JOB SATISFACTION OF THE ESTATE WORKERS A Study of Loolecondure Estate, Hewaheta

1. JOB SATISFACTION OF THE ESTATE WORKERSA Study of Loolecondure Estate, Hewaheta Anusha M. Nugaliyadda Reg. No. 04/5303

2. INTRODUCTIONBackground of the Sri Lankan Tea Industry • 1867 Commercial Tea Cultivation in Loolecondure Estate, Hewaheta • Workers for tea plantations migrated from South India • From 1867 to 1972 - All Tea Plantations were managed by Private Companies • 1972 - 460 Tea Plantations - JEDB and SLSPC • 1992 - 23 Private Companies 40 Estates JEDB and SLSPC (Sri Lanka Tea Board Annual Report 2009,2010; PHDH Kandy Record Books; Loolecondure Estate, Hewaheta Record Books; S. Kdituwakku and H.M.S.Priyanath,2007 )

3. Labor Force of Tea Industry • Figures Indicate Declining Trend of Tea Industry after 1960 both Production and labor; 19602009 Total Labor Force 500,000 211,000 (Surplus) (Deficit) • Average 5% drop every year and will be worse in years to come • Sri Lankan Tea Production is heavily based on labor which leads labor is the most important factor affect productivity • Labor Productivity in Tea Industry is declining over the past decades and recorded very lower ranks in world labor productivity tables (Central Bank- Economic and Social Statistics Report of Sri Lanka – 2010; Kodituwakku & Priyanath , 2001; Wickramasinghe & Cameron, 2003; N.C.Wickramasinghe,2008)

4. Labor Shortage in Tea Industry • Labor shortage is becoming the major threat to the Tea Industry; Disturb day to day operations Low Production Reduce the quality of Tea Increase - Cost of Tea Decrease – Profitability of the Industry • Job Satisfaction is one of the reasons for labor shortage Workers not encouraging their children to work as Estate Labors Younger Generation find jobs outside the Estate Estate work force is less than 30% of the Total Residents (Loolecondure Estate, Hewaheta Record Books; Kodituwakku & Priyanath,2001; Wickremasinghe, 2008; M.M.M.Aheeyar, 2005; Central Bank- Economic and Social Statistics Report of Sri Lanka – 2010)

5. Research Questions • What is the overall level of Job Satisfaction of Plantation Workers? • What are the main factors affecting Plantation Worker’s Job Satisfaction?

6. Research Objectives • Measure overall Job Satisfaction level of the Plantation Workers • Identify the main factors affecting Plantation Worker’s Job Satisfaction

7. Literature Review • Job Satisfaction is an attitudinal variable that can be used to indicate whether someone likes his/her job or not (Spector,1997) • Factors affect Job Satisfaction (Glisson & Durick, 1988; Jex, 2002) • Individual Characteristics • Job Characteristics (Hackman and Oldham’s Job Characteristics Model: 1976) • Organizational Characteristics(Festinger’s Social Comparison Theory, 1954; Jex’s Social information processing Theory, 2002) (Syptak, Marsland & Ulmer, 1999, Robbins and Decenzo, 2004, Hong Lu, Aloson & Barriaball, 2006)

8. Hertzberg’s Two Factor Theory Motivational Factors Hygiene Factors Supervision Company Policy Relationship with Supervisor Working Conditions Salary Relationship with peers Personal Life Relationship with employees Status Security Achievement Recognition Work Itself Responsibilities Advancement Growth Extremely Satisfied Neutral Extremely Dissatisfied (Herzberg’, 1968; Source: Robbins & Decenzo, 2004)

9. Importance of Job Satisfaction • Employee Attitude Behavior Job Satisfaction/Dissatisfaction Work Hard/Less Personal life • Consequences of Job Dissatisfaction (Farrell, 1983: Exit-voice- loyalty-neglect framework) • Low Performance • Poor Attendance • Less Loyalty • Neglect • Turnover (Syptak, Marsland & Ulmer, 1999; Robbins and Decenzo, 2004; Hong Lu, Aloson & Barriaball, 2006; Alsaeed, 2010)

10. Conceptual Framework 1. Demographic Factors 2. Job Related Factors Responsibility Achievements Recognition Job Security Status JOB SATISFACTION/ DISSATISFACTION 3. Organizational Factors Targets Supervision Salary Promotion Interpersonal Relationships Working Conditions Non Financial Benefits Retirement Benefits

11. METHODS Study Site Loolecodure Tea Plantation, Hewaheta, Nuwara Eliya • Workers are from the Generation of first set of Plantation Workers • Largest government owned Tea Plantation (JEDB) • Exposed to the urban area is less due to the location and original Tea Plantation Culture exists

12. Methods Contd. Population

13. MethodsContd. Sample Selection Method Sampling Method • Step 1 : Stratified Sampling based on ; • Division of the Estate • Gender • Step 2: Random Sampling in each Strata • Total Sample Size - 120

14. Methods Contd. Sample

15. Demographic Data of the Sample

16. Data Analysis Tools

17. Data Collection Methods Study 1 – Focus Group Discussions (Qualitative Data) • Focus Interviews - 06 • Composition : Mgt Staff -02, Clerical Staff -02, Kanganis -02 • Focus Group Discussions – 02 • Composition : Group I – 10 Male ; Group II – 8 Female • 06 Open Ended Questions; • How do you feel your job? • What are the present satisfactions and dissatisfactions with your job? • How do you see your job needs changing? • What are the major frustrations in your job? • What will you need from your job in next 05 years? • Do you have any other advice for me?

18. Study 2 – Survey (Quantitative Data) • Data Collection Method – Questionnaire - Structured Questions , Tamil • Rating Scale – Likert Scale :1 - Strongly Disagree 5 - Strongly Agree • Questionnaire – 05 Factors, 31 Questions Job Related Targets and Interpersonal Relationships Supervision Salary and Retirement Benefits Promotions • Pre-Testing of the Questionnaire : Ensure Validity and Reliability Rating Scale:1-5 or 1-3 (Tan Teck Hon & Amna Waheed,’Hertzberg’s Motivation- Hygiene Theory and Job Satisfaction in the Malaysian Retail Sector;Asian Academy of Management Journal, Vol.16, No.1 73-94, January 2011)