152729186 37783822-a-study-on-job-satisfaction

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1

A STUDY ON JOB SATISFACTION
(A CASE STUDY OF APHMEL, KONDAPALLI.)
A PROJECT REPORT SUBMITTED TO
JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY, KAKINADA.
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
BY
A.V. ACHYUTA KUMAR
REGD. NO. 08761E0057
Under the Guidance of
Dr. L. SRINIVAS M.B.A., M.Phil, Ph.D.
Associate Professor
DEPARTMENT OF BUSINESS ADMINISTRATION
LAKIREDDY BALI REDDY COLLEGE OF ENGINEERING
(AFFILIATED TO JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY,
KAKINADA)
MYLAVARAM – 521 230
2008-2010
2

CERTIFICATE
This is to certify that this project report entitled ‘A STUDY ON JOB
SATISFACTION (A CASE STUDY OF APHMEL,KONDAPALLI.)’ is a
bona fide work done by Mr. A.V.ACHYUTA KUMAR , MBA IV Semester,
Regd. No. 08761E0057 and submitted to Jawaharlal Nehru Technological
University, Kakinada as per the requirements for the award of the degree of
‘MASTER OF BUSINESS ADMINISTRATION’.
Place: Mylavaram Dr. L. Srinivas
Date: Project Guide
Associate Professor
Department of Business Admn.
Lakireddy Bali Reddy College of Engg.
Mylavaram-521 230
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DECLARATION
I here by declare that this project report entitled ‘A STUDY
ON JOB SATISFACTION (A CASE STUDY OF APHMEL,
KONDAPALLI.)’ Is an original and independent work done by me
and has been submitted to Jawaharlal Nehru Technological
University, Kakinada in partial fulfillment of the requirements for the
award of the degree of ‘MASTER OF BUSINESS ADMINISTRATION’.
This report has not been submitted earlier to any other University or
Institution for the award of any degree/diploma/certificate.
Place: Mylavaram (A.V. ACHYUTA KUMAR)
Date : Regd. No.: 08761E0057
ACKNOWLEDGEMENTS
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I take this opportunity to express my sincere gratitude to my
project supervisor Dr. L. Srinivas, Associate Professor, Department of
Business Administration, Lakireddy Bali Reddy College of Engineering for
his valuable guidance through out the period of this research work.
I am thankful to Dr. L.S.S. Reddy, Director, Dr. A. Adisesha
Reddy, HOD and other members of the Faculty, Department of Business
Administration, Lakireddy Bali Reddy College of Engineering for giving me
the opportunity to do this project work.
I am grateful to Mr. Rama Rao, Senior HR Officer, APHMEL,
Kondapalli for according permission and providing guidance during the
period of the study.
(A.V. ACHYUTA KUMAR)
CONTENTS
Page no.
CHAPTER-I INTRODUCTION 01-13
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CHAPTER-II INDUSTRY AND COMPANY PROFILE 14-37
CHAPTER-III METHODOLOGY 38-39
CHAPTER-IV DATA ANALYSIS 40-79
CHAPTER-V SUGGESTIONS AND CONCLUSIONS 80-81
BIBLIOGRAPHY 82-82
CHAPTER-I
INTRODUCTION
The human resources represent the qualitative and quantitative measurements of work
force needs in an organization. The most significant resource of any organization is
its human resources. Human resources are the most precious of all resources. In a
general way, human resources are the people and their characteristics at work
either at the national level of organizational level from the national point of view
human resources are knowledge, skills, creative abilities, talents and aptitude
obtained in the population.
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Human resources are a paramount important for the success of any organization. It is a
source of strength and aid. Human resources are the wealth as an organization
which can help it in achieving its goal. HRM is concerned with the human beings in
and organization.
It reflects a new outlook which views organization man power as its resources and
assets. HR is the total knowledge, abilities, skills, talent and attitude of an
organization work force.
The values, ethics, beliefs of the individuals working in an organization also from a part
of human resources. The resourcefulness of various categories of people and other
people available to the organization can be treated as human resources. In the
present complex environment no business or organization can be exist and grow
without appropriate human resources. So human resources have become the focus
of attention of every progressive organization. HRM is that process of management
which develops and manages the human elements of an enterprise.
The term job satisfaction was brought to limelight by Hop Pock. He reviewed 32 studies
on job satisfaction conducted prior to 1933. He observed that job satisfaction is a
combination of psychological, and environment circumstances that causes a person
to truthfully say “I am satisfied with my job” This description indicates the variety
of variables that affect the job satisfaction but does not indicate us the nature of the
job satisfaction . Job satisfaction refers to a person’s feelings after performing a
task .It meets his needs and is consistent with his expectations and values the job
will be satisfying. It is not self contentment. Happiness or self-satisfaction but
satisfaction on the job.
MEANING OF JOB SATISFACTION:
Jobs require interaction with co workers and bosses, following organizational rules and
policies meeting performance standards living with working conditions that are
often less than ideal and like.
DEFINITION:
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Job satisfaction is different from the morale and motivation. Morale refers a general
attitude towards work and work environment. It is a group phenomenon whereas
job satisfaction is an individual feeling. Job satisfaction on the other hand refers to
positive emotional state. Motivation implies to Locke defines job satisfaction as:
“A pleasurable or positive emotional state resulting from the appraisal of one’s job or
job experiences”
In India pesto gee developed as S-D (satisfaction-dis satisfaction) inventory consisting of
co interrogatory statement the items leading to yes-no type responses. There are
four areas including both on-the job and factors. Each area comprises 20 items
some of which are explained below.
JOB: Nature f work, working hours, fellow workers overtime regulations, physical
environment, machines and tools, interest I work opportunities for promotions and
advancement etc.
MANAGEMENT; Reward and punishment praise and blames leaves policy, favorable
participation, supervisory treatment etc.
SOCIAL RELATIONS: Friend and associate, caste barriers, participation in social
activities, attitudes. Toward people in community etc.
PERSONAL ADJUSTMENT; Health, home and living conditions, finances, relations
with family members. Emotionalism, etc
JOB SATISFACTION AND WORK BEHAVIOUR:
Job satisfaction is an integral component of organizational health and important
element in industrial relation. The level of job satisfaction seems to have some
relation with various aspects of work behaviors such as absenteeism, accidents,
productivity and turnover. Several studies have reveled varying degrees of
relationship between job satisfaction and these factors of work behavior.
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Research on the relationships between both satisfaction and accidents generally shows
hat satisfied employees cause fewer accidents. Studies on the relationships between
job satisfactions that low absentee employees were more satisfied with their jobs.
Research also
DETERMINATTS OF JOB SATIOSFCTION
The various factors influencing job satisfaction may be classified into categories;
Environmental factors
Personal factors
ENVIRONMENT FACTORS
JOB CONTENT:
Herzberg suggest that job content in terms of achievement, recognition ,advancement,
responsibility and the work itself tend to provide satisfaction but their absence not
cause dissatisfaction. Where the job is less repetitive and there is variation in job
content, job satisfaction tends to be higher.
OCCUPATIONAL LEVEL;
The higher the level of the job in organizational hierarchy the greater the satisfaction of
the employee. This is because positions at higher levels involucel better pay more
challenge and provides greater freedom of operation. Such positions carry greater
prestige self control and job satisfaction.
PAY AND PROMOTION;
All other things being equal higher pay and better opportunities for promotion leads to
higher job satisfaction.
WORK GROUP:
Man is social animal and likes to be associated with others ion interaction in the work
group help to satisfy social and psychological needs and therefore isolated workers
tend to be dissatisfied. Job satisfaction is generally high when a worker is accepted
by his peers and e has a high need for affiliation.
SUPERVISION;
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Considerate supervision helps to improve job satisfaction of employees. A considerate
supervision takes persona; interest subordinates and encourages them to
participate in the decision making process. However, authoritarian people may
more satisfy under the supervision of high status and strongly directive leaders.
Employee satisfaction from supervisory behavior depends upon the influence,
which the supervisor exercises. On his own superior
PERSONAL CHARACTERISTICS
Personal life exercises a significant on job satisfaction. The main elements of personal
life are given below:
AGE; Some research studies reveal a positive correlation between age and job
satisfaction. Workers in the advanced age group tend to be more satisfied probably
because they have adjusted with their job conditions.
SEX: one study revealed that women are less satisfied than men due to fewer job
opportunities for females. But female workers may be more satisfied due to their
lower occupational aspiration.
MARITAK STATUS: Generally the married employees having more dependent are
more dissatisfied due to on their greater responsibilities. But such employees may
be more satisfied because they value their jobs more than unmarried.
EDUCATIONAL LEVEL: Generally more educated persons tend to be less satisfied
with their jobs due to their higher job aspiration. However research does not yield
conclusive relationship between these two variables.
EXPERIENCE: Job satisfaction increase with increasing years of experience. But it
may decrease after twenty years of experience particularly among people who have
not realized their job expectations.
THEORIES OF JOB SATISFACTION
The main theories of approaches to job satisfaction are as follows;
Need fulfillments theory
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Two factors theory
Equity theory
Equity discrepancy theory
Discrepancy theory
1). NEED FULFILMENT THEORY;
According to this theory a person is satisfied when he gets from his job what he wants.
The more he wants something or the more important it is to him the more satisfied
he is when he received it. In other words “Job satisfied is actually satisfied”. The
fulfillment theory suffers from a major drawback.
2). TWO FACTORS THEORY:
Fredrick Herzberg and his colleagues developed the two factors theory. According to
this theory satisfaction and dissatisfaction are interdependent of each other and
exist on a separate continuum. One set of factors knows as hygiene factors
(company policy and admin, supervisory pay working conditions and interpersonal
relations0.act as dissatisfied. Their presence does not result in positive satisfaction
3). EQUITY THEORY:
According to this theory a person’s job satisfaction depends upon his perceived as
determined by his input output balance in comparison with the input output
balance of theory. Every employee compares his reward with those of a reference.
4). EQUITY DISCREPANCY THEORY:
This is a combination of equity and discrepancy theories. Lawler has adopted the
different approaches of discrepancy theory rather than the ration approach of
theory From equity theory the concept of comparison has been selected to serve as
an intervening variable. Under this theory, satisfaction is defined as the different
between the outcomes that one perceives he actually received and outcomes that one
feels.
5).SOCIAL REFERENCE GROUP THEORY
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Reference group divines the way an individual looks at the world. According to this
theory job satisfaction occurs when the job meets the interest desires and
requirements of a person’s reference group.
FACTORS INHERENT IN THE JOB
1. Type of work
2. Skills required
FACTORS CONTROLLED BY MANAGEMENT
1. Security.
2. Participation.
3. Motivation.
GENERAL SETEMENTS
More important factors conductive to job satisfaction are mentally challenge work
equitable reward supportive colleagues.
1). MENTALLY CHAMMENGE WORK:
Employee tent to perfect jobs that given them opportunities to use their skills and
abilities and offer a variety of tasks freedom and feedback o how well they are
doing. These characteristics make but too much challenges creates frustration and
feeling of failure. Under conditions of moderate challenges most employees will
experiences pleasure and satisfaction.
2). EQUITABLE REWARD:
Individual who perceive that promotion decisions are made in a fail and just manner
therefore are likely to experience satisfaction from their jobs.
3). SUPPORTIVE WORKING CONDITIONS;
Employees are concerned with their work environment for both personal comfort and
facilitating doing a good job.
4). SUPPORTIVE COLLEAGUES;
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OX tangible we people get more out of work than merely and a for social
achievements. For most employees, work also fills the increase job interaction.
Having friendly and supportive co- workers lead to increase of job satisfaction. The
behavior one’s also a major increased satisfaction. Studies generally find that
employee satisfaction praise for when the immediate supervisor understands and
friendly a personal good performance, listen to employees opinions and interest in
them.
DETERMINENTS :
Type of work
Working conditions
Pay
Co-workers
Ease of commuting to work
Advancement opportunities
Security
Supervision
Company prestige, Working hours
IMPORTENCE OF JOB SATISFACTION:
Reduces absenteeism and turnover
Job satisfaction has some relation with mental health of people;
Spreads good will about the organization:
Job satisfaction has degree of positive correction with physical health of individual;
.
BENEFITS OF JOB SATISFACTION
A). IDENTIFICATION OF EMPLOYEES ATTITUDE
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Survey reveals how employees feel about job, what parts of their jobs these feelings are
focused and which department5 are particularly affected a d whose feelings are
involved. Survey also indicated specific areas of satisfaction or dissatisfaction. The
survey is a power.
B). SATISFACTION SURVEYS IMPROVING ATTITUDE
For some employees the survey is a safety values on emotional realize, a chance to get
things off their chest, For other the survey is tangible expression of management’s
interest in employee welfare which gives employees reasons to fed better towards
management.
C). IMPROVES COMMUNICATION;
Communication flows horizontally, vertically, upwards and downwards. As people want
the survey talk and discuss its result particularly beneficial to the company is the
upward communication when employees are encouraged to comment about what
they really have in their minds.
D). JOB SATISFACTION IS THAT THEY HELP MANAGEMENT TO ASSESS
TRAINING NEEDS;
Employees are given an opportunity to report how they feel the supervisor perform
certain parts of jobs such as deleting work and giving adequate job instructions.
FACTORS:
Various factors while managers can satisfy employee. A review of the evidence has
identified 4 factors conducive to high levels of employee job satisfaction.
Mentally Challenging Work
Equitable Reward
Supportive Working Conditions
Supportive Colleagues
1). MENTALLY CHALLENGING WORK;
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People prefer jobs that given then opportunities to use their skills. abilities and offers a
variety of tasks freedom and feedback on how well they are doing. these
characteristics make work mentally challenging.
2). EQUITABLE REWARD;
Employee want [pay system and promotions policies that they perceive as being just,
unambiguous and in line with their expectations. When pay is scan as fair based on
job demands individual skill level, community pay standards and satisfaction is
likely to result, Similarly employees seek fair promotion policies and practices,
promotions provide opportunities for personal growth, more responsibilities in a
fair and just manner, therefore are likely to experience satisfaction from their jobs.
3). SUPPORTIVE WORKING CONDITIONS:
Employees are concerned with their work environment for both personal comfort and
facilitating doing a good job. Studies demonstrate that employees prefer working
close to home in cleans and relatively modern facilities and with adequate tools and
equipment.
4). SUPPORTIVE COLLEAGUES;
People get more out of work than merely money or tangible achievement. For most
employees work also fills the need for social interaction not surprisingly therefore
having friendly and supportive co-workers leads to increased job satisfaction. the
behavior of one’s boss also is a major determinates of satisfaction. Studies generally
find that employee satisfaction is increased when the immediate supervisor
understands and friendly offer praise for good performance listen to employee’s
opinions and shows personal interest in them.
WHAT MANAGEMENT CAN DO PROMOTE JOB SATISFACTION?
1).Job Rotation: Many organizations are seeking a solution on the job satisfaction
boredom through systematically moving workers from one job to another. This
practice gives more variety and provides an employee a chance to learn additional
skills and abilities.
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2). Job Enlargement:
To check the harmful effects of specialization, the engineering factors involved lines in
each individual’s job must be carefully analyzed. Perhaps the assembly lines can be
shortened so that there will be more lines and fewer employers on each line.
Moreover instead of assigned one employee to each job, a group of employees can
be assigned to a group of jobs and then allowed to decide for themselves how to
organize the job.
3). Scheduled Rest Periods;
Researchers on the impact of rest periods reveal that they may enhance both
productivity and morals. Scheduled rest periods bring many advantages;
(A). they provide variety and relives monotony.
(B). they counteract physical fatigue.
(C). they provide opportunities for social contacts and interactions.
4). Change Of Peace;
Anything that will give an employee a chance to change his pace when he wishes will
lend a variety to his work. Further if employees are permitted to changes their pace
that would give them a sense of accomplishment.
5). Automation;
The effect of automation on job satisfaction depends on the degree of automation that is
introduced. Clearly automation means different things in different situation and it
is difficult to say that it either increase or decrease job satisfaction. Thus it is a
belief that a satisfied employee is a good and efficient employee.
6). Greater Autonomy:
The most effective way of promoting job satisfaction is to give employees more freedom
to perform their job in their own way. People will work harder and derive
satisfaction if they are provided more freedom and independence to make their own
decisions in respect of their jobs.
THE JOB SATISFACTION PEOPLE WANT;
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An opportunity to do worthwhile and praiseworthy.
Recognition as an individual.
Good wages and incentives for meritorious performance.
Job security for himself and his family members.
Opportunity for advancement and growth.
Adequate benefits and perquisites.
Satisfactory working conditions and living conditions.
Competent leadership bosses whom he can admire and respect as persons and as bosses
No arbitrary action a voice in matters affecting him.
Job satisfaction is of utmost significance from the standpoint of employee morale. It is a
complex of different attitudes possessed by an individual. These attitudes relate to
several aspects of the job such as wages, supervision, steadiness of employment,
conditions of work, opportunity for advancement, job security, working hours,
fringe benefits, recognition and allied factors. In addition to these job-related
factors, individual adjustment and group relationship outside the job also form
major determinants of job satisfaction.
Factors Affecting Job Satisfaction:
a) THE WORK ITSELF: The content of the work itself major source of satisfaction.
For, example research related to the job characteristics approach to job design,
shows that feedbacks form the job itself and autonomy are two of the major job-
related motivational factors.
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b) PROMOTIONS: Promotional opportunities seem to have a varying effect on the job
satisfaction. This is because promotions take a number of different forms and have
a variety of accompanying rewards. For example, individuals who are promoted on
the basis of seniority often experience job satisfaction but not as much as those who
are promoted on the job performance. Additionally, a promotion with a 10 percent
salary raise is typically not as satisfying as one with a 20 percent salary raise. This
helps explain why executive promotions may be more satisfying than promotions
that occur at the lower levels of organizations.
c) SUPERVISION: Supervision is another moderately important source of job
satisfaction. It can be said that there seem to be two dimensions of supervisory
styles that affect job satisfaction. One is employee centeredness. This is measured
by the degree to which a supervisor takes a personal interest in the employee's
welfare. It commonly is manifested in ways such as checking to see how well the
subordinate is doing, providing advise and assistance to the individual, and
communicating with the worker on a personal as well as on official level.
d) WORKING CONDITIONS: Working conditions are another factor that have a
modest effect on job satisfaction. If the working conditions are good (clean,
attractive the surroundings, for instance), the personnel will find it easier to carry
out their roles. If the working conditions are poor (hot, noisy surroundings for
example), personnel will find it more difficult to get things done. In other words, the
effect of working conditions on job satisfaction is similar to that of the work group.
If things are good, there will not be a job satisfaction problem; if things are poor,
there will be.
MEASURING JOB SATISFACTION:
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Since job satisfaction is an attitude, it cannot be directly observed and therefore must
rely on the employees' self reports. These surveys are receiving renewed interest in
the practice of human resources management as seen in the accompanying
application. For ex. There are a number of ways of measuring job satisfaction.
Some of the most common are rating scales, critical incidents, interviews, and
action tendencies.
a) RATING SCALES:
The most common approach for measuring job satisfaction is the use of rating scales.
One of the most popular is the Minnesota Satisfaction Questionnaire (MSQ). This
instrument (MSQ) provides a detailed picture of the specific satisfactions and
dissatisfactions of employees.
b) CRITICAL INCIDENTS:
Frederick Herzberg popularized the critical incidents approach to the measurement of
job satisfaction. He and his colleagues used this technique in their research on the
two-factor theory of motivation. Employees were asked to describe incidents on
their job when they are particularly satisfied and dissatisfied..
One of the major benefits of the critical incidents approach is that it allows the
respondents to say whatever they want. The individuals are not restricted by pre-
determined categories or events as on a structured questionnaire. On the other
hand, the approach is time-consuming and there is the interviewer what they think
the interviewer wants to hear or something that makes them look good such as, "I
like it best when my supervisor gets out of my hair and lets me do the job my way.
No one knows how to do this work better than I do."
c) INTERVIEWS:
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Another method of assessing job satisfaction is through the use of personal interviews.
This approach allows for an in-depth exploration of job attitudes. If the respondent
says something that the interviewer does not understand or would like to learn
more about, the interviewer can follow up with additional questions. On the
negative side, responses can be misinterpreted and thus lead to erroneous
conclusions. A second problem is the possibility of interviewer bias. The way in
which the individual asks the questions or the types of information the person
chooses to record can affect the outcome. Finally, there is the cost factor. Interviews
are a relatively time consuming and thus expensive way of gathering information.
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CHAPTER-2
INDUSTRY PROFILE AND COMPANY PROFILE
Industry profile:
The engineering industry plays a crucial role in the economic development of the
country. It meets the increased needs of the capital goods, construction, power and
mining sectors of the economy besides catering to achieve a high rate of industrial
growth of late, it has emerged as an export sector too through engineering goods
were not regarded as traditional export items of our country. The achievement of
the engineering industry are impressive particularly in the case of export of services
several Indian firms have won in the face of still competition from giant concerns
from the development world, prestigious contracts for turnkey jobs.
History:
The genesis of Indian engineering industry can be traced back roughly to mid
nineteenth century starting with wagon building and structural activities. However,
it developed in the sense only after independence; it gained momentum after the
adoption of Prof. P.C.Mahalnobhis model of heavy capital goods based growth
strategy in the second five year plan and subsequent plans. Since then Indian has
not only become self reliant in a variety of engineering equipment, but is also
exporting engineering goods the country is currently producing power generating
transmission an distribution equipment, plant and machinery for steel, chemical
and fertilizers, cement plant and machinery, electrical and construction machinery;
machine tools railway rolling stock, earth moving equipment and a large number of
other industrial goods and consumer durables.
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The Indian engineering industry is engaged in setting consultancy services and technical
know-how to a number of African and Arab states, as well as joint venture as an
equal partner with developed nations several countries. In the post independence
era the industry not only achieved significant enlargement of production capacity,
but also has attained a high degree of technical competence and product
diversification.
Government measures:
A welcome policy change towards giving a boost in the machine tools production was
the inclusion of machine tools in. appendix I of the industrial policy announced in
February 1983 and as refined in April 1983. This has thrown open machine tools
manufacture to MRTP and FERA companies, providing item is not reserved for
small scale industries.
In addition the important policy of 1983-84 was designed to help machine tools
production. The provisions included (1) those small-scale units, which exported at
least 25% of their output, would be allowed to improve prototype up to Rs. One
lakh. (2) all schedule industries will be allowed the facility of important of drawings
and designs once in a year for value not exceeding Rs. Ten lakhs, (3) a technology
development fund was created to cover foreign exchange requirements for import
of balancing equipment technical know-how foreign consultancy service etc.,
All these steps are designed to encourage fresh investment expansion and modernization
in the domestic machine tool industry.
Engineering exports: -
Our engineering industry has been making considerable progress on the export front.
From around Rs. 21 crores in 1965-66, the value of exports of engineering goods
rose to over Rs. 105 crores by the end of 60’s and continued to show an encouraging
trend during the 70’s.
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A various export promotion drive launched in the face of the oil crisis when import
needed to be stepped up. During this period engineering exports witnessed a great
spurt, thanks to various promotional measures. In the period 1971-75 the value of
exports more than treble and nearly doubled in the next three years. By the
year1982-83 Rs. 1250 crores was reached. The engineering industry has now
emerged as one of the leading foreign exchange of the country.
Project exports: -
Project exports are the main plank of the strategy drawn up by the effects for achieving
the export, target set the industry. Against our engineering exports of Rs. 1060
crores in 1981-82 project report totaled Rs. 570 crores.
Project exports are double benefit. Besides the foreign exchange earnings by way of
labor management shill and so on.
They generate further exports because orders for equipment are generally give to the
country where the consultancy form is based.
Broadly project exports fall under the following four categories
(1) Turnkey project viz., supply of service such as design, erection commissioning and
supervision of the facility for the client besides the supply of the goods.
(2) Engineering contracts involving the supply of services as for instance, including the
capital equipment.
(3) Consultancy services-the preparation techno as well as advice on purchase of finance
and construction contacts.
Through India’s Projects have been successful, it is felt that the level of exports don’t
match our capabilities. India has a vast pool of trained manpower. According
estimated India has well over 250 consultancy firms, which can offer over 5 million
man-days year. For project right from conception and design to execution,
supervision and management thereafter. Thus in relation to the potential and in the
background of the total number of contracts backed by world bidders. The contract
secured by Indian project export has not been impressive.
23

Also over the past one year international development have been providing unfavorable
to exports. The falling oil prices have affected the revenue and therefore the
development expenditure of the problem exporting countries of west Asia. There
were cutbacks in the expenditure of south-east Asia and African nations too. Which
were surfing from adverse terms of trade? The problem will be compounded by the
competition from contractors currently operating in Latin America countries whose
debt problems would hamper their old-financed development programmes. Thus
the major market for project export seems to be weakening in potential. Our
project exports during 1982-83 were therefore hit hard both in terms of fresh order
and payments for orders fulfilled. In the recent move to set up an institute for
project exports would be welcome.
COMPANY PROFILE
Profile of APHMEL:
The chapter gives a brief profile of the company. APHMEL stands for Andhra Pradesh
Heavy Machinery and engineering Limited, which is located at Kondapalli, A small
village famous for toys and which is located on the bank of River Krishna
professionalism is the Hallmark of this company from the beginning.
APHMEL – The beginning:
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It is well known that a country’s advancement mostly depends on industrial growth and
it is an index of development of any country realizing this some of the prominent
citizens of Krishna District witch in the year 1976 have decided to establish a heavy
industry in the District which was Agriculturally rich and lagging behind
industrially with this initiation by some of the prominent citizens of the District
about 47,000 citizens have contributed Rs. 208 lakhs towards share capital and
approached the government of Andhra Pradesh. The Government appreciated the
interest shown by the citizens and sanctioned required funds for starting APHMEL
project in Kondapalli. NIDS (National Industrial Development Corporation Ltd.,)
the reputed consultants were asked to prepare the APHMEL project report.
Product and consumer mix were signed in record time. Machines were purchased
form world famous manufacture like Homma, Skoda, HMT (Hindustan Machines
and Tools) and Hec (Heavy Engineering Corporation). The companies become A
Government Company and on 9th
November 1983 the factory was dedicated to the
people by the Honorable Chief Minister of Andhra Pradesh Mr.N.T.Ramarao.
Thus APHMEL is truly a ‘people’s project.
APHMEL is in 206 acres with all infrastructure facilities like railway lines, Road,
Water Facilities, Power Supply Etc.,
With Great Foresight of APHMEL, at the early state It Self set Up Man power
Development programmers. To this end a training cell established at autonagar,
Vijayawada. From here emerged a vast Reservoir of skills in various disciplines.
OBJECTIVES OF APHMEL:
APHMEL have to design, Engineer and Develop, Manufacture and market heavy
industry machinery, plants and equipment including Components and spares and
services for power, Coal mining, Steel Chemical petrochemical, shipping Space and
Engineering Industries Etc.,
To Actively Cooperate with the Government the economic programme.
To utilize the capacity installed effectively.
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To develop exports markets from the point of view earning foreign exchange needed to
maintain imports.
To Develop and maintain technological leadership.
To develop components managerial personnel capable of meeting project and growth
objectives of company.
Hito continuously strive for the economic success of the enterprise so that the obligation
to share holders, Employees, customers, Suppliers, Government and Society is
discharged.
To strive for greater self reliance through import substitution and research and
Development.
To develop personnel policies that give quality of opportunity and fair pay to all.
Inspiring Confidence in and respect for management.
To Develop Employees attitude and skills for constitute achievement for economic
performance and technology growth.
PHILOSOPHY OF APHMEL:
APHMEL has show very good track record. The primary focus has an engineering and
technology. The function of marketing was somewhat depressed having come into
focus in the recent past.
This company’s philosophy is eagerly to provide the market technological and economic
utility. APHMEL believe that the only indication for marketing technology is to
provide.
Project Range: -
The Company is producing multi products and the types of the range are:
Bulk material handling equipment
All types conveyors
Various capacities of haulages
Sinking Minches
Strackers and recliners
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Gear Boxes.
Mining Equipment
Tunneling equipment/road headers (Market Leader)
Long wall roof conveyors
Armored face conveyors
Mining Haulages
Chemical Equipment
Pressure Vessels.
Heat Exchangers, Detractors.
Mini Cement plants
Textile machinery
Leather Machines
Pollution Control Equipment
general fabrication
Foreign Collaboration:-
The Company has the following foreign collaborations.
M/S Environment has the following element like electrostatic precipitators, fabric filters
and dusts collectors.
M/S Voest-Alphine, Austria for the manufacture of road headers.
M/S crane and Co, USA for water-pollution control Equipment.
M/S Robert Jenkins Ltd., U.K for chemical Equipment.
M/S JJ Harvey, U.K for embossing plates.
M/S License Intorg, U.S.S.R. for long wall roof supporting.
27

Customers: - The important customers of the company are
Product Customer
1. Material handling equipment Coal India limited
Singareni Coal Collieries. Ltd.,(Sccl )
Neyveli Linigite Corporation Ltd.
Western Coal Fields Ltd.,
Madras Port Trust Ltd.,
National Mineral development Corporation.
Visakhapatnam Steel Project
2. Size Reduction Equipment Bharat Heavy Electrical
Ltd (Bhel)
3. Chemical Equipment Bharat Heavy Electrical.,
Bharat Heavy plates and Vessels
Nagarjuna fertilizers and chemical Ltd.,
4. Silk reeling machine Director Sericulture of Andhra
Pradesh, Tamilnadu and Manipur.
5. Leather machinery Tenneries in various states.
Competitors:-
The Competitors of the company are:
Mc Knally Bharat
Kali material handling
Elecon
Hindustan
Mame(Mining And Machinery Corporation)
Hec(Heavy Engineering Corporation)
Voest-Alpine
28

Production Plan:-
The production plant has 5 sections namely
Heavy machine Shop
Light Machine Shop
Fabrication
Assembly
Painting
The Production is carried on 3-shift base.
Human Resource Element:-
Salary and Wages Administration:-
The Wage structure of the employee in government by Memorandum of settlement
entered into between the management and the unions of the company. The wage
revision is done one in every 4 years at the memorandum of understanding.
Payments and benefits:-
Salaries, Wages and Bonus 6, 44, 65, 737 5, 55, 24, 991
Employer’s Contribution Towards:
Employees State Insurance 2, 20, 525 14, 07, 831
Providence Fund 15, 37, 952 10, 14, 500
Family Pension Scheme 35, 46, 495 33, 83, 160
Death Relief payments 1, 50, 000 0
Group Gratuity assurance scheme 60, 33, 144 51, 42, 886
Deposit Linked Insurance Scheme 2, 13, 029 2, 03, 313
Administrator Charges On PF Trust 80, 950 77, 259
Staff Welfare Experience 28, 84, 822 18, 03, 208
Rent for residential accommodation to Officials 3, 83, 528 3, 43, 557
Workmen Compensation 0 1, 89, 535
--------------- ---------------
Total 7, 95, 16, 182 6, 90, 90, 240
29

Welfare Measures:-
For the Welfare of the Workmen canteen is running on a subsidiary rate mutually
agreed and for the transportation buses and run by the company.
Safety Measures:-
Personal protection equipment such as goggles, safety shoes, gloves, masks, helmets,
asbestos, apron, Pve/Rubber protective clothing, car duffs etc., safe Environment
are provided.
Administrations:
The personnel and overall administrations of the company is under the control of
managing director with board of directors as follows.
Chairman from singareni coal collieries Ltd.,(Sccl)
Managing Director from Sccl
Bifr’s Special director
Idbi’s Nominee Director
Director from Scci
Director from Andhra Pradesh Development Corporation
Director from Bhel
3 Director from share holder’s side.
.
Introduction:-
This was a subsidiary of the singareni collieries Co. Ltd.This was situated in kondapalli
of Andhra Pradesh heavy, Machinery and engineering Ltd., APHMEL. The
company was started in the year 1976. It was incorporated in September 1976 with
main objectives of designing, developing & Manufacturing the entire range of
casting of all types & heavy industrial machinery, machines tools Etc.,
Objectives:-
30

To understand the organization structure of APHMEL & observe the herm practices
adopted. Examine the grievance read procedure adapted by APHMEL. The study
issued involved in industry relations. To advise some useful suggestions to improve
the overall performance of organization.
Export Oriented Effort:
APHMEL has Negotiated & Got orders for manufacture & supply of conveyor idlers &
18 tons winches at an appropriate value of 120Lakhs to U.S.Sr. There is a
possibility of getting further orders & APHMEL would like to bag as orders as
possible in this line.
Man power planning:
The management of APHMEL has realized that is very difficult to get trained personnel
at a time when the need arises setting up the factory. Hence a decision to result
recruit people at various levels & train them at once. Top improve establish
production.
In pursuance of this decision recruitment is being made & major department like:-
Designs, planning manufacture etc., have been established in addition to the personnel
& account department & the short generation period.
The company has recruited engineering with vast experience from reputed public &
private sectors.
Training & placements:-
Human resource department act includes hiring, training, recruitment, solution &
performance appraisal.
Recruitment:-
The department head shall inform the recruitment of personnel based on availability of
vacancies on his department with vice chairman & manager director’s approval the
industry.
Placements:-
31

The placement such of person has been made in the factory as their sentence has been
done by written, test & viva.
Licensed capacity:- The company has licensed capacity as given below
S.NO Item licensed capacity
1st
phase products:-
1) Material handling equipment 4710
(Mining & conveying equipment)
2) Chemical & pharmaceuticals machinery 2000
3) Size reduction equipment etc., 2000
4) Size leather processing machinery 500
5) Textile machinery 160
2nd
Phase products:-
6) Pollution control equipment 3000
7) Read headers 8.No’s
8) Mini cement plants 1000
Foreign collaboration: - The Company has the following foreign collaboration.
1) M/S Environment element corporation, U.S.A. For the manufacture of air pollution
control equipment like Esps, fabric filters & dusts collections.
2) M/S Voest - Alphine, Austria for the manufacture of road headers (tunneling
equipment)
The proposed collaboration is:
I) Scrapers with M/S tekraf, East Germany.
II) Long wall roof supporting systems with M/S Licensed in Torg, U.S.S.R
Production target:-
The company has fixed production target of 1595 lakhs for year 1986-87. Out of this
first phase product are 810 lakhs & 2nd
, products are 785 lakhs. Director General
Pemb during review meeting of the company has suggested that the company has to
produce 1st
phase product 800 lakhs during the year.
32

Development of small scale industry:-
The company has been off loading low technology item on local small scale units an sub
contract of foundries & fabrication units.
Results:-
The company during this year has achieved a production 892.62 lakhs up to December.
Project cost:-
S.NO Description Cost in lakhs
1. Land & site development building 40.60
2. Buildings 211.60
3. Plant and machinery 633.19
4. Technical know-how fees & expenses On 35.06 India
& foreign technicians
5. Miscellaneous fixed assets preliminary & 219.89 pre-
operation expense
6. Marginal for working capital 100.00
---------------
1422.00
Safety Measure:-
Personal protection equipment such as goggles, safety shoes, gloves, masks, helmets,
asbestos, apron, Pvc/Rubber protective clothing, car duffs etc., safe Environment
are provided.
This committee is chaired by the general manager, the members of all services depot.
Are the members of the committee & safety manager is convener. He is a member
of committee. This forms the management side. There are 5 representatives of
employees in the committee meeting are of the takes play safety provisions &
precautions in the man tool division press division & discussed.
33

The agenda prepare by the union is based on the observations made by the union
regarding any deficiencies in the safety procedure that are being followed by the
management. The item in the agenda are discussed in the meeting & the a decision
are limited to the services section for necessary clearness is needed from the finance
department most of it’s recommendations till data have been implemented there
was a demand from weakness of section for a special.
Customers:-
All the machinery manufacture is well received in the market. Some of the important
customers of the machinery are:
Material handling equipment like conveyor equipment, haulages, widches etc.,
Coal India limited sccl Nic Ltd.,
Western Coal Fields CCF Ltd., Madras, Port Trust Nmdc, Vsp Etc., USSR, Thus
Mamca
Size reduction equipment : Bhel
Chemical equipment : Bhel, Bjav, Nalco,Etc.,
Silk reading machines : Director sericulture of
A.P Tamilnadu & Manipure
Leather machinery : Tanneries in various states.
Pollution control equipment : Apseb, pan yam cements
Focus
Road headers : Coal India Limited, Sscl
General engineering : Vsp, Kcp, Sheer center etc.
Activities of different department:-
In this industry the candidates selected for the job by so many ways.
In the respective of executive selector has been done by written test & viva.
34

Performance appraisal: - in this company the performance appraisal of the employee is
mentioned by personnel department. They also maintain performance appraisal
reports for promotion (or) duration activities. APHMEL is using HR is (Human
Resource Information system) for gathering & maintaining the data describes
Human Resource transforming the data into conformation & they reporting
employee compensation.
The translation process executed by the clerks concerned involves in preparing the
documents describes training specification, personnel data pay rate hours worked
pay checks & termination notice the persons involved in operation control are Dy.
Manager of personnel department. He requires decision procedure of action such a
hiring training termination charging pay rates & using benefits.
Management control system support management by providing Reports & Analysis
showing the vacancies resulting from difference between planned & actual
performance. It required information about No. Of employees hired, Cost of
recruitment composition of skills investing, Cost of training, salary paid
distribution of wage rates. The above activities are performed by strategic planning.
It includes with evaluation attains for rewriting salary, training & benefits.
Analysis of shifting pattern of employment education & wage by are the country
information is required for strategic planning.
Awards:-
1) Received an award for best machine produced with Indigenous Know – How far
splitting machine at international leather trade fair at madras on 04.02.1981.
2.) For the year 1982 the company bagged “productivity Award” from ministry of
Labor from government of A.P.
3). for the year 1983 the company once again received productivity Award from
Government of A.P.
35

4) APHMEL has received the maiden award for best technological development in
search and development from the year 1984 the federation of A.P chamber of
commerce and industry.
5) In 1984 the company received an award for “Distinct contribution towards
increased production and productivity and maintenance of better industrial
relational” from the Labors department government of A.P.
Thus the company is truly a people’s company.
The high yield formula:-
Men, machines & material the three basic input of any industry are the assets of
APHMEL too – but with a difference. As a policy & philosophy the growth here is
achieved from within. Setup a training center that impacts all necessary skills to
their men. it has already trained 600 artisans in different trades & also 50
graduates & 100 diploma holders to meet their requirements under special
employee scheme the company training 220 artisans per year in addition to training
programmers.
End User’s:-
All the machinery manufactured by APHMEL has gained a good reputation & are well
received in the market.
Some of the important end users of their machinery
1) Material handling equipment various Coal Mines, ports trusts &
Like conveyer equipment steel plants
Handlings, winches stacker
Recliners of all capacity
Size reduction equipment power generating industry
Chemical equipment Fertilizer corporations
Dairy equipment Nddc’s & Sddc’j
Leather machinery agents all training & leather industry & these machinery.
Corporate rate:-
36

The company has prepared & corporate plan up to 1997-98 aiming a turnover if about
120 crores employment potential of 3000 in year 97-98.
Taxes & Duties:-
The company during 650 lakhs as taxes and duties.
Standing Orders:-
Workman:-
It has been classified into permanent, temporary, probationer, causal, and training.
Permanent:-
Workman Is A workman who has engaged on a permanent bases and includes any
person who is having satisfactory completed a probationary period of 12
consecutive months in the aggregate of such extended probationary period the
aggregate period of probation shall include brakes due to sickness accident, leave
lock-out, strike or involuntary closure of the establishment.
Temporary:-
Workman means A workman who is engaged for work which is an especially of a
temporary nature likely to be finished within a limited period.
Probationary:-
He is a workman who is provisionally employed to permanent vacancy in a post and has
not completed his provisionary period of 12 consecutive months.
Casual workman:-
Means a work man who is employed in any work of an occasional or casual or
intermittent nature.
Training:- Is a learner who may or may not be paid salary or stipend during the
period of training and who is not an apprentice under apprentice act?
Conduct, Displain, Appeal Rules:-
Restriction for taking parts in political organizations.
No employee shall take part in or associate him with or subscribe way or in aid of or
otherwise assists in any political organization or its activities.
37

General conduct:-
Every employee shall at all times maintain absolute integrity & devotion to duty &
conduct himself in manner conductivity to the best interest of the company.
Acquisition / disposal of employee:-
When ever arm employee or disposes of any immovable property by lease mort age,
purchase sale gift or otherwise member of his family, he should from the
component authority of the company.
Restriction on other employee:
No employee shall Directly Or Indirectly Engage In Any Other Occupation Or Not
Count Side The Policy Laid Down By The Management (Line To Line) Expect With
The Permission Of The Competent Authority.
Restriction on publications –
No employee shall expect with the previous sanction of the competent authority
contribute any article or write to news paper or other periodical publication
concerning company or government interest /policy.
Inventions & patents:-
No employee shall without the previous consents in writing of the vice chairman &
managing director / executives apply for a patents or executive private in respect of
any invention made by his concerning the company’s business during his service in
the company shall not apply for a patent respect of products similar to that of the
company ford period a by from the data of his coasting to be in service of the
company.
Gifts: -
38

All Employee receiving gifts from individual or business houses valued over 100/-mist
declare them to the component authority retained by the employee. If the value of
such gifts less than 450/- such gifts may be retained by employee. In the event the
value of gifts is more than 450/- such gifts shall be deposited with company &
receipt obtained there off.
Influence: -
No employee shall bring or attempt to bring nay outside influence to bear upon any
superior authority to Fortier his interest in respect of matter pertaining to his
service in the company.
Punishment for misconduct:-
Any one or more of the felonies punishment may be imposed by the competent
authority based on the serious of the misconduct.
Warning, Suspension, with holding of increment, with holding of promotion, recovery,
from pay or such other amount as may be due to him of whole part off any
pewriary loss caused to the company by negligence or breach of order.
Nature of Activity:-
APHMEL designs, engineering develops manufacture & market heavy industrial
machinery plants & equipments including component’s & services for power, coal
mines, steel chemicals, petro-chemicals shipping space & engineering industries
Etc.,
Strengths:-
Good modern manufacturing facilities backed up by excellent quality control step.
Company has got good reputation for its quality & workmanship of its products.
Quality approved by international agencies like bureau vertias, IIlods, pavy power gas
Etc.,
Disciplined dedicated & skilled work fork.
Good design & engineering infrastructure.
Weakness:-
39

Company net worth has totally eroded.
Total working capital is net through high interest bearing cash credits facilities from
state bank of India.
Second third line management is inadequate in the areas of marketing design, finance of
project department.
CHAPTER-3
METHODOLOGY
Need for the study:
EMPLOYEE JOB SATISFACTION PROVIDES A TYPE OF WORK ENVIRONMENT IN WHICH
INDIVIDUAL FEELS SATISFIED OR DISSATISFIED. THE QUESTIONNAIRE ASSESSES AN
EMPLOYEE’S ATTITUDE TOWARDS THE ORGANIZATION. THE RESULTS WOULD
ENABLE WORK GROUPS AND MANAGEMENT TO IDENTIFY STRONG AND WEAK
DIMENSIONS IN ORDER TO PLAN AND IMPLEMENT ACTIONS TO IMPROVE THE
FUNCTIONING OF THE WEAKER ASPECTS.
Objectives of the Study:
to present a theoretical framework of job satisfaction and to discuss its implications for
organizations;
to conduct an attitudinal survey on job satisfaction in the selected organization ; and
To offer some useful suggestions for the improvement of employment conditions in the
organization under study.
Methodology of the Study :
Selection of Sample Organization:
40

Since, Vijaya Dairy a cooperative sector service organization, which is governed by
State Government rules and regulations, it was expected that ‘job satisfaction’ has
been a critical factor for the success of this organization. Hence, this organization
has been selected for the present study.
b) Selection of Sample Respondents:
The present study uses simple random sampling technique to choose sample
respondents from the employees working in Vijaya Dairy. The total number of
respondents is 50 in which 28 are male respondents and 22 are female respondents.
These are drawn from various sections of the selected organization.
Collection of Data
Data have been collected from both primary as well as secondary sources. For collecting
primary data, a structured questionnaire has been designed and administered
among the sample respondents in order to elicit their views on the level of
satisfaction towards their jobs. The questionnaire consisting of 20 questions, used
various predetermined close-ended responses i.e. Satisfied, Moderate, Dissatisfied,
Excellent, Good, Bad.
d) Data Analysis and Interpretations:
The collected data from the primary source were consolidated, tabulated, analyzed and
interpretations were drawn. For the purpose of analyzing data, tools like graphs,
tables, percentages and weighted average method have been adequately utilized. On
the basis of information generated from the analysis, conclusions were drawn and
suitable suggestions were also made. In fact, the study made a comparative analysis
between male and female respondents.
Similarly, weighted average method is used for arriving at averages or mean values of
the responses towards all the statements. In this method, certain weights are
assigned to each dimension as below:
Limitations of the Study:
41

The present study is geographically confined to Vijayawada because it is close to the
place of the researcher. Hence, the study suffers from both geographical as well as
time constraints. Information regarding the outcome of survey may not be
generalized because it is subjected to many limitations as mentioned below:
Sample size is restricted only to limited number of employees.
Due to lack of time, the study could not cover all the employees
CHAPTER-4
DATA ANALYSIS
1. How satisfied are you with the present working environment?
Table-:1 Respondents, feelings towards the working environment
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENTS
Very satisfied 3 7
Satisfied 33 73
So-so 9 20
Dis-satisfied 0 0
Extremely
dis satisfied
0 0
Total 45 100
42

Source: compiled from the collected data of study
5-point scale:
1x3+2x33+3x9+4x0+5x0 = 2.26
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
43

The above table represents that 7% of employees are very satisfied with working
environment, 73% of employees are satisfied with working environment, 20% of
employees are so-so with working environment, and none of the employees are dis-
satisfied and extremely dis-satisfied with working environment in APHMEL.
2. How satisfied are you with the prevailing safety conditions?
Table-:2 Respondents, feelings towards the safety conditions
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 6 13
Satisfied 24 53
So-so 15 34
Dis-satisfied 0 0
Extremely
dis satisfied
0 0
Total 45 100
44

5-point scale:
1x6+2x24+3x15+4x0+5x0 = 2.2
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
45

The above table represents that 13% of employees are very satisfied with safety
conditions, 53% of employees are satisfied with safety conditions, 34% of
employees are so-so with safety conditions, and none of the employees are dis-
satisfied and extremely dis-satisfied with safety conditions in APHMEL.
3. How satisfied are you with the nature of relationships with your superior?
Table-:3 Respondents, feelings towards the nature of relationships
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 39 86
So-so 0 0
Dis-satisfied 0 0
Extremely
dis satisfied
3 7
Total 45 100
46

5-point scale:
1x3+2x39+3x0+4x0+5x3 = 2.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
47

The above table represents that 7% of employees are very satisfied with nature of
relationships, 86% of employees are satisfied with nature of relationships, none of
the employees are so-so and dis-satisfied with nature of relationships and 7% of
employees are extremely dis-satisfied with nature of relationships in APHMEL.
How satisfied are you with the wages and allowances paid to you?
Table-:4 Respondents, feelings towards wages and allowances
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 21 47
So-so 12 26
Dis-satisfied 6 13
Extremely
dis satisfied
3 7
Total 45 100
48

5-point scale:
1x3+2x21+3x12+4x6+5x3 = 2.66
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
49

The above table represents that 7% of employees are very satisfied with wages and
allowances, 47% of employees are satisfied with wages and allowances, 26% of
employees are so-so with wages and allowances, 13% of the employees are dis-
satisfied and 7% of the employees are extremely dis-satisfied with wages and
allowances in APHMEL.
How satisfied are with the medical facilities provided by your organization?
Table-:5 Respondents, feelings towards medical facilities
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 9 20
So-so 21 47
Dis-satisfied 12 26
Extremely
dis satisfied
3 7
Total 45 100
50

5-point scale:
1x0+2x9+3x21+4x12+5x3 = 3.2
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
51

The above table represents that none of the employees are very satisfied with medical
facilities, 20% of employees are satisfied with medical facilities, 47% of employees
are so-so with medical facilities, 26% of the employees are dis-satisfied and 7% of
the employees are extremely dis-satisfied with medical facilities in APHMEL.
How satisfied are you with the number of hours of work?
Table-:6 Respondents, feelings towards number of hours of work
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 33 73
So-so 9 20
Dis-satisfied 0 0
Extremely
dis satisfied
0 0
Total 45 100
52

5-point scale:
1x3+2x33+3x9+4x0+5x0 = 2.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
53

The above table represents that 7% of employees are very satisfied with number of
hours of work, 73% of employees are satisfied with number of hours of work, 20%
of employees are so-so with number of hours of work, and none of the employees
are dis-satisfied and extremely dis-satisfied with number of hours of work in
APHMEL.
How satisfied are you with the internal training programmes?
Table-:7 Respondents, feelings towards internal training programmes
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 9 20
So-so 12 26
Dis-satisfied 21 47
Extremely
dis satisfied
3 7
Total 45 100
54

5-point scale:
1x0+2x9+3x12+4x21+5x3 = 2.06
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
55

The above table represents that none of the employees are very satisfied with internal
training programmes, 20% of employees are satisfied with internal training
programmes, 26% of employees are so-so with internal training programmes, and
47% of the employees are dis-satisfied and 7% extremely dis-satisfied with internal
training programmes in APHMEL.
How satisfied are you with the employee welfare facilities?
Table-:8 Respondents, feelings towards welfare facilities
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 12 26
So-so 6 14
Dis-satisfied 18 40
Extremely
dis satisfied
6 14
Total 45 100
56

5-point scale:
1x3+2x12+3x6+4x18+5x6 = 3.26
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
57

The above table represents that 7% of the employees are very satisfied with employee
welfare facilities, 26% of employees are satisfied with employee welfare facilities,
14% of employees are so-so with employee welfare facilities, and 40% of the
employees are dis-satisfied and 14% extremely dis-satisfied with employee welfare
facilities in APHMEL.
9. How satisfied are you with the present shift system?
Table-:9 Respondents, feelings towards present shift system
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 9 20
Satisfied 30 67
So-so 6 13
Dis-satisfied 0 0
Extremely
dis satisfied
0 0
Total 45 100
58

5-point scale:
1x9+2x30+3x6+4x0+5x0 = 2.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
59

The above table represents that 20% of employees are very satisfied with present shift
system, 67% of employees are satisfied with present shift system, 13% of
employees are so-so with present shift system, and none of the employees are dis-
satisfied and extremely dis-satisfied with present shift system in APHMEL.
10. How satisfied are you with the security of your employment?
Table-:10 Respondents, feelings towards security of employment
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 24 53
So-so 12 27
Dis-satisfied 6 13
Extremely
dis satisfied
0 0
Total 45 100
60

5-point scale:
1x3+2x24+3x12+4x6+5x0 = 2.46
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
61

The above table represents that 7% of employees are very satisfied with security of
employment, 53% of employees are satisfied with security of employment, 27% of
employees are so-so with security of employment, and 13% of the employees are
dis-satisfied and none of the extremely dis-satisfied with security of employment in
APHMEL.
11. How satisfied are you with the nature of communication in your organization?
Table-:11 Respondents, feelings towards nature of communication
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 18 40
So-so 18 40
Dis-satisfied 9 20
Extremely
dis satisfied
0 0
Total 45 100
62

5-point scale:
1x0+2x18+3x18+4x9+5x0 = 2.8
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
63

The above table represents that none of the employees are very satisfied with nature of
communication, 40% of employees are satisfied with nature of communication,
40% of employees are so-so with nature of communication, and 20% of the
employees are dis-satisfied and none of the extremely dis-satisfied with nature of
communication in APHMEL.
12. How satisfied are you with the existing promotion system?
Table-:12 Respondents, feelings towards existing promotion system
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 6 13
So-so 9 20
Dis-satisfied 18 40
Extremely
dis satisfied
12 27
Total 45 100
64

5-point scale:
1x0+2x6+3x9+4x18+5x12 = 3.8
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
65

The above table represents that none of the employees are very satisfied with existing
promotion system, 13% of employees are satisfied with existing promotion system,
20% of employees are so-so with existing promotion system, 40% of the employees
are dis-satisfied and 27% of the employees are extremely dis-satisfied with existing
promotion system in APHMEL.
13. How satisfied are you with recognition of your services by the management?
Table-:13 Respondents, feelings towards services by the management
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 12 27
So-so 15 33
Dis-satisfied 9 20
Extremely
dis satisfied
6 13
Total 45 100
66

5-point scale:
1x3+2x12+3x15+4x9+5x6 = 3.06
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
67

The above table represents that 7% of the employees are very satisfied with services by
the management, 27% of employees are satisfied with services by the management,
33% of employees are so-so with services by the management, and 20% of the
employees are dis-satisfied and 13% of the employees are extremely dis-satisfied
with services by the management in APHMEL.
14. How satisfied are you with your career growth in this organization?
Table-:14 Respondents, feelings towards career growth in this organization
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 12 27
So-so 15 33
Dis-satisfied 6 13
Extremely
dis satisfied
9 20
Total 45 100
68

5-point scale:
1x3+2x12+3x15+4x6+5x9 = 3.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
69

The above table represents that 7% of the employees are very satisfied with services by
the management, 27% of employees are satisfied with services by the management,
33% of employees are so-so with services by the management, and 13% of the
with services by the management in APHMEL.
15. How satisfied are you with the interpersonal relations at the workplace?
Table-:15 Respondents, feelings towards interpersonal relations at the workplace
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 21 47
So-so 15 33
Dis-satisfied 6 13
Extremely
dis satisfied
0 0
Total 45 100
70

5-point scale:
1x3+2x21+3x15+4x6+5x0 = 2.53
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
71

The above table represents that 7% of the employees are very satisfied with
interpersonal relations at the workplace, 47% of employees are satisfied with
interpersonal relations at the workplace, 33% of employees are so-so with
interpersonal relations at the workplace, and 13% of the employees are dis-satisfied
and none of the employees are extremely dis-satisfied with interpersonal relations at
the workplace in APHMEL.
16. How satisfied are you with the attitude of your superiors?
Table-:16 Respondents, feelings towards attitude of superiors
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 36 80
So-so 6 13
Dis-satisfied 3 7
Extremely
dis satisfied
0 0
Total 45 100
72

5-point scale:
1x0+2x36+3x6+4x3+5x0 = 2.26
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
73

The above table represents that none of the employees are very satisfied with attitude of
superiors, 80% of employees are satisfied with attitude of superiors, 13% of
employees are so-so with attitude of superiors, and 7% of the employees are dis-
satisfied and none of the employees are extremely dis-satisfied with attitude of
superiors in APHMEL.
17. How satisfied are you with the management policies?
Table-:17 Respondents, feelings towards management policies
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 12 27
So-so 15 33
Dis-satisfied 15 33
Extremely
dis satisfied
3 7
Total 45 100
74

5-point scale:
1x0+2x12+3x15+4x15+5x3 = 3.20
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
75

The above table represents that none of the employees are very satisfied with
management policies, 27% of employees are satisfied with management policies,
33% of employees are so-so with management policies, and 33% of the employees
are dis -satisfied and 7% of the employees are extremely dis-satisfied with
management policies in APHMEL.
18. How satisfied are you with the recreation facilities provided?
Table-:18 Respondents, feelings towards recreation facilities provided
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 3 7
Satisfied 12 26
So-so 3 7
Dis-satisfied 18 40
Extremely
dis satisfied
9 20
Total 45 100
76

5-point scale:
1x3+2x12+3x3+4x18+5x9 = 3.40
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
77

The above table represents that 7% of employees are very satisfied with recreation
facilities provided, 26% of employees are satisfied with recreation facilities
provided, 7% of employees are so-so with recreation facilities provided, 40% of the
with recreation facilities provided in APHMEL.
19. How satisfied are you with the leaves sanctioned to you when needed?
Table-:19 Respondents, feelings towards leaves sanctioned
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 6 13
Satisfied 33 74
So-so 6 13
Dis-satisfied 0 0
Extremely
dis satisfied
0 0
Total 45 100
78

5-point scale:
1x6+2x33+3x6+4x0+5x0 = 2.0
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
79

The above table represents that 13% of employees are very satisfied with leaves
sanctioned, 74% of employees are satisfied with leaves sanctioned, 13% of
employees are so-so with leaves sanctioned, and none of the employees are dis-
satisfied and extremely dis-satisfied with leaves sanctioned in APHMEL.
20. Considering the above all aspects, how best are u satisfied with the job?
Table-:20 Respondents, feelings towards above all aspects considering.
OPINION NO. OF
RESPONDENT
S
% OF
RESPONDENT
S
Very satisfied 0 0
Satisfied 18 40
So-so 24 53
Dis-satisfied 3 7
Extremely
dis satisfied
0 0
Total 45 100
80

5-point scale:
1x0+2x18+3x24+4x3+5x0 = 2.67
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
81

The above table represents that 13% of employees are very satisfied with above all
aspects considering, 74% of employees are satisfied with above all aspects
considering, 13% of employees are so-so with above all aspects considering, and
none of the employees are dis-satisfied and extremely dis-satisfied with above all
aspects considering in APHMEL.
CHAPTER-5
SUGGESTIONS AND CONCLUSIONS
SUGGESTIONS:
Though the job satisfaction is helping the employees in APHMEL, kondapalli, it could
be better by following the suggestion given below;
To get better response from employees the management should mostly concentrate on
promotional aspects based on the merit and seniority.
They should be better co-ordination and communication in order to maintain better
relationship among the employees.
The management should also take proper care in handling dissatisfied employees,
because they may create problem in the organization.
The management should help employees to overcome the stress and strain at their work
place.
A competitive environment at the work place should be maintained.
The management should also encourage the efforts and suggestion from employee.
82

The employees should inculcate in themselves a feeling of family in the organization.
CONCLUSIONS:
Having done a work on job satisfaction at APHMEL, kondapalli, the following
conclusions are down, these are done after observing the job satisfaction at the
organization.
One could say that the organization has been motivation their employees to work more
by job satisfaction.
As the feedback from the employee reveal that job satisfaction is helpful in archiving
the goals and objectives of the organization.
Most of the respondent thinks that the job satisfaction helps them in acquiring
competency, which is necessary in fulfilling the objectives of their organization.
It is been found that the respondents are satisfied with the existing job.
The job satisfaction gives important in the identification and definition of training and
development requirements.
BIBLIOGRAPHY
Bibliography:
83

Aamodt, M. G. (1996). Applied industrial/organization Psychology, (2nd ed.). Pacific
Grove, USA: Brooks/Cole Publishing Company.
Aldag, R. J., & Kuzuhara, W. (2002). Organizational behavior and management: An
integrated skills approach. USA: Thomson Learning.
Andres, T. D. (2001). Filipino behavior at work: Human relations and organizational
behavior in the Philippine setting. Quezon City, Philippines: Giraffe Books.
Andres, T. D. (1992). Managing schools by Filipino values. Philippines: Society of the
Divine Word.
Apdon, J. V. (June 2006). History of CCRD campuses. Puerto Princesa City,
Philippines: Palawan State University.
Code of Ethics for Professional Teachers.(1997) Resolution No. 435 .
Company magazines and books.
Google search.
Survey Questionnaire on Job Satisfaction of
APHMEL Employees
Dear Sir/Madam,
Good Morning! I am Achyut Kumar, pursuing MBA in the Department of Business
Administration, Laki reddy Bali Reddy College of Engineering, Mylavaram. As a
part of my Project Work, I am conducting this survey on ‘Job Satisfaction’ of
employees. I request you to give your apt replies. I assure you that the responses
obtained by me will be used only for completing my project work.
Personal Profile of the Respondent
Age: Male / Female:
84

Qualification: Designation :
No. of Years of Service with APHMEL:
1. How satisfied are you with the present working environment?
Very Satisfied ( ) Satisfied ( ) so-so ( ) Dissatisfied ( ) Extremely Dissatisfied ( )
2. How satisfied are you with the prevailing safety conditions?
3. How satisfied are you with the nature of relationships with your superior?
4. How satisfied are you with the wages and allowances paid to you?
5. How satisfied are with the medical facilities provided by your organisation?
6. How satisfied are you with the number of hours of work?
7. How satisfied are you with the internal training programmes?
8. How satisfied are you with the employee welfare facilities?
9. How satisfied are you with the present shift system?
10. How satisfied are you with the security of your employment?
85

11. How satisfied are you with the nature of communication in your organization?
12. How satisfied are you with the existing promotion system?
13. How satisfied are you with recognition of your services by the management?
14. How satisfied are you with your career growth in this organization?
15. How satisfied are you with the interpersonal relations at the workplace?
16. How satisfied are you with the attitude of your superiors?
17. How satisfied are you with the management policies?
18. How satisfied are you with the recreation facilities provided?
19. How satisfied are you with the leaves sanctioned to you when needed?
20. Considering the above all aspects, how best are u satisfied with the job?
86

Thank you for your time and cooperation.
87

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