07-11-2012, 11:15 AM
SHREE RUBER PRODUCTS PVT. LTD
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INTRODUCTION
SHREE RUBER PRODUCTS is the rubber and plastics industry its main area of
operation is production of plastics taps and filters. It was established in the year 1996 it is
located in A/8, ZERO TAX INDUSTRIAL ESTATE , SILVASSA RD. DADARA.
SHREE RUBBER PRODUCTS was started with authorized capital of
Rs.50,00,000\-. SHREE RUBBER PRODUCTSs is been provided financial assistance by
the “Bank Of Baroda”, which helps them for smooth functioning of their business
activities. Due to expansion of business, the company took loan from bank.
SHREE RUBBER PRODUCTS deals in rubber and plastics products and it
supply its product to markets of Daman, Mumbai and Haridwar.
Computerization in Work
Concept of computerization is fast changing. With companies objective to remain a
global player and survive in this age of neck to neck competition, company is keen to
adopt latest innovations in its operation of business. As a step towards this company has
installed new kind of network which provides company with useful assistance right from
financial accounting to setting the products MRP.
DEFINITIONS
According to ‘D.C.Smith’ at all job satisfactions is the persistent feeling towards
discriminable.
‘E.A.Hocke’ admits that job satisfaction perceived relationship between what one
wants from one job and what one perceives it as offering or entailing.
‘Lower (1970)’ described job satisfaction is an indication of an employee’s
motivation to come to work.
‘Sinha (1974)’ defined job satisfaction as a remteg’ ration of effect produced by
individual’s perception of fulfillment of his needs in relation to this works and the
situation surrounding it.
‘Andrew Dubrims(1981)’ explained job satisfaction is a positive emotional state
that occurs when a persons job seems to fulfill important job provided these values are
copyedited with ones needs.
WHAT IS JOB SATISFACTION ?
Job satisfaction is the favorableness or unfavorable ness with which employees view
their work. It expresses the amount of agreement between one’s expectations, it relates to
equity theory the psychological contract and motivation.
Job satisfaction is part of life satisfaction. The nature of one’s job environment of the
job does effect one’s feeling on the job. Similarly, since a job is an important part of a life.
Job satisfaction influences one’s general life satisfaction the result is that satisfaction
arises from a complex set of circumstances in the same way the motivation or to better
motivation.
Job satisfaction is dynamic. Manager can not establish high job satisfaction once and
then forget about it for several years. It can go as quickly as it came usually more quickly
so it has to be maintained week after week, month after month, year after year
OCCUPATIONAL LEVEL
People with higher level occupational tend to be more satisfied with their jobs. They
usually are better paid and have better working conditions, and their jobs make fullest use
of their abilities , therefore they have good reasons to be more satisfied. The result is that
managers & professionals usually are more satisfied than skilled workers, who tend to be
more satisfied than semiskilled and unskilled workers. Those who works at higher
occupational levels are considerably more satisfied than unskilled workers.
ORGANIZATIONAL SIZE
Organization size often is inversely related to job satisfaction, the term
“organization size” refers to the size of the size of an operating unit such as a branch plant,
rather then that of an entire corporation or government unit.
As organization grows larger, job satisfaction tends to decline moderately unless
corrective actions is taken to offset the tend. Without corrective action larger organizations
tend to over whelm people and disrupt supportive processes. Such as communication, coordination
and participation. Because decision-making power is so far removed,
employees begin to feel that they are losing control over the events that affect them, the
work environment also loses elements of personal closeness, friendship and small group
teamwork that are important to the satisfaction of many people.
Workers' Roles in Job Satisfaction
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or
her own satisfaction and well-being on the job. The following suggestions can help a
worker find personal job satisfaction:
· Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay and
other recognition.
· Develop excellent communication skills. Employers value and reward excellent
reading, listening, writing, and speaking skills.
· Know more. Acquire new job-related knowledge that helps you to perform tasks
more efficiently and effectively. This will relieve boredom and often gets one
noticed.
· Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often result in recognition as well as in increased responsibilities
and rewards.
· Develop teamwork and people skills. A large part of job success is the ability to
work well with others to get the job done.
· Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
· See the value in your work. Appreciating the significance of what one does can
lead to satisfaction with the work itself. This helps to give meaning to one's
existence, thus playing a vital role in job satisfaction.
· Learn to de-stress. Plan to avoid burnout by developing healthy stress-management
techniques.
FACTORS AFFECTING JOB SATISFACTION
Job satisfaction is a complex phenomenon. The nature and the extent of the factors
contributing to job satisfaction are not yet fully known, but a good deal of research
studies in various countries with different culture which have accumulated by now
have certainly advanced by our understanding of these factors.
The factors which interact in a complex contribute job satisfaction are divided into
three categories.
a) Personal factor
b) Factors inherent in the job
c) Factors controllable by the management
FACTORS INHERENT IN THE JOB
1) Geography
The section of the country in which a person lives has a light bearing on whether
he wants to change the job. It has been found to have some bearing on satisfaction and
dissatisfaction of workers.
2) Skill Required
Skill is related to job satisfaction and has a bearing on several other factors like
kind of work or occupation, status, responsibility and possibly others.
3) Size of the Plant or Organization
It is well recognized that the size of the plant has a very important influence on
employee’s attitude. One of the studies conducted aboard has shown that moralize six
percent higher than in the large companies.
4) Type of Work
The most important factor inherited in the job is the type of work; several studies
have shown that varied work brings about more satisfaction than the routine work.
5) Occupational Status
Occupations are found to arrange themselves in hierarchy, according to their
relative status, prestige or value, in the particular society. Occupational status and job
satisfaction are related but not identified with each other occupational status depends not
only on the job, but also on the economic social and political system in which a particular
society operates.
WHAT SATISFIES INDIAN EMPLOYEES
In his study an American Employees, Hoppock (1935) identified six factors that
contributed to job satisfaction among them.
They are as follows;
· The way individual reacts to unpleasant situations.
· The facility with which adjust him to other persons.
· His relative status in the social and economic group with which he identifies
himself.
· The nature of the work in relation to the abilities, interest and preparation of the
worker.
· Security.
· Loyalty.
Note that these factors reflect not the specific job related contents but more general
class of factors relating to job satisfaction. Most Indian studies on job satisfaction on
the other hand, have concerned themselves with the specific aspect of work. These
studies on managers/supervisors or workers have essentially used one of the following
three methodologies of data collection.
MEASUREMENT OF JOB SATISFACTION
Measurement of job satisfaction has come to acquire the same fate as the
measurement of intelligence. Since there is no agreement on a specific definition.
Generally questionnaires are developed to measure satisfaction with various aspects of
work and the resultant behavior or score is called job satisfaction. Today as intelligence
test, job satisfaction can also be defined as what is measured by job satisfaction
questionnaire.
Most studies of job satisfaction have been concerned with operational sign it rather
than defining it. According to Locke (1969) such an approach describes that a certain
relationship works but tells nothing as to why it works. This seems to be the case with job
satisfaction.
In Indian context one of the first few satisfaction measures developed by
researcher in the S.D inventory by Pestonjee (1973) the S.D. inventory consists of 80
interrogatory types of statements in Hindi, English and Gujarathi. The items lead to yes no
type of responses. There are 20 items in each of the following four areas. There are 20
items in each of the following four areas.
Assuring Job Satisfaction
Assuring job satisfaction, over the longterm, requires careful planning and effort both by
management and by workers. Managers are encouraged to consider such theories as
Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to
a stimulating, challenging, supportive, and rewarding work environment is vital. Because
of the relative prominence of pay in the reward system, it is very important that salaries be
tied to job responsibilities and that pay increases be tied to performance rather than
seniority.
So, in essence, job satisfaction is a product of the events and conditions that people
experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is
fair, her promotional opportunities are good, her supervisor is supportive, and her
coworkers are friendly, then a situational approach leads one to predict she is satisfied
with her job" (p. 91). Very simply put, if the pleasures associated with one's job outweigh
the pains, there is some level of job satisfaction
JOB SATISFACTION & PERSONAL CHARACTERISTICS
Who a person comes to work be brings with him his total personality his attitude, like
and dislikes his personal characteristics and these in term influence the satisfaction he
derives from his work. As work is one of the necessary aspects of the total life experience
of an individual, it becomes important to examine how his personal characteristics
influence his job satisfaction. Personal characteristics here refer to such bio social
variables as age, martial status, education, length of service and income etc.
In the west a number of studies have been carried out on relationship between job
satisfaction and personal characteristics. In India such studies have mostly convened
themselves with the workers population most Indian studies have used a correlative design
where the degree at association between such variables such as age, education, experience,
etc and job satisfaction have been calculated.
CONCLUSION
The overall survey of employees job satisfaction in SHREE RUBER PRODUCTS
Ltd. SILVASSA RD. DADARA was good. It shows that employees are satisfied but
some employees are only highly satisfied. So company can try to give more satisfaction to
employees towards their work and also company should try to solve employees problems
towards their work which create more confidence in employees about their work.
Also company should provide all the facilities to their workers, when they needed
so employees motivating about their work and it is beneficial not only to employees but
also to company.