Employeesatisfaction

A STUDY ON EMPLOYEE SATISFACTION

INCHICKING(PVT)SPECIALREFERENCETO
MALAPPURAM
DISTRICT

APROJECTSUBMITTEDTO
UNIVERSITYOFCALICUTINPARTIALFULFILMENTOFTHE
REQUIREMENTSFOR THE AWARD OF

BACHELORDEGREEINCOMMERCE

BYABEE
LNAIFKT
(SIXTH SEMESTER B.COM
DEGREE)Reg.No:XTAOBCM052
KMCTARTSANDSCIENCECOLLGE,KUTTIPPURAM

UndertheSupervisionof
ASSISTANTPROFESSOR
DepartmentofCommerce

DEPARTMENTOFCOMMERCEKMCT
ARTSANDSCIENCECOLLEGE
(Aided by Government of Kerala & affiliated to University of
Calicut)PazhoorP.O –KUTTIPPURAM–679 571

March2017

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 Employeesatisfaction

DECLARATION

I, ABEEL NAIF KT, declare that this project work entitled “A STUDY
ONEMPLOYEE SATISFACTION IN CHICKING” has been prepared by me under
thesupervision of MR AJAS CA, Assistant Professor, Department of Commerce,
KMCTARTSAND SCIENCECOLLEGE,PAZHOORP.O., KUTTIPPURAM

I also hereby declare that this project work hasnot been submitted by me
fullyorpartiallyfortheawardof anydegree,diploma,titleor recognition earlier.

KUTTIPPURAM
Date: ABEELNAIFKT

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 Employeesatisfaction

DEPARTMENTOFCOMMERCE
KMCTARTSANDSCIENCECOLLEGE,KUTTIPPURAM
(AidedbyGovernmentofKerala&affiliatetoUniversityofCalicut)PAZ
HOORP.O– KUTTIPPURAM -679 571

CERTIFICATE

Thisistocertifythatthisprojectworkentitled“ASTUDYONEMPLOYEESATISFACTI
ONINCHICKING”isanauthenticrecordoftheworkcarriedoutbyABEELNAIFKTintheDepart
mentofCommerce,KMCTARTSANDSCIENCECOLLEGE, KUTTIPPURAM under my
supervision and guidance and no part thereof hasbeen presented earlier for the award of any
other Degree, Diploma, Fellowship or Associateship etc.

KUTTIPPURAM GUIDE’S
SIGNATUREDate: GUIDE’SSEAL

Countersignedby:

Ms.SHEEBA
HeadoftheDepartment-Commerce
KMCTARTSANDSCIENCECOLLGE,KUTTIPPURAM
(AidedbyGovernmentofKerala&affiliatetoUniversityofCalicut)PazhoorP.O,
Kuttippuram– 679 571

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 Employeesatisfaction

ACKNOWLEDGEMENT

This Project Report entitled “A STUDY ON EMPLOYEE SATISFACTION

INCHICKING” has been prepared by me and I had under taken project survey under
thesupervision of MR AJAS CA Assistant Professor, Department of Commerce, KMCT
ARTSAND SCIENCE COLLEGE, KUTTIPPURAM for a period of three weeks starting
from 20thDecember2016.

I am immensely grateful to my guide Mr. AJAS CA and to all my faculties for

theirconstantencouragementandguidancethroughoutthisprojectperiod.

I also express my sincere thanks to Mr. SHAMSUDHEEN Principal, KMCT

ARTSAND SCIENCE COLLEGE, KUTTIPPURAM and all other staffs of the college for
theirvaluablesupporttowardsthecompletion ofthis work.

I have immense pleasure in expressing my genuine gratitude to

Mr.JIMNESHAreamanager of Chicking, malappuram (dist) for the outstanding co-
operation in successfulcompletionofthis projectreport

Last, but certainly not the least, I am indebted to my Parents and Almighty.
Withouttheir blessings or grace, I couldn’t have finished this project under stipulated time
and withfocusedvision.

KUTTIPPURAM
Date: ABEELNAIFKT

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 Employeesatisfaction

CONTENTS

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 Employeesatisfaction

CONTENTS

CHAPTER TITLE PAGE

NO

CHPTER1 INTRODUCTION
 COMPANYPROFILE
 OBJECTIVEOFTHESTUDY
 RESERCHPROBLEM 11-25
 SCOPOFTHESTUDY
 METHODOLOGY
 LIMITATIONOFTHESTUDY

CHAPTER2 REVIEWOFLITERATURE 26-28

CHAPTER3 DATAANALYSISANDI 29-49

NTERPRETATION

CHAPTER4 FINDINGS,SUGGESTIONSAND 50-53

CONCLUSSION

BIBLIOGRAPHY 54-55

56-59
APPENTIX
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 Employeesatisfaction

LISTOFTABLE

PAGE CONTENT PAGENO

NO

1 EMPLOYEESSTATUS 30
PREVIOUSYEARWORK
2 EXPERIENCE 31

3 SATISFACTORYSALARY 32
ACCORDINGTOWORK

4 NUMBEROFYEARSWORKING 33
WITHCHICKING

5 WORKACCORDINGTOSKILLANDQ 34
UALIFICATION

6 ADDITIONALBENEFIT 35

7 RECOGNITIONANDACKNOWLEDGE 36
THEWORK

8 FACTORSWHICHMOTIVATE 37
EMPLOYEESMOST

9 PHYSICALWORKINGCONDITION 38

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 Employeesatisfaction

10 OPPINIONABOUTMONITORYAND 39
NONMONITORYBENEFIT

11 EMPLOYEE 40
MANAGEMENTRELA
TIONSHIP

12 HEALTHANDSAFETYMEASURES 41

13 TRAININGFASILITY 42

14 PROVIDEBONUS 43

15 INVOLVEMENTOFEMPLOYEESIN 44
DECISIONMAKING

16 OPPORTUNITYFORDEVELOPING 45
CAREER

17 EMPLOYEETRADEUNION 46
RELATIONSHIP

18 EVALUATIONOFSUPERVISION 46

19 PROUDASAMEMBEROFCHICKING 48

20 OVEALLSATISFACTION 49

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 Employeesatisfaction

LISTOFFIGURES

SL.NO CONTENT PAGE

NO

1 EMPLOYEESSTATUS 30
PREVIOUSYEARWORK
2 EXPERIENCE 31

3 SATISFACTORY SALARY ACCORDING 32

TOWORK

4 NUMBEROFYEARSWORKING 33
WITHCHICKING

5 WORKACCORDINGTOSKILLANDQ 34
UALIFICATION

6 ADDITIONALBENEFIT 35

7 RECOGNITIONANDACKNOWLEDGETHEWO 36
RK

8 FACTORSWHICHMOTIVATEEMPLOYEES 37
MOST

9 PHYSICALWORKINGCONDITION 38

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 Employeesatisfaction

10 OPPINIONABOUTMONITORYANDNONM 39
ONITORYBENEFIT

11 EMPLOYEEMANAGEMENTRELATIONSHIP 40

12 HEALTHANDSAFETYMEASURES 41

13 TRAININGFASILITY 42

14 PROVIDEBONUS 43

15 INVOLVEMENTOFEMPLOYEESIN 44
DECISIONMAKING

16 OPPORTUNITYFORDEVELOPINGCAREER 45

17 EMPLOYEETRADEUNIONRELATIONSHIP 46

18 EVALUATIONOFSUPERVISION 47

19 PROUDASAMEMBEROFCHICKING 48

20 OVEALLSATISFACTION 49

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 Employeesatisfaction

CHAPTER1

INTRODUCTION & PROJECTDESIN

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 Employeesatisfaction

INTRODUCTION

Employee satisfaction or job satisfaction is, quite simply,

howcontent or satisfied employees are with their jobs. Employee satisfaction
istypically measured using an employee satisfaction survey. These
surveysaddress topics such as compensation, workload, perceptions of
management,flexibility, teamwork, resources, etc. These things are all
important tocompanies who want to keep their employees happy and reduce
turnover, butemployee satisfaction is only a part of the overall solution. In fact,
for
someorganizations,satisfiedemployeesarepeopletheorganizationmightbebetterof
fwithout.

Employee satisfaction and employee engagement are

similarconcepts on the surface, and many people use these terms
interchangeably.Employee satisfaction covers the basic concerns and needs of
employees. It is agood starting point, but it usually stops show Some level of
turnover is healthyforallcompanies.Employeeswhoarenotaddingvalueorwho
arenotagoodfit for the company leave, making way for fresh new perspectives
and newenergy. We could call this healthy turnover. By contrast, unwanted
turnoverhappens when a company loses talented employees that they want
tokeep.Talented and motivated employees expect more from companies. For
theseemployees, job satisfaction includes a different set of criteria. They want
to beengaged and empowered. They want to be challenged and pushed. They
wanttheir work to have meaning. They want personal and professional
developmentopportunitiessotheycangrowand advance theircareers.

The problem with employee satisfaction is that it does not

focuson the things that are important to your most talented staff. A happy or
contentemployeemightbequitesatisfiedwithajobthatrequiresverylittleeffort.This
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 Employeesatisfaction

employee might be perfectly content doing the bare minimum required to

keephis or her job. These employees are likely "very satisfied" with their jobs.
Theyareunlikelytoleavethecompany,buttheyarenotnecessarilyaddingvalue.

As a company, if you focus on increasing the wrong kind of

employeesatisfaction, you risk entrenching those employees who are
adding the leastvaluewhiledrivingyourmosttalentedemployeesout.

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 Employeesatisfaction

COMPANYPROFILE
Established in United Arab Emirates IN 2000,under banquet
foodsinternational (part of the highly reputed and renowned Dubai based al
Bayangroupofcompanies),chickingisarapidlygrowingfastfoodchainintheregions
pecializes in serving the tastiest crump fried chicken using a secret
recipeinclude a unique bent of the choicest herbs and spices . it is therefore of
littlewonder ,that chicking is synonymous with words such as “Real
recipe,RealTaste,Realfriedchicken.”

Chickingbeganitsjourneywithasimple yetdeterminddreamto
create a brand that’s in the business of the bringing happiness and satisfaction
toall cross section of the society .Over the years ,it has successfully realize
thisdream by making chicking a favorite destination for real and tasty crunchy
friedchicken not just in UAE but also across several countries …it has been
preciselythis single minted focus that make chicking fried chicken and its
otherinnovative menu item simply irresistible and deliciously memorable for
allindividualandfamiliesalike.

ChickinghasoutletsonlyfourstatesinIndiaAndhraPradesh
,Kerala,TamilNadu,Karnadaka.InKeralaChickinghasseveraloutletinvario
us district.theyare

 Malappuram kollam
 Calicut etc
 Kannur
 Eranakulam
 Trissure

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 Employeesatisfaction

HISTORYOFCHICKING

Mr A K Mansoor is a business man hailing from the

thissuredistrict of Kerala in India .he is the managing director of Al Bayan
Group ofCompanies with corporate office in Dubai ,United Arab Emirates.
Al bayangroupisbest known foralbayanwater&chickingfried chicken.

Starting his career with cargo business in the year 1994.his

nextventure,albayanpurificationandportablewatertastedsuccessbyachievingbest
drinking water company in Dubai investment park ,jebalali, UAE
andoman.Withmorethan200supplytrucks,cateringtothedailyrequirementofitsval
ued customers across UAE.Albayan has won accolades and
accreditationfromdifferentstandardsorganizationincludingthe
Dubaimunicipality.

Al bayan become the first

drinkingwater company to receive ISO 22000
certificationin the middle-east. With the
remarkableachievement of success in drinking
water
verticalhestartedashaklanplastics5gallonwaterbott
le
manufacturing company.in 2000 Mr A K Mansoor ventured into the
evergrowing fast-food business through the brand chicking.he believes
“when theperfect recipe is formulated ,it can finds a way around
international andcultural differences and attain dedicated customer
following.”Havingsurveyedthefast–
foodmarketandbeenthereownerofchicking,Herealized
how difficult it was to gain established international chain without being a
largecorporationandhavingdirectexperienceintherestaurantbusiness.Withanidea
to build a universal brand using a signature recipe MrMansoor has set outon a

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 Employeesatisfaction
mission to bring on entrepreneurs like him to be the franchisees of chickingand
benefitfromtheassociation.

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 Employeesatisfaction

RESEARCHPROBLAM

We can understand employee satisfaction through

establishingcomplaints and suggestion system which is by providing
opportunity to givetheir suggestion and complaints, likes and dislikes
&customer satisfactionsurvey , to know their satisfaction by analyzing the
reason of losing employeesor their switching to other organization. if there is
strict supervision there is aneed to perform well from the part of organization.
It may lead to innovation ,newideas ,technologiesand newmethodfor
retainingemployees.

NowinIndiachickingisfacinglotsofcompetitionfrommanyotherfood
organization and other restaurant. So it is very essential to study
the“Employeesatisfactiontowardschicking”

OBJECTIVEOFTHESTUDY

Primaryobjective

 Tofindoutthelevelofemployeesatisfactioninchicking.

Secondaryobjective

 Tofindoutwhat
arethethingsdonebythemanagementtoincrease
employeesatisfaction.
 To find out how the employee satisfaction affect the sale of
anorganizationinfoodindustry.

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 Employeesatisfaction

METHODOLOGY

According to difford woody comprises research as “defining

andredefining problems formulating hypothesis or suggested
solution ,collecting,organizing and evaluating data making deductions and
reaching conscientioustodeterminingwhethertheyfit
theformulatinghypothesis.

Methodology is a way of systematically solving the

researchproblem. Research methodology is concerned with the way and
procedure thatareadoptedto conduct thestudyregardingthetopicofsubject.this
include.

 Researchdesign
Research design is a conceptual structure with in which research
isconducted.itconstitutetheblueprintforthecollectionmeasurementandanal
ysisof data
 Datasource
The required data for this project has been collected from two
sources.theyare..
1. Primarydata
Primary data are collected through direct. Discussion with
themanagers , administrative officers through direct and
indirectinterview of each and every employee or staff of different
sectionineachdepartment
2. Secondarydata
The data related to industry and company profile its operation
andotherinternaldatahavebeencollectedfromsecondarysource,likeco
mpany records, registers ,report and various news
papers ,websiteandblogetc.

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 Employeesatisfaction

 Researchinstrument
The research instrument adopted was ”questionnaire” as the survey
wasmore complex in nature questionnaire seemed to be better than
schedule.Questionnaire include 2typesofquestions
1. Openended
2. Closedended

Open ended: in this respondents are not bounded to answer with in a

setChoicesand cangivetheir ownviews

Closed ended: in this respondents are bounded to answer with in a set

ofchoices

 Modeofresearch
Themethodofresearchadoptedtofindoutthesatisfactionlevelofanemployeein
organizationnamelyaschicking.thestepsarefollows..
i. Designingthequestionnaire
ii. Selectingthesamplefromemployee
iii. Executingthequestionnaire
iv. Comparinganswers
v. Conductingpersonalinterviewwiththerespondent
vi. Collectingthedatafromthesecondarysource
vii. Analysecollecteddata
viii. Interpretingofdatacollected
ix. Presentingthefindingsandsuggestions
x. Statingtheconclusionbasedonstudy
 Sampledesign
The process of extracting a sample from a population is called
assamplingproceduretheselectionofsamplingproceduretoconductthe

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 Employeesatisfaction

survey depending upon the nature of the study descriptive research

andobjectivetobe accomplished.
 Samplesize
The sample for the study include 50 employees who are
selectedrandomly
selectionofsamplesize
 Kottakkaloutlet -10 employees
 Tiruroutlet -10employees
 Malappuramoutlet-10employees
 Perithalmannaoutlet-10employees
 Manjerioutlet -10employees
 Collectionofdata

Data for this study was collected from various persons in

theorganizationwiththehelpofquestionnaireandalsobyconductingpersonalintervi
ews.

Methodofanalysis
In order to extract meaningful information from the data are
collected ,data analising conducted using the questionnaire , collected data
edited,tabulated in the form of table the analysis is mainly conducted by using
simplestatistical tool like percentage , average etc. chart and diagrams are also
usedwhereever required.

Analyticaltool
 percentage

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 Employeesatisfaction

Calculationofpercentage

numberofrespondent
Percentage(%)= totalsamplesize ×100

Graphicalrepresentation

 Bardiagrams
 Tables

Programs

 Ms–word
 Ms–excel

PERIODOFSTUDY

Timetakentothisprojectisto21days.andthisisanorganizationbasedstudy.

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 Employeesatisfaction

IMPORTANCEOFTHESTUDY

Employee satisfaction is an important aspect as far as

anorganizationisconsidered.Employeesarebackborneofeveryorganization.Sothere
sponsibilityofthemanagement tokeeptheemployees tocontribute.

Itissaidthatsatisfiedemployeesaremoreproductive.Soeveryorgan
ization giving high priority to keep their employee satisfied by
providingseveralfacilitieswhich
improvesatisfactionandreduceemployeeturnover.

SCOPOFTHESTUDY

The scope of the study is to understand the various aspect

whichlead to attain organizational human resource goal such as high level
employeesatisfactionandlowerlevelofemployeeabsentsinfoodindustry.

This study helps in obtaining sufficient back ground

informationregarding the organization and gives a clear idea about satisfaction
level ofemployee in the organization. This study was to undertaken to
understand thesufficient factor that help chickingpvt ltd to retain and maintain
the
satisfactionlevelofemployee.forthisstudytheresearcherchooseoneofthewellrenow
nedfoodindustry.Namelychickingpvtltd.

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 Employeesatisfaction

LIMITATIONOFTHESTUDY

Findingsarebasedonassumption.
Samplesizeislessduetolackoftime.
Someoftherespondentswerenot readytoexpresstheirrealopinion.
The sample size of the study is also less this also affect in the
efficiencyofthestudyandsamplesare collectedrandomly.
Theperiodofstudyislimitedthestudywasconductedinasingledistrictandcan
notbe generalized

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 Employeesatisfaction

ORGANIZATIONSRTUCTUREOFCHICKING

CHIEFMANAGING
DIRACTOR

DIRACTOR

AREAMANAGER
AREAMANAGER AREAMANAGER

ASSISTANTAREAMANAGER
DEPARTMENTMANAGER
Marketin Sales Office Tea
gexecuti offic mlea
ve er der

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 Employeesatisfaction

SALARYANDWAGEADMINISTRATION

Every organization expects efficient performance from their

employees.Thebasicobjectof
providingemploymentistogivecompensationtotheservicetheyrender.Thejobsatisf
actionofemployeesdependsuponthefinancialandnonfinancialbenefitstheyreceive.

BASICWAGE
Basic wage is computed according to minimum wage act 1948 and it
iscalculated for 26 days in a month. Basic pay is different for different
categoriesofworkers.

EMPLOYEEPROVIDENTFUND(EPF)
Employeeprovidentfundschemeisaretirementbenefit.EPFiscalculated as
12% of their basic salary + DA. The employer will also
contribute12%totheEmployeeProvidentFund(EPF).

EMPLOYEESTATEINSURANCE(ESI)SCHEME
TheMalcotexprovidesemployeesstateinsurancefacilitytotheiremployees
having less than 15000 salaries. For this purposes both employeesand employers
contribute a fixed percentage of employee’s salary or wage.Employees
contribute 1.75% of his salary or wage and by employer 4.75%.
thevariousbenefitsprovidedunderESIschemearesicknessbenefits,medicalbenefits,
disablementbenefitsanddepartmentalbenefits.

TRAVELCONCESSION
WorkersarepaidRs.151permonthandstaffsarepaidRs.155permonth.

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 Employeesatisfaction

HOUSERENTALLOWANCE
Company isnotprovidingaccommodationtoworkers.arestshedisprovided,
workers can use this shed before starting the third shift and
aftercompletingthesecondshift.WorkersgetafixedrateHRA ofRs.441permonth. It
is calculated for 26 days in a month. In case of leave or loss of pay,
aproportionatedeductionismade.Paysofearnedleave,nationalandstateholidays
andlay-offdaystaken forthe computation of26days.

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 Employeesatisfaction

CHAPTER 2
REVIEWOFLITERATURE

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 Employeesatisfaction

REVIEWOFLITERATURE

EktaSinha,(Studyconductedin2010)

Findingsofthisstudyfocusedonthreefactorsnamelybehavioral,
organizational and environment factors. These factors attempted tofind the
relation between these factors and employee satisfaction and it wasfound that all
three factors have a positive impact on job satisfaction. The studyconcluded that
the organization factors are the most important aspect for jobsatisfaction of the
employees in a company that is the employees are treatedequally and fairly and
they are properly supervised, their levelof
satisfactioncanbeincreasedtowardstheirjob.Researchershavefoundthatforthegrow
thofanyorganization employee satisfactionisveryimportant.

Daljeet,ManojVergees&Dalvider(Studyconductedin2014)

Studyconcludedthattheoverallemployeeswithspecialreference
to KRIBHCO, found that with respect to experience the satisfactionlevel of the
employees differ significantly regarding salary. It could also beconcluded that
there was no difference of satisfaction level regarding trainingopportunities
between different age groups conclusion could also be made thatbetween gender
groups there exists no significant difference in satisfaction levelofemployees
regardingjobrotationpolicyofthecompany.

MohammedRizwan,WaqasMehmoodKhan(studyconductedin2009)

workplace facts of employees and job discipline are related

toworking situations. Organization tasks and job activities training,
capabilities,utilization, health, secure and working situations. Organization gain
employeessatisfaction by supplied this environment. Physical job conditions
primarily onlowemployeesatisfactionlevels.

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 Employeesatisfaction

Caterina (studyconductedin 2015)

Summarizedthecriticalityoftherelationshipbetweenemploye
eattitudesandcustomersatisfaction.Employeescanstronglycontribute to an
organization’s success by having a customer - centric approachin their work and
in their work – related interaction. However, they are morelikely to do so if they
are satisfied with their job. Employee’s satisfaction is theresult of a holistic
approach that involves strategic steps such as service
climate,supportivemanagementworkeffort,jobsatisfaction,andemployeeserviceq
uality.

L.WPotte.(studyconducted in2007)

whileemployeesatisfactionengagementwillhavesignificant
less impact on business results. After all, engaged employees areemotionally
committed to work hard,demonstrating initiative, and expectingextra
discretionary effort and doing so in alignment with strategic priorities tomove
the organization forward. It’s no wonder that employee engagement hasbeen
associated higher work force productivity and customersatisfactionaswell as
lower absenteeism and turnover. To start reaping bottom- line benefits that truly
engaged work force promises, organizations must adopt more dynamic approach
to both satisfaction and engagement that incorporate more frequent
measurements not just a once a year snapshot to identify trends andcreate
effective change. By taking the satisfaction and engagement pulse of employees
periodically through out the
year,HRleaderscandevelopandimplementengagementinitiativesandmanagements
trategiesthattakeintoaccount not only employees present perceptions, but also
their past
experiencesandfutureexpectations.Theendresultisamoresustainedincreaseinempl
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 Employeesatisfaction
oyee’sengagementthatdrivescompetitivesuccessandbottomlineresults.

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 Employeesatisfaction

Chapter 3

THEORETICAL FRAMEWORK

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Employeesatisfaction

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 Employeesatisfaction

CHAPTER 4

DATA ANAKYSIS AND INTERPRETATION

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 Employeesatisfaction

Table and diagram showing employees status

Table no1

NO Criteria No.of Percentage

respondent
1 Permanent 42 84%
2 Temporary 8 16%
Total 50 100%
(source: primary data)

Figure 1

employee status
90% 84%
80%

70%

60%

50%

40%

30%

20% 16%
10%

0%
Permanent Temporary

Interpretation
from the above graph shows that 84% of the respondents are permanent
employees and remaining 16% employees are temporary employees in the
organization.

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 Employeesatisfaction

Satisfactory salary according to employee work

TABLE 2

NO CRITERIA RESPONDENT PERCENTAGE

1 YES 40 80%
2 NO 10 20%
3 TOTAL 50 100%

(Source: primary data)

Figure 2

SALARY
90%
80%
80%

70%

60%

50%

40%

30%
20%
20%

10%

0%
YES NO

SALARY

Interpretation
In the above graph shows that 80% of employees are satisfied to their salary
according to their job and 20% of employees not satisfied with their salary
according to their job

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 Employeesatisfaction

Table and diagram showing employees working with chicking.

Table 3

No Criteria Respondent Percentage (Sour

ce:
1 Below 1 year 20 40%
2 1-2 year 10 20%
3 2-5 year 15 30%
4 Above 5 year 5 10%
Total 50 100%
primary data)
Figure 3

working with chicking

45%
40%
40%
35%
30%
30%
25%
20%
20%
15%
10%
10%
5%
0%
Below 1 year 1-2 year 2-5 year Above 5 year

Interpretation
In the above diagram shows that 40% of employee have only one year
experience with chicking,20% of employees have 1 – 2 year experience
withchicking,30 % of employees have 2 – 5 year experience with chicking and
10%employeeshaveabove5yearsofexperiencewithchicking.

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 Employeesatisfaction

Your work according to your qualificationand skill

Table4
no criretia Respondent Percentage
1 Yes 30 60%
2 No 20 40%
total 50 100%

Figure4

qualification and skill

40% Yes
No

60%

Interpretation
In the above graph shows that 60% of employees agree, their job
accordingto their qualification and skill and 40% of employees are not agree
that their jobisnot accordingtotheir qualificationandskill.

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 Employeesatisfaction

Tabe and diagram showing Getting additional benefit

Table 5
No criteria respondent Percentage
1 Yes 38 76%
2 No 15 24%
total 50 100%
(source:primarydata)
Figure 5

24%

Yes
No

76%

interpretation
In the above diagram shows that 76%of employees says that they
getadditionalbenefitinthefestivalseasonand24%ofemployeessaysthattheydonot
getanyadditionalbenefit inthefestivalseason.

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 Employeesatisfaction

Table and diagram showing recognize and acknowledge

the work
Table 6
No criteria respondent Percentage
1 Stronglyagree 20 40%
2 Agree 13 26%
3 Partially 2 4%
4 Disagree 10 20%
5 Stronglydisagree 5 10%
total 50 100%
(source:primarydata)

Figure 6

recognize
45%
40%
40%
35%
30%
26%
25%
20%
20%
15%
10%
10%
5% 4%

0%
Stronglyagree Agree Partially Disagree Stronglydisagree

Interpretation
Intheabovediagramshows40%ofemployeesstronglyagreerecognitionof
work, 265 of employees agree with recognition of work, 4% of
employeepartially agree, 20% of employees disagree with recognition of work
and 10%ofemployeesstronglydisagreewithrecognitionofworkbymanagement.

39
 Employeesatisfaction

Table and diagram shows the physical working condition

In the organization
Table 7
No Criteria Respondents Percentage
1 Good 38 76%
2 Average 10 20%
3 Poor 2 4%
total 50 100%
(sourceprimarydata)
Figure 7

physical working condition

80%

70%

60%

50%

40% 76%
30%

20%

10% 20%

0% 4%
Good Average Poor

Interpretation
Above graph demonstrates that most employees (76%) are agree that
chicking provide a safe working condition, 20% of employees says that
chicking provide an average working condition and 4% employees says that
chicking’s working condition is very bad.

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 Employeesatisfaction

Opinion about monitory and non monitory benefit

Table 8
No criteria respondent Percentage
1 Satisfied 35 70%
2 Partiallysatisfied 6 12%
3 dissatisfied 9 18%
total 50 100%
(source:primarydata)
Figure 8

18%

Satisfied
12%
Partiallysatisfied
dissatisfied

70%

Interpretation
In the above diagram shows that 70% of employees are satisfied with the
monitory and non monitory benefit provided by chicking, 12% of employees are
partially satisfied with benefit provided by chicking and remaining employees
(18%) are dissatisfied with the monitory and non monitory benefit provided by
chicking.

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 Employeesatisfaction

Table and diagram showing employee ,management

relationship
Table 9
No Criteria respondents Percentage
1 Verygood 25 50%
2 Good 12 24%
3 Satisfactory 8 16%
4 Bad 5 10%
5 Verybad 0 0%
total 50 100%
(source:primarydata)

Figure 9

60%

50%
50%

40%

30%
24%

20%
16%

10%
10%

0%
0%
Verygood Good Satisfactory Bad Verybad

Interpretation
Among the total employees interviewed, 50% employees says
thatmanagementmaintainaverygoodrelationwithemployees,24%ofemployeessays
that management maintain a good relation with employees, the
remainingemployeesarenotsatisfiedwithmanagementattitudetowardsemployees.

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 Employeesatisfaction

Table and diagram showing health and safety measures

provided by the organization
Table 10
No criteria respondents Percentage
1 Moresatisfied 32 64%
2 Lesssatisfied 12 24%
3 Notsatisfied 6 12%
total 50 100%
(source:primarydata)
Figure 10

70%
64%
60%

50%

40%

Series 1
30%
24%
20%
12%
10%

0%
Moresatisfied Lesssatisfied Notsatisfied

Interpretation
The diagram indicate 64% of employees are more satisfied with
healthand safety measures provided by chicking and 24 % of employees are
lesssatisfied and 12%of employees are not satisfied with health and safety
measuresprovidedbythe organization.

43
 Employeesatisfaction

Table and diagram showing, training facility provided by

the organization
Table 11
No criteria respondents Percentage
1 Yes 41 82%
2 No 9 18%
total 50 100%
(source:primarydata)

Figure 11

training fasility

18%

Yes
No

82%

Interpretation
Among the total employees interviewed, more employees (82%) says
thatthey get training before or after joining with chicking .And 18% employees
says that they do not get any training facility from chicking.

44
 Employeesatisfaction

Table and diagram showing bonus from chicking

Table 12
No criteria Respondents Percentage
1 Yes 2 4%
2 No 48 96%
total 50 100%
(source:primarydata)

Figure 12

4%

Yes
No

96%

Interpretation
The above diagram indicate that more employees (96%) says that they
donot get any bonus or incentive from chicking and some employees (4%)
saysthat they get bonus from chicking. Who said yes they are managers. So it is
clear that chicking provide bonus to managers but not to ordinary employees.

45
 Employeesatisfaction

Table and diagram showing participation of employees in

managerial decision
Table 13

No criteria respondents Percentage

1 Fullyinvolve 0 0%
2 Partiallyinvolve 35 70%
3 decline 15 30%
total 50 100%
(source :primary data)

Figer 13

80%

70%

60%

50%

40%
70%
30%

20%
30%
10%

0% 0%
Fullyinvolve Partiallyinvolve decline

Interpretation
Among the all employees interviewed, anyone don’t agree with the
fullyinvolvement of decision making,70% of employees are agree with
partialinvolvement of decision making and 30% of employees says that they
don’tinvolveindecisionmaking.

46
 Employeesatisfaction

Table and diagram showing opportunity for

developingcareer.
Table14
No criteria respondents Percentage
1 Good 33 66%
2 Bad 12 24%
3 poor 5 10%
total 50 100%
(source:primarydata)

Figure 14

70% 66%

60%

50%

40%

30%
24%
20%

10%
10%

0%
Good Bad poor

Interpretation
Among all employees interviewed , 66% of employees says that
theyhaveopportunitytoincreasetheircareerinchicking,otheremployeessaysthatthe
ydon’thaveanyopportunitytodeveloptheircareerinchicking.(bad:24%,poor:10%.

47
 Employeesatisfaction

Table and diagram showing employees, trade union

relationship
Table15
No criteria respondents Percentage
1 Verygood 5 10%
2 Good 22 44%
3 Satisfactory 10 20%
4 Bad 9 18%
5 Verybad 4 8%
total 50 100%
(source:primarydata)
Figure 15

50%
45%

40%

35%
30%

25%
44%
20%
15%

10% 20% 18%

5% 10% 8%
0%
Verygood Good Satisfactory Bad Verybad

Interpretation
Among the all employees interviewed, 10% of employees are
agreedwith there is a good relation with trade union, 44% of employees says
that thereis a good relation with trade union,20% of employees says that there
is asatisfactory relationship with trade unions and remaining employees says
thatthe employees don’t maintain a good relation with trade union
(bad:18% ,verybad:8%).

48
 Employeesatisfaction

Table and diagram showing quality of supervision

Table16
No criteria respondent Percentage
1 Excellent 34 68%
2 Good 9 18%
3 Satisfactory 6 12%
4 bad 1 2%
total 50 100%
(source:primarydata)

Figure 16

2%

12%

Excellent
18% Good
Satisfactory
bad

68%

Interpretation
The above diagram indicate that 68% of employees says that the
supervision is excellent.18%n of employees says that the supervision is
good,12% of employees says that there is a satisfactory relationship and 2% of
employees says that there is a bad supervision in chicking.

49
 Employeesatisfaction

Table anddiagram showing overall satisfaction

Table 17
No criteria Respondents Percentage
1 Highsatisfied 30 60%
2 Satisfied 8 16%
3 Average 5 10%
4 Dissatisfied 5 10%
5 Highlydissatisfied 2 4%
total 50 100%
(source:primarydata)

Figure 17
70%
60%
60%

50%

40%

30%

20% 16%
10% 10%
10%
4%
0%
Highsatisfied Satisfied Average Dissatisfied Highlydissatisfied

Interpretation
The above
Diagram indicates more employees (60%) are highly satisfied with
chicking,16% of employees are satisfied with chicking, 10% employeeshave
average satisfaction in chicking and 10% employees are dissatisfied
and4%employees are highly dissatisfied.

50
 Employeesatisfaction

CHAPTER 5
FINDINGS,SUGGESTIONSANDCONCLUSSION

51
 Employeesatisfaction

FINDINGS

The following findings are based on the study which was

carriedout atCHICKING(PVT)to find out Employee Satisfaction in the
companythe study was conducted by survey method and data was collected by
using astructured questionnaire and the collected data was analyzed
andinterpreted.Theoutcomesof thestudycanbesummarizedasfollows:-

Amongthetotalemployeesinterviewed,moreemployeesarepermanentempl
oyees.
Mostemployeesbelievethattheyshouldgetpromotioninchicking.
Mostemployeesagreewiththereisagoodsupervisioninchicking.
Amongthetotalemployeesinterviewed,employeesagreethattheygetsatisf
actorysalaryaccordingtotheirwork.
Chickingdoes notprovideanybonusorincentivetothe employees.
The physical working condition is good in chicking compared with
otherorganization.
Chicking provide training facility to their employees after or
beforeappointingthem.
Mostemployeesconsiderpromotionastheirmotivationalfactor.
Among the total employees interviewed , more employees (90%)
proudas amemberofthe chickingteam.
Moreemployeesaresatisfiedwithchicking’s workingnature.

52
 Employeesatisfaction

SUGGESTIONS
 The organization should improve and maintain
harmonious.relationshipwithemployeesand tradeunions.
 Toparticipatetheemployeesinmanagementdecisionmaking
 The organization should give training facility to employees
afterappointingthem.
 The organization should give bonus to employees this may lead
toincreasetheir performanceefficiently.
 Chickingprovidesalaryuptothedateshouldmaintainit.
 Provideaccommodationfacilitytoworkers.
 Training of first aid treatment should be important some
selectedworkersandthereshouldbeleast2-
3suchworkersineachshift.
 Organization should give promotion to talented employees ,
becausepromotionisthehighest motivationalfactorsofworkers.
 Theorganizationshouldgiveopportunitytoimprovetheircareer.
 Theemployeesshouldworkefficiently.
 Themanagementshouldgiveappropriatejobsaccordingtotheirqual
ificationandskill.
 Themanagementshouldincreasethephysicalworkingcondition.
 The management should done required things to improve
employeesatisfaction. if the employee is dissatisfied it will lead to
reduce salesbecausetheyare treatthe customers.

53
 Employeesatisfaction

COMCLUSSION
Researcher have seen chicking (pvt) at kottakkal,
perithalmanna,tirur, nilambur,malappuram outlets and the product , interior
design areoutstanding. its products have full potential to stand in market and
face thecompetition by the players in the food segment. Chicking products are
goodproductwhichsatisfytheutmostneedsofthecustomersinthegeographicalareas
tudied.

Employee satisfaction is an important thing because the

customersshould consider better customer servicing food restaurant. In order
to meet thisproblem managers maintain a good relation with employees
because they treatthecustomers.

Employeesconsideraesthetics,comfortandsafety,notnecessarilyinthat
order before finalizing to select a job. Employees are mainly looking for
thebetter salary while selecting a job. Success will largely be determined to
theextend a company can differentiate itself in terms of intangible that go with
aspecial food. chicking grew world’s largest food outlet in India and abroad
within 17 years. looking at the present scenario it can be said that though there
is alot ofcompetitionintheauto worldChickingispickingupwell.

54
 Employeesatisfaction

BIBLIOGRAPHY

55
 Employeesatisfaction

BIBLIOGRAPHY
Book
s
 LM Prasad, humanresourcemanagement
 Tripathi, personalmanagementandindustrialrelation
 KAshwathappa,humanresourcemanagementandpersonal
Management

Website

 www.google.com
 www.wikipedia.com
 www.chicking.com
 www.foodindustry.com

56
 Employeesatisfaction

APPENTIX

57
 Employeesatisfaction

Questionnaire
EMPLOYEESATISFACTION
(tickwhicheverisapplicable)
1. Name :
2. Age :
3. Sex : male female

4. Are you a permanent employee?

Permanent temporary

5. Does the organization provide satisfactory salary

accordingtoyourwork?
Yes No

6. Sincehowmanyyearshavebeenworkingwithckicking?
Below1year 1-2year
2-5year above5year

7. Do you think your work according to your qualification

andskill?
Yes no

8. Do you get any additional benefit in the festival

season?Yes no

9. Doesyourorganizationrecognizeandacknowledgeyourw
ork?
Stronglyagree agree
nutralDisagree
stronglydisagree

58
 Employeesatisfaction

10. How is the physical working condition in the

organization?Good avgpoor

11. What is your opinion about monitory and non

monitorybenefitprovidedbytheorganization?
Satisfied partiallysatisfied dissatisfied

12. How is the employee management relationship?

Verygood good satisfactory
Bad verybad

13. Areyousatisfiedwiththehealthandsafetymeasurespro
videdbytheorganization?
Moresatisfied less
satisfiedNot satisfied

14. Doyougetpropertrainingfacilityfromtheorg?Yes
no

15. Doyougetanybonusfromtheorg?
Yes no

16. Does the top management involve employee

inmanagementdecision?
Fullyinvolve partiallyinvolve decline

17. Isthereisanyopportunityfordevelopingyourcareerinthis
org
Good bad poor

59
 Employeesatisfaction

18. How is the employee trade union relationship?

Verygood good satisfactory
Bad verybad

19. How will you evaluate the quality of supervision?

Excellent good satisfactory
Bad verybad

20. Youroverallsatisfactionasanemployeeofthisor
ganization?
Highsatisfied satisfied
Avg dissatisfied highlydissatisfied

21. Ifyouhaveanysuggestion?

60