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					A STUDY ON JOB SATISFATION OF EMPLOYEES IN PERAMBALUR
               SUGAR MILLS LTD, ERAIYUR

                                By
                            C.RAMYA
                         (Reg.No.1045554)


                     A PROJECT REPORT
                         Submitted to the


         FACULTY OF MANAGEMENT STUDIES

             In partial fulfillment of the requirements
                   For the award of the degree
                                Of


       MASTER OF BUSINESS ADMINISTRATION
                                IN
            HUMAN RESOURCE MANAGEMENT


     GKM COLLEGE OF ENGINEERING AND ECNOLOGY


          ANNA UNIVERSITY: CHENNAI 600 025

                        AUGUEST 2011
    PERAMBALUR SUGAR MILLS LTD.
     Eraiyur PO., Perambalur District, Tamil Nadu-621 133.
       “AN ISO 9001:2000 CERTIFIED INDUSTRY”



MV.MARIYAPPAN                          Rc.No.V/59/Printing/2010-11
DRO/CHIEF EXEUTIVE.                    Date : 12.8.2011.



   This is to certify that Selvi.C.Ramya, MBA (Regn.No.1045554) II year
   students of G.K.M.College of Engineering and Technology Alappakkam,
   Meppedu Road., G.K.M.Nagar, Chennai-600 063 has completed her
   project work in our mills from 10.7.2011 to 10.8.2011.

   We are satisfied with performances of the above student


   During this period she conducted and characters have been found good.




                                         For CHIEF EXECUTIVE.


   To
   Selvi.C.Ramya,
   M.B.A.IInd year Student
   G.K.M.College of Engineering and Theology
   Alappakkam-Mappedu Road,
   G.K.M.Nagar,
   Chennai-600 063.
                                       DECLARATION


   I hereby declare that the project entitled “A STUDY ON JOB SATISFACTION OF
   EMPLOYEE IN PERAMBALUR SUGAR MILLS LTD., ERAIYUR” is submitted to Anna
   University, Chennai600 025 in partial fulfillment of MBA during the year 2010-2011.


   It is the record of original work done by me, under the guidance of Mr.J.ANAND, Lecturer,
   G.K.M.College of Engineering and Technology Alappakkam, Meppedu Road., G.K.M.Nagar,

   Chennai-600 063. It is assured that this study have not been submitted to any other
   University for the award of MBA degree.




Place: Perambalur                                                     C.RAMYA
Date:
                                       ACKNOWLEDGEMENT


   First of all, I thank My Parents and the Almighty for showering blessing towards me for the
   successful completion of my project.


   I would like to thank Dr.G.KATAMUT Founder, G.K.M.College of Engineering and
   Technology Alappakkam, Meppedu Road., G.K.M.Nagar, Chennai-600 063 for providing all
   facilities to do project work successfully.


   I express my special thanks to Dr.N.RAMRAJ, Principal, K.M.College of Engineering and
   Technology Alappakkam, Meppedu Road., G.K.M.Nagar, Chennai-600 063for his guidance and
   encouragement.


   I would like to express my sincere gratitude to Dr.V.SANTHI, Head, Department of
   Management Studies, , G.K.M.College of Engineering and Technology Alappakkam, Meppedu
   Road., G.K.M.Nagar, Chennai-600 063 , for giving me this great opportunity to perceive this
   project.


, I am greatly thankful to Mr.J.ANAND, Lecturer, Department of Management Studies, ,
   .K.M.College of Engineering and Technology Alappakkam, Meppedu Road., G.K.M.Nagar,
   Chennai-600 063      my internal guide for extending constant support and valuable guidance for
   the successful completion of the project work.


   I would like to express my deep sense of gratitude to my external guide
   Mr. K.VIJAYARAJ Deputy Chief executive Perambalur sugar mills ltd., for giving me an
   opportunity to do the project and for supporting me in all aspects with their valuable guidance.


   I would like to extent my thanks to all the faculty members of the Department of Management
   Studies, .K.M.College of Engineering and Technology Alappakkam, Meppedu Road.,
   G.K.M.Nagar, Chennai-600 063 , who helped in all the way, directly or indirectly sharing my
   feelings and views regarding this project.
                                          ABSTRACT


       The Project titled “A STUDY ON JOB SATISFACTION OF EMPLOYEES AT
PERAMBALUR SUGAR MILLS LTD, ERAIYUR” is done as a part of my MBA
curriculum. The descriptive research design is adopted which deals with the describing the
characteristics of particular individual or group.


       The primary objective of the study is to know about the satisfaction level of employees in
the organization. For the analytical study 50 samples are taken out of 374 populations in a
random way. The primary data was collected through structured questionnaire which consists of
21 questions. Secondary data was collected from various books, and company records.


       The data is collected and then undergone a limit of mathematical operations and later
tabulated. A Statistical tool such as chi-square, percentage analysis, is also implied.


       Through the various employees outcomes it was able to analyze the various measurement
and development activities that improve the employees‟ job satisfaction in the organization
factors of the workers in “PERAMBALUR SUGAR MILLS LTD”. The suggestions and
conclusions have been given finally.
                      TABLE OF CONTENTS


CHAPTER.N0                 TITLE          PAGE.NO
                   LIST OF TABLES
                   LIST OF CHARTS
 Chapter-1         INTRODUCTION
             1.1   INTRODUCTION              1
             1.2   INDUSTRY PROFILE          8
             1.3   COMPANY PROFILE          11
             1.4   OBJECTIVES OF THE        20
                   STUDY
             1.5   SCOPE OF THE STUDY       20
             1.6   OF THE STUDY             21
                   LIMITATIONS
             1.7   REVIEW OF                22
                   LITERATURE
             1.8   RESEARCH                 25
                   METHODOLOGY
 Chapter-2         DATA ANALYSIS AND       29-53
                   INTERPRETATION
 Chapter-3         FINDINGS,
                   SUGGESTIONS,
                   CONCLUSION
             3.1   FINDINGS                 54
             3.2   SUGGESTIONS              56
             3.3   CONCLUSION               57

                   APPENDICES
                   REFERENCES
                      LIST OF CHARTS
S.NO                     TITLE                       PAGE NO
2.1    EXPERIENCE OF THE RESPONDENTS                   29
2.2    AGE OF RESPONDENTS                              30
2.3    GENDER OF THE RESPONDTENTS                      31
2.4    EDUCATIONAL QUALIFICATON                        32
2.5    MARITAL STATUS                                  33
2.6    SALARY OF THE RESPONDENTS                       34
2.7    OPINION ON ORGANIZATION EXPERIENCED ANY         35
       SETBACKS IN THE LACK OF COMPETENT PEOPLE
2.8    OPINION ABOUT MAPPING THE COMPETENCIES          36
       FOR FURTHER DEVELOPMENT NEEDS AND TO
       ATTAIN CAREER PATH
2.9    OPINION ON MANAGEMENT BELIEF IN BUILDING        37
       A COMPETENCY BASED ORGANIZTION




2.11    OPINION ON NEED OF TRAINING PROGRAM‟S          39
2.12   ORGANIZATION COMPARING THE EMPLOYEES            40
       PERFORMNCE AGAINST KEY POSITION
2.13   MOTIVATION         FROM          CO-WORKERS     41
       ACHEIVEMENT
2.14   OPINION   ABOUT    HAVING    COMPETENCY         42
       MEASUREMENTS
2.15   OPINION ABOUT PROMOTION POLICY IN THE           43
       ORGANIZATION     HAVING   SOME    FORM   OF
       COMPETENCY ASSESSMENT
2.16   OPINION ABOUT THE TOP MANAGEMENT USING          44
       MULITIRATER ASSESSMENT OR 360 DEGREE
       FEEDBACKS FOR EMPLOYEE DEVELOPMENT
  CHAPTER-1

INTRODUCTION
                                  INTRODUCTION


Job satisfaction describes how content an individual is with his or her job.

The happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance; methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous work groups. Job satisfaction is a very important
attribute which is frequently measured by 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, variety of tasks, promotional opportunities the work itself and
co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5
scale (where 1 represents "not at all satisfied" and 5 represents "extremely satisfied").


History
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These
studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to
find the effects of various conditions (most notably illumination) on workers‟ productivity.
These studies ultimately showed that novel changes in work conditions temporarily increase
productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from
the new conditions, but from the knowledge of being observed. This finding provided strong
evidence that people work for purposes other than pay, which paved the way for researchers to
investigate other factors in job satisfaction.
Scientific management also had a significant impact on the study of job satisfaction. Frederick
Winslow Taylor‟s 1911 book, Principles of Scientific Management, argued that there was a
single best way to perform any given work task. This book contributed to a change in industrial
production philosophies, causing a shift from skilled labor and Piecework towards the more
modern approach of assembly lines and hourly wages. The initial use of scientific management
by industries greatly increased productivity because workers were forced to work at a faster
pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new
questions to answer regarding job satisfaction.

It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg
set the tone for Taylor‟s work.

Some argue that Maslow‟s hierarchy of needs theory, a motivation theory, laid the foundation for
job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life
– physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This
model served as a good basis from which early researchers could develop job satisfaction
theories.


Models of job satisfaction
   Affect Theory

Edwin A. Locke‟s Range of Affect Theory (1976) is arguably the most famous job satisfaction
model. The main premise of this theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job. Further, the theory states that how
much one values a given facet of work (e.g. the degree of autonomy in a position) moderates
how satisfied/dissatisfied one becomes when expectations are/aren‟t met. When a person values
a particular facet of a job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectations are not met), compared to one who
doesn‟t value that facet. To illustrate, if Employee A values autonomy in the workplace and
Employee B is indifferent about autonomy, then Employee A would be more satisfied in a
position that offers a high degree of autonomy and less satisfied in a position with little or no
autonomy compared to Employee B. This theory also states that too much of a particular facet
will produce stronger feelings of dissatisfaction the more a worker values that facet.


Dispositional Theory

      Another well-known job satisfaction theory is the Dispositional Theory. It is a very general
theory that suggests that people have innate dispositions that cause them to have tendencies
toward a certain level of satisfaction, regardless of one‟s job. This approach became a notable
explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over
time and across careers and jobs. Research also indicates that identical twins have similar levels
of job satisfaction.




A significant model that narrowed the scope of the Dispositional Theory was the Core Self-
evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core
Self-evaluations that determine one‟s disposition towards job satisfaction: self-esteem, general
self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-
esteem (the value one places on his/her self) and general self-efficacy (the belief in one‟s own
competence) lead to higher work satisfaction. Having an internal locus of control (believing one
has control over her\his own life, as opposed to outside forces having control) leads to higher job
satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

Two-Factor Theory (Motivator-Hygiene Theory)

      Frederick Herzberg‟s Two factor theory (also known as Motivator Hygiene Theory)
attempts to explain satisfaction and motivation in the workplace. This theory states that
satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors,
respectively. Motivating factors are those aspects of the job that make people want to perform,
and provide people with satisfaction, for example achievement in work, recognition, promotion
opportunities. These motivating factors are considered to be intrinsic to the job, or the work
carried out. Hygiene factors include aspects of the working environment such as pay, company
policies, supervisory practices, and other working conditions.
proposed the Job Characteristics Model, which is widely used as a framework to study how
particular job characteristics impact on job outcomes, including job satisfaction. The model
states that there are five core job characteristics (skill variety, task identity, task significance,
autonomy, and feedback) which impact three critical Psychological states (experienced
meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results),
in turn influencing work outcome(J0b satisfaction, Absenteeism, work motivation, etc.). The five
core job characteristics can be combined to form a motivating potential score (MPS) for a job,
which can be used as an index of how likely a job is to affect an employee's attitudes and
behaviors----. A meta-analysis of studies that assess the framework of the model provides some
support for the validity of the JCM.


Two-Factor Theory (Motivator-Hygiene Theory)

    Frederick Herzberg‟s Two factor theory (also known as Motivator Hygiene Theory) attempts
to explain satisfaction and motivation in the workplace. This theory states that satisfaction and
dissatisfaction are driven by different factors – motivation and hygiene factors, respectively.
Motivating factors are those aspects of the job that make people want to perform, and provide
people with satisfaction, for example achievement in work, recognition, promotion opportunities.
These motivating factors are considered to be intrinsic to the job, or the work carried out.
Hygiene factors include aspects of the working environment such as pay, company policies,
supervisory practices, and other working conditions.

While Hertzberg's model has stimulated much research, researchers have been unable to reliably
empirically prove the model, with Hackman & Oldham suggesting that Hertzberg's original
formulation of the model may have been a methodological artifact.[ Furthermore, the theory does
not consider individual differences, conversely predicting all employees will react in an identical
manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it
does not specify how motivating/hygiene factors are to be measured.


Job Characteristics Model

     Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a
framework to study how particular job characteristics impact on job outcomes, including job
satisfaction. The model states that there are five core job characteristics (skill variety, task
identity, task significance, autonomy, and feedback) which impact three critical psychological
states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of
the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work
motivation, etc.). The five core job characteristics can be combined to form a motivating
potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an
employee's attitudes and behaviors----. A meta-analysis of studies that assess the framework of
the model provides some support for the validity of the JCM.


Job satisfaction and emotions

      Mood and emotions while working are the raw materials which form the affective element
of job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin,
while emotions are often more intense, short-lived and have a clear object or cause.




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 (or
emotion management) refers to various efforts to manage emotional states and displays. Emotion
regulation includes all of the conscious and unconscious 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 occupations
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:
   1. Emotional dissonance. Emotional dissonance is a state of discrepancy between public
       displays of emotions and internal experiences 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.
   2. 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. For example: The accumulation of
       favorable responses to displays of pleasant emotions might positively affect job
       satisfaction performance of emotional labor that produces desired outcomes could
       increase job satisfaction.


Relationships and practical implications
       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.[22] This
correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their
job and people who are satisfied with their job tend to be satisfied with life. However, some
research has found that job satisfaction is not significantly related to life satisfaction when other
variables such as non-work satisfaction and core self-evaluations are taken into account.

With regard to job performance, employee personality may be more important than job
satisfaction. The link between job satisfaction and performance is thought to be a spurious
relationship; instead, both satisfaction and performance are the result of personality.
                                INDUSTRY PROFILE

    The history of sugar is associated with the history of civilization in the ancient time honey
was well known. Sugar is derived from the Sanskrit word sacra a begins its history in the 4th
century B.C with the discovery by the soldiers of the great Alexander in the valley of the Indus
river of a cane yielding, honey without bees in the 7th century A.D the Arabs invade the middle
east and discover one more the sugarcane.
    They spread its cultivation in the Mediterranean basis laboratories of producing sugar out of
sugarcane are setup in Rhode Cyprus Egypt in the northern islands in the southern Spain.
    Sugar appears in the central Europe in the 12th century due to the crusaders who carried it
over from the Syria. The impetration took place from the Venice port. Its sales were at a very
high price from the drug store as a precious exotic product in the form of sugarcanes broken
aggregate of sugar or in the dust.
    The discovery of the new world altered fully the geography of sugar. The sugarcane was
grown in tropical climates e.g. In the Caribbean island which are there by called sugars islands.
    Sugar was imported raw and petrified in the refineries setup mostly near the European
harbors. The French revolution and the continental embargo imposed by the France upon the
English sugarcane. These results severe constrains upon consumption.
    It‟s therefore necessary to find a European plan out of which to produce sugar like
sugarcane.


ORIGIN OF SUGAR
       In1994    MARGARF a German chemist proved that in the cattle breeding beet is
contained the same sugar produced out of sugarcane.25 years later his country man ARCHARD
repeated and perfected is experiments sugar out of beet represented 63% of the universal
production.
       Today‟s percentage is 40% for the sugar out of beet represented 60% for the sugar out of
sugarcane. The annual universal sugar production is fairly enough complicated process which
includes a great many processing stages. There follows a description in outline of the main stages
of sugar production.
       The term sugar refers to the sucrose (c12, h12. 011) which is a natural product and
contained in many plants. However it is extracted, industrially throughout the world out of to
cultivated plants. The sugarcane which is grown in the temperate zoon sucrose is composed pf
two molecules one molecule of glucose and one more molecule of fructose. Its sweetening power
is set conventionally on a par within the unit.
       There are artificial sweetening materials which have sweetening capacity multiple of
sugar (aspartame, sugaring etc) without having the qualities of sugar namely;
            Sweet and soft taste
            Capacity to give mass and volume to various preparations
            To reinforce and display the savor of the foods
            To safeguard from the onset of microorganism e.g. marmalades, sweet etc
            To protect from the less of vitamin c
            To supply energy

       It is cheapest food per calories oils and fats have greater calories power (9k cal/g)
whereas sugars and the albumen‟s have 4k cal/g. so a tea spoon of sugar with a capacity of 8gm
ha only 32kcal.
       The main activity of the company is the production and trade of sugar, as well as the
trade of the by-products of sugar. The company produces white crystal sugar. Whereas in the
course of production there results as a set of by- products which following a proper processing
are mode available in the market.


       In concrete terms the products are traded by the company as follows,
            White crystal sugar
            Molasses
            Sugar-pie
            Nutria 135
            Fresh pulp
       The sugar is sugar by- product and is used as a raw material to produce alcohol,     yeasts
and cattle feed. Sugar pie is cattle feed and is prepared by dry pulp (by- product of sugar) with
the addition of molasses.
       Nutria 135 is a short of cattle feed which is used for fattening the calves and is prepared
by dry pulp and molasses with an addition pf trace elements and vitamins
            High reliable plant require less maintenance
            Out sugar plants in corporate all the components such motors, gearboxes, bearing,
               coupling etc as per the international standards and sizes and can be replaced easily
               in any part of world
            Sugar produced is crystal white manufacture through suspiration or carbonation
               process
            Our sugar plants are equipped with captive power generation having steam is used
               to run the turbines and the exhaust steam is used for the process requirement
               haggises being the waste of sugarcane
            Our sugar plants are equipped with both air pollution control as well as water
               pollution control equipment.

       The sugar industry in India has been playing an important role in the economic
development of the country. The sugar industry is seasonal and operators for 120 to 240 days in a
year, beginning from early November and ending in May. Large volumes of effluents are
produced during the manufacture of sugar and they contain a high pollution potential. As these
wastes are disposed of on land or into water bodies in the non-monsoon period, extreme
pollution of small rivers and foul smell in the vicinity of the sugar mills commonly noticed.
                                 COMPANY PROFILE

INTRODUCTION:
                       Perambalur sugar mills ltd.., is a subsidiary unit of Tamil Nadu sugar
corporation Ltd.., it is situated in Eraiyur village. About20 Kms away from Perambalur on
Trichy-Chennai National Highways in an extent of 133 acres of land. This is an agro based
industry. Sugar cane being the raw material. Crushing operation will be going on for about six
months every year and the remaining period will be utilized for overhauling of the machinery.
The factory had its maiden crushing during 1977-78 season with n installed capacity of 120 tones
of cane per day.


AREA OFOPERATION OF THE MILLS:
                       Taluk                                      District


 1. Perambalur                                                    Perambalur
 2. Veppanthattai                                                 Veppanthattai
 3. Kunnam                                                        Kunnam
 4. Ariyalur                                                      Ariyalur
 5. Senthurai                                                     Senthurai
 6. Athur (Thalaivasal&Gangavalli)                                Salem
 7. Kallakurichy (52 villages)                                    Villupuram.




EXPANSION:
       The installed capacity of the mill was expanded during 1989-90 from 1250 TCD to 3000
TCD and crushing at expanded capacity was start on 06.11.1990. The loans received from
financial institutions for expansion have been fully repaid.
ADMINISTRATION:
       The mills is being administered by the Board Of Directors of Perambalur sugar mills
Ltd., At Unit level, the execute administration is being carried out by the Chief Executive subject
to the control and supervisions of the Chairman & Managing Director, Perambalur sugar mills
ltd., the following departments are functioning in the mills:


                            Administration
                            Accounts
                            Cane
                            Engineering
                            Manufacturing


SUGAR POLICY:
SUGAR SEASON
       One sugar is 12 months from October to September. The actual crushing will depend
upon the availability of sugar cane. This will normally be about 6 months in a year.
CANE PRICE:
Statutory Minimum price
       The government of India fixes the statutory minimum cane price the sugar cane control
order, 1966. This price as to be paid by the sugar mill within 14 days from the date of supply of
cane failing which interest at the rate of 15% will have to be paid to the cane growers till the date
of payment. The statutory minimum cane price is fixed by the government of India for the
recovery of 9.50%.
       The cane price is fixed for a sugar mills based on the peak period recovery of the mill.
The peak period recovery refers to the average recovery obtained from 1st December to 31st
March of the proceeding season. The statutory minimum price for 1998-99 for Perambalur sugar
mills was Rs. 539.40 per ton.
STATE ADVISED PRICE
        The state government announce cane price every over and above the statutory minimum
price fixed by the government of the India and this price is the known as state advised price. The
state advised price (S.A.P) for 1998-99 for this mills was Rs.702.50 linked to 8.5% recovery.
The –cane price fixed by the government and paid by the mills since 1989-90 are furnished in
Annexure-II.
GOVERNMENT OF INDIA‟S FINAL CANE PRICE & ADDL.CANE PRICE AS
PER BHARGAVA FORMULA
        Initially the Govt. of India fixed the statutory minimum price for sugarcane for a
particular season based on the peak period recovery of the previous season. At the end of every
season, the final cane price payable to the cane growers for a season is being computed under
clause 5A of the sugarcane control order, 1966. For working out this final price, the Govt. of
„L‟ factor.
        The sales realization of sugar out of a particular season‟s sugar is matched with the cost
of production and the surplus is being shared between the sugar producers and growers @50.50.
While announcing the final cane price, the statutory minimum price initially paid is deducted.
INCENTIVE CANE PRICE
        The co-operative and public sector sugar ill Tamil Nadu are also in the/ practice of
declaring an incentive cane price for the cane drawn in a particular season to enthuse the growers
to bring in more area under cane cultivation. While declaring such incentive cane price, the ill
usually deducts a portion of the price towards the Area Development Fund. The corpus of the
fund is usually utilized for socially relevant schemes in the command area of the mills.


SALE OF SUGAR
        As per the existing sugar policy (Dual control) every sugar producer shall sell 40% of
their production as levy sugar to the public distribution system through the civil suppliers
corporation / food corporation of India and the balance 60% shall be in the open market. Under
the sugar control order, 1966 the sale and dispatch of sugar (both levy &tree) is regulated by the
monthly release orders issued by Directorate of sugar. Govt. Of India.
The quantity released for a month under sale should be sole and dispatched before end that
month.
PRICE
   1. Levy sugar
              The price of levy sugar for a particular season os fixed by Govt. of India which is
         called “Notified Price”. The levy sugar price for the 1998-99 sugar seasons for Tamil
         Nadu / one is Rs.1069.82 Qtl, For Road delivery. This price is being paid for sugar
         dispatched / delivered at factory gate. While fixing the levy price, the Government of
         India takes into account the following factors:
                     The minimum price. If any fixed for sugarcane by the central government.
                     The manufacturing cost of sugar.
                     The duty or tax, if any paid or payable thereon
                     A reasonable return on the capital employed in the business of
                        manufacturing sugar.
   2. Free sale sugar
                The price of free sale sugar depends upon the supply and demand position of the
                market, its comparative price in the neighboring states and the transport charges
                involved for purchases of sugar from the neighboring states. The sale of free sale
                entitlement is being effected by Tamil Nadu co- operative sugar federation.
                The consideration for the levy and sale sugar is being received in advance by all
                the mills.

Sugar mill waste and pollution control:
         Cane sugar waste is one of the important organic industrial wastes in our country. The
effluents are rich in suspended solids, BOD and oil and grease and hence a great pollution
potential. Preventive measures for the pollution load are,
         1. Provisional of receptors during crushing
         2. Lime treatment followed by 8 hrs setting for filter cloth washing
         3. Recycling of spill- over‟s of molasses and sugar
         4. Dry cleaning of floors
       5. Proper loading of evaporators and pans
       6. Control of waste from spray ponds and
       7. Good housekeeping.



BY PRODUCTS
Bagasse
       The production of bagasse will be normally around 30% of the cane crushed. About 80%
of the bagasse will be utilized as fuel in the mills boilers for production of steam which is
utilized for generation of electricity. The remaining quantity of bagasse id being sold to Tamil
Nadu Newsprints &papers limited


Press mud
.      The production of press mud will be normally around 30 and of the cane crushed. The
entire press mud is being given to cane growers @ Rs.25 per ton.
Molasses
       The production of molasses will be around 4.25% of cane crushed. The possession and
sale of molasses was 100% controlled prior to 10.06.1993. The Government of India rescinded
the molasses control order by dated /10/06.1993 and consequently the state government has also
decontrolled sale of molasses. After the decontrol, molasses is being sold in the open market by
tender system to distilleries, cattle feed manufacturing etc.
CANE DIVISIONAL OFFICE
       The are 10 cane divisional offices at the following places:
                       1. Eraiyur
                       2. V. Kalathur
                       3. Labbaikudikadu
                       4. Agramseegur
                       5. Puduvettakudi
                       6. Thamaraipoondi
                       7. Veppur
                       8. Perambalur
9. Krishnapuram
10. Arumbavoor
Emphasis on sugarcane management:
       Considerable knowledge and technology on sugarcane are available. The exploitation of
such knowledge should be managed, cost effective and result oriented combining alertness,
agility, imagination and skill of the chief manager based on sound principles of good
management.


The sugarcane management broadly cover the following areas:
           1. cane area management
           2. cane productivity
           3. varietal management
           4. cane quality management
           5. plant & Raton crop management
           6. sugar recovery management
           7. harvest management
           8. cane supply and transport
           9. 9. R&D Management

Cane Area Management:
       The required and potential cane for availability of 4.3 lakhs tones for 172 days duration in
Tamil Nadu in respect of 2500 TCD sugar mill will range from 140000 to 23000 crest depending
stabilized by efficient management.
Cane Productivity Management:
       The yield / acre of the sugar mill zone range from 70-80 the as against 100-110 the of
state average. This large gap in yield the has to be narrowed down. The strategy to be adopted is
to look for a high yielding cane variety with all other suitable filed management. Early planting
and harvest and poor plant crop will not an economic Raton crop.


Cane Quality Management:
       Cane quality improvement is possible, though difficult under prevailing tropical in Tamil
Nadu. The climate, though favorable for high cane yield potential, is a major constraint for high
sugar formation in cane sugar is a product of high variety, climate, comprising maximum and
minimum temperature, R humidity and climate before harvest at 12-13 months age.


Sugar Recovery Management:
       The sugar recovery is a function of cane quality and factory efficiency. High cane quality
with higher sugar in cane. High juice enhances efficiency.
       The factory performance consisting steady crushing, better cane preparation, maximum
mill extraction, high imbibitions, minimum down time, better clarification, and lower final
molasses purity will hike the sugar recovery.


R&D Management on sugarcane:
       Top priority should be given for an efficient R&D wing both at the factory level and
TNCSE level. Seed technology, bio-fertilizers, and drip irrigation, bio agents for pest and disease
control. Tissue culture by TNCSE in its technical wings.
       Certain aspects of cane management has to be pursued by cane department if necessary
by having additional temporary staff to undertake further programmed in the field for improving
sugar production in the field.
SUBSIDIES
Transport subsidy
       The transport charges only paid by the mill.
Crop Insurance
       Action being taken for insuring the crops from this season onwards.
ROADS
       Roads were laid under sugarcane Road development scheme for a distance of 48.6 ICM
by spending Rs.182 lakhs to connect the villages with the main roads to enable the growers to
transport the sugar cane to the mills.
       In addition to this 54 roads for a distance of 46.6 ICMs by spending Rs.37.70 lakhs laid
by utilizing the area development fund.
LOANS
       Loans were sanctioned to the cane growers under sugar development fund for digging
and deepening of open wells and bore wells, purchase of oil Engines and electric motors. So far a
sum of Rs.254.33 lakhs received from the government of India Had been sanctioned to 2828
cane growers. The loan amounts are being recovered from the cane proceeds.
        The mill is also arranging loan through nationalized banks for digging of wells, purchase
of pump sets oil engine tyre carts etc.
SUGAR TO CANE GROWERS
        Sugar at concessional rate is distributed to the cane growers at the rate of ½ Kg per ton of
cane supplied to the mills subjected to a maximum of 25 kg at levy price plus free sale excise
duty.
DIESEL BUNK
        A consumer diesel bunk is functioning in the mils premises for supplying diesel to the
vehicles transporting cane to the mills.
RAINFALL
        A statement the details of rainfall for the 10 years are enclosed in annexure –V.


PHYSICAL PERFORMANCE


        The installed capacity of the mills was 1250 tons of cane per day. It was expanded to
3000 TCO and crushing at expanded capacity was commenced during 1990-1991 season. A
statement showing the physical performance from 1989-90 to 1998-1991 seasons is appended in
Annexure-VI.
STORAGE FACILITY AND STOCK POSITION
        The regular employees will be working throughout the year while the seasonal employees
will be normally working only during the crushing season (i.e.) for about six months in a year.
However, depending upon the necessity, a portion of the seasonal employees will be recalled
during off-season for off season overhauling works. During the lay- off period the employee are
being paid retaining Allowance as detailed below:
               Unskilled employees                                                  : 30%
               Skilled employees                                                    : 40%
                             Skilled, clerical& supervisory employees
                 OBJECTIVES OF TEE STUDY

PRIMARY OBJECTIVES:

  •              To study on job satisfaction of employee in the organization. “Perambalur
      Sugar Mills Ltd” Eraiyur.




SECONDARY OBJECTIVES:

  •   To measure the employees job satisfaction level in “Perambalur Sugar Mills Ltd”
      Eraiyur.
  •      To study the employees perception towards organizations.
  •      To study the attitude of the employees towards their work.
  •      To identify the factors that motivates the employees.
  •      This study is conducted to judge the level of Job Satisfaction of employees who are
      working in Perambalur sugar mills Eraiyur.
  •


                        LIMITATION OF THE STUDY

     The study conducted with the precincts of one department of organization only.
     Time and money was major limitation, which may have affected the study.
     Some of the respondents were reluctant to share information with us.




 SCOPE
            The company analyzed the level of employee in Perambalur sugar mills ltd.
            The study will help to management do to further research.
            The can improve the working condition.
        Environment and other policy to satisfy the employee.
        They can implement valuable suggestion.




STATEMENT OF THE PROBLEM

            It is said the satisfied employee is a productive employee any kind grievance
             relating to organization or person to a greater extent influence on the job.
            So every organizations giving higher priority to keep their employee with
             satisfaction provided several facilities which improve satisfaction and which
             reduces dissatisfaction.
            In my company there is a lot of absentee sum, and employee turnover, the
             reason may be high job steer and this study deals with identify the inner
             problem.
    CHAPTER-II

REVIEW OF LITERATURE
                       REVIEW OF LITERARTURE
                             REVIEW OF LITERATURE
MEANING:
         Job satisfaction means something more than his not being dissatisfied with the job. A
worker may be with the work but may be dissatisfied with work environment. Generally, it is
experienced that job satisfaction relates to inner feeling of a worker regarding his job.
DEFINITION:
        Keith Davis defined job satisfaction as “a favorableness or unfavorableness with which
employees view their work.”
       Robert L. Khan defined job satisfaction as “job satisfaction does seem to reduce
absence, turnover and perhaps accident rates”
        Loocke defined job satisfaction as “a pleasurable or positive emotional state resulting
from the appraisal of one job or job experience.”
        Roberts Dictionary of Industrial Relations defined job satisfaction „as those outward
or inner manifestations which give the individual a sense of enjoyment or accomplishment in the
performance of his work‟.


CHARACTERISTICS OF JOB SATISFACTION:
      Job satisfaction is an inner feeling. It can only be inferred through the expression of
       behavior. Interestingly it cannot be seen. It is thus intangible.

      Job satisfaction is an attitude. It is a sub set of attitude.

      Job satisfaction influences the skill and energy of an individual.

      It can be positive or negative. It is expressed in a high or low degree.

      Job satisfaction is associated with the emotional state of human mind.

DETERMINANTS OF JOB SATISFACTION:
Job satisfaction is both intangible and multi-variable. A number of factors influence job
satisfaction of employees. They can be classified into two categories. They are organizational
and personal variables. They are discussed below:
Organizational Determinants:
A number of factors in the organization determine job satisfaction of the employee.
Organizations can increase job satisfaction by suitably organizing and managing certain factors,
which are described below.
    Wages: Wages are the monetary benefits a worker earns from the job. The wages should
       be fair, reasonable and equitable. If an employee feels that the reward is fair and
       equitable, it produces job satisfaction. Often the definition of fair and equitable wage
       does not exist. So this leads to dissatisfaction and poor performance on the job.

    Nature of work: The nature of one‟s work has a significant impact on the job
       satisfaction. Jobs involving use of intelligence, skills, and abilities, and which are
       challenging and have scope for greater freedom, lead to job satisfaction. Feelings of
       boredom, frustration and failure, and a poor variety of tasks, leads to job dissatisfaction.

    Working condition: Good working conditions are needed to motivate an employee to
       spend the required time at the work place. Safety and comfort motivate an employee to
       work. Poor working conditions may lead to a feeling that one‟s health is in danger. Thus,
       working conditions determine the level of an employee‟s job satisfaction.

    Job content: Job content refers to factors that are inherent in the job such as recognition,
       responsibility, advancement, achievement etc. jobs involving a variety of tasks and which
       are less repetitive result in greater job satisfaction. A job, whose content is poor, produces
       job dissatisfaction.

      Organizational level: The level at which an employee is working determines job
satisfaction. Jobs at a higher level are viewed as prestigious. Employees working in such jobs
express a greater degree of job satisfaction than those working in jobs at a lower level.

    Opportunities for promotion: promotion is an achievement in life, it leads to higher
       salary and perks, and greater responsibility, authority, independence and status. It
       provides both monetary and non-monetary incentives. Therefore, opportunities for
       promotion determine the degree of satisfaction of employees.
   Work group: Existence of groups in organizations is a common phenomenon. It is a
     natural for human beings to associate with others. This characteristic results in the
     formation of work groups at the work place. Isolated workers dislike their jobs. The work
     group exerts a tremendous influence on the satisfaction of employees at the place of
     work. The satisfaction an individual drives from his association with the group depends
     largely on his relationship with other group members, group dynamics group
     cohesiveness and his own need for affiliation.

   Style of leadership: The style of leadership of the superior also determines the level of
     satisfaction of an employee. An democratic leader, who promotes friendship, respect and
     warm relationship among employees, enhances job satisfaction. On the other hand,
     employees working under authoritarian leaders express a low level of job satisfaction.

Personal determinants:
   Personality: Factors such as perception, attitude and learning determine psychological
     conditions, which in turn determine the personality of an individual. Therefore, these
     factors determine the satisfaction of individuals. An employee possessing a negative
     attitude about his job becomes disinterested in it. He is likely to express job
     dissatisfaction.

   Age: Age is a significant determinant of job satisfaction. Younger employees possessing
     higher energy levels are likely to feel more satisfied. As employees grow older,
     aspirations level increase. Unable to fulfill these aspirations, he feels dissatisfied. The
     relationship between age of employees and job satisfaction is complex and fascinating.

   Education: education provides an opportunity to develop ones personality. It enhances
     individual wisdom, visualization, judgment, understanding and common sense. Highly
     educated employees possess persistence, rationality and thinking power. They can
     understand the situation and appraise it positively. Thus, there are likely to express
     satisfaction with their jobs. Dissatisfaction will be greater when educated persons are
     employed in lower level jobs.
    Gender differences: the gender and race of an employee also influence job satisfaction.
       Women are more likely to be satisfied than their male counterparts even if they have
       small jobs. This is because women have lower level of aspirat

    Gupta & Joshi (2008), concluded in their study that Job satisfaction is an important
       technique used to motivate the employees to work harder. It had often said that, "A
       HAPPY EMPLOYEE IS A PRODUCTIVE EMPLPOYEE." Job satisfaction is very
       important because most of the people spend a major of their life at their work place.


    Khan (2006), reveals in his study hat Hoppack brought Job satisfaction to limelight. He
       observed Job satisfaction in the combination of psychological & environmental
       circumstances that cause person to fully say, "I am satisfied with my job"




    Rao (2005), reveal in his study that Job satisfaction refer to person feelings of
       satisfaction on the job, which acts as a motivation to work. It is not the self satisfaction,
       happiness or self-contentment but the satisfaction of the job.

According to him, there are 4 types of theories:
    1. Need Fulfillment Theory
    2. Equity Theory
    3. Two Factor Theory
    4. Discrepancy Theory

    Aswathappa (2003), opines that the Job Satisfaction of employees can be judged through
       the system of wage payment. Different organization adapts different type of wage
       payment system. Along with wages and salaries they are paying incentives, perquisites
       and non-monetary benefits.

According to him, he explained 3 theories of remuneration:
   A. Reinforcement and Expectancy Theory
   B. Equity Theory
   C. Agency Theory
    Velnampy (2008), in his study "Job Attitude and Employees Performance of Public
       Sector Organizations in Jaffna District, Sri Lanka" concluded that job satisfaction does
       have impact on future performance through the job involvement, but higher performance
       also makes people feel more satisfied and committed. It is a cycle of event that is clearly
       in keeping with


the development perspective. Attitudes such as satisfaction and involvement are important to the
employees to have high levels of performance. The results of the study revealed that attitudes
namely satisfaction and involvement, and performance are significantly correlated.

    Brown, Forde, et. al. (2008), in their study "Changes in HRM and job satisfaction, 1998–
       2004: evidence from the Workplace Employment Relations Survey" examined that their
       significant increases in satisfaction with the sense of achievement from work between 1998 and
       2004; a number of other measures of job quality are found to have increased over this period as
       well. It also finds a decline in the incidence of many formal human resource management
       practices. The paper reports a weak association between formal human resource management
       practices and satisfaction with sense of achievement. Improvements in perceptions of job
       security, the climate of employment relations and managerial responsiveness are the most
       important factors in explaining the rise in satisfaction with sense of achievement between 1998
       and 2004. We infer that the rise in satisfaction with sense of achievement is due in large part to
       the existence of falling unemployment during the period under study, which has driven
       employers to make improvements in the quality of work.



    Jain, Jabeen, et. al. (2007), in their study "Job Satisfaction as Related to Organisational
       Climate and Occupational Stress: A Case Study of Indian Oil" concluded that that there is
       no significant difference between managers and engineers in terms of their job
       satisfaction and

both the groups appeared almost equally satisfied with their jobs. When the managers and
engineers were compared on organizational climate, it was found that both the groups differed
significantly. Managers scored significantly high on organizational climate scale than the
engineers indicating that the managers are more satisfied due to the empowerment given to them.

    Shah & Shah (2008), in their study "Job Satisfaction and Fatigue Variables" concluded
       that relationship between fatigue and Job Satisfaction variables which were found to be
       significantly




negative. The study alo founds that fatigue is negative predictor of Job Satisfaction. The study is
clearly indicative of different issues for Call Centre employees in Indian context. There are
different ON THE JOB and OFF THE JOB FACTORS leading to dissatisfaction and fatigue for
them which were explored in this study. If fatigue can be reduced and job satisfaction can be
increased by various innovative and encouraging strategies.

    Shahu & Gole (2008), in their study "Effect of Job satisfaction on Performance: An


Empirical Study" concluded that the companies that are lagging behind in certain areas of job
satisfaction & job stress need to be developed so that their employees show good performance
level, as it is provided that performance level lowers wit high satisfaction scores. The awareness
program pertaining to stress & satisfaction is to be taken up in the industries to make them aware
of the benefits of knowledge of stress and its relationship with satisfaction and achievement of
goal of industries.

Job Satisfaction is in regard to one's feeling or state-of-mind regarding the nature of their work.
Job Satisfaction can be influenced by a variety of factors,eg, the quality of one's relationship with
their supervisions, the quality of the physical environment in which they work, degree of their
fulfillment in their work etc.
    Rao (2005), reveal in his study that Job satisfaction refer to person feelings of
       satisfaction on the job, which acts as a motivation to work. It is not the self satisfaction,
       happiness or self-contentment but the satisfaction of the job.
According to him, there are 4 types of theories:
    5. Need Fulfillment Theory
    6. Equity Theory
    7. Two Factor Theory
    8. Discrepancy Theory

    Aswathappa (2003), opines that the Job Satisfaction of employees can be judged through
       the system of wage payment. Different organization adapts different type of wage
       payment system. Along with wages and salaries they are paying incentives, perquisites
       and non-monetary benefits.

According to him, he explained 3 theories of remuneration:
   D. Reinforcement and Expectancy Theory
   E. Equity Theory
   F. Agency Theory

    Velnampy (2008), in his study "Job Attitude and Employees Performance of Public
       Sector Organizations in Jaffna District, Sri Lanka" concluded that job satisfaction does
       have impact on future performance through the job involvement, but higher performance
       also makes people feel more satisfied and committed. It is a cycle of event that is clearly
       in keeping with


the development perspective. Attitudes such as satisfaction and involvement are important to the
employees to have high levels of performance. The results of the study revealed that attitudes
namely satisfaction and involvement, and performance are significantly correlated.

    Brown, Forde, et. al. (2008), in their study "Changes in HRM and job satisfaction, 1998–
       2004: evidence from the Workplace Employment Relations Survey" examined that their
       significant increases in satisfaction with the sense of achievement from work between 1998 and
       2004; a number of other measures of job quality are found to have increased over this period as
       well. It also finds a decline in the incidence of many formal human resource management
       practices. The paper reports a weak association between formal human resource management
       practices and satisfaction with sense of achievement. Improvements in perceptions of job
       security, the climate of employment relations and managerial responsiveness are the most
       important factors in explaining the rise in satisfaction with sense of achievement between 1998
       and 2004. We infer that the rise in satisfaction with sense of achievement is due in large part to
       the existence of falling unemployment during the period under study, which has driven
       employers to make improvements in the quality of work.



    Jain, Jabeen, et. al. (2007), in their study "Job Satisfaction as Related to Organisational
       Climate and Occupational Stress: A Case Study of Indian Oil" concluded that that there is
       no significant difference between managers and engineers in terms of their job
       satisfaction and

both the groups appeared almost equally satisfied with their jobs. When the managers and
engineers were compared on organizational climate, it was found that both the groups differed
significantly. Managers scored significantly high on organizational climate scale than the
engineers indicating that the managers are more satisfied due to the empowerment given to them.

    Shah & Shah (2008), in their study "Job Satisfaction and Fatigue Variables" concluded
       that relationship between fatigue and Job Satisfaction variables which were found to be
       significantly




negative. The study alo founds that fatigue is negative predictor of Job Satisfaction. The study is
clearly indicative of different issues for Call Centre employees in Indian context. There are
different ON THE JOB and OFF THE JOB FACTORS leading to dissatisfaction and fatigue for
them which were explored in this study. If fatigue can be reduced and job satisfaction can be
increased by various innovative and encouraging strategies.

    Shahu & Gole (2008), in their study "Effect of Job satisfaction on Performance: An


Empirical Study" concluded that the companies that are lagging behind in certain areas of job
satisfaction & job stress need to be developed so that their employees show good performance
level, as it is provided that performance level lowers wit high satisfaction scores. The awareness
program pertaining to stress & satisfaction is to be taken up in the industries to make them aware
of the benefits of knowledge of stress and its relationship with satisfaction and achievement of
goal of industries.

Job Satisfaction is in regard to one's feeling or state-of-mind regarding the nature of their work.
Job Satisfaction can be influenced by a variety of factors,eg, the quality of one's relationship with
their supervisions, the quality of the physical environment in which they work, degree of their
fulfillment in their work etc.
        CHAPTER-III


    RESEARC METHODOLOGY




.
                  RESEARCH METHDOLGY
Research methodology is a way to systematically solve the research problem. Research
Methodology comprises of two words, research and methodology.


Research is defined as human activity based on intellectual application in the investigation of
matter. The primary purpose for applied research is discovering, interpreting, and the
development of methods and systems for the advancement of human knowledge on a wide
variety of scientific matters of our world and the universe.
       Research may be defined as a careful investigation or inquiry especially through search
of new facts in any branch of knowledge. In short, it comprises defining a refined problem's,
formulating hypothesis or suggested solution; collecting, organizing and evaluating data; making
deductions and research conclusions; and lastly carefully testing the conclusion to determine
whether they fit the hypothesis



Methodology can be defined as:

   1) "the analysis of the principles of methods, rules, and postulates employed by a
       discipline"; or
   2) "the systematic study of methods that are, can be, or have been applied within a
       discipline"; or
   3) "a particular procedure or set of procedures."




RESEARCH DESIGN
        Research design can be thought of as the structure of research -- it is the "glue" that
holds all of the elements in a research project together. We often describe a design using a
concise notation that enables us to summarize a complex design structure efficiently.
       Considering the objectives of the study, sample survey was conducted and accordingly
analysis of information was made. Exploratory research design is used in present study.




DATA COLLECTION
          Both primary and secondary data had been used in present study.
Primary Data collected through personal interview in the form of questionnaire.
Secondary Data was collected from various journals, books, magazines and internet.


SAMPELING PLAN
          In carrying out a survey relating to research, first select the problem and study its
implication in different areas. Selection of the research problem should be in line with the
researchers‟ interest, chain of thinking and existing research in the same area and should have
some direct utilities. The topic should have the practical feasibility to study feasibility, what is
important to prepare a preliminary questionnaire on research topic.
       The first and foremost task in carrying out a research is to select a sample.

POPULATION
           The population of the current study is the 50 executives of Perambalur sugar mills ltd.

SAMPELING DESIGN
           A sample design is definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure the researcher would adopt in selecting items for the
sample.
       The selection of employee was done on the basis of convenience sampling.



SAMPELING UNIT
           Single most unit of the population, it may be single person or group of persons, from
whom questionnaire will be filled till target is fulfilled. The sampling unit in this report is any
employee of job satisfaction.
SAMPLE SIZE
         Sample size refers to the total number of respondents targeted for collecting the data for
the researcher.
        The sampling size of my study is 50 respondents and this sampling size was selected on
the basis of convenience sample.



ANALYSIS & INTERPRETATION of DATA

All the questionnaire received were edited. Questions having incomplete replies were kept out of
the present study and in all 50 questionnaires were taken into consideration while analyzing he
data.


All the information/data collected through questionnaires' were first transferee into master table
which facilitated the tabulation of data in the desired form.


QUANTIFICATION OF THE RESPONDENTS
                  A 5-point likert scale was used to quantify each response of half of the
questions. Responses on the 5-point likert scale were highly satisfied, satisfied, neutral,
dissatisfied and highly dissatisfied. Highly satisfied was given score 5, satisfied was given score
4 & so on and similarly another 5-point likert scale was used to quantify each response of rest of
half of the questions. Responses on the 5-point likert scale were very frequent, frequent,
sometimes, seldom and never. Very frequent was given score 5, frequent was given score 4 & so
on.
                           .CHAPTER-IV



DATA ANALYSIS AND INTERPRETATION

                             Table1.1
                     AGE OF THE RESPONDENTS

S.No     Age                  No of respondents       Percentage
       1 Below 30 yrs                             3                         6
       2 31-40 yrs                                8                        16
       3 41-50 yrs                                2                         4
       4 Above 50 yrs                         37                           74
         Total                                50                         100




                          Chart No:1.1



          80
          70
          60
          50
          40                                                No of respondents
          30                                                Percentage
          20
                     TABLE 1.2

             GENDER OF THE RESWPONDENTS



S.NO     Gender          No of respondents        Percentage
       1 Male                                45                   90
       2 Female                              5                    10
         Total                               50                  100



                   CHART NO:1.2



           100
            90
            80
            70
            60                                          Female
            50
                                                        Male
            40
            30
INTERPRETATION:
      From the above table it is found that 96% of the respondents are male, But only 4% of the
Respondents are female.


TABLE 1.3
EDUCATIONAL QUALIFICATION ON RESPONDENTS
         educational          No of
 S.NO    qualification        respondents               Percentage

        1    SSLC                                   2                      4
        2    HSC                                    5                     10
        3    Diploma                               25                     50
        4    graduate                              18                     36
             TOTAL                                 50                    100

                   Chart No.1.3

  120


  100

                                                               EDUCATIONAL
   80
                                                               QUALIFICATION ON
                                                               RESPONDENTS
   60


   40


   20


    0
            S.NO       1          2   3      4
INTERPRETATION:
From the above table it is cleared that 34% of workers are qualified in HSC, 55% of the workers
Are qualified in diploma, 10% of the workers are qualified in SSLC.



      Table1.4
SALARY OF THE RESPONDENTS
                                    No of
 S.NO         Salary(month)         respondents          Percentage
         1    Below Rs.7000                          2                     4
         2    7000-8500                              5                    10
         3    8500-10000                            36                    72
         4    Above 10000                            7                    14
              Total                                 50                   100

Chart:1.4


        120

        100

         80

         60
                                                          Series3
         40                                               Series2
         20                                               Series1
          0




INTERPRETATIONS:
   The above table analyses that 72% of the respondents are get monthly income of the Rs.8500-10000
And 14% of the respondents get monthly income of Rs.10000.
Table:1.5
MARITAL STATUS OF THE RESPONDENTS
                          No of
 S.NO     Marital Status  respondents                      Percentage
       1 Married                                      50                   100
       2 Un married                                    0                     0
          Total                                       50                   100

ChartNo:1.5



                100%

                 80%

                 60%                                                    Un married

                 40%                                                    Married

                 20%

                     0%
                          No of respondents   Percentage




INTERPRETATION:
  From the above table it is found that 100% of the respondents are married.




Table No: 1.6


           OPINION ON MOTIVATES TO WORK EFFIENCY/ HAPPILY

                                                 No of
              S.No      Opinion                  respondents         Percentage
                      1 Good pay                                20                   40
                      2 Promotion                               20                   40
                      3 Less Supervision                         5                   10
                      Good working
                    4 conditions                                  5                        10
                      Total                                      50                       100

Chart No:1.5

       40
       35
       30
       25
       20
                                                                      No of respondents
       15
                                                                      Percentage
       10
        5
        0
               Goog pay   Promotion      Less         Goog
                                      Supervision    working
                                                    conditions




 Table No:1.6
 OPINION ON MOTIVATIES YOU TO WORK MORE EFFIENCY/HAPPILY
                               No of
  S.NO     Opinion             respondents     Percentage
        1 Strongly Agree                   25                                   50
        2 Agree                            20                                   40
        3 Neutral                            5                                  10
        4 Disagree                           0                                   0
        5 Strongly Disagree                  0                                   0
           Total                           50                                  100

 Chart No:1.6
     50
     40
     30
     20
      10
       0                                                       Percentage
           Strongly                                           No of respondents
                      Agree
            Agree             Neutral
                                        Disagree
                                                   Strongly
                                                   Disagree




Table No:1.7
OPINION ON FEEL SAATISFIED WITH YOUR ORGANIZATION PROMOTIONAL
                                No of
 S.NO     Opinion               respondents     Percentage
       1 Strongly Agree                     10                20
       2 Agree                              20                40
       3 Neutral                            10                20
       4 Disagree                            5                10
       5 Strongly Disagree                   5                     10
         Total                              50                    100

Chart No:1.7


               60
               50
               40
               30
               20                                    Percentage
               10
                                                     No of respondents
                0




Table No:1.8
OPINION ON SATISFIED WITH RELATIONSHIP EXISTING WITH SUBORDINATES AND SUPERIORS
                                No of
 S.NO     Opinion               respondents      Percentage
       1 Strongly Agree                       15                30
       2 Agree                                20                40
       3 Neutral                              10                20
       4 Disagree                                        5                10
       5 Strongly Disagree                               0                 0
         Total                                          50               100


Chart No:1.8


           40
           35
           30
           25
           20                                                          No of respondents
           15
           10                                                          Percentage
            5
            0
                Strongly   Agree   Neutral   Disagree    Strongly
                 Agree                                   Disagree




Table:1.9
Opinion on feel satisfied with the physical working condition
                                     No of
 S.NO     Opinion                    respondents          Percentage
       1 Strongly Agree                              10                    20
       2   Agree                                     15                   30
       3   Neutral                                   20                   40
       4   Disagree                                   5                   10
       5   Strongly Disagree                          0                    0
           Total                                     50                  100

Chart No:1.9


           60
           50
           40
           30                                                                  Percentage
           20                                                                  No of respondents
           10
               0
                   Strongly    Agree   Neutral   Disagree    Strongly
                    Agree                                    Disagree




Table No.1.10
OPINION ON WORKING HOURS SATISFIED
 S.NO     Opinion            No of                          Percentage
                                            respondents
       1        Strongly Agree                               10                        20
       2        Agree                                        20                        40
       3        Neutral                                      10                        20
       4        Disagree                                      5                        10
       5        Strongly Disagree                             5                        10
                Total                                        50                       100

Chart No:1.10
           45
           40
           35
           30
           25
           20                                                     No of respondents
           15                                                     Percentage
           10
            5
            0
                  Strongly   Agree   Neutral Disagree Strongly
                   Agree                              Disagree
Table No:1.11


  OPINION ON SATISFIED WITH THE WAY IN WHICH CONFLICT ARE RESOLVED YOUR
  COMPANY

                               No of
  S.NO        Opinion          respondents        Percentage
         1    Always                         10                     20
         2    Quite often                    10                     20
         3    Sometimes                      15                     30
         4    Rarely                         10                     20
         5    Never                           5                     10
              Total                          50                    100

 Chart No:1.11




             30

             20

             10
                                                               No of respondents
              0                          Percentage            Percentage
                                        No of respondents
Table No:1.12
OPINION ON CANTEEN FACILITIES
                                        No of
 S.NO       Opinion                     respondents          Percentage
        1   Strongly Agree                             10                  20
        2   Agree                                      25                  50
        3   Neutral                                    10                  20
        4   Disagree                                    5                  10
        5   Strongly Disagree                           0                   0
            Total                                      50                 100

Chart No:1.12


            100%
             90%
             80%
             70%
             60%
             50%                                                          Percentage
             40%                                                          No of respondents
             30%
             20%
             10%
              0%
                   Strongly     Agree   Neutral   Disagree   Strongly
                    Agree                                    Disagree




Table No:1.13
OPINION ON BONUS PROVIED BY ORGANIZATION ADEQUATE
  S.NO      Opinion            No of          Percentage
                                          respondents
         1 Yes                                          45     90
         2 No                                            5     10
           Total                                        50    100




 Chart No:1.13



                100
                 90
                 80
                 70
                 60                                            No
                 50
                                                               Yes
                 40
                 30
                 20
                 10
                  0
                      No of respondents          Percentage




Table No:1.13

OPINION ON SATISFIED WITH SOCIAL SECURITY MEASURE
                                No of
 S.NO    Opinion                respondents     Percentage
      1 Provident Fund                       30               60
      2 Pension                              15               30
       3 Gratuity                                 5                        10
         Total                                   50                       100

Chart No:1.13


         100
          90
          80
          70
          60
          50
                                                      Percentage
          40
                                                      No of respondents
          30
          20
          10
           0
                Provident   Pension   Gratuity
                  Fund




Table No:1.14

OPINION ON SATISFIED WITH YOUR PRESENT JOB
                               No of
 S.NO    Opinion               respondents            percentage
       1 Yes                         45                90
       2 No                           5                10
       3 Can't say                    0                 0
         Total                       50               100

Chart No:1.14



                     No of respondents


                                          Yes
                                          No
                                          Can't say
AGE OF THE RESPONDENTS

                                              Table1.1
                             AGE OF THE RESPONDENTS

      S.No           Age                              No of respondents        Percentage
                  1 Below 30 yrs                                          3                         6
                  2 31-40 yrs                                             8                         16
                  3 41-50 yrs                                             2                         4
                  4 Above 50 yrs                                          37                        74
                     Total                                                50                       100



                                       Chart No:1.1


             80
             70
             60
             50
             40                                                                No of respondents
             30                                                                Percentage
             20
             10
              0
                   Below 30 yrs   31-40 yrs    41-50 yrs   Above 50 yrs
                    TABLE 1.2

             GENDER OF THE RESWPONDENTS



S.NO     Gender          No of respondents        Percentage
       1 Male                                45                 90
       2 Female                              5                  10
         Total                               50                100
                                CHART NO:1.2



               100
                90
                80
                70
                60                                                       Female
                50
                                                                         Male
                40
                30
                20
                10
                 0
                       No of respondents     Percentage




INTERPRETATION:
      From the above table it is found that 96% of the respondents are male, But only 4% of the
Respondents are female.


TABLE 1.3
EDUCATIONAL QUALIFICATION ON RESPONDENTS
         educational          No of
 S.NO    qualification        respondents                 Percentage

        1   SSLC                                    2                      4
        2   HSC                                     5                     10
        3   Diploma                                25                     50
        4   graduate                               18                     36
            TOTAL                                  50                    100

               Chart No.1.3

  120


  100

                                                                EDUCATIONAL
   80
                                                                QUALIFICATION ON
                                                                RESPONDENTS
   60


   40
INTERPRETATION:
From the above table it is cleared that 34% of workers are qualified in HSC, 55% of the workers
Are qualified in diploma, 10% of the workers are qualified in SSLC.



      Table1.4
SALARY OF THE RESPONDENTS
                                    No of
 S.NO         Salary(month)         respondents          Percentage
         1    Below Rs.7000                          2                     4
         2    7000-8500                              5                    10
         3    8500-10000                            36                    72
         4    Above 10000                            7                    14
              Total                                 50                   100

Chart:1.4


        120

        100

         80

         60
                                                          Series3
         40                                               Series2
         20                                               Series1
          0
INTERPRETATIONS:
   The above table analyses that 72% of the respondents are get monthly income of the Rs.8500-10000
And 14% of the respondents get monthly income of Rs.10000.




Table:1.5
MARITAL STATUS OF THE RESPONDENTS
                          No of
 S.NO     Marital Status  respondents                    Percentage
       1 Married                                    50                    100
       2 Un married                                  0                      0
          Total                                     50                    100

ChartNo:1.5



                100%

                80%

                60%                                                    Un married

                40%                                                    Married

                20%

                 0%
                       No of respondents    Percentage




INTERPRETATION:
  From the above table it is found that 100% of the respondents are married.




Table No: 1.6
            OPINION ON MOTIVATES TO WORK EFFIENCY/ HAPPILY

                                                      No of
            S.No          Opinion                     respondents         Percentage
                    1     Good pay                                  20                        40
                    2     Promotion                                 20                        40
                    3     Less Supervision                           5                        10
                          Good working
                    4     conditions                                 5                        10
                          Total                                     50                       100

Chart No:1.5

       40
       35
       30
       25
       20
                                                                         No of respondents
       15
                                                                         Percentage
       10
        5
        0
               Goog pay     Promotion      Less         Goog
                                        Supervision    working
                                                      conditions




 Table No:1.6
 OPINION ON MOTIVATIES YOU TO WORK MORE EFFIENCY/HAPPILY
                                      No of
 S.NO         Opinion                 respondents           Percentage
        1     Strongly Agree                           25                      50
        2     Agree                                    20                      40
        3     Neutral                                   5                      10
        4     Disagree                                  0                       0
        5     Strongly Disagree                         0                       0
              Total                                    50                     100

Chart No:1.6




        50
        40
        30
        20
         10
          0                                                              Percentage
               Strongly                                              No of respondents
                          Agree
                Agree             Neutral
                                            Disagree
                                                        Strongly
                                                        Disagree
Table No:1.7
OPINION ON FEEL SAATISFIED WITH YOUR ORGANIZATION PROMOTIONAL
                                No of
 S.NO     Opinion               respondents     Percentage
       1 Strongly Agree                     10                20
       2 Agree                              20                40
       3 Neutral                            10                20
       4 Disagree                            5                10
       5 Strongly Disagree                   5                10
          Total                             50              100

Chart No:1.7


               60
               50
               40
               30
               20                                   Percentage
               10
                                                    No of respondents
                0
Table No:1.8
OPINION ON SATISFIED WITH RELATIONSHIP EXISTING WITH SUBORDINATES AND SUPERIORS
                                No of
 S.NO     Opinion               respondents      Percentage
       1 Strongly Agree                       15                30
       2 Agree                                20                40
       3 Neutral                              10                20
       4 Disagree                              5                10
       5 Strongly Disagree                     0                 0
          Total                               50               100


Chart No:1.8


          40
          35
          30
          25
          20                                                      No of respondents
          15
          10                                                      Percentage
           5
           0
               Strongly   Agree   Neutral   Disagree   Strongly
                Agree                                  Disagree
Table:1.9
Opinion on feel satisfied with the physical working condition
                                     No of
 S.NO     Opinion                    respondents          Percentage
       1 Strongly Agree                              10                 20
       2 Agree                                       15                 30
       3 Neutral                                     20                 40
       4 Disagree                                     5                 10
       5 Strongly Disagree                            0                  0
          Total                                      50                100

Chart No:1.9


           60
           50
           40
           30                                                                Percentage
           20                                                                No of respondents
           10
               0
                   Strongly   Agree   Neutral   Disagree   Strongly
                    Agree                                  Disagree
Table No.1.10
OPINION ON WORKING HOURS SATISFIED
                             No of
 S.NO     Opinion            respondents                     Percentage
       1 Strongly Agree                                 10                        20
       2 Agree                                          20                        40
       3 Neutral                                        10                        20
       4 Disagree                                        5                        10
       5 Strongly Disagree                               5                        10
          Total                                         50                       100

Chart No:1.10
        45
        40
        35
        30
        25
        20                                                   No of respondents
        15                                                   Percentage
        10
         5
         0
             Strongly   Agree   Neutral Disagree Strongly
              Agree                              Disagree
Table No:1.11


  OPINION ON SATISFIED WITH THE WAY IN WHICH CONFLICT ARE RESOLVED YOUR
  COMPANY

                               No of
  S.NO        Opinion          respondents        Percentage
         1    Always                         10                     20
         2    Quite often                    10                     20
         3    Sometimes                      15                     30
         4    Rarely                         10                     20
         5    Never                           5                     10
              Total                          50                    100

 Chart No:1.11




             30

             20

             10
                                                               No of respondents
              0                          Percentage            Percentage
                                        No of respondents
Table No:1.12
OPINION ON CANTEEN FACILITIES
                                        No of
 S.NO       Opinion                     respondents          Percentage
        1   Strongly Agree                             10                  20
        2   Agree                                      25                  50
        3   Neutral                                    10                  20
        4   Disagree                                    5                  10
        5   Strongly Disagree                           0                   0
            Total                                      50                 100

Chart No:1.12


            100%
             90%
             80%
             70%
             60%
             50%                                                          Percentage
             40%                                                          No of respondents
             30%
             20%
             10%
              0%
                   Strongly     Agree   Neutral   Disagree   Strongly
                    Agree                                    Disagree
Table No:1.13
OPINION ON BONUS PROVIED BY ORGANIZATION ADEQUATE
                    No of
  S.N               responde
  O     Opinion     nts        Percentage
     1 Yes                 45           90
     2 No                   5           10
        Total              50          100




Chart No:1.13



            100
                90
                80
                70
                60                                    No
                50
                                                      Yes
                40
                30
                20
                10
                0
                     No of respondents   Percentage
Table No:1.13

OPINION ON SATISFIED WITH SOCIAL SECURITY MEASURE
                                No of
 S.NO    Opinion                respondents     Percentage
      1 Provident Fund                       30                       60
      2 Pension                              15                       30
      3 Gratuity                              5                       10
         Total                               50                      100

Chart No:1.13


         100
          90
          80
          70
          60
          50
                                                 Percentage
          40
                                                 No of respondents
          30
          20
          10
           0
                Provident   Pension   Gratuity
                  Fund
Table No:1.14

OPINION ON SATISFIED WITH YOUR PRESENT JOB
                               No of
 S.NO    Opinion               respondents        percentage
      1 Yes                                  45                   90
      2 No                                    5                   10
      3 Can't say                             0                    0
         Total                               50                  100

Chart No:1.14



                    No of respondents


                                                     Yes
                                                     No
                                                     Can't say
              CHAPTER-V

FINDINGS, SUGGESESTION&CONCLUSION
                         3.1 FINDINGS


 Around 68% of the respondents are agreed to least extent, and 24%
   respondents are agreed not at all       in this organization experienced any
   setbacks in the lack of competent people.
 Around 42% of the respondents are neutrally, but the same time26% of the
   respondents Agree with organization needs satisfied for further development
   needs and to attain career path.

 50% respondents agreed to least extent and 38% of the respondents not at all
   for belief in building a satisfied based on organization.
 38% of the respondents neutrally and 28% of the respondents agreed that there
   is need of training program.
 38% of the respondents agreed that organization compares their performance
   against key positions and organization satisfied. But same time 30% of the
   respondents neutrally on this statement.


 50% of the respondents agreed to a great that the top management believe in
   using 360% feedback for employee development. But the same time 40% of
   the respondents agreed to a least extent on this statements.
           54% of the respondents agreed to great extent and 24% of the respondents that
              agreed to that least extent on talent and excellence.



           50% of the respondents agreed and 40% of the respondents strongly agreed
              that the top management believe that the success of the organization depends
              on having satisfied level of employee..


           44% of the respondents have agreed to a great extent and 38% of the
              respondents have only agreed to a least extent that the promotion or promotion
              policies in the organization require some form of satisfied assessment.


           48% of the respondents agreed great extent but the same time 40% of the
              respondents that agreed to least extent in suffered an drawbacks, production,
              profit etc..,
 Using weighted average method
             Relationship building,
             Self confidence and,
             Team work.
   This all are the important competencies needed for the employees in organization.
 Using weighted average method, performance appraisal is the best method for measure
   satisfied in organization.
 Using weighted average method

             Apprenticeship and
              job rotation
   This are the methods used to develop the satisfied in organization.
 Chi square test that shows there is no significant relationship between respondents
   opinion on scientific and systematic training in the organization and promotion.
                                  1.2 SUGGESTIONS



    Training will be provided to the employees to improve their competencies.


    The employees should improve their 360 degree performance appraisal. It will
       help to measure the competencies at good way.



    Encourage the employees to take risk and initiative in their work. This will help to
       develop the organization




                                       CONCLUSION


                       Job satisfaction is very important to all organization. All
       organization would like to improve their satisfaction in their organization. Work
       out satisfied for this role if necessary with the help of job analysis specialist or an
       internal member who has knowledge of job satisfaction employee. This method is
       help to improve the competencies in Perambalur Sugar Mills Ltd.,




      The training programs is to improve scientific and systematic training in the
organization and promotion. Motivation is to improve their




    SUGGESTIONS


    Training will be provided to the employees to improve their competencies.
 The employees should improve their 375 degree performance appraisal. It will
   help to measure the level of at good way.



 Encourage the employees to take risk and initiative in their work. This will help to
   develop the organization




                                APPENDIX
                             QUESTIONNAIRE
 A Study on job satisfaction of employee in Perambalur sugar mills ltd.,
1. Name                               :

2. Designation                         :

3.    Age                              :       (a) Below 30 yrs     (b) 31-40yrs
                                               (c) 41-50yrs       (d) Above51yrs


 4.    Sex                                 :   (a) Female          (b) Male

5.    Educational qualification            :   (a) HSC             (b) Graduate
                                               (c)Post Graduate (d) Others


6.    Years of Experience              :       (a) Below 2yrs      (b) 2-5yrs10yrs
                                               (c) 5-10yrs        (d) Above10yrs


7.    Salary                           :        (a) Below RS.5000 (b) 5000- 7500
                                                (c) 7500-10000    (d) Above10000

8.    Marital status                   :         (a) married          (b) unmarried
   9.   What motivates you to work more? Effiency/Happily
        (a) Good pay (b) Promotion      (c) Less supervision         (d) Good working condition

 10.     Do you feel that salary being offered at “Perambalur sugar mills Ltd” is sufficient to
        Lead a satisfied life?
        (a)Strongly      (b) Agree     (c) Neutral     (d) Disagree    (e) strongly disagree


 11.     Do 11you feel satisfied with your organization promotional & Transfer policy?
        (a)Strongly     (b) Agree      (c) Neutral    (d) Disagree    (e) strongly disagree

 12.     Are you satisfied with relationship existing with subordinates & superiors?
         (a)Strongly      (b) Agree      (c) Neutral     (d) Disagree    (e) strongly disagree

 13.    Do you feel satisfied with the physical working conditions?
        (a)Strongly      (b) Agree      (c) Neutral    (d) Disagree       (e) strongly disagree

 14.    Is your working hours satisfied?
          (a)Strongly    (b) Agree       (c) Neutral     (d) Disagree      (e) strongly disagree

15.     Are you satisfied with the way in which conflicts are resolved your company?
         (a) Always            (b) Quite often
         (c) Sometimes                (d) Rarely             (e) Never

 16. Whether you satisfied canteen facilities?
     (a)Strongly      (b) Agree      (c) Neutral     (d) Disagree       (e) strongly disagree
 17. Are you satisfied with the welfare measures?
            I.   Internal Facilities
                 (a)     Medical facilities                 ( )
                 (b)     Compensations for accidents         ( )
           II.   External Facilities
                 (a)     Educations facilities for children ( )
                 (b)     Employee educations tour            ( )
                 (c)     Housing accommodations              ( )


 18.    Is the bonus provided by organizations adequate?
         (a) Yes                     (b) No

 19.    Are you satisfied with social security measure viz…,
        (a)Provident Fund      (b) pension (c) Gratuity

 20.    Does your company after any safety measures?
        (a) Yes                     (b) No

21.     Does your company pay over time allowance?
       (a) Yes                       (b) No

22.   Are you satisfied with your present job?
           (a)     Yes             (b) No

           (c)   Can‟t say
APPENDIX
BIBLIOGRAPHY
Aswathappa k., Human Recourse & Management, 2003, Pg (244 to 245)


Khan N.V., Personal management, 2006, Pg (132 to 134)


Gupta K. Shashi & Joshi Rosy, Human Recourse Management, 2008, Pg (20.9 to 20.17)


Rao Subba P., Essential of HRM & Industrial Relationships, 2005, Pg (480 to 482)


Velnampy   T., "Job Attitude and Employees Performance of Public Sector Organizations in Jaffna District,
Sri Lanka",   GITAM Journal of Management, Vol. 6, Issue-2, April-June 2008, Pg (66-73)


Brown, Forde, "Changes in HRM and job satisfaction, 1998–2004: evidence from the Workplace
Employment Relations Survey", Human Resource Management Journal, Vol. 18, Issue-2, 2008,
Pg (97–195)
http://www3.interscience.wiley.com/journal/120086933/abstract


K.K.Jain, Fauzia Jabeen, Vinita Mishra & Naveen Gupta, " Job Satisfaction as Related to
Organisational Climate and Occupational Stress: A Case Study of Indian Oil", International
Review of Business Research Papers, Vol. 3, Issue-5, November 2007, Pg (193-208)


Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue Study", SCMS-COCHIN Journal


managementhelp.org/person_wll/job_statisfaction.htm

				
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