO₂ is ilmenite. Ilmenite is a compound of the oxides of iron, Titanium and traces of other elements. The separation of TiO₂ can be done through sulphate route or or chloride route. Travancore Titanium Product plant is based on Sulphate Route.

Titanium Dioxide is a brilliantly white, non-toxic pigment. The unique properties of Titanium Dioxide which make it supreme among the white pigments are its excellent opacity, extreme whiteness and chemical stability, which lead to considerable economy in usage, when compared to other white pigments.

Titanium Dioxide is mainly used in the paint industries i.e. about 55%. 14%of TiO2 is used for the manufacture of rubber goods and rest is used for the manufacture of printing ink, textiles, paper, Cosmetics etc.

Few grades of Titanium dioxide are produced namely

· Anatase – ISI Grade

· Rutile Grade

· Anatase PG

· Rutile PG

· Anatase GP

· Rutile GP

In addition to TiO2, TTPL manufacturers small quantities of the following on demand.

· Potassium Titanate

· Anatase Special Grade

· Anatase (ISI)

This is a pigmentary form of TiO2 having the following desirable properties – High brightness, tinting strength, good colour, excellent dispersion characteristics in both aqueous and non-aqueous media. Suitable for use in paints, paper, plastics, linoleum, rubber, leather finishes, soap and cosmetics and other applications.

· Rutile Grade

The major application is Plastic Master Batches, paint, Textiles. Substitute for treated Rutile especially in plastics, paints, undercoats, printing inks, primers, road marking paints, rubber ceramics, welding rods. Making quality seamless welding possible.

· Anatase (PG)

The product is highly suitable for plastic Master batch applications. It has been substantially used for end applications like

a) Monolayer films

b) Thicker 3layer films (>50 microns)

c) Sheets and Profiles

It has a very good whiteness Index, dispersability and filterability. Especially recommended for high opacity tough films for detergent packing and shopping bags.

· Rutile (PG)

The product is recommended for products requiring more UV exposure and can be used for making M.B.S. and compounds for both moulding and extrusion. It can be used for making Yellows, Ivory, Beige and Oranges. Is used extensively for thin gages HM – HD films

· Anatase (GP)

General purpose pigment is recommended for use in non-decorative paints, cement paints, distempers and rubber products.

· Rutile (GP)

The major applications are ceramic, Paints, Plastics.

· Potassium Titanate

Potassium titan ate possesses low thermal conductivity and high reflectance ranging from ultra-violet to infra-red region. Used in the manufacture of special quality welding rods, due to its high insulating property and high melting point.

· Anatase Special Grade

This low phosphorous Anatase grade is used in the manufacture of special quality welding rods, due to its insulating properties and high melting point.

Applications of Titanium Dioxide

Titanium Dioxide is an ingredient of:-

· All types of white and pastel shades of paints.

· White walled tyres and car tyres.

· Glazed paper.

· Plastics.

· Printed fabrics.

· Soaps.

· Face powders.

· Flooring materials like linoleum, white mosaics etc.

· Pharmaceutical and cosmetic products.

· Electronic components.

· Materials for interior decoration.

· Foot wear and leather goods.

· Dyes and printing inks etc.

ORGANIZATIONAL STRUCTURE

The managing Director of Travancore Titanium Products Ltd. The overall administrative powers rest in the hands of MD. The Managing Director is an elected member from the Board of Directors. He is appointed for a period of three years. Under the managing director come the executive director and general manager. The long term planning of the company is done by the M.D. along with the Board of Directors. Under the control at the general manager comes the production, Research and Development, project, Engineering and Commercial Department.

Working Hours

· Three shifts

I. 6 am to 2 pm

II. 2 pm to 10 pm

III. 10 pm to 6 am

· General shift

8 am to 4 pm

· Office time

9 am to 5 pm

Board of directors of TTP Ltd.

1. John Mathai - Chairman

2. N. R. Subramanian - Managing Director

3. Ishita Roy IAS - Director

4. K. Gopakumar - Director

5. Adv. C. k. Karunakaran- Director

Executive work force of TTPL

The grand total is nearly 795.

Description: http://www.travancoretitanium.com/orgsetup1_8_09.jpg

CHAPTER-III

LITERATURE REVIEW

Job satisfaction is simply said that the collection of feelings hold by an individual towards his or her job. Job satisfaction is one of the important factors which have drawn attention of managers in the organization as well as academicians job satisfaction is the mental feelings favorableness which an individual has about his job. The term satisfaction refers to an employee’s general attitude towards his on her job.

Job satisfaction is the collection of feelings towards ones job. It can only be inferred but not seen. Job satisfaction is determined by how well outcomes meet or exceed the expectation. Satisfaction in ones job means increased commitment in the fulfillment of formed requirements. There is a greater willingness to invest personal energy of time in job performance.

The happier peoples are within their job more satisfied they are said to be job satisfaction. It is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job satisfaction job rotation job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement empowered and the autonomous work groups

Job satisfaction is frequently measured by all organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay work responsibilities varieties of tasks, promotional opportunities the work itself and co-workers. Job satisfaction is influenced by out feelings our beliefs and our behavior

Hawthrone effect studies ultimately showed that the change in work condition temporarly increases the productivity. Maslows theory of individual needs laid the foundation of job satisfaction theory. This explains that people seek to satisfy five specific needs in life physiological needs, safety needs and security needs, belongingness and social needs, self esteem needs and self actualization needs

DEFINITIONS OF JOB SATISFACTION

Job satisfaction is defined as” a pleasure or positive emotional state or stage resulting from the appraisal of once job or experience”.- Lock.

Job satisfaction is the amount of pleasure or containment associated with a job. If you like your job intensity, you will experience high job satisfaction. If you like dislike you will experience high dissatisfaction.- Durbain.

Determinacy of job satisfaction

Wages

Wages play a significant role in influencing job satisfaction. This is because of 2 reasons. First, money is an important instrument in fulfilling one’s needs and two, employees often see pay as a reflection of management concern for them.

Nature of work

Most employees crave intellectual challenges on jobs. They tend to prefer being given opportunities to use their skills and abilities and being offered variety of tasks, freedom and feedback on how they are doing. These characteristics make jobs mentally challenging.

Promotion

Promotional opportunities affect job satisfaction considerably. The desire for promotion is generally strong among employees as it involves change in job content, pay responsibility, independence, status and the like.

Supervision

This is a positive relationship between the quality of supervision and job satisfaction. Supervision who establish a supportive personal relationship with subordinate and take a personal interest in them contribute to their employee satisfaction.

Work group

The work group is an even stronger source of satisfaction to individual employees. It does so, primarily by providing group members, with opportunities for interaction with each other. It is well known that, for many employees work fills the need for social interaction.

The work group is an even stronger source of satisfaction when members have similar attitudes and values. Co-worker with similar attitudes and values. Co-workers with similar attitudes and values can also provide some confirmation of persons self concept.

Age

The relationship between age of the employees and their satisfaction from the job is complex and fascinating. Research reveals that old workers are satisfied workers. According to Hammer and organization people tend to begin their work with unrealistic assumption about what they are going to drive from if, and notice that readily falls far short of their perceived expectation.

Race and six

Race and six also affected the job satisfaction. In our study by Quinnetal, it has been found that job satisfaction among blacks and other minority groups has been consistently lower that of whiter in America.

Educational level

Keeping the occupational level as constant, there found a negative correlation between the level of education of employees and their satisfaction, dissatisfaction will be more when educated persons are employed in lower ranks.

Working condition

Working condition that are compatible with an employees physical comfort and that facilitate doing a good job contribute to job satisfaction. Temperature, humidity, ventilation, lighting, and noise hours of work, adequate tools and equipments are the features which affect job satisfaction are inter related contradicts the two factors theory of motivation. According to this theory, working conditions are a part of maintenance factors which when provide, help remove dissatisfaction.

Occupational level

Sample research suggests that people is higher level jobs experience the highest level of satisfaction. One significant reason for this is that level job carry most prestige and self esteem will be enhanced to extend that other people view our work is important. According to familiar professional people receive the greatest job satisfaction followed by salaried workers.

Specialization

The relationship between job satisfaction and job specialization is complex, specialization lead to greater efficiency in general; but at the same time it lowers the job satisfaction to some people.

Measuring job satisfaction

There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale ( named after Rennis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists and forced choice answers. This data is typically collected using an Enterprise Feedback Management (EFM) system.

The job Descriptive Index (JDI), created by smith, Kenadall & Hulin (1969) , is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either Yes/No or can’t decide (indicated by) in response to whether given statements accurately describe ones job.

The job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general.

Superior-Subordinate Communication

Superior-subordinate communication is an important influence on job satisfaction in the workplace. The way in which subordinates perceive a supervisors behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression and body movement is crucial to the superior-subordinates relationship. Non verbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression. Non verbal immediacy from the superior helps to increase interpersonal involvement with their subordinates impacting job satisfaction. The manner in which supervisors communicate their subordinates may be more important than the verbal content. Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work where as individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and work environment. The relationship of a subordinate with their supervisor who uses nonverbal immediately, friendliness, and open communication lines is more willing to receive positive feedback and high job satisfaction from a subordinate where as supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally receive negative feedback and very low job satisfaction from their subordinates in the workplace motion mood and emotion while working are the raw materials which cumulate to from the affective element of job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain. There is some evidence in the literature that state moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction.

Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced. Emotion regulation and emotion labor are also related to job satisfaction. Emotion work refers to various efforts to increase, maintain or decrease one or more components of an emotion. Although early studies of the consequences of emotional labor emphasized its harmful effects on workers, studies of workers in a variety of occupation suggest that the consequences of emotional labor are not uniformly negative.

It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models:

Emotional dissonance:

Emotional dissonance is a state of discrepancy between public displays of emotions and internal experience of emotions that often follows the process of emotion regulation. Emotional dissonance is associated with high emotional exhaustion, low organizational commitment and low job satisfaction.

Social interaction model:

Taking the social interaction perspective workers emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction.

Relationship and practical implication

Job satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship absenteeism and turnover. Further job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors.

One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal meaning people who are satisfied with their job tend to be satisfied with life. However some research has found that job satisfaction is not significantly relate to life satisfaction when other variables such as no work satisfaction and core self evaluations are taken into account.

CHAPTER-4

vANALYSIS AND INTERPRETATION

vTABLES

vCHARTS

ANALYSIS AND INTERPRETATION

Survey sample selected for analysis

To analyze the “Job satisfaction among employees in Travancore Titanium products limited”.

Table No: 1

Total employees interviewed	50
Refused	0
Incomplete answer	0
Survey sample selected employees	50

Level of satisfaction with job

This question is used to analyze the employee’s satisfaction towards his job.

Table NO: 2

Opinion	No. Of respondents	Percentage
Satisfied	38	76
Partially satisfied	10	20
Dissatisfied	2	4
Total	50	100

Chart: 1

Out of 50 samples collected and study about the satisfaction with the job 76% employees are satisfied with their job 20% of the employees are partially satisfied and 4% are dissatisfied.

Level of satisfaction with company

This question is used to analyze the employee’s satisfaction towards his company

Table NO:3

Opinion	No. Of respondents	Percentage
Satisfied	38	76
Partially satisfied	9	18
Dissatisfied	3	6
Total	50	100

Chart: 2

Out of 50 samples collected and study about the satisfaction with the company 76% employees are satisfied with their job 18% of the employees are partially satisfied and 6% are dissatisfied.

Levels of satisfaction with salary

This question is asked for determining level of satisfaction with the salary provided by the company.

Table NO: 4

Opinion	No. Of respondents	Percentage
Satisfied	35	70
Partially satisfied	12	24
Dissatisfied	3	6
Total	50	100

Chart: 3

Out of 50 samples collected and study about the satisfaction of employees with their salary 70% employees are satisfied with their job 24% of the employees are partially satisfied and 6% are dissatisfied with their salary.

Level of matching job with employee’s educational qualification

This question is analyzed the suitability of job for employees with their qualification.

Table No: 5

Opinion	No. Of respondents	Percentage
Yes	38	76
No	11	24
Total	50	100

Chart: 4

Out of 50 samples selected and surveyed about the suitability of job with the employees educational qualification. Majority of the employees job are suitable for their educational qualification 76% and some of them have unsuitable educational qualification with their job about 24%.

Levels of satisfaction with the welfare facilities

This question is analyzing the level of satisfaction with the welfare facilities adopted by the company.

Table No: 6

Opinion	No. Of respondents	Percentage
Yes	20	40
No	30	60
Total	50	100

Chart: 5

Out of 50 samples selected and surveyed about the welfare activities taken by the company for their workers. Majority of the workers are not satisfied about 60% and 40% are satisfied with the welfare facilities taken by the company.

Level of satisfaction with working condition

This question is used to analyze the working condition existing in the company.

Table No: 7

Opinion	No. Of respondents	Percentage
Satisfied	14	30
Partially satisfied	29	58
Dissatisfied	12	12
Total	50	100

Chart: 6

Out of samples collected and study about the working condition existing in the company. 30% of the workers are to be satisfied and 58% of workers are partially satisfied. About 12% of the workers are dissatisfied.

Satisfaction with relationship with co-workers

This question is to determining the satisfaction with the relationship with co-workers.

Table No:8

Opinion	No. Of respondents	Percentage
Satisfied	31	62
Partially satisfied	17	34
Dissatisfied	2	4
Total	50	100

Chart: 7

Out of samples collected and study about the relation with co-workers. 62% of the workers are maintaining good relation with the co-workers and 34% of workers are partially satisfied. About 4% of the workers are dissatisfied.

Satisfaction with current disciplinary actions

This question is asked for analyze the current disciplinary actions adopted by the company

Chart No: 9

Opinion	No. Of respondents	Percentage
Yes	29	58
No	21	42
Total	50	100

Chart: 8

Out of 50 samples selected and surveyed about the current disciplinary actions. About 58% are satisfied and 42% are dissatisfied with the current disciplinary actions of the company.

Motivation of superior with workers

The question is to determine with the superior motivation for reducing work related issues.

Table No: 10

Opinion	No. Of respondents	Percentage
Yes	29	58
No	21	42
Total	50	100

Chart: 9

Out of 50 samples selected and surveyed about the superior motivation with workers for reducing the work related issues. 58% of the workers are answered favorably and 42% of them are answered unfavorably.

Level of communication with superiors about the problems

This question is used to analyze the workers communication with superior about the problems.

Table No: 11

Opinion	No. Of respondents	Percentage
Yes	20	40
No	30	60
Total	50	100

Chart: 10

Out of 50 samples selected and surveyed about the workers communication with superiors about the problems.62% of the peoples are communicate their problems with superiors 38% of the workers are do not communicate their problems.

Level of satisfaction providing training

This question is analyzed the satisfaction providing training facilities

Table No: 12

Opinion	No. Of respondents	Percentage
Yes	23	46
No	27	54
Total	50	100

Chart:11

Out of 50 samples selected and surveyed about the training provided by the company.46% of the workers are satisfied and 54% are dissatisfied.

Level of satisfaction with training

This question is analyze the satisfaction is training facilities

Table NO: 13

Opinion	No. Of respondents	Percentage
Satisfied	8	16
Partially satisfied	27	54
Dissatisfied	15	30
Total	50	100

Chart: 12

Out of 50 samples selected and collect the information about the training provided by the company.16% of the workers are satisfied and 54% are partially satisfied and 30% are dissatisfied

Workers proud in working in TTP

This question is analyze the workers proud in their work

Table No: 14

Opinion	No. Of respondents	Percentage
Yes	42	84
No	8	16
Total	50	100

Chart: 13

Out of 50 samples selected and surveyed about workers proud in their job. Majority of workers (About 84%) are proud in their job and 16% are answered negatively.

Opinion about attitude of management

This question is asked to analyze the workers opinion about management’s attitude towards the workers.

Table No: 15

Opinion	No. Of respondents	Percentage
Satisfied	8	14
Partially satisfied	29	58
Dissatisfied	14	28
Total	50	100

Chart:14

Out of 50 samples selected and surveyed to determine the workers opinion about managements attitude towards the workers. About 28% of the workers are to be disagreed with the managements attitude towards the workers.14% are satisfied and 58% workers are partially agreed.

Satisfaction with leave facility

This question is used to analyze the satisfaction with leave facilities provide by the company

Table No: 16

Opinion	No. Of respondents	Percentage
Satisfied	31	62
Partially satisfied	15	30
Dissatisfied	5	8
Total	50	100

Chart: 15

Out of 50 samples selected and to determine to workers opinion about facilities. About 62% to be agree with the workers 30% partially satisfied and 8% dissatisfied.

CHAPTER-5

v FINDINGS

v SUGGESTION

v CONCLUSION

FINDINGS

1) Out of 50 samples collected and study about the satisfaction with the job 76% employees are satisfied with their job 20% of the employees are partially satisfied and 4% are dissatisfied.

2) Out of 50 samples collected and study about the satisfaction with the company 76% employees are satisfied with their job 18% of the employees are partially satisfied and 6% are dissatisfied.

3) Out of 50 samples collected and study about the satisfaction of employees with their salary 70% employees are satisfied with their job 24% of the employees are partially satisfied and 6% are dissatisfied with their salary.

4) Out of 50 samples selected and surveyed about the suitability of job with the employees educational qualification. Majority of the employees job are suitable for their educational qualification 76% and some of them have unsuitable educational qualification with their job about 24%.

5) Out of 50 samples selected and surveyed about the welfare activities taken by the company for their workers. Majority of the workers are not satisfied about 60% and 40% are satisfied with the welfare facilities taken by the company.

6) Out of samples collected and study about the working condition existing in the company. 30% of the workers are to be satisfied and 58% of workers are partially satisfied. About 12% of the workers are dissatisfied.

7) Out of samples collected and study about the relation with co-workers. 62% of the workers are maintaining good relation with the co-workers and 34% of workers are partially satisfied. About 4% of the workers are dissatisfied.

8) Out of 50 samples selected and surveyed about the current disciplinary actions. About 58% are satisfied and 42% are dissatisfied with the current disciplinary actions of the company.

9) Out of 50 samples selected and surveyed about the superior motivation with workers for reducing the work related issues. 58% of the workers are answered favorably and 42% of them are answered unfavorably.

10) Out of 50 samples selected and surveyed about the workers communication with superiors about the problems.62% of the peoples are communicate their problems with superiors 38% of the workers are do not communicate their problems.

11) Out of 50 samples selected and surveyed about the training provided by the company.46% of the workers are satisfied and 54% are dissatisfied.

12) Out of 50 samples selected and collect the information about the training provided by the company.16% of the workers are satisfied and 54% are partially satisfied and 30% are dissatisfied

13) Out of 50 samples selected and surveyed about workers proud in their job. Majority of workers (About 84%) are proud in their job and 16% are answered negatively.

14) Out of 50 samples selected and surveyed to determine the workers opinion about managements attitude towards the workers. About 28% of the workers are to be disagreed with the managements attitude towards the workers.14% are satisfied and 58% workers are partially agreed.

15) Out of 50 samples selected and to determine to workers opinion about facilities. About 62% to be agree with the workers 30% partially satisfied and 8% dissatisfied.

SUGGESTION AND RECOMMENDATION

1) Implement modern equipment and technology to improve the work

2) Step should be taken for increasing the availability of member of employee.

3) Taking steps for improving the technical knowledge of employee

4) Step should be taken to give new technological training

5) To provide adequate monetary of non monetary incentives to employees

6) To provide suitable working environment to the employee

CONCLUSION

The study was conducted in Travancore Titanium Products highlighting “ job objectives of the were find whether the employee and workers of the company are satisfied with the existing facilities. The employee are co-operating the answered the questions very correctly and promptly. The factors include in the analysis were employees job security, welfare measures, salary allowances working condition, hours and cordial relationship etc.

APPENDIX

QUESTIONNAIRE

BIBILIOGRAPHY

A study to analysis job satisfaction among employees in TTP

Dear sir/madam.

We are Mohammed Thouseer M, Remya U, Jeena I J are the computer application and business management student of Government polytechnic college Neyyattinkara affiliated to Kerala University. As part of our curriculum we are conducting a study on job satisfaction at TTP. We would be grateful if you would kindly spend some time to answer these questions. The information given by you will be kept as most confidential and shall be used for academic purpose only

Thanking you

Mohammed Thouseer M, Remya U, Jeena I J

QUESTIONNARE