A Study on

EMPLOYEE JOB SATISFACTION IN

ANDHRA ORGANICS
With reference to

ANDHRA ORGANICS
PYDHIBHIMAVARAM
A project report submitted in partial fulfilment of the
requirements for the award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
By

MASABATHULA. VENKATA SAI SRI LALITHA

Regd.no:18331E0065
Under the guidance of
Mr. T. SAI PRASAD
MBA, Ph.D
Assistant professor

DEPARTMENT OF MANAGEMENT STUDIES

MVGR COLLEGE OF ENGINEERING (AUTONOMOUS)
Approved by AICTE and permanently affiliated to JNTU- Kakinada
Accredited by NBA of AICTE and NAAC- A of U.G.C
Chintalavalasa, Vizianagaram - 535005, A.P
2018-2020
 A Study on

EMPLOYEE JOB SATISFACTION IN

ANDHRA ORGANICS
With reference to

ANDHRA ORGANICS
PYDHIBHIMAVARAM
A project report submitted in partial fulfilment of the
requirements for the award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
By

MASABATHULA. VENKATA SAI SRI LALITHA

Regd.no:18331E0065
Under the guidance of
Mr. T. SAI PRASAD
MBA, Ph.D
Assistant professor

DEPARTMENT OF MANAGEMENT STUDIES

MVGR COLLEGE OF ENGINEERING (AUTONOMOUS)
Approved by AICTE and permanently affiliated to JNTU- Kakinada
Accredited by NBA of AICTE and NAAC- A of U.G.C
Chintalavalasa, Vizianagaram - 535005, A.P
2018-2020
 CERTIFICATE

Regd. No. 18331E0065

This is to certify that the Project report entitled A Study On

Employee Job Satisfaction wrt Andhra Organics, Pydibheemavaram is

a bonafide work done by MASABATULA VENKATA SAI SRI

LALITHA in partial fulfillment of the requirements for the award of

the degree of Master of Business Administration by JNTUK,

Kakinada, Andhra Pradesh.

HEAD OF THE DEPARTMENT PROJECT GUIDE

 DECLARATION

I, MASABATHULA VENKATA SAI SRI LALITHA student of MVGR College of

Engineering, Chintalavalasa, hereby declare that this project report entitled “EMPLOYEE
JOB SATISFACTION” with reference to “ANDHRA ORGANICS” , is a bonafide record
work done by me during the course of internship project work and all contents and facts are
prepared and presented by me without any bias.

I also declare that it has not previously formed the basis for the award to me for any degree/
diploma, associateship, fellowship or other similar title, of any Institute/Scoiety. This project
is in partial fulfilment of the requirement for the award degree of MASTER OF BUSINESS
ADMINISTRATION by Jawaharlal Nehru Technological University – Kakinada for the year
2018-2020.

Place :

Date :

(M.V.S SRI LALITHA)

Regd No: 18331E0065
 ACKNOWLEDGEMENT

I would like to extend my sincere thanks to my guide Mr. T. SAI PRASAD Assistant
Professor, MVGR College of Engineering for his timely advice and guidance throughout the
project.

I wish to express my heartfelt thanks to Mr. KOTESWARA RAO, (HR) in Andhra

organics for giving me the opportunity to undertake the project work.

I am indeed very grateful to Dr. GVSSN Sanyasi Raju, Professor and Head of the Department,
Department of Management Studies, MVGR College of Engineering(A), for his ever willingness to
share his valuable knowledge and constantly inspiring us through suggestions.

I also thank Dr. K.V.L. Raju, Principal, for extending his upmost support and
cooperation in providing all their provisions for the successful completion of the project.

I am extremely grateful to my parents, faculty and friends for their full cooperation and valuable
support to complete this work. I thank everyone who has helped me directly and indirectly in completion
of this project work.

(M.V.S. SRI LALITHA)

 CONTEXT
PAGE NO.
CHAPTER -1 INTRODUCTION (2-7)
Introduction 2
Objectives 3
Scope 4
Need 5
Frame work of the study 6
Limitations 7

CHAPTER -2 COMPANY PROFILE & INDUSTRY PROFILE (9-34)

History of the Company 9
Vision and Mission 10
Competitors of the Company 11
Organizational Chart of Company 19
Government Initiatives 27
Government Policies of Pharma Industry 30
Literature Review 33

CHAPTER -3 THEORTICAL REVIEW OF JOB SATISFACTION (36-52)

Introduction 36
Definitions of Job Satisfactions 37
Factors of Job Satisfaction 38
Job Satisfaction and Safety 41
Sources of Job Satisfaction 42
Theories of Job Satisfaction 44
Benefits of Job Satisfaction 51
Satisfaction and Management Implication 52

CHAPTER- 4 DATA ANALYSIS AND INTREPETATION 54

CHAPTER -5 SUMMARY, FINDINGS, SUGGESTIONS (77-81)

Summary 77
Findings 78
Suggestions 79
Bibliography 81

ANNEXURE 82
 PREFACE

The project work entitled “EMPLOYEE JOB SATISFACTION IN ANDHRA ORGANICS”

Job Satisfaction is the favourableness or un-favourableness with which the employee views his
work. It expresses the amount of agreement between one’s expectation of the job and the
rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one’s
environment of job is an important part of life as Job Satisfaction influences one’s general life
satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee.
In a narrow sense, these attitudes are related to the job under condition with such specific
factors such as wages. Supervisors of employment, conditions of work, social relation on the
job, prompt settlement of grievances and fair treatment by employer.

However, more comprehensive approach requires that many factors are to be included before
a complete understanding of job satisfaction can be obtained. Such factors as employee’s age,
health temperature, desire and level of aspiration should be considered. Further his family
relationship, Social status, recreational outlets, activity in the organizations etc.

Contribute ultimately to job satisfaction.

 CHAPTER-1
INTRODUCTION

1
INTRODUCTION

Human resources are the most valuable and unique assets of an organization. The
successful management of an organization’s human resources is an exciting, dynamic and
challenging task, especially at a time when the world has become a global village and
economies are in a state of flux.

In this modern economy many organizations have gone down the route of carefully defining
the attitudes and skills, as they are needed for challenging tasks. Some companies see them
as their cultural hallmarks. This is an important step towards identification of the pivotal skills
on competences that really describe what makes employees successful in given role or
situation.

The most important department in any firm is the Human Resource Department because if this
department doesn’t reach its goals and there will be unrest in the organization.so to study on
employee’s job satisfaction helps to know the level of job satisfaction and what are the things
that affects them not to work properly. Employee’s job satisfaction helps the company to
maintain standards and increase productivity

Job satisfaction is the end feeling of an employee after performing a task. To the extent that a
person’s job full fills his dominant needs and is consistent with his expectations and values,
the job will be satisfying. The feeling would be positive or negative depending upon whether
need is satisfied or not. Job satisfaction is an integral component of organization health and
important elements in industrial relations. The level of job satisfaction seems to have some
relation with various aspects of work behavior such as accidents, absenteeism, Turnover and
productivity.

The essence of study is to concentrate on several of aspects of HRM activities and to study the
employee job satisfaction in Andhra organics.

2
 OBJECTIVES OF THE STUDY
The following are the specific objectives of the study

➢ To measure the level of employee satisfaction toward their job.

➢ To study the various factors determining job satisfaction of the employees.

➢ To study the impact of job satisfaction on the overall growth of employee as well the
organization.

➢ To make necessary recommendations for increasing the satisfaction level of employees if any.

3
SCOPE

The study would help the management to understand the level of job satisfaction and identify
areas of the study are relevant to selected organization only. This study is important because job
satisfaction procedure by which employees collectively report their feelings.

It is used as a diagnostic instruments for assuring employee problems and enhances management
take necessary steps to solve it.

Employees satisfaction is very important in any organization. The same is applicable to

employees of Andhra organics. Because if the employees were satisfied with their more. Then
output of the company will be more. So if is considered as a important factor. The study gives
information regarding the satisfaction level of the employees and working condition, welfare
facilities provided by the company. Hence the present study is conducted from the point of view
employees of Andhra organics.

4
 NEED FOR THE STUDY
The study on the employee job satisfaction is to know the levels of the employee’s
satisfaction towards his particular job in the organization. It’s also measures of how happy
workers are with their job and working environment. Keeping morale high among workers
can be of tremendous benefit to any company. And always majority of work done by the
machines and equipment’s but without any manual moments nothing can be done. So the
study on employee job satisfaction is necessary.

➢ This study has been made in the Andhra organics in a view to acquaint job satisfaction
activities taken up as per the statutory measures and to understand the importance of
employee’s job satisfaction and its impact on the morale of the employees.

➢ The main aim of the study is to know the policies and procedures in day to day
functioning of the organization to bring job satisfaction.

5
FRAME-WORK OF THE STUDY:
The, complete project study is divided into 5 chapters which are outlined below:

CHAPTER-I:
This, chapter mainly outlines the Introduction to my study, the main objectives identified , need
and importance of the selected topic, the methodology used to research purpose , sampling-
technique, data collection tools followed by the major and minor limitations of study.

CHAPTER-II:
This, chapter outlines the industry outlook at both at Indian content and at the global scenario.
This, chapter also includes about the company profile in detailed about its major achievements
and accomplishments and also about its current scenario and its position in an detailed way.

CHAPTER-III:
This, chapter is completely focused on theoretical framework related to my study on the selected
topic “JOB SATIFACTION” and also conducted literature Reviews on the topic from
various International Journals and publications to understand the selected topic in a better way.

CHAPTER-IV
This, chapter is completely dedicated to analyze the data on the selected-topic “how the
appraisal is conducted among the nurses”, and properly tabulated and interpreted.

CHAPTER-V:
This, chapter outlines about the summary, finding ,suggestion and conclusion in detailed way.

6
 LIMITATIONS OF THE STUDY
➢ The findings of the present study cannot be generalized as they are based purely limiting to the
one unit of this singular organization without giving any comparisons to the practices in similar
industry.

➢ Create an inspiring work environment to unleash the creative energy of people.

➢ The survey was conducted on the sample based on random selection has its own defects.

➢ Due to the time constraints it is difficult to study the performance of a big organization

7
 CHAPTER -2
COMPANY PROFILE
&
INDUSTRY PROFILE

8
COMPANY PROFILE

Established in 2001 by AUROBINDO with the capacity of 200mtons after 3years, it was
taken over by ANDHRA ORGANICS LIMITED by VICCO GROUP OF COMPANIES in the
year of 2004 with the capacity of 600tons per month with the manpower having initially 200
including contract labor. But now manpower increased by 350 in addition to this contract labor,
workers total above 600 members.

Head office is at Hyderabad. Chairman & Managing Director Mr. NARAYANA

REDDY GARU, having 40 years’ experience. The organization runs successfully with
maintaining the harmonious relations between management & employees.

They are getting raw materials from other companies, where the required materials are
available. Mainly from Germany, Italy.

Disciplinary actions are seriously taken by the organization. Every Friday medical
checkup will be conducted for the employees. Safety equipments are provided to the
employees. They are producing 3 types of products cis+ hydroxyl atom, sulpharmethoxizone,
Tri methyl premium.

The industry consists of RM store, engineering store, canteen, administrative block,

workshop, civil department, 2types of boilers are there 1210 and 3010, water purification plant,
chlorine room and PB1 to PB9 BLOCKS for the preparation of those 3 products. Effluent
treatment plant (ETP), Hazardous waste storage plant, power plant, Quality assurance &
Quality control department, Safety department.

CIS+ HYDROXYL ATOM is prepared in PB6 it is an intermediate product. The process

of completion of this product is max. 4days. Initially it starts with the aim of producing 30tons
but now increased to 60tons industry reached 55tons.In this manpower having 30members are
there (26members chemists, junior executive 1, fitters 2, electrician 1).

The main product they are producing is sulpharmethoxizone. It is not an intermediate

product it is an ape (active pharma ingredient). The expiry date for this is 5years.It is an
antibiotic, used for AIDS patients any age people & Veterinary. Cannot be used directly, in
dose form only.

9
 Time office entry and exit of the employee is noted by maintaining attendance
registers, leave registers.

General shift time: 9:00AM - 5:30PM.

Shift A: 6:00AM – 2:00PM.

Shift B: 2:00PM – 10:00PM

Shift C: 10:00PM –6:00AM

Pay role under statutory complains provident fund (PF), employee state insurance
(ESI), employment exchange, labor licenses.

Welfare measures are provided to the employees as per the factories Act 1948 like
canteen, medical room, lockers, first aid and medical check up, rest room, etc.

Recruitment and selection made by the respective departments by resumes and from
other sources also and by conducting interviews after that screening and then selection will be
made.

Training and development programs are conducted by the organization as well as from
the outside members. Training will be done on the job or off the job. Every month they are
conducting training programs for their chemists.

Performance appraisal every year they will assess their employees by their past
performances. Every month by 7th the salaries will be paid to the every employee.

VISION
To become a global healthcare organization and to be recognized as domestic and
internationally integrated healthcare and pharmaceutical company through Innovation, Quality
and Competence.To become the leading pharmaceutical player in the industry by assuring high
quality standards and cost effective products at all times. We want to mark our presence in the
society by creating a portfolio of low cost medicines available to all.

10
MISSION
• We will discover, develop and successfully market pharmaceutical products to prevent,
diagnose, alleviate and cure diseases.

• We shall provide total customer satisfaction and achieve leadership in chosen markets,
products and services across the globe, through excellence in technology, based on world-
class research and development.

• We are responsible to the society. We shall be good corporate citizens and will be driven
by high ethical standards in our practices.

List of Top 10 Pharmaceutical Companies in India

Here are the top pharmaceutical companies in India in terms of their market capitalization:

Sun Pharmaceutical
Sun Pharma, officially known as Sun Pharmaceutical Industries Limited, was founded in 1983
by Dilip Shanghvi. The company is headquartered in India's financial capital Mumbai,
Maharashtra. Active Pharmaceuticals Ingredients (APIs) and formulations are known to be Sun
Pharma's specialised areas. It targets a wide spectrum of chronic and acute treatments. Its
therapeutic segments of over 3000 high quality molecules include psychiatry, anti-infectives,
neurology, cardiology, orthopaedic, diabetology, gastroenterology, ophthalmology,
nephrology, urology, dermatology, gynaecology, respiratory, oncology, dental and nutritionals.
On 15 June 2015, Sun Pharma was India's largest pharmaceutical company with the market
capitalisation valued at Rs. 2,01,706.41 crore. Its products and services may be categorised as
below:

• Formulations
• Active Pharmaceutical Ingredients (APIs)
• Over-The-Counter (OTC)
• Antiretrovirals (ARVs)

11
Lupin

Headquartered in Mumbai, Lupin Limited is a multinational pharmaceutical

company. An associate professor at BITS-Pilani in Rajasthan, Dr. Desh Bandhu
Gupta established Lupin in 1968, which is today one of India's leading
pharmaceutical companies. In Pune, Maharashtra, Lupin has a state-of the-art research and
development unit. It is one of the fastest growing companies as far as oncology, cardiology,
gastroenterology, central nervous system, anti- infective, anti-asthma and diabetology
therapies are concerned. Lupin's market capitalisation amounted to Rs. 77,115.19 crore on 15
June 2015. Its products and services may be categorised as below:

• Branded Formulations
• Advanced Drug Delivery Systems
• Generics
• Novel Drug Discovery
• APIs
• Biotechnology

Dr. Reddy's Labs

Based in Hyderabad, Telangana, Dr. Reddy's Laboratories is a multinational

pharmaceutical entity. It was founded in 1984 as a manufacturer of APIs. A
vast range of pharmaceutical products are offered by Dr. Reddy's Labs. It
has 60 APIs and 190 medications to treat various kinds of ailments. It is now India's third
largest pharmaceutical company in terms of market capitalisation, which was valued at Rs.
56,638.13 crore on 15 June 2015. Its products and services may be categorised as below:

• Generic Formulations
• Active Ingredients
• Pharmaceutical Services
• Biosimilars
12
Cipla

Dr. K. A. Hamied set up Cipla Limited in 1935, which is one of the biggest
biotechnology and pharmaceutical multinational companies of India today. APIs
and formulations are produced at 34 state-of the-art Cipla plants spread across the country.
Primarily, medicines for treatments of ailments like depression, obesity, cardiovascular
diseases, arthritis and diabetes aredeveloped by Cipla. It is India's fourth largest pharmaceutical
company accounting for a market capitalisation worth Rs. 47,025.38 crore on 15 June 2015. Its
products and services may be categorisedasbelow:

• APIs
• Formulations
• Veterinary

Aurobindo Pharma

Aurobindo Pharma was founded by K. Nityananda Reddy and P.V.

Ramaprasad Reddy with others in 1986. Headquartered in Hyderabad,
Telangana, Aurobindo Pharma Limited manufactures APIs and generic
pharmaceuticals. Six prime therapeutic areas of medication addressed by the company are anti-
allergic, gastroenterology, antiretrovirals, antibiotics, central nervous system and cardiology.
With the market capitalisation valued at Rs. 37,281.76 crore on 15 June 2015, Aurobindo
Pharma Limited is India's fifth largest pharmaceutical company. Its products and services may
be categorised as below:

• Formulations
• APIs

13
Cadila Healthcare

The city of Ahmedabad in the western Indian state of Gujarat is home to the head
office of Cadila Healthcare that was founded in 1952. The company has around
20 different manufacturing locations across the country. Cadila Healthcare is India's sixth
largest pharmaceutical company in terms of market capitalisation that amounted to Rs.
36,159.61 crore on 15 June 2015. Its products and services may be categorised as below:

• APIs
• Formulations

GlaxoSmithKline

One of the oldest and most experienced players in the pharmaceutical industry
of India, GlaxoSmithKline Pharmaceuticals Limited was established in 1924.
GlaxoSmithKline Pharmaceuticals is one of the world's top research-based
health management and pharmaceutical companies. Major therapeutic areas of
medication addressed by the company are anti-infectives, dermatology, oncology,
gynaecology, diabetes, cardiology and respiratory products. In addition to that, it provides
vaccines for cervical cancer, hepatitis B, hepatitis A, rota-virus, influenza, tetanus, chickenpox,
pertussis and diphtheria amongst many. The market capitalisation of GlaxoSmithKline
Pharmaceuticals Limited stood at Rs. 27,522.55 crore on 15 June 2015.

Glenmark Pharmaceuticals

Glenmark Pharmaceuticals is an Indian pharmaceutical company founded in

1977 and headquartered in Mumbai, Maharashtra. It specialises in developing
and marketing APIs and formulations and covers segments such as diabetology,
dermatology, ENT, internal medicine, gynaecology and paediatrics. Glenmark
14
Pharmaceuticals is India's eighth largest pharmaceutical entity by market capitalisation, which
was valued at Rs. 25,045.36 crore on 15 June 2015. Its products and services may be
categorised as below:

• Formulations
• Active Pharmaceutical Ingredients

Divi's Laboratories

Divi's Laboratories was set up in 1990 with the sole purpose of research and
development in the life-sciences segment. The company mainly focuses on the
development of modern innovative methods of manufacturing pharmaceutical
intermediaries and other APIs. It is India's ninth largest pharmaceutical company by market
capitalisation, which amounted to Rs. 23,493.97 crore on 15 June 2015. Its products and
services may be categorised as below:

• Generics
• Intermediates
• Protected Amino Acids
• Chiral Synthesis
• Carotenoids (Synthetic) and Nutraceuticals

Torrent Pharmaceuticals

Based in Ahmedabad, Gujarat, Torrent Group's flagship unit is Torrent

Pharmaceuticals, founded in 1959. It is a major in therapeutic realms such as
central nervous system and cardiovascular, spanning over segments like diabetology,
gastroenterology and anti-infectives to name some. Torrent Pharmaceuticals is operational in
over 50 countries and has a significant presence in India where it is rated as one of the top 10
pharmaceutical companies operating in the country. On 15 June 2015, the market capitalisation

15
of Torrent Pharmaceuticals was Rs. 21,555.59 crore.

Some other leading pharmaceutical companies:

• Aventis Pharma
• GlaxoSmithKline
• Surya Pharma
• Torrent Pharma
• Glenmark
• Divis Labs
• Biocon
• Orchid Chemical
• Abbott India
• Sterling Bio

VARIOUS FUNCTIONAL DEPARTMENTS.

• Production Department,
• HR Department,
• Marketing,
• Finance Department
• Production department

The production department is responsible for converting inputs into outputs through the
stages of production processes. The Production Manager is responsible for making sure that
raw materials are provided and made into finished goods effectively. He or she must make sure

that work is carried out smoothly, and must supervise procedures for making work more
efficient and more enjoyable.

They will set the standards and targets at each stage of the production process. The
quantity and quality of products coming off a production line will be closely monitored.

16
 This department will provide the materials, components and equipment required. An
essential part of this responsibility is to ensure that stocks arrive on time and are of good quality

They are responsible for the design and testing of new product processes and product
types, together with the development of prototypes through to the final product.

This department is concerned with the manufacture of products. This will include the
maintenance of the production line and other necessary repairs. The works department may
also have responsibility for quality control and inspection.

HR DEPARTMENT:

Human resource management (HRM) is the function within an organization that

focuses on recruitment of management and providing direction for the people who work in the
organization line managers can also perform human resource management.

Human resource management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety benefits, employee motivation and training.

Maximum motivation to the employees by providing several employee benefits and

welfare activities by which the employees feeling happy to work within the organization.

The company is not only providing the welfare activities, but also helps to increase the
improvement of technical skills of the employee. That means the employee is not only working
in the company, but also educating himself by the help of company’s faculty who improve the
employee’s technical skills.

Employee welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing and job security, transport etc; such facilities
enable the worker to lead a good life.

Welfare suggests the wellbeing, happiness, prosperity and the development of human
resource labor.

Labor welfare means providing social security and other activities as medical and
canteen and arrangement for the transportation of the labor and from the work place.

17
 The main aim of the labor, welfare is to provide welfare facilities and useful as would
enable the workers employed in industry, to perform their work in health and high moral.

In order to find out the responses of employees regarding the welfare activities provided
to them by a sample has been selected and tested with the help of a questionnaire.

Governmental and non-governmental agencies and trade unions too, contribute towards
employee welfare. The welfare facilities together contribute to better work.

MARKETING:

Marketing is not done by this unit. Marketing is done at Hyderabad.

FINANCE DEPARTMENT:

It mainly concerned with the financial aspects that are going in the organization. Mainly-

• Bookkeeping procedures.
• Keeping records of the purchases and sales made by a business as well as capital spending.
• Preparing financial accounts.
• Profit and loss account and Balance Sheets.
• Providing management information.
• Managers require ongoing financial information to enable them to make better decisions.

18
Organizational Chart of the Company

INDUSTRY PROFILE

PHARMA INDUSTRY

The pharmaceutical industry discovers, develops, produces, and markets drugs or

pharmaceutical drugs for use as medications. Pharmaceutical companies may deal in generic
or brand medications and medical devices. They are subject to a variety of laws and regulations
that govern the patenting, testing, safety, efficacy and marketing of drugs.

PHARMA INDUSTRY IN INDIA

India is the largest provider of generic drugs globally. Indian pharmaceutical sector industry
supplies over 50 per cent of global demand for
various vaccines, 40 per cent of generic demand in the US and 25 per cent of all medicine in
UK.
India enjoys an important position in the global pharmaceuticals sector. The country also has a

19
large pool of scientists and engineers who have the potential to steer the industry ahead to an
even higher level. Presently over 80 per cent of the antiretroviral drugs used globally to combat
AIDS (Acquired Immune Deficiency Syndrome) are supplied by Indian pharmaceutical firms.

The pharmaceutical industry in India ranks 3rd in the world terms of volume and 14th in terms
of value. According to Department of Pharmaceuticals, Ministry of Chemicals and Fertilizers,
the total turnover of India's pharmaceuticals industry between 2008 and September 2009 was
US$21.04 billion. Hyderabad, Mumbai, Bangalore and Ahmedabad are the major
pharmaceutical hubs of India. The domestic market was worth US$13.8 billion in 2013.

The Government started to encourage the growth of drug manufacturing by Indian companies
in the early 1960s, and with the Patents Act in 1970.However, economic liberalization in 90s
by the former Prime Minister P.V. Narasimha Rao and the then Finance Minister, Dr.
Manmohan Singh enabled the industry to become what it is today. This patent act removed
composition patents from food and drugs, and though it kept process patents, these were
shortened to a period of five to seven years.

The Lack of patent protection made the Indian market undesirable to the multinational
companies that had dominated the market. Whilst the multinationals streamed out, Indian
companies carved a niche in both the Indian and world markets with their expertise in

reverse- engineering new processes for manufacturing drugs at low costs. Although some of
the larger companies have taken baby steps towards drug innovation, the industry as a whole
has been following this business model until the presenIndia's biopharmaceutical industry
clocked a 17 percent growth with revenues of Rs.137 billion ($3 billion) in the 2009-10 financial
year over the previous fiscal. Bio-pharma was the biggest contributor generating 60 percent of
the industry's growth at Rs.8,829 crore, followed by bio- services at Rs.2,639 crore and bio-
agri at Rs.1,936 crore.

20
Quality The Quality of drugs and APIs (Active Pharmaceutical Ingredients) made by Indian
pharmaceutical companies is very good . In the past three years 2015 - 2017, there were 31
FDA warning letters to Indian pharmaceutical companies citing serious Data Integrity issues,
including data deletion, manipulation or fabrication of test results, see “An Analysis Of 2017
FDA Warning Letters On Data Integrity” By Barbara Unger, Unger Consulting Inc.

Exports

Exports of pharmaceuticals products from India increased from US$6.23 billion in 2006-07 to
US$8.7 billion in 2008-09 a combined annual growth rate of 21.25%. Some of the major
pharmaceutical firms include Sun Pharmaceutical, Cadila Healthcare and Piramal Enterprises.
India exported $11.7 billion worth of pharmaceuticals in 2014.Pharmaceutical export from
India stood at US$ 17.27 billion in 2017-18, and is expected to grow by 30 per cent to reach
US$ 20 billion by the year 2020. The 10 countries below imported 56.5% of that total:

21
Patents

A significant change in intellectual property protection in India was the 1 January 2005
enactment of an amendment to India’s patent law that reinstated product patents for the first
time since 1972. The legislation took effect on the deadline set by the WTO’s Trade-Related
Aspects of Intellectual Property Rights (TRIPS) agreement, which mandated patent protection
on both products and processes for a period of 20 years. Under this new law, India will be
forced to recognise not only new patents but also any patents filed after 1 January 1995. In
December 2005, the TRIPS pact was amended to incorporate specific safeguards to ensure that
the public health concerns of affordability and accessibility for a large section of people in
developing countries was not compromised. These amendments came into force only in
January 2017, however, after two-thirds of the member countries ratified them. In the domestic
market, this new patent legislation has resulted in fairly clear segmentation. The multinationals
narrowed their focus onto high-end patents who make up only 12% of the market, taking
advantage of their newly bestowed patent protection. Meanwhile, Indian firms have chosen to
take their existing product portfolios and target semi-urban and rural populations.

Product development

Indian companies are also starting to adapt their product development processes to the new
environment. For years, firms have made their ways into the global market by researching
generic competitors to patented drugs and following up with litigation to challenge the patent.
This approach remains untouched by the new patent regime and looks to increase in the future.
However, those that can afford it have set their sights on an even higher goal: new molecule

22
 discovery. Although the initial investment is huge, companies are lured by the promise of hefty
profit margins and thus a legitimate competitor in the global industry. Local firms have slowly
been investing more money into their R&D programs or have formed alliances to tap into these
opportunities.

Multinational Pharmaceutical Companies ranked as per active presence of

sales, marketing and business in India

1. Pfizer
2. GlaxoSmithKline
3. Sanofi Aventis
4. Merck
5. Johnson and Johnson
6. Amgen
7. Novartis
8. Roche
9. Bristol-Myers Squibb
10. Wyeth
11. Eli Lilly
12. Schering-Plough
13. Abbott
14. Takeda
15. Boehringer Ingelheim
16. Astellas

23
Top 9 Publicly Listed pharmaceutical companies in India by Market Capitalization as
of 2017.

Historical Context

India has a rich history of ayurvedic (or traditional) medicinal practices. The growth of
allopathic medicine in India was a gradual process. The advent and expansion of the
pharmaceutical industry in India can be divided into four key periods:

Prior to 1970: The Drugs and Cosmetics Act (1940) regulated the import, manufacture,
distribution and sale of drugs in India. This was followed by the Pharmacy Act (1948) that
heavily regulated pharmacies in India. During this period, several foreign companies entered
the Indian market and were the major pharmaceutical suppliers to local pharmacies. There was
limited domestic participation and competition. The prices of drugs in India were amongst the
highest in the world.

1970-1990: The Patents Act (1970) was introduced allowing for manufacturing processes in
pharmaceutical and agro-chemical-based products to be patented, but not the underlying
products. The passage of this law allowed Indian pharmaceutical companies to reverse-
24
engineer existing drugs and provide them to Indian consumers at a lower cost (as these
companies did not have to recoup the investment in R&D). This led to a rapid expansion in the
number and profitability of domestic pharmaceutical companies in India.

1991-2005: Major economic reforms were introduced in India in 1991, leading to an increase
of foreign investments in the economy. Domestic pharmaceutical companies expanded
aggressively. The Drugs Price Control Order (DPCO) was introduced in 1995 to regulate the
price of drugs. The pharmaceutical sector was open to 100% FDI via the automatic approval
route in 2002.

2005 onwards: In 2005, India made substantial amendments to their patent laws as part of
its efforts to comply with WTO’s Trade Related Aspects of Intellectual Property Rights
(TRIPS) requirements. The TRIPS agreement mandates that member countries must honor and
enforce 20-year international product patents. This provided the comfort of IP protection to
multinational firms and encouraged investment in the Indian pharmaceutical industry. Also,
Indian companies continued to expand their distribution networks and set up manufacturing
facilities abroad. In 2008, the Department of Pharmaceuticals was created under the Ministry
of Chemical and Fertilizers. There is now a trend towards higher R&D investments due to the
protection of product patents.

Market Size
The pharmaceutical sector was valued at US$ 33 billion in 2017. The country’s pharmaceutical
industry is expected to expand at a CAGR of 22.4 per cent over 2015–20 to reach US$ 55
billion. India’s pharmaceutical exports stood at US$ 17.27 billion in 2017-18 and are expected
to reach US$ 20 billion by 2020.
Indian companies received 304 Abbreviated New Drug Application (ANDA) approvals from
the US Food and Drug Administration (USFDA) in 2017. The country accounts for around 30
per cent (by volume) and about 10 per cent (value) in the US$ 70-80 billion US generics market.
India's biotechnology industry comprising bio-pharmaceuticals, bio-services, bio-agriculture,
bio-industry and bioinformatics is expected grow at an average growth rate of around 30 per
cent a year and reach US$ 100 billion by 2025. Biopharma, comprising vaccines, therapeutics
and diagnostics, is the largest sub-sector contributing nearly 62 per cent of the total revenues
at Rs 12,600 crore (US$ 1.89 billion).

25
Investments
The Union Cabinet has given its nod for the amendment of the existing Foreign Direct
Investment (FDI) policy in the pharmaceutical sector in order to allow FDI up to 100 per cent
under the automatic route for manufacturing of medical devices subject to certain conditions.
The drugs and pharmaceuticals sector attracted cumulative FDI inflows worth US$ 15.59
billion between April 2000 and December 2017, according to data released by the Department
of Industrial Policy and Promotion (DIPP).
Some of the recent developments/investments in the Indian pharmaceutical sector are as
follows:

• In 2017, Indian pharmaceutical sector witnessed 46 merger & acquisition (M&A) deals
worth US$ 1.47 billion.
• The exports of Indian pharmaceutical industry to the US will get a boost, as branded
drugs worth US$ 55 billion will become off-patent during 2017-2019.#

26
 Government Initiatives
Some of the initiatives taken by the government to promote the pharmaceutical sector in
India are as follows:

• The National Health Protection Scheme is largest government funded healthcare programme
in the world, which is expected to benefit 100 million poor families in the

• country by providing a cover of up to Rs 5 lakh (US$ 7,723.2) per family per year for secondary
and tertiary care hospitalisation. The programme was announced in Union Budget 2018-19.
• In March 2018, the Drug Controller General of India (DCGI) announced its plans to start a
single-window facility to provide consents, approvals and other information. The move is aimed
at giving a push to the Make in India initiative.
• The Government of India is planning to set up an electronic platform to regulate online
pharmacies under a new policy, in order to stop any misuse due to easy availability.
• The Government of India unveiled 'Pharma Vision 2020' aimed at making India a global leader
in end-to-end drug manufacture. Approval time for new facilities has been reduced to boost
investments.
• The government introduced mechanisms such as the Drug Price Control Order and the National
Pharmaceutical Pricing Authority to deal with the issue of affordability and availability of
medicines.

Medicine spending in India is expected to increase at 9-12 per cent CAGR between 2018-22 to
US$ 26-30 billion, driven by increasing consumer spending, rapid urbanisation, and raising
healthcare insurance among others.
Going forward, better growth in domestic sales would also depend on the ability of companies
to align their product portfolio towards chronic therapies for diseases such as such as
cardiovascular, anti-diabetes, anti-depressants and anti-cancers that are on the rise.
The Indian government has taken many steps to reduce costs and bring down healthcare
expenses. Speedy introduction of generic drugs into the market has remained in focus and is
expected to benefit the Indian pharmaceutical companies. In addition, the thrust on rural health
programmes, lifesaving drugs and preventive vaccines also augurs well for the pharmaceutical
companies.

27
 `PHARMA INDUSTRY IN ANDHRAPRADESH

Andhra Pradesh's pharmaceutical cluster has grown from a single company owned by the
central government into one of the world's largest producers of bulk drugs. There are many
other pharmaceutical clusters throughout India, and their emergence is largely due to the
changing policy environment in the country. India being a predominantly poor country has a
large need for life saving drugs but lacks the means to pay market prices for them. In 1970, the
Indian government passed the Patents Act which allowed manufacturing processes in
pharmaceutical products to be patented, but not the underlying products. This law allowed
Indian pharmaceutical companies to reverse- engineer existing drugs and provide them to
Indian consumers at a lower overall cost (as these companies did not have to recoup the large
R&D investment made by foreign competitors. This led to a rapid expansion in the number and
profitability of domestic pharmaceutical companies in India. The companies focused on
manufacturing and were able to exploit the low cost of labor in India. In 2005, in order for India
to gain admission into the WTO it was forced to meet the Trade Related Aspects of Intellectual
Property Rights (TRIPS) requirements. TRIPS required that countries honor and enforce the
20-year international product patents. This provided the IP protection that multinational firms
demanded and encouraged investment in the Indian pharmaceutical industry.

In Andhra Pradesh (AP), the sector evolved in a comparable fashion but was also aided by high
quality human capital, above average infrastructure, and helpful government incentives.
Institutes for collaboration (IFC) also assisted in the development of the cluster. However,
coordination among firms as well as with related and supported industries remains low, which
has led to a weak cluster.

Pharmaceuticals Sector Analysis Report

• The Indian Pharmaceutical market (IPM) accounts for approx.1.5% of the global
pharmaceutical industry in value terms and 20% in the volume terms. The IPM is valued at
Rs 1.11 trillion for the year ending March 2017 MAT (Moving Annual Total) by All India
Organisation of Chemists and Druggists (AIOCD). The growth in 2017 stood at 10% over
the same period last year. Owing to robust historical growth, many MNC companies have
active presence in the Indian pharma space.

28
• The IPM is highly fragmented with about 24,000 players (330 in the organised sector). The
top ten companies including domestic and MNC companies make up for more than a third
of the market. The market is dominated majorly by branded generics, which constitutes
nearly 70% of the overall market. Over the counter (OTC) medicines and patented drugs
constitute 21% and 9% respectively.
• Besides the domestic market, Indian pharma companies also has a large chunk of their
revenues coming from exports. Major companies have revenues coming in from the sale of
intermediates, active pharmaceutical ingredients (APIs), and formulations in various global
markets. These include developed markets like US, Europe and Japan and semi developed
markets across the world. Markets. , Some companies also derive revenues by providing custom
research and manufacturing services to innovator companies. Biopharmaceuticals is also
increasingly becoming an area of interest given the complexity in manufacture and limited
competition.
• The past few years have been glorious ones for the Indian companies, as major blockbusters
lost their patent protection, paving way for generics. However, every passing year is leaving
lower patented drug opportunities for the Indian companies for the launch of generics. Thus,
Indian pharma companies have increased their R&D expenses. The companies are spending
more to establish niche product portfolios for the future.

Current status of pharma industry

The current status of pharma industry in India is decent. However, there are ongoing changes
in policy which can lead to confusion in business. "Government keeps on changing guidelines
which may obscure manufacturers but it's a good sign also as we are moving towards better
side of India. If we look at wider perspective, the world can be divided into three kinds of
countries - highly regulated, semi-regulated and non-regulated. Every country has its own
policy and way of dealing with the industry", said Sanjeev Gupta, Managing Director, Kusum
Group of Companies.

The Indian pharma industry gained prominence since 1970s but manufacturers were not
bothered about standards that time. The scenario was diverse, anybody came up to establish
plants and manufacture them. 48 years have passed now and currently the country is
concentrating more on regulation of drugs.
29
Government policies and pharma industry
The standard of manufacturing facilities should always be retained. According to Mr. Gupta,
there are many encounters which the pharma industry often faces. In this pursuit, there may be
conciliations with standard of drugs. However, the government is now working more on
standards.
"Pharmaceutical industry is not a commodity. We should be focused more on standard and
quality of the product. This is what the government is doing now. Government is more
engrossed on policy making. They are taking resilient decisions for the concern of pharma
industry. There may be ifs and buts but government is looking forward to work on criterion
more which is a good symbol", added Mr. Gupta.
"There are mammoth opportunities in India. India is a good exporter of generic business and
we have also taken a big jump recently. There are many people in small towns and villages
who are not getting proper medicines. Government is trying to disentangle the concerns of
these locations", he further said.

Threats to pharma industry According to pharma industry experts, standard of the drugs
is the only concern for the market. There are no basic threats to pharma industry in India. 70
per cent of pharma market is generic, 9 per cent is oriented and rest 21 per cent is over-the-
counter (OTC) which is acceptable.

India's healthcare budget is less. The country spends only a small part of GDP (Gross Domestic
Product) on healthcare while in other countries 4-5 per cent of GDP is outlaid on healthcare.
There are no threats as India is working systematically.

Future concerns of pharma industry India should become part of PIC/S (Pharmaceutical
Inspection Co-operation Scheme). The Pharmaceutical Inspection Co- operation Scheme
(PIC/S) is a non-binding, informal co-operative arrangement between Regulatory Authorities
in the field of Good Manufacturing Practice (GMP) of medicinal products for human or veuse.

"All FDAs (Food and Drug Administration) are part of PIC/S which ensures that all
manufacturing is part of the system as well. Small countries like Vietnam and Uzbekistan
which don't even have 5 factories want to become part of PIC/S now. India is also not the part

30
of this society. India is doing a generic business and we are contributing to around 20 per cent
medicines of world. This means every fifth tablet created in India is used worldwide. In this
scenario, it is important that we become part of the PIC/S. We are part of WHO (World Health
Organization) reality but it is not essential for all the industry. PIC/S is more important for us.
I am sure in future we will become part of the system", said Mr. Gupta.

China recently exempted import tariffs (duties) for 28 drugs, including all cancer drugs, from
May 1, 2018. This may impact Indian pharma sector too. In words of Mr. Gupta, "The impact
may not be immediate as people are not keen to go to China. There is language barrier and
recession process is tough. It will take at least 5 years to establish."

31
INFOGRAPHIC REPRESENTATION OF PHARMA INDUSTRY

32
 LITERATURE REVIEW

• This study was oriented to identify the relationship between job satisfaction and its various
variables (which are pay, promotion, the work itself, supervision and co-workers e.t.c..,). The
study revealed that there will be a positive relationships between job satisfaction and its
organization variables which were pay, promotion, work itself, supervision and co-workers
e.t.c…, It proved that job satisfaction can contribute to increase the job satisfaction of
individual in organization.

• Employee satisfaction and retention have always been important issues for organization. In
fact, only a few organizations have made job satisfaction a top priority, perhaps because they
have failed to understand the significant opportunity that lies in front of them. Satisfied
employees tend to be more productive, creative and committed to their employers.
Organization that can create a conductive work environment can attract and retain
hardworking individuals. Employees work performance depends upon their ability to do their
assigned work as well as their will to do so.

• Job satisfaction is a multi faceted construct with a variety of definitions and related concepts,
which has been studied in a variety of disciplines for many years to now. Many theories and
articles of interest to manager , social, psychologist and scholars focus on job satisfaction
because most people spend their lifetime for work, and understanding of the factors that
increase job satisfaction is important to improve the wellbeing of individuals of the fact of
living.

• The history of job satisfaction steps back to the early 1990’s with the situation respective on
job satisfaction. This perspective states that satisfaction is determined by characteristics of job
environment itself. One of the most popular and research of job satisfaction is the “JOB
DECREASED INDEX” (JDI). The JDI is the 72- item adjective checklist type questionnaire
developed by the Hulin in 1969. This measure is basic itself on the facts. They are skill,
variety, feedback, task, identity, autonomy and significance.

• In today’s world scenario where there is no death of competitors in the market. It is essential
that employees work with the dedication and sincerity. Employee satisfaction is a state where
individuals are not only happy with their current profiles but also look forward towards a long-
term association with the organization. No individual wants to quit his/her job after six
months. However, the moment monotony creeps in people start looking for better opportunity.
Employees would never be satisfied with their jobs unless and until they have something
interesting and challenging to work on.

• According to Nancy C.Mouse ( 1997) “satisfaction refers to the level of fulfilment of one’s
needs, wants and desire satisfaction depends basically upon want an individual wants from the
world, and what he gets” Employee Satisfaction is a measure of how happy workers are with
their job and working environment. Employee satisfaction is one of the factor that affecting
the organization effectiveness. Employees are more loyal and productive when they are
satisfied and these satisfied employees affect the customer satisfaction and organization
productivity.
33
• According to Andrew bishay, job satisfaction is simply defined as the affective orientation that
an employee has towards his or her work. In other words, it is an affective reaction to a job
that results from the comparison of perceived outcomes with those that are desired shortly. Job
Satisfaction describes the feelings, attitude or preferences of individuals regarding work.
Furthermost, it is the degree to which employees enjoy their jobs.

• Job satisfaction is an individual’s subjective viewpoint encompassing the way he/she feels
about his/her job and the employing organization. Moreover, job satisfaction is the pleasurable
emotional state that results from the achievement of job values (Courtney &Younkyoung,
2017). Each individual has different criteria for measuring job satisfaction. Influencing factors
are payment, working hours, schedule, benefits, level of stress, and flexibility. Job satisfaction
has been linked to productivity, motivation, performance, and life satisfaction (Landy, 1978),
while Locke (1976) defined it as “a pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experiences”. Research suggests that job satisfaction has
emotional and behavioral components. The emotional components are the feelings of
happiness, anxiety, boredom, and excitement evoked by the job. The behavioural components
include early arrival, tardiness, working late, or faking illness in order to avoid work
(Bernstein & Nash, 2008)

• Mueller & Kim (2008) identified two types of job satisfaction; firstly, the overall feeling about
the job, and secondly, the feelings about the aspects of the job, such as benefits, salary,
position, growth opportunities, work environment, and the relationships among employees.
The considerable time spent by employees at the work place makes job satisfaction a
significant factor since dissatisfaction can have an adverse impact on the individual’s personal
life. Saari & Judge (2004) indicate that the relationship between job satisfaction and
performance is more important for those doing difficult jobs than for those in less demanding
jobs.

• Job satisfaction is one of the most researched phenomena in the domain of human resource
management and organizational behavior. It is commonly defined as a “pleasurable or positive
emotional state resulting from the appraisal of oneś job or job experiences” (Schneider and
Snyder, 1975; Locke, 1976). Job satisfaction is a key element of work motivation, which is a
fundamental determinant of one's behavior in an organization.

34
 CHAPTER-3
THEORTICAL REVIEW OF JOB SATISFACTION

35
THEORETICAL CONCEPT AND THEORIES OF JOB
SATISFACTION

INTRODUCTION:

Job satisfaction is not a destination but a journey. There exists a complex relationship
between job satisfaction and employee performance. Several factors like employee recognition,
monetary rewards, social rewards, etc. may lead to job satisfaction which may ultimately lead
to higher and better job performance.

Human resources is considered to be the most valuable asset in any organization. It is the
sum – total of inherent abilities acquired knowledge and skills represented by the talent
aptitudes of the employed persons who comprise executives, supervisors, and rank and file
employees.

It may be noted here that human resources should be utilized to the maximum extent, in
order to achieve individual and organizational goals. However, the employees performances
to a large extent, influenced by motivation and job satisfaction.

Job satisfaction is a variable matter. It usually depends on the minds of the employee/
worker. Positive attitude regarding to any work of the person is stated as job satisfaction.

It is a mental condition of a person to any type of work. Someone may feel satisfaction
to a work and in contrary another person may feel unsatisfactory to the same work depending
on their attitude regarding their work/ job.

To elaborate the concept of job satisfaction, It is said in a organization which employees

work, their job or task and their view to that job and that organization create many conceptions
and expectations in the mind of employee or workers

Job satisfaction is the attitude which feel a employee or worker regarding his job.
The condition is totally depended on the person’s mind so it can stated as mental status of a
worker too.

36
DEFINITIONS OF JOB SATISFACTION:

HOOPPOCK defined job satisfaction as any combination of psychological, physiological

and environmental circumstances that cause a person truthfully to say I am satisfied with my
job (HOP POCK, 1935). According to internal that has to do with the way how the employees
feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction.

Vroom in his definition on job satisfaction focuses on the role of the employee in the
workplace. Thus he defines job satisfaction as affective orientations on the part of individuals
toward work roles which they are presently occupying (vroom, 1964).

E.A.LOCKE quoted as “job satisfaction is a pleasurable or positive emotional state from the
appraisal of one’s job or experience”.

Keith Davis stated as” job satisfaction is a set of the favourable or unfavourable feelings with
which employee view their work.”

Vroom said about job satisfaction as” job satisfaction is generally considered to be an
individual’s perceptual or emotional reaction to important parts of work”

HISTORY:
One of the biggest preludes to the study of job satisfaction was the Hawthorne
studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business
School, sought to find the effects of various conditions (most notably illumination) on workers’
productivity. These studies ultimately showed that novel changes in work conditions
temporarily increase productivity (called the Hawthorne Effect). It was later found that this
increase resulted, not from the new conditions, but from the knowledge of being observed. This
finding provided strong evidence that people work for purposes other than pay, which paved
the way for researchers to investigate other factors in job satisfaction.

Scientific management also had a significant impact on the study of job satisfaction. Frederick
Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there was a
single best way to perform any given work task. This book contributed to a change in industrial
37
 production philosophies, causing a shift from skilled labour and piecework towards the more
modern of assembly lines and hourly wages. The initial use of scientific management by
industries greatly increased productivity because workers were forced to work at a faster pace.
However, workers became exhausted and dissatisfied, thus leaving researchers with new
questions to answer regarding job satisfaction. It should also be noted that the work of W.L.
Bryan, Walter Dill Scott, and Hugo Munster berg set the tone for Taylor’s work. Some argue
that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job
satisfaction theory.

This theory explains that people seek to satisfy five specific needs in life – physiological needs,
safety needs, social needs, self-esteem needs, and self-actualization. This model served as a
good basis from which early researchers could develop job satisfaction theories.

Job satisfaction can also be seen within the broader context of the range of issues which affect
an individual's experience of work, or their quality of working life. Job satisfaction can be
understood in terms of its relationships with other key factors, such as
general well-being, stress at work, control at work, home-work interface, and working
conditions.

FACTORS OF JOB SATISFACTION:

Job satisfaction refers to a general attitude which an employee retains on account of many
specific attitudes in the following areas:
• Job satisfaction

• Individual characteristics

• Relationships outside the job

There are different factors on which job satisfaction depends, important among them are
discussed here under
PERSONAL FACTORS:

They include worker’s gender, education, age, marital status and their personal
characteristics, family background, socio-economic background and the like.

38
 FACTORS INHERENT IN THE JOB:

These factors have recently been studied and found to be Important in the selection of
employee’s .Instead of being guided by their co-workers and supervisors, the skilled workers
would rather like to be guided by their own inclination to choose jobs in consideration of what
they have to do.

These factors include: the work itself, conditions, influence of internal and external
environment on job which are uncontrolled by the management etc.

CONTENTS OF JOB SATISFACTION:

Analysts measure job satisfaction primarily questionnaires through job. These
typically address satisfaction questionnaires as well as provided an overall various facets of
with the job, as index. The job descriptive satisfaction score for each employee. It measures
satisfaction with five job facets
• work itself

• supervision

• pay

• promotional opportunity

• Co-workers.

Analysts compute overall measures of individual satisfaction by summing the individual

facet satisfaction levels, or by asking individuals a specific question about their overall
satisfaction.

PROCESS OF JOB SATISFACTION:

Why do individuals differ in their job satisfaction? What process operates to

influence satisfaction with the various facets of work? Edwin Locke has proposed a
discrepancy theory of job satisfaction. This theory states that satisfaction is affected by two
39
factors First, individual’s values that define what they want or desire as well as the importance
of the desire. Second, perceptions that define how much individuals believe they are receiving.

The discrepancy between desired and perceived work facets, as well as the importance
of the facet and the importance attached to each facet by individuals. Pay satisfaction rises as
pay increases because an individual can probably never have too much pay, so the discrepancy
is always getting smaller as pay rises. Other work facets that might show this similar pattern
would be fringe benefits and status.

In contrast, temperature satisfaction rises and then falls as temperature increases

because there is an ideal temperature level, and both positive and negative differences from it
cause less satisfaction. Work facets that might show this include supervisory attention,
interactions with co-workers, and variety in job duties.

Equity theory also helps to explain individual differences in work attitudes, by

suggesting how individuals decide how much of a work facet they desire, or feel would be
equitable. Individuals may consider the ratio to the levels of inputs the individual provides, and
judge what the appropriate level of their own work outcomes should be. The importance of the
work facet may also be partially determined by the importance of the equity perception to the
individual.

An employee who performs well in his job gets both intrinsic and extrinsic rewards,
which will lead to his satisfaction. A poor performer will feel worse about his incompetence
and will receive fewer awards. He will be less satisfied with work experiences

There are some conditions under which high productivity more clearly leads to high
job satisfaction. One condition is that the employees perceive that intrinsic and extrinsic awards
are contingent upon their productivity.

The second condition is that the extrinsic rewards (pay for example) be distributed
equitably Inequitable distribution fails to convince the employees close correlation between
hard work and reward

Job satisfaction and employee turnover

High employee turnover is of concern for employers because it disrupts normal operations,
40
causes morale problems for who stick on, and increase the cost involved in selecting and
training replacements. The employer does whatever possible to minimize turnover, making the
employees feel satisfied on their jobs, being one such.

Unlike the relationship between satisfaction and productivity, the connection between, job
satisfaction to employee turnover is established beyond doubt. In four the major of the
relationship between satisfaction and turnover had demonstrated that workers who have low
levels of job satisfaction are most likely to quit their jobs and that the organizational units with
the lowest average satisfaction levels tend to have the highest rates.

However, the withdrawal behaviour of employees is modified by certain factors. Loyalty to the
organization is one such. Some employees imagine themselves working elsewhere, however
dissatisfied they are in their present jobs. Availability of other places of employment also
influences turnover. If greener pastures are available, an employee does not mind going in
search of them, notwithstanding the present level of job satisfaction he enjoys.

Job Satisfaction and Absences:

Correlation of satisfaction to absenteeism is also proved conclusively. Workers who are

dissatisfied are more likely to take “total health” days i.e., days off not due to illness or persona
business. Simply stated, absenteeism is high when satisfaction is low. As in turnover,
absenteeism is subject to modification by certain factors. The degree to which people feel that
their jobs are important has a moderating influence on their absence.

Employees who feel that their work is important tend to clock in regular attendance. Beside it
is important to remember that while high job satisfaction will not necessarily result in low
absenteeism, low satisfaction is likely to bring about high absenteeism.

Job Satisfaction and Safety:

Poor safety practices are negative consequences of low satisfaction level. When people are
discouraged about their job, company and supervisors, they are more liable to experience
accident. An underlying reason for such accidents.

41
Job Satisfaction and Unionization:

It is proved that job satisfaction is a major cause for unionization. Dissatisfaction with wages,
job security, fringe benefits, chances for promotion, and treatment by supervisors are the make
employees join unions. Another dimension is that job satisfaction can have an impact on
tendency to take action with the union, such filing grievances or striking.

Job Satisfaction and job stress:

Job stress is the body’s response to any job-related factor that threatens to disturb the person’s
equilibrium. In the process of experiencing stress, the employee’s inner state changes.
Prolonged stress can cause the employee serious ailments such as heart disease, ulcer, blurred
vision, lower back pain, dermatitis, and muscle aches.

Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trapped to a
dissatisfying job may withdraw by such means as high absenteeism and tardiness or the
employee may quit.

Sources of job satisfaction:

Several job elements contribute to job satisfaction. The most important among them are wage-
structure, nature of work, promotion chances, quality of supervision, group work and work
conditions.

Wages:

Wages play a significant role on influencing the job satisfaction. This is because of mainly two
reasons.

• Money is an important instrument in fulfilling one’s needs.

• Employees often see pay as a reflection of management’s concern for them.

Nature of work:

Employees crave intellectual challenges on job, but too much challenges create frustration
and a feeling of failure under conditions if moderate challenge, employees experience pleasure
and satisfaction.
42
 Promotions:

Promotional opportunities affect job satisfaction considerably. The desire for promotion is
generally strong among employees, as it involves change in the job content, pays,
responsibility, independence, status and the like.

Work group:

The work group is even stronger source of satisfaction when members have a similar
attitude and values. Having people around the similar attitudes and values. Having people
around the similar attitudes cause less friction on a day-to-day basis. Co-workers with similar
attitude and values can also provide some confirmation of a person’s self-concept we are ok
and you are ok.

Supervision:

• Supervision actions for maintaining satisfaction.

• Maintain open lines of communication.

• Create a good physical environment

• Remedy standard conditions

• Transfer discontented employees

• Display concerned for employees

• Give sufficient appreciation

• Allow for participative-management

• Conduct self-confidence building management

• Practice the good management.

43
Achievement:

Clear standards and goals should be set up for individuals, and timely feedback should
be provided. Management should see that employees knows what those goals and standards
are. They feel motivated when they are congratulated for their achievements.

Recognition:

Individuals at all levels of the organization want to be recognized for their achievements
on the job. Publicly thanking them for handling a situation particularly well.

THEORIES OF JOB SATISFACTION:

Job satisfaction theories have a strong overlap with theories explaining human
motivation. The most common and prominent theories in this area include: Maslow’s needs
hierarchy theory ‘, Herzberg’s motivator-hygiene theory; the Job Characteristics Model; and
the dispositional approach. These theories are described and discussed below.

Hierarchy of needs

Although commonly known in the human motivation literature, Maslow’s needs hierarchy
theory was one of the first theories to examine the important contributors to job satisfaction.
The theory suggests that human needs form a five-level hierarchy (Figure 1) consisting of:
physiological needs, safety, belongingness/love, esteem, and self-actualisation. Maslow’s
hierarchy of needs postulates that there are essential needs that need to be met first (such as,
physiological needs and safety), before more complex needs can be met (such as, belonging
and esteem).

44
Maslow’s needs hierarchy was developed to explain human motivation in general. However,
its main tenants are applicable to the work setting, and have been used to explain job
satisfaction. Within an organization, financial compensation and healthcare are some of the
benefits which help an employee meet their basic physiological needs. Safety needs can
manifest itself through employees feeling physically safe in their work environment, as well
as job security and/ or having suitable company structures and policies. When this is satisfied,
the employees can focus on feeling as though they belong to the workplace. This can come in
the form of positive relationships with colleagues and supervisors in the workplace, and
whether or not they feel they are a part of their team/ organization. Once satisfied, the employee
will seek to feel as though they are valued and appreciated by their colleagues and their
organization. The final step is where the employee seeks to self-actualize; where they need to
grow and develop in order to become everything they are capable of becoming. Although it
could be seen as separate, the progressions from one step to the next all contribute to the process
of self-actualization. Therefore, organizations looking to improve employee job satisfaction
should attempt to meet the basic needs of employees before progressing to address higher-order
needs. However, more recently this approach is becoming less popular as it fails to consider
the cognitive process of the employee and, in general, lacks empirical supporting evidence. In
addition, others have found fault with the final stage of self-actualizations. The lack of a clear

45
definition and conceptual understanding of self-actualisation, paired with a difficulty of
measuring it, makes it difficult to measure what the final goal is or when it has been achieved.

Motivator-Hygiene Theory

Herzberg’s motivator-hygiene theory suggests that job satisfaction and dissatisfaction

are not two opposite ends of the same continuum, but instead are two separate and, at times,
even unrelated concepts. ‘Motivating’ factors like pay and benefits, recognition and
achievement need to be met in order for an employee to be satisfied with work. On the other
hand, ‘hygiene’ factors (such as, working conditions, company policies and structure, job
security, interaction with colleagues and quality of management) are associated with job
dissatisfaction.

Because both the hygiene and motivational factors are viewed as independent, it is possible
that employees are neither satisfied nor dissatisfied. This theory postulates that when hygiene
factors are low the employee is dissatisfied, but when these factors are high it means the
employee is not dissatisfied (or neutral), but not necessarily satisfied. Whether or not an
employee is satisfied is dependent on the motivator factors. Moreover, it is thought that when
motivators are met the employee is thought to be satisfied. This separation may aid in
accounting for the complexity of an employee’s feelings, as they might feel both satisfied and
dissatisfied at the same time; or neither satisfied nor dissatisfied.

Whilst the Motivator-Hygiene theory was crucial in first distinguishing job satisfaction from
dissatisfaction, the theory itself has received little empirical support. Herzberg’s original study
has been criticised for having been conducted with a weak methodology. As a result,
subsequent attempts to test this theory have obtained mixed results with some researchers
supporting it and others not.

46
Affect Theory:

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction
model. The main premise of this theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job.

Further, the theory states that how much one values a given facet of work (e.g. the degree of
autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations
are/aren’t met.

When a person values a particular facet of a job, his satisfaction is more greatly impacted both
positively (when expectations are met) and negatively (when expectations are not met),
compared to one who doesn’t value that facet.

To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent

about autonomy, then Employee A would be more satisfied in a position that offers a high
degree of autonomy and less satisfied in a position with little or no autonomy compared to
Employee B.

This theory also states that too much of a particular facet will produce stronger feelings of
dissatisfaction the more a worker values that facet.

Dispositional Theory:

Another well-known job satisfaction theory is the Dispositional Theory Template:

Jackson April 2007. It is a very general theory that suggests that people have innate dispositions
that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s
job.

This approach became a notable explanation of job satisfaction in light of evidence

that job satisfaction tends to be stable over time and across careers and jobs. Research also
indicates that identical twins have similar levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory was the Core Self-
Evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four
Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem,
general self-efficacy, locus of control, and neuroticism.
47
This model states that higher levels of self-esteem (the value one places on his/her self) and
general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction.

Having an internal locus of control (believing one has control over her\his own life, as opposed
to outside forces having control) leads to higher job satisfaction. Finally, lower levels of
neuroticism lead to higher job satisfaction.

Job Characteristics Model

The Job Characteristics Model (JCM) explains that job satisfaction occurs when the
work environment encourages intrinsically motivating characteristics. Five key job
characteristics: skill variety, task identity, task significance, autonomy and feedback, influence
three psychological states. Subsequently, the three psychosocial states then lead to a number
of potential outcomes, including: job satisfaction. Therefore, from an organisations’ point of
view, it is thought that by improving the five core job dimensions this will subsequently lead
to a better work environment and increased job satisfaction.

Job Characteristics Model

Unlike the Maslow or Herzberg’s theories, the JCM has received more empirical support.
However, it has also drawn criticism as many studies utilising this model investigate the direct
impact core job dimensions have on personal and work outcomes, completely disregarding the
critical psychological states. Despite this, the JCM and its impact on job satisfaction has been
the subject of three reviews, which further lend support to the model. Further to this, Behson
and colleagues’ meta-analysis of 13 studies specifically focused on the role of critical
48
psychological states, and found these psychological states to play a crucial practical and
theoretical role within the JCM.

RELATED ELEMENTS OF SATISFACTION:

Human life has become very complex and completed in now-a-days. In modern society
the needs and requirements of the people are ever increasing and ever changing. When the
people are ever increasing and ever changing, when the people’s needs are not fulfilled they
become dissatisfied.

Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of
industrial workers us very important for the industry to function successfully.

Apart from managerial and technical aspects, employers can be considered as backbone of any
industrial development. To utilize their contribution, they should be provided with good
working conditions to boost their job satisfaction. Any business can achieve success and peace
only when the problem of satisfaction and dissatisfaction of workers are felt understood and
solved, problem of efficiency absenteeism(absence) labour turnover require a social skill of
understanding human problems and dealing with them scientific investigation serves the
purpose to solve the human problems in the industry.

• pay
• The work itself.
• Promotion
• The work group.
• Working condition.
• Supervision.

PAY:

Wages do play a significant role in determining of satisfaction. Pay is instrumental in fulfilling

so many needs. Money facilities the obtaining of food, shelter, and clothing and provides the
means to enjoy valued leisure interest outside of work.

49
Moreover, pay can serve as symbol of achievement and a source of recognition. Employees
often see pay as a reflection of organization. Fringe benefits have not been found to have strong
influence on job satisfaction as direct wages.

THE WORK ITSELF:

Along with pay, the content of the work itself plays a very major role in
determining how satisfied employees are with their jobs. By and large, workers want jobs that
are challenging; they do want to be doing mindless jobs day after day.

The two most important aspect of the work itself that influence job satisfaction are variety and
control over work methods and work place. In general, job with a moderate amount of variety
produce the most job satisfaction. Jobs with too little variety cause workers to feel bored and
fatigue. Jobs with too much variety and stimulation cause workers to feel psychologically
stressed and ‘burnout’.

PROMOTION:

Promotional opportunities have a moderate impact on job satisfaction. A promotion

to a higher level in an organization typically involves positive changes I supervision, job
content and pay. Jobs that are at the higher level of an organization usually provide workers
with more freedom, more challenging work assignments and high salary.

SUPERVISION:

Two dimensions of supervisor style: 1. Employee centered or consideration supervisors who

establish a supportive personal relationship with subordinates and take a personal interest in
them.

2. The other dimension of supervisory style influence participation in decision making,

employee who participates in decision that affect their job, display a much higher level of
satisfaction with supervisor the overall work situation.

WORK GROUP:

Having friendly and co-operative co-workers is a modest source of job satisfaction to individual
employees. The working groups also serve as a social support system of employees.

50
People often used their co-workers as sounding board for their problem of as a source of
comfort.

WORK CONDITION:

The employees desire good working condition because they lead to greater physical comfort.
The working conditions are important to employees because they can influence life outside of
work. If people are require to work long hours and / or overtime, they will have very little felt
for their families, friends and recreation outside work.

SITUATIONAL VARIABLES:

Situational variables related to job satisfaction lie in organizational context – formal and
informal. Formal organization emerges out of the interaction of individuals in the organization.
Some of the important factors which affect job important factors which affect job satisfaction
are given below:

BENEFITS OF JOB-SATISFACTION:

• They give management an inclination for general levels of satisfaction in a company.

• Improved communication.
• Improved attitude.
• It helps discover the cause of indirect productivity problems, such as absenteeism,
turnover and poor quality of work.
• They help management to assess training needs.
• It is used as an indicator of the effectiveness of organizational reward systems.
• It is used in the evaluation of the impact of organizational changes on employee
attitudes.

51
SATISFACTION AND MANAGEMENT IMPLICATIONS:

Job satisfaction has behavioral implications in particularly manager must be clear that

• Employee dissatisfaction is most frequently caused by what is perceived to be

low pay and boring work.
• Employee’s dissatisfaction is largely influenced by their feelings of inequity.
• Individual satisfaction or dissatisfaction is more important than overall
satisfaction of the employees.
• It has an impact on employee turnover, absenteeism, and unionization.

52
 CHAPTER-4
DATA ANALYSIS AND INTREPETATION

53
RESEARCH METHODOLOGY

Research is thus, an original contribution to the existing stock of knowledge making for its
advancement. It Is the pursuit of truth with the help of study, observations. Comparison and
experiment. In short, the search for knowledge through objective and systematic method of
generalization and the formulation of a theory is also theory is also research.

A team ‘research’ refers to the systematic method of consisting for enunciating the problem,
formulating a hypothesis, collecting the facts or data. Analyzing the facts or data, analyzing
the facts and reaching certain conclusions either in the form of solutions toward the concerned
problems or in certain generalization for some theoretical formulation.

Research Instrument:

The instrument used in this study is a structured questionnaire. A questionnaire is a sheet

or sheets of paper containing questions relating to certain specific, regarding which the
researcher collects the data. The questionnaire is given to the information or respondents
to be filled in up.

Data Collection:

Data refers to information or facts. Often researchers understand by data as only numerical
figure. It also includes descriptive facts, on numerical information, quantitative and
quantitative information.

Collective of data is an important stage in research. In fact the quality of the data collected
determine the quantity of the research.

Collection of data is done by 2 methods.

• Primary data collection.

• Secondary data collection.

Primary data collection:

Primary data is also known as the data collected for the first time through the field
survey. Such data are collected with specific set of objectives to asses the current of any
variable studied.
• Interviews
• Questionnaires

Secondary data collection:

The secondary data, which is needed for my study was collected from the company’s
database.

54
 Convenience sampling:

The sampling which along the researcher to carry out his research based on his
convenience and respondents availability of constraints. The research sampling
studies every respondent response according to time, place and situation. This
sampling provides ease of doing his research.

Sampling procedure:

The technique to be used in selecting the items for the sample. This technique or
procedure stands for the sample design itself.

Sample size:
It refers to the number of items to the selected from the universe to constitute a sample.
Sample size: 50

Sampling unit:
It may be a geographical such as state, districts, village etc or a construction unit
such as House, Flat etc or it may be social unit such as family, club, school etc or
it may be an individual.

Questionnaire Design:
I framed the structured questionnaire for my study with careful and frequent
consultation with both the internal as well as company guide.

Statistical Tools:
The various technique applied in the case of analysis are listed and are as follows :
• Simple Percentage Method
• Weighted Average Method
• Chi-square Test

Population Size:
All items in any field of enquiry constitute a universe or population.

Sample design:
It is a definite plan for obtaining a sample from a given population. It refers to the
technique of the procedure the researcher would adopt in selecting items for the sample.

55
1 .FROM HOW MANY YEARS HAVE YOU BEEN WORKING WITH ANDHRA ORGANICS
LIMITED.

Scale No of respondents % of respondents

0-3 YEARS 10 20

3-5 YEARS 26 52

5-7 YEARS 10 20

7-9 YEARS 4 8

>9 YEARS 0 0

Total 50 100

Percentages
60
52
50

40 0-3 YEARS
3-5 YEARS
30
5-7 YEARS
20 20 7-9 YEARS
20
>9 YEARS

10 8

0
0-3 YEARS 3-5 YEARS 5-7 YEARS 7-9 YEARS >9 YEARS

Interpretation:

The Above graph shows that 20 % of the employees are working from 0-3 years, 52% of the
employees are working from 3-5 years, 20% of employees are working from 5-7 years and
8% of employees are working from 7-9 years.

56
 2. HOW IS THE WORKING ENVIRONMENT

Scale No of respondents % of respondents

PARTICIPATIVE 4 8

AUTONOMY 30 60

WHIMSCAL 12 24

RED TAPISM 4 8

LAISSEZ -FAIRE 0 0

Total 50 100

Percentages
70
60
60

50
PARTICIPATIVE
40 AUTONOMY
WHIMSCAL
30
24 RED TAPISM
20 LAISSEZ -FAIRE

10 8 8

0
PARTICIPATIVE AUTONOMY WHIMSCAL RED TAPISM LAISSEZ -FAIRE

Interpretation:

The Above graph shows that 8% of people are participative in the working environment, 60%
of people are autonomy in the working environment, 24% of people are whimsical in the
working environment and 8% of people are red tapism in the working environment.

57
3. YOUR WORK IS ACCORDING TO YOUR QUALIFICATIONAND SKILLS

Scale No of respondents % of respondents

Strongly Agree 14 28

Agree 20 40

Neutral 16 32

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
45
40
40

35 32
30 28
Strongly Agree
25 Agree
20 Neutral
15 Disagree

10 Strongly Disagree

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The Above graph shows that 28% of people are strongly agree with work according to
qualification and skills, 40% of agree with work according to qualification and skills, 32% of
people are neutral with work according to qualification skills.

58
4. EMPLOYEES ARE SATSFIED WITH THE TOP MANAGEMENT

Scale No of respondents % of respondents

Strongly Agree 12 24

Agree 22 44

Neutral 16 32

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
50
44
45
40
35 32
Strongly Agree
30
24 Agree
25
Neutral
20
Disagree
15
Strongly Disagree
10
5
0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The Above graph shows that 24 % of the employees are strongly agree with the top
management, 44% of the employees are agree with the top management and 32% of the
employees are neutral with the top management.

59
5.WORKING HOURS AT ANDHRA ORGANICS LIMITED IS SATISFACTORY

Scale No of respondents % of respondents

Strongly Agree 8 16

Agree 26 52

Neutral 14 28

Disagree 2 4

Strongly Disagree 0 0

Total 50 100

Percentages
50
44
45
40
35 32
Strongly Agree
30
24 Agree
25
Neutral
20
Disagree
15
Strongly Disagree
10
5
0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 24% of employees are strongly agree with the working hours of
the Andhra organics, 44% of employees are agree with the working hours of the Andhra
organics, 32% of people are neutral with the working hours of the Andhra organics.

60
6.EMPLOYEES IN THE ORGANISATION HAVE NECESSARY AUTHORITY TO PERFORM
THEIR DUTIES EFFECTIVELY

Scale No of respondents % of respondents

Strongly Agree 14 28

Agree 30 60

Neutral 4 8

Disagree 2 4

Strongly Disagree 0 0

Total 50 100

Percentages
70
60
60

50
Strongly Agree
40
Agree
30
28 Neutral
Disagree
20
Strongly Disagree
10
8
4
0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 28% of employees are strongly agreed with this statement, 60%
of employees are agreed with this statement, 8% of employees are neutral with this statement
and 4% of employees are dis agreed with this statement.

61
7. ORGANISATION ORGANNIJZES COUNSELLING PROGRAMS FOR THE EMPLOYEES
REGULARY

Scale No of respondents % of respondents

Strongly Agree 12 24

Agree 32 64

Neutral 6 12

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
70
64
60

50
Strongly Agree
40
Agree
30 Neutral
24
Disagree
20
12 Strongly Disagree
10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 24% of employees are strongly agreed with this statement, 64%
of employees are agreed with this statement and 12% of employees are neutral with this
statement.

62
8.EMPLOYEES IN ANDHRA ORGANICS LIMITED CO SHARE EXPERIENCE TO HELP EACH
OTHER

Scale No of respondents % of respondents

Strongly Agree 8 16

Agree 34 68

Neutral 8 16

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
80
68
70

60

50 Strongly Agree
Agree
40
Neutral
30
Disagree
20 16 16 Strongly Disagree

10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 16% of employees are strongly agreed with this statement, 68%
of employees are agreed with this statement and 16% of employees are neutral with this
statement.

63
9. EMPLOYEES GET APPRECIATION AND REWARDS IF THE DESIRED WORK / TARGETS
ARE ACCOMPLISHED

Scale No of respondents % of respondents

Strongly Agree 6 12

Agree 36 72

Neutral 8 16

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
80
72
70

60

50 Strongly Agree
Agree
40
Neutral
30
Disagree
20 16 Strongly Disagree
12
10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 12% of employees are strongly agreed with this statement, 72%
of employees are agreed with this statement and 16% of employees are neutral with this
statement.

64
10 ANDHRA ORGANICS HAS GOOD CAREER PROSPECT FOR ITS EMPLOYESS

Scale No of respondents % of respondents

Strongly Agree 20 40

Agree 18 36

Neutral 12 24

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
45
40
40
36
35

30
Strongly Agree
24
25 Agree
20 Neutral
15 Disagree

10 Strongly Disagree

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 40% of employees are strongly agreed with this statement, 36%
of employees are agreed with this statement and 24% of employees are neutral with this
statement.

65
11. PHYSICAL WORKING CONDITIONS IN THE ANDHRA ORGANICS IS SATISFACTORY

Scale No of respondents % of respondents

Strongly Agree 20 40

Agree 26 52

Neutral 4 8

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
60
52
50

40
40
Strongly Agree
Agree
30
Neutral
20 Disagree
Strongly Disagree
10 8

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 40% of employees are strongly agreed with this statement, 52%
of employees are agreed with this statement and 8% of employees are neutral with this
statement.

66
12.TOP MANAGEMENT INVOLVES EMPLOYEES IN THE MANAGEMANT DECISIONS

Scale No of respondents % of respondents

Strongly Agree 14 28

Agree 26 52

Neutral 10 20

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
60
52
50

40
Strongly Agree

28 Agree
30
Neutral
20
20 Disagree
Strongly Disagree
10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

Interpretation:

The above graph shows that 28% of employees are strongly agreed with this statement, 52%
of employees are agreed with this statement and 20% of employees are neutral with this
statement.

67
13.WELFARE FACILITIES PROVIDES TO THE EMPLOYEES BY THE ORGANISATION ARE
SATIFACTORY.

Scale No of respondents % of respondents

Strongly Agree 6 12

Agree 26 52

Neutral 12 24

Disagree 6 12

Strongly Disagree 0 0

Total 50 100

Percentages
60
52
50

40
Strongly Agree
Agree
30
24 Neutral
20 Disagree
12 12 Strongly Disagree
10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 12% of employees are strongly agreed with this statement, 52%
of employees are agreed with this statement, 24% of employees are neutral with this
statement and 12% of employees are dis agreed with this statement.

68
14.WHICH OF THE FOLLOWING FACTORS WHICH MOTIVATES YOU MOST.

Scale No of respondents % of respondents

SALARY INCREASE 14 28

PROMOTION 32 64

LEAVE 2 4

MOTIVATIONAL TALKS 2 4

RECOGNITION 0 0

Total 50 100

Percentages
70
64
60

50
SALARY INCREASE
40
PROMOTION
30
28 LEAVE
MOTIVATIONAL TALKS
20
RECOGNITION
10
4 4
0
SALARY PROMOTION LEAVE MOTIVATIONAL RECOGNITION
INCREASE TALKS

Interpretation:

The above graph shows that 28% of employees are agreed with salary increase, 64% of
employees are agreed with promotion, 4% of employees are agreed with leaves and 4% of
employees are agreed with motivational talks.

69
15.YOUR COMPANY RECOGNIZES AND ACKNOWLEDGS YOUR WORK

Scale No of respondents % of respondents

Strongly Agree 26 52

Agree 12 24

Neutral 12 24

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Percentages
60
52
50

40
Strongly Agree
Agree
30
24 24 Neutral
20 Disagree
Strongly Disagree
10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 52% of employees are strongly agreed with this statement, 24%
of employees are agreed with this statement and 24% of employees are neutral with this
statement.

70
16.COMPANY PROVIDES SATISFACTORY SALARY ACCORDING TOO THE WORK

Scale No of respondents % of respondents

Strongly Agree 10 20

Agree 34 68

Neutral 4 8

Disagree 0 0

Strongly Disagree 2 4

Total 50 100

Percentages
80
68
70

60

50 Strongly Agree
Agree
40
Neutral
30
Disagree
20
20 Strongly Disagree
8
10 4
0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 20% of employees are strongly agreed with this statement, 68%
of employees are agreed with this statement, 8% of employees are neutral with this statement
and 4% of employees are strongly disagreed with this statement.

71
17.RATE YOUR OVERALL SATISFACTION WITH YOURS JOB

Scale No of respondents % of respondents

HIGHLY SATISFIED 12 24

SATISFIED 22 44

AVERAGE. 16 32

DISATISFIED 0 0

HIGHLY DISSATISFIED 0 0

Total 50 100

Percentages
50
44
45
40
35 32
HIGHLY SATISFIED
30
24 SATISFIED
25
AVERAGE.
20
DISATISFIED
15
HIGHLY DISSATISFIED
10
5
0
HIGHLY SATISFIED AVERAGE. DISATISFIED HIGHLY
SATISFIED DISSATISFIED

Interpretation:

The above graph shows that 28% of employees are highly satisfied with this statement, 44%
of employees are satisfied with this statement and 20% of employees are average with this
statement.

72
18. WOULD YOU ADVISE A FRIEND TO APPLY FOR A JOB AT THIS COMPANY

Scale No of respondents % of respondents

Definitely 4 8

Probably 22 44

Not sure 14 28

Probably not 10 20

Definitely not 0 0

Total 50 100

Percentages
50
44
45

40

35
Definitely
30 28
Probably
25
20 Not sure
20 Probably not
15 Definitely not
10 8

0
DEFINITELY PROBABLY NOT SURE PROBABLY NOT DEFINITELY NOT

Interpretation:

The above graph shows that 8% of employees said definitely, 44% of employees are said
probably, 28% of employees are not sure and 20% of employees are said probably not based
on the experience what they have with the company.

73
19) MY SUPERVISOR PROMOTES AN ATMOSPHERE OF TEAM WORK

Scale No of respondents % of respondents

Strongly Agree 8 16

Agree 10 20

Neutral 28 56

Disagree 4 8

Strongly Disagree 0 0

Total 50 100

Percentages
60 56

50

40
Strongly Agree
Agree
30
Neutral
20
20 16 Disagree
Strongly Disagree
10 8

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 16% of employees are strongly agreed with this statement, 20%
of employees are agreed with this statement, 56% of employees are neutral with this
statement and 8% of employees are strongly disagreed with this statement.

74
20) THERE IS A GOOD COMMUNICATION FROM MANAGERS TO EMPLOYEES IN THE
COMPANY

Scale No of respondents % of respondents

Strongly Agree 20 40

Agree 16 32

Neutral 10 20

Disagree 4 8

Strongly Disagree 0 0

Total 50 100

Percentages
45
40
40

35 32
30
Strongly Agree
25 Agree
20
20 Neutral
15 Disagree

10 8 Strongly Disagree

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE

Interpretation:

The above graph shows that 40% of employees are strongly agreed with this statement, 32%
of employees are agreed with this statement, 20% of employees are neutral with this statement
and 8% of employees are strongly disagreed with this statement.

75
 CHAPTER-5
SUMMARY, FINDINGS, SUGGESTIONS

76
SUMMARY:
This project has been undertaken as a partial fulfilment for the master degree in business
administration. The study is a part of summery training that has been undertaken on behalf
of the ANDHRA ORGANICS. This study tries to analyses certain facts in level of
satisfaction regarding employees in ANDHRA ORGANICS industry.

From first chapter, the need for study of job satisfaction, the objectives and the
methodology used for data collection are determined and the limitations for study of job
satisfaction at AFAL.

In second chapter the industry profile of ANDHRA ORGANICS is well understood and from
company profile of ANDHRA ORGANICS as it is one of the top Indian pharmaceutical
companies and is growing with the changes occurring in the pharmaceutical industry and
every year it is getting rewards and also maintaining better job satisfaction among the
employees at ANDHRA ORGANICS

In third chapter the concept of job satisfaction the various measure to be taken to improve
the level of job satisfaction among the employees working in company and importance of
job satisfaction for growth and survival of organization is well understood.

In fourth chapter the data which is collected by means of questionnaires depending upon
various dimensions like environment, team work, commitment, competency, job and welfare
aspects are analyzed and interpreted by means of pie charts and main importance is given on
job satisfaction of employees at ANDHRA ORGANICS.

At last findings are determined and suggestions are given as per findings at
ANDHRA ORGANICS and conclusion is made on the study of job satisfaction.

77
FINDINGS OF THE STUDY

• Most of the respondents opinion towards work area as a safe working environment.
• Majority of employees agree that work area is cleans and comfortable with necessary
equipment.
• Most of the respondents agreed that there would be a good work life balance between
work and other aspects of their life.
• Majority of respondents are satisfied with their working conditions they are up to their
expectations.
• Most of the employees feels that the superiors provide them help and support.
• Most of the employees agree that management pays attention to employee suggestions.
• Majority of employees have trust towards their management.
• Most of employees agree that they are recognized for their good work.
• Most of the respondents agree that they are satisfied with their pay and benefits.
• Most of the employees feel that they are treated with respect by for management.
• It was observed that the HR department makes valuable contribution to the company.
• The employees are loyal to the organization
• It was found that the work environment is clean and comfortable with the necessary
equipment.
• It was observed that the HR department communicates well with the other departments
in the company.
• The company is the best place to work as most of the employees recommend to others

78
SUGGESTIONS OF THE STUDY

The main challenges for drug companies come from four areas, first, they must deal with
competition from within and without. Second, they must manage within a world of piece
controls that dictate a wide range of prices from place to place. Third, companies must be
constantly on guard for patent violations and seek legal protection in new and growing global
markets. Finally, they must manage their product pipelines so that patent expirations do not
leave them without protection for their investment.

• In order to build the trust among the employees I suggest the company to build
relationships with in the co-workers.
• I suggest the company to involve the employees in decision making process.
• I suggest the company to be sensitive towards the needs of the individuals so that the
employees feel like own the company.
• As the employees are not aware of what is happening in other parts of the company I
suggest to inform the employees about the company’s policies and other issues.
• I suggest the company to provide counselling to the employees and some stress relief
activities.
• As the workload is more in the company I recommend to form more teams so that the
work is distributed among the employees

79
BIBLIOGRAPHY

Text Books referred to

• K.Aswathappa. n.d. Human Resource and Personal Management.

McGraw-Hill Companies.

• L.M.Prasad, Principles And Practice Of Management, Sultan Chand &

Sons.

• Rao, V.S.P. n.d. Human Resource Management. Excel Books.

• Fred, Luthans. n.d. Organizational Behaviour. McGraw Hiller 7th Edition.

Online Journals referred to

• Chiu KR, Luk VW, Tang TL (2002). Retaining and motivating employees,
Compensation preferences in Hong Kong and China. Personnel Rev.,
31(4): 402-431.
• Chakrabarty S, Oubre DT, Brown G (2008). The impact of supervisory
adaptive selling and supervisory feedback on salesperson performance.
Ind. Mark. Manage., 37: 447-454.
• C.R.Reilly(1991) Organizational Behavior. Annual Review of
Psychology, pp. 427- 458
• E. A Locke (1980)The Nature and Causes of Job Satisfaction. M.D
Dunnette (Ed.), Handbook of Industrial and Organizational Psychology,
Chicago, Rand McNally. pp.1297-1349
• Ellickson. M.C., & Logsdon, K. (2002). Determinants of job satisfaction
of municipal government employees [Electronic version]. Public
Personnel Management, 31(3), 343-358.
• F. Friedlander, and N. Margulies (1969) Multiple Impacts of Organization
Climate and Individual Values System upon Job Satisfaction,Personnel
Psychology. 22, pp. 177-183.

80
Magazines & News Papers referred to

• Thestartupmag
• Entrepreneur magazine
• Times of India
• Business World

WEBSITES

www.google.com

www.rinl.co.in

www.hrsolutions.com

www.articlelibrary.com

www.wikipedia.org

81
 ANNEXURE
1. FROM HOW MANY YEARS HAVE YOU BEEN WORKING WITH ANDHRA
ORGANICS LIMITED?
A.0-3 YEARS
B.3-5 YEARS
C.5-7 YEARS
D.7-9 YEARS
E.>9 YEARS

2. HOW IS THE WORKING ENVIRONMENT?

A.PARTICIPATIVE
B.AUTONOMY
C.WHIMSCAL
D.RED TAPISM
E.LAISSEZ -FAIRE

3. YOUR WORK IS ACCORDING TO YOUR QUALIFICATIONAND SKILLS.

A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

4. EMPLOYEES ARE SATSFIED WITH THE TOP MANAGEMENT.

A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

82
5. WORKING HOURS AT ANDHRA ORGANICS LIMITED IS SATISFACTORY.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

6. EMPLOYEES IN THE ORGANISATION HAVE NECESSARY AUTHORITY TO

PERFORM THEIR DUTIES EFFECTIVELY.
A. STRONGLY AGREE
B AGREE
C.NEUTRAL
D DISAGREE
E.STRONGLY DISAGREE

7. ORGANISATION ORGANNIJZES COUNSELLING PROGRAMS FOR THE

EMPLOYEES REGULARY.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

8. EMPLOYEES IN ANDHRA ORGANICS LIMITED CO SHARE EXPERIENCE TO

HELP EACH OTHER.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE
83
9. EMPLOYEES GET APPRECIATION AND REWARDS IF THE DESIRED WORK /
TARGETS ARE ACCOMPLISHED.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

10 ANDHRA ORGANICS HAS GOOD CAREER PROSPECT FOR ITS EMPLOYESS.

A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

11. PHYSICAL WORKING CONDITIONS IN THE ANDHRA ORGANICS IS

SATISFACTORY.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

12.TOP MANAGEMENT INVOLVES EMPLOYEES IN THE MANAGEMANT

DECISIONS .
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE
84
13. WELFARE FACILITIES PROVIDES TO THE EMPLOYEES BY THE
ORGANISATION ARE SATIFACTORY.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

14. WHICH OF THE FOWING FACTORS WHICH MOTIVATES YOU MOST.

A.SALARY INCREASE
B.PROMOTION
C.LEAVE
D.MOTIVATIONAL TALKS
E.RECOGNITION

15. YOUR COMPANY RECOGNIZES AND ACKNOWLEDGS YOUR WORK.

A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

16. COMPANY PROVIDES SATISFACTORY SALARY ACCORDING TOO THE

WORK.
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

85
17. RATE YOUR OVERALL SATISFACTION WITH YOURS JOB.
A.HIGHLY SATISFIED
B.SATISFIED
C.AVERAGE.
D.DISATISFIED
E.HIGHLY DISSATISFIED

18. WOULD YOU ADVISE A FRIEND TO APPLY FOR A JOB AT THIS COMPANY
A.DEFINITELY
B.PROBABLY
C.NOT SURE
D.PROBABLY NOT
E.DEFINITELY NOT

19. MY SUPERVISOR PROMOTES AN ATMOSPHERE OF TEAM WORK

A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

20. THERE IS A GOOD COMMUNICATION FROM MANAGERS TO EMPLOYEES IN

THE COMPANY
A.STRONGLY AGREE
B.AGREE
C.NEUTRAL
D.DISAGREE
E.STRONGLY DISAGREE

86