INTRODUCTION

1.1 Meaning of Job Satisfaction

"Job satisfaction is defined as "the extent to which people like (satisfaction) or

dislike (dissatisfaction) their jobs"

This definition suggests job satisfaction is a general or global affective reaction

that individuals hold about their job. While researchers and practitioners most
often measure global job satisfaction, there is also interest in measuring different
"facets" or "dimensions" of satisfaction. Examination of these facet conditions is
often useful for a more careful examination of employee satisfaction with critical
job factors. Traditional job satisfaction facets include: co-workers, pay, job
conditions, supervision, nature of the work and benefits."

Job satisfaction, a worker's sense of achievement and success, is generally

perceived to be directly linked to productivity as well as to personal wellbeing. Job
satisfaction implies doing a job one enjoys, doing it well, and being suitably
rewarded for one's efforts. Job satisfaction further implies enthusiasm and
happiness with one's work

Job satisfaction has been defined as a pleasurable emotional state resulting from
the appraisal of one’s job; an affective reaction to one’s job; and an attitude
towards one’s job.

1.2 Model of Job Satisfaction

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  Affect Theory

Edwin .A. Locks Range of Affect Theory (1976) is arguably the most Famous job
satisfaction model. The main premises of this theory are 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/are not 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 does not value that facet.

 Dispositional Theory

Another well known job satisfaction theory is the Dispositional Theory. It is a

very general theory that suggests that people have innate dispositions that
causes 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 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.

 Equity Theory

Equity Theory shows how a person’s view fairness in regards to social

relationships. During a social exchange, a person identifies the amount of input
gained from a relationship compared to the output, as well as how much effort
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another person’s puts forth. Equity Theory suggests that if an individual thinks
there is an inequality between two social groups or individuals, the person is likely
to be distressed because the ratio between the input and the output are not equal.
Other psychologists have extended the equity theory, suggesting three behavioral
response patterns to situations of perceived equity (Houseman, Hatfield & Mile,
1987; O’Neil & mole 1998). These three types are benevolent, equity sensitive and
entitled. The level by each type affects motivation, job satisfaction, and job
performance.

1. Benevolent-Satisfied when they are under-rewarded compared with co-

workers.
2. Equity sensitive-Believe everyone should be fairly rewarded.
3. Entitled-People believe that everything they receive is their just due
 Discrepancy Theory

The concept of discrepancy theory explains the ultimate source of anxiety and
dejection. An individual, who has not fulfilled his responsibility feels the sense
of anxiety and regret for not performing well, they will also feel dejection due
to not being able to achieve their hopes and aspirations. According to this
theory, all individual will learn what their obligation and responsibilities for a
particular function, over a time period, and if they fail to fulfill those
obligations then they are punished. Over time, these duties and obligation
consolidate to form an abstracted set of principles, designated as a self-guide.
Agitation and anxiety are the main responses when an individual fail to achieve
the obligation or responsibility. This theory also explains that if achievement of
the obligation is obtained then the reward can be praise, approval, or love.
These achievements and aspiration also form an abstracted set of principles,
referred to as the ideal self guide. When the individual fails o obtain these

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rewards, they begin to have feelings of dejection, disappointment, or even
depression.

 Two – Factor Theory (Motivation – Hygiene Theory)

Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene

Theory) attempts to explain satisfaction and motivation in the workplace.
This theory states that satisfaction and dissatisfaction are driven by different
factors motivation and hygiene factors, respectively. An employee’s motivation to
work is continually related to job satisfaction for a subordinate. Motivation can be
seen as an inner force that drives individuals to attain personal and organizational
goals. Motivating factors are those aspects of the job that make people want o
perform, and provide people with satisfaction. These motivating factors are
considered to be intrinsic to the job, or the work carried out. Motivating factors
include aspects of the working environment such as pay, company policies,
supervisory practices, and other working conditions.

 Job characteristics model

Hack man and Oldham proposed the Job characteristics Model, which is
widely used as a framework to study how particular job characteristics
impact on job outcomes, including job satisfaction. The model states that
there are five core job characteristics (skill variety, task identity, task
significance, autonomy, and feedback) which impact three critical
psychological states (experienced meaningfulness, experienced
responsibility for outcomes, and knowledge of the actual result), in turn
influencing work outcomes (job satisfaction, absenteeism, work motivation,
etc.).The five core job characteristics can be combined to form a motivating

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 potential score (MPS) for a job, which can be used as an index of how likely
a job is to affect an employee’s attitude and behaviors

1.3 ABOUT NESTLE

Nestlé is the world's leading food company. Since it was set up by Henri
Nestlé to provide an infant food product, it has been associated with
providing high quality, customer and consumer focused products. In recent
years it has focused on becoming a nutrition, health and wellness company.
Wellness is about supporting people to live more healthy lives e.g. through
the development of pro-biotic yoghurts that help maintain the balance of the
digestive system. The company is a world leader in research and
development, and Nestlé's scientists work in all areas to create healthier and
more nutritious foods. Maggie is an important brand for Nestlé. It is a global
brand - widely recognized as a consumer and foodservices brand in
continental Europe. In the UK, Maggie consists of a range of culinary aid
products that are exclusively available to the catering trade (known as
'foodservice') - primarily to chefs. Maggie 'A Natural Choice' is a new
development that is unique to the UK.

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Nestlé Food Services sells Maggie 'A Natural Choice' to wholesale
distribution companies, such as 3663 and Brakes, and Cash and Carry
operators such as Booker, who in turn supply chefs and the catering trade.
The UK foodservice market is very competitive. Companies must apply high
standards to products and their nutritional content to meet stringent food
safety and labeling laws. In addition, members of the public are becoming
increasing knowledgeable and choosy about what they eat, as a result of
food scares and an increase in food allergies, leading to even higher
specifications.

  LLBOUT NESTLÉ  

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1.4 OBJECTIVES

1. To study the concept of job satisfaction.

2. To study the job satisfaction of employees with their salaries.
3. To find out whether employees are aware of their rights or not.
4. To find out whether the employees are getting promotion according to their
work performance.
5. To study the concept of job satisfaction in Nestle.

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1.5 Research Methodology

RESEARCH

Research refers to a search for knowledge, one can also define research as a
scientific and systematic search for pertinent information on a specific topic.
Research inculcates scientific and inductive thinking and it promotes the
development of logical habits of thinking and organization.

RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem it

may be understood as a science of studying how research is done systematically. It
is necessary for the researcher to know not only the research method/techniques
but also the methodology.

RESEARCH DESIGN

Research Design is the blueprint for the collection, measurement, and analysis of
data. It is the framework of the project that stimulates what information is to be
collected from which sources and by what procedure.

TYPES OF RESEARCH

There are three type of research:-

1. Descriptive Research- it is concerned with describing the c characteristics of

a particular individual or a group.
2. Explanatory Research- In this type of research each and everything is well
explained style of research in which primary goal is understand the nature

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 and the mechanism of the relationship between independent and dependent
variable.
3. Exploratory Research-It is conducted into an issue or problem where there
are few or no earlier studies refer to. The focus is on gaining insights and
familiarity for later investigation.

SOURCES OF DATA COLLECTION

Data can be classified in two types:-

1. Primary data- It is the data collected by face to face communication with the
targeted respondents. It can be collected by :-
1. Survey method
2. Observation method
3. Experiment method
2. Secondary data- Any data which have been gathered earlier for some other
purpose and now it is deferred. That data is known as secondary data. It can
be collected by :-
1. Accounting Records
2. Sales report
3. Publication of Individual Firms
4. Books
5. Internet
 My data is based on both descriptive and exploratory research.
 The sample size is 50 employees.
 Area- Delhi

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  Primary data:

The primary data was collected from the respondents by administering a

structured questionnaire and also through observations.

 Secondary data:

Apart from primary data the secondary data is collected through journals
academic reports and Internet is used for the study.

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 COMPANY PROFILE

2.1 About the Company

The rationale behind Nestle going for the market penetration is to acquire
new consumer base by making the products available to the every interior of
the country and increase its sales, to sustain growth. The company is having
a marketing strategy to ‘drive penetration through wholesale marketing’. But
is it a right marketing strategy? Or will it prove to be an expensive mistake?
If they want to increase their penetration then how and where they should go
for? These are the issues Nestle is facing today.

This project is a market research and it touches every aspect of the current
wholesale marketing and predicament associated with it. It also juxtaposition
that how penetration, can be possible through wholesale marketing, what is
the cost of doing it and maintaining it. This project gives an insight into the
every feasible aspect that is associated in “Driving penetration through
wholesale marketing, for Nestle.

In the above context, the prime objective of this report is to prepare a

marketing plan for any brand that is planning to enter the India Chocolate
Market. Therefore, this report is generic (broad-based) to the extent that it
does not focus on any single brand. However, this may prove to be a
relevant marketing guide for any brand launch in India.

The FMCG sector has been the cornerstone of the Indian economy. Though,
the sector has been in existence for quite a long time, it began to take shape
only during the last fifty-odd years. To date, the Indian FMCG industry
continues to suffer from a definitional dilemma. In fact, the industry is yet to
crystallize in terms of definition and market size, among others. The sector
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touches every aspect of human life, from looks to hygiene to palate. Perhaps,
defining an industry whose scope is so vast is not easy.

After witnessing booming sales and flooding markets with innumerable

products, FMCG companies have had to abruptly apply the brakes and look
for various ways to save costs. The MORE THAN RS. 43,000 crore (listed
companies) FMCG industry in India, which has been on a roll for many
years, faces tough times ahead, although many segments still shows good
growth. The sector touches every aspect of human life, from looks to
hygiene to palate. Perhaps, defining an industry whose scope is so vast is not
easy. The processed food sector, which currently accounts for less than 2%
of total food consumption in the country, is slated to grow at a fast pace. The
Indian government has identified Food Processing as a high potential
industry and has been creating a policy environment conducive to its growth.
Historically, the policy framework favored small and unorganized players
while in MNC players were restricted from adding capacities. This led to the
mushrooming of the vast unorganized sector. Large players with strong
marketing network and brand equity were forced to source from third party
producer. During the last few years, however, several food products have
been de-reserved from small-scale sector. MNC’s as well as domestic
players have made aggressive investment in the sector. Quantitative
restriction on import of several food products have been lifted, leading to
greater availability of imported products. MNC’s are able to offer a wider
product range, without the need to establish a manufacturing base.

2.2 Profile of the company

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 Nestle Foods India is a Transnational company (TNC) with its
worldwide operations in over 70 countries. The founder of Nestle was Henry
Nestle who from a modest beginning founded the company in 1866 at
Switzerland for manufacturing milk powders for babies. At that time
Switzerland faced one of the highest infant mortality rates and the milk
formula saved the lives of many infants whose mothers were unable to
breast feed successfully.

Nestle has been a partner in India's growth for the past nine decades
and has built a very special relationship of trust and commitment with the
people of India. The culture of innovation and renovation within the
company and access to the Nestle Group's proprietary technology/ Brands,
expertise and the extensive centralized Research and Development facilities
helps the company to create value that can be sustained over the long term.
Nestle India manufactures products of truly international quality under
internationally famous Brand names such as Nescafe, Cerelac, Maggi, Milky
Bar, Milo, BarOne, Nestea and Kit Kat and in the recent years the company
has also introduced products of daily consumption and use such as Nestle
Milk, Nestle Dahi, Nestle Butter, Nestle Fruit 'n milk ready to drink
beverage and Nestle Pure Life bottled drinking water.

Nestle is often quoted by most as "multinational of multinationals."

There is a good reason, as less than 2% of the turnover comes from the
domestic market in Switzerland and rest from its other operations
worldwide.

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 At present Nestle in the world's largest food company with its
international headquarters at Vevey, Switzerland. With almost 500 factories
world wide it employs many people directly or indirectly.

Nestle is under first 50 companies of Fortune’s five hundred list. It is present over
all five continents of the globe in over 80 countries. It is having 200 operating
companies, one basic research center and 17 technological development centers
and around 2,76,000 employees.

2.3 History

In 1860’s Henri Nestle, a Swiss pharmacist, established the world-renowned Nestlé

brand amid a spirit of innovation and goodwill. In 1866 he developed a food for
babies whose mothers were unable to breastfeed. His first success was a premature
infant who could not tolerate his own mother's milk or any of the usual substitutes.
The value of the new product was quickly recognized when his new formula saved
the child's life, and soon, Farina Lacto Henri Nestlé was being sold in much of
Europe.

In 1905 Nestle merged with the Anglo-Swiss Condensed Milk Company. By the
early 1900s, the company was operating factories in the United States, United
Kingdom, Germany and Spain. World War I created new demand for dairy
products in the form of government contracts. By the end of the war, Nestlé's
production more than doubled.

The first Nestle factory to begin production in the United States was opened in
Flout Oswego County, New York. The factory however was closed in 2001, after
the company decided that the cost of restoring, and updating the factory could not
financially be justified. Employees of the factory were furious, and raised the
company flag upside down the day the closing was announced.
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After the war, government contracts dried up and consumers switched back to
fresh milk. However, Nestlé’s management responded quickly, streamlining
operations and reducing debt. The 1920s saw Nestlé’s first expansion into new
products, with chocolate the company's second most important activity.

Nestlé felt the effects of World War II immediately. Profits dropped from US$20
million in 1938 to US$6 million in 1939. Factories were established in developing
countries, particularly Latin America. Ironically, the war helped with the
introduction of the company's newest product, Nescafe, which was a staple drink
of the US military. Nestlé’s production and sales rose in the wartime economy.

The end of World War II was the beginning of a dynamic phase for Nestlé. Growth
accelerated and companies were acquired. In 1947 came the merger with Maggie
seasonings and soups. Crosse & Blackwell followed in 1950, as did Findus (1963),
Libby's (1971) and Stouffer's (1973). Diversification came with a shareholding in
L’Oreal in 1974. In 1977, Nestlé made its second venture outside the food industry
by acquiring Alcon Laboratories Inc.

The Brazilian president, Lula the Silva, inaugurates a factory in Feira de Santana
(Bahia), February, 2007.

In 1984, Nestlé’s improved bottom line allowed the company to launch a new
round of acquisitions, notably American food giant Carnation and the British
confectionery company Row tree Mackintosh in 1988, which brought the Willy
Wonks Brand to Nestle.

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The first half of the 1990s proved to be favorable for Nestle: trade barriers
crumbled and world markets developed into more or less integrated trading areas.
Since 1996 there have been acquisition including San Pellegrino (1997), Spillers
Pet foods (1998), and Ralston Purina (2002). There were two major acquisitions in
North America, both in 2002: in June, Nestlé merged its U.S. ice cream business
into Dreyer's, and in August a US$2.6 billion acquisition was announced of Chef
America, Inc. In the same time frame, Nestle came close to purchasing the iconic
American company Hershey's, though the deal fell through. Another recent
purchase includes the Jenny Craig fitness firm for US$600 million.

In December 2005 Nestlé bought the Greek company Delta Ice Cream for €240
million. In January 2006 it took full ownership of Dreyer's, thus becoming the
world's biggest ice cream maker with a 17.5% market share.

In November 2006, Nestle purchased the Medical Nutrition division of Novartis

Pharmaceutical for $2.5B. In April 2007 Nestlé bought baby food manufacturer
Gerber for $5.5 billion. Nestle was established because of Henri’s concern for his
fellow citizens. Henri, who had a passionate interest in pursuing his work ideals,
hoped that his efforts would one day benefit society. He produced the first milk
cereal food for children, an achievement that even today, is recognized as one of
the major advances in public health throughout the world.

While the original business was based on milk and dietetic foods for children,
numerous other food products have been added to the range over the years. These
include chocolate, instant beverages, culinary, refrigerated and frozen products, ice
cream, mineral water and pet food.

Nestlé’s other products include numerous chocolate bars as well as Nescafe coffee
and Perrier water.

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2.4 Nestlé’s Philosophy

When Henri Nestle introduced the first commercial infant formula in 1867, he
also created a symbol of the Bird's nest, graphic translation of his name, which
personifies the company's business. The symbol, which is universally understood,
evokes security, motherhood and affection, nature and nourishment, family and
tradition. Today it is the central element of Nestlé’s corporate identity and closely
parallels the company's corporate values ad culture.

2.5 Mission

At Nestlé, our research makes it possible for everyone to enjoy better food for

a better life.

Good Food is the primary source of Good Health throughout life. We strive to
bring consumers foods that are safe, of high quality and provide optimal nutrition
to meet physiological needs. In addition to nutrition, health and wellness, Nestlé
products bring consumers the vital ingredients of taste and pleasure.

As consumers continue to make choices regarding foods and beverages they

consume, Nestlé helps provide selections for all individual taste and lifestyle
preferences.

Research is a key part of our heritage at Nestlé and an essential element our future.
We know there is still much to discover about health, wellness and the role of food
in our lives, and we continue to search for answers to bring consumers Good Food
for Good Life.

 Promote awareness of the effect of our lifestyle both on ourselves and on our
environment.

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  Exist as a financially successful, non-hierarchical, democratic organization
where workers participate in the creation and running of their working
Environment, as an example to encourage others to do likewise.
 Provide an environment that encourages and helps people to develop and
achieve their potential.
 Actively support co-operatives, fair trade, environmental issues and
community activities.

2.6 Vision

To be leading, competitive, Nutrition, Health and Wellness Company delivering

improved shareholder value by being a preferred corporate citizen, preferred
employer, preferred supplier selling preferred product.

Products

1.Milk Products

 NESTLÉ EVERYDAY
 NESTLE MILK
 NESTLÉ Fresh 'n' Natural
 NESTLÉ NESVITA
 NESTLÉ NIDO
 NESTLÉ MILKMADE

2.Coffee and Beverages

 NESCAFE

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  NESTLE MILO
 NESTEA

3.Prepared Dishes and Cooking Aids

 MAGGIE

4.Chocolates and Confectionary

 NESTLE KITKAT
 NESTLE MUNCH
 NESTLE MILKYBAR
 NESTLE BAR ONE
 NESTLE MILKCHOCOLATE
 POLO
 NESTLE ECLAIRS

competitors

Baby food and instant coffee are categories where brand loyalties are very strong

and Nestle is the market leader. HLL is a significant competitor to Nestle in instant

coffee; while Heinz is the main competitor in the baby foods market. The market

for culinary products, semi-processed foods such as noodles, ready mixes for

Indian ethnic breakfast and sweets, is largely an urban market. HLL and Indo

Nissin Foods are the main competitors in these product segments. Nestle has also

achieved a significant 25% share in the chocolate/confectionery market. The

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 company has recently expanded its dairy products portfolio to include, milk, curd

and butter. The company also forayed into the bottled water segment with the

launch of brand in the premium mineral segment and Pure Life in the its Perrier

purified water segment.

2.7 Objective of Nestle

 Be in every way the leading company in Indian food industry.

 Ensure high quality standards in everything we undertake.

 Provide our consumers with superior quality products.

 Provide our shareholders with rapid growth & fair returns.

 Provide our employees a challenging & satisfying work environment.

 To be a good corporate citizen & contribute positively to the society in

which we operate.

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To Increase Job Satisfaction:

Training

Nestle is providing to its employees. They have access to company

sponsored training programs and seminars.

The purpose of training is to upgrade the capabilities and efficiency of all the
employees and prepare them for more responsible position in future.

Provide employees with greater opportunity to grow and succeed within the
company.

Both manager and non-manager receive help from training and

developmental program but mostly non-manager are concerned with training
while the managers are concerned with developmental programs.

Career Advancement:

Nestle is providing clear path for career advancement to its employees.

Company gives full support to its employees in this context.

Discrimination:

According to employees, they face or experience not any form of

discrimination in Nestle. They are fairly treated by their bosses.

Working environment:

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Almost all the employees are satisfied with their physical working of
employees. Nestle aims to ensure a work place that necessitates open and
respectful communication between the employee’s abilities.

Relationship with supervisor:

Mostly employees somewhat agree that their supervisors communicates with

them properly and also provides counseling. They believe that their
managers effectively lead the department.

Supportive colleagues and coworkers:

The morale of the employee at Nestle is satisfactory and they have team
spirit in their work environment. They are satisfied with their
professionalism of their coworkers.

Recognition:

According to employees their performance is individually recognized and

they are appreciated according the performance.

Conflict management

Nestle compromised self managed work teams according to employees

response they feel greater level of responsibility on their shoulder and they
measure the things like planning, scheduling of work and assigning tasks to
the members of team, control the place of the work, make decision through
discussion between the ream members, take action to solve the problems and
also interact with their costumers and we found that the employees called
their colleagues relationship officer rather than sales officer.

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Personality

The people working at Nestle have type of personality they are strong leaders
and can work well under pressure. They are independent and are excellent
problem solvers. They ensure that all work is accomplished ina timely manner.
Type A’s are very decisive and once a decision is made they are quick to work
towards its implementation. Gaining insights into your personality is an
important key in understanding your employees what motivates them and where
they do their best work. The leader should maximize its employee’s strengths
and enhance their effectiveness as individuals. Type A’s enjoying receiving
recognition for their work and they desire to advance in all areas, especially
those related to their work. In general, Type A’s are able to work quickly and
are often seen as high-achievers holding increasingly high-powered positions.
In Nestle employees having Type A behavior often includes:

 Competitiveness
 Strong Achievement-Orientation
 Multi-tasking
 Strive to think or to do more things at once.
 A commitment to achieve goals and an intense desire to compete.
 Always in a hurry.
CODE OF CONDUCT
In line with Nestle management’s effort to maintain the decorum and ensure
an environment that is cohesive to the development and success of the
people, code of conduct has been put in place where the following activities
can result in disciplinary action:
1. Unsatisfactory and negligent job performance.

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2. Excessive and unauthorized absence from duty.
3. Unsatisfactory safety performance.
4. Reporting on duty under the influence of drug and intoxicant.
5. Absence from the duty without notice or permission from the supervisor
unless the cause of absence prevents giving notice.
6. Using influence for promotion, transfer or posting.
7. Conduct that violate common decency and morality.
8. Engaging in a fight or in activity that could provoke fighting on site
properly.
9. Insubordination or deliberate refusal to comply with reasonable request
or instructions.
10.Use or possession of weapons, ammunitions, explosives, intoxicants,
illicit drugs or narcotics on site.
11. Acts of “horse play” on site properly.
12. Gambling on site properly or bringing illegal gambling paraphernalia on
to the site.
13. Theft or unauthorized removal of site properly or properly to site
employees, contractor or vendor.
14.International damage to site, employees, contractor or vendor properly.
15. Dishonest act or fortification of records, including the giving of false
information when required.
16. Bringing combustible material on site or having any type of match
sticks, cigarette lighter or flame producing device in restricted areas.
17. Smoking except in designated areas.
18. Using or divulging without permission, any confidential information
gained through employment at the site

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19.Physical, mental or sexual harassment of fellow employee including
threat to do bodily harm.
20.Crime involving fraud, indecency, breach of dignity or public morals and
other serious offences.

Factors relating to job satisfaction and dissatisfaction

Job satisfaction is a complex phenomenon. The nature and extent of

factors contributing to it are not yet fully known But a good deal of research
studies in various countries with different cultures which have accumulated
by now, have certainly advanced our understanding of the factors. We shall
for our purpose, emphasize here the studies of Herzberg, Mouser and Snyder
man and the two factor theory of Job satisfaction dissatisfaction proposed by
them as they provide possibly the broadest scope so far in understanding the
relevant factors prevailing across cultures as well as in India.

Herzberg and his associates explored Job satisfaction from a

basically dynamic view and offered an approach to an understanding
of motivation to work. They noted an important distinction between
two kinds of factors. One-group factors dealt with the nature of and
the other was related to the environment in which the Job was done.
One set of factors according to them, contributed to satisfaction. They
are referred to as intrinsic, Job content, motivators or satisfiers.
Another set of factors contributed to dissatisfaction. They are termed
as extrinsic, Job content hygiene, or dissatisfactions.

Factors associated with Job satisfaction and dissatisfaction in two-factor

theory:

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 According to the theory, satisfiers, which contributed to feeling of
satisfaction has little, to contribute to dissatisfy feeling. Similarly,
dissatisfies contributed more to dissatisfaction than they did to satisfaction.
In other words, it was suggests, that satisfaction and dissatisfaction were two
separate, distinct, and independent feelings.

An interesting feature of the theory is that satisfiers not only enable a

person to feel satisfied but they induce him to produce and perform more in
his job. Dissatisfies do not have that potency to contribute to Job behavior
Herzberg did not however, spell out .In detail about the relation of
satisfaction and productivity in the light of their theory nor is there any clear
evidence of any simple and direct relation between Job satisfaction and
productivity.

As we have noted, there are many factors, which interact, in a

complex pattern to contribute to Job satisfaction. We shall however confine
our discussion to those, which are considered as more important.

FACTORS INFLUENCING JOB SATISFACTION

There are a number of factors that influence job satisfaction. A number of

research studies have been conducted in order to establish some of the
causes that result in job satisfaction. These studies have revealed consistent
correlation of certain variables with the job satisfaction.

Some of the organizational factors which affect job satisfaction are:

A. ORGANIZATIONAL FACTORS

1. Salaries and Wages:

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Wages and salaries play a significant role in influencing job satisfaction.
This is basically because of a few basic reasons.

 Firstly, money is an important instrument in fulfilling one's needs.

Money also satisfies the first level needs of Maslow's model of
satisfaction.

 Secondly, employees often see money as a reflection of the

management's concern for them.

 Thirdly, it is considered a symbol of achievement since higher pay

reflects higher degree of contribution towards organizational
operations.

Non monetary benefits are also important, but they are not as influential.
One reason for that is most of the employees does not even know how much
they are receiving in benefits. Moreover, a few tend to under value there
benefits because they do not realize their monetary value. The employees,
generally, want a pay system which is simple, fair and in line with their
expectations.

2. Promotion Chances:

Promotional chances considerably affect the job Satisfaction because of the

following reasons:

 Firstly, Promotion indicates an employee's worth to the organization

which is highly morale boosting. This is particularly true in case of
high level jobs.

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  Secondly, Employee takes promotion as the ultimate achievement in
his career and when it is realized, he feels extremely satisfied.

 Thirdly, Promotion involves posit' e changes e.g. higher salary, less

supervision, more freedom, more challenging work assignments,
increased responsibilities, status and like.

3. Company Policies:

Organisational structure and policies also play an important role in affecting

the job satisfaction of employees. An autocratic and highly authoritative
structure causes resentment among the employees as compared to a structure
which is more open and democratic in nature.

Organizational policies also govern the human behavior in the organizations.

These policies can generate positive or negative feelings towards the
organization.

Liberal and fair policies usually result in more job satisfactions. Strict
policies will create dissatisfaction among the employees because they feel
that they are not being treated fairly and may feel constrained. Thus, a
democratic organizational structure with fair and liberal policies is
associated with high job satisfaction.

B. WORK ENVIRONMENTAL FACTORS

The work environmental factors include the following important factors:

1. Supervision:

Supervision is a moderately important source of job satisfaction.

28
There are two dimensions of supervisory 'styles which affect the job
satisfaction:

 First is Employee Centeredness. Whenever the supervisor is friendly

and supportive of the workers there is job satisfaction. In this style,
the supervisor takes personal interest in employee's welfare.

 Second is Participation. The superiors, who allow their subordinates

to participate in decisions that affect their own jobs, help in creating
an environment which is highly conducive to job satisfaction.

2. Work group:

The nature of the work group or team will have effect on job
satisfaction in the following ways:

(i) A friendly and co-operative group provides opportunities to the group

members to interact with each other. It serves as a source of support,
comfort, advice and assistance to the individual group members. If on
the other hand, the people are difficult to get along with, the work
group will have a negative impact on job satisfaction.

(ii) The work group will be even a stronger source of satisfaction when
members have similar attitudes and values. In such a group, there will
less friction on day to day basis.

(iii) Smaller groups provide greater opportunity for building mutual Trust
and understanding as compared to larger groups. Thus, the group size
and quality of interpersonal relations within the group play a
significant role in worker's satisfaction.

29
3. Working Conditions:

Good working conditions are desirable by the employees, as they lead to

more physical comfort. People desire that there should be a clean and
healthy working environment. Temperature, humidity, ventilation, lighting
and noise, hours of work, cleanliness of the work place and adequate tools
and equipment are the features which affect job satisfaction. While the
desirable working conditions are taken for granted and may not contribute
heavily towards job satisfaction, poor working conditions do become a
source of job dissatisfaction. Simply because they lead to physical
discomfort and physical danger.

C. WORK ITSELF

The content of the work itself plays a major role in determining the job
satisfaction. Some of the aspects of the work which affect job satisfaction
are:

1. Job Scope:

It provides the amount of responsibility, work pace and feedback. The higher
the level of these factors, higher the job scope and higher the level of
satisfaction.

2. Variety:

A moderate amount of variety is very effective. Excessive variety produces

confusion and stress and a too little variety causes monotony and fatigue
which are dissatisfiers.

3. Lack of Autonomy and Freedom:

30
Lack of autonomy and freedom over work methods and work pace can
create helplessness and dissatisfaction. Employees do not like it when their
every step and every action is determined by their supervisor.

4. Role Ambiguity and Role Conflict:

Role ambiguity and role conflict also lead to confusion and job
dissatisfaction because employees do not know exactly what their task is and
what is expected of them.

5. Interesting Work:

A work which is very interesting the challenging and provides status will be
providing satisfaction to the employees as compared to work which is boring
and monotonous.

PERSONAL FACTORS

Personal attributes of the individuals also play a very important role as to

whether they are satisfied at the job or not. Pessimists and people with
negative attitudes will complain about everything including the job. They
will always find something wrong in every job to complain about. Some of
the important personal factors are:

1. Age and Seniority:

With age, people become more mature and realistic and less idealistic so that
they are willing to accept available resources and rewards and be satisfied
about the situation. With the passage of time, people move into more
challenging and responsible positions. People who do not move up at all
with time are more likely to be dissatisfied with their jobs.

31
2. Tenure:

Employees with longer tenure are expected to be highly satisfied with their
jobs. Tenure assures job security, which is highly satisfactory to employees.
They can easily plan for their future without any fear of losing their jobs.

3. Personality:

Some of the personality traits which are directly related to job satisfaction
are self assurance, self esteem, maturity, and decisiveness, sense of
autonomy, challenge and responsibility.

Higher the person is on Maslow's needs hierarchy, the higher is the job
satisfaction. This type of satisfaction comes from within the person and is a
function of his personality

Measuring Job Satisfaction

There are many methods for measuring job satisfaction. By far, the most
common method for collecting data regarding job satisfaction is the Likert
scale (named after Rensis Likert). Other less common methods of for
gauging job satisfaction include: Yes/No questions, True/False questions,
point systems, checklist, forced choice answers.

The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969),
job satisfaction that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and opportunities, co-workers, supervision, and
the work itself. The scale is simple; participants answer either yes, no, or
decide in response to whether given statements accurately describe one job.

32
 The Job in General Index is an overall measurement of job satisfaction. It
was an improvement to the job Descriptive Index because the JDI focused
too much on individual facets and not enough on work satisfaction in
general.

Q- What is the age group of the employees in the organization?

TABLE-1
Sl.No Age groups No. of Respondents Percentage
1 20 – 30 8 16
2 30 – 40 5 10
3 40 – 50 23 46
33
4 50 – 60 14 28
Total 50 100
 Age Distribution Of Employees
Age Distribution Of Employees
46 Figure 1. Age
distribution of
28 employees.

16 Interpretation:
10
From the above table
20 - 30 30 - 40 40 - 50 50 - 60 and figure it shows
that 46% of the
employees in the organization is in the Age group of 40 – 50.

Q-Which sex of the employees are more in the organisation?

Table 1

Sex of employees No. of respondents Percentage

Male 39 78

Female 11 22

Total 50 100

34
 sex of the employees
sex of the employees

78

22

Male Female

Figure 2 . Sex of the employees.

Interpretation:

From the above table and figure it shows that 78% of the employees in the
organization is Male staffs.

Q- Which department has the maximum number of employees?

Table 3

Sl.No Area of department No.of.respondents Percentage

1 Corporate management 12 24
2 Human Resource[HR] 11 22

3 Production 9 18
4 service 18 36

TOTAL 50 100

35
 Employees Area Of Department
Employees Area Of Department
36

24
22
18

Human Resource [HR] Corporate management Production Service

Figure 3. Department of employees:

Interpretation:

From the above table and figure it shows that 36% of the employees in the
organization is in service department.

36
Table 2

Sl.No Work experience in No.of.respondent Percentage

years
1 3 - 6 years 9 18
2 6 - 9 years 11 22
3 9 & above 30 60
Total 50 100

Work Experience In The Organization

Work Experience In The Organization

60

22
18

3 - 6 year 6 - 9 year 9 & above

Figure 4. Work experience of employees

Interpretation:

From the above table and figure it shows that 60% of the employees in the
organization are with experience above 9 years.

37
Table 3

Sl.No Scale of pay No of respondents Percentage

1 10000 - 12000 9 18
2 12000 - 15000 11 22
3 15000 & above 30 60
Total 50 100

Salary Scale Of Employees

Salary Scale Of Employees

60

22
18

10000 - 12000 12000 - 15000 15000 & above

Figure 5. Salary scale offered to employees :

Interpretation:

From the above table and figure it shows that 60% of the employees in the
organization are receiving a salary scale of above 15000 Rs.

38
Table 4

Sl.no Response No of respondents Percentage

1 Yes 37 74
2 No 13 26
Total 50 100

Satisfaction Of Employees With The Remuneration

Offered
Satisfaction Of Employees With The Remuneration Offered
74

26

Yes No

Figure 6. Satisfaction with remuneration paid:

Interpretation

From the above table and figure it shows that 74% of the employees in the
organization are satisfied with the remuneration paid.

39
Table 5

Sl no Perquisites offered No of respondents Percentage

1 Transport 6 12
2 Education 4 8
3 Medical benefits 19 38
4 All of above 21 42
Total 50 100

Perquisites Offered
Perquisites Offered
42
38

12
8

Transport Education Medical benefits All of above

Figure 7. Perquisites offered:

Interpretation:

The above data shows that majority of the employees receive all the perquisites
offered by the Organization.

40
Table 6

Sl. no Benefits offered No of respondents Percentage

1 Gratuity 17 34
2 Pension 14 28
3 Insurance 10 20
4 Others 9 18
Total 50 100

Long Term Benefits Offered To Employees

Long Term Benefits Offered To Employees

34

28

20
18

Gratuity Pension Insurance Others

Figure 8. Long term benefits offered

Interpretation

The above table and figure shows that 34% of the employees receive gratuity from
the Organization.

41
Table 7

Sl no Response No of respondents Percentage

1 Yes 48 96
2 No 2 4
Total 50 100

Good Relationship With Co-workers

Good Relationship With Co-workers

96

Yes No

Figure 9. Relationship with co-workers :

Interpretation:

The above table and figure shows that the Organization keeps good relationship
with the co-workers.

Table 8

Sl no Response No of respondents Percentage

1 Agree 24 48
42
 2 Neutral 15 30
3 Disagree 11 22
Total 50 100

Senior management communication with rest of the staff in the

organization

24

15
11

Agree Neutral Disagree

Figure 10. Senior management communication with rest of the staff in the
organization:

Interpretation:

The above figure shows that 48% of the employees in the Organization agree
with the statement that the Senior Management keep a better communication with
the staffs in the Organization.

FINDINGS

43
  During the survey it has been found that most of the employees in the
organisation are satisfied with the remuneration paid.

 As I found that majority of the employees are personally satisfied with the
job in the organisation.

 As I interviewed employees it has been found that majority of the employees

receive all the perquisites offered by the organisation.

 During the survey it has been found that the majority of the employees in the
organisation is comfortable with the working hours of the organisation.

 Most of the employees in the organisation agree with the statement that the
senior management keep a better communication with the staffs in the
organisation.

CONCLUSION

The management style in Nestle is kind of participated manner in which employee

are given chance to share their ideas for decision makings.
44
There are different kinds of rewards Nestle gives to their employee which are as
follows:

 Cash bonuses
 Promotions make team leaders
 Increment in salaries
 Allowances like (fuel allowance, mobile allowance)

We found very different kind of rewards in Nestle that they motivate their
employees whose performance is not up to the mark by giving them the salaries
equivalent to the market values of the any other employee of same rank so as to
motivate their employees. Many of the employees are being rewarded after
accomplishment of their sales target in such a way that their management take
them to the picnic or invite them to the dinner frequently. And another very
interested fact which I found in Nestle is that their management does not fire their
employees even their performance level is not up to the mark. Overall employees
are satisfied with their companies and jobs.

To some extent they are given empowerment to do their work. Most of them agree
that their jobs are not creating any physical or mental problem for them.

But according to my opinion employees are facing job stress. It is a fact that cannot
be denied because that stress is inevitable. It can only end up with the end of life
but the company deals with this problem and provides them proper counseling.

Most of the stories have positive attitude towards their job.

If we see an overall picture, then it is cleared that they are somewhat satisfied with
their jobs and they don’t have a lot of stress on them. But still there is a need of
improvement in strategies of NESTLE to make work force more productive.

45
NESTLE access the employees’ performance on:

 Leadership
 Communication skill
 Teamwork and cooperation
 Problem solving and decision making
 Flexibility
 Consumer focus

Nestle aims to ensure a workplace that necessitates open and respectful

communication between the employee’s abilities. Almost all the employees are
satisfied with their physical working of employees.

Nestle has got the combination of leaders that are both task oriented and leadership
oriented. This shows that Nestle have the leaders that perform better in all situation
and can manage their teams more effective and efficiently.

Nestle is providing clear path for career advancement to its employees, company
gives full support to its employees in this context. At Nestle, employees work in
team and they have a team of over 4500 unique individuals who make it Pakistan’s
largest company. Being exposed to best practices and an enabling environment,
they are the best minds in the industry today. By working in terms, employees
bring their collective skills and knowledge to bear on problem and to develop
innovative ideas for the organization.

SUGGESTIONS

46
 Build employees' competence and self-confidence through training,
feedback and recognition.

 Encourage positive workplace relations.

 Leadership should be improved.

 Improve teamwork within the department.

 Proper grievances redress system.

 Make senior management friendlier with subordinates.

More attention should be given for overall advancement and welfare

facilities.

47
LIMITATIONS

 Limited time available for interviewing the respondents. As a result of this it

was not possible to gather full information about the respondents.
 Sometimes people are less interested in filling up the questionnaire.
 Sometimes I have to face language problem for which I have to make them
understand.
 Non-cooperatives approach and rude behavior of the respondents.
 If the respondents answer does not fall between amongst the options given
then it will turn up to be a biased answer.

48
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