PROJECT REPORT ON EMPLOYEE SATISFACTION (sample)

“A STUDY ON EMPLOYEE SATISFACTION IN AVATAR GOLD AND DIAMONDS, EDAPPAL”
MESCE KUTTIPURAM, DEPARTMENT OF MBA Page 1
A MINOR PROJECT REPORT ON
A STUDY ON EMPLOYEE SATISFACTION IN AVATAR GOLD AND DIAMONDS,
EDAPPAL
Submitted to the University of Calicut in partial fulfillment of the requirement of the award of
the degree of
MASTER OF BUSSINESS ADMINISTRATION
By
AJEESH MOOSAKUTTY
Reg. No. xxxxxxxx
Under the Guidance of
XXXXXXXXXXXXXXXXXX
DEPARTMENT OF MANAGEMENT SCIENCE
MES COLLEGE OF ENGINEERING, KUTTIPURAM
(Affiliated to Calicut University)
2013-15

MES COLLEGEOF ENGINEERING
KUTTIPPURAM, KERALA
PIN: 679573
CERTIFICATE
This project report entitled “A STUDY ON EMPLOYEE SATISFACTION IN AVATAR
GOLD AND DIAMONDS, EDAPPAL”is a bonafide record of the work done by Mr.
Ajeesh and submitted in partial fulfilment of the requirements for the award of the
degree MASTER OF BUSINESS ADMINISTRATION by the University of Calicut
..................................................
XXXXXXXXXX
Assistant Professor
Department of Management Science
M. E. S. College of Engineering
Kuttipuram

MES COLLEGEOF ENGINEERING
KUTTIPPURAM, KERALA
PIN: 679573
(AFFILIATEDTO UNIVERSITY OF CALICUT)
CERTIFICATE
This project report entitled “A STUDY ON EMPLOYEE SATISFACTION IN
AVATAR GOLD AND DIAMONDS, EDAPPAL”is a bonafide record of the work done
by Mr. Ajeeshand submitted in partial fulfilment of the requirements for the award
of the MASTER OF BUSINESS ADMINISTRATION by the University of Calicut.
This project work was carried out under my supervision and guidance
.....................................................
XXXXXXXXX
Head of the Department

DECLARATION
I AJEESH, student of MES College of Engineering, Kuttipuram here by that the project report
entitled 'A STUDY OF EMPLOYEES SATISFACTION OF AVATAR GOLD AND
DIAMONDS, EDAPPAL, is a bonafide record submitted in partial fulfillment of Master Of
Business Administration of the University of Calicut and a record of original work done by me
under the guidance of XXXXX, Department of Management Science, MES College of
Engineering, Kuttipuram
I also declare that this report has not been submitted previously by me, fully or partially for the
award of any degree or recognition.
Place: Kuttipuram AJEESH
Date: Reg No: XXXXXXXXX

ACKNOWLEDGEMENT
Firstly, I am graceful to Gold almighty, for the blessing showed upon me for the successful
completion of my project.
I express my deep sense of gratitude to XXXXXX, The Principal of MES College, Kuttipuram for
his encouragement throughout the course of this study.
I express my deep sense of gratitude and profound thank to my project training guide, XXXXXX
for his constant encouragement throughout my project training report.
I am grateful to XXXXXX, Head of the Department of Management Science for her
encouragement and assistance throughout the work.
I would like to express my sincere gratitude to the management of AVATAR GOLD AND
DIAMONDS, EDAPAL for allowing me to do this project in their estimated organization and for
the help and cooperation at every step of my project work.
I would also like to thank my parents, staff members and my friends for their support and
motivation in successful completion of this project.
Place: Kuttipuram AJEESH MOOSAKUTTY
Date: Reg No: XXXXXXXXX

EXECUTIVE SUMMARY
A Study on “Job Satisfaction of Employees” was carried out in AVATAR GOLD AND
DIAMONDS, EDAPPAL. The main objective of the research was to find the satisfaction level of
employees in the organization.
Employee satisfaction is essential to the success of any business. The important factors that are to
be considered in the job satisfaction of employees are salary, promotion, working condition, and
so on...
The study was done as part of Descriptive Research. Convenience sampling technique was
employed for selecting the sample. The primary data was collected by means of questionnaire. The
secondary data was collected from the company records and websites. A structured questionnaire
was given to fifty employees and the data was collected based on the same. The data was analyzed
using percentage method and Likert scale method. Utmost care has been taken from the beginning
of the preparation of the questionnaire till the analysis, findings and suggestions. The analysis
leads over to the conclusion that majority of the employees are satisfied. Dissatisfaction with
reference to some of the factors was also reported. It was found that dissatisfaction among
employees will affect the work performance and productivity of the organization. Valuable
suggestions and recommendations are also given to the company for the better prospects.

LIST OF CONTENTS
CHAPTER CONTENT PAGE NO
Chapter 1
INTRODUCTION
a. Introduction
b. Research Problem
c. Significance of the Study
d. Scope of the study
e. Objectives of the study
1.
2.
3.
3.
4.
4.
Chapter 2 INDUSTRY PROFILE 5-14
Chapter 3 COMPANY PROFILE 15-20
Chapter 4 LITERATURE REVIEW
4.1 Theoretical Framework
4.2 Literature Review
21-29
22.
27.
Chapter 5 RESEARCH METHODOLOGY
Research Design
Sample Design
Period Of Study
Sample Size
Data Collection
Primary Data
Secondary Data
Questionnaire
Tools Used For Analysis
Graphical Representation Of Data
Limitations Of The Study
30-33
31.
31.
31.
31.
31.
31.
32.
32.
32.
32.
33.
Chapter 6 DATA ANALYSIS AND INTERPRETATION 34-56
Chapter 7 FINDINGS,SUGGESTIONS AND CONCLUTION
7.1 Findings
7.2 Suggestions
7.3 Conclusion
57-60
58.
59.
60.
Chapter 8 BIBLIOGRAPHY 61-62
ANNEXURE 63-65

LIST OF TABLES
S.NO CONTENTS PAGE
NO.
6.1 Working Experience of Employees 35.
6.2 Satisfaction of Employees in Training and Programmes 36.
6.3 Opinion of Employees in Safety measures of institution 37.
6.4 Satisfactory Level of Employees Leave Provided 38.
6.5 Showing whether the job offer to realise Employees Application and Ambition 39.
6.6 Showing whether Employees to get any chance to be involved and identifiable with
Goal and Image
40.
6.7 Showing whether Employees to get a chance in part of decision making 41
6.8 Showing whether Employees feels good team spirit exist in your work environment 42.
6.9 Showing whether Employees to get proper Promotion and Growth Opportunities 43.
6.10 Showing whether Supervisor listen to the Opinion and Suggestions 44.
6.11 Satisfaction level of Employees in Overall Allowances Provided By The Company 45.
6.12 Opinion of Employees regarding behavior and support of management 46.
6.13 Showing whether the employees satisfaction with work facilities provided by the
company
47.
6.14 Satisfactory level of Employees In Working Relationship With Their Supervisor 48.
6.15 Satisfactory level of Employees Leave Provided 49.
6.16 Showing whether the employees satisfied with the time of the job 50.
6.17 Opinion of Employees Regarding Refreshment And Recreation Facilities 51.
6.18 Opinion regarding Management support in employees suggestions and grievances 52.
6.19 Level of understanding by the Management in employee needs and wants 53.
6.20 Satisfaction of Employee in work environment 54.

LIST OF CHARTS
S.NO CONTENTS PAGE
NO.
6.1 Working Experience of Employees 35.
6.2 Satisfaction of Employees in Training and Programmes 36.
6.3 Opinion of Employees in Safety measures of institution 37.
6.4 Satisfactory Level of Employees Leave Provided 38.
6.5 Showing whether the job offer to realise Employees Application and Ambition 39.
6.6 Showing whether Employees to get any chance to be involved and identifiable with
Goal and Image
40.
6.7 Showing whether Employees to get a chance in part of decision making 41
6.8 Showing whether Employees feels good team spirit exist in your work environment 42.
6.9 Showing whether Employees to get proper Promotion and Growth Opportunities 43.
6.10 Showing whether Supervisor listen to the Opinion and Suggestions 44.
6.11 Satisfaction level of Employees in Overall Allowances Provided By The Company 45.
6.12 Opinion of Employees regarding behavior and support of management 46.
6.13 Showing whether the employees satisfaction with work facilities provided by the
company
47.
6.14 Satisfactory level of Employees In Working Relationship With Their Supervisor 48.
6.15 Satisfactory level of Employees Leave Provided 49.
6.16 Showing whether the employees satisfied with the time of the job 50.
6.17 Opinion of Employees Regarding Refreshment And Recreation Facilities 51.
6.18 Opinion regarding Management support in employees suggestions and grievances 52.
6.19 Level of understanding by the Management in employee needs and wants 53.
6.20 Satisfaction of Employee in work environment 54.

Chapter 1
INTRODUCTION

1.1 INTRODUCTION TO STUDY
Gold is a precious metal, perhaps no other market in the world has the universal appeal of the gold.
For centuries, gold has been coveted for its unique blend of purity, beauty and near
indestructibility. Nations have embraced gold as a store of wealth and a medium of international
exchange; individuals have sought to possess gold as insurance against the day to day uncertainties
of paper money. Jewellery has been made to adorn nearly every body part, from Hairpins to Toe
Rings and many more types of Jewellery. While High-Quality Jewellery is made with gemstones
and precious metals
I did a main project as a part of our completion of Master of Business Administration in AVATAR
GOLD AND DIAMONDS, EDAPAL on satisfaction of employees. I choose employee
satisfaction as our topic because welfare of employees in an organization contributes greatly to
any organization. HRM is the management of human resource in an organization. HRM is
relatively modern concept which involved a range of human ideas and practice in management
people. It is the organization function that deals with issues related to people such as competition,
hiring, performance, management, organization development, safety. Wellness, benefits,
employee motivation, communication, administration and training.
In an organization satisfaction of workers means a workforce that is motivated and committed to
high quality performance. There, are various components limit arc considered to be vital to
employee’s satisfaction. There are pay promotion, benefits, supervise to co-workers, work
condition, communication, safety, productivity and the work itself. Each of these factors, figures
into an individual's satisfaction differently. One might think pay is considered to be the most
important in employee satisfaction, although this has not been found to be true. Employees are
more concerned with working in an environment they enjoy. To the employees satisfaction brings
a pleasurable emotional state that often leads to a positive work attitude of satisfied worker is more
likely to be creative, flexible, innovative and loyal.

1.2 RESEARCHPROBLEM
Employee are the asset of any organization. It is through the employees. The organization
achieves its objectives. It is very important from the organization point of view to keep them
satisfied. The purpose of study is to understand the level of satisfaction among the employees to
AVATAR GOLD AND DIAMNONDS, EDAPPAL and suggest the area for improvement if
any.
A sample respondents of 50 on total population (employees) of AVATAR GOLD AND
DIAMONDS constitute the universe of study.
1.3 SIGNIFICANCE OF THE STUDY
Employee satisfaction is an important aspect as far as an organization is considered. Employees
are back bone of every organization. So it is responsibility of the management to keep the
employees to contribute more.
It is said that satisfied employees are more productive. So every organization is giving high priority
to keep their employees satisfied by providing several facilities which improves satisfaction and
reduce dissatisfaction.
I want to know whether the employees in AVATAR GOLD AND DIAMONDS are satisfied or
not. So I had to address the problem in my study.

1.4 SCOPE OF THE STUDY
The study aims to understand the employee satisfaction in AVATAR GOLD AND
DIAMONDS,EDAPPAL which covers the various working schedule, remuneration, developing
overtime allowance, work freedom, job position etc.. The scope is to understand the employee
satisfaction. The study is conducted at AVATAR GOLD AND DIAMONDS, EDAPPAL covering
50 employees and data collected based on the questionnaire prepared.
The backbone of the employee satisfaction is respect for workers and job they perform.
And easy revenue for employee to discuss problems with upper management should be maintained
and carefully monitored. The study was done to know the employee satisfaction in AVATAR
GOLD AND DIAMONDS, EDAPPAL. Employee are backbone of every organization so the
organization should consider a lot the employee should be motivated and satisfied. So that they
can work more and hence to reach the organization is to its great.
1.5 OBJECTIVESOF THE STUDY
PRIMARY OBJECTIVE
• The primary objective of the research is to find employees’ satisfaction level of the organization.
SECONDARY OBJECTIVES
• To access the general attitude of the employees towards Avatar Gold and Diamonds.
• To understand the problem of the employees in the working condition.
• To know how employees opinion about work place, pay and benefits.
• To study and analyses the various factors affecting the job satisfaction level.

Chapter 2
INDUSTRY PROFILE

INDUSTRY PROFILE
GOLD IS FOREVER
People consider gold as true asset. Since time immemorial, it is one of the costliest metal.
Its glitter attracts people and they love to wear it as ornaments. Gold has no or minimum effect of
weather changes on it. It has a universal vahie that has never changed (with time). Government
and central banks keep it as rich or poor like it their saving in form of gold.
Jewellery is made out almost every material known as has been to adorn early everybody
past, from hairpins to toe rings and many more types of jewellery while high quality is made with
gem stones and precious metals, there is also a growing demand for art jewellery where design and
creativity is prized above material value. In addition there is less costly costume jewellery is made
from less valuable material and is mass produced.
INDIAN ARE IN LOVE WITH GOLD
When we think of Gold, India comes first in place as the biggest consumer of Gold.The pre-
dominant population of India is Hindus. They believe gold as metal of gods and monarchs. Hindu
religious books have mentioned gold as a commodity of immense valve. People in India wear gold
jewellery for ornamental value on the most of social functions, festivals and celebrations. Hindu
culture and their love for gold have influenced people of other religion belief, social and cultural
background. A large number of Indian men also wear gold jewellery in form of chains, bracelets
and rings.
India had been enjoying status of most advanced and rich country in the world for
millenniums. India was called golden birdat those times. India has been exporting silk, spices etc.
to Romans. Greek and Egyptians in ancient times. India was the biggest producer of gold at that
time. They were exporting a lot but had nothing to import. Therefore they imported gold and
gemstones against their export.

HISTORY OF JEWELLERY INDUSTRY
Gold is a vital industry commodity. Perhaps no other market in the world has the universal
appeal of the gold market. Nations have embraced gold as a stare of wealth and a medium of
international exchange; individuals have sought to possess gold as insurance against the day to day
uncertainties of paper money.
Commercial concentrations of gold are found in widely distributed areas; in associations
with ores of copper and lead, in quartz veins, in the gravel of streams beds, and with pyrites (iron
sulphide). Seawater contains astonishing quantities of gold, but its recovery is not economical.
The Indian gems and jewellery industry is one of the fastest growing segments in the Indian
economy with an annual growth of approximately 15% with export of over US$ 20 billion in 2007-
2008, the gems and jewellery sector accounts for nearly 13% of India's total export. The word
jewellery is derived from the word jewel, which was derivedfrom the old French "joule" in around
13 century. Further tracing leads back of the Latin word "jocale" meaning plaything. Jewellery is
one of the oldest forms of body ornaments; recently found 100,000 years old Nassarius shells that
were made into beads are through to the oldest known jewellery.
Although in earlier times jewellery was created for more practical uses such as wealth
storage and pinning clothes together, in recent times it has been used almost exclusively for
decoration. The first piece of jewellery were made natural materials, such as bone, animal teeth,
shell, and wood and carved stone. Jewellery was often made for people of high important to show
their status and many cases, they were buried with it.
GOLD BUYING TRENDS OF KERALA
On comparison to other states, Kerala has a higher percentage of exchange of gold
ornaments rather than purchasing new ones. The wearer is looking for something different, since
keralites prefer to wear their ornaments frequently rather than only for some special occasion. The
keralities love for gold can be traced from very ancient days itself. Even from those days each
community or caste had its own traditional design of ornaments, which made especially by the
family gold smith. But in modem day the trend is entirely different. The boom in the fashion
industry has bought all these. The traditional designs and the modern patterns are under oen roof,

the jewellery shops. Irrespective of the religion or caste, most women in Kerala wear gold most
religious and social occassions like marriage.
JEWELLERY MARKET
According to recent K.PMG study, the largest jewellery market in the US with a market
share 30.8% Japan, India and China and the middle cast with 8-9% and finally Italy with 5%. The
author of the study predict a dramatic change in the market share. US wilt have dropped to around
25% and the China and India will increase over 13%. The middle east will remain more or less
constant at 9% where as Europe's and Japan's market share will be havoc and become less than 3%
for the biggest individual European countries like Italy and 11.K. Gold market has a completely
different significance in every economy as the metal gold is treated both as commodity and a
monetary asset. The stock of gold in the world can be divide into two parts; the stock of gold that
is lying in the mines and the above ground stock of gold.
The above ground stock of gold can be mobilized and the exchanged between parties. But
the total stock of gold in the world remains same. For this indestructible nature of gold, price of
gold is less volatile compared to that of other major commodties.
IMPORTS AND EXPORTS
The estimated imports and exports were about 145 tones and total Demand was 800 tones.
Total world demand for 2002 is estimated at about 3200 tones. Generally the figure floating out
there is that India holds 11000 tons of gold. Mr. Vijay Sarda, Mumbai based dealer, said that India
has been importing gold at east since 1993 and earlier also.
Export from the yield UA $ 17.1 billion in 2006-2007 against US and 16.64 billion in 2006-
2007 against US and 16.64 billion in 2005.-2006, reflecting a growth of 26%.
While the diamonds accounted for 64% of the total exports, gold jewellery accounted for
30.47%, colored gemstones and other accounted for 1.44%, 71.04% respectively last year. The
export of cut and polished diamond segment US $ 10.90 billion, while the export of gold jewellery

yielded US 5.21 billion last year. Colored gemstones exports fetched US $ 246.48 million last
fiscal, against US $ 232.35 million in the previous year.
Future growth in the gem and jewellery business is likely to be driven by increased exports
to the US; nn1 other markets, apart from surge 1n domestic consumption. Currently the major
destinations for India's gem and jewellery exports etc...
• US (28%)
• HONG KONG (21%)
• UAE (l5%)
• SINGAPORE (9%)
• BELGIUM (8%)
Another bullish factor for the gold market was the late October purchase of 200 tons of
gold by the RBI. This was bought from the international monetary funds as a part of currency
management strategy by India. Gold is being more widely accepted as a currency alternative, a
consideration that should be increased demand for gold that should support the price. However if
enough people are worried about inflation this will benefit gold. While there are fears about the
future of the American dollar.
Gold has long been considered The most desirable of precious metals , and its value has
been used as the standard for many currencies in history. Gold has been used as a symbol for
purity,value,raoyalty.one of the salient features about the gold is that a single gram of weight is
not at all wasted since it exploration. It has been rounding in different hands in one or the other
way.
The history of gold sarts from 2600BC.A huge description is available in Egyptian
Hieroglyphs. it may be the first metal used by humans and was valued for ornamentation and
rituals. Import locations famous in the name of gold are red sea in Saudi Arabia, Lydia
,Romania, Las Medullas,in spain,rosia Montana in transylvania, central America, peru and
columbia.

Today, gold has emerged as an important mean for investment also. Volatile markets and
unsuitable economic conditions have also added to it. China is the largest producer followed by
South Africa. But India is the largest consumer of the gold, where it is largely used for jewelry
together investment. India’s diversified religious customs and rituals have helped to the high
demand for gold.
PROFILE
The symbol for the sun has been used since ancient times to represent gold. The Turin
mining papyrus gold has been known and highly-valued since prehistoric times.it may have been
the first metal used by humans and was valued for ornamentation and rituals. Egyptian
hieroglyphs from as early as 2600BC describe gold, which king gold, which king tushratta of the
Mitanni claimed was “more plentiful than dirt ”in Egypt.
The south-east corner of the black sea was famed for its gold. Exploration is said to date
from the time of Midas, and this gold was important in the establishment of what is probably the
world’s earliest coinage in Lydia between 643 and 630BC.
The romance developed new methods for extracting gold on a large scale using hydraulic
mining methods, especially in spain from 25 BC onwards and in Romania from 150 AD
onwards. The Mali empire in Africa was famed throughout the old world for its large amounts of
gold. mansa musa, ruler of the empire (1312-1337) became famous throughout the world for his
great hajj to mecca in 1324. When he passed through Cairo in July of 1324 , he reportedly
accompanied by a camel train that included thousands of people and nearly a hundred camels.he
gave away so much gold that it took over a decade for the economy cross north Africa to
recover,due to the rapid inflation that it initiated.
During the 19th century, gold rushes occurred whenever large gold deposits were
discovered. The first documented discovery of gold in United States was at the Reed gold mine
near George ville, North Carolina in 1803 .The first major gold strike in the United States
occurred in a small north Georgia town called Dahlonega. Further gold rushes occurred in
California, Colorado, otago, Australia, Witwatersrand, black hills, and Klondike.

APPLICATION
In various countries, gold is used as a standard for monetary exchange, in coinage and
jewelry. Pure gold is too soft for ordinary use and is typically hardened by alloying with copper
or other base metals. The gold content of gold alloys is measured in carats (k), pure gold being
designated as 24k.2.3.1 As a medium of monetary exchange gold coins intended for circulation
from 1526 in to the 1930s were typically 24k,although the American gold eagle and British Gold
sovereign continue to be made at 22k, on historical tradition. the worldwide used coins are
American gold eagle, British gold sovereign, Canadian gold maple leaf ,gold kangaroos,
Australian gold nugget, Australian lunar calendar series, Australian philharmonic and American
buffalo.
JEWELLERY
Because of the softness of pure (24k) gold, it is usually alloyed with base metals for use
in jewelry, altering its hardness ductility, melting point, color and other properties. Alloys with
lower cartage, typically 22k, 18k, 14k or 10k, contain higher percentage of copper, or other base
metals or silver or palladium in the alloy. Copper is the most commonly used based metal,
yielding a redder color. 18k gold containing 25% copper is found in antique and Russian jewelry
and has a distinct, though not dominant, copper cast, creating rose gold. Fourteen carat gold-
copper alloy is nearly identical in color to certain bronze alloys, and both may be used to produce
police and other badges. Blue gold can be made by alloying with iron. Purple gold made by
alloying with aluminum, although rarely done expect in specialize jewelry. Blue gold is more
brittle and therefore more brittle and therefore more difficult to work with when making jewelry.
Fourteen and eighteen carat gold alloys can be made with palladium or nickel. White 18 carat
gold containing 17.3%nickel, 5.5% zinc and 2.2% copper is silver in appearance.

OTHER USES
*Salts and radio scopes of gold are used in pharmacology
*Gold leaf, flakes or dust is used in some gourmet foodstuffs, sweets and drinks as decorative
ingredient.
*Gold is used in dentistry as crowns and permanent bridges.
*Gold threads are used in embroidery.
*Gold has been used for electrical wiring in some high energy applications, atomic experiment
and other electrical equipment’s.
OCCURRENCE
In nature, gold most often occurs in its native state (that is, as a metal), though usually
alloyed with silver. Native gold contains usually eight to ten percent silver, but often much more-
alloys with a silver content over 20% are called electrum. As the amount of silver increases, the
color becomes whiter and the specific gravity becomes lower. Ores bearing native gold consist of
grains or microscopic particles of metallic gold embedded in rock, often in association with veins
of quartz or sulfide minerals like pyrite. These are called “lode” deposits. Native gold is also
found in the form of free flakes grains or larger nuggets that have been eroded from rocks and up
in alluvial deposits (called placer deposits).such free gold is always richer at the surface of gold-
bearing veins owing to the oxidation of rivers, where it collects and can be welded by water
action to form nuggets.

GOLD MINERALS
Gold usually occurs in nature as the native element or as the gold Silver Alloy Electrum.Gold
does occur combined with tellurium as the minerals Cleveite, Krennerite, Nagyagite, Petzite and
Sylvanite.
Gold also occurs as the rare bismuthide maldonite (Au2Bi) and the antimonide aurostibite
(AuSb2).gold also occurs as rare alloy with copper, lead, and mercury: the minerals auricupride
(Cu3Au ), novonerprite.(Aupb3) and weishanite (AuAg)3Hg2).
PRODUCTION
Since the 1880s, South Africa has been the source for a large proportion of the world’s
gold supply,
With about 50% of all gold ever produced having come from South Africa. Production in
1970 accounted for 79% of the world supply,
Producing about 1000 tones. However by 2007 production was just 272 tones. This sharp
decline was due to the increasing difficulty of extraction, changing economic factors affecting
the industry, and tightened safety auditing. In 2007 china (with 276 tones) overtook South Africa
as the world’s largest gold producer, the first time since 1905 that Africa has not been the largest.
Other major producers are United States, Australia, china, Russia, Peru. Mines in South
Dakota and Nevada supply two-thirds of gold used in the United States. In South America, the
controversial project Pascua lama aims at exploration rich fields in the high mountains of
Atacama desert, at the border between Chile and Argentina. Today about one quarter of the
world gold output is estimated to originate from artisanal or small scale mining.

INDIA AND GOLD
Jewelry has been an integral part of India. They was in demand right from the ancient times as
from Harappa and Mohenjo-Daro. India is the world’s largest consumer of gold. The estimates
shows major portion of India's gold comes not only from foreign import but also from smuggling.
This shows India's insatiable hunger for gold.
AN OVERVIEW OF INDIA'S GOLD INDUSTRY
The India's shining factor is possibly best reflected in the surge in the India's gold and
jewelry exports, which has been making a considerable contribution to India's foreign exchange
earnings. Mumbai has got countries gold and gems. The bulk of domestic gems and jewelry
industry is concentrated in unorganized sectors that employees an estimate of two million workers
serving over O. 1 million gold jewelers 8000 diamond jewelers. The hub of India's jewelry industry
is Mumbai that receives majority of the countries gold and diamond imports.
KERALA AND GOLD
South India is the hub of the jewelry. Kerala is especially noteworthy for it fondness in
golden jewelry. The state is having 20% India's gold jewelry. Over SOO kg of gold is produced
by the state. There are more than SOO retailers of gold in Kerala. Thrissur is one of the largest
manufacturing hubs in the state. In south India there are around 3000 large and medium sized
jewelry manufacturers besides around 4000 artisans employed in Kerala. Apart from this it also
provides employment to around 21akh people.

Chapter 3
COMPANY PROFILE

COMPANY PROFILE
The Avatar Group of Companies has line head its gold ornaments outlet named AVATAR GOLD
with entire package of offers and with unique. Collection of design. So after 20 years of business
and service. It is important to know how the customers behavior is against its competition and how
effective has been the product positing after the purchase of specialty goods or shopping goods,
the customer exhibits post purchase of specialty goods. It bad launched into gold retail business in
the year 1990 with their first show room in Trissur Round. This modest beginning they have grown
into an organization to neckon with the gold jewellery retailing. Drawing the last twenty years they
have grown into an organization having multicity / state presence across India and Middle East
currently they have retail outlet. Their second showroom in Trissur which is the largest over gold
retail showroom in Kerala opened having 10,000 Sq. and with wide range of collections. They are
aiming at opening branches of 2013 and fifty branches by 2015.
FEATURES OF AVATAR GOLD
• Executive showroom for 100% BIS hallmarked 916 gold collections.
• A vast array of modem designer collections from India, Singapore, Europe, Middle East, etc.
• Pure value for many guaranteed while buying and selling.
• Lifelong guarantee and free maintenance for gold ornaments.
• German made gold check coral analyzer to check purity of gold white buying and selling gold.
• Exclusive collection of MG diamonds.
• IGI certificate of authenticity and buy back guarantee for diamond ornaments.
• Special counter for world class branded watches like omega, Rado, Mont Blanc, Seiko foce,
Tissut, Espiritm contimental, police, Tag, Hewer cater pillar, D4 swiss, Accurate and Citizen.
• 2 years international warranty and after sale services for swiss made watches.
• International genological institutes certificate for diamond amentd.

• Availability of well trained professional sales executives.
MISSION OF THE ORGANISATION
Mission of the organization as follows:-
• To provide employment opportunities to educated people.
• To training to unskilled persons.
• To provide employment to person from rural area.
• To provide good quality products at reasonable price.
• To give customes the best value for their money.
• To provide good working conditions.
• To earn reasonable profit.
SOCIAL RESPONSIBILITY OF AVATAR GOLD
Social responsibility means the obligation of a business to act in manner, which will secure
the best interest of society.
• Towards the employees.
Workers are needed the pillar of the organization. They are the important part of the
organization. It is therefore very necessary to keep them satisfied and given them in due. According
to modern philosophy, labour is a human being and worker next.
Avatar gold has to assure job reactivity for their workers and her to pay reasonable salaries
for their effort. It also creates good working conditions, like good lighting, ventilation, air
conditioning to it's employees. The company also provides ESI to their staff. They are provided
with accommodation, insurance coverage and uniforms to the staff. The firm also ensure selection
and recruitment is being done without any discrimination like caste, colour, religion and state.

• Towards customers
The satisfaction of the customers should be the primary concern of every business concern. Avatar
Gold ensures the marketing of such goods which are demanded by the customers based on their
taste preferences. It also ensures adequte supply of good quality products at reasonable price.
• Towards Society
Avatar Gold ensures maximum utilization of nations rich resources, they try to dispose less
wastage. Together with this they also create more employment opportunities. Provide jobs for
unemployed youths of rural area. It also maintains good relation with local area.
VISION OF THE ORGANISATION
• Future increase in market share of the company in jewellery in India.
• Continue to expand their retail operations.
• Continue to expand their product offering and maintain high quality customer service.
• Increase their retail capabilities and revenue and harness in herent synergies to their integrated
operations
About Avatar Gold and Diamonds
Avatar Gold and Diamonds the synonym of trust and eminence led through clergy business
in Gold and diamond since last 2 decades Avatar Group stepped in to gold retail business in 1990
with its first showroom in the cultural capital of Kerala, Thrissur. It was a new beginning of big
dreams.
During the last twenty three years are have grown with multicity / state presence across India, and
middle cast. Today Avatar Gold and diamonds is a leading organization engaged in the business
of gold, diamonds, platinum, and silver ornaments at Thrissur, Edappal, Trichi, Dubai, Abu Dhabi,
Doha, Qatar, Avatar is taking a new turning point in its growth-with its new showrooms in lulu

mall - Cochin, Tirur and Riyadh and Saudi Arabia. Our vision covers the plan to start new
showrooms in all major cities of India and middle cost and ensure better reaches to our customers
globally.
Avatar gold and diamonds new mega showroom inaugurated by Avatar Gold and diamond
brand ambassador Mamootty on 9-12-12. Avatar Gold and diamonds which has over 25 years of
tradition in the jewellery field launched its 5 showroom EMKE Silks. It also created new era in
jewellery with their exclusive and trendy wedding collections. When EMKE Silks and Avatar gold
operating in the same building, it will become the final destination for wedding purchase.
Customers will have. a new shopping experience for both ornaments and wedding purchase.
Avatar never compromise when it come to the quality of gold. Avatar believes introducing
a pure gold product and this is the only reason of their success said Abdulla, the Director of Avatar
Gold and Diamonds.
Avatar gold has become more popular with the presence of Mammootty recognized as one
of the finest actors in Indian cinema as their brand ambassador. New Avatar Gold and diamonds
showroom presents bridal collections, shrine collections, traditional collections, Turkish
collections, kid’s collections, etc. and separate section for diamonds previous stone, platinum,
silver, ornaments and branded premium watches.
AVATAR GOLD AND DIAMONDS QUALITY POLICY
The moment you pick a jewellery piece is a beginning of a wonderful relationship with us
we are committed to our quality and services. For the last 2 decades we have been celebrating the
finest experiences in gold with our esteemed clientele to suit every occasion and special moments
of birth, marriage, and anniversaries and beyond. We attribute our success to our dedication and
uncompromised service to our customers. The legendary quality and genuine value in addition to
the highest level of service has been the foundation of Avatar success we celebrate 23 years of
tradition and trust with its growing strength in world gold market. Our staffs are professionally
trained and we seek every means to improve dissolves and our product quality. Your valuable
feedbacks are important to us. Many thanks for your past support and we look forward to serve
you better in the future.

ORGANISATIONAL STRUCTURE
BOARD OF DIRECTORS
FINANCE MARKETINGMEDIAPURCHASEHRM SALES
EMPLOYEES
EXECUTIVES
ASST. MGRS
MANAGER

Chapter 4
LITERATURE REVIEW

4.1 THEORETICAL FRAMEWORK
MEANING
Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be tremendous benefit to any organization,
as happy workers will be likely to benefit to any company. There are many factors for maintaining
high employee satisfaction, which wise employers would do will to implement.
EMPLOYEE SATISFACTION
To increase employee satisfaction, many companies will have mandatory survey or face to face
meeting either employees to gather information. Both of these tactics have pros and cons and
should be chose carefully. Surveys are often annoying allowing workers more freedom to be honest
without fear. Interview with company management can feel intimating but if done carefully can
let to workers know their voice has been heard and their concern addressed by those in changes.
Surveys and meetings can truly got the center of data surrounding employee satisfaction and can
be great tools to identify specific problems leading to lowering morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel they are part of the family or team. Holding Office Events such as parties and group
outings can help close bonds among workers. Many companies also participate in team building
retreats that are designed strengthen the working relationship of the employers in the non-working
related settings. Company trips, pain ball wars and guided back parking trips are versions of this
type of team building strategy, with which many employees have founded success.
Of course, few will not experience a boost in morale after receiving more and many raises and
bonuses can seriously affect employee satisfaction and should be given when possible. Yet money
cannot solve all morale issues and of a company with wide spread problems for workers cannot
improve their overall improvement, a bonus may be quickly forgotten as daily stress of an
unpleasant job continuous to mount.
If possible, provide amenities to your workers to improve morale. Make sure they have a
comfortable, learn, break, rooms which basic necessities such as a running mates keep facilities

such as clean bathroom stocked with supplies. While professionalism is necessary for most
business allowing workers to keep family photos or small trinkets on their desk can make them
fed more comfortable and nested at their workstation. Basic consideration like these can improve
employee satisfaction, as workers will fed well asked for by their employers.
The backbone of employee satisfaction in respect for workers and the job they perform. In every
interaction with management, employees should be treated with courtesy and interest. In easy
avenue for employers to discuss problems, with upper management should be maintained and
carefully monitored. Even if management cannot meet all the demands of employees. Showing
workers that they are being heard and putting honest dedications into compromising will often
help to improve morale.
IMPORTANCE OF EMPLOYEE SATISFACTION
Purpose or benefits of employee satisfaction include as following,
• Enhance employee retention.
• Increase productivity.
• Increase customer satisfaction.
• Reduce turnover, recurring and training cost.
• Enhance customer satisfaction and loyalty.
• Energetic employers
• Improve team work
• Higher quality products and or services due to more competent, energized employees.
ORGANISATIONAL DEVELOPMENT FACTORS
• Brand of organization in business field and comparison with leading competitor.
• Mission and vision of organization.
• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS
 Wages and Salary
 Benefits
 Rewards And Penalties
PROMOTION AND CAREER DEVELOPMENT FACTORS
> Opportunities for promotion.
> Training program participated or will do.
> Capacity of career development.
WORK TASK FACTORS
• Quantity of task.
• Difficult level of task.
RELATIONSHIP WITH SUPERVISORS FACTORS
 Level of coaching
 Level of assignment for employee.
 Treatment of Employee etc.
WORKING CONDITION AND ENVIRONMENT FACTORS
• Tools and equipment.
• Working methods
• Working environment
CORPORATE CULTURE FACTORS
 Relationship with co-workers
 Level of sharing etc...

COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE
FACTORS
 Competencies and personalities of employee are suitable for job.
 Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS
SALARY
Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole job in return for the
salary.
OVERTIME ALLOWANCE
Overtime allowance in extra cash compensation for the hours that employees work in excess.
DECISION MAKING
Decision making involves the selection of a suitable action from among two or more possible
alternatives in order to arrive at a solution to a problem.
PROBLEM SOLVING
Grievance handling means help to solve a problem of the person who is in trouble and went some
kind of help. It is to help such a person is a way that can give him justice to his satisfaction.

WELFARE FACILITY
Employee welfare aims at providing such service facilities and amenities, which enables a worker
to perform their employee well. An employee welfare facility consists of canteen, rest rooms,
housing facility, medical facility, educational facility and transportation facility. This study helps
to find out the various accretions facilities they are provided by the company.
TEAM WORK
The process of working a group of people in order to achieve a goal.
TRAINING
Training is the format and systematic modification of behavior. Which occurs as a result of
education, introduction development and planned experience.
JOB SECURITY
It is the probability that an individual will keep his or her job. A job with a high level of job security
in such that a person with the job would have a small chance of become employees.
EFFECTIVE COMMUNICATION
Communication is a process in defined and shared between diving organisms. Communication
requires a sender, a message and need not be present as aware of the seniors intent to communicate
at the time of communication thus communication can occurs across vast distances in time and
space. Communication requires that the communicating panics share an area of communication.
WORK SHCEDULE
Employees work schedules vary from full fill time lo part time to job shares. All work schedules
have one thing in common; the employee is doing work under an employer. Today's employers
understand that flexibility is what employee requires in their work schedules. If they don't
employers should beware

4.2 LITERATURE REVIEW
The history of job satisfaction stems back to the early 1900’s with the situationist
perspective on job satisfaction. This perspective states that satisfaction is determined by certain
characteristics of the job and characteristics of the job environment itself. This view has been
present in the literature since the first studies by Hauser, Taylor and the various projects at the
Western Electric plants in Hawthorne (Cranny, Smith & Stone 1992). These studies follow the
assumption that when a certain set of job conditions are present a certain level of job satisfaction
will follow. The Hawthorne Studies are considered to be the most important investigation of the
human dimensions of industrial relations in the early 20th century. They were done at the Bell
Telephone Western Electric manufacturing plant in Chicago beginning in 1924 through the early
years of the Depression. The Hawthorne plant created an Industrial Research Division in the early
1920’s. Personnel managers developed experiments to explore the effects of various conditions of
work on morale and productivity (Brannigan & Zwerman 2001). “Today, reference to the
“Hawthorne Effect” denotes a situation in which the introduction of experimental conditions
designed to identify salient aspects of behavior has the consequence of changing the behavior it is
designed to identify. The initial Hawthorne effect referred to the observation that the productivity
of the workers increased over time with every variation in the work conditions introduced by the
experiments” (Brannigan & Zwerman 2001). Simply stated when people realize that their behavior
is being watched they change how they act. The development of the Hawthorne studies also
denotes the beginning of applied psychology, as we know it today. These early studies mark the
birth of research on job satisfaction relating to ergonomics, design and productivity.
One of the most popular and researched measures of job satisfaction is the Job Descriptive
Index (JDI). “The JDI is a 72-item adjective checklist type questionnaire developed by Smith,
Kendall, and Hulin in 1969” (Gregson, 1991). This measure basis itself on five facets of job
satisfaction. The first facet is the work itself, satisfaction with work itself is measured in terms of
the core job characteristics such as autonomy, skill variety, feedback, task identity, and task
significance (Hackman & Oldham, 1975). Supervision, the second facet, is measured in such ways
as how supervisors provide feedback, assess employee’s performance ratings, and delegate work
assignments.

Coworkers, the third facet, are measured in terms of social support, networking, and possible
benefits attached to those relationships (Cranny, Smith & Stone, 1992). Pay, the fourth facet, is an
important source of satisfaction because it provides a potential source of self-esteem as well as the
generic opportunity for anything money can buy (Brockner, 1988). Obviously satisfaction with
pay is measured primarily by current income but also by opportunities for salary increases.
Promotion is the final facet and the one that the JDI explicitly assesses how perceptions about the
future can affect job satisfaction. Today the facets of the JDI are generally assessed by modifying
the adjective checklist and using a Likert scale on statements such as, “opportunities for
advancement are plentiful” measured from one (strongly disagree) to five (strongly agree)
(Cranny, Smith & Stone, 1992).
Another popular and highly researched measure of job satisfaction is the Minnesota
Satisfaction Questionnaire (MSQ). The MSQ can be scored for twenty facets; scores from one
question for each facet provide a single overall composite score. The MSQ is commonly used in
conjunction with the Minnesota Importance Questionnaire (MIQ). “These instruments were
designed for use with adult career counseling clients with work experience. They are particularly
useful for clients that might be called “career changers,” that is, adults with considerable work
experience in one or more chosen occupations who are dissatisfied with their work and remain
undecided about their career future” (Thompson & Blain, 1992).
A study conducted in Europe, Asia, Africa, and the Americas reported similarities among
workers. “10,339 workers were surveyed across 10 European countries, Russia, Japan, and the
United States. Researchers consistently identified the same top five key attributes in a job: ability
to balance work and personal life, work that is truly enjoyable, security for the future, good pay or
salary and enjoyable co-workers. Across the four major geographic regions studied, workers
specifically emphasized the importance of potential advancement and the opportunity to build
skills as a way to maintain employability and job security” (Yankelovich Partners, 1998 p.42).
A survey polling members of the Association for Investment Management and Research found
that 81% of the managers said they were satisfied or very satisfied with their job. When asked to
identify the factors that create positive feelings about their job, most managers named professional
achievement, personal or professional growth, the work itself and their degree of responsibility

more important than compensation. Factors they viewed as creating negative feelings about their
jobs were company policies, administration, relationships with supervisors, compensation and the
negative impact of work on their personal lives (Cardona, 1996, p.9). In order to decrease some of
these negative feelings and increase productivity it has been proposed to reduce the number of
work days employees miss by increasing job satisfaction, redesigning disability plans and
involving supervisors in management (Maurice, 1998, p.13).
Other research indicates that customer satisfaction and loyalty are excellent predictors of
profitability…the strongest predictors of customer satisfaction: employees’ general satisfaction
with their jobs and employees’ satisfaction with their work/life balance” (McDonald & Hutcheson,
1999, p.18). Again it’s important to note that job satisfaction is subject to change. “Results of
studies comparing differences between age groups and level of job satisfaction report an increases
in job satisfaction with age” (Osipow, 1968).
“From an employee’s standpoint, job satisfaction is a desirable outcome in itself. From a
managerial or organizational effectiveness standpoint, job satisfaction is important due to its
impact on absenteeism (1) turnover, (2) and pro-social “citizenship” behaviors such as helping
coworkers, helping customers, and being more cooperative. (3) Thus, to redesign jobs, reward
systems, and human resource management policies that will result in optimum job satisfaction and
productivity, managers need to know what employees value” (Karl & Sutton, 1998, p.515). In
order to know what employees value it is necessary for organizations to assess and pay attention
to current levels of job satisfaction.
Current studies on job satisfaction are plentiful with some interesting results. In one study
the relationship among career experience, life satisfaction, and organizational factors for managers
of healthcare organizations is explored. Within this study a two-stage Delphi analysis of American
College of Healthcare Executives (ACHE) members identified nine domains of important job
skills, knowledge, and abilities necessary for Success as healthcare managers. The nine domains,
ranked in order of importance, are cost/finance, leadership, professional staff interactions,
healthcare delivery concepts, accessibility, ethics, quality/risk management, technology, and
marketing.

Chapter 5
RESEARCH METHODOLOGY

The data needed for the study is collected from the employees, through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data presented through
tables and charts.
RESEARCH DESIGN
The study was based on survey method. The aim of the study is to find satisfaction levels
of employees.
SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.
PERIOD OF STUDY
This study on employee satisfaction was conducted during the period of Twenty One Days.
SAMPLE SIZE
The sample size of this study is fifty respondents.
DATA COLLECTION
The data collected for the study consists of both primary and secondary data.
PRIMARY DATA
In this study primary data were collected through personnel interview using questionnaire.
The questionnaire was administered to fifty employees of AVATHAR GOLD, EDAPPAL.

SECONDARY DATA
Secondary data for this study was collected from.
 Previously published records, statistics, research reports and documents.
 Books, Periodical and websites.
QUESTIONNAIRE
In this study the researcher have used a questionnaire consisting of twenty multiple choice based
questions
TOOLS USED FOR ANALYSIS
Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the
analysis.
GRAPHICAL REPRESENTATION OF DATA
Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.

5.9 LIMITATIONS OF THE STUDY
 This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy
cannot be assured.
 The research was carried out in a short span of time, where in the research could not widen
the study.
 The period of study was too short. So it was not possible to collect the relevant information
with in that period.
 The findings are based on the answers given by the employees, so any error or bias may be
affect the validity of the finding

Chapter 6
DATA ANALYSIS AND INTERPRETATION

TABLE NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES
EMPLOYEES NO OF RESPONDENTS PERCENTAGE
Below 2 years 10 20%
2-5 years 14 28%
Above 10 years 26 82%
Total 50 100
CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES
INTERPRETATION
From the above table, 20% of employees have the working experience below 2 years and 28% in
between 2-5 years, at the time 82% employees’ work above 10 years in this institution
0
5
10
15
20
25
30
Below 2 years 2-5 years Above 10 years
NO OF RESPONDENTS

TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES
OPINION NO OF RESPONDENTS PERCENATGE
Highly Satisfactory 18 36%
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100
CHART NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES
INTERPRETATION
From the above table 36% of employees are highly satisfied in training programmes, 40% of
employees satisfied and 24% dissatisfied.
0%
5%
10%
15%
20%
25%
30%
35%
40%
Highly Satisfied Satisfied Dissatisfied

TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF
INSTITUTION
OPINION NO OF RESPONDENTS PERCENTAGE
Good 36 72%
Bad 8 16%
Average 6 12%
Total 50 100
CHART NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF
INSTITUTION
INTERPRETATION
Form the above table 72% of employees had good opinion about the safety measure and 16% had
bad opinion, same time 12% employees had average safety measure only provided.
0
5
10
15
20
25
30
35
40
Good Bad Average
NO OF RESPONDENTS PERCENTAGE

TABLE NO. 6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED
SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE
Highly satisfactory 20 40%
Satisfied 22 44%
Dissatisfied 8 16%
Total 50 100
CHART NO. 6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED
INTERPRETATION
From the above table 40% of employee highly satisfied in their leave provided, 44% are satisfied
and 16% dissatisfied.
0
5
10
15
20
25
Highly satisfactory Satisfied Dissatisfied
NO OF RESPONDENTS

TABLE NO. 6.5: SHOWING WHETHER THE JOB OFFER TO REALISE
EMPLOYEES APPLICATION AND AMBITION
Yes 12 24%
No 8 16%
Can’t say 30 60%
Total 50 100
CHART NO. 6.5: SHOWING WHETHER THE JOB OFFER TO REALISE
EMPLOYEES APPLICATION AND AMBITION
INTERPRETATION
From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of
employees are not answered the question.
0
5
10
15
20
25
30
35
Yes No Can’t say
NO OF RESPONDENTS

TABLE NO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE
Yes 14 28%
No 6 12%
Can’t say 30 60%
Total 50 100
CHART NO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE
INTERPRETATION
From the above table 8% of employees to get chance to be involved and identified with goal and
image. 12% should not get chance and 60% of employees are not answered the question
0
5
10
15
20
25
30
35
Yes No Can’t say
NO OF RESPONDENTS

TABLE NO. 6.7: SHOWING WHETHER EMPLOYEES TO GET A
CHANCE IN PART OF DECISION MAKING
Yes 30 60%
No 6 12%
Can’t say 14 28%
Total 50 100
CHART NO. 6.7: SHOWING WHETHER EMPLOYEES TO GET A
CHANCE IN PART OF DECISION MAKING
INTERPRETATION
From the above table 60% of employees get chance to be involved in decision making 12% should
not get chance and 28% of employees are not answered the question.
0
5
10
15
20
25
30
35
Yes No Can’t say
NO OF RESPONDENTS

TABLE NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT
Yes 20 40%
No 10 20%
Can’t say 20 40%
Total 50 100
CHART NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT
INTERPRETATION
From the above table 40% of employees feels the good team spirit, 20% should not feel and 40%
of employees are not answered the question.
0
5
10
15
20
25
Yes No Can’t say
NO OF RESPONDENTS

TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER
PROMOTION AND GROWTH OPPORTUNITES
Yes 34 68%
No 6 12%
Can’t say 10 20%
Total 50 100
CHART NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER
PROMOTION AND GROWTH OPPORTUNITES
INTERPRETATION
From the above table 6% employees to get proper promotion and growth opportunities, 12% of
employees should not get, 20% employees are not answered the question.
0
5
10
15
20
25
30
35
40
Yes No Can’t say
NO OF RESPONDENTS

TABLE NO. 6.10:SHOWING WHETHER SUPERVISOR LISTEN TO THE
OPINION AND SUGGESTIONS
Yes 28 56%
No 8 16%
Can’t say 14 28%
Total 50 100
CHART NO. 6.10:SHOWING WHETHER SUPERVISOR LISTEN TO THE
OPINION AND SUGGESTIONS
INTERPRETATION
From the above table 56% of employees are agreed that supervisor listen to their opinions and
suggestions, but 10% employees are disagree and 28% employees are not answered the question.
0
5
10
15
20
25
30
Yes No Can’t say
NO OF RESPONDENTS

TABLE NO. 6.11:SATISFACTION LEVELOF EMPLOYYES IN OVERALL
ALLOWANCES
Yes 24 48%
No 16 32%
Can’t say 10 20%
Total 50 100
CHART NO. 6.11: SATISFACTION LEVEL OF EMPLOYYES IN
OVERALL ALLOWANCES
INTERPRETATION
From above table 48% of employees satisfied the overall allowances, 32% should not satisfied and
20% of employees are not answered the question.
0
5
10
15
20
25
30
35
Yes
No
Can’t say

TABLE NO. 6.12:OPINION OF EMPLOYEES REGARDINGBEHAVIOUR
AND SUPPORT OF MANAGEMENT
Good 38 76%
Bad 4 8%
Average 8 36%
Total 50 100
CHART NO. 6.12:OPINION OF EMPLOYEES REGARDING BEHAVIOUR
AND SUPPORT OF MANAGEMENT
INTERPRETATION
From above table 76% of employees are shared a good experience and 8% in a Bad level, 16% in
average level.
0
5
10
15
20
25
30
35
40
Good Bad Average

TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100
CHART NO. 6.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY
INTERPRETATION
From the above table 36% of employees are highly satisfied and the work facilities provided by
the company. 20% are satisfied and 24% of employees are not satisfied
0
5
10
15
20
25
NO OF RESPONDENTS

TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR
Satisfied 38 74%
Dissatisfied 2 4%
Total 50 100
CHART NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR
INTERPRETATION
From the above table 16% of employees are highly satisfied the working relationship with their
supervisor and 76% satisfied and 4% is dissatisfied.
0
5
10
15
20
25
30
35
40
NO OF RESPONDENTS

TABLE NO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED
Satisfied 2 4%
Dissatisfied 4 8%
Total 50 100
CHART NO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED
INTERPRETATION
From the above table 88% is highly satisfied on companies’ motivational programmes and 4%
satisfied and 8% dissatisfied.
NO OF RESPONDENTS

TABLE NO. 6.16:SHOWING WHETHER THE EMPLOYEES SATISFIED
WITH THE TIME OF THE JOB
Satisfied 4 8%
Dissatisfied 10 20%
Total 50 100
CHART NO. 6.16:SHOWING WHETHER THE EMPLOYEES SATISFIED
WITH THE TIME OF THE JOB
INTERPRETATION
From the above 72% of employees highly satisfied with the working time 8% satisfied and 20%
dissatisfied.
0
5
10
15
20
25
30
35
40
NO OF RESPONDENTS

TABLE NO. 6.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES
Good 40 80%
Bad 4 8%
Average 6 12%
Total 50 100
CHART NO. 6.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES
INTERPRETATION
From the above table 80% of employees have good opinion about refreshment and recreation
facilities and 8% have bad opinion and 12% have average opinion.
0
5
10
15
20
25
30
35
40
Good Bad Average

TABLE NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT IN
EMPLOYYES SUGGESTIONS AND GRIEVANESS
Good 6 12%
Bad 4 8%
Average 40 80%
Total 50 100
CHART NO. 6.18:OPINION REGARDING MANAGEMENT SUPPORT IN
EMPLOYYES SUGGESTIONS AND GRIEVANESS
INTERPRETATION
From the above table 12% of employees have good opinion about and regarding management
support in employees’ suggestion and grievances.
0
5
10
15
20
25
30
35
40
45
Good Bad Average

TABLE NO. 6.19:LEVELOF UNDERSTANDINGBYTHE MANAGEMENT
IN EMPOLYEE NEEDS AND WANTS
Good 6 12%
Bad 4 12%
Average 38 76%
Total 50 100
CHART NO.6.19:LEVELOF UNDERSTANDINGBYTHE MANAGEMENT
IN EMPOLYEE NEEDS AND WANTS
INTERPRETATION
From the above table 12% of employees have good opinion regarding management understanding
of employees need and wants. 12% have bad opinion and 70% having an average opinion.
0
5
10
15
20
25
30
35
40
Good Bad Average
NO OF RESPONDENTS

TABLE NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK
ENVIRONMENT
Good 36 72%
Bad 6 12%
Average 8 16%
Total 50 100
CHART NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK
ENVIRONMENT
INTERPRETATION
From the above table 72% of employees satisfied with the work environment and 12% of them
having bad and 16% having an average satisfaction regarding our statement.
0
5
10
15
20
25
30
35
40
Good Bad Average

HYPOTHESIS TESTING
CHI-SQUARE TEST
H0: There is no significant relationship between employees’ satisfaction in work
facilities and working relationship with supervisor.
H1: There is significant relationship between employees’ satisfaction in work
facilities and working relationship with supervisor.
OBSERVED FREQUENCIES
OBSERVED
FREQUENCY
HIGHLY
SATISFIED
SATISFIED DISATISFIED TOTAL
Employees work facilities 18 20 12 50
Employees work
relationship with
supervisor
10 38 2 50
Total 28 58 14 100
CHI-SQUARE= ∑ (0-E) 2/E
O= Observed Frequency
E= Expected Frequency
Expected Frequency= Row Total/Column Total * Grand Total

O E O-E (O-E)2 (O-E)2/E
18 50*28/100=14 4 16 1.142
20 50*58/100=29 -9 81 2.793
12 50*44/100=7 5 25 3.571
10 50*28/100=14 -4 16 1.142
40 50*58?Z9=29 11 121 4.172
∑ (O-E) 2/E= 12.82
Degree of Freedom= (c-1) (r-1)
5% level of significance= 2
Table value = 5.991
COMMENT
As the calculated value is more than table value. Therefore null hypothesis is rejected
and it concluded that there is significant relationship between employees’
satisfaction in work facilities and working relationship with supervisor.

Chapter 7
FINDINGS AND SUGGESTIONS AND CONCLUSION

7.1 FINDINGS
 Majority of the employees know the overall goals of the company.
 Most of employees are highly satisfied (88%) with motivational programmes provided by
the company.
 Only 16% of employees are dissatisfied with the leave and other conditions provided by
the company.
 Majority of the employees are dissatisfied with the chance to be involved and identified
with the goal and image.
 Majority of employees are satisfied with the allowances provided by the company.
 Higher portion of employees are satisfied with the promotion and growth opportunities
provided by the company.
 Most of the employees always get a chance a part of decision making (60%).
 Majority of employees satisfied (40%) with the good team exist in the organization.
 Majority of employee’s opinion are the superior listen to their opinion and suggestion.
 Only 16% of employees are not to get enough time to spend with your family on leave
occasion.
 Most of employees satisfied (72%) the time of the job.
 24% employees dissatisfied the training programmes conducted by the company.
 Majority of employees have a good opinion about safety measures provided by institution
(72%).
 Most of employees get proper promotion and growth opportunities (68%).
 Some of the employees had bad opinion about behavior and supper of management (8%).
 Majority of employees satisfied (70%) the working relationship with their supervision.
 Majority of employees satisfied the refreshment and recreation facilities.

7.2 SUGGESTIONS
 Management have to make effective communication channels in the firm.
 Management should take remedial measures to improve general working condition of the
firm there by employees will be satisfied in their job.
 Management should take proper care to maintain employee-employer relationship.
 Proper guidance and counseling should be provided to the employees so that their mental
satisfaction can be improved.
 Management should provide proper safety measures in the organization, so the employees
will be secured in the job.
 Management should provide promotional facilities to the employees then only they will be
motivated in the job.
 Management should provide proper leave to the employees.
 Management should take effective welfare measure-s to meet industry standards.
 Management should provide more opportunities to employees in order to participate in
decision making.

7.3 CONCLUSION
As a part of our project work, I got an opportunity to spend a period of Twenty One days in
AVATAR GOLD AND DIAMONDS. It helped me to analyze the working of the organization
which helped as to convert our theoretical knowledge into practical.
The present study is an earnest attempt to determine employee’s satisfaction in AVATAR GOLD
AND DIAMONDS. It is indeed necessary for any organization to understand the need of their
employees and fulfill them before they leave the organization. If nothing is done by the
organization then there are chances to loose talented employees from any organisation to its
competitors. Hence it is necessary for any organization to ensure employees satisfaction.
From the study it was identified that the most of the employees are satisfied with the job. Majority
of the employees are satisfied with the salary structure, promotional programs, working condition,
allowances provided by the organization. They are also satisfied with the employer-employee
relationship and communication channel in the organization. But still only 40% of the employees
get opportunities to participate in decision making. Also majority of the employees are not
provided with the welfare measures. If the firm concentrates of the findings and suggestions of
their survey, we hopefully believe that the organization can further bring out their labor with full
satisfaction and obtain good result.

Chapter 8
BIBLIOGRAPHY

BIBLIOGRAPHY
BOOKS:-
 Dr. Guptha C. Human Resource Management, Sultan Chand and Sons, New Delhi, 2004.
 Rakesh Chopre, Human Resource Management U.K Publishing 2 edition New Delhi, 2004.
 Kothari. C.R, Research Methodology, New Age International Private Ltd, New Delhi,
2004.
WEBSITES:-
 www.wikipedia.com
 www.myavathar.com
 www.google.com

ANNEXURE
QUESTIONNAIRE
I, AJEESH, IIIrd Semester MBA Students of MES College of Engineering Kuttipuram. This is a
survey conducted as part of my minor project in partial fulfillment of the P.G. under the
University of Calicut. The Information given by you will be used purely for Academic purpose
and will be kept confident. I will be very much obliged if you spare some time for answering the
following questions.
Name:
Sex:
Position:
PERSONALINFORMATION
Age:
20-30 30-40 41-50 51 &Above
Education Qualification:
SSLC Plus Two Degree Other
Monthly Income:
Below 8000 8000-10000 10000-25000
1. Whether Company Give more concern for production or people?
People Production
2. Whether the company give reward to the employee?
Yes No

Opinion Strongly
Agree
Agree Neutral Disagree Strongly
Agree
12. Promotion based on Performance
13. Cohesive relationship with team
members
14. Feelings of job security
15. Able to adjust with colleagues and
mannerism
16. Fair employee grievance policy
17. Compressed work week policy
18. Providing leave salary
19. Job Improving Social Status
Opinion Highly-
Satisfied
Satisfie
d
Neutral Dis-
Satisfied
Highly-
DisSatisfied
3. Salary provided
4. Incentives Provided
5. Drinking Facility
6. Rest Time
7. Break Duration
8. Food
9. Time Schedule of work
10. Reward Provided
11. Leave Policy of Company

20. Suggestions
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………

PROJECT REPORT ON EMPLOYEE SATISFACTION (sample)

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