Organisation study and study of motivational factors of employees of ANEL

CHAPTER 1 INTRODUCTION AND THEORETICAL BACKGROUND

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Organisation study and study of motivational factors of employees of ANEL

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ORGANISATION AND ORGANISATOINAL STRUCTURE.

ORGANISATION. One man or a group of people cannot do all the jobs in a business enterprise. Hence several groups of people have to work together to achieve the goals of the company. Thus an organization is created. An organization is defined as a structure that enables people to work together, efficiently to achieve the goal through division of labour and function, and hierarchy of authority and responsibility.

IMPORTANCE OF AN ORGANISATION.1  Facilitate administration Well designed organization structure makes it easier to manage the operations smoothly and efficiently.  Facilitate division of labour. The work is sub divided into task/activities in logical and scientific manner and assigned to each position. Thus each position has an assigned task.  Facilitate division of Authority and Responsibility. Authority and responsibility can be suitably divided and distributed to several levels and positions as per company’s requirements. Each position has its own inherent authority and responsibility.  Effective use of manpower. Best – suited person is selected and placed in each position to do the task. He carries the necessary authority and responsibility, assigned to his position.

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Organisation study and study of motivational factors of employees of ANEL  Facilitate growth. Provide framework for the growth of the business enterprise as well as of the individuals.  Ensure continuity. In the event of resignation/retirement of person or a discontinuity, a good organization structure will ensure continuity of its activities without disruption.  Simulate creativity. It will motivate and encourage innovation and creativity of the people in their own work.  Encourage specialization. People with special skills and talents are placed on the appropriate jobs. This will encourage specialization.  Optimum resources utilization. Make the best use of resources like men, materials, machineries and money.  Facilitate training and personnel development. Provide training and retraining to employees as per their job requirements. Also facilitate self-development by undertaking responsibilities.  Maximum productivity. Maximize efficiency, employee and machine utilization, reduce waste, cost and expenditure at all levels and in all activities.  Prevent corruption. Provide checks and balance to prevent and detect corruption.  Survival at bad times. A good organizational structure will enable the employee to survive at bad times by building company loyalty and good interpersonal relationship among employees.

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controlled. and helps to find better ways to tackle problems and find solutions for them. its work flow and department wise details about the work force and work flow. its hierarchy. 1. weakness . and allocates rights and duties. this structure depends entirely on the organization’s objective and the strategy chosen to achieve them. opportunity and threat related to organization and helps to asses the firm better. within which an organization arranges its lines of authority and communications. and coordinated and hw information flows between levels of management.Organisation study and study of motivational factors of employees of ANEL ORGANISATIONAL STRUCTURE2 Organizational structure is a formal and informal framework of policies and rules. power and responsibilities are delegated. In a decentralized structure. In a centralized structure. it tell about the strength.4 ORGANISATIONAL STUDY Organizational study is done to analysis the structure of an organization. An organizational chart illustrates the organizational structure. in a decentralized structure the decision making power is distributed and departments and divisions have varying degrees of autonomy. the decision making power is concentrated in the top layer of the management and tight control is exercised over departments and divisions. as in gives insight about the working of the organization. -4- . Organizational structure determines the manner and extend to which roles. the decision making power is distributed and the departments and division. An organizational study helps to know the organization better.

1.1 Different views of motivation. Further up the hierarchy the person is able to go . In this context the study on self motivation is important. the humanness and psychological health he or she will display. Only unsatisfied needs can influence the behavior. which can influence their behavior. to have initiative. they are arranged in the order of their importance or hierarchy. satisfied needs do not act as motivators. spirit or be enterprising.4 THEORY OF MOTIVATION3 Motivation is a need or desire that causes a person to act.4. Human needs have wants and desires. the more individuality. Employer’s Point of View:  Productivity  Paycheck  Job Satisfaction Employee’s Personal Motivation  We are making a contribution  Supervisor’s praise  Respect of colleagues and peers  Being informed of happenings  Having meaningful & interesting work -5- .Organisation study and study of motivational factors of employees of ANEL 1. from the basic to the complex. Since needs are many.

Top Ten Motivators:  Thanks personally. timely.Organisation study and study of motivational factors of employees of ANEL How to motivate Employees  Track project results & celebrate milestones (keep yourself informed of progress)  Give support and accolades when deserved  Gain respect of peers by peer bonding  Providing diversity if possible. cross-training  Just ask them their opinions and idea to contribute . and promote based on performance  Give chance to learn new skills  Celebrate successes!!!! -6- . reward. often & sincerely  Take time to meet and listen to staff  Provide feedback  Encourage new ideas and initiative  Explain how employee fits into organization’s plans  Involve employees in decisions  Provide ownership in their work  Recognize.

K. Ernakulam 2 and 3 www.businessdictinary. Educational publishers and distributors. Radhakrishana. Organization and management studies.com -7- .Organisation study and study of motivational factors of employees of ANEL REFERNCE: 1.

Organisation study and study of motivational factors of employees of ANEL CHAPTER 2 INDUSTRY. COMPANY AND PRODUCT PROFILES -8- .

Natural medicine was at the vanguard of this revolution. which are the major suppliers of the herbal raw materials in the world. Naturopathy is hardly a alternative if you consider that its essential ideas form the basis of this massive shift in our thinking about food and the body. We have realized that what we assume to be natural – fruits. Pesticides. -9- . vegetables. but already it ahs redefined our concept of a healthy life. During the last decade.Organisation study and study of motivational factors of employees of ANEL 2. The ways we live and hope to live has undergone a revolution.1 GENERAL INTRODUCTION Naturals are a buzzword these days. Thanks to the work o pioneering naturopaths ―a balanced diet’ and ―a regular exercise’ were accepted as basic requirements for the health. popularity of alternative medicine increased significantly worldwide with noticeable trends in the United states in particular. herbs – are not necessarily produced in a natural way. fertilizers and genetic modification have corrupted our food sources and compelled many of us to aspire to a new ideal: living free of harmful chemicals. The Organic Revolution has really only just begun. the Natural Revolution has evolved into ―The organic Revolution‖. It wasn’t long ago that our society seemed less concerned with nature than with progresses. This in turn accelerated the global trade of the herbal raw materials and herbal products and created high scope for the Afro-Asia as well as Latin – American countries. Today. But now we se the importance of sustainability and human values. herbicides.

berries. also called botanical medicine or phytomedicine refers to the use of many plant seeds .1 HERBAL EXTRACTION INDUSTRY Herbal medicine.Organisation study and study of motivational factors of employees of ANEL The global trade of medicinal and related plant materials were estimated to be of the approx. bark or flowers for medicinal purposes. propagation and marketing of important medicinal plants. Long practiced outside of conventional medicine. Plants had been used for medicinal purposes long before recorded history. value 62billion US$ in 2001. Despite contradictory claims regarding India’s share in the world market of medicinal plants. . The government of India has however been quite active since 2000 to overcome this problem. but the country lags far behind china owing to its unorganized trade system and inadequate policy. herbalist is becoming more main stream as up to date analysis and research show their value in the treatment and prevention of disease. one thing is very clear that ideally it should have the second largest share . roots. China has been successful in acquiring the single largest share in this export market because of its well-deigned national policy on the traditional Chinese medicine. 2. Ginseng is the major item of the Chinese export. leaves . A ―National medicinal plant Board‖ has been constituted to facilitate the conservation.2. and has adopted many measures to give a boost to the export of the medicinal plants and herbal products.2 INDUSTRIAL PROFILE 2.10 - . herbal products and its state level counterparts are also operating to implement this mandate at the individual states.

This process is called extraction. herbal extract. Solvent extraction.g. oxygen or chemical solvents. which represent a heterogeneous mixture of widely varied chemical constitutes. hence the name. There are many processes patented throughout the world for commercial extraction of plant ingredients. From earliest times medicines were the product off parts steeped in or boiled with water. Effleurage. Herbal extracts is a liquid solution o herbs and alcohol. none of these extraction methods produces an exact replica of the scent of a fresh plant. then the solid matter is removed leaving only the oils of the herbs mixed with the alcohol. In case of essential oils. however.Organisation study and study of motivational factors of employees of ANEL The industrial processing o medicinal and aromatic plants start with the extraction of the active components using one or the other technology. Expression.11 - . wine. . All four methods intend the final product to be used in perfumery or scenting. The reason for this inability to exactly replicate the scent of a fresh plant is due to the fact that these extraction methods denature the aromatic compounds by either exposure to heat. the extraction processes for the production of essential oils from aromatic plants and extracts from medicinal plants differ widely and the best results are obtained by modifying and adapting the general extraction process to a particular medicinal and aromatic plant. brandy. The fired or fresh herbs are combined with alcohol. Nowadays there are four common methods for extracting aromatic compounds from plant material:     Distillation. etc) and vinegar made extraction of the ingredients more efficient and had a preservative action. Experience showed that other liquids such as alcohol (e.

12 - .Turmeric. Sarsaparilla (S.1 Major bulk herbal extractors a) “Indena”. and is a leading importer and packet of herbal teas. Allspice. Lemongrass.(Italy) is the leading extractor and pioneer in the field of pharmaceuticals. among their raw materials range are Aloe Veras.Ginger.1.hibiscus.2 Structure of the industry HERBAL EXTRACTS INDUSTRY Nutraceutical Cosmeceutical Phytopharmaceuticals or Herbal Drugs Chart No: 1 .2.2. Senna and Tamarin.regelii). 2.Flavours and extracts” (parts of Frutarom Industries Ltd.Organisation study and study of motivational factors of employees of ANEL 2. Significantly.(Germany) is the largest. Switzerland) c) “Martin Bauer”. quassia. b) “Fachsman. Turmeric and ginger are among their product range.

public interest in natural therapies. Asia and Pacific.2 Herbal Drug Herbal drugs have been used since ancient times as medicines for treatment of range of diseases. Latin America . Vitamins. 2. foods and beverages with added bioactive ingredients. This has increased the international trade in herbal medicine enormously and has attracted most of the pharmaceutical companies including the multinationals. The strongest market driver for the nutraceutical is the ―baby boomer generation‖ which will be the largest buying consumer group in the years ahead. In spite of the great advances observed in medicine in recent times.2.2.2.13 - . minerals and nutrients or ingredients isolated/purified form conventional foods. has increased dramatically not only in developing countries but mainly in industrialized countries. Nutraceuticlas are food products supplemented with herbal ingredients. plants still make an important contribution to health care. These are the latest products in a succession of health food evolution constituting dietary supplement. Currently most large multinational companies are interested in commercializing drugs.2. Japan ($10-14 billion). Africa and Middle East are set to provide the fastest growth for the nutraceutical industry. Medicinal plants have played a key role in world heath.1 Nutraceutical Health foods are known under different names throughout the world. During the past decades. The US leads the Nutraceutical market followed by countries of western Europe and Japan. namely herbal medicines. China will see the most impressive jump in nutraceutical production and consumption USA ($10 – 37 billion). will remain largest global producers and consumers. fortified foods. It is . EUC ($ 15-20 billion).Organisation study and study of motivational factors of employees of ANEL 2.

in no other country has the herbal medicine market reached about $3.14 - .4 billion in 2005 Botanical ingredients for use in cosmetics and toiletries 8% annual growth Manufacturers are now frequently replacing vitamins with herbal ingredients such as Serenoa repens. 750 million (2008).1 billion.3 and $2. .2.5 billion where the market for botanicals for use in cosmetic and toiletries are at $ 345 million (1998). essential oils. Herbal medicine markets in Asia and Japan reach $2. respectively. 505 million (2003). Ginkgo biloba   Aloe Vera is most demanded in cosmetic industry US market for cosmetics: US $2.3 Cosmeceuticals Cosmeceutical means cosmetics that are made from herbal products like botanical extracts. 2.2 billion.Organisation study and study of motivational factors of employees of ANEL estimated that the European market alone reached about $7 billion. Panax spp. Aloe extracts etc…      Global market : US $22 billion Fastest growing sector : Anti-aging products Skin care products $5. However.2.

such as mustard. They are also known as volatile or ethereal oils.4. .53% 5.1 Herbal dietary supplements Herbal cosmetics F&B with herbal contents (Food and Beverage) Vitamins and micronutrients (Source: National medicinal plants board) 12. But in current scenario a huge demand for herbals are from nutraceutical industries. Among them herbals are supplied for production of vitamins and micronutrients. hydrophobic liquid containing volatile aroma components from plants.37% 6. Essential oil industries. 2. Distribution of herbal to different industries Table No. An essential oil is a concentrated. or essence of the plant.12% 75. Oil is ―essential‖ in the sense that it carries a distinctive scent. or simply as ―oil of‖ the plant material from which they were extracted.98% Table showing different sectors to which herbal products are supplied as raw materials.Organisation study and study of motivational factors of employees of ANEL 4.15 - .

USA.  Developing countries have great potential for production of E.000 tons.3. Indonesia. Japan.O. 35% in industrialized countries.  Major importers: E. India.16 - . European Union . It’s highest for USA (26%) followed by India 21% and Brazil 8%. .USA and Indonesia account for 66% of essential oil exports . GLOBAL VIEW OF THE INDUSTRY 2.3. India.1 GLOBAL VIEW OF ESSENTIAL OIL INDUSTRY Essential oil production World production dominated by Brazil 40% followed by USA 20% and India 15% when compared in value terms. Egypt.  Seven leading countries Brazil. Morocco and Turkey produce 85% among developing nations..O. China. Essential oils: global view  World production of essential oils (Estimated) 150.Organisation study and study of motivational factors of employees of ANEL 2. China. 65 % produced in developing countries.U.000 tons excluding Turpentine oil which alone is 300. Brazil. Switzerland account for more than 70% of the total volume import. Canada.  Major exporters of E.

herbal extracts garlic and green tea. increasing range of .Organisation study and study of motivational factors of employees of ANEL 2. INDIA TO EXPAND MOST RAPIDLY.3. the functional food beverages additives lutien. Worldwide demand is to reach $15. the best worldwide growth opportunities for nutraceutical ingredients will emerge inn soy isoflavone proteins.3.2. The US will remain the largest global consumer of nutraceutical ingredients due to the broad. MARKETS IN CHINA. World demand for nutraceutical ingredients is forecasted to advance 5.8 percent annually to 15. China and India will emerge as the fastest expanding nutraceutical markets as strong economic growth leads to the extensive upgrading and diversification of food.  No cure in modern medicine for chronic and lifestyle related disorders. omega -3 fatty acids.  Global trade in herbal medicines/food supplements currently stands at US $70 billion. GLOBAL VIEW OF HERBAL PRODUCTS INDUSTRY Herbal product industry is one of the fastest growing industry in the world.3. glucosamine and coenzyme Q 10.5 billion in 2010. and non-herbal extracts chondrotin.  Affordability  Effectiveness and time tested. In that year these compounds will serve a projected $197 billion market for nutritional preparation and natural medicines.5 billion in 2010. 2. beverage and pharmaceutical production capabilities.17 - . lycopene. Popularity and global interest in herbal products are due to the following:  Lesser side effects as compared to synthetic products. Due to clinical and scientific evidence of health benefits and safety.

18 - . green tea for cancer prevention and weight loss. and black cohosh for post-menopausal symptoms will be among the herbs continuing to fare well in the worldwide market place.Organisation study and study of motivational factors of employees of ANEL nutritional preparations and natural medicines produced domestically.  Technology and skilled man power. However.  Credit facilities for business development.9 billion in 2010. dietary supplements. and adult and pediatric nutritional become more saturated.5% annually to almost $1.O.  Inadequate infrastructure.  Market intelligence. Increasing acceptance by consumers and medical professional will push world demand for herbal and non-herbal extract 6. ginkgo biloba for enhanced cognitive properties. Conflicting clinical and scientific testing results about actual health benefits will inhibit faster gains in the overall products group.4. but it also suffers many problems to sustain in the industry . . the US will relinquish.some of the constraints faced by herbal product companies are as follows –  Lack of awareness o economics benefits of E. the country’s demand for these ingredients will grow below the average worldwide pace as market for many fortified foods and beverages. saw palmetto for benign prostatic hyperplasia. Constraints faced by herbal production industry As herbal production industry is one of the fast growing sectors in the world. Based on outsourcing trends. 2. Garlic for improving cardiovascular functions.  Inventories for information and plant resources. policies. industry.  Unsupportive govt.

Gingko) 140.400 63 Chile USA(Echinacea. Medicinal plants and herbal products are used in functional foods and dietary supplements. cosmeceutical and for herbal drug industries comes from developing countries like China and India.450 326 India (e. cohosh) Black 11.300 14 Pakistan 8.5 The leading exporter of medicinal plant and herbal products Table No:2 Country T Tones $ Million China (Ginseng.g. 35.900 73 Singapore 14. John’s wort) 14.500 5 (Source: Ministry of health and Family welfare) The bulk of the raw material for nutraceutical.19 - . its demand is .Organisation study and study of motivational factors of employees of ANEL 2.St.650 53 Chamomile.g.700 26 11.650 120 Egypt 11. Turmeric) Germany (e.

The present value of the entire Ayurvedic production in India is estimated to be around USD 1bn while annual exports are pegged at USD 100mn. Of the total exports 60% is crude herbs. Apart from the traditional herbal formulations. . These two markets are the key drives of the global herbal trade. In 2004 the global trade in herbal medicine was estimated around USD 60bn increasing with an annual growth rate of 15%.Organisation study and study of motivational factors of employees of ANEL growing in European market. cosmetics.6. This market is larger and more developed in European and American countries. China and India are leading exporters of raw materials (Herbal extracts. MARKET POTENTIAL AND DEMAND DYNAMICS. As per World Health Organisation (WHO) estimates 80% of the world population depends on herbal medicine for their primary healthcare needs. The industry is expected to attain a value of USD 5 trillion by 2050.) in the world. India countries less than 1% the global herbal market however it is fast emerging as a key supplier of medicinal plants across the globe. The demand for herbal medicine is especially high in European Union (EU) and United States. essential oils etc.20 - . nutraceutical are two up coming opportunity segments which are expected to be the future growth drivers of the herbal industry. 2. 30% is finished product shipped abroad for direct sales to consumer and the remaining 10% is partially prepared products to be finished in the foreign countries. Presently.

7. Table No:3 Country Percentage North America Asia Japan Rest of Europe France Germany (Source: Spices board Of India) 11 19 17 12 13 28 Market Share North America Asia Japan Rest of Europe France Germany (Source table no : 3) Pie chart no: 2 Global herbal market .Organisation study and study of motivational factors of employees of ANEL 2.21 - . DISTRIBUTION OF GLOBAL HERBAL MARKET.

The county. INDIAN SCENARIO In India herbal and spice sector has traditionally occupied an important position in the socio cultural. and more recently the medicinal plants board to develop. has a good potential to export herbal products. however. The state government has established a R&D and educational infrastructure for the further developing science of traditional medicine and also took the lead in promoting health tourism which has been equally popular among Indian as well as foreign tourism.000 plant species and 25. Japan is the largest herbal product consumer among asian countries. Recognizing its importance.8. 45. spiritual and medicinal area of rural and tribal lives. blessed with 16 agro climatic zones. the government of India established the development o Indian system f medicine and homeopathy. 2. The biggest concern is to establish the efficacy of Indian medicinal plants on modern scientific terms . endowed with rich biodiversity because of its natural topography comprising of all three biomes – hills. Kerala has been at the forefront of Ayurvedic revolution in the country.000 medicinal plants.22 - . promote and regulate the sector for maximizing the benefits to the people as well as to ensure sustainable growth. Non – acceptance by the profession in the developed countries owing to lack of technical documentation is. hindering its exports. Medicinal plants have been identified as one of the thrust areas by the ministry and different programmers have been initiated for conservation of medicinal plants sound in the forest and protected areas as well as cultivation of plants in the degraded forest areas.Organisation study and study of motivational factors of employees of ANEL The chart clearly tells that most of the European countries are the main customers of herbal products in the world and small part of the market is spread over the north American countrie. platues and coasts. The Indian herbal extracts industry has grown over the years and is today estimated between INR 500 crores and INR 600 crores.

the Ayurvedic and Siddha manufactures need to orient themselves to export needs. energy boosters etc.  Positive government policies towards herbal sectors  Herbal industry in India is increasingly becoming research based.  Strong traditional support – mainly from Ayurveda  Plants used for century’s safety margin very high.  Management.1.  As fished formulations  As phytochemicals /pure isolates. Cholesterol/lipid lowering.Organisation study and study of motivational factors of employees of ANEL and produce extracts in hygienically maintained good manufacturing facilities. The global herbal market is estimated at $ 65 bn and India’s share is only $1 bn. With the global market growing at a much faster rate than the domestic market.8. World health organisation (WHO) projects the global herbal products market at $5 trillion by 2050. Global demand for herbal products have been growing steadily at 15 % per annum. 2.23 - .2 International market of Indian herbal products  As drugs/raw herbs  As standrandised extract.  Rich Indian biodiversity. . Advantages of Indian herbal industries. mobilize and organize the sector. There is a comparative need to consolidate. 2.  Availability of herbs for variety of indications like sugar/weight.8.

 5000 good manufacturing process complaint manufacturing unit Turn over of traditional medicines stands at USD 2 bn.4 A profile of Indian herbal products industry Some facts about herbal product industries in India. council of scientific and industrial research (CSIR) and Ayurveda.8. Middle east. safety and efficacy  Indian council of medical research (ICMR). 1940 and rules 1945. secondary and tertiary level of healthcare.8. safety and efficacy studies  .  Good manufacturing practices (GMP) enforced in 2003.  National policy on traditional medicine adopted in 2002  Indian systems of medicine and homeopathy have been integrated in health delivery at primary.  India is the hub of botanical standardization and R&D.3 Government policies.Modern medicine hospitals undertaking clinical trails on traditional medicinal products .  Exports of traditional medicines stands at USD 250 mn  Major exports to USA .Organisation study and study of motivational factors of employees of ANEL 2.  Contrary to popular perception traditional India medicine products are standardized herbal products and tested for their quality. Germany.  Training and practice of ASU &H regulated by act of parliament and autonomous regulatory authorities.24 - . Russia & other CIS countries and South Asian countries. 2. Siddha and Unani Research councils. laboratories engaged in botanical standardization.  Manufacturing and sales of ASU&H drugs regulated by Indian drugs and cosmetics Act.

25 - . Future of Indian herbal product industry is very much secured as the demand for Indian herbal products are increasing day to day.8.  India is one of the largest exporters of standardized herbal extracts to USA and Europe for food supplements.  India has a national medicinal plants board and 30 state medicinal plants board which are encouraging sustainable collection and cultivation of medicinal plants by sensitizing collectors and farmers.  Need for standardization and quality control protocols.Organisation study and study of motivational factors of employees of ANEL  .8.5 Futures of herbal products industry in India.  Difficulties to acquire patent rights for self developed technologies and products  Need for understanding of regulatory requirement of different countries. (Herbal and spice extracts. 2.  Sustainable collection and cultivation of medicinal plants raw materials.  Increasing demand for herbal raw materials in nutraceutical and cosmeceutical industry. .Most reputed companies are utilizing state-of –art standardization techniques and relying on clinical trails for their herbal medicines.  Generation of scientific information can help in increasing global opportunities.4 Constraints faced by Indian herbal products manufacturing industries. 2. medicinal plants.  Need for research and clinical trails of products.  Global opportunity for Indian herbals is on rise. essential oils)  Need for sufficient scientific information on many plants.

Organisation study and study of motivational factors of employees of ANEL  Indian companies are investing more on research to en-cash on global opportunities.  Indian government to play active part to get Indian medicinal plants approved in various countries.  Planning commission of India target that export of herbal based products to be INR 2.5 billion by 2010.

Big market of Indian herbal products Table no:4 Country USA Japan European countries Rest of the world
(Source: Spices board of India)

Percentage 50 10 30 10

Market share

USA Japan European countries Rest of the world

(Source: table no: 4)

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Organisation study and study of motivational factors of employees of ANEL

CHAPTER ORGANISATIONAL STRUCTURE AND FUNCTIONAL AREAS

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Organisation study and study of motivational factors of employees of ANEL 3. COMPANY PROFILE 3.1. A profile of Arjuna natural extracts limited Arjuna natural extracts limited was established in year 1992 with the head office at Alwaye and manufacturing facilities at Coimbatore and Edayar. Arjuna is a global manufacturer of standardized plant extracts essential oils and omega 3 fatty acids with over 16 yrs of excellence in industry. Arjuna is driven by philosophy of manufacturing products of exceptional quality using innovative concepts. Its product range consists of more than 50 products are being used in over 43 countries. The production facilities are spread in 6 locations in south India including a world class research and development facility approved by ministry of science and technology. Arjuna is front runner in the industry adhering in to the highest ethical values and continuously striving to promote intellectual protected scientific approach in the field of extracts supported with clinical, toxicological and stability studies. Arjuna natural extracts ltd is a global manufacturer and exporter of standardized herbal and spices extracts specialized essential oils and omega 3 fatty acids from marine and vegetable source, in oil and powder forms. With 17 years of excellence in this industry. The company is driven by the philosophy that centers on producing exceptional product quality and ensuring ultimate customer satisfaction. In this industry where present becomes history the very next day, innovation is the key to existence off any company. Where Arjuna natural extracts is the front runner as they are lead by a pioneering R&D unit. The Ministry of Science and Technology, govt. of India has approved this world class R&D facility for in house research. Arjuna extracts is authentically the first in India to be engaged in commercial manufacture of omega 3 fish lipid oils. The company leverages on its competencies to respond quickly to customer needs. With 11,000 sq meters of ultra modern facilities with high end machinery at 5 different units spread across south India.

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Board of directors of ANEL Table No:5 Mr. with the latest facilities like HPTLC (Nassaga) . It follows strict GMP’s to guarantee standardized quality. Benny Antony Mr. Arjuna owns most modern state of art laboratory approved by the Ministry of Science and Technology . HPLC. RI. product improvisation and innovation. spectrometer. Arjuna Natural Extracts limited has combined generations of understanding with the latest breakthroughs in extraction technology to create products that make a real and positive difference to clients in 50 countries. which form part of the R&D for efficient and effective quality control. 3. Kunjachan Dr. densitometer.Organisation study and study of motivational factors of employees of ANEL Arjuna’s manufacturing facility makes use of the most technologically advanced equipments to ensure consistent products quality and efficient streamlined service. gas chromatograph etc. P. For more than a decade. The facility has the capacity to handle product volumes ranging form a few 100 kgs to several 1000 metric tons.J. UV. It is the second company in the world to supply the mustard oil (natural) and the first in India to develop the specialty smoke . purity and potency.2.3. P. Govt.29 - . of India . Milestones of Arjuna natural Extracts ltd. Arjuna’s strengths lie in its effective use of innovative methods and technologies to device unique and commercially plant extracts. Paul (Source: Company booklets) Chairman and Managing Director Director Director 3.J.

3. A sum of INR 200. department of Science and Technology and Government of India. 3. Today. Arjuna natural extracts ltd (ANEL) has been awarded a three year contract to undertake research on 15 different medicinal plants used in Ayurveda. It’s the first time that any company from Kerala has been assigned such a research work.30 - .Kunjachan CMD of Arjuna natural extracts ltd by the technology development board. The contract has been awarded by the Ayurvedic pharmacopoeia committee.1 Three years contract from central ministry. standardized natural extracts and omega 3 products. and the first in the world to engineer the formulation of mango butter. central council for research in Ayurveda and Siddha. department of Ayush. Union Government.P. Arjuna is also the largest manufacturer of these products in Asia. while expanding its product range from 10 to 42 in the same period. an autonomous organisation of the Ministry of Health and Family Welfare. 3.2 National recognition The national award for a unit that has successfully commercial an indigenous technology based product – omega 3 fatty Acids from fish lipid oil. Arjuna is the first company in India to commercially manufacture marine omega -3 concentrations for pharmaceutical and health food industries. . Siddha and Unani systems of medicine.3.J. The company has recorded an astounding sales turnover growth rate of 500% for the period 1994 – 2003. Arjuna has acquired a dominant position as one of the fastest growing companies in this field in Asia. as a supplier of perfectly concentrated.000 and a trophy was awarded to Mr. for use of cosmetic industry.Organisation study and study of motivational factors of employees of ANEL flavours.

team work and continuous improvement of the process and skill of people.Quality Objectives.  Awards of the highest export to the newly developed markets (spices board).  Ensuring necessary environment and infrastructure at all required level.4.3. Achieving quality:  Adhering to laid down product specification.  Eliminating the recurrence of customer complaint.  Best performance Award (KSIDC)  Star K Koshered certified products.  HALAL certificate  Spices board honoured for the export achievement.4 Quality policy Customer satisfaction through manufacture and supply of customer specific Marine products. herbal and spices extract . 3.31 - . 3. it achieves this through innovation .  Adhering to the laws and regulation of importing countries required to exporting of products.Organisation study and study of motivational factors of employees of ANEL 3.3.3 Achievements and awards.  National award for successful commercialization of an indigenous technology based product (Omega fatty acid). . 1.  ISO 9000:2000 certification during the year 2000  Patent rights for the process and technique to enhance the absorption of ―curucuminoids’.

marine extracts. Alwaye 683101. P.2. FY 06:Rs 172.com Herbal and spice extracts . Mr.Organisation study and study of motivational factors of employees of ANEL 3. Company profile Table no: 6 Company name Address CMD Year of establishment Head office Production plant Web site Product(s) manufactured Total production Arjuna Natural Extracts ltd Bank road. Kerala.4. Coimbatore www. India.941 Lakhs Sales turnover FY:06: Rs 16.16 Crs Conformity to standards Compliance Foreign collaboration (Sources: Annual reports of ANEL) Indian standards ISO 9001-2000 Nil . Arjunanatural.788 Lakhs FY:07: Rs 246.32 - .J.864 Lakhs FY:08:Rs 254.67 Crs FY:07: Rs 14. Kunjachan 1992 Aluva Edayar.27 Crs FY:08: Rs 20.

This process is called extraction. and then the solid matter is removed leaving only the oils of the herbs mixed with the alcohol.  Curcumin powder  Ginger root powder extract  Organic green tea extract.  Tribulus terrestris extract  Tulsi extract. PRODUCT PROFILE 3. Herbal extracts Herbal extracts is liquid solution of herbs and alcohol.  Gymnema sylvestre extract  Momordica charantia extract. Herbal extracts are sold as dietary supplements and alternative medicine and commonly used for flavouring in baking and other cooking much like vanilla extract.Organisation study and study of motivational factors of employees of ANEL 3.1.7. hence the name herbal extracts.7. For example an extract made from peppermint and alcohol would be called ―peppermint extract‖.33 - . The dried or fresh herbs are combined with alcohol. Herbal extracts of ANEL  Amla extract  Ashwagandha extract  Boswellia extract  Centella asiatica extract. .

of the plant. omega -3 fatty acids play a crucial role in brain function as well as normal growth and development. Many companies add fish oil or flax oil into their final product to enrich it in omega -3 fatty acids .Organisation study and study of motivational factors of employees of ANEL 3. eicosapentaenoic acid (EPA). tuna. the number of good products enriched in omega 3 fatty acids has increased.34 - . For this reason.7. Essential oils do not as a group needs to have any specific chemical properties in common. certain plants (including purslane). As the importance of omega – 3 fatty acids to health ha received increasing awareness. Essential oils of ANEL  Essential oil of mustard AITC 15-95%  Essential oil of Asafoetida 3. They are essential to human health but cannot be manufactured by the body.2 Essential oils. They are known as volatile or ethereal oils. and docosahexaenoic acid (DHA). other marine life such as algae and krill. Essential oil is a concentrated. There are three major types of omega 3 fatty acids that are ingested in foods and used by the body: alpha –linolenic acid (ALA). such as salmon. and halibut. beyond conveying characteristic fragrances. Oil is ―essential‖ in the sense that it carries a distinctive scent or essence. omega-3 fatty acids must be obtained from food. Omega -3 fatty acids can be found in fish.3 Omega 3 fatty acids These are considered to be essential fatty acids. and nut oils also known as polyunsaturated fatty acids (PUFA’s). hydrophobic liquid containing volatile aroma compounds from plants.7.

Omega – products of ANEL ZEPUFA TM OIL (Ethyl Ester & triglyceride) Product code description Z P 3020 omega 3 oil EPA/DHA 30/20 Z P 1040 Omega 3 oil EPA/DHA 10/40 ZEPUFA TM POWDER. . triglyceride OMEGAFLAX Concentrated of omega 3 fatty acid from flax seed oil. triglyceride Z P 0960 Omega 3 oil EPA/DHA 9/6.35 - . Product code description Z P 0312 omega 3 oil EPA/DHA 3/12.Organisation study and study of motivational factors of employees of ANEL ANEL is producing omega -3 both from fish and flax oil which is in acid and powered form.

.36 - .Organisation study and study of motivational factors of employees of ANEL ORGANIZATIONAL STRUCTURE.

Responsibilities and authorities of some top management positions are described below. Responsibility and authority structure. The responsibility and authority of people in the organisation clearly defined in the organisational chart.Organisation study and study of motivational factors of employees of ANEL 3. Approve adequate resources including assignments fro trained personnel Approve quality manual and subsequent amendments Approve vendor and raw material procurement c)     Director technical is responsible for Development of new products Development and modification of process Redress of customer complaints based on technical issues Identification of machinery and equipment related to process .37 - .6. Is responsible for Planning and implementing various activities fro growth of the organisation Chair management review meeting and issue directives Profitability of the company b)     M.D. so they are aware of their work and are able to deliver their full support to management.D. Duties and responsibilities are communicated with each individual. a)    M. is authorized to Formulate strategies and provide direction for all activities.

Organisation study and study of motivational factors of employees of ANEL d)   Director technical is authorized to Approve technical documentation Plan suitable strategies and action plan for production at Edayar and Coimbatore factories. f)   Director operation is authorized to Plan suitable strategies and action Plan for production at Coimbatore factors.38 - . g)   HOD (HRD) is responsible for The available of human resource Identification of training needs of employees h)  HOD(HRD) is authorized to Approve training for various staff members . at the factory level.  e)    Director operation is responsible for overall administration of the Coimbatore factory improvement of the processes Evaluation and analysis of rework/rejection etc.

l)    HOD(Purchase) is responsible for Purchase activities Ensuring the availability of materials. k)   HOD(Quality control) is authorized to Take decision regarding products like: Inspection and testing of production at various stages off production. j)    HOD(Quality control) is responsible for Ensuring the quality o incoming materials Maintaining quality control related record. Dispatch the material and collect the payment in time. .Organisation study and study of motivational factors of employees of ANEL i)     HOD(marketing) is responsible for Marketing activities and review of the customer requirements. m)  HOD(Purchase) is authorized to Rate the vendor based on their performance. Handling customer complaints. Export documentation. Co-ordinates with factories to deliver the material in time to the customers. Vendor evaluation and rating.39 - .

40 - . Monitoring production activities. The person appointment as representative is a member of the company’s own management with formal training in ISO 9001:2000 quality management system.6. 3. The responsibility and authority of MR is described below: a) MR is responsible for   Establishing implementing and maintaining quality management system.Organisation study and study of motivational factors of employees of ANEL n)     HOD(Operation) is responsible for Monitoring issue and receipt of material.1.  Ensuring the promotion of awareness of customer requirements throughout the organisation    Document change control Document distribution control Withdrawal of obsolete document and internal audit. . Report to MD on the performance of the QMS (Quality management system) and needs for improvement. Maintaining of production activities. Management representation (MR) MD selects and appoints the management representation of the company. Monitoring maintenance of plant and machinery. o)  HOD(Operation) is authorized to Allocated jobs to subordinate.

b) MR is authority to         Issue of documentation pertaining to the entire department Approve annual audit plan Approve audit schedule Prepare agenda for management review Initiated presentation action Record documentation changes arising from corrective actions. In the absence of the Managing Director. Hold document in safety custody and conduct auditor performance evaluation. . Prepared minutes of the management review. In absence of any designated function head. the concerned functional head is authorized to take decision in their functional areas in consultation with director technical or director operations which normally would have been taken by the MD. the immediate subordinate related to that particular functional area is authorized to exercise the authority of the superior officer.41 - .Organisation study and study of motivational factors of employees of ANEL  To monitor follow up actions consequent to : Management review meetings Liaison with external parties on matters relating to QM.

gastritis etc. Emcumax. Nimasyl. and optimize one’s health. losterol.42 - .2. prevent or delay lifestyle problems like cholesterol. The company’s products are natural extracts in dosage from intended to control. Group company of ANEL LIVLONG NUTRACEUTIACL LTD is one of the group companies of ANEL which is engaged in production do dietary supplements. Livelong Nutraceutical ltd Livelong dietary supplements are sold in India as well as exported to USA. livslim. Products of livelong Some of the products of Livlong Nutraceutical Ltd are green tea caps. rhulief. obesity. omega flax. diabetics. vivomeric.Organisation study and study of motivational factors of employees of ANEL 3. . Europe and Far East countries for the past 7 years. flax’n black. arthritis.6.

7. the objective of finance department is to maintains a good financial track record .000 equity shared of Rs 10 each and Short term funds from banks . allocation of funds is also maintained by the department by discussing with other department heads and they will prepared a department budgets. It is the basis for consolidated budget prepared by finance department.  Report the financial performance of the company to management. 3. Objectives of Finance Department The main objectives of the financial department are:  To manage and account for the financial resource off the organisation. rules and regulation.1 Finance department Finance is considered as the lifeblood of every business . ledger bills etc. i.7. 1600. Capital Structure of ANEL Capital structure of ANEL is mainly constituted with   Owned capital .Organisation study and study of motivational factors of employees of ANEL 3.7 FUNCTIONAL AREAS 3. which control the inflow and outflow of cash.7.e.1. It maintains all statutory book.1. this department is the brain of the company.1.2.43 - . stakeholders and to comply with Govt. 3. to forecast its requirement in the future and plan accordingly and to check for deviation.

Organisation study and study of motivational factors of employees of ANEL 3.7.3 Organizational chart of finance department CMD GENERAL MANAGER SENIOR MANAGER FINANCE ASSISTANCE MANAGER FINANCE ACCOUNT EXECUTIVES (Source.1.44 - . Production flow charts of ANEL) Chart no: 4 .

 Filling stock statement at bank.  Supervision of all activities connected with sales tax.  Scrutiny of stock financial submitted by divisions.  Ensuring timely statutory remittance and issuance/filling of all relevant certificates.  Interacting with statutory auditor liaison with bank.  Preparing quarterly financial statements.  Verification and submission of periodical returns to banks.  Bank reconciliation  Verification and passing cash. insurance and/or any other statutory bodies.  Processing bank loan application  Coordinating with the accounts persons in various divisions to ensure smooth running of the day-to-day accounting operations in all divisions.  Processing bank loan application.  Monitoring ledger accounts. bank purchase and journal vouchers.  Any other related activities or task assigned by HOD / management not covered above.7. General functions of Finance department  Managing the day-to-day accounting and related operations with the accounts executives and accounts assistants and providing necessary guidance to them for smoothing running of the day-to-day activities. .1.  Checking of inter division accounts.  Finalization of accounts.  Preparation of monthly cash budget.Organisation study and study of motivational factors of employees of ANEL 3.4.45 - .

5 Functions of finance department.  Budget Preparation Budget preparation means preparation of consolidated financial budget after considering all the department budgets. Different factors which determine the performance of the organisation are analyses. Revenue budget is based after considering production target and norms of needs of the company i. service tax.1.e. acquisition of new assets like machinery.e. furniture and modification and improvements to plant.  Performance Analysis Finance department analyses the overall performance of the organisation.7. Some of the analyses are  Profitability analysis  Variance analysis.46 - .  Fund flow management One of the main functions of finance department is to manage the funds of the organisation i. Main source of inflow are from sales and out flow are for purchase of raw materials. Mainly two types of budgets are maintained revenue budget and capital budget.  Maintaining Statutory Requirements Finance department have the responsibility for maintaining statutory requirements like maintaining sales tax. VAT. excise .Organisation study and study of motivational factors of employees of ANEL 3. income tax etc. Inflow and out flow of funds. .

7. 3. reimbursements etc.6 Bankers to ANEL  STATE BANK OF TRAVANCORE  HDFC  AXIS BANK .47 - . The main sources of working capital are maintained using  Over draft facility  Bill discounting  Internal fund generation  Employee remuneration Finance department calculates salary payable to employees based on all the earnings and deductions. advances. Working capital may be specified as the firm’s current assets over current liabilities.1. to employees and computation of income tax on salary income after all earnings and deduction. Payment and accounting of loans.Organisation study and study of motivational factors of employees of ANEL  Working capital management The working capital management is essential for any organisation to meet day –today requirements.

They know that they are responsible to their customers worldwide. on specific purpose of fine tuning their marketing. phytochemists and pharmacists whose contribution is key factor to the company’s rampant growth. Arjuna is following an open door policy where employees can approach the management at anytime with their problems. Behind Arjuna’s products is something just as important. management. innovate and give out their best. The achievement they acquired throughout their operations is impossible without the whole hearted support of the employees. who are experts in their respective fields. To this end. It enabled their products to reach the position they have. Their team consists of undying energy to explore into the unknown.Arjuna’s people. Arjuna is also giving great importance to its human resources which are considered as their greatest asset.Organisation study and study of motivational factors of employees of ANEL 3. The team at Arjuna is always updated with developments in the world and in domestic market.48 - . . and technical skills. mocrobiologists. The company also does not lag behind in helping the team in their continuous development. focus and accountability. The ―Mantra‖ for people at Arjuna is speed. To empower its people. Arjuna has good administrative wing and great R&D unit with botanists.7. Arjuna regularly sends them overseas to attend orientation seminar and international trade fairs.2 HUMAN RESOURCE MANAGEMENT H R Department The role of human resource management in organizations has been evolving dramatically in recent times.

49 - . Functions of HR department  Organizational human resource budgeting  Recruitment and selection.Organisation study and study of motivational factors of employees of ANEL 3.1.  Wages & salary administration. 3. .  Employee records maintaining.2.2. Objectives of human resource department Table no:7 MONITORING OBJECTIVES RESPONSIBILITIES REPONSIBILITIES TIME FRAME Conduct minimum two need based program HRD department GM HOD’s (HRD) & Once in six training for each department (Source: production flow charts of ANEL) The main objective of the HR department is to impart effective training its employees. Training have to be given once in every six months and it’s the responsibility of GM (HRD) and respective department heads to look after the training needs of their employees.7.  Performance appraisal.7.2.

 Handling employee grievances. 3. 7.50 - .Organisation study and study of motivational factors of employees of ANEL  Welfare program.3 Employees strength in ANEL Table no:8 Administrative office Works a) b) Edayar plant Coimbatore plant 60 60 24 Total 144 .2.  Job evaluation.  Handling the legal issues within & outside the organization.

R. CMD GENERAL MANAGER SENIOR MANAGER H.R.Organisation study and study of motivational factors of employees of ANEL 3. OFFICER (Source: Production flow harts of ANEL) Chart no:5 . Organizational chart of HRD department. H.51 - .2.4.7.

purity and potency. The other two plants are exclusively for ish oil and are located at Coimbatore.Organisation study and study of motivational factors of employees of ANEL 3. Kerala. Table no:9 OBJECTIVE RESPONSIBILITIES MONITORING Responsibilities Time frame There should not be any delay in products supply to marketing department. It guarantees standardized extract quality. The facility can handle product volumes ranging form few 100 kilograms to several metric tones. (Source. Two plants are for herbal extracts and are located near Kochi.76% Target Level: 0% delay due to internal reasons. Tamil nadu. Arjuna has four manufacturing facilities for its operation.3 OPERATIONS OPERATIONAL DEPARTMENT Arjuna has 11000 sq meters state of the art manufacturing facility makes use of the most technologically advanced equipment to assure consistent product quality and efficient streamlined service.52 - .7. Production flow chart of ANEL) . Production department ( Edayar and Coimbatore) Plant engineer Earliest monthly possible. Current level : 3. ANEL is a ISO 9001:2000 company and their process has received Star K kosher and Halal certification.

7. The measuring equipments used are calibrated and the formats and registers are used for noting various parameters as given in the production log. delivery and post delivery activities are carried out records are maintained.Filtreing .3. evaporation .Organisation study and study of motivational factors of employees of ANEL 3. The main processes are Extraction .  The non-conforming products are controlled as per the procedure for control of non-conforming production.53 - . for buffer stock preparation . the approval is given by Director operations. .  The monitoring and measurement of product conformity are carried out and records are maintained.drying and Packing.  The characteristics to be monitored during each stage of the product realization are described as per the inspection plan. The controlled conditions are followed as given below:  A production plan is prepared for each other based on the work order issued by marketing dept.  The implementation of release.  The worker are given specific instructions regarding production and maintenance of the plant.  The suitable equipment and tools are purchased and maintenance is done effectively for the smooth running of the plant.1 Production process The production process is carried out in planned and controlled condition. the production plan is prepared based on the work order .

 Revalidation of the process is done whenever there is a change in the personnel and change in criteria.54 - .3 Quality Control Arjuna’s efficient sourcing mechanism.  Defined criteria for review and approval of these processes.2 Validation of production Process Special process included in the quality management system is acceptance of product based on sensory evaluation. 3.7.  Take decision regarding production like: inspection and testing of production at various stages of production. .  A proved equipment and qualified method.  Record of customer complaints.3. records of qualification and experience of personnel who are involved in sensory evolution.3.  Handling customer complaints.  Approved sensory evaluation method. Function of Quality Control department  Ensuring the quality of incoming materials  Maintaining quality control related records.  The equipment conditions are periodically checked to ensure quality. from approved vendors.Organisation study and study of motivational factors of employees of ANEL 3. Random samples are taken from each lot and inspected for physical properties and sent to its two testing laboratories to ensure quality assurance and sampling is conducted before production cycles are undertaken. makes sure that raw materials confirm to certified standard analysis. The special process is controlled through the following points.7.

Where market its brand is substituted for the product.Organisation study and study of motivational factors of employees of ANEL 3.55 - .4 MARKETING DEPARTMENT Herbal products marketing is different room all other product. The whole markets also dependent on customer’s awareness about the quality. The specialty products developed by the ANEL have been found very effective and acceptable. These efforts will improve the market acceptability of company’s products and spice extracts and they are trying to market their products whole over the globe. The brand image plays an important role. These have also obtained international patent for some of its products.7. However the quality parameters for health foods are becoming more stringent. While the markets of older products are coming down. price and availability. All of this call for a planned marketing effort and huge requirement of funds to meet the demand of products around the globe. marketing function include introduction of products in to market. ANEL is in the process of modernizing its production facilities to international standardized. the world market is looking for new and improved products as health foods. finding of suitable customers and selling them according to customers’. . The market for nutraceutical products are increasing. The main functions of marketing department are sales and marketing of products .

7.56 - . CMD General Manager Senior Manager Marketing Assistant Manager Marketing Marketing Executives (Source: Production flow chart of ANEL) Chart no:6 .Organizational chart of marketing department.4.1.Organisation study and study of motivational factors of employees of ANEL 3. .

Organisation study and study of motivational factors of employees of ANEL 3.4. 11) Chart no: 7 Market share of ANEL .57 - .7. Others Arjuna natural extracts (Source: from table no.2. Market Share of ANEL Table no:10 Arjuna natural extracts Others Sami labs Sear phytochem ltd Synthetic chemical ltd Plant lipid ltd 42% 58% (Source: ANEL annual reports) Arjuna is holding 42% of market share in the industry.

. Tye approach customers and will take orders directly from them.Organisation study and study of motivational factors of employees of ANEL 3.7. 2) Cosmeticeutical Industry.4. Distribution Strategy Arjuna is following direct selling strategy for marketing their products. show participation enables you to learn about industry trends.6.4. Niche marketing ANEL is following niche marketing where marketing segments are often too small in order to serve them profitably as these market segments often lack economies of scale. In addition. promote new and existing products.7.5. Some of the major customer segments of ANEL are: 1) Nutraceutical Industry.7. Major segments of customers. 3) Herbal Medicine Industry. gain competitor insights. make key industry contacts and further solidify relationships with current customers.7. Trade shows represent a significant opportunity to enhance brand and product visibility. Arjuna is reliant on the loyalty business model t maintain a profitable volume of sales. 3. 3.4.4. 3. this is the process of finding and serving profitable market segments and designing custom – made products or services for them. generate leads and drive sales.58 - . But in case of global market Arjuna depends mainly on distributors to market products. Promotional strategy The promotional strategy of ANEL is to participate in trade fairs.4.3.

CRM Techniques CRM technique adopted in the company is perfect. .  Based on the policy ― relationship only work out‖  E-mail service is used for communication with customers and all queries are answered within 245 hours.  Informal relations are maintained.4. so reasonable pricing will be made.  Competition will also decide pricing strategy. so it fetches more orders  Frequent communication with customers.59 - .7.8.Organisation study and study of motivational factors of employees of ANEL 3.  In some cases small players will go for cheap pricing but in some case company won’t go for price cuts. 3.7. Pricing Policy  The buyers are very much aware about the cost of the raw materials and its value addition cost.7.4.

sound in theory and practical in application.5. Govt. 3.RI . . Fully fledge pilot plant. The most modern state of the art laboratory approved by the Ministry of science and technology. densitometer. controlled by caution.7. operated competent staff under the direct control and supervision of the R&D wing is yet another power tool for Arjuna.UV. Experimental studies are also conducted to find out the effectiveness of products. at Arjuna it is inspired by reason. All possible effectiveness.5 RESERCH AND DEVELOPMENT As industry moves ahead by virtue of in depth and ongoing research and development. 3) Clinical Trail. of India. product improvisation and innovations.Organisation study and study of motivational factors of employees of ANEL 3.1 Developing stages of new product. 1) Efficacy 2) Bioavailability. These are the stages through which each new product of Arjuna is passed before they are commercially sold. inspires all involved and thus sets international standards when it comes to customer specific herbal spice and essential oil extracts. raises morale. HPLC. form part of the R& D for efficient and effective quality control. gas chromatograph. accessibility of each product will be analysed. spectrometer. etc. reflects confidence.60 - . spray drier and etc.7. with the latest facilities Like HPTLC (Nassaga). re-engineered with ATFD’s homoegeniser. 4) Toxicology.

2.5.Organisation study and study of motivational factors of employees of ANEL 3. Departmental Chart CMD Director Technical Senior Research Associate Research Associate R&D Chemist (Source: Production flow chart of ANEL) Chart no:8 .7.61 - .

62 - .Organisation study and study of motivational factors of employees of ANEL CHAPTER 4 RESEARCH METHODOLOGY .

Research Methodology 4. two of which are (a) having a purpose or significance of something and (b) the intensions one holds. commitment and engagement: The intersection of a deeper level of intrinsic motivation (2009)1 : the literature refers to value as intrinsic motivators to performing a task and deriving satisfaction from the accomplishment of that task. is more deeply intrinsic and something even deeper .Statement of problem The objective is to study the various factor that influence a person’s performance in an organization. How Do Rewards and Management Styles Influence the motivation to Share knowledge (2008)2: How to motivate knowledge sharing is of crucial importance to many companies. The primary aim is to explore what type of motivation predicts knowledge sharing behavior and how this type of motivation is . However. by rating them in a Likert scale 4. Meaningfulness.Organisation study and study of motivational factors of employees of ANEL 4. in his attempt to define meaning .2 Literature review 1. motivation is seen as focused on the accomplishment of the task. This paper analyzes individual knowledge sharing behavior in a selfdetermination theory (SDT) perspective.63 - . 2. This study is to find the factors that motivate the employees and how much do the employees accept it to be a factor of motivation. readily acknowledged the difficulty the task presents by suggesting that any definition of the term would undoubtedly be circular . Csikszentmihalyi (1990). Meaning.1. he pointed to three ways in which the word may e defined. The common assumption is that we are motivated by values based on results or outcome. objectives and anticipated rewards. Although the emphasis may be on the congruence of the task with our beliefs. of the other hand. This level of intrinsic motivation is about the meaning of the work itself to the individual.

The paper builds on survey and interview data from a pilot case study and provides statistical evidence of a strong positive relationship between autonomous motivation and knowledge sharing behavior. Furthermore. Some of employees think that they are not on their actual path and often feel over worked. and that the relationship between perceived training opportunities and turnover intention was partially mediated . there must be some other variables that are intervening in our model and making contribution at a significant level. the less they are autonomously motivated to share. a management style supportive of employees’ needs for autonomy is found to promote autonomous motivation for knowledge sharing. The Relationship between Perceived Training Opportunities. The more employees perceive knowledge sharing to lead to tangible rewards.64 - . Researcher also found that overall the employees were quiet satisfied with their jobs and have their interest in their job. and both task performance and citizenship behaviors were fully mediated. A Research Study on the Effect of Work motivation on Job Satisfaction (2010)3: This study attempts to develop the effect of work motivation on job satisfaction on two big mobile telecom organizations zong and ufone.Organisation study and study of motivational factors of employees of ANEL affected by reward structures and management styles in organizations. 3. A crosssectional survey of 343 trainees from a broad range of Norwegian service organizations showed that the relationship between perceived training opportunities. More than average employees were motivated to work for the organization. It can be said that the variables chosen for the study was not highly significant. It was concluded that. 4. Thus the model has not attained the favorable level of significant and could not be used for further research. The questionnaire was developed to measure the correlation of work motivation and job satisfaction. tangible rewards are found to correlate negatively with autonomous motivation for knowledge sharing. On the other hand. Work Motivation and Employee Outcomes (2008)4: The purpose of this study was to explore alternative relationships between training opportunities and employee outcomes.

65 - . this study thus helps to find the various motivational factors and also how well and in what manner has those factors being accepted by the employees . as they rated it according to their preference and as to what according to them is more important. Motivation refers to the forces with in a person that effects his or her direction. they won’t get the job done without sufficient motivation to achieve those work objectives.3. Implications for practice and directions for future research are discussed. Significance of study: McShane. also. In sum. the right skills and a supportive work environment. Even when people have clear work objective. Von Glinow. 4. it helps the company to realize what factors are adding to productivity and what all are demotivators. .Mary Ann (2001)5 in their book says ― Motivation is one of the key ingredients in employees performance and productivity . This study can help the company know more about how much they are successful in meeting the motivational demand of employees both psychological and physical and how good they are at motivating their employees. this help the company to relate to factors that adds to productivity of the employees. Intensity and persistence of voluntary behaviour. 19 percent of the variance in organizational citizenship behavior and 24 percent of the variance in turnover intention.Steven L. Motivated employees are willing to exert a particular level of effort for a certain amount of time . the variables included as predictors in our study explained 13 percent of the variance in task performance. towards a particular goal.Organisation study and study of motivational factors of employees of ANEL by employee intrinsic motivation. In addition.‖ Motivation is thus. intrinsic motivation was found to moderate the relationship between perceived training opportunities and organizational citizenship behaviors. their job satisfaction and ultimately a better performance. . The form of the moderation revealed a positive relationship for those with high intrinsic motivation. the most significant thing in any body’s life to drive towards their goal.

desire to posses something useful. Favorable jobs and high performance and quality of work . drives to come forward for outstanding performance and so on. motives to achieve goals.3 Scope of study M. employees’ levels of performance and their qualification are considered for motivation.N. A clear definition of roles and responsibilities help them to plan and do work on time as needed and a work completed on time motivates the employee to do more as it fetches him praise.‖ Based some theoretical back ground some areas that need to be sought to find if they are motivational factors were chosen and results were analyses. People are motivated by certain situations and action.  Awareness of the company affairs among the employees: Knowing about the policies about the company will help the employee work in controlled environment and also know his or her boundaries this will help to define the work he or she does. Motivation may be understood differently by different people as incentives to do work. appeal and so on.by what they are moved and activated to achieve their goal. at the same time it will help them know their benefits and perks . being in uniform gives a feeling on equality and belongingness to the company and the employees will be more loyal to the firm. ―Movere‖ means to message. betating targets could be quite motivating.Organisation study and study of motivational factors of employees of ANEL 4. The Latin word ―Movere‖ is the basis of the motivation. Doing better than others is likely to energise. A sense of job security also leads to a stress free work interest and adds to job satisfaction.66 - . Motivation is always directed towards achievement of high levels of work. Mishra (2006)6in his book ―Organizational Behavior‖ says ―motivation is related to the motives of the people .  Job satisfaction: Satisfied employee is likely to be motivated by responsibility and control and would find opportunities for managing people or situations energizing.

 Welfare measures: Any company to prosper needs to do welfare measure. . Unlikely to be affected by a lack of praise  Work environment: A positive and work and employee friendly environment to work will yield better employee performance. such as acknowledgement in News letter etc. Finding new opportunities for learning new skills motivating personal development is likely to be important .Organisation study and study of motivational factors of employees of ANEL that they are entitled to. subordinate and superior bonding will motivate the to come for work regularly and do the job with enthusiasm. like a proper timings to work and better peer.  Compensation: compensations and perks gives the employees a sense of trust and safety that there are people who matter to them and they are taken care off. will want to have a proper compensation policies in their firm as it gives them a sense of security and safety. if not an extensive one at least the basic needs of human beings need to met. like during training. as to getting drinking water.. Employees feel energized by opportunities to spend time with and learn from colleagues.67 - . better. recognition for a job well done is likely to be energizing . Praise and positive feedback is likely to be motivating. most of the employees working in the manufacturing department etc. canteen facilities and some get together fro the employees and their family members.

Organisation study and study of motivational factors of employees of ANEL 4.4 Objectives  To study the organizational profile of ANEL.  To identify the motivational factors of the employees in ANEL  To analyze the effectiveness of the motivational factors among the employees of ANEL.

4.5. Methodology 4.5.1. Data collection: Primary data been collected from a sample of 25 employees the trough simple random sampling technique.( Lottery method without replacement). Primary data is collected through a well-designed questionnaire, which consists of the factors of motivation such as interest in work environment, full appreciation,

involvement, wages, promotion, working condition, personnel loyalty and code of Conduct. Likert scaling technique is been used to measure the opinion of the respondent (here 5 has been highest weight age and 1- lowest in rating scale). Secondary data has been collected through various such as articles, journals, company profiles etc. this has helped the researcher to frame a theoretic background and setting up the objectives of the study.

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Organisation study and study of motivational factors of employees of ANEL 4.5 .2.Tools of analysis. Data is analyzed through various statistical tools such as percentage analysis and regression analysis. Likert scale is scale is used to determine the favorableness and unfavorable-ness of the responses. Charts and diagrams are also used.

4.5.3. Limitation A study of limited time (14 days) period may cause error. Also, bias from the side of the side of the respondent while answering the questionnaire can also lead to a erroneous outcome/result.

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Organisation study and study of motivational factors of employees of ANEL REFERENCE:

1. Chalofsky Neal, Krishna, Vijay (2009). Advances in Developing Human Resources: Meaningfulness, commitment and engagement: The intersection of a deeper level of intrinsic motivation (Vol: 11 Number:2 ,pp 194) ,University of U.S.A, U.S.A.

2. Harder Mie, (Feb 12,2008), How Do Rewards and Management Styles Influence the motivation to Share knowledge , SMG Working paper No: 6/2008,

www.papers.ssrn.com. 3. 3. Mahmood Azeem, Saleem Rizwan( January 01,2010), A Research Study on the Effect of Work motivation on Job Satisfaction, www.papers.ssm.com.

4.

Dysvil

Anders,Kuvaas

Bard

(2008),The

Relationship

between

Perceived

Training Opportunities, Work Motivation and Employee Outcomes, International journal of training and development , Vol. 12, issue 3, pp 138-157, September 2008, www.papers.ssrn.com.

5. McShane, Steven L., Von Glinow, Mary Ann (2001), ―Organizational Behaviour”, Tata McGraw – Hill publishing company limited, New Delhi 110 095, PP 66.

6. M.N.Mishra (2006), ―Organizational Behaviour”, Vikas Publishing house Pvt. LTD, New Delhi- 110 014, PP 149

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71 - .Organisation study and study of motivational factors of employees of ANEL CHAPTER 5 ANALYSIS AND INTERPRETATION .

13 years 14 -19 years 2 2 Number of respondents Percentage 15 6 Total 25 (Source: From research) The table no: 14 represent the experience wise classification of the respondents. From the table it is inferred that maximum number of respondents where from the experience class of 8-13 years (60%). Experience wise classification 16 14 12 10 8 6 4 2 0 Less than 3 years 3-7 years 8.72 - .Organisation study and study of motivational factors of employees of ANEL Experience wise classification Table no:11 Experience Less than 3 years 3-7 years 8.13 years 14 -19 years Number of respondents (Source: From table no: 11) Chart no: 9 .

Organisation study and study of motivational factors of employees of ANEL Salary wise classification Table no:12 Salary slab Experience than 3 years Less 8000 8000 12000 Above 12000 (Source: From research) less 3 to 7 years 8 to 13 14 to 19 years 6 years than 3 to 1 2 9 3 1 The table shows the classification of respondents on the basis of salary it is classified into less than 8000 and 8000 -12000 and above 12000.73 - . there are more employees in salary slab of 8000 to 12000 for a experience of 8 to 13 years. 16 14 12 10 8 6 4 2 0 Experience less than 3 years 3 to 7 years 8 to 13 years 14 to 19 years Above 12000 8000 to 12000 Less than 8000 (Source: From table no: 12) Chart No: 10 .

Level of satisfaction Poor Average Satisfied Good Excellent (Source: From table no: 13) Chart no:11 .74 - .Organisation study and study of motivational factors of employees of ANEL A) Job satisfaction 1. It is seen that most of the employees have rated to have a good job satisfaction level. Level of job satisfaction Table no:13 Percentage 20 56 24 Levels Poor Average Satisfied Good Excellent (Source: From research) Respondents 5 14 6 The table shows the level of job satisfaction rated by the employees of ANEL.

Organisation study and study of motivational factors of employees of ANEL 2.75 - . in their involvement rating in the work. Level of involvement in the work assigned to them. Level of involvement Poor Average Satisfied Good Excellent (Source: From table no: 14) Chart no: 12 . its seen that most of the respondents have rated a good. Table no:14 Percentage Level Poor Average Satisfied Good Excellent 3 12 11 Respondents - (Source: From research) The table shows the level of involvement of the employees of ANEL in the work assigned to them.

Job security Table no: 15 Percentage Level Poor Average Satisfied Good Excellent (Source: From research) Respondents 3 17 5 Table shows the opinion on ― job security‖. Level of Job Security Poor Average Satisfied Good Excellent (Source: From table no: 15) Chart no: 13 .76 - . Here 68% respondents have rated it as good.Organisation study and study of motivational factors of employees of ANEL 3.

77 - .Organisation study and study of motivational factors of employees of ANEL 4. Satifaction of Wages/ Salaries Poor Average Satisfied Good Excellent (Source: From table no: 16) Chart no: 14 . Satisfaction in wages/ salaries provided by the company Table no: 16 Level Poor Average Satisfied Good Excellent 5 16 4 Respondents - Percentage 20 64 16 (Source: From research) The table shows the opinion of the employees in the wages/salaries provided to them.

Organisation study and study of motivational factors of employees of ANEL 5. Clarity about roles and responsibilities.78 - . chart no:15 . Table no: 17 Yes or No Yes No Respondents 25 - (Source: From research) The table shows the fact that all the respondents in ANEL are clear about their roles and responsibilities Clarity about roles about Roles and Responsibilities 25 20 15 10 5 0 Yes (Source: From table no: 17) Respondents No .

Most of the employees are aware of the performance appraisal activity in the company.Organisation study and study of motivational factors of employees of ANEL 6. Knowledge of performance appraisal. Table no:18 Yes or No Yes No Respondents 17 8 (Source: From research) The table shows the knowledge of the employees about the performance appraisal activity in the company.79 - . Is there performance appriasal? 20 15 10 5 0 Yes (Source: From table no: 18) Respondents No Chart no:16 .

factory workers are provided with uniform . Are you provided with uniform? 15 10 Respondents 5 0 Yes (Source: From table no: 19) No Chart no:17 .80 - .Organisation study and study of motivational factors of employees of ANEL 7. where as the office workers are not. uniform gives a sense of equality and belongingness to the company.Are you provided with uniform? Table no:19 Yes or No Yes No Respondents 10 15 (Source: From research) The table shows if the employees are provided with uniform or not.

5 Respondents 12 11. Do you over do your targets? Table no: 20 Yes or No Yes No Respondents 13 12 (Source: From research) The table shows if the employees are motivated or allowed to over do their target.81 - . they increase their productivity. Do you over do your target? 13 12.Organisation study and study of motivational factors of employees of ANEL 8. it is seen that most of do over do their target and thus.5 Yes (Source: From table no: 20) No Chart no: 18 .

1. it shows most of the employees of ANEL are aware of the policies. if they know about the Hr policies it will help them work better by adhering to the rules and regulations.82 - . Awareness of he company’s HR policy Table no:21 Yes or No Yes No Respondents 23 2 (Source: From research) The table shows the awareness of the employees about the HR policies of the company.Organisation study and study of motivational factors of employees of ANEL B) Awareness o the company affairs among the employees. and also let them know about their benefits and compensations. Awarness of the company HR policy? 25 20 15 10 5 0 Yes (Source: From table no: 21) Respondents No Chart no: 19 .

83 - . News letter Table no:22 Yes or No Yes No Respondents 17 8 (Source: From research) The table shows that employees are aware of the news letter being printed in the company. this gives them motivation to do something out of the box and gain reorganization.Organisation study and study of motivational factors of employees of ANEL 1. . Does your company print news letter? 20 15 10 5 0 Yes (Source: From table no: 22) Respondents No Chart no:20 .

but because of specific job and roles for all employees they are not allowed to do multitasking.84 - . Are you allowed to do multitasking Table no: 23 Yes or No Yes No 4 19 Respondents (Source: From research) The table shows that most of the employees are not allowed to multitasking. Do you do multitasking? 20 15 10 5 0 Yes (Source: From table no: 23) Respondents No Chart no:21 .Organisation study and study of motivational factors of employees of ANEL C) Work environment 1. by doing multitasking employees become more well versed in variety of works.

85 - .Organisation study and study of motivational factors of employees of ANEL 2. Do you interact with people around you for work related topics? 30 20 10 0 Yes (Source: From table no: 24) Respondents No Chart no:22 . Do you interact with people around you for work related topics? Table no: 24 Yes or No Respondents Yes No (Source: From research) 25 - The employees of ANEL are motivated and allowed to interact with people around them for work related topics. this helps them create a better bond and also gain knowledge.

this has also helped them to be productive in their work. Are you given training in a regular basis? 30 20 10 0 Yes (Source: From table no: 25) Respondents No Chart no:23 .Organisation study and study of motivational factors of employees of ANEL 3.86 - . Are you given training on a regular basis? Table no:25 Yes or No Respondents Yes No 24 1 (Source: From research) The employees are given regular training and these have been proven effective to them ( according to the survey and inputs provided by them) most of the employees have gone through up to 4 times training program according to their time period in the organization.

Satifaction in terms of personnel loyalty Poor Average Satisfied Good Excellent (Source: From table no: 26) Chart no:24 .Organisation study and study of motivational factors of employees of ANEL 4. and few as much as 8% have rated it as satisfied.87 - . 60% of the employees have rated it as good. Satisfaction in personnel loyalty Table no:26 Percentage - Level Poor Average Satisfied Good Excellent 1 2 15 7 Respondents - (Source: From research) The table shows the opinion on personnel loyalty in ANEL.

Peer group bonding Poor Average Satisfied Good Excellent (Source: From table no: 27) Chart no: 25 . majority if them have expressed a good opinion about bonding.88 - . as company is also asocial interaction place. About 56 % i.e. It is necessary to be in a social environment.Organisation study and study of motivational factors of employees of ANEL 5. Peer group bonding Table no:27 Level Poor Average Satisfied Good Excellent Respondents 2 3 14 6 Percentage (Source: From research) The table shows the opinion of the employees of ANEL in peer bonding\.

The employees have rated it good.89 - .Organisation study and study of motivational factors of employees of ANEL 6. Superior and subordinate relation. Table no:28 Percentage Level Poor Average Satisfied Good Excellent 1 1 14 7 Respondents - (Source: From research) The table shows the opinion of the employees in ANEL regarding superior and subordinate relation in ANEL. Superior and subordinate relation Poor Average Satisfied Good Excellent (Source: From table no: 28) Chart no:26 .

Organisation study and study of motivational factors of employees of ANEL D) Compensations. In case of death of any employee. and safety claims and also provides ESI for employees with salary less than rs10. festival bonus. The company is providing their employees with financial assistance e. etc. Travel concession is also provided. 000. the company is also provides the children of the employees with cash award for rank holders in each department. clean drinking water facilities are also provided to the employees in all the offices and in factories. The company provides with medical. There are clean and neat sanitation facilities provided for the employees of both the genders separately.90 - . interest free loans. Company provides gift for house warming and for marriage of the employees’ and children respectively.000 and also looks into the immediate affairs of the situations. E) Welfare measure.g. The company provides canteen facilities to the factory employees ans these are subsidized canteens. . The employees are also given LTC and one free trip with family in every 2 years. the company provides an assistance of rs10.

FINDINGS AND SUGGESTION .Organisation study and study of motivational factors of employees of ANEL CHPTER SIX SWOT ANALYSIS.91 - .

.1. SWOT analysis of ANEL 6.  Difficulties to maintain different standards of products in various countries.  ISO 9000:2000 certification  Well qualified and technically skilled man power.  ANEL is following direct selling strategy which facilitates better customer relation.  Open door policy of management which ensures full support of employees.  One of the leading producers of Omega.  Statutory requirements are well maintained. 6.  Star K Koshered certification which guarantees good quality of products.  Increasing R&D expenditure  Availability of raw materials.1.  Well maintained CRM techniques to ensure customer satisfaction.  Lack of working capital resources.  Located in land of ―spices‖.2 WEEKNESS  One of the main weaknesses of ANEl is the decentralized IT facility.1 STRENGTH  Good expertise in essential oil extracts. Quimdis – SA in France etc.92 - .  High quality products at competitive prices.Organisation study and study of motivational factors of employees of ANEL 6. 1.  High cost of new technological implementation.  World wide marketing network with global distributors like doclas biotech in USA.  Patent right for absorption and processing of curcuminoid.3 products in India.

6.Organisation study and study of motivational factors of employees of ANEL 6.1.  Restriction in export of certain herbal products to some countries.  Changes in customer needs.  Large number of competitors in global and national markets.  Increased use of herbal and spice extracts in food and beverages industry. OPPORTUNITIES.  Rapid changes in technologies.  Favourable export policies from government.1.4 THREATS.  Customer oriented production. .  Good quality of products through standarised production processes.  Emerging nutraceutical and comeceutical companies in USA and European countries.  Development of innovative products for entering in two new markets.  Global awareness about natural products.  Global financial crisis.  Strict norms for exporting products.93 - .3.  Increasing demands for herbal extracts and Omega-3 products.  Changing policies of government.

I put forward that through the organizational study I have been able to acquire and appreciate knowledge regarding the functioning of different departments in ANEL. and has been interpreted with charts and graphs. The secondary topic of finding the factors of motivation in ANEL employees. has also been done. as a whole it was a nice experience for me to do a organizational study in ANEL and I would like to hank each and every employee of the organization for helping me to complete my study. It has been observed that the employees in ANEL is well taken care off by the management and by the colleagues . as this is evident form the study that most of the answers of the questionnaire were positive and the result of the study showed that the employees in ANEL are dedicated to their duties and respective tasks.3 Suggestions It is observed that there is no interaction or much of family get together events happening in ANEL.Organisation study and study of motivational factors of employees of ANEL 6.94 - . 6.2 Conclusions Here. which helped me to understand things more practically . . this will help them shed their inhibition and make them a team player. to know the pulse of the employees working in ANEl. A personality development session can be held in a regular basis of either a year or half yearly so that there is a problem sharing and interactive session between employees . This study gave me a chance to interact with different functional heads and employees. this in turn will reduce their stress and tension and make them better productive resources. if these types of events are incorporated the employees will be emotionally attached to the company and feel the work place as a second home.

Organisation study and study of motivational factors of employees of ANEL BIBLIOGRAPHY .95 - .

com www. 1. www.96 - .Organisation study and study of motivational factors of employees of ANEL 1.papers.arjunanatural.spicesboard. U.org www.com www. Ernakulam.intracen.  Quality management manual of ANEL  Annual reports of ANEL  Production flow charts of the company.S. 2. 3. www. Educational publishers and distributors.How Do Rewards and Management Styles Influence the motivation to Share knowledge . Documents.A.Meaningfulness. References.  Responsibility and authority annual  Company broachers.University of U. .businessdictinary. Web sites.com 3.com www.com.pp 194) . commitment and engagement: The intersection of a deeper level of intrinsic motivation (Vol: 11 Number:2 . SMG Working paper No: 6/2008. 2.  HR policy booklet of the company.A.ssrn.S.Organization and management studies.WTO.

Vikas Publishing house Pvt. Organizational Behaviour” Tata McGraw – Hill publishing company limited. .ssm. New Delhi 110 095 7. LTD. The Relationship between Perceived Training Opportunities. International journal of training and development . Organizational Behaviour . www. New Delhi. issue 3.97 - .110 014.papers. September 2008. Work Motivation and Employee Outcomes. A Research Study on the Effect of Work motivation on Job Satisfaction.Organisation study and study of motivational factors of employees of ANEL 4.com 5.ssrn.papers. Various official websites of ministry of science and technology. Vol. national medicinal plants board ministry of health & family welfare. 12. www.com. 6.

98 - .Organisation study and study of motivational factors of employees of ANEL APPENDIX .

Organisation study and study of motivational factors of employees of ANEL QUESTIONNAIRE .99 - .

2. 5 – Excellent.100 - .Satisfactory.Organisation study and study of motivational factors of employees of ANEL SCMS SCHOOL OF TECHNOLOGY & MANAGEMENT Prathap Nagar. Aluva Semester project TOPIC: FACTORS THAT MOTIVATE THE EMPLOYEEES 1) 2) 3) Designation: --------------Experience: ---------------yrs Salary slab: ------- a) Less than 8000 b) 8000 to 12000 c) Above 12. 3-Average. A) Job Satisfaction Answer the following according to the grade you feel most suits the answer. 4. Muttom.000 Key to answer: 1 – Poor.Good. 4) What is your level of satisfaction with regard to your job? 1-2-3-4-5-- 5) How do you rate your level of involvement in the work assigned to you? 1-2-3-4-5-- 6) How do you rate your level of job security? 1-2-3-4-5— 7) 1-- What is your level of satisfaction with the wages/salaries provided to you? 2-3-4-5— .

12) Are you aware of your company’s HR policy? Yes --No---- 13) Does your company print a news letter? No---- Yes --- . 8) Are you clear about your roles and responsibilities? Yes --No--- 9) Whether your performance is being appraised by your company? Yes --No --- 10) Are you provided with uniform? Yes --No---- 11) Do you over do your target/deadline? No---- Yes --- B) Awareness of the company affairs among the employees.Organisation study and study of motivational factors of employees of ANEL Answer the following either as Yes or No.101 - .

102 - .Organisation study and study of motivational factors of employees of ANEL C) Work environment Answer the following either as Yes or No. Yes --No---- . 14) What are your working hours? -----------------Hrs 15) Are you allowed to do multitasking? Yes --No---- 16) Are you interested in meeting new people? Yes --No---- 17) Do you interact with people around you for work related topics? Yes --No---- 18) Do you help others who have same job profile as yours? Yes --No---- 19) Are you given training on a regular basis? Yes --No---- 20) How many training programs were attended by you? -------------------------------- 21) Have these programs been effective in enhancing your skills required.

Other benefits: Educational awards for employees’ children Yes --No---- .103 - . 22) How well you rate your satisfaction in personnel loyalty while working in a team? 1-2-3-4-5-- 23) How well is the peer group bonding? 1-2-3-4-5-- 24) How do you rate superior and subordinate relations in your company? 1-2-3-4-5-- D) Compensation 25) What kinds of financial assistance are you provided by the company? ----------------------------------------------------------------------------------------------------------------------------------------------------------------- 26) Is the company providing you with mediclaims or ESI? No---- Yes --- 27) Are you provided with additional accidental claims? No---- Yes --- 28) a.Organisation study and study of motivational factors of employees of ANEL Answer the following according to the grade you feel most suits the answer.

If yes specify? ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- c. Any other perks or gifts? --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- E) Welfare measures 29) Are there any canteen facilities in the premises? Yes --No---- 30) Is it subsidized? Yes --No---- 31) Are you provided with drinking water in your work place? Yes --No---- . Leave/travel concession Yes --No---- d.Organisation study and study of motivational factors of employees of ANEL b.104 - .

105 - .Organisation study and study of motivational factors of employees of ANEL 32) How do you rate the sanitation facilities in your company? 1-2-3-4-5— 33) Are there facilities for separate toilet facilities for men and women? Yes --No---- 34) Is there any family get together sponsored by the company? Yes --No---- .

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