CHAPTER I
INTRODUCTION

INTRODUCTION The employees in a company largely determine the success of the company. The company cannot achieve the goals if it does not have the right set of employees. This is the reason why companies put in extensive efforts in choosing candidates for the company. Most of the times skills and knowledge of the employee is considered to gauge his performance in the company. One factor that is overlooked by most of the company owners is employee’s satisfaction. Various surveys and researches have shown that employee’s satisfaction plays a pivotal role in performance of a candidate. If any company wants to draw out the best from its employees then it should provide best means to satisfy the need and requirement of its customers. Before one can know various ways to facilitate employee satisfaction, it is essential to understand what does it actually mean. Organization is the backbone of management. Without efficient organization no management can perform its function smoothly. An organization operates according to the overall values, or priorities in the nature of how they carry out their activities. These values are the personality, or culture, of the organization. Many writers have attempted to state the nature, characteristics and principles of the organization in their own way. For instance to their sociologist, organization means a study of the interaction of the people, classes or hierarchy of an enterprise, to the physiologist. Organization means an attempt to explain, predict and influence behavioral of individuals in an enterprise. The organization is widely used to connect a group of people and the structure of relationship. Organizations, according to Gary Johns, are social inventions for accomplishing goals through group efforts. Organization is a group of people working together co-operatively under authority towards achieving goals and objectives that mutually benefit the participants and the organization. Organization study refers to the study of organization as a whole and getting familiar with various functional departments in the organization. This study helps to bridge the gap between the theory and practical aspects of the organizational functions. In this the researcher tries to learn the practical aspect of the business and learns how the theories learned are put into actual business environment. Employee satisfaction is the terminology used to describe whether employees are happy, contended and fulfilling their desires and needs at work. Many measures purpose that employee satisfaction is a factor in employee motivation, goal achievement and positive employee morale in a workplace. This study helps the management to find out satisfaction of an employee in an organization. Majority of the people believes that there is a positive relationship with job satisfaction and productivity. But research evidence concludes that there is no strong relationship between these two. According to research finding of Vroom conducted in 1964, the median between satisfaction and performance is only 0.14. Good job will lead to satisfaction. An employee’s poor performance leads to dissatisfaction. An employee who is performer will get fewer rewards and will be less satisfied with his job experience. Moreover research also indicates that job satisfaction may not necessarily lead to improvement of individual performance but it does not lead to departmental and organizational level of improvement. The relation between employee satisfaction and absenteeism has been conclusively proved. When satisfaction is high absenteeism will below and when satisfaction is low, absenteeism will be high. Less satisfied employees are more likely to be absent from work. When people are dissatisfied from their work, company and supervisors they are more prone to experience accidents. An underlying reason for this is dissatisfaction takes one’s attention away from the task at hand and leads directly to accidents. A satisfied worker will always be careful and attentive towards his job.
The organization study will gather the information regarding the organizational setup, overall performance, departmental performance, market performance, finance performance etc. the study was conducted in Co-Operative Bank, Kadakkal The success or the feature of a company is determined by performance of its management. Management has to play a big role in company functions such as decision making.

OBJECTIVES OF THE COMPANY
The objectives of the company grouped into two. 1. Primary objective 2. Secondary objective

1. Primary objectives
The primary objectives of Co-Operative Bank are as follows. 1. Distribution of products and services. 2. Satisfying personnel objectives of the members of the organization. 3. Security 4. Recognition 5. Meet community and social obligation 6. Employment opportunity

2. Secondary Objectives
The secondary objectives are as follows; 1. Economy of operation in meeting the primary objectives 2. Effectiveness of operation in the meeting the primary objectives
OBJECTIVES OF THE STUDY The study aims to examine the satisfaction among employees with regard to Co-Operative Bank, Kadakkal
The main objectives are as follows; 1. To examine social, cultural, educational and economic background among the employees working in the Co-Operative Bank 2. To satisfy the major factors influencing job satisfaction of employees. 3. To compare the responses of various category of employees relating to their job satisfaction. 4. To measure and compare the indices relating to the satisfaction of work on the basis of their job area, education, income etc. 5. To make recommendations based on the observation of the study.
SCOPE OF THE STUDY This study is conducted at Co-Operative Bank, Kadakkal. The scope of the study indicates evaluation of employee satisfaction and various steps taken by the company for this purpose. Every organization plans, organize, directs, co-ordinates and control the resource to achieve objectives. Employee satisfaction means different things to different people.
This study covers the following major areas - * This study involves the history, growth and present scenario of the industry. * The study also covers the satisfaction of the employees.
RESEARCH METHODOLOGY
Research is a careful study to discover correct information. Research methodology is the science of studying how research is done specially and in systematic manner. Research methodology deals with the objectives of research study i.e., method of defining the problem, type of hypothesis formulated and type of data collected.
DATA COLLECTION METHODS The data can be collected through primary and secondary sources. 1. Primary data collection
The study is mainly based on primary data it is done through. * Questionnaire method
There are 20 questions and the respondent’s record their answers without the assistance of the interviewer * Observation method.
Observing functions in various departments such as production, finance and human resource

2. Secondary data collection
Secondary data are those collected by some other person for his purpose and published and are available for the present study. It is done through; * Website * Annual report * Magazine standing * Company publications

REFERENCE PERIOD This study was conducted during 15 days commenced from January 8 to 23 of 2015
PROPOSED PERIOD OF COMPLETION OF THE STUDY Review of literature - 1 day Collection of data - 2 day Analysis of data - 3 day Interpretation of data - 2 day Preparation of drafting thesis - 5 day Completion of their work - 2 days Total Days - 15

SAMPLE UNIT Sample units consist of 20 employees of Co-Operative Bank.
SAMPLING TECHNIQUE For the purpose of the study simple random sampling method was adopted. The researcher selected the employees according to their convenience. The method means every employee of the company as known as equal chance of being selected.

TOOLS OF THE STUDY * Tables * Charts * Bar diagrams
LIMITATIONS OF THE STUDY
The following are the limitations of the study 1. Limited collection of data. 2. The schedule time was not sufficient for data collection. 3. There is a chance of personal prejudice and bias. 4. Due to lack of time the respondents are not ready to give more information. 5. The employees were too busy to fill up the questionnaire and return in time. 6. There is a chance of loss of questionnaire. 7. The sample size may not represent the real opinion of the whole population. 8. Lack of previous experience might affect the result of the project

INDUSTRY PROFILE
CO – OPERATIVE MOVEMENT Co – operation was originally started in second half of the eighteen century in England. Robert Owen is considered the father of co – operative movement. The Rockdale pioneers equitable society is considered as the first successive co – operative society in the world. It is a consumer movement. The orbit movement firstly started in Germany by Schulze. It is urban co – operative society. But the rural society organized in Germany by Raffaison. This type of rural societies was adopted by Indian economy in 19th century. As a result of industrial revolution and the rule of British government the economic structure of India was completely scattered in second half of 18 century. At that condition in many parts of the country the peasants rose against government. For some relief measures the government of India passed some act like Deccan Agricultural Relief Act (1879), Land Improvement Act (1883) and Loan Act in 1884. This last two act complied in one act called Thaccavi Law. According to this law the loan is given directly from government department. But these measures not satisfied the agriculturist. There for the government of India depended Sir Frederic Nicolson to the co – operative movement. This committee recommended that raffaision societies vary suitable in Indian soil. So 1904 the first co – operative credit society act was passed. But this act bears a number of disadvantages. The most important features of this act were;

1. Any ten people living in the same village or town can form a co – operative society. 2. The liability of rural society should be unlimited and liability of urban society is limited . 3. The accounts of the society was audited by the co – operative society
REGISTRAR
The main drawbacks of this act were; 1. There is no provision for the organization of the society other than credit. 2. The classification of rural and urban was unscientific. 3. The auditing of all society done by the registrar is not possible. In order to readily these defect the British government passed another act 1912. This act is known as co – operative societies act in 1912. The following are the main functions of this act 1. It enable the registration of all type of a society 2. Society can be classified on the basis liability 3. Only the co – operative society can use the word co – operation. The Kerala state come in to existence 1986 at that time Kerala become three province they are Cochin , Travancore , Malabar and there have two act exists in Kerala state that is , Travancore , Cochin society act of 1951 and Madras society act of 1932 . Therefore, in 1969 15 may the Kerala state co – operative society act was passed.

The following are the most important features of this act 1. In this act the minimum number of persons required for the registration of a society timed at 25 persons belonged to different family. 2. The important feature is that a report chapter is induced under this act called co – operative union. 3. According to this act tribunal is formed. 4. A separate section is added to dealing with qualification salary service etc. of the employers. 5. For avoiding the malpractices and measure of power a separate provision is added under the head charge. 6. The most important feature of this act is only with limited liability society may be formed
Various legislative measures in India 1. The period from 1904 to 1911

Co-operative credit societies act, 1904

The history of co-operative legislation began in India when the first co-operative society act was passed in 1904. This act was based on the English friendly societies act of 1896. It was made operative throughout British India. The object of the act as started in the preamble was to encourage thrift, self-help and co-operation amongst agriculturist, artisans and person of limited means. The act was an elastic and left sufficient latitude to state governments to frame suitable rules Conrad and development of the co-operative movement in their respective areas. The features of this period were the act of 1904 and the lagan recognition to the co-operative societies that were in existence.

2. The period from 1912 to 1916 Co-operative societies act of 1912 It was found that the 1904 act was restricted in its scope in that; * It permitted registration of primary credit societies alone. * Left non-credit society and federal 0rganizations of primary co-operative credit societies out of its preview. * These shortcomings were removed by the co- operative societies act, 1912. This act has been the basis for all other acts passed from time to time by the various state governments in the country.

3. The period from 1919 to 1929

The third face of co- operative legislation came in to effect with the constitutional reforms in 1919 under which co-operative became a transferred subject. It includes;

* The royal commission on agriculture which studied the working of the co- operative movement and it suggested the organization of co- operatives for the development of agriculture ;and * The central and the provincial banking enquiry committee which made suggestions for the improvement of the working of the co-operative societies.

4. The period 1930 to 1938 The period 1930 witnessed a great depression and the co-operative movement also faced a lot. In 1935 reserve bank of India was established.

5. Committee on co-operative law

An important land mark in the history of co- operative legislation in the country was the appointment of the committee on co-operative law by the government of India in June 1956. Co- operation being the responsibility of state government, many of them had enacted comprehensive legislations which though based mainly on the 1912 act deferred in many respects. CO-OPERATIVE LEGISLATIONS IN KERALA In our state we had Travancore co-operative regulation of 1914. The Travancore Cochin state come into existence in 1949 and the Travancore Cochin co-operative regulations was passed in 1951. So also there existed land improvement act, 1883. Based on the recommendation of the Townsend on co-operation, government of Madras established central land mortgage bank act was passed in 1934. In 1984 the state governments have passed a separate act known as the Kerala state co-operative agricultural development banks act to facilitate the working of agricultural development banks. The Kerala co-operative societies act was passed in 1969 and also co-operative society’s rules in the same year it is continuation of Madras co-operative society act of 1932 and Travancore Cochin co-operative societies act of 1951.
History of Kerala Co-operative Societies Act In 1089 Sri Rajagopalachari (Diwan of Travancore) enacted co-operative societies act for the first time. * It was co-operative regulations of 1089 that became co-operative societies act in 1914 * 1913 – cochin Co-Operative societies act * 1914 – Travancore co-operative societies act * 1915 – Travancore central co –operative bank was formed ( Kerala state co –operative bank now) * 1919 – co- operation became a state subject consequent on the reforms of Montego Chelmsford. * 1932 – Madras co-operative societies act * 1951 – Travancore cochin co –operative societies act * 1956 – Kerala state came in to existence. * 1967 – Kerala state co –operative societies bill * 1969 – Kerala co –operative societies act 9 ( came in to force on May 15)
FEATURES OF KERALA CO-OPERATIVE SOCIETIES ACT i. The objects of the societies registered under the act must be the promotion of the economic interests of its members or of the interests of the public in accordance with the co-operative principles or a society established with the object of facilitating the operations of such a society. ii. The minimum number of persons required to form a co-operative society is 25. iii. The liability of the society of all types must be limited. iv. Greater importance is attached to the act and rules for the co-operative union. v. A provision is included in the establishment of co-operative tribunal for hearing appeals. vi. Separate provision is made for appointment, qualification, and salary and service condition of employees of co-operatives. vii. Penal provision for the personal engaged in corruption, bribery and malpractices. viii. Provision is made for the fixing the qualification and disqualification of committee members ix. The registrars have wide powers and are the final authority in all matters.

CHAPTER II
COMPANY PROFILE

THE KADAKKAL SERVICE CO-OPERATIVE BANK The Kadakkal Service Co-operative Bank was registered as Kadakkal Service Co-operative Society Limited, No: 3456 in the year 1954 under Kadakkal Panchayat, Kottarakkara Taluk, Kollam District, Kadakkal (p.o). The name was amended in the year 1972 as Kadakkal service co-operative bank Ltd No: 3456. The Kadakkal Service Co-operative Bank is a primary co-operative society in the grade a category in the district. The Kadakkal Service Co-operative Bank has four branches. These are located in Kadakkal and nearby panchayats. Majority of common consumers are agricultural, women and traders. Among this, Kadakkal branch is functioning at morning and evening (8 am to 6 pm)
AREA OF OPERATION Area of operation of KSCB is very wide. Head office at Kadakkal panchayat Morning – evening branch at Kadakkal Other Branches; 1. Kummil 2. Kanjirathummoodu 3. Kuttikkadu The KSCB has doing not only banking activities but also running trading institutions such as Neethi medicals, Neethi gas and Grihalekshmi electronic showroom.

MISSION OF THE BANK The KSCB is the one of the leading co-operative bank in the Kollam district. The mission of the bank is to develop financially viable, organization vibrant and operationally efficient co-operatives in the panchayat for providing timely credit for agriculture, rural development and rural industries.
OBJECTIVES OF KSCB 1. To give short, medium and long term loans to the members. 2. To collect and distribute agricultural inputs and equipment’s. 3. To promote self-sustainability, mutual help among the members through providing different financial schemes. 4. To assist the traders in the agricultural sector. 5. To provide cash credit, over draft, hire purchase mode of loan to the members for their agricultural and non- agricultural activities. 6. To develop and implement value schemes to the agriculturists and businessmen.
Membership and Capital
Membership
The bank has three types of members. I. Class A – Individuals II. Class B – District co-operative Bank, Local panchayat and block panchayat III. Class C – Nominal members
For Class A membership, the individuals should attain 18 years and he/she should be a permanent resident, or permanent worker, or land owner within the operational unit of the Bank. The non-refundable membership fee is limited to Rs.10 as per the amendment on 1994. The B Class and C Class members are not eligible for benefits enjoyed by A Class members. The A Class members also enjoy voting right in the annual general meeting.
Capital
The Bank have a nominal share capital of Rs. 1crore 54lakhs. a. Class A – Rs. 1crore 53lakhs b. Class B – Rs. 25000 c. Class C – Rs. 75000

ORGANISATION STRUCTURE
President
Manager
Chief Accountant/ Internal Auditor
Branch Manager
Depo Manager/ Sales Manager Head Clerk
Senior Clerk Junior Clerk Attender Drivers Bill Collectors Peons Sweepers

PRODUCTS AND SERVICES OF KSCB The co-operative societies aren’t free from the direct control of State Government. The government can utilize its social commitment programs through the channels of co-operative Bank.
Products
The ranges of products are; a. Deposits b. Loans

a. Deposits
The term ‘deposit’’ means to keep something in safe custody of someone whom one trust, to be returned back when the need arises for the same by the depositor. One of the important functions of a bank is receiving deposit from the public. Banks deal in other people’s money which they receive as deposits of various types. Deposits constitute the major source of funds for banks.
The committee management of banks shall have the power to fix the rates of interest to be allowed on deposits provided that rate of interests to be allowed at any time shall not exceed the rates prescribed by the registrar of co-operative societies.
The various types of Deposits are;
Common Deposits 1. Fixed Deposit 2. Recurring Deposit 3. Savings Deposit
Other Deposits 1. Home Safe Deposit 2. Vidhya Nidhi Deposit 3. Santhwanam Deposit 4. Thiruvona –Ramsan Deposit 1. Fixed Deposit
A fixed deposit is one which is repayable after the expiry of a predetermined period fixed by the customer himself. The period varies from 15 days to 3 years. A deposit account can be opened for a period of more than 3 years and in that case the rate of interest remains the same level. Fixed deposits are also known as Time Deposit or Term Deposit.
At the time of opening the deposit account the banker issues a receipt acknowledging the receipt of money on deposit account. It is popularly known as FDR (Fixed Deposit Receipt). It contains the amount of deposit, the name of the holder of the deposit, the rate of interest, due date etc. On the reverse side of the FDR separate columns are provided for making entries regarding interest.
The customer has no right to draw cheques on this deposit account. Hence, the amount cannot be withdrawn by means of cheques after the period is over. Alternatively, the customer can request the banker to transfer the amount to his other account maintained in the bank. 2. Recurring Deposit
It is another form of common deposits. Depositors save and deposit regularly every month a fixed installment so that they are assured of the sizeable amount at a later period. This will enable the depositors to meet contingent expenses.
Any person can open this deposit account. He can even have more than one account at a time. This account can be opened in joint names also.
Every recurring depositor shall pay his monthly deposits before the end of the calendar to which it relates, tailing which he shall be charged for a fine of one paisa per rupee per month or fraction thereof on every rupee overdue. 3. Savings Deposit
This deposit is intended primarily for small-scale savers. The main object of this account is promotion of thrift. Hence, there is restriction on withdrawals in a month. Heavy withdrawals are permitted only against prior notice.
This account can be opened with a minimum amount which differs from bank to bank. A minimum balance should be maintained and if cheque book facility is allowed, the minimum balance should be Rs. 250/-. In the case of a mechanized branch, this minimum balance has been fixed at Rs. 1000/-. If the minimum balance is not maintained, incidental charges is levied by the bank.
The committee of management shall frame such rules and regulations for the conduct of savings bank account and make such alternations/ amendments from time to time in conformity with the previous of the Kerala Co-operative Societies Act. 1969. 4. Home Safe Deposit
This is another type of deposit. This deposit promotes savings habit in customers. There is no limit to deposit money i.e., a customer can deposit any sum of money. This deposits maximum period is two year. 5. Vidhya Nidhi Deposit
This deposit is opened for the students. The main aim of this deposit is to collect the cash from the students of different income group so that they can develop a mind of saving in lower age itself.

6. Santhwanam Deposit
This is a kind of deposit in which a depositor should deposit only a single amount at Rs. 250/-. There is no time period or expiry period for this deposit. In the case of death of the individual/ member/ depositor, the legal heir will get Rs.5000/-. 7. Thiruvona- Ramsan Deposit
This deposit is opened for the merchants and housewives. The time period of this deposit 11 months and depositors can deposit their money weekly. Its interest rate is 4% collection agents are collecting this deposit in houses and shops. After the expiry period; the collection agent will come to the houses or shops and payback the deposited money and interest. b. Loans
An arrangement in which a lender gives money or property to a borrower and the borrower agrees to return the property or repay the money, usually along with interest, at same future points in time. Usually, there is a predetermined time for repaying a loan, and generally the lender has to bear the risk that the borrower may not repay a loan.
Loans shall be given only to members and nominal members, but no one can claim a loan as a matter of right. Applications for loans shall be deposited by the committee of management shall be rectified by the General Body of the co-operative Bank. Loans shall be given to nominal members only against the security of the fixed deposit of such nominal members. The KSCB provides many types of loans. They are;

1. Ordinary loans
The maximum period for the repayment of such loan shall not exceed two months and the maximum amount shall not exceed Rs. 75000 or nine times of the total salary whichever is less.

2. Temporary Advance
Temporary Advance shall be sanctioned subject to the special sub rules framed by the managing committee and approved by registrar of co-operative societies.

3. Housing Loans
This kind of loans shall be granted only for the purpose of construction of homes, its reconstruction, maintenance and extension as well as buying and purchase of home or property. The period of repayment of these loans shall not exceed 15 years and the maximum amount shall not exceed 10lakhs.

4. Gold Loans
Attractive schemes for gold loan is introduce by the Bank for its customers for the period of one year durations.

5. Agricultural Loans
The KSCB provides various kinds of low rated agricultural loans to its customers.

6. Aswasa Vaypa
In this schemes aim of financially needy person they suffered from serious diseases. Interest is not charged for this scheme.

7. Current Account Overdraft
This facility helps the businessmen/ traders to withdrawn on amount of Rs.100000 from this loan.

8. Business Cash Credit
It aims the business men/ traders to avail credit facility up to the limit of Rs. 25 lakhs.
Services
As a banking organization it will perform all the banking functions as per Banking Regulation Act. The important services provided by the KSCB are;

* Locker facilities at all branches * Interest rate better than commercial banks * Additional 1% interest to senior citizen * All deposits are insured * Sunday working banking * Any branch banking facility is available * Morning evening branching facilities are available * Supply of facts and fertilizers * Interactive voice response system facility is available * First position in the case of agricultural loans issued in the district

CHAPTER III REVIEW OF LITERATURE

EMPLOYEES SATISFACTION

Employee’s satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. When companies one committed with providing high quality products and services when companies set high work standards for their employees; and when employees are empowered through training and development provided with knowledge and information permitted to make. Mistakes without punishment and trusted they will expenses and increase in their level of satisfaction at work. This level of satisfaction can be enhanced further if team work and visionary leadership are introduced. Continuous improvement comes from the effort of the empowered employees motivated by visionary leadership. This is supported by the findings that empowerment and visionary leadership both have significant correlation with employee’s satisfaction.

SOURCES OF EMPLOYEES SATISFACTION
SOURCES OF EMPLOYEES SATISFACTION

SOURCES OF EMPLOYEES SATISFACTION

Organizational
Structure
Organizational
Structure
Work & Environment factors
Work & Environment factors

Work itself

Work itself

Personnel factors

Personnel factors

Salaries & Wages Supervision Job scope Age & Seniority

Variety Tenure

Promotion Chances Workgroup Autonomy & Personality
Freedom

Role ambiguity & Experience Role conflict Company policies Working Conditions Interesting Work Educational Level
Oil Palm India Limited was established in the year 1977 with the objective of propagating oil palm cultivation in the country and more particularly in Kerala. From 1983 onwards the Company started functioning as a joint venture of the Government of Kerala and Government of India with share participation of 51% and 49% respectively. The paid-up share capital of the company is Rs.11.78 Crores
The company provides various types of fringe benefits to its employees. A well maintained canteen exists in the organization. Transportation is provided to the workers every year. In OIL PALM INDIA Ltd importance is given to employee’s training and development. These programmes are aimed at increasing employee’s education and experience and arrange to humanise the technological development. The company is following a training programmed for all categories of workers.

RECRUITMENT The employees in the HR. include the apprentice in head office, factory and estate. All the matters regarding the company are carried out according to the rules and regulations set by the Govt. to the corresponding situations. There are two sources for recruitment adopted in OPIL is:
Internal sources * Promotion * Transfer External sources * Directly made by the company * Inviting tenders * Notification in company notice board * Employment exchange * Advertisement in media * Kerala Public Service Commission

Here the staff selection is based on PSC and employment exchange. Managers are appointment through professional employment exchange and giving advertisement in newspaper.

SELECTION Various techniques are adopted for the selection of the candidate for the post applied. The detailed bio data for the applicant is obtained and from that his educational qualification and previous experience if any can be obtained. There is a panel including three govt. nominees and two Board of Directors to conduct employment. The company conducts medical examination of the candidates to ascertain whether there is any physical disability that affect the job.

PROMOTION
Promotion of an employee in the organization is based on the following criteria: * Seniority * Test * Interview * Attendance * Performance

Training and development The personal department of OPIL is giving periodical training to their employees * In house training ( on the job) * In sponsored training ( off the job)

Remuneration and pre requisites

Basic pay Basic pay fixed for the post and if there is a time scale, the pay is fixed in the time scale. An employee in the time scale of pay is promoted to higher scale of pay can draw initial basic pay on the new scale.

Incremental * In an incremental scale, the incremental in basic pay shall occur to the competition of each specified period of service is provisional temporary probationary, officiating or confirmed. * The period of service of an employee spend on an extra ordinary level on loss of pay expect- antioned on medical group will not counter. * Incremental shall be sanctioned by managing director.

Contribution P F
Subject to the provision of the contributory P.F Act and rules the company will have a scheme of contributory P F
Which the employ contribution will be up to 81/3 of the employment of the employ as defined for the purpose in the EPF Act waiting of
Rs 1600/- stipulated in the act.

Termination
The company may at any time terminate the service of an officers giving three month notice for the payment of usage in the lien of such notice. The service of probation and a trainee may be terminated without notice and without assigning any reason.

Gratuity
The maximum amount of gratuity shall be Rs 10, 00,000 .the salary for the purpose of gratuity shall total emoluments of the employee including basic pay and DA but does not include HRA, bonus, one time etc.

Modern expense reimbursement
The managing director or any officers to whom this power is delegated by the managing director may pass bills produced by the employees who are not covered by ESI or plantation labor Act connected with medical consultation and treatments for him/ her and or any member.

Trade Unions
Trade unions in the organization include Kerala oil palm plantation labor union. They include;
Staff Union 1. Oil Palm Employees Association (CITU) 2. Oil Palm Plantation Staff (INTUC) 3. Oil Palm India Plantation Staff Association (AITUC) 4. Oil Palm Employees Center(JSS)
Workers
Kollam Jilla Plantation Workers Union (CITU)
Kerala State Oil Palm Plantation Labour (INTUC)
All Kerala Oil Palm Plantation Workers Union (AITUC)

Traders were conducted strike for period of three days in the year 2000 which is a major issue in the organization at that time. Their main demand was to arise wages and at last the strike was settled for their demand.
Safety requirements * Any employee should report to his immediate supervisor at the time of an accident even though it is minor. * An employee is liable to use equipment and follow safety measures taken by the management. * Every employee should use the safety equipment allotted by the management is allowed to take for personal requirement. 1. LEAVE JOING TIME AND HOLIDAY
Kinds of leave; Subject to the provision of these rules the following kinds of leave may be granted to an employee of the company. a. Casual leave b. Earned leave c. Sick leave d. Maternity leave e. Extra ordinary leave f. Leave on loss pay

2. PRIOR SANCTION NECESSARY
Except the case of leave on medical grounds an officer shall not avail himself of leave of any nature or absent himself from duty without prior sanction. If any employee absents himself on medical grounds for more than 3 days at a time in the case of officers at the registered office and 3 days in the case of officers in the estate, the sanctioning authority may refuse to sanction the leave unless a certificate from an authorized medical practitioner is produced showing a reasonable justification for the absence on medical grounds.

3. GRANTING LEAVE AND RE-CALLING FROM LEAVE Leave cannot be claimed as a matter of right and may be refused in the exigencies of service. The MD or any officer, to whom this power has been delegated by him, may grant leave to an employee and may also cancel it subsequently before the employee has proceeded on leave. An employee, who has already proceeded on cave, on may be recalled by the authority competent to sanction the leave 4. LEAVE ADDRESS
An employee shall, before proceeding on leave intimate to the authority granting the leave, this address while on leave, and shall keep the said authority informed of any change in the address previously furnished.

5. CERTIFICATE OF FITNESS
The officer who sanctioned the leave may require an employee who has availed himself of reasons of health to produce a medical certificate of fitness before he resumes duties even if such leave was not actually granted on a medical certificate.

6. NO LEAVE DURING SUSPENSION Leave may not be granted to an employee under suspension or against whom disciplinary proceedings are pending, during the period of suspension or pendency of proceedings. 7. WHEN PAYABLE The leave salary due to an employee for the period of Earned leave, or maternity leave properly sanctioned to him may be disbursed on the day on which he proceeds on leave or on any subsequent day, at the discretion of the sanctioning authority.

8. CASUAL LEAVE 1. Casual leave may be granted to an officer who is confirmed, up to a maximum of 7 days in each calendar year may be combined with Sunday and other authorized holiday, but the resulting period of absence from duty at any one time including holyday and Sunday shall not exceeds 5 day officers in provisional service temporary officers during their first year service shall be eligible for casual leave of seven day for a seven day for a full calendar year huts gall avail of casual leave only in proportion to the service put in by them bears to the full year. Casual leave cannot be carried over from one calendar year to the next. 2. In computing casual leave, intervening Sundays and holidays shall not be reckoned as days of casual leave. As duty on officer may draw pay and allowance during days spend on casual leave in 3. Casual leave will be treated the same manner as on duty. 9. EARNED LEAVE 1) Earned leave shall accrue to a confirmed officer at the rate of the one day for every eleven days of service including casual leave. Earned leave shall cease to accrue when the leave at credit aggregates to 45days. 2) An employee in a post or posts carrying a scale of pay is entitled to pay and D.A at rates last drawn during the period of earned leave. 3) An employee will be allowed to surrender mid encase earned leave of not less than 10 days from leave to his credit in excess of 15 days, thrice in a year. 4) An employee leaving the service of the company otherwise than as a disciplinary measure will be entitled to draw and amount equivalent to leave salary for the period of earned leave at his credit. 10. WHEN TO APPLY I. Application for earned leave, maternity leave and extra-ordinary leave shall be submitted at least 15 days before the date from which leave is required, provided that the sanctioning authority may sanction the leave notwithstanding the application being submitted late. II. Application which do not satisfy the requirement of clause of this rule May he refused without reason being assigned. 11. COMMENCEMENT AND TERMINATION OF LEAVE a. The first day an employee’s leave is the working day on which he makes over change. If he does so the F.N. if makes over charge in succeeding working day. b. The last day of an employee’s leave is the working day on which he returns to duty, if he does so in the AN and if he returns to duty in the FN the proceeding working day. c. A substitute appointed in leave vacancy shall he considered to be on duty in that post during the leave as defined in clauses (10 and (2) of this rule for the period of his actual duty. 12. EARLIER RETURN FROM LEAVE Unless he is permitted to do so by the authority competent to grant his leave, an employee on leave than casual leave shall not return to duty before the expiry of the period of leave granted to him. 13. STATION OF RETURN FROM LEAVE An employee on leave shall, unless instructed to the contrary, return for duty to the post and place at he was last stationed. 14. SICK LEAVE During the full period of his service a permanent officer may be granted sick leave on medical certificate for a period calculated at the rate of 30 days for each completed year of service. Un availed portion of sick up to maximum of 15 days in year will be allowed to be carried forward to be availed in subsequent provided that such accumulation will not be permitted exceeding 180 days. 15. MATERNITY BENEFITS Maternity benefits for a married female officer will be in accordance with the provisions of the MATT benefit Act. 16. EXTRA ORDINARY LEAVE * Subject to administrative convenience extra-ordinary leave may be granted to an office in exceptional circumstances up to a maximum of 180 days at a time under the sole discretion of the managing director when no other kind of leave is admissible to him such cave shall not ordinarily he granted accept in exceptional circumstances to be recorded in writing and will not he treated as service for purposes of retirement or other se benefits except to the extent specified tinder rule 20. * An employee may be granted extra-ordinary leave may be granted to an office in exceptional circumstances up to a maximum of 180 days at a time under the sole description of the managing director when no other kind of leave is admissible to him such cave shall not ordinarily he granted accept in exceptional circumstances to be recorded in write and will not be treated as service for purposes of retirement or other see benefits except to the extent specified tinder rule 20. * An employee may be granted extra-ordinary leaving combination with on in continuation of leave other kind admissible to him punishments. If an employee is found guilty of by one or more of the misconducts mentioned under rule 2, the following punishments may be awarded to him a. Censure b. Withholding of increments or with holding of promotion. c. Recovery from pay of the whole or part of ally pecuniary loss caused to the company by negligence of conduct of the employee. d. Reduction to a lower rank in the seniority list or to a lower grade or post or time scale, or a lower stage in a time-scale, either permanently or temporarily. e. Suspension f. Removal from service g. Dismissal The following would constitute a punishment I. Withholding of increment consequent to extension of probation on accordance with the orders governing the post or terms of an employee’s appointment. II. Non-sanction of an increment at the stage of an efficiency bar on due a date for unsatisfactory work during the preceding period of duty counting for increment. III. Reversion to the previous category, class, grade or post of an employee officiating in a higher category. Class, grade or post, on the ground that it is considered after trial, lobe UN suitable for such higher category, class grade, or post or on administrative ground connected with this conduct. IV. Termination of services of an employee during probation or immediately after completion of the period of probation. V. Termination of the service of a provisional or temporary employee.

CHAPTER IV
ANALYSIS AND INTERPRETATION

Table 1
Satisfaction of Employees Particulars | No. of Respondents | Percentage | Very Satisfied SatisfiedSomewhat Dissatisfied Dissatisfied | 71120 | 35%55%20%0 | Total | 20 | 100% |

Chart 1

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 35% are belonging to Very Satisfied, 55% of respondents are belonging to above Satisfied , 20% of respondents are in the Somewhat Dissatisfied and no one are in Dissatisfied. Majority says job was satisfied
Table 2
Working Experience Particulars | No. of Respondents | Percentage | Number of DaysMonthsYears | 0218 | 0%10%90% | Total | 20 | 100% |

Chart 2

INTERPRETATION
The above chart and table reveal that the majority of the respondents i.e.; 90% are belonging to Years, 10% of respondents are belonging to Months and 0% of respondents are in the Days
Table 3
Employment Status Particulars | No. of Respondents | Percentage | YesNo | 155 | 75%25% | Total | 20 | 100% |

Chart 3

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 75% are belonging to Yes, 25% of respondents are belonging to No

Table 4
Proper Training Particulars | No. of Respondents | Percentage | YesNo | 164 | 80%20% | Total | 20 | 100% |

Chart 4

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 80% are belonging to Yes, 20% of respondents are belonging to No. so the employees get proper training in their field.

Table 5
Salary Scale Particulars | No. of Respondents | Percentage | YesNoSome Extent | 1622 | 80%10%10% | Total | 20 | 100% |

Chart 5

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 80% are belonging to Yes, 10% of respondents are belonging to No and 10% are belongs to some Extent so the employees are satisfied with their salary scale and working environment
Table 6
Allowances Provided by the Bank Particulars | No. of Respondents | Percentage | YesNoSome Extent | 1316 | 65%5%30% | Total | 20 | 100% |

Chart 6

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 65% are belonging to Yes, 5% of respondents are belonging to No and 30% are belongs to some Extent so the employees are satisfied with Allowances provided by the bank

Table 7
Allowance Contribution Particulars | No. of Respondents | Percentage | YesNo | 128 | 60%40% | Total | 20 | 100% |

Chart 7

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 60% are belonging to Yes and 40% of respondents are belonging to No

Table 8
Refreshment
Particulars | No. of Respondents | Percentage | YesNoSome Extent | 5123 | 25%60%15% | Total | 20 | 100% |

Chart 8

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 60% are belonging to No, 25% of respondents are belonging to Yes and 15% are belongs to some Extent So the employees are Dissatisfied with refreshment provided by the bank
Table 9
Pay for Entertainment Particulars | No. of Respondents | Percentage | YesNo | 218 | 10%90% | Total | 20 | 100% |

Chart 9

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 90% are belonging to No and 10% of respondents are belonging to Yes. So the employees are not satisfied with the entertainment policy adopted by bank

Table 10
Working Hour Particulars | No. of Respondents | Percentage | 5-66-77-8Above 8 | 11144 | 5%5%70%20% | Total | 20 | 100% |

Chart 10

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 70% are belonging to 7 – 8, 20% of respondents are belonging to Above 8, 5% each are belongs to 5-6 and 6-7 so the working hour is in the satisfactory level
Table 11
Casual Leave Particulars | No. of Respondents | Percentage | 1-45-67-9Above 8 | 00020 | 0%0%0%100% | Total | 20 | 100% |

Chart 11

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 100% are belonging to Above 8 this graph shows that they get sufficient casual leave above 8

Table 12
Rules and regulations of Bank Particulars | No. of Respondents | Percentage | YesNo | 191 | 95%1% | Total | 20 | 100% |

Chart 12

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 95% are belonging to Yes, 5% of respondents are belonging to No. So the Rules and regulations adopted by the bank is satisfactory level

Table 13
Increments and Promotional Facilities Particulars | No. of Respondents | Percentage | YesNo | 164 | 80%20% | Total | 20 | 100% |

Chart 13

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 80% are belonging to Yes, 20% of respondents are belonging to No. So the Increments and promotional facilities adopted by the bank is satisfactory level

Table 14
Safety Measures Particulars | No. of Respondents | Percentage | YesNoSome Extent | 1721 | 85%10%5% | Total | 20 | 100% | Chart 14

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 85% are belonging to Yes, 10% of respondents are belonging to No and 5% are belongs to some Extent so the employees are satisfied with Safety measures provided by the bank

Table 15
Job Security Particulars | No. of Respondents | Percentage | Very Satisfied SatisfiedSomewhat Dissatisfied Dissatisfied | 41510 | 20%75%5%0 | Total | 20 | 100% |

Chart 15

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 75% are belonging to Satisfied, 20% of respondents are belonging to Very Satisfied , 5% of respondents are in the Somewhat Dissatisfied and no one are in Dissatisfied. Majority says job security was satisfied

Table 16
Balance between family life and work life Particulars | No. of Respondents | Percentage | Very Satisfied SatisfiedSomewhat Dissatisfied Dissatisfied | 21800 | 10%90%0%0 | Total | 20 | 100% |

Chart 16

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 90% are belonging to Satisfied, 10% of respondents are belonging to Very Satisfied and there are no one in the Somewhat Dissatisfied and Dissatisfied. Majority says satisfied

Table 17
Leaders Positive Model Particulars | No. of Respondents | Percentage | AgreeDis Agree | 155 | 75%25% | Total | 20 | 100% | Chart 17

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 75% are belonging to Agree, 25% of respondents are belonging to Dis Agree So the employees are satisfied with leaders positive model

Table 18
Views and Participation Particulars | No. of Respondents | Percentage | AgreeDis Agree | 173 | 85%15% | Total | 20 | 100% |

Chart 18

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 85% are belonging to Agree, 15% of respondents are belonging to Dis Agree So the employees are satisfied with views and participation

Table 19
Stress at work Particulars | No. of Respondents | Percentage | YesNo | 164 | 80%20% | Total | 20 | 100% |

Chart 19

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 80% are belonging to Yes, 20% of respondents are belonging to No. So the employees fee stress at work in typical week

Table 20
Motivation for Additional Contribution Particulars | No. of Respondents | Percentage | YesNo | 146 | 70%30% | Total | 20 | 100% |

Chart 20

INTERPRETATION The above chart and table reveal that the majority of the respondents i.e.; 70% are belonging to Yes, 30% of respondents are belonging to No. So the employees get motivation for additional contribution

FINDING AND SUGGESTIONS

FINDINGS * 55% of employees are satisfied with job and 35% are very satisfied with this job * Most of the employees (90%) are working years in this bank * Most of the employees are permanent and 25% are temporary * Bank provide proper training * Bank provide good salary scale to the employees * Bank doesn’t provide any allowances to accommodation and insurance * Employees haven’t any contribution to allowance scheme * Employees are not satisfied with the time provided for bank in refreshment * Employees are satisfied with working hour and casual leaves provided by bank * Employees are satisfied with the rules and regulations provided by the bank * Employees are satisfied with safety measures and job security of bank * Employees are satisfied with maintain a reasonable balance between family life and work life * Employees agree with the leaders in working environment are positive role model * In typical week employees have more stress at work * Employees get appreciation or motivation for the additional contribution for the bank

SUGGESTIONS

* The organization should ensure that all employees didn’t get any overtime work. * The bank should increase their security facilities. * Bank should provide new machines to reduce the work load of employees. * Job shifting will help to avoid stress * To make new infrastructure facilities to satisfy the employees * The organization should provide enough opportunities to workers for their participation in management. * Company should try to provide proper conveyance facility to the workers. * The bank should conducted entertainment activities * Bank provide more time for refreshment * Provide employees to more freedom to do their duly by avoiding public interference * Bank will change its functions like new generation banks

CONCLUSION

The project title a study on employee’s satisfaction of KSCB Ltd, has been conducted in KSCB Ltd. The data has been collected from through questionnaire
From the study it has been found the majority of employees of Kadakkal Service Co-Operative Bank are satisfied with their job
The bank should provide new machines to reduce work load and extra stress in typical weeks and also adopt job shifting. Some times public interference are no freedom to do their duty to employees. So bank should provide that kind of facilities for avoiding public interference