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A STUDY OF EMPLOYEE SATISFACTION AT CREMICA FOOD LIMITED.
Submitted to M D University Rohtak in partial fulfillment of the requirements for the award of degree of Master of Business Administration
Sweety Kohar MBA (Hons) 4th Sem Enrollment No. 7386
INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH
MD University ROHTAK
I Sweety Kohar Roll No. 7386 MBA(H) hereby declare that the Project Report entitled “A STUDY OF EMPLOYEE SATISFACTION AT CREMICA FOOD LTD. ” is my original work & the same has not been submitted for the award of any other Degree, Diploma, Fellowship, or any other similar title or prizes of any other university. A presentation of the project report made on ___________________ & the suggestion as approved by the faculty.
Project Incharge: Dr. DIVYA MALHAN
Signature of the Candidate: SWEETY KOHAR
This is to certify that the project report entitled “A STUDY OF EMPLOYEE SATISFACTION AT CREMICA FOOD LTD. ”submitted to the IMSAR, M.D.U., Rohtak has been prepared by Sweety kohar, in partial fulfillment of the requirement for the award of “MBA (Hons.)” Degree, which is carried out under my supervision and guidance. This has not been previously submitted for the award of any diploma, degree or other similar title.
Signature of Supervisor
“People must have guidance in doing their work and know where to turn for help & guidance”. I express my sincere gratitude to our director sir for providing such an excellent atmosphere in our campus. My over riding debt is to our teachers, project guide Dr. DIVYA MALHAN (IMSAR.) for her extensive guidance, cooperation and support. A special word of thanks to my family, friends and well wishers who egged me on to write this report.
TABLE OF CONTENTS
• • • •
TITLE PAGE………………………………………………………….1 STUDENT’S DECLARATION………………………………………2 SUPERVISOR’S CERTIFICATE………………………………….…3 ACKNOWLEDGEMENTS…………………………………………...4
• • INTRODUCTION OF STUDY………………………………………7 RESEARCH METHODOLOGY…………………………………….12 • • • • • • OBJECTIVE OF THE STUDY… RESEARCH DESIGN… SAMPLE DESIGN… METHOD OF DATA COLLECTION…. DATA ANALYSIS… LIMITATION…..
LITERATURE REVIEW…………………………………………16 CONCEPT STARTING POINT SOURCE AND EFFECT OF STRESS SIGNIFICANCE
• PROFILE OF THE COMPANY…………………………………….29 CHAPTER 5 • • • CONCLUSION……………………………………………………. 51 RECOMMENDATIONS……………………………………………51 APPENDICES…………………………………………… • • QUESTIONNAIR………52 BIBLIOGRAPHY………56 CHAPTER 1 6 .22 CHAPTER 4 • ANALYSIS AND INTERPRETATION…………………………….
prosperity.INTRODUCTION Welfare refers to a conditions of living of an individual or group in a desirable and happy state of relation ships with the who economical and social. welfare has been described as a total in order to establish the manpower their work and achievement of the organizational objectives. Concept :The term welfare as it suggest the ideas. ecological balance pollution existence and proper sanitation. 7 . The concept welfare can be approached from various angle. meanings and conditions such as the state of well-being. health. ecological welfare means environment friendly existence. happiness. and the development of human resource.
Amenities will meet employee operation and leads to satisfaction. They become problem if the organization in not able to manage them properly . Their expectations are different and they are more competent and more informed than the employees wee in the past. They are the mirrors. which reflects the employee’s satisfaction Amenities include: Restroom facility Medical facility canteen facility Leave travel concession Education facility for employees and children Hospital facilities Uniform Loans and advances facility Bonus Safety lockers Transportation 8 .Thus manpower is a vital ingredient for the success of an organization. The employees who join the organization today have different values and norms. making the task of good labour welfare system in organization and resources utilized of personnel management. While human resources can be great asset to the organization.
Aim of employee welfare:From humanitarian point of view employees should be provide certain facilities and amenities economic point of view. This consists of knowledge. 9 . The personnel management that deals with undertaking their needs and behavior must remember it. There is necessity to know how labour welfare officer performs his duty in creating environment to boost of morale of the people working in the organization. They must be stationed at the right place on one hand on the other hand meet their genuine expectation of returns for the work accomplished by them.Definition: Employees welfare referred to as betterment work for employees. Employee is an important aspect to boost up motivation for achieving organization goals. The different acts. Money and motive power. Manpower is otherwise termed as human resources. rules and regulation prescribed by the government to safeguard the welfare of the workers and to put them into force and if they are not the reasons for not forces are clearly examined. The most important one is “M for Men or Human Resources “. it is very essential as it improves the living and working condition of employees and also increase productivity Subject background of the study:Human resources department play a vital role in Indian modern society. The management looks after employee’s right number and right kids. relates to taking care of the well being of workers or employers. One of the main function of personnel management in industrial organization is to lay concentration on welfare measures to be undertake. skills. creative ability and aptitude of the workforce of all the M’s namely materials. machines. which gives an opportunity for the workers to express thyeire social responsiveness towards the welfare scheme offered to them. The philosophy of a healthy organization is to establish employee safety measures and welfare activities.
creative abilities. sometimes both intramural and extramural are studies to find out the cause for such problems and to evaluate solution to the problems. and aptitude of people who the organizations workforce. ORIGIN AND GROWTH OF EMPLOYEE WELFARE CONCEPT IN INDIA 10 . Since it is the factor responsible for performing those activities essentials for accomplishment of the organization goals. who make up the institution plans. specialization and separation of human resources so as to accomplish individual group and social goals. working at all level hence importance of human resources.Problems relating to inadequacy of welfare measure provided or lack of welfare measures. A human resource needs to be utilized to the maximum possible extent in order to achieve to active organizational and individual goals. resulting in maximum satisfaction in meeting some of their life’s contingencies and to meet the social obligation of employees. employed or capable of employment. computers. It is the most valuable asset of an organization in fact it is an economic resource covering all human resource organized and unorganized. talents and aptitude values. The dynamic nature of man poses a challenge to the task of personnel management which over comes the dynamic and develops the potential of the economics. Human resources management is the planning. Human resource may be through of as the total knowledge task. automated equipment and all the make a modern firm are unproductive expect for human components is the central and most important because all depends how well it is done” – Cens is like. directing and controlling of the procurement. great stress has been laid on the impact of social responsibility and social responsiveness to stick out a between economic power and social responsiveness. “All activities o any enterprise are initiated and determine by the persons. Effective management of manpower is the key to a successful organization. offices. integration. maintenance. compensation. organizing. In the study of this project.
The services of reputed labour leader were availed for advising government on this important aspect the workers life governments’ anxiety in those days was to take steps up the morale of the employees played in these factories to help in the midst of political difficult situation. the employer realized the value of providing better working and living conditions to their employees. essentially a humanitarian approach in the initial stages. Limited hours of suitable work. employers were were not generally inclined to accept the financial burden on account of welfare activities where they did provided the amenities. the new class of employee required welfare service to be provided to them in new surroundings so as to enable them to adopt to changing situation. The Indian national congress in its Karnataka session in 1931 demanded that the organization of economic life in the country must confirm to the principles of justice and it might secure a decent standard of living. Heaving the up rooted from their rural mornings. The government of India started evincing interested in the welfare programmers during the second world war. healthy condition of work. Barring a few cases. therefore. What was. When they introduced scheme of labour welfare in their ordinance. The state had to intervene using its persuasive powers and / or by enforcing legislation. Our country has been no exception to this process. It also emphasized that the state should safeguard the interest of the industrial employers and should secure for for them by suitable legislation a living wage. 11 . sickness employment. The need for adding welfare activities to the contractual relationship between employer and the workers received attention in any country in the early state of industrialization. gave rise to utilitarian philosophy as motivating force for providing welfare amenities to the working population. it was more matter or paternalistic approach to labor rather than recognition of workers needs. Original conceived as a humanitarian approach. machinery for settlement of disputed between employers and employee and protection against the economic consequence of old age.The transference of ruler population to the urban areas as a result of industrialization. brought within certain sociological problems. ammunition and other factories engaged in war production.
Research design denotes the description of the research design. It is the overall operational pattern or framework of the project that stipulates what information is to be collected from which source by what procedures. The aim was to collect 12 . ”’’ To know the strengths of the company and also those which can be daily to strength the brand image. RESEARCH DESIGN A research design is the specification of methods and procedures for acquiring the information needed.RESEARCH METHODOLOGY OBJECTIVE A STUDY OF EMPLOYEE SATISFACTION AT CREMICA FOOD LTD.
This helped us in having enough provision for protection against bias and maximizes reliability.non probability –convenient sampling. COLLECTING SECONDARY DATA: Study of secondary data gave me an insight into the problem into hand. It also provides me with clues and helped in designing primary research. DATA COLLECTION DATA COLLECTION METHOD The methodology reveals the methods of data collection. Research was conducted on clear assumptions that the respondents would give frank and fair answers in a pragmatic way and without any bias.relevant information. For my research design I select ‘ EXPLORATORY CUM DESCRIPTIVE’ “TO STUDY THE EMPLOYEE SATISFACTION IN CREMICA FOOD LTD. This was to be done in minimum expenditures and least efforts and in a set period of time. SAMPLING UNIT:Company employees SAMPLING TECHNIQUE: . There may be primary sources or secondary sources of data collection. All the employee were taken into consideration.’’. which fulfill our requirement and can be analyzed at a later stage of study without any problem. It provided us a more accurate picture about the functioning of various service providers in this company 13 . SAMPLE PLAN SAMPLE SIZE: Keeping in mind all the constraints the size of the sample of the study was selected as 25.
results in a better appreciation of the problem. Economic Times. Business India.tabulation were done in The present study to find the effect of various personal.Extensive use of secondary information in the form of magazines. QUESTIONNAIRES: This method of data collection is quite popular. neat and clean and good design form as far as possible. particularly in case of big enquiries. after analysis and interpretation. journals. Business Today. I was tried to build questionnaire that is interesting. preferences given by them to new product in their buying decision. PILOT STUDY:- 14 . factors on the general attitude of respondents towards new products. etc. serve my objective. newspaper clippings. The aim was to enable ease in analysis and facilitate easy classification of response to get meaningful outcome within acceptable limits. COLLECTING PRIMARY DATA: The objective of Primary data is formulated on the basis of research objectives. Data Analysis: a) Editing: . It is used because information has to be collected quickly and inexpensively. A questionnaire is a method of obtaining specific information about a defined problem so that data.Bar Charts and pie-charts were used to present the facts and data in appropriate.Data were edited at the spot as respondent were personally interviewed to ensure that they are complete.Both simple and cross. b) Tabulation: . Objectives set the guidelines and directions of research planning . consistent and to the instruction. unambiguous and easy to complete and is not burdensome. TELEPHONE INTERVIEW: The telephone interview is used in lieu of personal interviews. In order to motivate respondents and to get best of the information from them. c) Graphic Presentation: . such as Business World.
On the basis of the answer given and time taken by the respondents. But the respondents belonging to rural background demand that questionnaire also should be in Hindi. While analysis of data. This research study was taken in a limited area only and findings may vary if the area of study is increased or changed. A sample of respondents was taken on the basis of convenience sampling techniques from the different groups.A pilot study was conducted prior to the start of the main survey to check the questionnaire and its communication power. it was decided that they can easily understand it. So a Hindi Questionnaire is also framed for the sake of respondent’s convenience. some human errors could have been possible. So it was finalized. for student survey cannot be well associated with the attributes of population. LIMITATIONS This research study was time bound and due to this only few topics were taken up for study. Sample drawn through convenience sampling. Some of the respondents might have been biased in their responses as such the analysis could vary to some extent. 15 .
CHAPTER 2 16 .
lack of recognition. may initially put forth his or her best effort. lack of communication within the company. THE STARTING POINT An employee who has no interest in his or her field. Thus.INTRODUCTION Employee satisfaction is essential to the success of any business. or limited opportunity for growth. turnover is an expense best avoided. Even in an economic downturn. While this is a well known fact in management practices. Management should actively seek to improve these factors if they hope to lower their turnover rate. keeping employees’ satisfied with their careers should be amajor priority for every employer. or the position in which he or she begins in a job. However. economic downturns like the current one seem to cause employers to ignore it. this employee will often 17 . There are numerous reasons why employees can become discouraged with their jobs and resign. A high rate of employee contentedness is directly related to a lower turnover rate. including high stress.
the employee may continue to come to work. 2005).become bored with the work because there is no intrinsic motivation to succeed. and employee responses to them. including when companies cannot. This results in lower productivity and higher turnover because quotas cannot be met by the employees on staff. supply the tools necessary to produce or work efficiently while on the job. the efforts of these employees fail to reach their own. In contrast. or will not. Another source of stress is the now common practice ofemployers which attempts to cut costs by eliminating positions anddisbursing the workload to other employees.\ THE SOURCES AND EFFECT OF STRESS is one of the leading causes of employees’ discontentment with their job. personal wellbeing. These actions. thus increasing the initial company’s turnover rate (Koslowsky & Krausz. standards. Personal time is essential in maintaining relationships.” Stress can have many causes. but his or her efforts will be minimal. 18 . Consequently. When a company expects their employees to perform outside normal working hours. In this case. The issue that arises is thattasks will not be performed effectively or efficiently because the employees become more concerned with having an overbearingworkload. such as lunch breaks. This produces higher stress levels because these workers are expected to perform at certain rates. Finding the daily job mundane reduces the individual’s desire to show up to work and to do the job well.In an instance like this. result in employees who attempt to finish incomplete work assignments during personal time. in an effort to keep their jobs (Branham. Branham (2005) asserts that. “it seems clear that one quarter to one half of all workers are feeling some level of dysfunction due to stress. it detracts from those employees relaxation time. 2002). and sanity. which is undoubtedly having a negative impact on their productivity and the probability that they will stay with their employers. the responsibilities may prove to be too demanding. Knowing that management is able to provide the tools essential for the position is crucial to the employee trusting the intentions of their employer. or their employers’. an employee may be entirely too overwhelmed to handle the position. yet they are unable to do so. the employee will search for another position that offers the financial security he or she needs with job characteristics that challenge them appropriately.
Employers that are untrustworthy are a burden to their employees and may cause stress.” The excessive strain can have a very detrimental effect. 2005). 2005). Those remaining begin to wonder whether they are going to be the next people “on the chopping block. Workers may agonize about the consequences they would face if the harassment were to be reported. Harassment. the tone of the business will become stressful or tedious (Kaye & Jordan-Evans. may cause a new level of stress for the employee. when the work environment fails to have any flexibility or any source of amusement for the employees. This anxiety is caused by trying to avoid troublesome confrontations and situations. Dissatisfaction may also arise. Employees that struggle to finish their tasks become less likely to attempt advancement and more likely to begin the search for a new job elsewhere. Distrust can result from a variety of situations (Branham. The termination of some employees also causes stress to the remaining employees. Lack of communication in the workforce is a major contributor to dissatisfaction. This perception of an employer may lead to job dissatisfaction. OTHER SOURCES OF EMPLOYEE DISSATISFACTION Dissatisfaction with the job may come from sources other than stress or poor fit between employee and job. 19 . and raise the company’s turnover rate. 1999). This is usually the result of managerial staff that is isolated and does not know how to relate to their employees on a personal or professional level (Branham. Those who do not attempt to complete all of the assignments are eventually terminated. in any form. as well as the repercussions of not reporting it. Employers that are deemed unethical by their workers may be viewed as such because they appear to care exclusively about company revenues. with the same result in turnover. rather than the employees that are working for them.The extra strain of needing to finish an unreasonable amount of work to keep the job dramatically increases 3031 employee anxiety. Bad communication leaves employees feeling disconnected from the organization. It becomes increasingly difficult to do a respectable job at work when one is consistently faced with an uncomfortable working environment.
It may be common for upper management in some workplaces. or even their customers. the results may be given in such a harsh tone that. In the case of employees.This is32 detrimental to the wellbeing of the company because when an employee feels neglected. and wonders what his or her purpose is within the workplace. Employees may be unaware of how their performance measures up to that of their co-workers and have no sense of how they can improve. the same employers will pay more to other employees who are not willing to work for minimal compensation. why would they work to produce results? Those employees who do work well to support the company may not be compensated for their efforts. If and employee fails to see a future with the company. as workers and as people (Branham. it intimidates and an employee may feel uncomfortable in the workplace. Employees want to know that their employers recognize theirachievements in the workplace. It becomes difficult for workers to see a bright future while working for the company. which leaves these employees feeling neglected and worthless. This compensation disparity leads to dissatisfaction because eventually the hard worker will notice that he or she is not being compensated fairly 20 . it becomes difficult for employees to make any progress in their efficiency. rather than with their employees. he or she will tend to perform at a lower level. At the same time. Without communication. Often companies become more focused on production and revenues. 2005). rather than motivating an employee. If a company does performance appraisals. They need to feel appreciated. Employers that choose to under-compensate know that these employees will work hard of minimal pay. to take the ideas of lower level employees lightly. This employee becomes unsure of his or her position within the company. the employees may rarely be praised for the quality of their performance. and these employers will compensate accordingly . rather than encouraged to achieve more.
Such barriers may include favoritism of certain employees or company policies requiring hiring from outside the company. in showing up for work and coming back from breaks.for the amount of work they are doing. Even is an economic downturn. shows a lack of interest by the employee for his or her responsibilities. Dissatisfaction has many negative side effects for the company. while satisfaction results in a much better retention rate. failure to provide employees with opportunities to grow within the company results in employee frustration. WHY SHOULD AN EMPLOYER CARE? It is important that employers care about the happiness of theiremployees. and will begin searching for another company that will appreciate his or her labor. and finally training new employees. Finally. The effects of dissatisfaction that results in an employee’s withdrawal from job and company can range from mild to severe. Recent statistics show that throughout their careers. CHAPTER 3 21 . American workers hold an average of eight jobs (Rudman. Tardiness. The rate of turnover because employees are unhappy is alarming. 2005). Barriers within the company may prevent some employees from reaching their full potential (Branham. employers must spend an enormous amount of money recruiting new employees. 2003). going through the hiring process.
a widely diversified food products company from India. is an acknowledged frontrunner in both food retailing and food services industry. Established 22 .PROFILE OF THE COMPANY The CREMICA Group.
innovative flavours and fillings. the group has today metamorphosed into a huge food products conglomerate. a passionate food enthusiast. hotels groups and airlines in the country. Its core competence in this business arises from its extensive product development and R&D capabilities. its team of experienced food technologists and its plants. CREMICA’s Key Innovations in the Food Services Business Developing Vegetarian Burgers and Vegetarian Mayonnaise for McDonalds Creating Imli and Mint Chutneys for McDonalds Creating the Makhni Gravy for Pizza Hut Developing Curry Bread for McDonalds Developing types of Choco Sauces Ingredient substitution for Syrups at BARISTA Evolving solutions for the Soft Serve industry Development of a variety of retail and institutional packaging options. The Group has been constantly setting benchmarks for the food processing industry through its incomparable products. CREMICA has emerged as India’s largest player in the food services business through its unparalleled expertise in product development. The company’s value proposition lies in the fact that it can deliver better quality products at the same price. Cremica’s Customers 23 . consistent quality and unmatched expertise. food retail chains. three decades ago. CREMICA today serves as a one-stop solutions provider to all the leading food service chains. With an extensive industry experience spanning three decades. Bector. ingredient substitution and product customization. This coupled with the group’s commitment to healthy eating has enabled it to emerge as a preferred consumer brand and a leading supplier to Indian and global food majors. internationally certified production facilities. which are specifically designed for food service applications. substitute ingredients with local alternatives and reformulate existing products.as a small enterprise by Mrs. CREMICA assists its customers succeed in the marketplace by helping them develop new products.
starch extract from the roots of plants. including the surface of cereal grains.000 years ago in Europe revealed starch residue on rocks used for pounding plants. Airborne 24 . placed over a fire and cooked into a primitive form of flatbread. It is possible that during this time. so any dough left to rest will become naturally leavened.000 BC. grains became the mainstay of making bread. such as cattails and ferns. with the dawn of the Neolithic age and the spread of agriculture. Around 10.INTRODUCTION History of Bread Bread is one of the oldest prepared foods. Yeast spores are ubiquitous. was spread on a flat rock. Evidence from 30.  There were multiple sources of leavening available for early bread.
domestic bread machines which automate the process of making bread have become popular. Recently." Parts of the ancient world that drank wine instead of beer used a paste composed of grape juice and flour that was allowed to begin fermenting. INDUSTRIAL CANTEEN Under the factories Act. which used the intense mechanical working of dough to dramatically reduce the fermentation period and the time taken to produce a loaf. Pliny the Elder reported that the Gauls and Iberians used the foam skimmed from beer to produce "a lighter kind of bread than other peoples. REST ROOM / LUNCH ROOM 25 . is now widely used around the world in large factories. as a source for yeast. 1948 it is statutory requirement of the employer to provide the necessary canteen facilities where more than 100 workers ordinarily employed in any one day of the proceeding 12 month in the factory. bread can be produced very quickly and at low costs to the manufacturer and the consumer.yeasts could be harnessed by leaving uncooked dough exposed to air for some time before cooking. The most common source of leavening was to retain a piece of dough from the previous day to use as a form of sourdough starter. II. The process. As a result. or wheat bran steeped in wine. whose high-energy mixing allows for the use of lower protein grain. A major advance happened in 1961 with the development of the Chorleywood bread process. FACILITIES PROVIDED FOR THE EMPLOYEES WELFARE FACILITIES I. The canteen has to be run on No loss and No profits basis.
b) Activities: • • • • • • VI. • MEDICAL EXAMINATION: As a statutory requirement all the employees should undergo medical examination once in a year.• III. Laboratory facilities with 2 Medical Officers and 7 paramedical staffs are providing service to the employees and their families. washing and toilet facilities provided for the employees in various locations in the plant. V. 26 . VII. CLUB IV. Library facilities Facilities for playing indoor and outdoor games. Once in fortnight specialist are called for the consultation and treatment. As a statutory requirement under the Factories Act. Conducting various cultural programmes Conducting various sports and games To increase literary knowledge conducting various competitions for residents. BASIC FACILITIES: Drinking water. social traits and other activities. BIRTHDAY GIFT On the occasion of employees birthday as a token of love and affection management is presenting a gift with greeting card for the employees. the hospital is well equipped with X – Ray. HOSPITAL To take care of the health of employees and their families members. Ambulance service is provided during the emergencies. a) Objectives of the club: • • To provide recreational facilities and amenities to its members To make available for the members to display and their literary interest. During the course of medical examination if any employee found to be suffering from any disease/ ailment will be advised to go for proper treatment. Accordingly a detailed schedule is chalked out and advised the employees to go for a medical examination in our dispensary. skills. Celebration of National & State festivals. sports. we are providing Rest room/ Lunch Room for the employees.
VIII. In various locations company has developed parks. b) Safety shoes • A pair of safety shoes is provided to the employees every year. 27 . IX. UNIFORM AND PERSONAL PROTECTIVE EQUIPMENTS: a) Uniform • • The company will provide every year two pairs of uniforms to all permanent and contractor’s workmen who are working in packing plant & gypsum unloading. All the employees are provided similar quality of uniforms.• This helps the employees to take preventive care on certain health problems. d) Helmet: • Once in two years helmet is issued to the employees. TRANSPORT FACILITIES: Taxi facilities also available on chargeable basis for the employees. As an exceptional cases helmet will be provided after the certification of the Safety Department. Company has developed Public Garden for the colony residents and installed various entertainment facilities for the children. GARDEN: Company has a separate wing for the developing and maintaining of garden in the colony. c) Raincoat and gum boot : • Once in three years all the employees are provided a raincoat and gumboot.
CHAPTER 4 28 .
DATA ANALYSIS AND INTERPRETATION Table 1 Table showing the satisfaction about the quality of Food provided in the canteen Number of respondents 4 16 5 00 00 25 Percentage of responds 15 65 20 00 00 100 SI. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent 29 . No.
Table 2 Table showing the satisfaction towards hygiene SI.70% 60% 50% 40% 30% 20% 15% 10% 0% 65% 20% 0% 0% 1 No. of Respondents Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Interpretation: From the above table we can find that the quality of food is satisfactory. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 11 14 00 00 00% 25 Percentage of respondent Percentage of responds 45% 55% 00% 00% 00% 100% 30 . 65% of people are satisfied. 15% people are highly satisfied and only 20% people have neural opinion. No.
of Respondents Interpretation: From the 55% of the respondents are satisfied and 45% of the respondents are highly satisfied to the hygiene in the canteen.60% 50% 40% 30% 20% 10% 0% 45% 55% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 0% 0% 0% 1 No. 31 .
No..Table 3 Table showing the satisfaction towards Hospital facilities/ Medical facilities provided by the company SI. of Respondents Interpretation: Majority of the respondents i.e. 32 . 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 4 18 00 3 00 Percentage of responds 15 75 00% 10 00% 100% 25 Percentage of respondent 80% 70% 60% 50% 40% 30% 20% 15% 10% 0% 75% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 10% 0% 0% 1 No. 75% satisfied and 15% of the respondents are highly satisfied and only 10% of respondents are dissatisfied.
No. of Respondents Interpretation: From the above table it is clear that half of the respondents are highly satisfied and remaining 35% respondents are satisfied and 10% respondents are dissatisfied. Table 5 33 . 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 13 9 3 01 00 Percentage of responds 50% 35% 10% 05% 00% 100% 25 Percentage of respondent 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 50% 35% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 5% 0% 10% 1 No.Table 4 Table showing the satisfaction toward basic facilities SI.
1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 12 13 00 00 00 25 Percentage of respondent Percentage of responds 40% 60% 00% 00% 00% 100% 0% 40% Highly stisfied Satisfied Neutral 60% Dissatisfied Highly dissatisfied Interpretation: From the above table. No. Table 6 34 . we can say that more than half of the respondents told that they are satisfied and remaining 40% respondents are highly satisfied.Table showing the satisfaction towards education facility provided by the company SI.
Table 7 35 . No. 35% of the respondents are highly satisfied and remaining 5% respondents have neutral opinion.Table showing the satisfaction towards relation of supervisor in the company SI. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 8 13 02 02 00 Percentage of responds 40% 60% 05% 05% 00% 100% 25 Percentage of respondent 5% 5% 0% 35% Highly stisfied Satisfied Neutral Dissatisfied Highly dissatisfied 60% Interpretation: From the above table it is clear that 60% of the respondents are satisfied.
1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 13 12 00 00 00 25 Percentage of responds 60% 40% 00% 00% 00% 100% 0% 40% Highly stisfied Satisfied Neutral Dissatisfied Highly dissatisfied 60% Interpretation: It is clear that more than then half of the respondents i.. Table 8 36 .Table showing the satisfaction of employees towards birthday gift provided by the company SI.e. 60% are highly satisfied and remaining 40% are satisfied with Birthday gift. No.
No. 1 2 3 4 5 Gender Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 11 14 00 00 00 25 Percentage of responds 35% 65% 00% 00% 00% 100% Percentage of respondent 0% 35% Highly stisfied Satisfied Neutral Dissatisfied Highly dissatisfied 65% Interpretation: From the above table majority of the employees responded that Transport facility provided is satisfactory . Table 9 37 .Table showing the satisfaction towards Transport facility provided by the company SI.
No. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent commercial establishment Number of respondents 13 42 00 00 00 25 Percentage of responds 60% 40% 00% 00% 00% 100% 0% Highly stisfied 40% 60% Satisfied Neutral Dissatisfied Highly dissatisfied Interpretation: Most of the employees responded that they are satisfied in incentivesprovided by the company.Table showing the satisfaction towards provided by the company SI. Table 10 38 .
No. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 8 11 2 3 00 25 Percentage of responds 30% 45% 10% 15% 00% 100% 45% 40% 35% 30% 30% 25% 20% 15% 10% 5% 0% 45% 15% 10% 0% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 1 Percentage of respondents Interpretation: From the above table 45% are satisfied. 30% are highly satisfied and 10% have neutral opinion and 15% are dissatisfied. Table 11 39 .Table showing satisfaction towards Community development provided by the company. SI.
1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 13 11 00 01 00 25 Percentage of responds 50% 45% 00% 05% 00% 100% 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 1 50% 45% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 0% 5% 0% Percentage of respondents Interpretation: From the above table.Table showing response towards recreational facilities provided by the company. No. we can say that 50% are highly satisfied and 45% are satisfied and 5% are dissatisfied . SI. Table 12 40 .
. Table 13 41 . 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 11 12 01 01 00 Percentage of responds 45% 50% 05% 05% 00% 100% 25 Percentage of respondent 50% 45% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 50% 5% 0% 0% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 1 Percentage of respondents Interpretation: From the above table it is that 45% respondents are highly satisfied. 50% are satisfied and 5% people have neutral opinion. SI.Table showing response towards Provident fund facility provided by the company. No.
5% are dissatisfied regarding Rest room & Lunch room . No. SI. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 10 11 3 01 00 25 Percentage of responds 40% 45% 10% 05% 00% 100% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 45% 40% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 5% 0% 10% 1 Percentage of respondents Interpretation: From the above. we can that 40% are highly satisfied and 45% are satisfied and 10% respondents have neutral opinion.Table showing response towards Rest room & Lunch room provided facility by the company. Table 14 42 .
No.Table showing response towards First Aid Facilities in the company SI. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 7 18 00 00 00 25 Percentage of responds 30% 75% 00% 00% 00% 100% 70% 60% 50% 40% 30% 20% 10% 0% 30% 70% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 0% 0% 0% Percentage of respondents Interpretation: From the above table it is clear that 70% respondents are highly satisfied 30% are highly satisfied with firs aid facilities in the company. Table 15 43 .
Table 16 44 . we can say that more than half of the respondents are satisfied and 35% of people are highly satisfied . 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 9 16 00 00 00 25 Percentage of responds 35% 65% 00% 00% 00% 100% 70% 60% 50% 40% 35% 30% 20% 10% 0% 65% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 0% 0% 0% 1 Percentage of respondents Interpretation: From the above.Table showing response towards Gym facility in the company SI. No.
Table 17 45 . 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 11 14 00 00 00 25 Percentage of responds 45% 55% 00% 00% 00% 100% 60% 50% 40% 30% 20% 10% 0% 45% 55% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 0% 0% 0% 1 Percentage of respondents Interpretation: Less than half of the respondents are highly satisfied and more than half of the respondents are satisfied with the annual health checkup in the company. No.Table showing response towards Annual Health Checkup in the company SI.
1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage of respondent Number of respondents 6 18 02 00 00 25 Percentage of responds 25% 70% 05% 00% 00% 100% 5% 0% 25% Highly stisfied Satisfied Neutral Dissatisfied Highly dissatisfied 70% Interpretation: 70% of the respondents are satisfied and 20% of the respondents are highly satisfied and 5% of the respondents have neutral opinion. No.Table showing response towards Treatment of Accident and Injury in the company SI. Table 18 Table showing opinion about loans And advances provided by the company 46 .
No. About loan facilities. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 9 13 3 00 00 25 Percentage of responds 35% 55% 10% 00% 00% 100% Percentage of respondent 60% 50% 40% 30% 20% 10% 0% 1 Percentage of respondents 0% 0% 10% 35% Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 55% Interpretation: 35% of the respondents are highly satisfied and 55% of the respondents are satisfied. Table 19 Table showing response towards uniform & personal protective equipment provided by the company 47 . and 10% have neutral opinion.SI.
Table 20 Table showing opinion about Family Health Plan provided by the company SI. 1 2 3 4 5 Responses Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Number of respondents 14 10 01 00 00 25 Percentage of respondent Percentage of responds 55% 40% 05% 00% 00% 100% 5% 0% 40% 55% Highly stisfied Satisfied Neutral Dissatisfied Highly dissatisfied Interpretation: 55% 0f the respondents are highly satisfied and 40% of the respondents are satisfied and 5% have neutral opinion. Responses Number of respondents Percentage of responds 48 .SI. No. No.
49 . and 40% of the respondents are satisfied and 15% have neutral opinion. FINDINGS Canteen facility. Medical facility provided by the company is satisfactory.1 2 3 4 5 Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total 11 10 4 00 00 45% 40% 15% 00% 00% 100% 25 Percentage of respondent 15% 0% 45% Highly stisfied Satisfied Neutral Dissatisfied Highly dissatisfied 40% Interpretation: From the above table it is clear that 45% of respondents are highly satisfied.
The facility of community development is also good. provided by the company are good. Regarding overall satisfaction towards welfare measures. Most of the respondents showed their satisfaction towards safety measures provided by the company is very good. Most of the employees response towards education facility is very good. Remaining employees showed neural opinion in accident and injury facility and in ambulance facility. family health plan provided by the company are good. The facility like loan and advances. The staff product purchase scheme and leave facility. The opinion of the employees regarding the gym facility is good. the response is good. staff product purchase. transport facility. Transport facility provided by the company is satisfactory.. 50 . Most of the respondents responded that annual medical checkup is good. Satisfaction towards basic facilities response is satisfactory. Most of the respondents responded that the taste of food provided by the company is satisfactory. Co-operative society provided by the company is very good. The employee respondent on commercial establishment is good. The facility of rest room &lunch room facility is good.. Providing birthday gift to the employee is good.
CHAPTER 4 CONCLUSION All the statutory and non-statutory measures are provided to employees as per the standard measures. Any organization success and growth depends on employees. infrastructure. The company may have rich resources of capital. machines and technology but if the 51 . which improves employee’s satisfaction and increase productivity. material.
RECOMMENATIONS The company may consider taking necessary steps in improving variety of items in the and hygiene. The facility of washroom must be improved. APPENDICES QUESTIONNAIRE 1. Provide a chance in open house meeting to employees to express their views. An the quality and productivity of manpower depends on the welfare measures provided by the organization. Proper care should be taken when employee working in dangerous machine. Company can also set up more sports. I would like to conduct a further deep study in employee welfare if I get an opportunity. the organization cannot succeed. Extra hours worked can be rewarded with over time.quality of manpower is not good. By conducting this study I have acquired and in-depth knowledge regarding employee welfare and how it contributes towards organizations success. How do you rate the quality of food provided in the canteen? Highly satisfied [ ] 52 . cultural activities and family get together witch improve employee satisfaction and productivity. This study is very helpful for may career in HR field. Employee welfare plays a vital role in every organization.
How do you rate basic facilities (I.How do you rate the hygiene level in the canteen? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 3.How do you rate the Birthday gift provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] 53 .) provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 5. Satisfied Neutral Dissatisfied Highly dissatisfied [ [ [ [ ] ] ] ] 2.How do you rate the Hospital facilities/medical facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 4. Drinking water.e. How do you rate the education facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 6. Washrooms. How do you rate the relation of supervisor in the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 7.
flour mill)provided by the company? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied [ [ [ [ [ ] ] ] ] ] 10. Dissatisfied [ Highly dissatisfied [ ] ] 8. How do you rate the recreational facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 12. post office. How do you rate the community development measures taken by the company? Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied [ [ [ [ [ ] ] ] ] ] 11.e Telephone booth. How do you rate the Commercial establishment (I. How do you rate the provident facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 13. How do you rate the Transport facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 9. How do you rate the rest room& lunch room facilities provided by the company? Highly satisfied [ ] 54 .
How do you rate co –operative society provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 18.How do you rate the first aid facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 15. How do you rate the annual health checkup in the company? Highly satisfied [ Satisfied [ Neutral [ Dissatisfied [ Highly dissatisfied [ ] ] ] ] ] 17. How do you rate the gym facilities provided by the company? Highly satisfied [ Satisfied [ Neutral [ Dissatisfied [ Highly dissatisfied [ ] ] ] ] ] 16. How do you rate the loans & advances provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 55 . Satisfied Neutral Dissatisfied Highly dissatisfied [ [ [ [ ] ] ] ] 14.
How do you rate the uniform & personal protective equipment provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 20.19. How do you rate family health plan faciliies provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ] 56 .
Milind V. 2002. Pune. New Delhi. Organizational Behaviour. New Delhi. Stephen P.. April.2005 Aswathappa.R. 2003. Web site www. K. Wiley Inernational Ltd.P Human Resource Management – Text & Cases.com 57 . 1989.S.mrsbectorfoods. New Delhi. Robbins.. TQM & ISO.. Deshpande. Research Methodology. Raom V. Excel Books. Prentice Hall of India.google.com www. Symbiosis Centre for Distance Learning. Himalaya Publishing House.BIBLIOGRAPHY Kothari. New Delhi. 2002.Methods and techniques. C. Organizational Behaviour.
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