Professional Documents
Culture Documents
individuals in terms of confidence, Courage, zeal and the will to do Moral is not a thing to be
associated with individuals in terms of confidence, Courage, zeal and the will to do Moral is not
a thing to be sought is itself, rather it is by-Product of satisfactory group relation. Prof. Ralph
Davis has defined moral as “a mental condition, which leads individuals and groups willingly to
subordinate their personal objectives temporarily and within the reason to further the company’s
need by an employee as a jobholder and number of the organization. The concept relates moral
as an employee’s feeling towards the amount of work he does, his prestige status and his fellow
workers, stale and his employer. Feeling emotions and motives combined to provide certain
attitudes and behaviour on the part of the individuals, which in turn represents the employee
moral.
COMPANY HISTROY
Britannia
The story of one of India's favorite brands reads almost like a fairy tale. Once upon
a time, in 1892 to be precise, a biscuit company was started in a nondescript
house in Calcutta (now Kolkata) with an initial investment of Rs. 295. The company
we all know as Britannia today.
The beginnings might have been humble-the dreams were anything but. By 1910,
with the advent of electricity, Britannia mechanized its operations, and in 1921, it
became the first company east of the Suez Canal to use imported gas ovens.
Britannia's business was flourishing. But, more importantly, Britannia was acquiring
a reputation for quality and value. As a result, during the tragic World War II, the
Government reposed its trust in Britannia by contracting it to supply large
quantities of "service biscuits" to the armed forces.
As time moved on, the biscuit market continued to grow… and Britannia grew
along with it. In 1975, the Britannia Biscuit Company took over the distribution of
biscuits from Parry's who till now distributed Britannia biscuits in India. In the
subsequent public issue of 1978, Indian shareholding crossed 60%, firmly
establishing the Indianness of the firm. The following year, Britannia Biscuit
Company was re-christened Britannia Industries Limited (BIL). Four years later in
1983, it crossed the Rs. 100 crores revenue mark.
On the operations front, the company was making equally dynamic strides. In
1992, it celebrated its Platinum Jubilee. In 1997, the company unveiled its new
corporate identity - "Eat Healthy, Think Better" - and made its first foray into the
dairy products market. In 1999, the "Britannia Khao, World Cup Jao" promotion
further fortified the affinity consumers had with 'Brand Britannia'.
Britannia strode into the 21st Century as one of India's biggest brands and the
preeminent food brand of the country. It was equally recognized for its innovative
approach to products and marketing: the Lagaan Match was voted India's most
successful promotional activity of the year 2001 while the delicious Britannia 50-50
PRODUCTS
Tiger Banana
R&D in Britannia has spent considerable time to develop this nutritious and
delightful snack for children.
Britannia Tiger Banana packed with IRON ZOR and goodness of Banana is
accessible to all, being available in convenient packs priced at Rs.2, Rs.4 and
Rs.10.
NutriChoice SugarOut
Sounds like yesterday when people commented that healthy foods meant
"compromising on the taste." NutriChoice SugarOut is the most novel product
range to have been introduced in the market. The product is not just sweet but
tastes great, and yet contains no added sugar.
This is because NutriChoice SugarOut is sweetened with "Sucralose," derived
from sugar, which provides the same sweetness as any other biscuit, without the
added calories of sugar.
This range is available in 3 delicious variants namely
Litetime, Chocolate cream, and Orange cream,
targeted towards all health sensitive people. It is also
relevant for consumers with sugar related ailments.
We are sure that you will be pleasantly delighted with its
great taste and equally surprised to know that it has no
added sugar.
Don't be taken for a ride when you read "Sugar Free" label on many biscuit
packs marketed in India or abroad. Even with 100% no-added sugar, wheatcereals
in biscuits have their own natural sugar content. Britannia has chosen to
represent these biscuits with "No Added Sugar" claim, as there is no added
sugar in the processing of NutriChoice SugarOut.
Britannia 50-50 Pepper Chakkar
METHODOLOGY
Tools used
To accomplish the test of our problem of' Job Satisfaction' A study of several job related and
their effects among the employees was done on hundred employees at each level in the
organization.
Managerial 'staff : 18
Administrative : 08
Workers : 144
Objectives
Sources of Data
Questionnaire
OBJECTIVES
This study is conducted to demonstrate a real and clear picture of what is the |M’csent. level of
factors a fleeting the job satisfaction within Britainia, the organisation under study.
Specific Objectives:
1. To evaluate how much affect does timing of work Contribute to the job satisfaction level.
2. To know the satisfaction level with respect to working condition, medical attention and from
grievance handling.
factor affecting the job satisfaction, i.e.. to study how much satisfaction the employee feels
'towards feels towards his current assignment in terms of (he level offaclor affecting the job
satisfaction.
OBJECTIVES
This study is conducted to demonstrate a real and clear picture of what is the |M’csent.
level of factors a fleeting the job satisfaction within Britainia, the organisation under
study.
Specific Objectives:
1. To evaluate how much affect does timing of work Contribute to the job satisfaction
level. .
2. To know the satisfaction level with respect to working condition, medical attention
terms of factor affecting the job satisfaction, i.e.. to study how much satisfaction the
employee feels 'towards feels towards his current assignment in terms of (he level
“Moral is a state mind and emotions affecting willingness to work which is turn affects
the elements of one’s job working condition fellow workers, supervisor, employer and
the company.”
Blackman ship
What is it?
It affects out put the quality of a product, Costs Co-operations, enthusiasm, discipline,
It resides in the minds and emotion of individuals and in the reaction of their group and
groups.
interest of the individuals or groups and the organization for which they work.
with individuals in terms of confidence, Courage, zeal and the will to do Moral is not a
thing to be sought is itself, rather it is a by-Product of satisfactory group relation” Moral
is usually associated with individuals in terms of confidence, Courage, zeal and the will
group relation. Prof. Ralph Davis has defined moral as “a mental condition, which leads
individuals and groups willingly to subordinate their personal objectives temporarily and
within the reason to further the company’s service objectives. Moral is the “feeling work
satisfaction”.
organization. The concept relates moral as an employee’s feeling towards the amount
of work he does, his prestige status and his fellow workers, stale and his employer.
Feeling emotions and motives combined to provide certain attitudes and behaviour on
the part of the individuals, which in turn represents the employee moral.
A Relative Concept
Moral is a relative concept. When the employees have little dissatisfaction they are
considered to be at a high moral and when they have many frustrations and grievances,
attitude, moral and job satisfaction are very much related and in many used
interchange, they are not synonymous. Blum and Naylor view that attitude is not job
satisfaction since the latter comprise a number of attitudes, similarly, job satisfaction is
not the same is industrial moral although it may distribute to moral. Moral is a group
Job satisfaction is the result of various attitudes that worker holds towards his jobs,
towards his related factors and towards life in general. It is a general attitude, an attitude
that is the result of many specific attitudes in three major areas such as :
satisfactions are nothing but the favourable attitude or high industrial Moral.”
It may also be defined, as “the satisfaction where in one desires is the composite
product of favourable attitude, high level moral and the positive job related and ever
social factors.”
produce more while maintaining the high quality, the industrial climate is relatively
smooth and conductive. The satisfied workers are creative and innovative.
Job satisfaction is a composite term and is the end result of many other factors like
Moral is one of the indicator job satisfactions. Job satisfactions is an inner feeling and
highly subjective. But the job satisfaction and dissatisfaction reflects in all the outcome
of the industrial life from union negotiation and settlements to producing quality
products.
extending all the facilities including high salaries and perks, but the employees may be
dissatisfied. And the same time the employee with poor salaries and perks may
sometimes be having the highest job satisfactions. The factors that contribute to the
positive moral and attitude also result in higher degree of job satisfaction.
(13) Cordial inter per personal relations that exist in the company.
pattern.
Employees are more satisfied when they have challenging opportunities at work. This
include participate in interesting projects, jobs with a satisfying degree of challenge and
opportunity. “As organ become flatter, promotions can be rare. People have found
Actions:
Promote from within when possible.
It may be possible to create job titles that demonstrate increasing levels of expertise,
Stress:
When negative stress in continuously high, job satisfaction is low, jobs are more
stressful with employees’ personal lives or are a continuing source of worry of concern.
Actions:
Promote a balance of work and personal lives. Make sure that senior
do this.
Employees are more satisfied when their managers are good leaders. This includes
Actions:
Make sure your managers are well trained. Leadership combines attitudes
People respond to managers that they can trust and who inspire them to
achieve me.
Work Standards:
Employees are more satisfied when their entire workgroup takes pride in the quality of
its.
Actions:
Encourage communication between employees and customers. Quality gains
Trap:
patronizing.
Fair Rewards:
Employees are more satisfied when they feel they are rewarded fairly for the work they
do employee responsibilities, the effort they have put forth, the work they have done
Rewards can include a variety of benefits and perks other than money.
As an added benefit, employees who are rewarded fairly, experience less stress.
Adequate Authority:
Employees are more satisfied when they have adequate freedom and authority
to do there.
Actions:
When reasonable:
Establish work goals but let employees determine how they will achieve those
Ask, “If there were just one or two decisions that you could make, which ones
The job satisfaction depends upon the individual mind. The source with provides
satisfaction to same employees may not give satisfaction to other. But in general the
above mention factors are having correlation with the job satisfaction. Job satisfaction
(a) Interviews
their jobs while on the other hand job satisfaction is concerned with their light on their
potential behaviour.
which results from his appraisal of the various dimensions of his job. Although there
(ii) Supervision
(iii) Pay
(v) Co-workers, Individually, same of these dimensions may produce positive and
some negative feelings in the employee but collectively they tell us about the
Smith Jebdall and Hulin have development as scale called Job description (JDI)
which measures an individual’s attitudes in all the above-mentioned give areas. The
scale consists of a series of adjectives or statements for each of these areas and the
individual is asked to mark each one as yes (Y), no (N), or can not decide (?) a few
WORK:
Fascinating
Rocketing
Frustrating
SUPERVISION:
Hard to please
Stubborn
PAY:
PROMOTIONS:
Promotion on ability
Unfair Policy
CO-WORKERS:
Stimulating
Unpleasant
Although the scale actually “Describing one job, the describing one’s job, the description
JOB SATISFACTION:
Job satisfaction varies (research suggests, the higher the prestige of the job,
the greater the job satisfaction). But, many workers are satisfied in even the
The least satisfied workers are those in service occupations and managers
FOOD INDUSTRY
The food industry is the complex, global collective of diverse businesses that together
supply much of the food energy consumed by the world population. Only subsistence
farmers, those who survive on what they grow, can be considered outside of the scope
of the modern food industry.
Regulation: local, regional, national and international rules and regulations for food
production and sale, including food quality and food safety, and industry lobbying
activities
Marketing: promotion of generic products (e.g. milk board), new products, public
opinion, through advertising, packaging, public relations, etc
India has diverse agro-climatic conditions and has a large and diverse raw material
base suitable for food processing companies
Under the food industry, Dairy product is very important part of food processing.
Dairy processing is acting good role in India.
Dairy Processing
India ranks first in the world in terms of milk production. Indian production stands at 91
million tones growing at a CAGR of 4 per cent. This is primarily due to the initiatives
taken by the Operation flood programmes in organizing milk producers into
cooperatives; building infrastructure for milk procurement, processing and marketing
and providing financial, technical and management inputs by the Ministry of Agriculture
and Ministry of Food Processing Industries to turn the dairy sector into viable self-
sustaining organized sector. About 35% of milk produced in India is processed. The
organized sector (large scale dairy plants) processes about 13 million tones annually,
while the unorganized sector processes about 22 million tones per annum. In the
organized sector, there are 676 dairy plants in the Cooperative, Private and
Government sectors registered with the Government of India and the state Government
HISTORY OF BISCUITS
Britannia
The story of one of India's favorite brands reads almost like a fairy tale. Once upon
a time, in 1892 to be precise, a biscuit company was started in a nondescript
house in Calcutta (now Kolkata) with an initial investment of Rs. 295. The company
we all know as Britannia today.
The beginnings might have been humble-the dreams were anything but. By 1910,
with the advent of electricity, Britannia mechanized its operations, and in 1921, it
became the first company east of the Suez Canal to use imported gas ovens.
Britannia's business was flourishing. But, more importantly, Britannia was acquiring
a reputation for quality and value. As a result, during the tragic World War II, the
Government reposed its trust in Britannia by contracting it to supply large
quantities of "service biscuits" to the armed forces.
As time moved on, the biscuit market continued to grow… and Britannia grew
along with it. In 1975, the Britannia Biscuit Company took over the distribution of
biscuits from Parry's who till now distributed Britannia biscuits in India. In the
subsequent public issue of 1978, Indian shareholding crossed 60%, firmly
establishing the Indianness of the firm. The following year, Britannia Biscuit
Company was re-christened Britannia Industries Limited (BIL). Four years later in
1983, it crossed the Rs. 100 crores revenue mark.
On the operations front, the company was making equally dynamic strides. In
1992, it celebrated its Platinum Jubilee. In 1997, the company unveiled its new
corporate identity - "Eat Healthy, Think Better" - and made its first foray into the
dairy products market. In 1999, the "Britannia Khao, World Cup Jao" promotion
further fortified the affinity consumers had with 'Brand Britannia'.
Britannia strode into the 21st Century as one of India's biggest brands and the
preeminent food brand of the country. It was equally recognized for its innovative
approach to products and marketing: the Lagaan Match was voted India's most
successful promotional activity of the year 2001 while the delicious Britannia 50-50
R&D in Britannia has spent considerable time to develop this nutritious and
delightful snack for children.
Britannia Tiger Banana packed with IRON ZOR and goodness of Banana is
accessible to all, being available in convenient packs priced at Rs.2, Rs.4 and
Rs.10.
NutriChoice SugarOut
Sounds like yesterday when people commented that healthy foods meant
"compromising on the taste." NutriChoice SugarOut is the most novel product
range to have been introduced in the market. The product is not just sweet but
tastes great, and yet contains no added sugar.
This is because NutriChoice SugarOut is sweetened with "Sucralose," derived
from sugar, which provides the same sweetness as any other biscuit, without the
added calories of sugar.
This range is available in 3 delicious variants namely
Litetime, Chocolate cream, and Orange cream,
targeted towards all health sensitive people. It is also
relevant for consumers with sugar related ailments.
We are sure that you will be pleasantly delighted with its
great taste and equally surprised to know that it has no
added sugar.
Don't be taken for a ride when you read "Sugar Free" label on many biscuit
packs marketed in India or abroad. Even with 100% no-added sugar, wheatcereals
in biscuits have their own natural sugar content. Britannia has chosen to
represent these biscuits with "No Added Sugar" claim, as there is no added
sugar in the processing of NutriChoice SugarOut.
Britannia 50-50 Pepper Chakkar
The launch of the latest 50-50 variant left everybody guessing "What it eez?"
From TV ads, radio, outdoor and in-store display materials to events, a website
and SMS and email blasts, traditional and new media were blended
synergistically to create excitement and curiosity about the unique taste of the
biscuit. The tangy and distinctive pepper flavoured biscuit, that's thin and crispy
and more like a snack, caught the imagination of a younger audience craving
something to nibble on. The 50-50 Pepper Chakkar launch is truly a case of
leveraging the marketing mix to best advantage.
NutriChoice Digestive Biscuit
Nothing can be more difficult than making small efforts in our daily life towards
healthy and active living. 24/7 we are engrossed in our busy schedules; skipping
meals, missing walks, along with inadequate sleep and frequently eating-out, all
take a heavy toll on our health.
At least with the new and improved NutriChoice Digestive Biscuit, we have one less
thing to worry about. Made with 50% whole-wheat
and packed with added fibre (10% of our daily dietary
needs), these delightfully tasty biscuits are amongst
your healthiest bites of the day.
In your next visit to a shop just look out for its Goldengreen
international carton pack.
Try one and you'll know that you've made one smart
choice - NutriChoice.
Tools used
To accomplish the test of our problem of' Job Satisfaction' A study of several job related
and their effects among the employees was done on hundred employees at each level
in the organization.
Managerial 'staff : 18
Administrative : 08
Workers : 144
Objectives
Sources of Data
Questionnaire
Sources of Data
Questionnaire were prepared for the study conducted to analyze/.e factors affecting the
level of job satisfaction with in the organisation. These questionnaires are the main
sources of data. Various information was also collected from secondary data, like
general magazine, previous reports and other printed materials. The primary data was
collected from the sample size of 120 employees of managerial level through a
Sampling:
The technique of sampling used to conduct the study on job satisfactions was
convenience sampling. It was used to select the total of 30 respondents from a total. of
120 managerial staff. They were classified by dividing them in to live areas, each
Marketing Department
Questionnaire
Smith keiulnll and hulling sealed job description Index (JD1) was used while preparing
the questionnaire.
Ranking Method
A. Ranking Method:
The attributes are ranked on a four-point scale ranging from unsatisfactory to very good.
The save of attributes are taken and then ranked in descending order
DATA COLLECTION METHOD
Since the training projects was internal and company related in nature my whole of
sources of data collection revolved around primary sources of data but for other part of
The very fast part of the topic comprising issues like company profile, product profile
etc. was completed with the help of secondary sources of data. Under this I collected
refinery annual reports, information brochure, bulletins and various kinds of periodicals
and magazines.
The crux of the topic was collecting information from the employees both executives
and non–executives regarding the attitude of employees about the training programs
already running and identify the training needed area. For this a detailed undisguised
structure questionnaire was framed out having both open and close-ended question,
The survey of this project which title is ‘Job –satisfaction’ is conducted in the
DATA ANALYSIS
30% Unsatisfactory
7% 29%
Satisfactory
Good
Very Good
34%
FIG -1
WORKING CONDITIONS
Table No.2
WORKING CONDITIONS
WELFARE FACILITIES
Table No.3
20% Unsatisfactory
15%
Satisfactory
30% Good
35%
Very Good
SUPERVISION
Table No.4
28% 24%
Unsatisfactory
Satisfactory
Good
27% 21% Very Good
FIG – 4
REMUNERATION
Table No.5
23%
14% Unsatisfactory
Satisfactory
33% Good
30% Very Good
FIG - 5
GRIEVANCE HANDLING
Table No.6
GRIEVANCE HANDLING
FIG – 6
MOTIVATIONAL TECHNIQUE
Table No.7
MOTIVATIONAL TECHNIQUE
FIG -
7
23% Unsatisfactory
15%
Satisfactory
35% Good
27%
Very Good
FIG - 8
26%
9% Unsatisfactory
32% Satisfactory
Good
33%
Very Good
MEDICAL ATTENTION
Table
MEDICAL ATTENTION No.9
FIG - 10
MANAGEMENT STEPS TO EVALUATE JOB SATISFACTION LEVEL
Table NO. 11
Yes No Unknown
Respondent
Percentage 14% 18% 68%
14%
Yes
18%
No
68% Unknown
Table NO. 12
Yes No Unknown
Respondent 6% 30% 64%
Percentage
Management.
6% 30% Yes
No
64% Unknown
OPINION
FIG –12
FINDINGS
RESULT;
1) As described before company is very much concerned and rightly managing
techniques. This approach is the need of the hour. That is why inter-personnel
2) Grievance handling along with above two added more fruit fill results for the
3) Timing of work is somewhere near the middle of the table with 2.71, which
4) Medical attention and welfare facilities are also personnel facilities getting good
places in the table. The company should look into these two aspects in order to
achiever considerate increase in then level. Certain changes in the attitude and
As it is mentioned above that the topic of this project report is evergreen therefore this
study is important & useful for the company as well as the employees of the company
also. It is also good for the employees. It increases the productivity & decreases the
staff turnover. Employee satisfaction is also correlated with patient satisfaction and by
this study we can know what are the reasons for the dissatisfaction level of the
working tools in previous section were used to tabulate certain results. These results
The first tool used is one Sample Test, which I conducted upon inter-personnel
relational and timings of work. Ranking tool shall highlight some of the present and
In the present industrial scenario, human relations and working conditions are the
strongest aspects for the future growth of the organization. There is no doubt that this
goal can be achieved through proper handling of grievances among employees by the
organization. We are happy to say that organization is smartly performing this task.
Productivity and quality are also very much influenced by these personnel attributes like
By studying, we find that the company should pay attention to the following things for
Timings of work,
medical attention,
welfare facilities also got good places in the ranking table with a little difference of .03
to .08. This Clearly indicates that these factors are supporting upper three factors, so I
name them as bitterly placed supportive attributes. One should keep in mind that the
absence of any of the three might lead to a serious consequence affecting the future
time for preparing himself according to subject so that he can impart effective job
satisfaction program.
Training should be related job related, that could help the employees in
1. PERSONAL PROFILE:
NAME :
AGE :
QUALIFICATION :
DESIGNATION :
DEPARTMENT :
2. JOB PROFILE:
Please list three key tasks performed by you in the current job:
a.
b.
c.
a) Yes b) No
a) Yes b) No
5. For how many days are you provided job satisfaction in a year?
a) 1 b) 2 – 4 c) 5 d) More than 6
6. Are you satisfied with the time duration of job satisfaction provided to you?
a) Yes
b) If no, please specify the time duration
7. How many job satisfaction program do you receive during one year?
a) 1 – 2 b) 3 – 5 c) More than 5
8. Are you satisfied with the number of job satisfaction program provided to you?
a) Yes b) No
9. If no, please tick the most appropriate option – job satisfaction program should
a) Increase b) Decrease
10. What do you think about the content of job satisfaction program provided to you?
a) Satisfactory b) Unsatisfactory
12. Do you think person providing various job satisfaction program to you is set up to
the mark?
a) Yes b) No
13. If no, what do you want with regard to skill and aptitude of the people providing
job satisfaction program please specify.
14. Please specify three areas in which you think Job satisfaction program is very
important.
a)
b)
c)
15. Do you think you are being provided satisfactory job satisfaction program in
your most required area?
a) Yes b) No
16. How do you rate-job satisfaction programs provided to you helpful in your job?
a) Outstanding
b) Very Good
c) Good
d) Average
e) Poor
a) Yes b) No
18. What is the percentage of co-relation?
a) 25% b) 50%
c) 75% d) 100%
19. Please give your kind suggestions to make job satisfaction more effective.
SIGNATURE DATE
BIBLIOGRAPHY
1. www.google.co.in
2. www.bitiania.co.in