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“A Study on Job satisfaction of employees with reference
to (Bisleri international Pvt Ltd at Udayagiri)”
A Internship Report submitted in partial fulfilment of the requirement for
MASTERS OF FINANCE ACCOUNTING
Of
BENGALURU CITY UNIVERSITY
By
(MOUNIKA.S B)
Reg. No. FA201212
Under the guidance of

(Mr. MLA.ASHOK)
(Assistant professor)
Seshadripuram First Grade

College
Post Graduate Department of
Commerce and Management
Yelahanka New Town
Bengaluru-560064
2021-2022
Affiliated to Bengaluru City University
2021-2022
[Type text]
DECLARATION
I MOUNIKA. S B, the under signed by declare that this report entitled "ORGANIZATION STUDY" is
prepared under the guidance of Dr. MLA. ASHOK Assistant professor of Post Graduate department
of Commerce and Management .Seshadripuram First grade college Yelahanka
I declare that this Internship work is towards partial fulfillment at the University for Award of degree
of Master of Commerce (FA) by Bengaluru City University .
This report is based on observation at BISILERE INTERNATIONAL PVT.LTD . I have undergone a
Internship summary of 4 weeks from 15th October 2021 to 15th November, 2021 and have
completed Internship successfully.
MOUNIKA.S B
DATE :
ACKNOWLEDGEMENT
I take this opportunity to firstly thank the University and my college, for
giving me this opportunity. It has been a great learning experience in terms of
gaining exposure about a company and knowing how actually a business can be
structured & developed.
My heartfelt thanks to my Guide (Mr. MLA ASHOK), for constant guidance,

support and motivation in completing this report and thereby increasing my
knowledge. Their time and efforts have indeed been very fruitful.
I also extend my gratitude to all my family members and friends for their
support and encouragement.
Student Signature
CONTENTS
CHAPTERS TITLES OF THE CHAPTER PAGE NO
CHAPTER 1 INTRODUCTION TO THE STUDY 1-12
CHAPTER 2 REVIEW OF LITERATURE AND 13-18

RESEARCH DESIGN
CHAPTER 3 COMPANY PROFILE 19-28
CHAPTER 4 DATA ANALYSIS AND 29-63

INTERPRETATION
CHAPTER 5 FINDINGS, SUGGESTIONS, AND 64-65
CONCLUSION
BIBLIOGRAPHY 66
JOB SATISFACTION OF EMPLOYEES IN BISLERI INTERNATIONAL PVT
LTD.
CHAPTER 1
INTRODUCTION
1.1 Meaning of job satisfaction Job satisfaction:
Job satisfaction refers to person's feeling of satisfaction on the job, which acts as a
motivation to work. It is not self-satisfaction, happiness or self-contentment but
satisfaction on the job.
Job satisfaction is not the same as motivation. It is also linked to productivity,

motivation, mental health, physical health and general life satisfaction. There are
important dimensions to job satisfaction.
1. Job satisfaction cannot be seen.

2. It is determined that how well outcomes meet or satisfy expectations.
3. It represents several attitudes relating to job.
Definitions of job satisfaction:
According to Me Comic and Tiffin, "job satisfaction is the total of the sentiments
related with the job conducted. If the worker perceives that his/her values are
realized within the job. She or he improvises a positive attitude towards his/her job
and acquires job satisfaction."
Smith (1995) defined job satisfaction as the employee's judgment of how well his
job on whole is satisfying his various needs:
From these definitions, we can define the job satisfaction as the sum of all negative
and positive aspects related to the individual’s salary physical and emotional
working conditions.
SESHADRIPURAM FIRST GRADE COLLEGE

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1.2: Importance of job satisfaction
Job satisfaction plays an important role in creating healthy organizational

environment in an organization. The employee has to maintain skills, ability,
education and health.
Job satisfaction is very important to motivate. It is important for organizations care

about their employee's job satisfaction.
1.3: Factors influencing on job satisfaction:
Job satisfaction is a concept consisting of motivational factors, personal factors and

internal and external factors. Internal factors depends on the individual
characteristics of the person like ability to maintain relationship with higher
authorities in work place. External factors include promotion or job security.
Personal factors:
The personal factors include employee's age. sex, education, marital status and their
personal characteristics.
 Age:
Generally the person would expect that he would grow older and get more
satisfaction with his job.
 Sex:
It is not a matter whether women are more satisfied with their jobs than men
holding such factors and occupational level constant one might predict this to
be case.
 Educational level:
There is a negative relationship between educational level and job satisfaction.
 Marital status:
This is also one of the factor affecting job satisfaction. Generally the employee
should assume that responsibilities are based on individual because of marriage
he would value his job little more than an unmarried employee.
 Motivational factors: Motivation is one of the tool where the employees
get motivated in the aspect of managing a business. The success or failure of
business depends on how best the employees are working.

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 Salary:
Wages and salaries are the most important factors in job satisfaction. Higher
salary should lead to higher job satisfaction and lower salary should lead to
lower job satisfaction. So the satisfaction of employee will be increased with
wages and salaries.
 Job security:
Security is a lower order need which an employee have job security as its effect
on the employee morale. An insecure person's morale will be low and will have
its effect on the employee morale.
 Job expectation:
When an employee joins in organizations he expects something from job. Job
satisfaction of an employee can be based on the fact to what effect his job needs
his expectation.
 Job signification:
It refers to the impact created on the other by one's contribution. A feeling of
importance is perceived by the employee is the ultimate goal of doing his work
in an excellent manner.
1.4 REASONS OF LOW JOB SATISFACTION:
Reasons why employees may not be completely satisfied with their jobs:
1. Conflict between co-workers.

2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that effect employees.
5. Fear of losing their jobs.

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1.5 Theories:
There are vital differences among experts about the concepts of job satisfaction.
Basically, there are four approaches/theories of job satisfaction.
They are:
 Fulfillment theory
 Discrepancy theory
 Equity theory
 Two-factor theory
1) Fulfillment theory:
The main aim of this theory is to measure satisfaction in terms of rewards a
person receives or the extent to which his needs are satisfied. Job satisfaction
cannot be regarded merely as a function of how much a person receives from his
job but it is the individual's desire of his level of aspiration in a particular area.
The main difficulty in his approach as observed by willing is that job
satisfaction is not only a function of what a person receives but also what he
feels he should receive, as there would be considerable difference in the actual
and expectations of persons
2) Discrepancy theory:
The proponents of this theory is that satisfaction is the function of what a person
actually receives from his job satisfaction and what he thanks receives or expects
to receive.
This approach does not make it clear whether or not over satisfaction is a part of
dissatisfaction and if so, how it differs from dissatisfaction.
3) Equity theory:
The proponents of this theory are of the view that a person's satisfaction
determined by his perceived equity which in from is determined by his input-
output balance is

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the perceived ratio of what a person received from his job relative to what he
contributes to the job.
4) Two-Factor theory:
This theory was developed by Herzberg, Manusner, Paterson and Capwell who
identified certain factors as satisfiers and dissatisfies.
Factors such as achievement, recognition responsibility etc., are satisfiers, the
presence of which causes satisfaction but their absence does not result in
dissatisfaction on the other hand the factors such as supervision salary, working
condition etc are dis-satisfiers the absence of which cause dissatisfaction however
their presence does not result in job satisfaction.
This theory is considered invalid as a person can get both satisfaction and
dissatisfaction at the same time.
Consequences of satisfaction: High job satisfaction may lead to improve
productivity, increased turnover, improved attendance, reduced accidents, less job
stress and lower unionization.
1.6 Satisfaction and productivity:
 Job satisfaction and employee turn Over:

High employee turnover is of concern for employers because it disrupts normal
operations, causes morale problems for those who stick on, and increase the cost
involved in selecting and training replacement. The employer does whatever
possible to minimize turnover, making the employees feel satisfied on their jobs,
being one such.
In four major reviews of the relationship between satisfaction and turnover had
been demonstrated that workers who have relatively low levels of job. Employees
perceive that intrinsic and extrinsic rewards (example: play) distributed equally,
Inequitable distribution fails to convince the employee close correlation between
hard work and rewards.

5
 Job satisfaction and performance:
The most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically leads to higher economic, sociology
and psychological rewards in proportion to their performance. On the other hand,
if rewards are seen as inadequate for the level of satisfaction leads to cither greater
or lesser commitment. Which then effect affect and effort and evenly affects
performance again the result is a continuously Operating performance satisfaction-
effort loop. Alternatively, a different scenario emerges a performance id low.
Employees might not receive the rewards they are hoping for the dissatisfaction
are the most likely to quit their jobs and that organizational units with the lowest
average satisfaction levels tend to have the highest rates.
 Job satisfaction and Absenteeism:

Job satisfaction wills collection of satisfaction to absenteeism is also proved
conclusively, Workers who are dissatisfied are more likely to take "mental
health" days i.e., days off not due to illness or personal 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 their
jobs are important has a moderating influence on their absence, employee who
feel that this work is important tend to clock in regular attendance, besides, it
is important to remember that while not necessarily result in low absenteeism low
absenteeism low satisfaction is likely to bring high absenteeism.
 Job satisfaction and safety:

Poor safety practices are a negative consequence of low satisfaction level. When
people are discouraged about their jobs, company and supervisors they are more
liable to experience accidents. An underlying reason for such accidents is that
discouragement may take one's attention away from the task at hand. In attention
leads directly to accidents.

6
 Job satisfaction and job stress: Job stress is the body's response
to any job-oriented factor that threatens to disturb the person's equilibrium. In the
process of experiencing stress, the employee's inner stage changes, prolonged
stress can cause the employees serious ailment such as heart diseases, ulcer,
blurred vision, lower back pain, demerits 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
trap in a dissatisfying job may withdraw by such means as high absenteeism and
tardiness or employee may quit.
 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
reasons make employees
join unions. Another dimension is that dissatisfaction can have not impact on the
tendency to take action within the union, such filing grievances or striking.
 Other effects of satisfaction: In addition to the above it has been

claimed that satisfied employees tend to have better mental and physical health
and learn new job related tasks more quickly.
ROLL OF HUMAN RESOURCE MANAGEMENT

Human resource management is the set of productive activities within an
organization that focus on transforming human being into useful resource. The
activities include identifying their knowledge, skills & attitude towards specific
job.
Human Resource: Human resource can be defined as the translating process

of human being into useful resources. When a human being contributes his/her
skills, knowledge and positive attitude towards productive work in an
organization.

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1.7 Meaning of HRM:
Human resources management refers to the planning, organizing and

implementing of productive activities within an organization that focuses on
translating human being into useful resource.
1.8 Definitions:
According to Leon C. Megginson, "HR is the total knowledge, skills, creative

abilities, talents and aptitudes of an organizations workforce, as well as the value,
attitudes & beliefs of the individuals involved".
According to Gary Dressler, “Human resource management is the policy and

practice of one need to carryout people or human resource aspects of a
management position, including recruiting, screening, training, rewarding and
appraising".
1.9 History of HRM:
The early development of the function can be traced back to at least two distinct
movements. One element has its origins in the late 19th century, where
organizations such as Cadbury at its Bourneville factory recognized the
importance of looking after the welfare of the workforce and their families. The
employment of women in factories in the united kingdom during the first world
was led to the introduction of "welfare offices". Meanwhile in the United States
the concept of human resource developed as a reaction to the efficiency focus of
Taylorism or "scientific management" in the early 1900s, which developed in
response to the demand for ever more efficient working practices within highly
mechanized factories, such as in the FORD MOTOR COMPANY. By 1920,
psychologists and employment expert in the United States started the human
relations movement, which viewed workers in terms of their psychology and fit
with companies rather than as interchangeable parts.
In the later part of the last century, both the title and traditional role of the
personnel function was progressively superseded by the emergence, at least in
larger organizations, of strategic human resource management and sophisticated
human resources departments, initially, this may have involved little more than

8
renaming the function, but where transformation occurred, it became
distinguished by the

9
human resources having a more significant influence on the organization
strategic direction and gaining board level representation.
1.10Nature of human resource management:
 It is pervasive in nature as it is present in all enterprises.

 Its focus is on results rather than on rules.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the organization.
 It is all about people at work, both as individuals and groups.
 It tries to put people on assigned jobs in order to produce good results.
 It helps an organization meet its goal in the future by providing for competent
and well-motivated employees.
 It tries to build and maintain cordial relations between people working at
various levels in the organization.
 It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from
psychology, economies etc.
 Human resources are multi-dimensional in future.

1.11Scope of human resource management:
1) Human resource management in personnel management:
This is typically direct manpower management that involves manpower planning,

hiring, training and development, induction and orientation, transfer, promotion,
compensation, layoff and retrenchment, employee productivity. The overall
objective here is to ascertain individual growth, development and effectiveness
which indirectly contributes to organizational development.
2) Human resource management in employee welfare:
This particular aspect of human resource management deals with working

conditions and amenities at workplace. This includes a wide array of
responsibilities and services

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such as safety service, health services, welfare funds, social security and medical
services.
3) Human resource management in industrial relations:
Since it is a highly sensitive area, it needs careful interactions with labour or

employee unions, addressing their grievances and settling the disputes effectively
in order to maintain peace and harmony in the organization.
1.12 Characteristics of human resource management
 Human resource planning:

It is a process of forecasting an organization's future demand and supply for the
right type of people in the right number. It is through this activity. which helps
the organization to know how many employees exist in organization and how
many are required to perform the current jobs and as to how many are required
to perform the future jobs.
 Job analysis:
It is the process of studying and collecting information relating to the
operations and responsibilities of a specific job.
 Recruitment and selection:
Recruitment is the process of stimulating the candidates to apply for jobs.
Selection is a process of identifying the most eligible candidates for particular
jobs.
 Orientation and placement:

Orientation is a socializing process by which the organization seeks to: make
the employee comfortable at the work place. Placement is about matching the
requirements of the job with the qualification of the candidates.
 Training and development:

Training is imparting specific and necessary skills to an employee in order to
perform a particular job at present where as development of an employee is
about

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imparting more knowledge to an employee in order to equip him/her towards
the future jobs.
 Employee and executive remuneration:

Remuneration is a wage or salary or any other compensation paid to employee
for the service they render to the organization.
 Performance appraisal and job evaluation:

Performance appraisal is the systematic evaluation of the individual with
respect to his/her performance on the job and potential for development. Job
evaluation is a systematic technique which aims at determining the worth of a
job.
 Motivation and communication: Motivation is the process of channeling a

process inner drives toward accomplishing the goals of an organization.
Communication is the process of transmission of ideas, information, order or
instructions the recipient so that there is an understanding between the sender
and the receiver.
 Welfare, safety and health measures : The organization implements various

welfare, safety and healthy measures for the betterment security and
satisfaction of the employees.
 Better industrial relations:

Industrial relations are those which arise at the work place.
1.13 Objectives of human resource management:
 To ensure the effective utilization of resources:

Human resource management ensures the effective utilization of resources.
Human resource management teaches how to utilize human and non-human
resources so that the goals can be achieved.

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 To maintain organizational structure;
Organizational structure defines the working relationship between employees
and management. It assigns the task for each employee working in the
organization.
 To develop human resources:

Human resource management provides favorable environment for employees
so that working in organization can work creatively. This ultimately helps
them to develop their creativity, knowledge, ability and skill.
 To respect for human beings:

Another important objective of human resource management is to provide a
respectful environment for each employee.

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CHAPTER 2
REVIEW OF LITERATURE AND RESEARCH DESIGN
2.1 REVIEW OF LITERATURE
Job satisfaction of employees helps the organizations to maintain standards and

increase productivity by motivating the employees. Human resource is the most
important resource for any organization and so the study of join satisfaction of
employees helps to know the level of employee satisfaction towards the Job, factors
that affect the job satisfaction of employees etc. job satisfaction is an emotional
response to a job situation. As such it cannot be seen, it can only be inferred.
Job satisfaction means a function which is positively related to the degree to

which one’s personnel needs are fulfilled in the job situation. Employees are most
satisfied and highly productive when their job offers them security from economic
stain, recognition of their effort, clear policy of grievances, opportunity to
contribute ideas and suggestions, participation in decision making and managing
the affairs, clean definitions of duties and responsibilities and opportunities for
promotion fringe benefits, sound payment structure, incentive plans and profit
sharing activities, health and
safety measures, social security, compensation, communication system and finally
atmosphere of mutual trust respect
2.1 REVIEW OF LITERATURE
1. Abdul Raziqa, and Raheela Maulabakhsha (2014): This research paper

studies towards the welfare of society as the results create awareness about the
importance of good working environment for employee job satisfaction. The
study impacts upon the future performance of businesses by taking working
environment more seriously within their organizations to increase the
motivation and commitment level of their employees.

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2. Muhammad Umair Manzoorα, Muhammad Usman, and Muhammad
Akram Naseem (2011) carried out investigation amongst academicians. The
investigation explored the nature of relationship between job satisfaction, job
involvement, age and length of service. An important findings of the study was
that job involvement and job satisfaction are positive correlates which imply
that involvement in job increases job satisfaction and
vice-versa.
3. Alexandra Hajdukova, Jarmila Klementova a, Jarmila Klementova jr,

(2015) The present paper deals with the issue of job satisfaction of employees
in Slovakia. Results of the survey show that the main dimensions of job
satisfaction are the factors of the 2nd dimension "status and relationships in the
workplace." The factors "the atmosphere at work" and "a good working team"
all ages of employees means as the main factors of their job satisfaction. Based
on the research results it can be concluded that employee satisfaction with the
work tends to increase with age. The exception is the category of 40-50 years
old employees when the job satisfaction decreases.
4. Gnaneshwar Koorella & Dr.R.Perumal : The investigation carried Despite

different policies and programmers by Government on Industrial Development,
employees welfare and statutory norms employees of different industrial
establishments are dissatisfied with the facilities provided to them by the
management of the industrial establishment. The summary of the study is the
management to take corrective measures for increasing productivity
5. D Swaroopa and Prof.B.Sudhir: Based on the survey, conclude that

employees are satisfied but the organizations need to improve some of the
facilities so that employee would become highly satisfied and the productivity
and performance levels also increase. To this purpose the factors chosen for this
study good working conditions, Recruitment process, Training and
Development, Grievance Handling, Pay and Promotion, Equal Employment
Opportunities, level of stress, work timings, welfare programmers.

15
6. Maria Dalkrani, Efstathios Dimitriadis (2019): This study proves the
positive relationship of “Job Characteristics”, “Work Environment” and “Social
Aspects of job” with the “organizational commitment”. The impact of
“Rewards” and “Promotion” is not supported because of non-significance. This
study focused on the general private sector, so future researchers may
investigate the relationship between job satisfaction and organizational
commitment in each business sector. The recording and recognition of
employee proposals for being more satisfied is another future subject of
research arising from this study.
7. M. D. Pushpakumari (2008): This study considered only the influence job

satisfaction on performance. But there are other factors which influence on
performance. Such as leadership, organizational culture, Climate and other
external variables. A detailed study considering all these factors would provide
a insight to determine the most crucial factor that influence performance of an
employees.
8. Mosammod Mahamuda Parvin, M M Nurul Kabir (2011): This study tested

factors affecting job satisfaction for pharmaceuticals companies. The results
suggest that the factors had satisfactorily explained job satisfaction and that the
policy makers and managers should focus on the factors that affect employee
job satisfaction, if they want to enhance their businesses. Based on the results
for the standardized values, we are able to see that work conditions, fairness,
promotion, and pay, are key factors affecting pharmaceuticals companies
employees’ job satisfaction. Money is a good motivator, actually all employees’
work for money, employees need the money, a good salary and good
compensations are key factors in satisfying the employee.
9. Caterina C. Bulgarella (2005): The empirical literature summarized in this

report highlights the criticality of the relationship between employee attitudes
and customer satisfaction. How employees feel about their job has an impact
on their work experience, but also on tangible business outcomes such as
customer satisfaction, sales, and profit. Employees can strongly contribute to an

16
organization’s success by having a customer-centric approach in their work and
in their work-related interactions.

17
10. Danica Bakotić, Tomislav Babić (2013): Empirical research of this paper
showed that there is no significant difference in overall job satisfaction between
workers who work in normal working conditions and workers who work in
difficult working conditions. Furthermore, it was found out that the satisfaction
with working conditions is higher in the case of workers who work in the
administration than in the case of workers who work in difficult working
conditions. And finally, it is discovered that in the case of workers who work
under difficult working conditions, the working conditions are important factor
of their overall job
satisfaction.
2.2 RESEARCH GAP

From the review of literature, it shows that various research has conducted on
job satisfaction towards employees in different sectors but as it been conducted
in Bisleri international udayagiri, thus this is the research gap in this study.
2.3 RESEARCH METHODOLOGY
2.3.1 STATEMENT OF THE PROBLEM
The main intention of the project to explain the problem that is a satisfied employee is
said to be a productive employee, and any kind of grievance whether corporate or
personal has a great impact on the job. So every organization is giving high priority to
their employees by providing various facilities to improve satisfaction and reduce
dissatisfaction. Job satisfaction is considered an important issue by entrepreneurs
where efforts are made and programs are launched. If the employee is not satisfied
with the job, there are chances of absenteeism, low turnover, and low productivity.
Making Mistakes, Turning Power to Various Conflicts Considering this issue, all
organizations are trying to identify areas where satisfaction needs to be improved - a
survey was conducted on behalf of Bisleri international pvt ltd at Udayagiri
Devanahalli to identify the degree of satisfaction.

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2.3.2 OBJECTIVES
1. To classify various motives of job satisfaction initiatives at bisleri

international pvt lt d.
2. To measure job satisfaction of employees at bisleri international pvt ltd.
3. To analyze cause and effects relationship of training and development on job
satisfaction.
4. To analyze cause and effects relationship of reward and recognition system on
job satisfaction.
2.3.3 SCOPE OF THE STUDY

The scope of the study consist of the importance of the employee satisfaction is
to find out the satisfaction level of the employees. The study provides some
findings that were interrupted from the analysis of the collected data. The scope of the
study is clear that satisfying the needs of employees and creating a friendly relationship
2.3.4 METHODOLOGY
The study is descriptive in nature, and the primary data collection method will be
considered. The primary data will be collected through a questionnaire designed
for the study. The tools used for analysis is a percentage, graphs for graphical
representation of data and multiple regression and ANOVA will be used to test
hypothesis among a group of people. Null hypothesis (Ho) and the alternative
hypothesis (H1) is used.
2.3.5 LIMITATIONS OF STUDY
1. The time required to study and analyze the data is insufficient.

2. A sample study of the data is limited to 50 only.
3. The study is limited to Bisleri international, Udayagiri only.

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2.3.6 CHAPTER SCHEME
CHAPTER1-INTRODUCTION: This chapter gives meaning and definition

about the HRM and job satisfaction in industry. Scope and characteristics of
HRM. Influencing factors, theories, job satisfaction and productivity.
CHAPTER2- RESEARCH DESIGN This chapter includes information

regarding the list of literature studies for arriving at a title for the study. Review
of literature conducted for identifying the research gap. The chapter includes a
broad statement of the problem, objectives of the study, data analysis,
methodology used, the limitation for the study.
CHAPTER 3- COMPANY PROFILE This chapter is about the Bisleri

international PVT LTD. company profile, its history, organization structure,
products of Bisleri international PVT LTD.
CHAPTER 4- DATA ANALYSIS AND INTERPRETATION This chapter

includes the data analysis conducted to job satisfaction of employees in Bisleri
international pvt ltd. The results of the test will be analyzed the chapter also
includes graphical representation of data followed with detailed interpretations.
CHAPTER 5- FINDINGS, SUGGESTIONS, AND CONCLUSION In this

chapter, the result of the analysis will be summarized and written in the form of
findings. This chapter also speaks about the implications of these findings in the
company followed by some suggestions to the available policy frameworks.
BIBLIOGRAPHY
ANNEXURES

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CHAPTER 3
COMPANY PROFILE
3.1 INTRODUCTION TO COMPANY

Bisleri is a brand of bottled water in India. Bisleri has 36% market share in
packaged drinking water in India. A brand that pioneered the concept of mineral
water, bottled with its distinct green label, Bisleri today. is a household name.
Powered by 17 owned plants, 33 có packers, 11 franchises and a wide
distribution and retail network pan India, Bisleri is at the centre of the aqua
green Revolution.
It is available in 8 pack sizes: 250ml cups, 250ml bottles, 500ml. 1 liter. 1.5 liter,
2 liter, 5liter, and 20 liter. Its operations run throughout the sub-continent of
India and it is one of the leading bottled water supplying companies in India. As
of 23 October 2012, Bisleri has 18 plants, 13 franchisees & 58 contract packers
all over India.
Mineral water under the name Bisleri was first introduced in Mumbai in glass
bottles in two varieties – bubbly & still in 1965 by Bisleri Ltd., a company of
Italian origin. This company was started by signorfelice Bisleri who first brought
the idea of selling bottled water in India. Perle bought over Bisleri (India) Ltd. In
1969 & started bottling mineral water in glass bottles under the brand name
Bisleri' Later parle switched over to PVC nor returnable & finally advanced to
PET containers.
Since 1995 Mr. Ramesh J. Chauhan has started expanding Bisleri operations
substantially and the turnover has multiplied more than 20 times over a period of
10 years and the average growth rate has been around 40% over this period.
Presently Bisleri have 13 plants & 9 franchises all over India. Bisleri have their
presence covering the entire span of India. Bisleri has a command of 60%
market share of the organized market. Overwhelming popularity of Bisleri& the
fact that Bisleri pioneered bottled water in India, has made us synonymous to
mineral water & a household name. When you think of bottled water, you think
Bisleri .

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Bisleri values their customers & therefore have developed 8 unique pack sizes to
suit the need of every individual. Bisleri products are present in 250ml cups,
250ml

22
returnable packs & 5L, 20L bottles. 500ml. 1 L., 1.5 L. and 21 which are the non
which are the returnable packs. Till date the Indian consumer has been offered
bisleri water, however in the effort to bring something refreshingly new to the
consumer, bisleri have introduced bisleri natural mountain water - water brought
to you from the foothills of the mountains situated in Himachal Pradesh. Hence
bisleri's product range now comprises of two variants: bisleri with added
minerals &bisleri mountain water.
Bisleri commitment is to mountain strict quality controls in every unit. Bisleri

will not only purchase caps from approved vendors, also manufacture their own
bottles in house. To be at with international standards, bisleri have recently
procured the latest state-of-the-art machinery which has not only helped us
improve packaging quality but has also reduced raw material wastage and
doubled production capacity and you can rest assured that you are drinking safe
and pure water when you consumer bisleri. Bisleri is free of impurities and
100% safe.-Enjoy the sweet taste of purity!
Bisleri constantly endures to reach higher levels of performance for which

Jayantilal Mohanlal Chauhan has already bagged the excellence award for their
service. Bisleri ranks higher than many iconic brands, and has recently received
2 most trusted brand awards in cold beverages after GI UCON-D.
It is our commitment to offer every Indian pure & clean drinking water. Bisleri
water is put through multiple stages of purification, ionized & finally packed for
consumption. Rigorous R&D & stringent quality controls has made us a market
leader in the bottled water segment. Strict hygiene conditions are maintained in
all plants.
The Indian consumer today enjoys the sweet & pure taste of bisleri mineral water.
However in an effort to offer something special to our loyal consumers we have
recently introduced bisleri natural mountain water - water bought to you from
the foothills of the mountains situated in himachal Pradesh. This newly launched

23
offering has widened our product range to two varjants: bisleci with added
minerals and bisler mountain water.
3.2 JOURNEY OF BISLERI:
1969: Bisleri is proud to have pioneered the concept of bottled watering India
way back in 1969. Parle Buys bisleri ltd. It was brought from an Italian
entrepreneur named signor felice bisleri. Bisleri originated in Italy in place called
nicer umbra from a spring called angelica.
1971: Parle group launches Limca. a lime flavored aerated drink.
1974: Maaza, a mango based drink is launched.
1978: Thumps Up, a cola based aerated drink is launched by the Parle group.
1991: Bisleri 20 liter pack is introduced as a home and office economical pack.
2000: launch add badabisleri a 1.2 liters pack.
2005: bisleri launches it’s "break away seal". Fear factor" and play safe'
campaigns which establish its purity and safety. It has largest SKU range of
variant 500 ml. 1 liter, 1.2 liter, 5 liter and 20 liters.
2006: bisleri changes its design and packaging from blue to green.
Differentiating itself from the competition. Bisleri launches natural mountain
water from the Himalayas, made available in all its purity.
2010: launches a limited edition of celebration and celebrate cricket labels in

250ml and 500ml packs. Bisleri mountain water from the Himalayas.

24
2011: bisleri launches stay protected campaigns with bisleri spreading the
message of protect the one you love. Also introduced home pack of 15 it's– an
ideal pack size for home use.
2015: Bisleri introduces an urzza the taste of power.
3.3 VISION, MISSION, VALA ES AND QUAILTY POLICIES
VISION:
Our vision is to be the dominate player in the branded water business where the
second player is less than 20% of our business.
MISSION:
We are in the business to serve customer, He is the most important person. I

castle is the only one who pays. He deserves the best quality and presentation at
a worth of the price. We must have world class quality, at the lowest production
& distribution cost. This will make us an unbeatable leader, and will have
satisfied loyal customers.
VALUES:
Integrity, leadership, Teamwork, co-operation quality. Passion, openness &
transparency.
4.4 PRODUCTS:
Mineral water:
Bisleri with added minerals is put through multiple stages of purification which
makes the water you drink completely safe to consume. Mineral water is water
from a mineral spring that contains various minerals, such as salts and sculpture
compounds. Mineral water may be effervescent (i.e., "sparkling") duc to
contained gases. Mineral water to be bottled at the source for distributed
consumption. Bisleri with added minerals is available in 250 ml. 500ml, I liter, 2
liter, 5 liter, 15 liter, and 20 liter jars.

25
SL.NO CAPAC MR DESCRIPTION IMAGE
ITY P
1 250ml 6 The 250ml pack is a convenient
drinking water option at
conferences parties and for travels
2 500ml 10 The 250ml pack is a convenient

drinking water option at
conferences parties and for
travels.
3 1 liter 20 Bisleri minerals water available in

a handy 1 liter pack.
4 2 liter 28 Bisleri mineral water available in a

handy 2 liter pack.

26
5 5 liter 65 The bisleri 5 liter pack is an ideal
sit spill free option with a handy
design and a practical east-to-
pour- tap. It is a ideal for
consumption at home, office and
during travel. This jar will not
take back.
6 10 liter 50 This home pack 10 liter has a
unique compact shape that fits
any ware in your kitchen. It comes
with handle that makes it easy to
carry it from store to home. It is
convenient to pour water into
glass with the help of easy
following push. This jar should be
back to the
distributers.
7 20 liter 70 The pack is a perfect mineral
water solution for office and
home. It comes with a handy push
tap and a user friendly stand that
ensures supply of pure water
every single time.

27
Bisleri fizzy soda
Bisleri soft drinks

28
Additional product: 20 ltr jar stand Vedica
3.5:FUNCTIONAL DEPARTMENTS OF THE

ORGANIZATION:
HR DEPARTVMENT:
The forward thinking human resource department is devoted to providing

effective policies, procedures, and people friendly guidelines and support within
companies. Additionally, the human resource function serves to make sure the
company mission, vision, values or guiding principles, the company metrics, and
the factors that keep the company guided toward success are optimized.
3.5The mission statement of the HR department in Bisleri:

 We seek achievers with an excellent track record
 We believe in people "People are our most valued assets-our core strength."
 We shall create a climate which distinctive in industry, wherein. employees
will gain level of freedom, which will provide security, satisfaction & most
importantly a sense professional fulfillment
 We believe HR development is a strategic business activity because it is the
people's contribution which is the main engine for growth.

29
 We shall develop effective human resource polices & system that leads to
healthy interpersonal relation & positive discipline in the organization.
Marketing department:
The marketing department must act as a guide and lead the company's other
departments in developing producing, fulfilling, and servicing products or services
for their customers. Communication is vital. The marketing department typically
has a better understanding of the market and customer needs, but should not act
independently of product development or customer service
Marketing should be involved, and there should be a meeting of the minds,

whenever discussions are held regarding new product development or any
customer related function of the company.
Responsibilities of a marketing department:
1. Focus on the customer

2. Monitor the competition
3. Own the brand
4. Find & direct outside vendors
5. Create new ideas
6. Communicate internally
7. Manage a budget
8. Set the strategy, plan the attack and execute.

30
Finance department:
The finance department is responsible for the financial functions and activities of
the council and for the administration of the council’s fiscal policy
Finance department functions

 Budget preparation
 Budget administration
 Cost allocation
 Accounts payable
 Payroll
 Fringe benefits
 Investment
 Tax report
 Monitoring service providers
 Contract administration
 Billing
 General accounting records
 Fixed assets records
Competitors
Kenly
Aqua fine
Local or privet water suppliers

31
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
The current study is primary in nature and carried in Bisleri international

pvt ltd to study the satisfaction towards job salary, training and
development, work culture and work environment. The survey was
conducted with the help of employees in the different areas of Bisleri
international pvt ltd with appropriate and standardized questionnaire. The
data was collected from 50 respondents.
After reviewing the literature, a demographic factor that was considered

where age, gender, education, occupation, marital status, and monthly
income. The coding procedure included using the ‘what if analysis’ where
each option is assigned to a number. The demographic details are
analyzed through the factor analysis
The analysis was done based upon the employee’s responses obtained
based on job satisfaction, towards job training and development reward
and recognition for this the ANOVA and multiple regression analysis is
used.

32
Table 4.1: I feel being paid Feel fair salary paid.
Response Frequency Percentage

Strongly agree 12 24.00
Agree 37 74.00
Uncertain 1 2
Disagree 0 0
Strongly disagree 0 0
Total 50 100
SOURCE:PRIMARY DATA
CHART 4.1: I feel being paid Feel fair salary paid.
Fair salary paid
80.00
60.00
40.00
20.00
0.00
Strongl
Agre
y Uncertain
e Disagre
agree Strongly
e
disagre
e
INTERPRETATION: The chart explains that salary level of employees out of 50

respondents, 74% of the employees are agree, 24% strongly agree and 2% employees
are uncertain. It shows company has paid good payrolls to its employees. It shows
employees are they feel being paid fair salary for what they worked in the organization.

33
Table 4.2: I am Satisfied with my annual salary increments.

Agree 36 72.00
Uncertain 4 0
Disagree 2 4.00
Total 50 100
SOURCE: PRIMARY DATA.
CHART 4.2: I am Satisfied with my annual salary increments.
Annual salary increments

80.00
70.00
72.00
60.00
50.00
40.00
30.00
20.0
0
16.0
10.00 0
4.00
0.00 Strongly agreeAgreeUnce0rtain Stro0ng
Disagre
ly
e
disagre
e
INTERPRETATION: The chart explains that annual salary increments of employees

out of 50 respondents, 74% of the employees are agree and 16% employees are strongly agree
and 4% employees are disagree. In this annual salary increments are justifying employees work
and efforts. It is meet the employee’s basic needs and requirements.

34
Table 4.3: I am satisfied with allowances.

Agree 36 72.00
Uncertain 11 22
Disagree 1 2.00
Total 50 0
SOURCE: PRIMARY DATA
CHART 4.3: I am satisfied with allowances.
Allowences
40
35
30
25
20
15
10
5
0
Strongl AgreeUncertainDisagreeStrongly
y disagree
agree
INTERPRETATION: The chart shows that employees satisfaction about their

allowances out of 50 respondents, 36 of the employees are agree and 11 employees are
uncertain, 2 employees are strongly agree and 1 employee disagree. Company has paid
allowances along with salary that is like rent, transport allowance etc.

35
Table 4.4: The benefits we receive are as good as other organizations
offer.

Agree 36 60.00
Uncertain 20 33.33
Disagree 1 1.67
Total 60 100.00
CHART 4.4: The benefits we receive are as good as other organizations

offer.
Benefits recevied
60.00
50.00
40.00
30.00
20.00
10.00
0.00
Strongly Agree
agree Uncertain Disagree
Strongly
disagree
INTERPRETATION: In this company a part of salary it has paid benefits to its

employees the above chart shows that 5% employees are strongly agree, 60% employees are
agree, 33.33% uncertain and 1.67% employees are disagree with the benefits receive are as
good as other organizations offer.

36
Table 4.5: I am satisfied with the benefits provided by the company
during abnormal events.

Agree 26 52.00
Uncertain 24 48
Disagree 0 0.00
Total 50 100.00
Chart 4.5: I am satisfied with the benefits provided by the company

during abnormal events.
Satisfied with benefits
30
25
20
15
10
5
0 Series1, 0
Response StronglyAgreeUncertain Disagree Strongly
agreedisagree
INTERPRETATION: The above chart shows that 26 employees are agree, 24

employees are uncertain out of 50 respondents with the benefits provided by the company
during abnormal events. Here the company has maintained both positive and negative image
for providing of benefits to abnormal events.

37
Table 4.6: I am satisfied with the medical benefits provided by my company.

Agree 36 72.00
Uncertain 9 18.00
Disagree 3 6.00
Total 50 100.00
Chart 4.6: I am satisfied with the medical benefits provided by my company.
Satisfied with medical benefits

40
30
20
10
0
Strongly Agree UncertainDisagreeStrongly
agree disagree
INTERPRETATION: The chart explains that satisfied with the medical benefits provided by
my company to employees out of 50 respondents 2 employees are strongly agree, 36 employees are
agree, 9 employees are uncertain and 3 of them is disagree. It shows company is provide all necessary
medical assistant care to employees.

38
Table 4.7: I am not satisfied with benefits what I Receive.

Agree 1 2.00
Uncertain 9 18.00
Disagree 37 74.00
Total 50 100.00
Chart 4.7: I am not satisfied with benefits what I Receive.
Not satisfied with benefits
80.00
60.00
40.00
20.00
0.00
Strongl
Agre
y Uncertain
e Disagre
agree Strongly
e
disagre
e
INTERPRETATION: The above chart shows that 2% employees are agree, 18% of
employees are uncertain, 74% employees are disagree and 6% employees are strongly disagree
with the question I am not satisfied with benefits what I Receive. What results it shows
employees are happy with what company has provides benefits to employees

39
Table 4.8: My Company arranges a sufficient number of training
programs.

Agree 32 64.00
Uncertain 5 10.00
Disagree 0 0.00
Total 50 100.00
Chart 4.8: My Company arranges a sufficient number of training

programs.
Training programs
64.00
26.0
0
10.0
0 0.00 0
Strongly AgreeUncertainDisagreeStrongly
agree disagree
INTERPRETATION: The above chart shows that 26% employees are strongly agree,
64% of employees are agree and 10%of employees are uncertain with the question of
My company arranges a sufficient number of training programs. It shows company has
arranges required training programs to its employees to keep them ready.

40
Table 4.9: The training and development programs have increased my
morale.

Agree 41 82.00
Uncertain 2 4.00
Disagree 2 4.00
Total 50 100.00
Chart 4.9: The training and development programs have increased my

morale.
Training programs
Strongly agreeAgreeUncertainDisagreeStrongly disagree
4%4% 2%
8%
82%
INTERPRETATION: The above chart clearly shows that 8% employees are strongly
agree, 86% employees are agree, 2% uncertain, 2% employees are disagree and 2% of
employees strongly disagree with the training and development programs have
increased employees morale towards company.

41
Table 4.10: The training and development programs have helped me in
attaining better technical ability.

Agree 14 28.00
Uncertain 23 46.00
Disagree 9 18.00
Total 50 100.00
Chart 4.10: The training and development programs have helped me in

attaining better technical ability.
Increase technical ability
25
20
15
10
5
0
y disagree
agree
INTERPRETATION: The chart explains that satisfied with the training and
development programs have helped me in attaining better technical ability to
employees out of 50 respondents4 employees are strongly agree, 14 employees are
agree, 23 employees are uncertain and 9 of them is disagree.

42
confidence.

Agree 35 70.00
Uncertain 7 14.00
Disagree 0 0.00
Total 50 100.00

confidence.
Increased confidence
35
30
25
20
15
10
5
0
y disagree
agree
INTERPRETATION: The chart explains that satisfied with the training and
development programs have increased my confidence. Employees out of 50
respondents 8 employees are strongly agree, 35 employees are agree, 7 employees are
uncertain with response.

43
Table 4.12: The training and development programs have helped me
adapting to change easily.

Agree 24 48.00
Uncertain 21 42.00
Disagree 0 0.00
Total 50 100.00
Chart 4.12: The training and development programs have helped me

adapting to change easily.
Adapting to change easily
25
20
15
10
5
0
y disagree
agree
INTERPRETATION: The chart explains that satisfied with The training and
development programs have helped me adapting to change easily Employees out of 50
respondents 5 employees are strongly agree, 24 employees are agree, 21 employees are
uncertain with response.

44
job satisfaction.

Agree 27 54.00
Uncertain 13 26.00
Disagree 0 0.00
Total 50 100.00

job satisfaction.
Increaseing job satisfaction

60.00
50.00
40.00
30.00
20.00
10.0
0
Strongly agreeAgree Uncertain Disagree Strongly
0.00 disagree
INTERPRETATION: The above chart clearly shows that 20% employees are
strongly agree, 54% employees are agree and 26% uncertain opinion with question the
training and development programs have increased my job satisfaction. Company has
increased training programs are increase job satisfaction.

45
Table 4.14: In our company, performance is one of the important factors
for promotion.

Strongly agree 0.00
Agree 38 76.00
Uncertain 7 14.00
Disagree 5 10.00
Strongly disagree 0
Total 50 100.00
Chart 4.14: In our company performance is one of the important factors

for promotion.
Importance of performance
76.00
0.00 14.0
0 10.0
0 0
Strongly
Agree
agree Uncertain
Disagree
Strongly
disagree
INTERPRETATION: The above chart clearly shows that 76% employees are agree ,
14% employees are agree and 10% disagree opinion shows with question of In our
company, performance is one of the important factors for promotion. It means
company has followed performance for give the promotion to employees.

46
Chart 4.15: My superior take a decision without consulting People
working under him.

Agree 0 0.00
Uncertain 9 18.00
Disagree 23 46.00
Total 50 100.00
Chart 4.15: My superior take a decision without consulting People

working under him.
Strongly
agree, 5 Agree, 0
Strongly disagree, 13
Uncertain, 9
Disagree, 23
INTERPRETATION: The above chart gives the information about In our company,
performance is one of the important factors for promotion in this strongly agree by 5
employees, uncertain by 9, disagree by 23 employees and strongly disagree by 13
employees.

47
Table 4.16: When I do a good Job, I receive the recognition from my
company.

Agree 24 48.00
Uncertain 6 12.00
Disagree 17 34.00
Strongly disagree 3 6.00
Total 50 100.00
Chart 4.16: When I do a good Job, I receive the recognition from my

company.
Recognition from company
Strongly agreeAgreeUncertainDisagreeStrongly disagree
6% 0%
34 48
% %
12
%
INTERPRETATION: The above chart clearly shows that, 48% employees are agree,
12% uncertain, 34% employees are disagree and 6% of employees strongly disagree
with the question when I do a good Job, I receive the recognition from my company.

48
Table 4.17: Recognition and reward system practiced in our company is
fair and justified.

Agree 37 74.00
Uncertain 12 24.00
Disagree 1 2.00
Strongly disagree 0 0.00
Total 50 100.00
Chart 4.17: Recognition and reward system practiced in our company is

fair and justified.
Recognition ana reward system

40
35
30
25
20
15
10
5
0
Strongly agree Agree Uncertain Disagree Strongly
disagree
INTERPRETATION: The above chart gives the information about In our company
Recognition and reward system practiced in our company is fair and justified in this agreed by
37 employees, uncertain by 12 employees and disagree by 1 employee out of 50 employees.

49
Table 4.18: My job prevents me from giving the time I want to my spouse
or family or friends.

Agree 33 66.00
Uncertain 16 32.00
Disagree 0.00
Strongly disagree 0.00
Total 50 100.00
Chart 4.18: My job prevents me from giving the time I want to my

spouse or family or friends.
Strongly agree, 1
Uncertain, 16
Agree, 33
INTERPRETATION: The above chart gives the information about my job prevents
me from giving the time I want to my spouse or family or friends in this strongly
agreed by 1 employee, agreed by 23 employees and uncertain by 16 employees.

50
REGRESSION ANALYSIS
Regression analysis is a set of statistical methods used for the estimation of

relationships between a dependent variable (usually denoted by Y) and one or more
independent variables (usually denoted by X). It can be utilized to assess the strength
of the relationship between variables and for modeling the future relationship between
them.
1. REGRESSION ANALYSIS ON TRAINING AND DEVALOPMENT

AS INDEPENDENT VARIABLE AND JOB SATISFACTION AS
DEPENDENT VARIABLE:
TABLE 4.31
REGRESSION STATISTICS
Regression Statistics
Multiple R 0.52
R Square 0.27
Adjusted R Square 0.25
Standard Error 0.35
Observations 50
SOURCE: REGRESSION ANALYSIS
It was observed from the above table that multiple R is 0.52 which means that
independent variables training and development is correlated with the dependent
variable job satisfaction to an extent of 52%. It is also a highly positive correlation. R
square is 0.27 which means that 27% of independent variable training and development
has an impact on dependent variable job satisfaction. Adjusted R square is 0.25 which
means 25% of the variation in job satisfaction is explained by training and
development.

51
CHAPTER 5
FINDINGS, SUGGESTIONS, AND CONCLUSION
5.1 FINDINGS
 Job satisfaction awareness is conducted in Bisleri international pvt ltd.

Udayagiri, Devanahalli.
 Employees are most of them agree with good environment will benefits both
employees and organization.
 Employees are happy with monthly average salary, bonus, increments and
promotions
 Training and development increases employee performance and productivity
and it keeps employees flexibility.
 Compensations, reward system canteen facilities are keeps employees happy.
 Training and development programs are helps professionals to build carrier
planning.
 There is a positive relationship between job satisfaction and employee’s loyalty
because of supervisors are guides employees.
 In case of abnormal events the company takes care of treatment of the employees.
 In a situation of hazardous working conditions company provides safety things
and company provides proper break time with working hours
.
Objectives
1. To classify various motives of job satisfaction initiatives at bisleri international

pvt ltd
2. To measure job satisfaction of employees at bisleri international pvt ltd
3. To analyze cause and effects relationship of training and development on job
satisfaction.
4. To analyze cause and effects relationship of reward and recognition system on
job satisfaction.

52
5.2 SUGGESTIONS.
 Supervisors and managers should have a positive attitude towards employees.

 Company higher employees are should recognize when the subordinates do good job.
 The allotment of work to the employees by the organization should be allotted equally.
 The company must provide handsome salary and incentives to the employees due
to this it helps to increase the efficiency and effectiveness of work.
5.3 CONCLUSION
This study revealed that the workers motivational process in Bisleri international
Pvt Ltd. Have under gone tremendous change since the organization was
established. The seeming loss of most cherished and envied hallmarks of the
cherished job security and uncertainties about wages and salaries would appear to
have greatly affected the workers morale. Under such a condition, cannot give their
best and expected return or output from the job. Finally, it is believed that if
management makes positive efforts at implementing these suggestions, ‘the
company will regain its cherished traditions and boost productivity. The self-
esteem will be heightened and the workers will work with a strong sense of mission
and dedication to duty so that they can effectively assists in the management of our
scarce resources for the attainment of organizational policies, and programs.

53
BIBLIOGRAPHY
1. Abdul Raziqa, Rachael Maulabakhsha (2014): Impact of Working
Environment on Job Satisfaction 718-728.
2. Muhaammd Umair Manzoorα, Muhammad Akram Naseem, Malik
Muhammad (2011): A Study of Job Stress and Job Satisfaction among
Universities Faculty in Lahore, Pakistan 472-475.
3. Gnaneshwar Koorella, Dr.R Perumal (2019): A study on factars affecting
employee job satisfaction 848-854.
4. D Swaroopa, Dr.R Perumal (2019): A study on the impact of employee
satisfaction on quality and profitability of organization. 343-346.
5. Danica Bakotić, Tomislav Babić (2013): Relationship between Working
Conditions and Job Satisfaction: The Case of Croatian Shipbuilding
Company
6. Maria Dalkrani, Efstathios Dimitriadis (2019): The Effect of Job
Satisfaction on Employee Commitment.16-23.
7. M. D. Pushpakumari (2008): The Impact of Job Satisfaction on Job
Performance. An Empirical Analysis. 94-100.
8. Caterina C. Bulgarella (2005): Employee Satisfaction & Customer
Satisfaction: Is There a Relationship?
9. Mosammod Mahamuda Parvin, M M Nurul Kabir (2011): Factors affecting
employee job satisfaction of pharmaceutical sector. 113-120.
10. Alexandra H ajdukova, Jarmila Klementova, Jarmila Klementova Jr (2015):
Job satisfaction is regulator of the working behaviour. 476-485.
BOOKS:
 P. Subba Rao; Human resource management:2003,2d Edition: Tata
Me. Graw hill.
Reference:
www.google.com
www.wikepidea.co

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“A Study on Job satisfaction of employees with reference

to (Bisleri international Pvt Ltd at Udayagiri)”

A Internship Report submitted in partial fulfilment of the requirement for

MASTERS OF FINANCE ACCOUNTING

BENGALURU CITY UNIVERSITY

Under the guidance of

Seshadripuram First Grade

Affiliated to Bengaluru City University

My heartfelt thanks to my Guide (Mr. MLA ASHOK), for constant guidance,

CHAPTERS TITLES OF THE CHAPTER PAGE NO

CHAPTER 1 INTRODUCTION TO THE STUDY 1-12

CHAPTER 2 REVIEW OF LITERATURE AND 13-18

CHAPTER 4 DATA ANALYSIS AND 29-63

1.1 Meaning of job satisfaction Job satisfaction:

Job satisfaction is not the same as motivation. It is also linked to productivity,

1. Job satisfaction cannot be seen.

Definitions of job satisfaction:

SESHADRIPURAM FIRST GRADE COLLEGE

Job satisfaction plays an important role in creating healthy organizational

Job satisfaction is very important to motivate. It is important for organizations care

1.3: Factors influencing on job satisfaction:

Job satisfaction is a concept consisting of motivational factors, personal factors and

SESHADRIPURAM FIRST GRADE COLLEGE

1.4 REASONS OF LOW JOB SATISFACTION:

1. Conflict between co-workers.

SESHADRIPURAM FIRST GRADE COLLEGE

SESHADRIPURAM FIRST GRADE COLLEGE

1.6 Satisfaction and productivity:

 Job satisfaction and employee turn Over:

SESHADRIPURAM FIRST GRADE COLLEGE

 Job satisfaction and Absenteeism:

 Job satisfaction and safety:

SESHADRIPURAM FIRST GRADE COLLEGE

 Job satisfaction and unionization: It is proved that job

 Other effects of satisfaction: In addition to the above it has been

ROLL OF HUMAN RESOURCE MANAGEMENT

Human Resource: Human resource can be defined as the translating process

SESHADRIPURAM FIRST GRADE COLLEGE

Human resources management refers to the planning, organizing and

According to Leon C. Megginson, "HR is the total knowledge, skills, creative

According to Gary Dressler, “Human resource management is the policy and

1.9 History of HRM:

SESHADRIPURAM FIRST GRADE COLLEGE

SESHADRIPURAM FIRST GRADE COLLEGE

1.10Nature of human resource management:

 It is pervasive in nature as it is present in all enterprises.

1) Human resource management in personnel management:

This is typically direct manpower management that involves manpower planning,

2) Human resource management in employee welfare:

This particular aspect of human resource management deals with working

SESHADRIPURAM FIRST GRADE COLLEGE

3) Human resource management in industrial relations:

Since it is a highly sensitive area, it needs careful interactions with labour or

1.12 Characteristics of human resource management

 Human resource planning:

 Orientation and placement:

 Training and development:

SESHADRIPURAM FIRST GRADE COLLEGE

 Employee and executive remuneration:

 Performance appraisal and job evaluation:

 Motivation and communication: Motivation is the process of channeling a

 Welfare, safety and health measures : The organization implements various

 Better industrial relations: