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CIMDR,Sangli

Shivaji University,Kolhapur
Chapter I
Introduction To Study

1.1 Job satisfactionUsually a human being spent a major part of his/her life in the organization or he
works to earn the money. Work is a social reality and social expectations to which
men seem to conform. It not only provides states to the individual but also binds him
to society. The nature and significance of work is an important aspect of the study.
The term job satisfaction was brought to limelight by Hoppok.
According to him, job satisfaction is the combination of psychological,
physiological and environmental circumstances that cause a person to truthfully say
I am satisfied with job.
Job satisfaction is the end filling of a person after performing
a task. To the extent that a persons job fulfills his dominant needs and in
consistent with his expectations and values, the job will be satisfying. the
feeling would be positive or negative depending upon whether need is
satisfying or not.

Definition of job satisfaction


Job satisfaction is the amount of pleasure or contentment associated with
a job. If you like your job instantly, you will experience high satisfaction. . If
you dis like your job instantly, you will experience job dissatisfaction
-Andrew J. Dubrin

Job satisfaction is a set of favourable or un favourable feeling with which


employees view their work.
-Keith Davis & J.N. Newshru.
1. Job satisfaction refers to the degree to which a job satisfied the needs and
expectations of the job holder.
2. Job satisfaction influences work behaviour and performance of a person.
3. Several factors related to the job holder and his work environment determine
job satisfaction.
4. Need fulfilment, Equity, Tow Factor, Discrepancy and Other theories have
been developed to explain job satisfaction.

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CIMDR,Sangli

Shivaji University,Kolhapur

1.2 Objectives
1) To study the Job Satisfaction of management in various determinants like job
content, occupational level, pay and promotion, work group and supervision of
Swabhimani Agro Products Producer Co. Ltd., Jaysingpur.
2) To know the satisfactory level of the employees in the Swabhimani Agro
Products Producer Co. Ltd., Jaysingpur.
3) To make suggestion for better job satisfaction of Swabhimani Agro Products
Producer Co. Ltd., Jaysingpur.
1.3 Scope of the studyAlthough we might not be able to say that A happy workers is more
productive, it might be true that happy organizations are more productive
Scope of the study is limited with the organisation.
The study made on the topic of Job Satisfaction will reveal the factor
of feelings of employees.
This report is useful to the management of the company to know the
satisfaction levels of employees and they can take measures to
increase productivity.
1.4 Limitations of the study

Time is one of the major constraints during the project work.


The study is conducted only on 61 employees in Swabhimani Agro

Products Producer Company Ltd.


Due to the limitation of the time, the research could not be made more

detailed.
The employees of organisation did not give direct response to some

questions due to some restriction.


Respondents had marked the answers in questionnaires, which may be
socially incorrect irrespective of their actual feelings.

1.5Research methodology-

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CIMDR,Sangli

Shivaji University,Kolhapur

Study is based on questionnaire, personal visits and discussions with


management officials, records, manuals files and organisation profile are studied to
collect detailed data. The necessary data was collected from both sources, that is,1} Primary data
2} Secondary data
1. Primary dataIn this, study primary data collected in decrepitly and qualitatively.
The following methods are used to collect primary data Questionnaire method
Discussions with management
Personal talks with employees directly.
2. Secondary dataThe secondary data is nothing but indirect way of collecting related
information. Secondary data was collected from annual, reports, magazines,
internet, books etc.

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CIMDR,Sangli

Shivaji University,Kolhapur
CHAPTER II
Company Profile

2.1 Introduction:
The Swabhimani Agro Products Producer Co. Ltd Udgaon has been formed
in June 2009 by local farmers from Shirol, Hatkanangale and Miraj Taluka of Sangli
and Kolhapur District under the guidance of their dynamic chairman Shri. Devappa
Anna Shetti (Raju) renowned social worker who is a mass leader of the thousands of
Sangli and Kolhapur district of western Maharashtra.
The main objective of this producer company is to collect the available milk
from the above area to process it and making various products from it like The other
objective of the company is to encourage the member farmers to increase the milk
production in future so that this dairy plant will have sufficient milk which will be
collected, process and dispatched to the various markets directly from the company.
The company is primarily engaged in the business of procurement of milk
and after processing trading the same in local as well as nearby market. Presently it is
collecting more than 50000 liters of milk a day from around more than 279 collection
centers and marketing the same in local market, southern and western Maharashtra,
north Karnataka, Goa etc. The company is selling this milk under its brand name
Swabhimani. The company has registered its own brand, trade mark, patent with
various authorities. Off late it has also entered into the manufacturing of by products
like Shrikhand, Amrakhand, Lassi, Ghee etc.

2.2 OBJECTIVES OF ORGANIZATION:


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CIMDR,Sangli

Shivaji University,Kolhapur

As mentioned above the SWABHIMANI Dairy is popular in Kolhapur dist. There is


good demand of SWABHIMANI milk and milk product in the market.
1

The customer giving good quality milk and milk products at reasonable rates

2
3
4

and at suitable places. To increase customer satisfaction level.


To give maximum rate to milk suppliers & to increase sales.
To think about the benefit of farmers.
To improve quality of Swabhimani milk and milk products. This has resulted

5
6
7

in increasing the demand for Swabhimani milk and milk products day by day.
To increase market share of the milk and milk products.
To give opportunity to workers for studying dairy technology, etc.
Better price for milk suppliers & farmers.

2.3 MISSION, ACHIEVEMENT:


MISSION
1 The main objective is to customer satisfaction and its aim at the excellence in
2

very thing.
Long time quality control and give good service.

ACHIEVEMENT
In short period SAPPCL has reached 50,000 LPD. Milk collection from rural
areas. Also milk collection in 2011-2012
1
2
3
4
5
6
7

God No. 99 Swabhimani milk procurement, Diegraj.


God No. 85 - Swabhimani milk procurement, Udgaon.
God No. 108 Swabhimani milk procurement, Dhugon.
God No. 158 Swabhimani milk procurement, Shirati.
God No. 13 - Swabhimani milk procurement, Gaurvad.
God No. 80 Swabhimani milk procurement, Bhramnal.
God No. 60 Swabhimani milk procurement, Kothali.

309939 liter
305331 liter
242772 liter
208041 liter
204360 liter
181940 liter
177171 liter

2.4Board of Directors:
Name

Position

Shri.Devappa Anna shitty (Raju)

Chairman

Dr. Shri.Subhash Baburao adande

CEO

Shri.Annaso Dadu Chougule

Director

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CIMDR,Sangli

Shivaji University,Kolhapur

Shri.Anil Balu Madnaik

Director

Shri. Ulhas Sambhajirao Patil

Director

Shri .Adinath Balu Hemgire

Director

Shri Dasharath Aappanna Gatage

Director

Shri. Bhagwan Vilas Kate

Director

Shri.Vimlanath Tavannppa Chougule

Director

Shri .Shrikhant Dadu Bhagate

Director

Shri .Mahaveer Rayappa Akoole

Director

Shri.Vipin Vijay Khade

Director

Shri.Ramchandra verupaksh fulare

Director

Shri.Shmsuddin Nuruddi Patel

Director

Shri.Sagar Dattatray Magdum

Director

Shri.Ashok Baburao Magdum

Director

2.5 Product department:


Swabhimani agro product producer co. Ltd is daily collect 63,000 litters milk
from society. Hear bedfellow and cow both type of milk have collect facility,
organisation has manually collection process system. The after completing
production target (up to 20,000 kg) the exes milk were supply to another party, in the
organisation have automatic &semi-automatic machineries for processing.

Marketing department:
Swabhimani agro product producer co. Ltd have their good consumer
relationship. The pricing policy is organisation is purchase as per good quality sign
and keep market price are lower than other competitive brands. Simply the
organisation provides their qualitative products in satisfied prise to consumer. For
incensement of organisation output it uses effective advertisement strategy and
distribution channels.
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CIMDR,Sangli

Shivaji University,Kolhapur

Milk purchase

collection

Retailer

consumers.

process

storage

packing

dealers

SALES DEPARTNENT:
SWABHIMANI AGRO PRODUCTS PRODUCE COMPANY LTD. Has started
the marketing of milk in nearly cities & local areas also. They have well experienced
marketing staff. The marketing officers are engaged in dairy touch to the market &
customers.
They contacts the with dealers & distributors in the market & tries to established the
new market of milk & milk products.
The sangh also expends. Some funds on advertisement of milk & milk products,
such as danglers, stickers, wall-painting & other electronic media also.
The quality of SWABHIMANI products is superior to the other brands so the sale &
demand as milk & milk products is increasing rapidly.

2.6 PRODUCT PROFILE:


1. 1. MILKSwabhimani agro product producer co. Ltd. Provide swabhimani Milk is pure
milk containing 3% Fat and 8.5% SNF. This is homogenized and pasteurized.
Consistent right through, it gives you more cups of tea or coffee and is easily
digestible. Available in 500 ml packets and 1ltr.

The present collection per day of Buffs milk 34,000 & Cow milk 24,000.

MILK ANALYSIS :1
CLR TEST :- ( correct lacto meter & reading )
2
FAT TEST:3
S.N.F. :- ( solid not fat )
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CIMDR,Sangli

Shivaji University,Kolhapur
4

5
6
7

COB TEST :- (cot of boiling test )


AICOHOI TEST :SUGAR TEST :SODA TEST :-

RAW MILK PROCEDURE

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CIMDR,Sangli

Shivaji University,Kolhapur

PASTEURIZATION OF MILK

2. SHRIKHANDSwabhimani agro product producer co. Ltd produce ultimate quality and also
tasty shrikhand in 200 gm& 500g.

PROCESS OF SHRIKHAND

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CIMDR,Sangli

Shivaji University,Kolhapur

Shrikhand can be made by form chakka & sugar


1
2

Badam pista.
Mango.

CONTAINS :
Chakka, Badam Pista, Sugar, welchi, nutmeg

PACKAGING :
50gms, 100 Gms, 150gms, 250gms plastic cups & poly pouches also

SHRIKHAND ANALYSIS : 1
2

Moisture
AcidityProtein

3 AMRAKHAND Swabhimaniamrakhand is a smooth sweet test and most liked by


costumers product of organisation its available at 200gm, 500gm
and 1 kg of packing.

PROCESS OF AMRAKHAND

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CIMDR,Sangli

Shivaji University,Kolhapur

CONTENTS :Sugar, Mango & Chakka.

PACKING :250gms, 500gms, Plastic cups

AMARAKHAND ANALYSIS :1) Moisture:-similar to that of chakka.


2) Acidity:-similar to that of chakka.
3) Protein:-similar to that of chakka.
4. LASSI PROCESS OF LASSI

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CIMDR,Sangli

Shivaji University,Kolhapur

CONTENTS :Milk, Sugar syrup & permitted stabilizer.

PACKING : 200ml, 150ml etc.

LASSI ANALYSIS :1) Acidity:-Similar to milk it comes to be 0.60 to 0.75.


2) Total Solids of Lassi: - 2gms of sample in per weighted
is heating at 100c for 3 hrs.

SWEET:
In sweets we have these following varieties like Khava, Basundi, Chakka,
Shrikhand, and Amrakhand.
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CIMDR,Sangli

Shivaji University,Kolhapur

All these products are making from milk added sugar.


Other Products:
curd
swabhimani Curd made from pure milk. Its thick and delicious giving you all the
goodness of homemade curds. Available in 200 grams and 500 grams packs.
Butter
swabhimani butter is rich smooth and delicious. swabhimani Butter is made
out of fresh pasteurized cream. Rich taste, smooth texture and the rich purity of
cows milk, makes any preparation a delicious treat. Available in 100 grams,
200grams and 500grams cartons both salted and unsalted.
Ghee
A taste of purity, Nandini Ghee made from pure butter. It is fresh and pure
with a delicious flavor. Hygienically manufactured and packed in a special pack to
retain the goodness of pure ghee, having Shelf life of 6 months at ambient
temperatures. Available in 200ml, 500ml, 1000ml

2.7 ORGANIZATION STRUCTURE OF SWABHIMANI AGRO


PROODUCTS LTD. UDGAON.

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CIMDR,Sangli

Shivaji University,Kolhapur

Chairma
Board of
Directors
Managing
Director

H.R.
Department
Security
staff/Clerk

HOD
Accounts
Office
r

HOD Dairy

Officer

Techofficer/Q.C.O
Q.C. Staff

Clerk

Clerk
Clerks
Labours

HODProcurement
Officer
Clerk

HOD
Marketing

HOD
Veterinary

Officer
L.S.S

Electricians

Clerks

Boileroperators/labo
rs

Clerks

Supervisor

Official logo and production site

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HOD
Maintainance

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CIMDR,Sangli

Shivaji University,Kolhapur

CHAPTER III
Theoretical Background
Job Satisfaction:
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Shivaji University,Kolhapur

Concept of Job Satisfaction:-

Job satisfaction is the end filling of a person after performing a task. To the extent
that a persons job fulfills his dominant needs and in consistent with his expectations
and values, the job will be satisfying. the feeling would be positive or negative
depending upon whether need is satisfying or not.
Job satisfaction is different from motivation and morale. Motivation refers to
the willingness to work. Satisfaction, on the other hand, implies a positive emotional
state. Moral implies a general attitude towards work and work environment. It is a
group phenomenon where as a job satisfaction is an individual feeling.
Job satisfaction may be considered a dimension of morale and morale could also be a
source of satisfaction. Attitude are predis-position that make the individual behave in
a particular way. Job satisfaction, on the contrary, is the end feeling which may
influence subsequent behaviour. Thus, job satisfaction is an employees general
attitude towards his job.

Determinants Of Job Satisfaction:The various factors influencing job satisfaction may be classified in to two
categories;
1. Environmental factors, and
2. Personal factors.

Environmental Factors.

These factors relate to the work

environment, main among which are as follows;


i.

Job Content: Herzberg suggested that job content in terms of achievement,


recognition, advancement, responsibility and the work itself tend to provide
satisfaction but their absence does not cause dissatisfaction. Where the job is
less repetitive and there is variation in job content, job satisfaction tends to

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CIMDR,Sangli

Shivaji University,Kolhapur

be higher. Specialisation increases repetitiveness leading to boredom and


there is variety of tasks may not increase satisfaction unless the tasks from a
unified integrated and meaningful whole.
ii.

Occupational Level: The higher the level of the job in organisational


hierarchy the greater the satisfaction of the individual. This is because
position at higher levels are generally better paid, more challenging and
provide greater freedom of operation. Such jobs carry greater prestige, selfcontrol and need satisfaction. One study revealed that professional people
were the most satisfied, followed by salaried workers and factory workers
and factory workers were the most satisfied with their jobs.

iii.

Pay and Promotion: All other things being equal, higher pay and better
opportunities for promotion lead to higher job satisfaction.

iv.

Work Group: Man is a social animal and likes to be associated with others
interactions in the work group help to satisfy social and psychological need
and, therefore, isolated workers tend to be dissatisfied. Job satisfaction is
generally high when an individual is accepted by his peers and he has a high
need for affiliation.

v.

Supervision: Consideration supervision tends to improve job


satisfaction of workers. A considerate supervisor takes personal
interest in his subordinates and allows them to participate in the
decision-making process. However, authoritarian people may be
more satisfied under the supervision of high status and strongly
directive leaders. Employee satisfaction from supervisory behaviour
depends upon the influence which the supervisor exercise on his own
superior.

1. Personal Characteristics:-Personal life exercises a significant influence


on job satisfaction .The main elements of personal life are given bellow:
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CIMDR,Sangli

i.

Shivaji University,Kolhapur

Age: Some research studies reveal positive correlation between age


and job satisfaction. Workers in the advanced age group tend to be
more satisfied probably because they adjusted with their job
conditions. However, there is a sharp decline after a point perhaps
because an individual aspires for better and more prestigious jobs in
the later years of his life.

ii.

Sex: One study revealed that women are less satisfied than men due
to fewer job opportunities for females. But female workers may be
more satisfied due to their lower occupational aspiration.

iii.

Education Level: Generally more educated employees tend to be


less satisfied with their jobs probably due to their higher job
aspirations. However, research does not yield conclusive relationship
between these two variables.

Theories of Job Satisfaction:The main theoretical approaches to job satisfaction are as follows:
1. Need fulfilment theory.
2. Equity theory.
3. Two factor theory.
4. Discrepancy theory.
5. Equity Discrepancy theory.
1. Need fulfilment theory:According to theory a person is satisfied when he gets from his job
what he wants. The more he wants something or the more important it is to
him, the more satisfied he is when he received it. In other words, Job
satisfaction will vary directly with the extent to which those needs of an
individual which can be satisfied are actually satisfied. Vroom views
satisfaction in terms of the positively valued outcomes that a job provides to
person. Thus, job satisfaction is positively related to the degree to which
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CIMDR,Sangli

Shivaji University,Kolhapur

ones need are fulfilled. The fulfilment theory suffers from a major drawback.
Satisfaction is a function of not only what a person receives but what he feels
he should receive. What may satisfy one individual may not satisfy the other
due to difference in their expectations. The strength of an individuals desire
or his level of inspiration is an important determinant of job satisfaction.
Thus, job satisfaction is a function of the degree to which the employees
needs are fulfilled in the job situation.

2. Equity theory:Under this theory, it is believed that a persons job satisfaction


depends upon his perceived equity is determined by his input-output
balance in comparison with the input-output balance of others. E very
individual compares his rewards with those of a reference group. If he
feels his rewards are equitable in comparison with others doing similar
work, he feels satisfied. Job satisfaction is thus a function of the degree to
which job characteristics meet the desires of thee reference group. For
example, one study of the effects of community features on job
satisfaction revealed that workers living in a well to do neighbourhood
felt less satisfied than those living in poor neighbourhood.

Perceived
Personal
Input
Inputs of
Perceived
Comparis

Perceived A
Outcomes
Actually
Perceived Received Perceived B
Outcomes that
Outcomes of
should be
Comparison
Fig. Others
Equity Theory Of Jobreceived
Satisfaction.

A = B
Satisfaction
A < B
Dissatisfaction
A > B
Guilt Discomfort

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CIMDR,Sangli

Shivaji University,Kolhapur

Equity theory takes into account not only the needs of an individual but also
the opinion of the reference group to which the individual looks for guidance.

3. Two Factors Theory:Frederick Herzberg and his colleagues developed the two factors
theory. According to this theory satisfaction and dissatisfaction are
interdependent of each other and exist on a separate continuum. One set
of factors known as hygiene factors ( Company policy, administration,
supervision, pay, working conditions, and interpersonal relations) act as
dissatisfiers. Their absence causes dissatisfaction but their presence does
not result in positive satisfaction. The other set of factors known as
satisfiers ( achievement, advancement , recognition, work itself and
responsibility ) lead to satisfaction.
4. Discrepancy theory:According to this theory job satisfaction depends upon
what a person actually receives from his job and what he expects to
receive. When the rewards actually received are less than the expected
rewards it causes dissatisfaction. In the words of Locke, job satisfaction
and dissatisfaction are functions of perceived relationship between what
one wants from ones job and what one perceives it is actually offering.
In other words, satisfaction is the difference between what one actually
received and what he feels he should receive. this theory fails to reveal
whether over satisfaction is or is not a dimension of dissatisfaction and
if so, how does it differ from dissatisfaction arising out of the situation
when received outcomes one feels he should receive.

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CIMDR,Sangli

Shivaji University,Kolhapur

Perceived

A= B
Perceived
Satisfaction

Outcome Received

Discrepancy
Approach to Job Satisfaction. A< B
Outcomes OneFig.
Feels
A
5. Equity-discrepancy
He Should Received Theory:Perceived
He Should Receive
Dissatisfaction
This is a combination of equity and discrepancy

A> B
theories. Lawler has adopted the difference approach of discrepancy

Perceived over

theory rather than the ratio approach of equity theory. From equity
theory
Satisfaction
the concept of comparison has been selected to serve as an intervening
variable. Under this theory satisfaction is defined as the difference
between the outcomes that one perceives he actually received and
outcomes that one feels he should receive in comparison with others.
When the individual feels that what he actually received is equal to what
he perceives he should receive there is satisfaction. Thus, an individuals
reception of its reward is influenced by more than just the objective
amount of the factor. Because of this psychological influence the same
amount of reward often can be seen quite differently by two people, to
one it can be a larger amount while to another person it be a small
amount.

Perceived
personal Job
Job Satisfaction.
Perceived
Inputs Fig. Determinants of
Perceived
PerceivedAmount
Amountthat
Perceived Inputs
Actual of
Outcomes
should
be
Received
Received
and outcomes of
Outcomes
Difference
Group
Difference Group
Received

A=B

Satisfaction

A>B

Dissatisfaction

B
Guilt Inequity
This model reveals that a persons perception of what he shouldA<
receive
is
.

Discomfort

influenced by the inputs and outputs of others. If his inputs are similar to those of
referent group but his outcomes are less he is likely to be more satisfied who
perceive:
a. their inputs are low;
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Shivaji University,Kolhapur
b. their jobs are less demanding;
c. their reference group have less favourable input
output balance;
d. they are receiving a high outcome level; and
e. their referent groups are receiving less output

6. Social Reference Group Theory:Reference group defines the way an individual looks at the world.
According to this theory job satisfaction occurs when the job meets the
interest, desires and requirements of a persons reference group. In the
other words, job satisfaction is a function of the degree to which the
individual looks for guidance in evaluating the world and defining social
reality.
The social reference group theory is similar to the need fulfilment theory
except that it takes into account not the desires, needs and interests of the given
individual but rather the point of view and opinions of the groups to whom the
individual looks for guidance. this theory is an incomplete explanation to the extent
some people are independent of group opinions and group pressure.

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CIMDR,Sangli

Shivaji University,Kolhapur
CHAPTER IV
Data Analysis And Interpretation

The researcher has studied employees job satisfaction in Swabhimani agro products
producer co. Ltd. various dimensions included are; job content, occupational level,
pay and promotion, work group and supervision to conduct this study the
questionnaire was prepared and get filled through 61 employees. These
questionnaires are analyzed and presented as below;

Reward system for workers, supervisors, managers.


8.33% bonus & incentives in a year.
Monitory and non-monitory schemes for motivation.
Career planning for permanent employees 60years, for temporary employees

1-2 years and probable employees 1year career planning is provided.


Canteen, washroom, guest room, dress, shoes, bags, rainy dress, mask, tea,
medical facility are welfare schemes in organisation.
Close or appropriate supervision style.
Blood donate, bonus and loan for farmers, reward to farmers, medical facility
to farmers buffaloes.
Changes and innovation as per required.
Conflicts resolved procedure is first give warning, then notice, next step is
fine, and lastly dismiss the employees.
Safety measures are health and safety norms, masks, hand glows, dress,
mask, on the job training for new employees.
1-2 hours space available for lunch and breaks.
Working hours at company is 8 hours.
Shift timings:
10a.m.- 6p.m. General shift.
9p.m.-5.30a.m. first shift.
5.30a.m.-1p.m. second shift.
1p.m.-9a.m third shif

Recruitment
Recruitment is made as per the cadre strength approved by Registrar of cooperatives. And they said cader strength is within the preview of co-operative act and
rules. Reservation policies of the government are being followed for recruitments.
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Whenever organisation goes for recruitment the necessary steps are being taken as
per the guidelines stated in its Bye law and proper advertisement will be given in the
local and state Newspapers for the posts required and all the processes are made as
per Govt. Norms and Suitable candidates will be called either for written test or
interview or both.

Training and development


Swabhimani agro product producer co. Ltd provide time to time and who
need what training and development activity to employees.

Employee promotion
Swabhimani agro product producer co. Ltd promotes their employees as per
due to good performance & carrying job attendances are taken to the confederation.

Uniform
Swabhimani agro product producer co. Ltd provides light collared and
satisfied about security purpose uniform to employees.

Transfer
The transfer facilities are given. It is in the hands of Managing Director. If the
transfer is on the request, employee is not entitled for cash benefits but if it is not on
request, he is entitled for cash benefits.

Retirement and its benefits


The retirement age is 60 years. But on health grounds there is a consideration.
And the 1 month prior notice is a must before leaving the job any time before the
retirement.
BenefitsThe gratuity announcements are according to government notifications.
Provident fund, pension & leave benefits is as per the government norms.

Experience

Less than 3 yrs.

21

3 to 5 yrs

30

More than 5 yrs

10

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Shivaji University,Kolhapur

30

21

10

Lesss than 3 yrs.

3 to 5 yrs

More than 5 yrs

From the above chart we can observe employees Experience in the industry.
21 employees are less than 3 years. 30 employees experience are 3 to 5 yeas
experience. 10 employees are more than 5 years experience.
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JOB CONTENT
Table No.1
Neither
Highly

Information Flow
Working Environment
Work Efforts
Nature Of job
Changes
&
Innovations

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nor

Highly

satisfie

Satisfie

satisfie

Dissatisfie

dissatisfie

d
5
14
54
16

d
38
26
0
20

d
0
0
0
0

d
18
21
0
24

d
0
0
7
0

21

34

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Shivaji University,Kolhapur

54

38
Information Flow
14 16
5

34

26Working Environment Work Efforts


24
21
2021
18

Nature Of job

Changes & Innovtions

00000

00

00

From the above chart we can observe employees satisfaction towards job content.
61 employees are interviewed and their opinion for different aspects of job content
is;
About Information flow-: 5 employees are highly satisfied , 38 employees are
satisfied & 18 employees are dissatisfied; Working environment-: 14 employees are
highly satisfied , 26 are satisfied, 21 are dissatisfied; Work efforts-: 54 employees
highly satisfied & 7 are highly dissatisfied; Nature of job-: 16 employees are highly
satisfied, 20 are satisfied & 18 are dissatisfied; Changes & innovation-: 6 employees
are highly satisfied, 38 are satisfied & 18 are dissatisfied.
Highly
M.B.A.-2014-15

Page 28

Satisfied

Neither nor Dissatisfie

Highl

CIMDR,Sangli

Shivaji University,Kolhapur

dissat
satisfied

satisfied

0
0
0
0
0

0
0
23
0
0

20
5
0
0
0

Use & application of skills, Experience


& qualification
Private & safety working area
Kind of work required to perform
Shifts
Working hour
Table No. 2

41
56
7
61
61

0
0
31
0
0

Use & application of skills, Experience & qualification


Private & safety working area
Kind of work required to perform
Shifts
Working hour
56 6161
41
31

23

20

5
0 0

M.B.A.-2014-15

0 0

0 0 0 0 0

0 0

Page 29

0 0

0 0 0

CIMDR,Sangli

Shivaji University,Kolhapur

From the above chart we can observe employees satisfaction towards job content.
61 employees are interviewed and their opinion for different aspects of job content
is;
About Use & application of skills, experience & qualification-: 41 employees are
highly satisfied & 20 are highly dissatisfied: Private & safety working area -: 56
employees are highly satisfied & 5 are highly dissatisfied; Kind of work required to
perform-:7 employees are highly satisfied 31 are satisfied & 23 are dissatisfied;
Shifts-: All employees are highly satisfied ;Working Hours-: All employees are
highly satisfied.
OCUPATIONAL LEVEL
Table No. 1
Neither
Highly

Satisfie

nor

satisfied
Motivation
55
Security
54
Personal Growth 11
Conflicts

d
0
0
22

satisfied
0
0
0

Dissatisfied
0
0
28

dissatisfied
6
7
0

Resolve

15

56

Motivation
56
55 54

Security

PersonalGrowth

Highly

Conflicts Resolve

28
22
15

11

6 7
0 0

M.B.A.-2014-15

0 0 0 0

Page 30

0 0

CIMDR,Sangli

Shivaji University,Kolhapur

From the above chart we can observe employees satisfaction towards Occupational
level. 61 employees are interviewed and their opinion for different aspects of
Occupational level is;
About Motivation-: 55 employees are highly satisfied & 6 are highly dissatisfied;
Security-: 54 employees are highly satisfied & 7 are highly dissatisfied; Personally
Grow-: 11 employees are highly satisfied , 22 are satisfied & 28 are highly
dissatisfied; Conflicts Resolve-:-: 56 employees are highly satisfied & 15 are highly
dissatisfied.
Highly
satisfied

Neither

Highly

Satisfied nor satisfied

Dissatisfied dissatisfied

development
0
Distance Travels Each Day To

61

Work
Design Or Shape of organisation
Counselling Programme

0
0
0

0
0
0

0
0
0

2
0
56

Sponsoring

M.B.A.-2014-15

Training

&

59
61
5

Page 31

CIMDR,Sangli

59

Shivaji University,Kolhapur

61

61
56

Sponsering Training & development

Distance Travels Each Day To Work

5
Deisign Or Shap of organisation
0
0 0 0 0

2
Councelling Programme
0 0 0 0
0 0 0 0

Table no. 2
From the above chart we can observe employees satisfaction towards Occupational
level. 61 employees are interviewed and there opinion for different aspects
Occupational level is;
About Sponsoring Training & development -: All employees are Highly dissatisfied;
Distance Travel Each Day To Work-: 59 employees are highly satisfied & 2 are
M.B.A.-2014-15

Page 32

CIMDR,Sangli

Shivaji University,Kolhapur

highly dissatisfied; Design Or Shape Of Organisation-: All employees are highly


satisfied; Counselling Programme-:5 employees are highly satisfied & 56 are highly
dissatisfied.
Pay & Promotion
Table No. 1
Neither
Highly
Appreciation&

nor

Highly

satisfied

Satisfied satisfied

Dissatisfied dissatisfied

42
43
34
3
38

0
0
0
34
0

0
0
0
24
0

Reward

system
Bonus & Incentives
Overall Compensation
Welfare Scheme
Career Opportunity
4243

38

34

0
0
0
0
0

19
18
27
0
23

34

Appreation & Reward System

Bonus & Incentives

27
24
23
Overall Compensation
1918

3
Welfare Scheme

M.B.A.-2014-15

0 0 0

0 0 0Opportunity
0 0
0 0 0
Career

Page 33

CIMDR,Sangli

Shivaji University,Kolhapur

From the above chart we can observe employees satisfaction towards Pay &
Promotion. 61 employees are interviewed and their opinion for different aspects Pay
& Promotion is;
About Appreciation & Reward System-:42 employees are highly satisfied & 19 are
highly dissatisfied; Bonus & Incentives-: 43 employees are highly satisfied & 18 are
highly dissatisfied; Overall Compensation-: 34 employees are highly satisfied & 27
are highly dissatisfied; Welfare Scheme -: 3employees are highly satisfied ,34 are
satisfied & 24 dissatisfied; Career Opportunity-:38 employees are highly satisfied &
23 highly dissatisfied
Table No. 2
Neither
nor
Highly

satisfie

Highly

satisfied Satisfied d
Current Salary
20
0
0
Level Of Salary relative

Dissatisfied dissatisfied
0
41

Experience
Salary Increment
Fringe benefits

0
0
0

M.B.A.-2014-15

61
38
27

0
0
0

0
0
0

Page 34

0
23
34

CIMDR,Sangli

Shivaji University,Kolhapur

Current Salary

Level Of Salary Relative Experience

Salary Increment

Fringe Benefits

61

38

34
27

24

20

0 0 0 0

0 0 0 0

0 0 0 0

23

From the above chart we can observe employees satisfaction towards Pay &
Promotion. 61 employees are interviewed and their opinion for different aspects Pay
& Promotion is;
About Current Salary-: 20 employees are highly satisfied & 24 are highly
dissatisfied; Level of Salary Relative Experience-: All employees are highly
satisfied; Salary Increment-:38 employees are highly satisfied & 23 are highly
M.B.A.-2014-15

Page 35

CIMDR,Sangli

Shivaji University,Kolhapur

dissatisfied; Fringe Benefits-: 27 employees are highly satisfied & 34 are highly
dissatisfied.
Work Group
Neither

Relationship

with

Highly

nor

satisfie

satisfie

Highly

Satisfied d

Dissatisfied dissatisfied

8
61

40
0

13
0

other

people
Social aspect of work
Table No. 1

Relationship with other people

0
0

0
0

Social asspect of work

61

40

13

8
0

M.B.A.-2014-15

Page 36

CIMDR,Sangli

Shivaji University,Kolhapur

From the above chart we can observe employees satisfaction towards Work Group.
61 employees are interviewed and their opinion for different aspects Work group is;
About Relationship with other people-: 8 employees are highly satisfied & 40 are
satisfied & 13 Dissatisfied; Social Aspect of work-: All employees are highly
satisfied.

Supervision
Table No. 1
Highly

Neither

satisfie

nor
Satisfied satisfied
23
0

Dissatisfied dissatisfied
26
0

freedom
11
Comfortable to take risk
20
Opportunity
in
interested

30
0

0
0

20
0

0
41

project

29

Style of supervision
Amount of flexibility

M.B.A.-2014-15

d
12

Highly

&

32

Page 37

CIMDR,Sangli

Shivaji University,Kolhapur

Style of supervision

Amount of flexibility & freedom

Comfortable to take risk

Opportunity in intrested project


41

32
20

30

29

26

23

20

12 11

0 0

0 0 0 0

0 0

0 0

From the above chart we can observe employees satisfaction towards Supervision.
61 employees are interviewed and their opinion for different aspects Supervision is;
About Style of supervision-: 12 employees are highly satisfied , 23 are satisfied & 26
Dissatisfied; Amount of flexibility & freedom-: 11 employees are highly satisfied ,
30 are satisfied & 20 Dissatisfied; Comfortable to take risk-: 20 employees are highly
satisfied , & 41 Dissatisfied; Opportunity in interested project-: 32 employees are
highly satisfied , & 29 Dissatisfied.

M.B.A.-2014-15

Page 38

CIMDR,Sangli

Shivaji University,Kolhapur

Table No. 2
Neither
Highly

nor

Highly

satisfied Satisfied satisfied Dissatisfied dissatisfied


Access the resources necessary 61
0
0
0
0
Balance of work & personal
life
Involvement in management
Amount of work

45
40
31

0
0
0

0
0
4

0
21
26

16
0
0

Access the resources necessary

Balance of work & personal life

Involvement in management

Amount of work

61
45

40
31
21

26
16

4
0 0 0 0

M.B.A.-2014-15

0 0 0

Page 39

0 0

0 0

CIMDR,Sangli

Shivaji University,Kolhapur

From the above chart we can observe employees satisfaction towards Supervision.
61 employees are interviewed and their opinion for different aspects Supervision is;
About Access the resources necessary-: All employees are highly satisfied; Balance
of work & personal

life-:45 are employees highly satisfied ,

16 are highly

dissatisfied; Involvement in management-: 40 are employees highly satisfied , 21 are


dissatisfied; Amount of work-: 31 are employees highly satisfied,4 are neither
satisfied nor dissatisfied & 26 are dissatisfied

Overall Satisfaction
Table No. 1
Neither
nor
Highly
Overall

satisfaction

satisfie

Highly

satisfied Satisfied d

Dissatisfied dissatisfied

4
7

32
27

with

company
Overall satisfaction with job

25
27

Overall satisfaction with company

0
0

0
0

Overall satisfaction with job


32

25

27

27

7
4
0

M.B.A.-2014-15

Page 40

CIMDR,Sangli

Shivaji University,Kolhapur

From the above chart we can observe employees satisfaction towards Overall
Satisfaction. 61 employees are interviewed and their opinion for different aspects of
Overall Satisfaction is;
About Overall satisfaction with company-: 4 employees are highly satisfied , 25 are
satisfied & 32 Dissatisfied; Overall satisfaction with job-: 7 employees are highly
satisfied , 27 are satisfied & 27Dissatisfied.

CHAPTER V
Findings, Observations &Suggestions
Findings & observation:

About information flow very few employees are highly satisfied, most of

employees are satisfied.


Regarding the working environment though

satisfied the dissatisfied personnel are noticeable.


Employees are highly satisfied with work efforts it is remarkable for the
company.

M.B.A.-2014-15

Page 41

maximum personnel are

CIMDR,Sangli

Shivaji University,Kolhapur

Most of employees are dissatisfied as they have to cope of with the changing

environment.
Employees are can maintain their privacy of working at company takes due
care of employees safety and employees are satisfied with the security

measures provided by the company.


Few employees are not satisfied with the work they are performing in
company try to give optimum work they think that their skills are under

estimated.
Conflicts in company are resolved in well manner.
For improvement of both company and employees must get the training and
development and organise the counselling programme for personal growth of

employees.
About compensation and reward system around 70% are satisfied and around

the 30% are dissatisfied.


100% employees are highly satisfied with level of salary relative to
experience but 37.70% employees are highly dissatisfied with the salary

increment.
42.63% employees are dissatisfied with the style of supervision so, company
can change the style of supervision. 67.22% employees are highly dissatisfied

with the to take risk.


All employees are happy with the access the resources necessary.
55.73% employees are satisfied with the overall job but 52.45% employees

are dissatisfied with overall satisfaction with company.


Most of employees are 3 to 5 years experienced in organisation.

M.B.A.-2014-15

Page 42

CIMDR,Sangli

Shivaji University,Kolhapur

Suggestions:
1. Company can organise the training and development programme for
job enrichment and job enlargement.
2. Company can organise the counselling programme for develop the
employee skills.
3. If company is not provide the monitory scheme provide the nonmonitory schemes.
4. Company can change the supervision style.
5. Employees are satisfied with the overall job but not satisfied with the
company performance.

M.B.A.-2014-15

Page 43

CIMDR,Sangli

Shivaji University,Kolhapur

Conclusion& Bibliography

M.B.A.-2014-15

Page 44

CIMDR,Sangli

Shivaji University,Kolhapur

Appendix

M.B.A.-2014-15

Page 45

CIMDR,Sangli

M.B.A.-2014-15

Shivaji University,Kolhapur

Page 46