Job Satisfaction in Tea Plantation Sector

Job Satisfaction in Tea Plantation Sector

Ceylon Tea which is a world renowned brand name celebrates the 150^th year since the planting of the first tree by a British national in the Loolkandura Estate in the Central Hills of the country.  This blog is to analyze the Factory Employees’ Job Satisfaction and Productivity of the Sri Lankan Plantation Sector in Sri Lanka. Job Satisfaction and Productivity are widely spoken topics of the many other fields of the international forums and journals. Four hundred questionnaires were distributed among the Factory Officers of the Tea Estates. The response to four hundred questionnaires distributed among the factory employees, 370 were returned and the response rate was 92.5 percent. The data was analyzed by using descriptive analysis and structural equation methods. The findings show that job satisfaction has a significant positive impact on productivity. (Suranga Silva, 2018)

Job Satisfaction of Women Workers in Tea Estates India

Job satisfaction is an important indicator of how workers feel about their jobs and is a predictor of work behaviors. The study aimed to ascertain the job satisfaction levels of women workers employed in tea estates located in the Nilgiris District, TamilNadu. The Nilgiris being the largest tea tract in South India occupies an important place in the tea map of the country. Thus, tea plays a vital role in the economy of the district. Therefore, an attempt has been made in the present paper to identify the problems faced by the women workers, examine the facilities offered to them, and ascertain the satisfaction level of the women workers in tea estates in the Nilgiris district. The data was collected through a structured interview schedule from 300 respondents by using the convenience random sampling method. The tools used for analysis, that is, simple percentage, chi-square analysis, and factor analyses were applied to analyze the collected data. The results of the study revealed that there was a significant relationship between the demographic factors and the health related problems faced by the women workers. Furthermore, the findings show that the majority of the respondents were illiterate, and were employed in the process of plucking the tea leaves, as this activity generates a major chunk of the revenue for the tea estates. From the factor analysis, it was identified that the factors such as Work Allotment and Relationship with Colleagues, Support and Reward, Safe Environment, Compensation, and Training and Development influenced the levels of job satisfaction significantly. In addition, it was also found that four factors, that is, Disability, Workplace Environment, Pay and Conveyance, and Work Timings were the highly problematic factors causing dissatisfaction among the women workers employed in the tea estates. (J.Illavarasi 2013)

3 Key Factors to Job Satisfaction

1. Engagement.

When you are engaged in your work, you are present, focused, and productive.51 percent of workers reported not being engaged at work, many of which were millennials.

2. Respect, praise, and appreciation. 

Regardless of the job, you want to feel respected in the workplace as well as appreciated for the work you do. Employees are more satisfied in their positions when they feel respected and are praised for a job well done, even if it’s a simple thank you from a company manager. Supervisors are often vocal when an employee makes a mistake or something is needed of them but making the same effort to congratulate or voice appreciation can have a positive influence on worker’s satisfaction.   

3. Fair compensation.

The importance employees place on pay as a contributing factor to job satisfaction appears to be on the rise, according to the 2016 survey conducted by the SHRM.Workers currently rank pay as the second most important factor compared to the fourth most important factor the year prior. Benefits rank as the third most important factor with 60 percent rating them as crucial to job satisfaction. In essence, employees want to be compensated for their worth and are likely to look for work elsewhere if they’re not. (Emily Holland, 2016)

CONCLUSION

Majority of employees are satisfied with their welfare measures. They should take necessary steps to solve problems in those measures. So that the employee can do his job more effectively. The company can concentrate on the other non statutory measures to boost the employee morale.

REFERENCES

1. Suranga Silva, 2018. Available at https://www.iiste.org/Journals/index.php/EJBM/article/view/40612

2. J.Illavarasi, 2013. Available at https://www.researchgate.net/publication/277901689_A_Study_on_Job_Satisfaction_of_Women_Workers_in_Tea_Estates_With_Special_Reference_to_the_Nilgiris_District

3. Emily Holland, 2016. Available at https://chopra.com/articles/5-key-factors-to-finding-job-satisfaction