Job Satisfaction

INTRODUCTION
Leadership is the ability to evaluate and or forecast a long term plan or policy and
influence the followers towards the achievement of the said strategy
Job satisfaction is the level of contentment a person feels regarding his or her job.
This feeling is based on an individual's perception of satisfaction. Job satisfaction
can be influenced by a person's ability to complete required tasks, the level of
communication in an organization, and the way management treats employees.
There are often two different levels of job satisfaction: affective job satisfaction
and cognitive job satisfaction. Affective job satisfaction is a person's emotional
feeling toward the job as a whole. Cognitive job satisfaction is how satisfied a
person feels concerning an aspect of his or her job, such as pay, hours, or benefits.
The connection between leadership and job satisfaction is a factor of the business
culture that can have far-reaching consequences. In the best of scenarios, managers
and other leaders within the company structure inspire employees to take pride in
their work and also feel competent in the tasks they are assigned. This goal is
pursued using a number of different strategies, helping to create a working
situation that enhances employee satisfaction in general, and satisfaction with
the job in particular. The end result is that the company enjoys a higher level of
productivity, there is a lower amount of employee turnover, and the working
environment tends to be more stable and appealing.
There
is
no
doubt
that
exercising
responsible leadership will
lead
to
high job satisfactionamong employees. While there is no single right way to

motivate employees to find fulfillment in the work assigned to them, astute and
observant managers will often find that using a few basic strategies will make the
positive connection between leadership and job satisfactionmore apparent. Many of
those strategies are built around the cultivation and maintenance of an open line of
communication between managers and the employees they oversee.
One of the more effective paths to effective leadership and job satisfaction is
establishing rapport between company leaders and the employees they manage.
Ideally, the management process will be structured in a manner that allows
the manager to be accessible to every employee on the team. Employees should
feel free to bring matters of concern to the manager and know that the concerns
1
will be considered seriously. In turn, the manager will make the proactive effort to
understand both the strengths and the weaknesses of each employee, help the
employee when improvement is necessary and generally help that employee master
the skills necessary to be more productive. Adopting this type of give and take
situation in the workplace often helps employees to feel more invested in the
company
and
in
their
particular
team,
helping
to
forge
between leadership and job satisfaction that could not exist otherwise
link
STATEMENT OF THE PROBLEM

The purpose of this study then emerges as the need to identify the prevalent
leadership styles in Highline Builders and to measure the employee job
satisfaction, with a view to exploring the relationship between leadership style and
job satisfaction.
OBJECTIVES
To assess the leadership style
To identify the factors which influence the job satisfaction of
employees
To identify the factor this improves the satisfaction level of
employees.
To know the employee satisfaction towards leadership.
To offer valuable suggestions to improve the satisfaction level of
employees.
LIMITATIONS
Time has been a major constraint throughout the study as it has been only
for duration of 1 month.
As this survey was restricted to Kerala this cannot be stated as an in depth
research on this subject.
Enough care is taken in formulating the questionnaire; still some errors may
creep in
RESEARCH METHODOLOGY
Sample size
The study sample constitutes 50 respondents constituting in the research
area.
Sampling Area
The study is conducted in employees of Highline Builders
Collection of Data
Most of the data collected by the researcher is primary data through
personal interview, where the researcher and the respondent operate face to
face.
Statistical Tools
The statistical tools used for analyzing the data collected are percentage
method, bar diagrams etc.
Limitations of the study

The survey is subjected to the bias and prejudices of the respondents.
Hence 100% accuracy cant be assured.
The researcher was carried out in a short span of time, where in the
researcher could not widen the study.
The study could not be generalized due to the fact that researcher adapted
personal interview method
CHAPTER SCHEME
The study has been divided in to 5 chapters. The first chapter deals with general
introduction. The second chapter deals with the profile of the company and
Industry. The third chapter deals with literature review. The forth chapter deals
with data analysis and interpretation and fifth chapter deals with findings,
suggestions and conclusion.
INDUSTRY PROFILE
The world production of rubber was considered to be very unstable
during the last few years. Comparatively, India's production of rubber
is consistent at the rate of 6% per annum. The Rubber industry in
India has been growing in strength and importance. This is the result of
India's burgeoning role in the global economy. India is the world's
largest producers and third largest consumer of natural rubber.
Moreover, India is also one of the fastest growing economy globally.
These factors along with high growth of automobile production and the
presence of large and medium industries have led to the growth of
rubber industry in India.
Kerala contributes 90% of Indias total production of natural rubber.
Also, Kerala and Tamil Nadu together occupy 86% of the growing area
of natural rubber.
Rubber Production in India
Here are some facts regarding rubber industry in India.
India is the third largest producer of rubber in the world.
It is the fourth largest consumer of natural rubber.
It is the fifth largest consumer of natural rubber and synthetic

rubber
together in the world.
India is the world's largest manufacturer of reclaim rubber.
India and China are the only two countries in the world which
have the capacity to consume the entire indigenous production of
natural rubber.
To know more about India's export opportunities regarding rubber
products and also to have an idea about global rubber industry, take
the Rubber Industry Overview
Rubber Consumption in India
The following industrial sectors consume most of the rubber products.
Automotive tyre sector: 50% consumption of all kinds of rubbers
Bicycles tyres and tubes: 15%
Footwear: 12%
Belts and hoses: 6%
Camelback and latex products: 7%
Other products: 10%
Indian Rubber Market

Indias production varies between 6 and 7 lakh tons annually which
amounts to Rs. 3000 crores. Seventy percent of the total rubber
production in India is in the form of Ribbed Smoked Sheets (RSS).
This is also imported by India accounting for 45% of the total import
of rubber. The Indian rubber industry has a turnover of Rs 12000
crores. Most of the rubber production is consumed by the tyre industry
which is almost 52% of the total production of India. Among the states,
Kerala is the leading consumer of rubber, followed by Punjab and
Maharashtra. The exports of Indian natural rubber have increased
tremendously over the years and have reached 76000 tons in 2003-04.
Though, India is one of the leading producers of rubber but it still
imports rubber from other countries. At present, India is importing
around 50000 tons of rubber annually.
India rubber Industry Overview
There are about 6000 unit comprising 30 large scale, 300 medium scale
and around 5600 small scale and tiny sector units. These units are
manufacturing more than 35000 rubber products, employing 400
8
hundred thousand people, which also include 22000 technically

qualified support personnel, contributing Rs. 40 billions to the National
Exchequer through taxes, duties and other levies. The Indian Rubber
Industry plays a vital role in the Indian national economy. The rubber
plantation sector in India produces over 630 hundred thousand tones of
natural rubber and there is a projected production of more than one
million tons in near future. This has helped in the radical and rapid
growth of the Indian rubber industry. This prospect of growth is further
enhanced by a boom in the vehicle industry, improved living standards
of the people and rapid over-all industrialization. The per capita
consumption of rubber in India is only 800 grams compared to 12 to 14
kilos in Japan, USA and Europe. So far as consumption of rubber
products is concerned, India is far from attaining any saturation level.
This is another factor leading to tremendous growth prospects of the
industry in the years to come
COMPANY PROFILE
The Kuttiyanickal Group operates in four core areasRubber Products manufacture, Rubber, Coconut and Cashew
Plantations, an upcoming tropical lakeside resort and Information
Technolgy. Our modern rubber mat production facilities are
Kuttiyanickal Polymers and Kuttiyanickal Rubbers all situated in the
town of Kottayam in Kerala State, India. Our expertise in rubber
products goes back to over three decades. From manufacturing
rebuttoning rubber (Tread Rubber) and Tyre Flaps that catered to the
transportation industry, we have come a long way in being rated now
as, one among the largest manufacturers of quality rubber mats in
10
India. Our products are sold in over fifteen countries worldwide and we
have a large presence in the extensive Indian domestic market, where
our products are sold in the "Top Floor" brand name.
A brief note on production facilities, production and location
All our factories are just two hours drive from Cochin
International Airport. The closest seaport is Cochin (two hours
drive).Our three factories have modern production lines fine tuned to
manufacture large volume of quality products. Intermixes mix various
rubbers with process chemicals, fillers, emulsifiers and vulcanizing
agents to form a precise rubber compound. This is then sheeted in
automated lines to required thickness, length, breath and weight. These
sheeted compounds are then vulcanized in heated hydraulic presses
holding the required moulds at high pressure and temperature for a set
period of time. The vulcanized compound now in a mat form is
trimmed, quality checked and packed for dispatch. Various mats
require different chemical formulations, inputs, heat curing time etc.
All our factories have captive power generation capability for
uninterrupted production.
PRODUCTS
1. RING MAT
11
This multipurpose heavy-duty mat can be used both indoors and

outdoors as an entrance mat, bath mat, laundry mat, snow mat, scraper
mat or garden mat under all weather conditions. They are durable,
washable and can be used effectively on both sides. Ring Mats are of
modular design and can be joined to cover large floor areas by using
joiners.
PRODUCT SPECIFICATIONS:
Size in cm; 40x60, 40x80, 60x80, 50x100 80x120, 100x150 approx
Size in inches; 16x24, 16x32, 24x32, 20x40 32x48, 40x60 approx.
Thickness; 2.2 cm/.88 inch approx
Colour; True Black
2. STUD MATS
Stud Mats are covered with hundreds of flexible rubber
studs/fingers/bristles which act as an effective cleaning medium. This
12
mat offers cushioning to the feet and helps minimize foot fatigue for
jobs that involve prolonged standing. It has an acupressure effect on
bare feet.
Size in cm; 46x70, 60x100, 90x 150 approx
Size in inches; 18x28, 24x40, 36x60 approx
Thickness; 1 cm/0.4 inch approx
Colour
True Black
3. WIPER MAT
Thin flexible wiper having ribs on the surface wipe away
and remove sand and grit. It is heavy duty cleaning mat. It is all
weather resistant and very durable. Traps dirt in design and prevents
tracking. It prevents slipping on ramp ways.
13
Size in cm; 46x70, 60x100, 90x150 approx


Colour; True Black
4. RADIATOR MAT
Soft rubber inter-woven plates form a unique design with
great cleaning efficiency and good anti-fatigue properties. Traps grit
and sand within design and does not allow tracking.
Size in cm; 45x75, 60x100, 75x90 approx
14
Thickness; 1cm/0.4 inch approx
5. SQUARE MAT
The square mat is a symmetrical designer class mat for use
both indoors and outdoors in all weather conditions. The mat is highly
durable and its unique square print design blends form with function.
The differential level flexible stud ensures proper cleaning and
compliments any decor.
Size in cm; 40X60, 60x100 approx
Size in inches; 16x24, 24x40 approx
Colour; True Black
15
6. SHOE MAT
Shoe mat is a durable, all-weather rubber mat suitable for indoor and
outdoor use. The unique foot print design with dual level flexible studs
makes this mat very effective in scrapping and collecting dust, sand
and slush.
Size in cm; 40x60, 60x100 approx
Thickness; 1cm/ 0.4 inch approx
Colour; True Black
16
7. STUD MAT-HALF ROUND

Another product catering to the increasing demand is for the
popular half round design. Sturdy studs, beveled borders anti slip
underside combined with all weather capability make this product
unique.
Size in cm; 45 x 75 approx
Size in inches; 18 x 30 approx
Thickness: 1cm/0.4 inch approx
Color; True Black
17
8. HONEYCOMB MAT
General purpose entrance mats. Attractive honeycomb
design and holes in mat trap dust and snow. Beveled borders prevent
tripping. These mats are very durable and frequent washes do not affect
life of the mats.
Color; True Black
18
9. JUMBO RING MAT

Multipurpose mats made from natural rubber they are
washable and can also be used as anti-fatigue mats. Large holes allow
better cleaning and trapping of dust and bevelled sides prevent
tripping.
Size in cm; 40x70approx
Size in inches; 16x28approx
Colour; True Black
19
10. STEP MAT

Step Mats are designed to fit the shape of standard steps. They
are provided with adhesive strips at the bottom which make them slip
resistant and secure them firmly to the surface of the steps. They
prevent slipping in wet conditions and also scratching and pitting of
expensive flooring.
Thickness; 0.6cm/0.24 inch approx
Colour; True Black
20
11. RING-O-SLOPE MAT

Beveled edges with a thinner ring design make this a very
effective multipurpose mat. The product is ideal for industrial kitchen
applications where drainage, anti-slip, anti-break and anti-fatigue
properties are required. Mats are also available in oil resistant synthetic
rubber compounds.
Colour; True Black/Brick Red
21
12. OCTO-RING MAT

The Octo-ring is a unique heavy duty mat for a variety of
applications. It is best suited for industrial kitchens & wash areas. It
provides anti-slip, water drainage, anti-fatigue and anti-shatter
properties.
Size in inches; 40x60 approx
Thickness; 1.7 cm/0.68 inch approx
Colour; True Black
22
13. SCRAPER MAT

Raised rubber lugs provide exceptional traction and cleaning
ability. Thin profile with durability makes this product one of the best
primary entrance mats available. It is easy to clean.
Size in cm; 90 x 145,115x 175 approx
Size in inches; 36 x58; 46x70 approx
Color; True Black
23
14. ULTRA GRIP MAT

Unique universally accepted cross lug design to prevent slipping from
any direction. Durable, heavy duty with multiple applications possible.
Ideal mat to cover damaged and dented floors on work areas. Can be
used indoors and outdoors. Can also be cut to any size with a small
knife or scissors.
Size in cm; 50 x 100,100 x 100,100 x 150 approx
Thickness; 1 cm/ 0.4 inch approx
Colour; True Black
24
15. WEAVE MAT

It has a brilliantly designed in weave pattern. Thousands of sturdy
rubber bristles effect maximum cleaning efficiency. Also provides mild
acupressure effect and can be used as a light duty anti-fatigue mat also.
Size in cm; 45x75, 60x100 approx
Color; True Black
25
16. ORNATE GRILL MAT

The classic Victorian ornate design in rubber adds character to
any home entrance or garden patio. It is durable for all weather.
Color; True Black
17. WELCOME MAT
26
This mat is covered with hundreds of flexible rubber studs that act as
scalpers which remove dust and dirt from under shoes. This mat has
'WELCOME' embossed in the centre of the mat.
Size in cm; 45x75 approx

Color; True Black
18. DOMINO
Multipurpose heavy duty entrance mat with unique hexagonal design.
Flexible wipers & large drainage holes on elevated sturdy studs
facilitate drainage of water. It can also be used as a snow mat also.
Size in cm; 100x150 approx
27
Thickness; 2.3 cm/ 0.92 inch approx

Colour; True Black
19. POWER MAT

Shockproof Power Mat is non-conductive and designed to protect
against electrical shock when working around high voltage equipment
such as fuse boxes, control and switch board panels within the mat
specification.
ELECTRICAL PROPERTIES:
Voltage Test:-
Withstood 35 KVrms. For one minute
Break Down Strength; 50 KV rms.
Size in cm; 66x10(175 x 150 approx
Size in inches; 26x40,30x60 approx
28
Color; Brick Red
20. GYM MAT

The product is heavy duty impact & slip resistant rubber flooring. It
can be joined to cover large floor areas. It can be easily replaced and
movable. Most cost effective temporary or permanent flooring to
protect floors and equipment. Have very good anti-fatigue properties
for standing jobs.
Color; True Black
29
JOB SATISFACTION
Job satisfaction describes how content an individual is with his or her job. It is a
relatively recent term since in previous centuries the jobs available to a particular
person were often predetermined by the occupation of that persons parent. There
are a variety of factors that can influence a persons level of job satisfaction. Some
of these factors include the level of pay and benefits, the perceived fairness o the
30
promotion system within a company, the quality of the working conditions,

leadership and social relationships, the job itself (the variety of tasks involved, the
interest and challenge the job generates, and the clarity of the job
description/requirements).
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 workgroups. 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 relate 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 9where 1
represents not all satisfied and 5 represents extremely satisfied).
Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting
from the appraisal of ones job; an affective reaction to ones job; and an attitude
towards ones job. Weiss (2007) has argued that job satisfaction is an attitude but
points out that researchers should clearly distinguish the objects of cognitive
evaluation which are affect (emotion), beliefs and behaviors. This definition
suggests that we from attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviors.
DATA ANALYSIS AND INTERPRETATION

Thedataarecollectedthroughsurveyandbooks,reports,newspapersandinternet
etc.,thesurveyconductedamongtheemployeesofHighlineBuilders.Thedata
31
collected by the researcher are tabulated and analyzed in such a way to make
interpretations.
Varioussteps,whicharerequiredtofulfillthepurpose,i.e.,editing,coding,and
tabulating. Editing refers to separate, correct and modify the collected data.
Codingreferstoassigningnumberorothersymbolstoeachanswerforplacing
themincategoriestopreparedatafortabulationreferstobringtogetherthesimilar
datainrowsandcolumnsandtotalingtheminanaccurateandmeaningfulmanner
The collected data are analyzed and interrupted using percentage analysis, bar
diagramsetc..
TABLE NO: 4.1

Table showing classification on the basis of age
32
SL
NO
1
2
3
4
CRITERIA
NO OF
RESPONDENTS
Below 25
25-40
40-50
Above 50
Total
28
48
16
8
100
PERCENTAGE
OF
RESPONDENTS
28
48
16
8
100
SOURCE: PRIMARY DATA
INTERPRETATION
From the above table it is clear that majority 48% are from the age
group 25-40, about 28% are below 25, about 16% are from 40-50
group and from 40-50 group and the remaining 8% are above 50.
33
Graph NO: 4.1

Graph showing classification on the basis of age
120
100
100
78
80
60
40
22
20
0
0
CRITERIA
Male
Female
34
Total
TABLE NO: 4.2

SL
NO
1
2
NO OF
PERCENTAGE OF
CRITERIA
RESPONDENTS
RESPONDENTS
Male
78
78
Female
22
22
Total
100
100
Table showing classification of respondents of the basis of gender
INTERPRETATION
From the above table it is clear that 78% are male and remaining 22%
are female
Graph NO: 4.2

35
Graph showing classification of respondents of the basis of gender
90
80
78
70
60
50
40
30
22
20
10
0
Male
Female
36
TABLE NO: 4.3

NO OF
RESPONDENTS
PERCENTAGE
SL NO
CRITERIA
OF
RESPONDENT
S
1
Below 2years
27
54
2
2-4 years
13
26
3
4-6 years
10
20
4
Above 6 years
0
0
Total
50
100
Table showing classification of respondents on the basis of year of
services
INTERPRETATION
From the above table it is informed that 54%have below 2years of
experience, about 26% have 2-4years of experience, and about 20%
have 4-6years of experience.
37
Graph NO: 4.3

Graph showing classification of respondents on the basis of year of
services
30
27
25
20
15
13
10
10
5
0
Below 2years
2-4 years
4-6 years
38
Above 06 years
SL
NO
1
2
3
4
CRITERIA
Mechanical
Electrical
Production
others
Total
NO OF
RESPONDENTS
12
3
28
7
50
PERCENTAGE OF
RESPONDENTS
24
6
56
14
100
TABLE NO: 4.4

Table showing classification of respondents on the basis of type of job
doing
INTERPRETATION
From the above table it is clear that 56% are doing production work,
about 24% mechanical, about 6% electrical and remaining 14% are
from other department.
39
Graph NO: 4.4

Table showing classification of respondents on the basis of type of job
doing
30
28
25
20
15
12
10
0
Mechanical
Electrical
Production
40
others
SL
NO
1
2
CRITERIA
Yes
No
Total
NO OF
RESPONDENTS
11
39
50
PERCENTAGE OF
RESPONDENTS
22
78
100
TABLE NO: 4.5

Table showing classification of respondents on the basis of job pressure
in their work
INTERPRETATION
From the above table it is inferred that 78% have the opinion that there
is no job pressure in work and 22% have the opinion that there in job
pressure in work.
41
Graph NO: 4.5

Graph showing classification of respondents on the basis of job
pressure in their work
45
39
40
35
30
25
20
15
11
10
5
0
Yes
No
42
SL
NO
1
2
3
4
CRITERIA
NO OF
PERCENTAGE OF
RESPONDENTS RESPONDENTS
Highly satisfied
12
24
Satisfied
34
68
Dissatisfied
4
8
Highly dissatisfied
0
0
Total
50
100
TABLE NO: 4.6

Table showing classification of respondents on the basis of satisfaction
from work assigned
INTERPRETATION
From the above table it is clear that 68% are satisfied with it , about
24% are highly satisfied and remaining 8% are dissatisfied.
43
Graph NO: 4.6

Graph showing classification of respondents on the basis of satisfaction
from work assigned
40
34
35
30
25
20
15
12
10
4
5
0
Highly satisfied
0
Dissatisfied Highly dissatisfied
Satisfied
44
SL
NO
CRITERIA
NO OF
RESPONDENTS
1
2
3
4
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
6
29
12
3
50
PERCENTAGE
OF
RESPONDENTS
12
58
24
6
100
TABLE NO: 4.7

Table showing classification of respondents on the basis of welfare
facilities provided by the management
INTERPRETATION
From the above table it is clear that 58% are satisfied with welfare
facilities about 12% are highly satisfied, about 24% are dissatisfied and
remaining 6% are highly dissatisfied with it.
45
Graph NO: 4.7

Graph showing classification of respondents on the basis of welfare
facilities provided by the management
35
29
30
25
20
15
10
12
6
0
Highly satisfied
Satisfied
46
SL
NO
CRITERIA
NO OF
RESPONDENT
S
1
2
3
4
Developing skill
Personal growth
Future promotion
others
Total
29
6
12
3
50
PERCENTAGE
OF
RESPONDENT
S
58
12
24
6
100
TABLE NO: 4.8

Table showing classification of respondents on the basis of leadership
INTERPRETATION
From the above table it is clear that about 58% of the respondents have
the opinion that leadership helps in developing skills, about 12% have
the opinion that leadership helps in personal growth, about 24% says,
that it helps in future promotion, and 6% says that it helps in other
ways.
47
Graph NO: 4.8

Graph showing classification of respondents on the basis of leadership
35
30
29
25
20
15
10
12
6
0
Developing skill Personal growth Future promotion
48
others
SL NO
CRITERIA
NO OF
RESPONDENTS
1
2
3
4
Democratic
Auto critic
laissezfaire
paternalistic
Total
18
16
12
4
50
PERCENTAGE
OF
RESPONDENTS
36
32
24
8
100
TABLE NO: 4.9

Table showing classification of respondents on the basis of type of
leadership style
INTERPRETATION
From the table it is inferred that 36% of the respondents opted for
democratic leadership, 32% opted for autocratic, 24% opted for laissez
faire, and 8% opted for paternalistic.
49
Graph NO: 4.9

Graph showing classification of respondents on the basis of type of
leadership style
20
18
18
16
16
14
12
12
10
8
6
4
2
0
Democratic
Auto critic
laissezfaire
50
paternalistic
SL
NO
CRITERIA
NO OF
RESPONDENTS
1
2
3
4
Democratic
Auto critic
laissezfaire
paternalistic
Total
31
13
5
1
50
PERCENTAGE
OF
RESPONDENTS
62
26
10
2
100
TABLE NO: 4.10

Table showing classification of respondents on the basis of effective
leadership
INTERPRETATION
From the table it is clear that 62% says that democratic leadership is
effective, 26% opted for autocratic, and 10% opted for laissez faire and
to other opted for paternalistic
51
Graph NO: 4.10

Graph showing classification of respondents on the basis of effective
leadership
35
31
30
25
20
15
13
10
5
0
Democratic
Auto critic
laissezfaire
52
paternalistic
SL NO
CRITERIA
NO OF
RESPONDENTS
1
2
3
4
Quality
Target
Personality
Behavior
Total
39
3
2
6
50
PERCENTAGE
OF
RESPONDENTS
78
6
4
12
100
TABLE NO: 4.11

style should based on
INTERPRETATION
From the above table it is clear that 78% of the respondents have the
opinion that leadership style should be based on quality, about 6% says
that it should be based on target, 4% says should be based on
personality and the remaining 12% says, that it should be based on
behavior.
53
Graph NO: 4.11

style should based on
45
40
39
35
30
25
20
15
10
target
Personality
0
Quality
54
behavior
TABLE NO: 4.12

helps in motivation
INTERPRETATION
from the above table it is clear that 26% strongly agree to it , 58%
agree to it , about 12% disagree to it and remaining 4% strongly
disagreetoit.
55
SL NO
CRITERIA
NO OF
RESPONDENT
S
1
2
3
4
Strongly agree
Agree
Disagree
Strongly disagree
Total
13
29
6
2
50
PERCENTAGE
OF
RESPONDENT
S
26
58
12
4
100
Graph NO: 4.12

helps in motivation
56
35
29
30
25
20
15
13
10
0
Strongly agree
Agree
Disagree
Strongly disagree
TABLE NO: 4.13

style improve job satisfaction
57
SL
NO
1
2
CRITERI
A
Yes
No
Total
NO OF
RESPONDENTS
46
4
50
PERCENTAGE OF
RESPONDENTS
92
8
100
INTERPRETATION
From the above table it is clear that 92% says that leadership style
improves job satisfaction, and 8% says no.
Graph NO: 4.13

style improve job satisfaction
58
50
46
45
40
35
30
25
20
15
10
4
5
0
Yes
No
TABLE NO: 4.14

helps in creating confidence
59
SL
NO
1
2
CRITERI
A
Yes
No
Total
NO OF
RESPONDENTS
39
11
50
PERCENTAGE OF
RESPONDENTS
78
22
100
INTERPRETATION
From the above table it is clear that 78% says that leadership helps in
creating confidence.
Graph NO: 4.14
60

helps in creating confidence
45
40
39
35
30
25
20
15
11
10
5
0
Yes
No
61
TABLE NO: 4.15

Table showing classification of respondents on the basis of non
monetary benefits
SL NO
CRITERIA
1
2
3
Highly satisfied
Satisfied
Dissatisfied
Highly
dissatisfied
Total
NO OF
RESPONDENTS
12
16
22
PERCENTAGE OF
RESPONDENTS
24
32
44
50
100
INTERPRETATION
From the above table it is clear that majority (44%) of the respondents
is dissatisfied, about 32% are satisfied and 24% are highly satisfied.
62
Graph NO: 4.15

Graph showing classification of respondents on the basis of non
monetary benefits
25
22
20
16
15
12
10
5
0
Highly satisfied
0
Satisfied
63
SL
NO
1
2
CRITERI
A
Yes
No
Total
NO OF
RESPONDENTS
47
3
50
PERCENTAGE OF
RESPONDENTS
94
6
100
TABLE NO: 4.4.16

Table showing classification of respondents on the basis of salary
INTERPRETATION
From the above table it is clear that 94% of the respondents are
satisfied with salary and about 6% are not satisfied within.
64
Graph NO: 4.16

Graph showing classification of respondents on the basis of salary
50
47
45
40
35
30
25
20
15
10
3
5
0
Yes
No
65
SL
NO
1
2
CRITERI
A
Yes
No
Total
NO OF
RESPONDENTS
49
1
50
PERCENTAGE OF
RESPONDENTS
98
2
100
TABLE NO: 4.17

Table showing classification of respondents on the basis of continuing
in the job
INTERPRETATION
From the above table it is clear that 98% of the respondents are willing
to continue in the job.
66
Graph NO: 4.17

Table showing classification of respondents on the basis of
continuing in the job
60
50
49
40
30
20
10
1
0
Yes
No
67
TABLE NO: 4.18

Table showing classification of respondents on the basis of satisfaction
with top management
INTERPRETATION
From the above table it is clear that 34% are highly satisfied, about
60% are satisfied and 6% are dissatisfied with top management.
SL NO
CRITERIA
NO OF
PERCENTAGE OF
RESPONDENTS
RESPONDENTS
1
Highly satisfied
17
34
2
Satisfied
30
60
3
Dissatisfied
3
6
4
Highly dissatisfied
0
0
Total
50
100
68
Graph NO: 4.18

Graph showing classification of respondents on the basis of satisfaction
with top management
35
30
25
20
15
10
5
0
Highly satisfied
Satisfied
69
FINDINGS
1. Majority 48% are from the age group 25-40
2. It is found that 78% of the respondents are male
3. About 56% are doing production work
4. It is found that 78% have the opinion that there is no job pressure in work
5. It is clear that 68% are satisfied with work assigned
6. About 58% are satisfied with welfare facilities
7. 58% of the respondents have the opinion that leadership helps in
developing skills
8. 36% of the respondents opted for democratic leadership, 32% opted for
autocratic, 24% opted for laissez faire, and 8% opted for paternalistic.
9. 62% says that democratic leadership is effective
10. It is found that 78% of the respondents have the opinion that leadership
style should be based on quality
11. 26% strongly agree that leadership helps in motivation , 58% agree to it
12. 92% says that leadership style improves job satisfaction
13. 78% says that leadership helps in creating confidence.
14. Majority (44%) of the respondents is dissatisfied with non monetary
benefits
15. 94% of the respondents are satisfied with salary
16. 98% of the respondents are willing to continue in the job.
17. About 60% are satisfied with top management
70
SUGGESTIONS
1. About 22% have the opinion that there is job pressure in work try to
identify the problem causing job pressure try to rectify it.
2. Majority of the respondents are dissatisfied with the non monetary benefits
try to provide more non monetary benefits to the employees.
3. About 78% said that leadership style should be based on quality try to
provide the same.
4. Majority have the opinion that leadership helps in improving job
satisfaction try to improve the leadership in order to improve job
satisfaction.
CONCLUSION
71
This project was under taken in Highline builders on the topic

Effectiveness of leadership style on job satisfaction. Through the above study we
found that effective leadership not only increases job satisfaction but also improve
productivity, organizational commitment and climate of the organizations
BIBLIOGRAPHY
72
Books
V.S.P. Rao, Human Resource Management.Excel books, New

Delhi 2nd Edition
Shai .K. Gupta, Organization Structure and Dynamics.Kalyani

Publications 2004
C. R. Kothari, Research Methodology,New age International 2nd
revised edition 2009
Websites
www.google.com/jobsatisfactionoverview/512336895/chapter4
www.highlinebuilders.com/profile
www.indianconstructionindustry.com/statistics/45695/2013
73
APPENDIX
1.
2.
3.
4.
Name :
Age
:
Gender :
Years of service?
Below 2 years
4 6 years
2 4 years
Above 6 years
5. Types of job you are doing?

Mechanical
Electrical
Others
Production
6. Is there is any job pressure in their work

Yes
No
7. Do you satisfied with your work assigned?
Highly satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
8. Do you satisfied with the welfare facilities provided by the
management
Highly satisfied
Satisfied
Highly Dissatisfied
Dissatisfied
9. How does leadership help you?

Developing skill
Personal growth
Promotion
Others
10.Which type of leadership style helps you to increase your
productivity?
Democratic leadership
Autocratic leadership
Laissez faire Paternalistic Leadership

11.In your opinion which type of leadership is effective?
74
Future
Democratic leadership
Autocratic leadership
Laissez faire Paternalistic Leadership

12.Leadership style should based on your ?
Quality
Target
PersonalityBehaviour
13.Do you agree that leadership helps in motivating the employees?
Strongly agree
Agree
Disagree
Strongly disagree
14.Do you think that effective leadership style improve job
satisfaction?
Yes
No
15.Does leadership helps in creating confidence?

Yes
No
16.Do you satisfied with the non-monitory benefits
Highly satisfied Satisfied
Dissatisfied
Highly Dissatisfied
17.Do you satisfied with the salary?
Yes
No
18.Are you willing to continue?
Yes
No
19.Do you satisfied with the top management?
Highly satisfied Satisfied
Dissatisfied
Highly Dissatisfied
20.Your suggestion to improve present leadership style in the
organization?
75

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Job Satisfaction

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INTRODUCTION

responsible leadership will

high job satisfactionamong employees. While there is no single right way to

STATEMENT OF THE PROBLEM

Limitations of the study

India is the third largest producer of rubber in the world.

It is the fourth largest consumer of natural rubber.

It is the fifth largest consumer of natural rubber and synthetic

together in the world.

India is the world's largest manufacturer of reclaim rubber.

Automotive tyre sector: 50% consumption of all kinds of rubbers

Bicycles tyres and tubes: 15%

Belts and hoses: 6%

Camelback and latex products: 7%

Other products: 10%

Indian Rubber Market

hundred thousand people, which also include 22000 technically

This multipurpose heavy-duty mat can be used both indoors and

Size in cm; 46x70, 60x100, 90x150 approx

Thickness; 1 cm/0.4 inch approx

Thickness; 1cm/0.4 inch approx

7. STUD MAT-HALF ROUND

9. JUMBO RING MAT

10. STEP MAT

11. RING-O-SLOPE MAT

12. OCTO-RING MAT

13. SCRAPER MAT

14. ULTRA GRIP MAT

15. WEAVE MAT

16. ORNATE GRILL MAT

17. WELCOME MAT

Thickness; 1 cm/0.4 inch approx

Thickness; 2.3 cm/ 0.92 inch approx

19. POWER MAT

Withstood 35 KVrms. For one minute

Break Down Strength; 50 KV rms.

Color; Brick Red

20. GYM MAT

promotion system within a company, the quality of the working conditions,

DATA ANALYSIS AND INTERPRETATION

TABLE NO: 4.1

SOURCE: PRIMARY DATA

Graph NO: 4.1

TABLE NO: 4.2

SOURCE: PRIMARY DATA

Graph NO: 4.2

Graph showing classification of respondents of the basis of gender

TABLE NO: 4.3

SOURCE: PRIMARY DATA

Graph NO: 4.3

TABLE NO: 4.4

SOURCE: PRIMARY DATA

Graph NO: 4.4

TABLE NO: 4.5

Graph NO: 4.5

TABLE NO: 4.6

Graph NO: 4.6

TABLE NO: 4.7

SOURCE: PRIMARY DATA

Graph NO: 4.7

Dissatisfied Highly dissatisfied

TABLE NO: 4.8

SOURCE: PRIMARY DATA

Graph NO: 4.8