Relationship between Employee Job Satisfaction and Working Environment

in Consumer Food Manufacturing Organization

Submitted to:
Shahadat Hossain
Lecturer & Internship Supervisor
Department of Accounting and Information Systems
University of Barisal

Submitted by:
Exam Roll: AIS 040/8
Session: 2019-2020 (Admitted: 2015-16)
Department of Accounting and Information Systems
University of Barisal

Date of Submission : 27th May, 2021

i
 Letter of Transmittal
Date: 27th May, 2021
Shahadat Hossain
Lecturer,
Department of Accounting and Information Systems,
University of Barisal.

Subject: Submission of Internship Report on “Relationship between Employee Job Satisfaction

and Working Environment in Consumer Food manufacturing Organization.”

Dear Sir,
With due respect, I am pleased to inform you that I have completed my three months internship
program at Amrita Consumer Food Products Ltd. and would like to submit my internship report
on “Relationship between Employee Job Satisfaction and Working Environment in
Consumer Food Organization” as per your specifications. In preparing this report, I have tried
to include almost all the relevant information and to make the report comprehensive as well as
workable one, and in doing so I have tried my utmost to live up to your standards. I will be very
much glad to hear from you for further clarification.

May I, therefore, pray and wish that you would be gracious enough to accept my effort and oblige
thereby.

Thank you sir for your heartiest co-operation,

Yours Sincerely,

…………………….
Exam Roll- 040/8
Accounting and Information Systems
University of Barisal

ii
 Declaration
I am a student of dept. of AIS, 4th batch (final semester), examination roll 040/8, hereby declare
that the report of internship program “Relationship between employee job satisfaction and
working environment in Consumer Food Organization” is uniquely prepared by me after the
completion of three months’ work at Amrita Consumer Food Products Ltd, Barishal, Bangladesh.

I am confirming that, the report is only prepared for my academic requirement not for other
purpose. It might be with the interest of opposite party of corporation. I also assure that this report
is not submitted anywhere of Bangladesh before me. I have completed my internship program
from Amrita Consumer Food Products Ltd. Hospital Road, Barisal, Bangladesh.

In this report I have included all the Information, which I got during my internship period. I have
written this report on the basis of my work experience and observation during the internship period.
So, I am declaring that, this report is original in nature and not copied from other sources.

…………………….

Exam Roll: AIS 040/8

Department of Accounting and Information Systems

University of Barisal

iii
 Acknowledgement
First of all I would like to thank Allah, whose kindness helped me to end up with an extensive
effort. I would like to thank my honorable University supervisor Shahadat Hossain, Lecturer,
Dept. of Accounting and Information Systems, University Of Barisal for his heartiest
cooperation and supervision because without his support and assistance it would not be possible
for me to complete my internship report.

A successful internship report reflects the affiliated organizations activities, as it provides a virtual
ground where the implication of theoretical knowledge experience with the practical teaching. I
am more benefited and decorated for being oriented with a group of qualified and benevolent
people.

I am grateful to Head of Sales & Marketing Senior Executive as my organizational supervisor for
giving me the valuable opportunity to do this internship report. It became easier for me to do this
report with his vast knowledge on employee job satisfaction and practical knowledge of job life. I
also thankful to Factory Manager, Regional Sales Manager, Territory Sales Manager and other
officers for their great support.

Last but not the least, I would like to thank all the officials of Amrita Consumer Food Products
Ltd. Barisal, Bangladesh for their kind help and fullest guidance for the last three months. It would
have been very difficult to prepare this report timely without their support, inspiration and
suggestion. Whenever I was in problem they helped me a lot throughout these three months and
for them I could complete my internship report.

I thank you all from the core of my heart who helped me during preparing the report to
Amrita Consumer Food Products Ltd.

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 Executive Summary
Job satisfaction is deliberated to be one of the most significant and essential multiplier within
organization. The aim of conducting this report is to study the relationship between work
environments and job satisfaction for employees in Amrita Consumer Food Products Ltd. The
elements of work environment that may influence job satisfaction included top management,
safety, and relationship with co-worker, work-life balance, and motivation. The relationship
between work environment and job satisfaction of Amrita Consumer Food Products Ltd. employee
had been discussed in this research. In order to test six (6) hypotheses and achieve the objectives
of this research structured questionnaire had been applied to gather primary data for analysis and
interpretation. However, this questionnaire is composed of 44 questions that personate all the
variables of this paper. And 210 selected questionnaire had been distributed and 200 were properly
collected. I had been developed research tool that comprises of five point Likert scale question
(where 5 = Strongly Agree, 4 = Agree, 3= Neutral, 2= Disagree, 1= Strongly Disagree) to gather
the respondents view of few important issues. However, a random sample (n=200) was selected.
The analysis data is divided into different section; Descriptive Statistics (Mean, Standard
deviation, Standard error mean,); Inferential Statistics (Factor analysis, Reliability test, inter-item
correlation matrix); Coefficient value to find the linkage between Job satisfaction and working
environment by using SPSS (Statistical Package for Social Science)-16. Moreover, taking into
consideration of paper is to quantitative techniques was used as the main method to collect the data
this might be considered as limitation of the study. Also, more qualitative techniques are
recommended to be used to get more accurate data and result to achieve the goals and objectives
of this study. The theoretical model was proposed to sharpen the outcomes. The result of data
analysis (Job Satisfaction β=.196 and α= .784,Top management β= .335,α= .741 ,Safety, security
and working hours β=.350 and α= ,819,Work life balance β= -.114 and α =.719 ,Relationship with
coworker β= 047 and α=.841 ,Motivation β= .308 and α=.751) The research concludes the result
work environment have a significant influence on job satisfaction. As a result, it is recommended
that better working environment increase the employee job satisfaction. Importance of consumer
food products in our country is increasing day by day. The enlarged urban population of the
country has stimulated reasonable growth for the food and consumer goods and has caused sizable
needs for the related products. It plays a vital role in overall economy of the country. Doing the
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internship at Amrita Consumer Food Products Limited has been an enriching at both the personal
and academic level. The project title for the internship report is Relationship between Employee
Job Satisfaction and Working Environment in Consumer Food Manufacturing Organization:
Evidence from Amrita Consumer Food Products Ltd. Southern Part of Bangladesh.

To gain a corporate orientation I have completed my internship program in the Fast Moving
Consumer Goods Company of Amrita Consumer Food Products Ltd. In this internship program I
have seen how different theoretical concepts are applied in practical. I have faced reality and seen
what barriers can exist in practical scenario and how these barriers can be handled. Although there
are some differences between theoretical knowledge and reality, I have tried to match my
theoretical knowledge with the reality.

Through this report, I have tried to show my learning from the internship program. I have tried to
acquire knowledge about how as a part of an organization I can contribute to the success of that
organization in other words how to run a business organization successfully and how working
environment and job satisfaction is related with each other.

That I have also not only gained insight into the working culture of the organization and observed
how Amrita Consumer Food Products Limited handles its employees with value and
empowerment to ensure they are motivated to give their best to the organization. The report starts
with an organization profile of giving its background, mission, vision, its products and services,
the hierarchy and organ gram of the organization. Following that the next section contains
information about the job, which are just tasks and responsibilities during my internship period at
the organization. The next section is the largest, which focused on competitors of the Organization.
The project encompasses introduction to the topic, job satisfaction, top management, safety, work
life balance, relationship with coworkers, motivation. Each chapter contains detailed discussion of
job satisfaction in Amrita Consumer Food Products Ltd. The next part of the project carries out
SWOT Analysis that touches upon strengths, weakness, opportunities and threats to the
organization followed by results and discussion on critical factors. It has also done the overview
of consumer food companies through secondary data for several years.
The study concludes with some brief prospects that the businesses need to realize the importance
of good working environment for maximizing the level of job satisfaction. This paper may have
benefited for Amrita Consumer Food Products Ltd. by encouraging people to contribute more to
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their jobs and may help them in their personal growth and development. Hence, it is essential for
an organization to motivate their employees to work hard for achieving the organizational goals
and objectives. Finally, there is the conclusion followed by references.

Key words: Job satisfaction, work environment, top management, safety, work life balance,
relationship with coworkers, motivation.

vii
 Contents
Acknowledgement ................................................................................................................................. iv
Chapter 1 ............................................................................................................................................... 11
Overview of the Study .......................................................................................................................... 11
1.1 Introduction:.......................................................................................................................... 11
1.2 Background of the Study: ..................................................................................................... 13
1.3 Objectives of the Study: ........................................................................................................ 14
1.3.1 General Objective ......................................................................................................... 14
1.3.2 Specific Objectives ....................................................................................................... 14
1.4 Significance of the Study: ..................................................................................................... 14
1.5 Scope of the Study: ............................................................................................................... 15
1.6 Limitations of the study: ....................................................................................................... 16
Chapter 2 ........................................................................................................................................... 17
Methodology ..................................................................................................................................... 17
2.1 Methodology of the Study: ....................................................................................................... 17
2.2 Type of the Study: ................................................................................................................. 17
2.3 Source of Data: ..................................................................................................................... 18
2.4 Population: ............................................................................................................................ 18
2.5 Report Layout: ...................................................................................................................... 19
Chapter 3 ............................................................................................................................................... 20
Company Profile ................................................................................................................................... 20
3.1 Background of ACFPL ......................................................................................................... 20
3.2 The Logo and Corporate Information of the Organization: .................................................. 20
3.1.1 Vision, Mission and Slogan ..................................................................................................... 21
i. Vision .................................................................................................................................... 21
ii. Missions ................................................................................................................................ 21
iii. Slogan of the Company ..................................................................................................... 21
3.1.2 Goals & Objectives: ................................................................................................................. 22
3.1.3 Products /Services Offerings:................................................................................................... 22
3.4 Hierarchy of Organizational Authority ................................................................................. 24
3.5 Organizational Departments or Sectors ................................................................................ 25
I. Purchase Department ............................................................................................................ 25
II. Manufacturing Department ................................................................................................... 25
III. Accounts Department ........................................................................................................ 25

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 IV. Distribution Department ................................................................................................... 25
Chapter 4 ............................................................................................................................................... 27
Overview of job responsibilities as an intern ........................................................................................ 27
4.1 Essence of My Activities ...................................................................................................... 27
4.2 Staying with Field Level Officer .......................................................................................... 27
4.3 With DSRs ............................................................................................................................ 27
4.1.1 Urban Area .................................................................................................................... 28
4.1.2 Rural Area ..................................................................................................................... 28
4.4 Preparing and managing the Order Processing System (OPS) ............................................. 29
4.5 Involved with the setting of the HR department ................................................................... 29
4.6 Visiting Dealer Point with TSM ........................................................................................... 29
4.7 Observing Depot ................................................................................................................... 30
4.8 Recording and tracking the sales call from the distribution channel .................................... 30
4.9 Report on price analysis and price fixation ........................................................................... 30
4.10 Worked with CSR marketing team ....................................................................................... 30
Chapter: 5 .............................................................................................................................................. 31
Theoretical Background Part ................................................................................................................ 31
5.1 Introduction:.......................................................................................................................... 31
5.1.1 Job Satisfaction: ............................................................................................................ 31
5.1.2 Work Environment:....................................................................................................... 31
5.2 Literature Review: ................................................................................................................ 32
5.2.1 Job Satisfaction: (Dependent variables) ........................................................................ 32
5.2.2 Work Environment (Independent variables) ................................................................. 33
5.3 Review of Relevant Theoretical Framework ........................................................................ 33
Chapter: 6 .............................................................................................................................................. 35
Conceptual Frame work and Research Methodology ........................................................................... 35
6.1 Research Questions ............................................................................................................... 35
6.2 Proposed Theoretical / Conceptual Framework .................................................................... 35
6.3 Hypotheses of the Study ....................................................................................................... 36
6.3.1 Hypothesis 1.................................................................................................................. 36
6.3.2 Hypothesis 2.................................................................................................................. 37
6.3.3 Hypothesis 3.................................................................................................................. 37
6.3.4 Hypothesis 4.................................................................................................................. 38
6.3.5 Hypothesis 5.................................................................................................................. 38
6.3.6 Hypothesis 6.................................................................................................................. 39

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 6.4 Research Tool: ...................................................................................................................... 39
6.4.1 Equation: ....................................................................................................................... 39
6.5 Research Methodology (Research Sample and Data collection) .......................................... 40
Chapter: 7 .............................................................................................................................................. 41
Data Analysis and Research Findings / Result and Discussion ............................................................ 41
7.1 Data Analysis: ....................................................................................................................... 41
7.2 Respondents Socio-demographic Characteristics: ................................................................ 41
7.3 Descriptive Statistics:............................................................................................................ 42
7.4 Reliability analysis: ............................................................................................................... 46
7.5 Regression Analysis: ............................................................................................................. 47
7.5.1 Regression Equation: .................................................................................................... 49
7.6 Discussion and findings: ....................................................................................................... 52
7.7 Limitations and Discussion for Further Researches.............................................................. 53
Chapter: 8 .............................................................................................................................................. 55
Critical observation and recommendation part ..................................................................................... 55
8.1 Difference between work life and personal life of employee ............................................... 55
8.2 Unestablished Research and Development department: ....................................................... 55
8.3 Standardized facilities for factory workers ........................................................................... 56
8.4 Unattractive website.............................................................................................................. 56
8.5 Lack of up to date Information ............................................................................................. 56
8.6 Lack of using modern technology:........................................................................................ 57
8.7 Miscommunication and misinterpretation of messages exchanged between an employee and
the customer ...................................................................................................................................... 57
8.8 Brand Image .......................................................................................................................... 58
Chapter: 9 .............................................................................................................................................. 59
Findings and Conclusion....................................................................................................................... 59
9.1 Findings: ............................................................................................................................... 59
9.2 Conclusion: ........................................................................................................................... 60
Bibliography ......................................................................................................................................... 62

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 Chapter 1
Overview of the Study
1.1 Introduction:
Job satisfaction is the essential part of organization. Job satisfaction is the extent to which an
employee feels self-motivated, content and satisfied with his/her job. To remain the
competitive or to expand business organization need to satisfy their employee including job
security, safety, work life balance, top management system and relationship with coworkers to
achieve its goal with sustainable growth.

Amrita Consumer Food Products Ltd. is one of the renowned food companies doing business
in Southern Part of Bangladesh. The organization has established good position in the market
within the ten years of its inception in Barisal region in the Southern Part of Bangladesh. The
main contributing factor behind this success and sustainable growth is its dynamic and
energetic employees. Amrita Consumer Food Products Ltd. offers different types of facilities
for the employees. For this reason, employees of Amrita Consumer Food Products Ltd. are
satisfied with their job.

Bangladesh has a rapidly growing consumer market and due to a large population base, the
demand for consumer food products is always on the rise. The market and the product range
have evolved significantly over the last decade and many companies have entered the food
business, which was otherwise not into this level of diversification in the past.

The food processing industry in Bangladesh represents one of the major potential sectors within
the industrial segments in terms of contribution to value addition and employment. The food-
processing sector includes processing of cereals, pulses & oilseeds, bakery and confectionary,
fruits and vegetables, dairy, carbonated beverages and non‐carbonated fruit juices, drinks, other
beverage and various other food items

Food industry is a rapidly growing sector in Bangladesh. Between 2004 and 2010, the food
processing industry in Bangladesh grew at an average 7.7 percent per annum. Bangladesh has
a well-established food processing sector. The sector accounts for 22% of total manufactured
products, 20% of total labor force and 5% of total GDP – equal to around 4.48 bill USD There
are nearly 700 processed food manufacturing enterprises in Bangladesh including brands like
Teer, Olympia, Milk Vita, Fresh, 7Up, Bombay, Ahmed, Bengal, Pran, Isphahani and Igloo.

11
The processed food sector has grown 22% during the last 3 years and the growth is expected
to continue as the industry is considered the most potential growth industry in Bangladesh.

Figure 1: Major Processed food products in Bangladesh

Food items production is becoming commercialized day by day. To keep with changing time
and its demands side by side with other competitors in the area of commodity product, Amrita
Consumer Food Products Ltd. has set its foot in the field. But it fosters the firm conviction and
advances certain high standards quite special with it. Amrita Consumer Food Products Ltd. is
the Firm avowedly dedicated to produce high quality food products like Instant drinks, Instant
drink powder etc. in the greater southern region of the country. With days, passing it is gaining
more and more trust and confidence of the customers and of associates in it. Rather,
stakeholders/customers' satisfaction to the fullest possible level shall forever remain its motto.

Time changes continually and with it changes Man. Man’s changes are reflected among others
in his food habits, and consequently, changes are there in the list of dishes. Let alone
gratification of the tongue, taking unadulterated food is a must to maintain hygiene and a better
life. And hence, changes have made their way into the art of production of food which prompted
food producing organizations to combine brilliance, diversity, excellence, quality, purity, taste
as well moral obligations in the field and Amrita Consumer Food Products Ltd ensure the
quality food to the customer.

Amrita Consumer Food Products Ltd offers different types of products to market for which
supply of product is must to hold customers. Otherwise, consumers will buy another brand,
which will be available to them. So making available of products is one of the most important
pre-conditions for the success in this area of business. For this reason the management of

12
Amrita Consumer Food Products Ltd. are very censuses about their production of products. For
producing more products they need to keep their employees satisfied, they believe that satisfied
employees are the most loyal employee and they can concentrate their work and produce more.
In thus way they have run their business in the southern part of Bangladesh, not only the
southern part all over the Bangladesh. As a local organization they become growing fast and
they have plan for going to export their products in future.

1.2 Background of the Study:

Job is a necessary element for majority working-age person to fulfill their needs from the aspect
of physical, social and material (Yildirim, Gulmez, & Yildirim, 2016). It occupies a huge space
in one’s life (Devi & Rani, 2015) Job satisfaction is defined as the inner peace and pleasure felt
by an individual in the workplace. According to (Bari, Fanchen, & Baloch, 2016), job
satisfaction is closely linked to the work environment, organization practices and management.

Work environment is defined as interrelationship of employees in their workplace which can

be separated into the elements of social, technical and economic. The three aspects consist of
a range of factors including the organization culture, organization structure, management
styles, and so on so forth (Salunke, 2015). Workplace is defined as a physical location where
someone is employed and carry out their jobs. In general, different infrastructure, resources
and other working factors can be found in workplace. (Aswegen , Manyisa , & van, 2017)

Positive attitude toward the work environment increase potential in elevating job satisfaction
of employees. Meanwhile, negative attitudes toward the work environment lead to job
dissatisfaction. Employee that is satisfied with their job tends to stay with the organization
longer and will be highly productive (Bayarçelik & Findikli, 2016). In contrast, employees
with poor job satisfaction have poor productivity, and thus, causing workplace conflict, stress,
reduced loyalty, increased absenteeism rate, higher intention to quit, and reduced commitment.
These consequences will influence employee turnover rate, reputation and performance as well
(Neog & Barua, 2014) (Munir & Rahman, 2016) (Abiyev, Saner, Eyupoglu, & Sadikoglu,
2016)

This is an internship report, which I have prepared to fulfill the requirement of the BBA
program. My advisor Abdullah Al Masud, Assistant Professor, Department of Accounting and
Information Systems, Barisal University, has assigned this following report to me. I have

13
worked in Amrita Food Consumers Ltd. three months as an intern. There I had opportunity to
see and learn new things about how consumer food industries operate in Bangladesh.

1.3 Objectives of the Study:

The main goal of the study is to investigate the Relationship between Employee Job
Satisfaction and Working Environment like Top management, safety, and relationship with
Co-workers, work balance life in Consumer Food Manufacturing Organization.

1.3.1 General Objective

To examines the relationship between work environment and job satisfaction of employees in
Consumer Food Manufacturing Organization.

1.3.2 Specific Objectives

 To determine whether there is a significant relationship between Top management and job
satisfaction of employees in Amrita Consumer Food Products Ltd.
 To determine whether there is a significant relationship between safety and job satisfaction
of employees in Amrita Consumer Food Products Ltd.
 To determine whether there is a significant relationship between the relationship with co-
workers and job satisfaction of employees in Amrita Consumer Food Products Ltd.
 To determine whether there is a significant relationship between work-life balance and job
satisfaction of employees in Amrita Consumer Food Products Ltd.
 To determine whether there is a significant relationship between motivation and job
satisfaction of employees in Amrita Consumer Food Products Ltd.
 To determine whether there is a significant relationship between work environment (safety,
relationship with co-workers, work-life balance, and motivation) and job satisfaction of
employees in Amrita Consumer Food Products Ltd.

1.4 Significance of the Study:

The title for the internship report Relationship between Employee Job Satisfaction and
Working Environment in Consumer Food Manufacturing Organization: Evidence from Amrita
Consumer Food Products Ltd. Southern Part of Bangladesh.

The primary aim of conducting this research is to study how work environment will be affecting
job satisfaction of employees in consumer food manufacturing industry. For the individual
14
readers and future researchers, it is useful for them to get a detailed understanding on the how
work environment can be affecting an individual’s job satisfaction in their work place. For the
individual readers, they could gain some common knowledge from this research to have the
basic ideas and concept on the topic discussed. Meanwhile, the future researchers are
encouraged to use the results of this research as their reference.

Ultimately, this research is especially beneficial for the consumer food manufacturing industry
as it provides further understanding on the importance of job satisfaction and direction on how
the organization could improve the employees’ job satisfaction by enhancing the work
environment such as safety, relationship with co-workers, work-life balance, and motivation.
Therefore, managers could follow the information and guidelines provided to boost employees’
job satisfaction. It is necessary for every industries to realize the importance of employees’ job
satisfaction and be aware of the way to improve it. Therefore, this research allows them to have
a comprehensive understanding on the importance of the relationship between two variables
and its importance so that they are able to avoid the possible consequences of disregarding it.
Managers that provide a satisfying work environment for the employees will eventually help
to improve employees’ job satisfaction, performance and the service quality. Job satisfaction
is an important issue that has a significant impact towards organizational growth and
profitability, the knowledge regarding the relationship between work environment and job
satisfaction is important for the policy makers and government. Any organization must not
disregard its employees’ job satisfaction. So the report is very significant for both the
organization and me.

1.5 Scope of the Study:

To prepare this report I had a great opportunity to have real life knowledge about how to
evaluate the performance of Food industry. In this report I want to show Employee satisfaction
of Amrita Consumer Food Products Ltd. I have already read their previous reports and
documents. From those I have known that most of them are related with marketing. I have
collected most of the information from the discussion with the Executives, middle and lower
level workers, internal report and sources. I incorporated here some limitations, findings, and
recommendations. I expect that it will be helpful to run their business in future.

We can achieve our objectives and overcome our limitations through the scope of the work. I
have my objectives specified. Scope and limitations in relation to my work on this study are
vast and given below:
15
  Job satisfaction is the main topic of the study.

 Information needed for preparing the paper can be gathered easily.

 Supervisors in the workplace were very helpful in preparing the paper.

1.6 Limitations of the study:

At the time of working in the company , I faced some limitations in terms of having access to
information belonging to the company. As I worked there as an intern , I did not have access
to many documents which prevented me from including up a lot of informations and details
about certain topics of the report. Although I had this limitations, however I have tried my level
best to fullfill the objectives of this internship report properly. There are some limitations that
I had faced as below:

 Lack of suffecient data found in the website for some accounts.

 Busy work scheduels of the officers leading to less consultation with them.
 In some cases updated published information was not available.
 Major constraint being that every organization has their own secrecy that is not
revealing to others while collecting data; they did not disclose such information which
they deem hampers their organizational confidentiality.
 Suffecient books, publications and journals are not available.
 There is insuffecient time to do this report.
 Total duration of internship is not suffecient to give me more than a superficial idea of
the fuctioning of the organization.
 Because of the limitation of information some assumption was made .So there may be
some personal mistake in this report

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 Chapter 2
Methodology
2.1 Methodology of the Study:
It is both qualitative and quantitate type of study. The methodology is different from other
conventional report. I mainly focus on the practical knowledge. Essential data for this report
has been collected primarily by observation of different records, documents, and papers.
Information of their official activities has been collected through discussing with the
Executives of Amrita Consumer Food Products Ltd. Finally, this report consists of a significant
amount of data gathered from different primary and secondary sources.

Primary Data Collection:

Inerviewing with the officials of Amrita Consumer Food Products Ltd.

 Official records and observing practical work.
 Face to face conversation with the employees regarding their feelings, opinions and
feedback.
 Direct observation.
 Intraction with customers through which I could capture their perception about their
company.
 Field visit to the factory of Amrita Consumer Food Products Ltd.

Secondary Data Collection :

 Questionnarie.
 Total 42 Questions.
 Annual report of Amrita Consumer Food Products Ltd.
 Website of Amrita Consumer Food Products Ltd.
 In addition, I have taken some information from the internet as well.

2.2 Type of the Study:

The type of research methods, which included qualitative and quantitative research. In addition,
there are also three different types of research designs, such as exploratory, descriptive and
causal research design.

17
Quantitative research method required the researchers to collect data that can be quantified to
analyze the research results (Bryman, A. & Bell, E., 2007). This report selected quantitative
research method to describe, test and examine the research objectives through questionnaires
distribution. I have tried to show the linkage between Job satisfaction and working environment
of Amrita Consumer Food Products Ltd.

2.3 Source of Data:

In order to conduct this report both of the primary sources and secondary sources are used in
purpose to collect valuable information and data. Besides, it also ensures that the accuracy and
validity of the study is high.
I have worked with labor of different sectors of Amrita Consumer Food Products Ltd.
Sometimes I have discussed with the officers and employees to collect information regarding
that particular job sector.

2.4 Population:
First, target population is justified as the complete group of people that the researchers have
desire to carry out their investigation on them (Sekaran & Bougie, 2016)
All employees of Amrita Consumer Food Products Ltd.
Finally, my study on this report is based both on primary and secondary data as well. I have
mainly used the seondary information to write the organization part of my report, and all
through my personal expriences.

18
2.5 Report Layout:

Figure 2: Research Layout Design

19
 Chapter 3
Company Profile

3.1 Background of ACFPL

Founded in 1948 in Barisal, the Venice of Bengal, by the great philanthropist Amrita Lal Dey,
the organization flourished from a tiny personal initiative to its present day grand status and
reputation due to the honesty, sincerity, integrity and devotion of the founder. Now it stands as
one of the famous enterprises of the country employing a large work force and drawing much
of good will from the common masses while contributing a lot to the economic development
of the land.

The great patron and one of the country’s biggest charity donors Amrita Lal Dey took the
initiative for the company. With due respect to him the Company has launched Amrita
Consumer Food Products Ltd. under Amrita Oil & Food Products at Amrita Lal Dey Road,
Barisal.

In 1988 Amrita Oil & Food Products set sail as a sister concern and began its journey along the
path of food items production which received well responses from the customers. Production
of international standard and quality food products like powdered spices, mixed spices,
noodles, vermicelli, snacks etc. saw the light of the day with particularity in terms of taste,
flavor and texture. Side by side with expanding local market the company is looking for space
in the foreign market which would enable earning of hard foreign currency that might
contribute to the advancement of the national economy and also enhance employment
opportunities. The ultimate goals of the company: Continue the production and marketing of
hygienic and quality food at minimum price.

3.2 The Logo and Corporate Information of the Organization:

 This is the logo of Amrita Consumer Food Products Ltd

Figure 3: Logo of the Organization

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 Corporate Information

Name of the Company : Amrita Consumer Food Products Ltd.

CEO & Managing Director : Mr. Bijoy Krishna Dey

Motto : Work is Virtue

Legal Status : Private Limited Company
Registered Office : 9/1, A.C. Roy Road Armanitola, Dhaka-1100
Barisal office : 119, Amrita Lal Dey Road (Hospital Road) Barisa-
8200, Bangladesh
Phone Number : 880-2-7372213, 880431-64285, 2173338
Fax : 880-2-7313833, 880-431-64510
E-mail : info@amritaconsumer.com
Website : www.amritaconsumer.com/ www.amritagroup.com

3.1.1 Vision, Mission and Slogan

Amrita Consumer Food Products Ltd. is a small and family based business organization. They
don’t have so well defined vision or mission. Nevertheless, after discussing with the managerial
body it seems that the following statement can be said as the vision and another statement can
be said as the mission of Amrita Consumer Food Products Ltd.

i. Vision
“Maintaining the goodwill of the company by serving intrinsic quality of hygienic food
products with authentic taste at reasonable price and export food products as one of the best
food & beverages companies in all over the world.”

ii. Missions
 To be recognized as top leading food & beverage company in Bangladesh by delivering
higher quality food products with craving for customers.
 To operate at the highest levels of ethics & compliance.
 To act with honesty, sincerity, fairness and integrity.

iii. Slogan of the Company

 The slogan of total Amrita group is “Work Is Virtue.” This slogan is promoted most.
 The slogan of only Amrita Consumer Food Products Ltd. is “Taste of Bangladesh”.

21
 3.1.2 Goals & Objectives:
Amrita Consumer Food Products Ltd., has very basic, well specified goals and objectives
outlined for the company which is mentioned below.

 To improve comprehensively in their current success areas.

 To improve their brand image.
 To satisfy their customers.
 To be among the top 10 consumer products companies of Bangladesh.
 To earn profits.
 Continually set the latest standards of modern technology in our industry to satisfy the
Needs of customers through innovative products and services.
 Contribute to the national economy and the infrastructure development of the country.

3.1.3 Products /Services Offerings:

Amrita Consumer Food Products Ltd. is maintaining 9 (nine) line at current period. They have
set name of product line based on the products’ characteristics:
The products that are included in each product line are given below:

 Instant Drinks: Amrita Tasty Oral Saline, Mango Drink, Orange Drink, Amrita
Lemon, Amrita Apple Isobgul are included in this line.

 Fruit Jell & Candy: This line is designed for children; many children’s flavor type
products are included like Mango Bar, Lychee, etc.

 Flour: Bhuttar Ata (Maize Flour) is only included in this line, the flour is good for
health.

 Rice: Chinigura Chal which is collected from different farmers with high quality in
grade.

 Semai / Noodles: Egg Noodles, Vermicelli / Semai, etc are existed in this sector.

 Oil: Mustard oil and Sunflower oil are included in this line. Sunflower oil is for heart
patients.

 Chutney: Mixed Fruit Chutney, Plum Chutney, Super Tamarind Chutney, Tamarind
Chutney, Olive Chutney are delicious items of Amrita that are included in Chutney line.

 Snacks: Fried Chickpeas, Dal Bhaja, Fried Peas, Chanachur are main items of this line.

22
 Spices: Mixture (spice), Chatpati Masala, Pachforan, Cumin (zera) Powder, Coriander,
Turmeric, Chili Powder, are included in Spice Sector.

3.3 Depot: Regional Storage

Amrita Consumer Food Products Ltd. has divided the whole country into 10 regions. And in
each region there is a regional storage: depot, under the ownership of outside people. Another-
storage is the central storage located inside of the factory..

i. Figure 4: Regional Storages: Depots with Number of Distribution Points

Although there are 11 storages of the company, 10 storages are depots of them. Depot serves
a region. The largest depot of Amrita Consumer Food Products Ltd. is located at Amrita Lal
Dey Road (Hospital Road) in Barisal. Barisal region is also the largest region which total
Khulna division along with Barisal and also some area of Dhaka division. Barisal depot is
under the supervision and ownership of the company owners

23
3.4 Hierarchy of Organizational Authority
The post of Chairman heads Amrita Consumer Food Products Ltd. This post has the indirect
supervision on all other posts and directly on Managing Director (MD), the second highest rank
of the company. MD guides DMD (Deputy Managing Director). All of these three ranks guide
directors in a together way. Directors run their specific department. Normal hierarchy of
authority is like that of following:

Chairman

Managing Director

Deputy Managing
Director

Director

Purchase Accounts Production Distribution Marketing and

Department Department Department Department Sales Operation

Figure 5: Hierarchy of Organizational Authority

Chairman: The chief of Amrita Consumer Food Products Ltd. is Chairman. This rank is
occupied by the most senior/eldest and respected person of Amrita Lal Dey’s family.

Managing Director: A family member of Amrita Lal Dey also occupies this post and this is
the second highest post of this company. In the absence of Chairman, MD performs the job
responsibility of Chairman.

Deputy Managing Director: DMD is the third highest post of this company. He jointly works
with MD and Director formally and takes part in all managing decisions.

Director: Director has the direct supervision over all the departmental heads. He takes part in
all strategic decisions. All of these four posts are family post and occupied by the relatively
elder members.

24
Departmental Heads: There are five departments in Amrita Consumer Food Products Ltd.
Every department’s activities are smoothly operated by the supervision of the departmental
head. They are responsible for running or operating of their departments in proper way.

3.5 Organizational Departments or Sectors

Amrita Consumer Food Products Ltd. is actually a family based business organization although
named as company. It is actually not so large that is meant by a company. It is a small local
business organization and trying to supply all over Bangladesh. Amrita Consumer Food
Products Ltd. does not have so many divisions or departments or sectors that other companies
have. It has only five departments which are:

I. Purchase Department
This department is responsible for any kind of business buying. Raw materials, promotional
gift, stationeries, different kinds of instruments of providing services, long lasting assets like
furniture, AC, computers; heavy assets like machineries, transportation vehicles and all other
buying is done by this department. Which raw materials will be collected or purchased, from
whom, when, how much will be the price, what other conditions will be; everything is
determined by the Purchase Department.

II. Manufacturing Department

Manufacturing/Production Department consists of factory. Factory Manager is the head of this
sector. All materials bought by purchase department are processed in the factory and finished
goods are made here.

III. Accounts Department

This department keeps all the records of financial transaction. This department manages all the
accounts of all of the Depots. The balances of their accounts are always updated by this
department.

IV. Distribution Department

Distribution Department manages the distribution system of all products and has the record of
central storage. This department is responsible for supplying products up to depots. This
department collects the demand of several depots. According to central storage record of
finished goods, Distribution Department supplies demanded products to associated depots.
General distribution flow of Amrita Consumer Food Products Ltd. is as follows:

Central Storage

25
 Depots

Dealer/Distribution Point

Retail Outlet/Wholesaler

Consumers

Figure 6: General distribution flow of Amrita Consumer Food Products Ltd.

Figure 7: Hierarchy of Sales Team

This department manages sales by its sales team. SR collects order from retailers and he
submits it to the dealer of that area. It means sales department collects orders i.e. gather
demands and this demand is fulfilled or supplied by Distribution Department. TSM handles
some SRs and the Regional Manager of that region handles some all the TSMs of a Region.
The Head of Marketing and Sales Operation direct all RMs of the company.

26
 Chapter 4
Overview of job responsibilities as an intern
4.1 Essence of My Activities
As mentioned in the earlier part of the report, during my internship period, I have had the
opportunity of working in all the departments. The manner in which I was rotated from one
department to another was very helpful. This is because my works in most of the departments were
scheduled in a manner where there was a link and a continuity of the tasks of the former department
with that of the new department that I was engaged in. As mentioned before, all the departments of
Amrita Consumer Food Products Ltd. are closely interlinked with one another thus by working in
this manner; it enabled me to get a better and a clearer idea of how the organization functions
overall. Although a significant amount of time was spent for learning by observing how each of
these departments work, I however had a number of job responsibilities assigned which I had to
perform during the period of my internship.

4.2 Staying with Field Level Officer

I was with a field level sales officer, who is also known as Sales Representative (SR), in the
marketplace to see the market condition for some days. On these days I have learned the system
how the orders of resellers are taken by the SRs. I went with SRs to several retail stores and
asked them what products were needed and also convinced retailers by offering trade
promotion. The SR said to retailers if they order a certain amount say 15000 tk of a or a few of
fixed categories of products like spice and oil, they will get some gift like umbrella, mug, tool,
bedsheet or electric fan etc. These trade promotions were launched before Eid-Ul-Fitre. I have
seen that SRs have to wait for taking orders from retailers as they remain busy with customers
in selling goods.

SRs take orders in a catalogue which is used as a memo, although it is not memo. At the end
of the day the SR sum up the total products' orders in a single memo and at the next morning,
they submit this memo to the distribution point (Dealer) who will supply the products by DSRs.

4.3 With DSRs

I also was with some delivery man known as Delivery Sales Representatives: DSRs. I went to
some dealer or distribution point both in urban and rural area.

27
 4.1.1 Urban Area
I was with DSRs in urban area for few days. There in the morning of each day SRs submit the
order sheets to the dealer. Dealer gives it to the DSRs to load a delivery van (distribution
vehicle) with the ordered products. Sometimes the dealer own-self-help the DSRs in this task.

DSRs get the ordered products out from the storehouse by matching with the summarized order
memo. At the time of taking the products into van, dealer wrote down the amount of unit
products by products that had been taken out from the storehouse on a net-sale-sheet in a certain
column.

Then I started with the DSR to see how products are delivered to retailers. Here I have seen
that the DSR deliver the products by matching with the individual order memo. Then he
collected a signature of the retailer on the memo because this memo will be used in collecting
money from the retailer. Some retailers were not present at that time i.e. their shop was closed.
This was a disturbance because DSR would have to come again to that retailer or he can put
the products to the next retailer at their own risk. However, in urban area delivery of goods is
relatively easy compared with the rural area.

4.1.2 Rural Area

Order submission system to the distribution point, loading the delivery van by matching with
summarized order memo, keeping records of outbound-inbound or delivered-undelivered
products are the same as urban area. However, in case of rural area, many tasks are different
and sometimes very hard compared to that of in urban area.

I went Kalizira, Mogor and Shatpakia remote market to help and learning something from rural
DSR that to see what realities, mainly difficulties are there and how these difficulties are
handled.

In rural area, retailers ordered products to SR. But when delivery man goes with products to
deliver to them, they were absent means their shops were closed. And I have heard from DSR
that generally this type of situation occurs. Normally they are shopkeeper and farmer at the
same time. So, they went to work in the field after closing the shop.

In this situation, DSR waited for some time for the arrival of the shopkeepers. After sometime,
the deliveryman tried to contact with the shopkeepers. In some stores, phone number of the
shopkeeper was given at the front side of the store. DSR dialed that cell phone number.
Sometimes, the phone was switched off. Then we asked the nearby villagers if they had seen

28
the shopkeepers. Several times the DSR called the shopkeepers from field and delivered the
products. Sometimes also didn't seen the retailers and we left that place after waiting for some
time. The DSR had to come again to that retailer.

4.4 Preparing and managing the Order Processing System (OPS)

While working with the Marketing and Sales Department, I was assigned to prepare the
documents required for the OPS and carry out some documentation work related to the OPS.
There are mainly three steps in the OPS. Firstly, the money receipt has to be prepared. Secondly
the purchase order is required to be prepared followed by the preparation of the delivery report.
Once it was done, all these entries had to be re-checked before storing this information in the
software used especially by the sales department for keeping a track of their sales figures.

4.5 Involved with the setting of the HR department

I worked with the HR management team solely for three weeks at a stretch. As mentioned
earlier there was no established HR Department, there was only few employees who works all
HR activities as like a team, which gave me a chance to learn as well as participate in the tasks
of the HR. I was involved with a number of tasks. First of all, I helped to sort out CVs of
potential candidates applying for various job positions in Amrita Consumer Food Products Ltd.
I was also assigned to contact some of the candidates to inform them about their interview dates
and later their results.

4.6 Visiting Dealer Point with TSM

Consumers get products from retail outlets. Retailers get from dealer points by giving orders
to SR. Dealers get products from Depot which is a large storage of products to serve the whole
region. The depot of Barisal region is located near the Barisal Office of Amrita Consumer Food
Products Ltd. at Amrita Lal Dey Road (Hospital Road), Barisal.

Here is an account section for this depot. Each dealer has an account in the depot account
section. Dealers/Distributors deposit money to the central account by cash or through bank.
Then this money is added to the specific account of associated distributor. I have seen that
Distributor/Dealer, SR, TSM and even sometimes RM sit together to prepare demand sheet of
a distribution point. Distributor sends this demand sheet to the Depot of that region asking for
providing goods against his account.

29
 4.7 Observing Depot
After getting the demand sheet from the dealer/distributor, depot authority check the balance
of that distributor in their account section to be sure that the distributor has the minimum
required balance at least equal to the price of the total demanded products. Then they check the
products’ balance sheet and make an invoice and provide the dealer with the demanded goods.

In depot there gathers some damaged or date expired products that come from
dealers/distributors. Depot sends these damaged products to the central distribution department
as damage return. Depot will get the loss of damaged goods recovered by the company.
Company will subtract this damaged amount from the amount upon which the depot authority
will get commission.

4.8 Recording and tracking the sales call from the distribution channel
There are a number of participants present in the distribution network Amrita Consumer Food
Products Ltd. While working with the logistics and distribution department of Amrita
Consumer Food Products Ltd., I was involved in recording and tracking down the sales calls
of the clients.

4.9 Report on price analysis and price fixation

While working in the Marketing and Sales department, I had to collect reports and data from
other departments to complete filling the data sheet. After that, I had to make a comparative
and an analytical report based on the pricing of the organization.

4.10 Worked with CSR marketing team

Amrita Consumer Food Products Ltd. donated money for Amrita Lal Dey College, they donate
money for orphanage, building Madrashsa, Temple and help people at the time of natural disasters
I worked with the team who was responsible for planning and implementing this activity. I learnt
about some ways of planning a CSR activity.

30
 Chapter: 5
Theoretical Background Part
5.1 Introduction:
Employee is an essential component in the process of achieving the mission and vision of a
business. Employees should meet the performance criteria set by the organization to ensure the
quality of their work. To meet the standards of organization, employees need a working
environment that allows them to work freely without problems that may restrain them from
performing up to the level of their full potential. The objective of this research paper is to
analyses the impact of working environment on employee job satisfaction.

5.1.1 Job Satisfaction:

Job satisfaction is a complex and multifaceted concept which can mean different things to
different people. Job satisfaction is usually linked with motivation, but the nature of this
relationship is not clear. Satisfaction is not the same as motivation.
Job satisfaction is more of an attitude, an internal state. It could, for example, be associated
with a personal feeling of achievement, either quantitative or qualitative (Mullins, 2005)
Job Satisfaction can be an important indicator of how employees feel about their jobs and a
predictor of work behaviors such as organizational citizenship, absenteeism, and turnover.
Further, job satisfaction can partially mediate the relationship of personality variables and
deviant work behaviors. (Mishra, 2013)

Job satisfaction is the positive and negative attitude towards the job of employee. There are
some common factors like security of their existing job, employee’s autonomy, and salary and
other facilities, working environment and schedule, career improvement opportunity,
performance appraisal process and evaluation etc. which always contribute directly and
indirectly to the employees mind as well as performance of the organization (Sarker, Sultana,
& Prodhan, 2017). It is beneficial for firms to provide flexible working environment to
employees where they feel their opinions are valued and they are a part of the organization.
Employee moral should be high as it will be reflected in their performance because with low
morale, they will make lesser efforts to improve.

5.1.2 Work Environment:

Work environment have numerous properties that may influence both physical and mental
wellbeing. A good workplace is checked by such characteristics as competitive wages, trusting

31
relationship between the employees and management, equity and fairness for everyone, and a
sensible work load with challenging yet achievable goals. (Agbozo; Owusu; Hoedoafia;
Atakorah;, 2017)
(Bakotic & Babic 2013) found that for the workers who work under difficult working
conditions, working condition is an important factor for job satisfaction, so workers under
difficult working conditions are dissatisfied through this factor. To improve satisfaction of
employees working under difficult working conditions, it is necessary for the management to
improve the working conditions. This will make them equally satisfied with those who work
under normal working condition and in return overall performance will increase.
High level of job satisfaction in anesthetists correlates with interesting work demands and the
opportunity to contribute skills and ideas. To improve job satisfaction, more attention should
be paid to improving working conditions, including control over decision-making, and
allowing anesthetists to have more influence on their own work pace and work schedule (Kinzl,
et al., 2005)
The independent variable in this research is the working environment in which the employees
are working within an organization and the dependent variable is the Job satisfaction of
employees. Working environment includes the working hours, job safety, job security,
relationship among employees, esteem needs of employees and the influence of top
management on the work of employees.

5.2 Literature Review:

The definition for the dependent variable (job satisfaction) and all of the four independent
variables of work environment (safety, relationship with co-workers, work-life balance, and
motivation) for this research are justified as below:

5.2.1 Job Satisfaction: (Dependent variables)

Grounded on evaluation among analysis of literature in job satisfaction, many researchers
have defined job satisfaction differently. (Agbozo; Owusu; Hoedoafia; Atakorah;, 2017)

Job satisfaction is known as a person’s feeling towards the job. The findings of a Danish study
suggest that a firm can increase its productivity through the improvement of physical
dimensions of work environment (internal climate) and may have a positive impact on firms’
productivity. (Buhai; Cottini; Nielsen, 2008) Happy employees are productive employees.
(Saari & Judge, 2004)

32
Job satisfaction is more an attitude, an internal state. It could, for example, be associated with
a personal feeling of achievement, either quantitative or qualitative." There are different aspects
to job satisfaction, like as- Individual elements, Social elements, Cultural elements,
Organizational elements, Environmental elements (Salunke, 2015)
The concept of job satisfaction can be defined in various ways since different authors tend to
have different point of views. Job satisfaction is a positive attitude resulting from the perception
of one’s job as fufill one’s need. (Locke & E.A, 2003)

5.2.2 Work Environment (Independent variables)

An attractive and supportive work environment is critical to job satisfaction. A quality work
spot is fundamental to keep workers on their various task and work effectively. (Agbozo;
Owusu; Hoedoafia; Atakorah;, 2017)
A work environment is made up of a range of factors, including company culture, management
styles, hierarchies and human resources policies. Employee satisfaction is the degree to which
employees feel personally fulfilled and content in their job roles (Salunke, 2015).Working
environment has also established to be a strong influence on the job satisfaction of employees.
A healthy working condition, healthy employee supervisor relationship is very important factor
for employee’s increased job satisfaction, because of poor working environment, employees
might feel dissatisfied (Neog & Barua, 2014)
According to (Salunke, 2015) there are four main characteristics for work environment. Firstly,
it is about the apparent and communication. Secondly, work environment is about the stability
of work and personal life. Thirdly, work environment should be impartial. Fourth one is the
work environment should promote consistency. According to (Jain & Kaur, 2014) work
environment can be divided into three classifications. The three classifications included
physical, mental, and social environment.

5.3 Review of Relevant Theoretical Framework

Figure 8: Conceptual Framework of Work Life Balance, Job Stress and Job Satisfaction ( Saeed &
Farooqi, 2014)
33
The model above explained the relationship of work-life balance and job stress towards job
satisfaction. For the research done by ( Saeed & Farooqi, 2014) job stress and work-life balance
are the independent variables that were used to test on their influence on job satisfaction. A
total of 171 respondents within 21 years old to 50 years old involved in the study.
According to the research result, the researchers found that there is a positive relationship
between work-life balance and job satisfaction. They explained that increase in work life-
balance as perceived by an individual will be eventually increasing his or her job satisfaction
( Saeed & Farooqi, 2014)

Figure 9: Conceptual Framework models showing the correlational links (Ismail; Gani; Sinring;
Mapparenta;, 2015)

The model shown above described the relationship between organizational culture,
competency, motivation, apparatus performance, and job satisfaction respectively. The
apparatus performance which also been described as the employee performance by (Ismail;
Gani; Sinring; Mapparenta;, 2015) is served as both the independent variable and the mediator
between organizational culture, competency and motivation to job satisfaction.
There are total samples of 322 employees of UK companies took part in the study. From the
result of this study, it was shown that the relationship for the organizational culture on
employee performance and job satisfaction; competency on employee performance and job
satisfaction; motivation on employee performance and job satisfaction are positive and
significant. Most importantly, the result of this research proven that there is a positive and
significant relationship between motivation and job satisfaction. (Ismail; Gani; Sinring;
Mapparenta;, 2015)

34
 Chapter: 6
Conceptual Frame work and Research Methodology

6.1 Research Questions

Before proceeding to the following chapter of this research, the research questions are provided
as below:
 Does Top management have a significant relationship with job satisfaction of
employees in Amrita Consumer Food Products Ltd.?
 Does safety have a significant relationship with job satisfaction of employees in Amrita
Consumer Food Products Ltd.?
 Does relationship with co-workers have a significant relationship with job satisfaction
of employees in Amrita Consumer Food Products Ltd.?
 Does work-life balance have a significant relationship with job satisfaction of
employees in Amrita Consumer Food Products Ltd.?
 Does motivation have a significant relationship with job satisfaction of employees in
Amrita Consumer Food Products Ltd.?
 Does work environment (safety, relationship with co-workers, work-life balance, and
motivation) have a significant relationship with job satisfaction of employees in Amrita
Consumer Food Products Ltd.?

6.2 Proposed Theoretical / Conceptual Framework

This paper focused on there is a strong relationship between employee job satisfaction and
work environment consisted with top management, safety, job security, and working hours,
relationship with coworkers, work life balance and motivation.

35
 Figure 10: Conceptual framework and associated with hypothesis

From the literature review on Job satisfaction a conceptual model has been outlined in figure
that has been developed and tested in this study. The proposed theoretical framework shown
above consisted of the independent variable of work environment (top management, safety,
relationship with co-workers, work-life balance, and motivation) and the dependent variable,
which is job satisfaction. Such hypotheses are:

6.3 Hypotheses of the Study

6.3.1 Hypothesis 1
Top management are important factors which affect job satisfaction in business organization.
At this point what expect the employees from the supervisors is one of the most important
questions to be answered. Business Organizations which want to be successful and effective,
must determine vision and mission and look after human and organizational structure while
they control competitive structure in the market and try to be a successful actor. Corporate
citizenship is tightly coupled to job satisfaction. ( Tepret & Tuna, 2015)
36
H0: There is no significant relationship between Top management and job satisfaction of
employees in Amrita Consumer Food Products Ltd.
H1: There is a significant relationship between Top management and job satisfaction of
employees in Amrita Consumer Food Products Ltd.

6.3.2 Hypothesis 2
(Gyekye, 2005) also found that safety is positively link to job satisfaction. When the
workplace safety tend to by high, the employees under the circumstances are more likely to
have a higher job satisfaction. Other than that, organizations that practice excellent safety
policies will reduce their operating cost, since there are less unsafe events will be occurred.
(Nordlöf, 2015) found that when employees are eager to achieve a specific target to gain some
incentives in reciprocate, they are likely to prioritize the potential incentives over the workplace
safety. This mind-set will be causing the employees to conduct unsafe act without giving a
second thought on the consequences of the unethical conduct. Due to the fact that there are
contrasting opinions from different researchers, this study is carried out to examine the
relationship between safety and job satisfaction.
According to (Benjamin, 2014), some employees considered safety in the workplace is the most
vital factor that affects their job satisfactions. Organization that considered safety in the work
environment will eventually reduce or even prevent the occurrence of any safety risk, harm and
danger that employees might face in the workplace ( Yusuf & Eliyana, 2012).
H0: There is no significant relationship between safety, and job satisfaction of employees in
Amrita Consumer Food Products Ltd.
H1: There is a significant relationship between safety and job satisfaction of employees in
Amrita Consumer Food Products Ltd.

6.3.3 Hypothesis 3
The study of (Parvin & Kabir, 2011) provided that relationship with co-workers is one of the
strongest determinants that will be influencing job satisfaction. When employees feel happy
working with their co-workers, they tend to have high job satisfaction. In contrast, when employees
feel unhappy working with their co-workers, they will have low job satisfaction. Good relationship
with co-workers will lead to high employees’ job satisfaction. Regarding on the study conducted
by (Lin & Lin, 2011), the researchers mentioned that the better the leader-member relationship
and peers’ interactions, the better the level of job satisfaction will be experienced by the employees.

37
H0: There is no significant relationship between relationship with co-workers and job
satisfaction of employees in Amrita Consumer Food Products Ltd.
H1: There is a significant relationship between relationship with co-workers and job
satisfaction of employees in Amrita Consumer Food Products Ltd.

6.3.4 Hypothesis 4
Nowadays, employees’ job satisfaction is closely related to the business operation. ( Saeed &
Farooqi, 2014) found that work-life balance has a notable linkage to job satisfaction.
(Bojadjiev, Petkovska, Misoska, & Stojanovska, 2015) showed a similar result as what the
other researchers found from their research regarding the same topic. The researchers
emphasized that employees that are satisfied with the workplace factor such as recognition,
salary, responsibility and relationship with co-workers are having a greater tendency of
experiencing a higher level of job satisfaction. In other words, good relationship with co-
workers will lead to high employees’ job satisfaction. Regarding on the study conducted by
(Lin & Lin, 2011), the researchers mentioned that the better the leader-member relationship
and peers’ interactions, the better the level of job satisfaction will be experienced by the
employees. People nowadays tend to feel that they should prioritize their job activities over
non-job activities. Due to the fact that there are contrasting opinions from different researchers,
this research is conducted to test on the relationship between work-life balance and job
satisfaction.
H0: There is no significant relationship between work-life balance and job satisfaction of
employees in Amrita Consumer Food Products Ltd.
H1: There is a significant relationship between work-life balance and job satisfaction of
employees in Amrita Consumer Food Products Ltd.

6.3.5 Hypothesis 5
Nowadays, issues regarding motivation that employees received in work place and their job
satisfaction gained huge interest from numerous fields of studies. Motivation is served as the major
element in achieving organization objectives (Barzoki, Attafar, & Jannati, 2012). Employees with
high motivation show positive attitudes and behaviors while carrying out their jobs. This research
is vital and need to be carried out in order to explore on the relationship between motivation and
job satisfaction.
H0: There is no significant relationship between motivation and job satisfaction of employees
in Amrita Consumer Food Products Ltd.

38
H1: There is a significant relationship between motivation and job satisfaction of employees in
Amrita Consumer Food Products Ltd.

6.3.6 Hypothesis 6
Job satisfaction is the positive and negative attitude towards the job of employee. There are
some common factors like security of their existing job, employee’s autonomy, salary and other
facilities, working environment and schedule, career improvement opportunity, performance
appraisal process and evaluation etc. which always contribute directly and indirectly to the
employees mind as well as performance of the organization (Sarker, Sultana, & Prodhan, 2017)
A healthy working condition, healthy employee supervisor relationship is very important factor
for employee’s increased job satisfaction, because of poor working environment, employees
might feel dissatisfied (Neog & Barua, 2014)
H0: There is no significant relationship between work environment (safety, relationship with
co-workers, work-life balance, and motivation) and job satisfaction of employees in Amrita
Consumer Food Products Ltd.
H1: There is a significant relationship between work environment and job satisfaction of
employees in Amrita Consumer Food Products Ltd.

6.4 Research Tool:

 The research tool is a detailed structured Questionnaire filled by the Owners/ Marketing
Heads/ Managing heads of the firms and lower level employees.
 The Research tool comprises of five point Likert scale questions (where 1= Strongly
Disagree, 2=Disagree, 3= Undecided, 4= Agree and 5= Strongly Agree), multiple-choice
questions, check-list questions as well as few open-ended questions to gather the respondent’s
views on few important issues.
 Data was collected using the one-to-one approach as an interactive discussion through
personal contact.

6.4.1 Equation:
𝐘 = 𝛃𝟎 + 𝛃𝟏𝐗𝟏 + 𝛃𝟐𝐗𝟐 + 𝛃𝟑𝐗𝟑 + 𝐁𝟒𝐗𝟒 + 𝛃𝟓𝐗𝟓 + 𝛍
X= Independent Variables
X1= Top Management
X2= Safety, Job Security, Working Hours.
X3= Relationship with Co-Workers
X4= Work Balance Life
39
 X5= Motivation
β0=Constant
Y̅= Employee Job Satisfaction

6.5 Research Methodology (Research Sample and Data collection)

In order to experiment six (6) hypotheses and achieve the objectives of this research structured
questionnaire had been applied to gather primary data for analysis and interpretation. However this
questionnaire is composed of 38 questions that personate all the variables of this paper. In this study
as a researcher had been developed research tool that comprises of five point likert scale question
(where 5= Strongly Agree, 4= Agree, 3= Undecided, 2= Disagree, 1= Strongly Disagree) to gather
the respondents view of a few important issues. However a random sample (n=200) was selected
.The analysis of data is divided into three main section; Descriptive Statistics (Mean, Standard
deviation, Standard error mean,); Inferential Statistics (Factor analysis, Reliability test, inter-item
correlation matrix); to find the linkage between Job Satisfaction and selected working environment
by using SPSS (Statistical Package for Social Science)-16.
Organizations operating locally were personally visited and the questionnaires were disseminated
to the officer / officials and others employees of these organizations. Results were engrossed for
further analysis by using several statistical techniques. Before hypotheses testing, data purification
was carried out.
To conduct the data analysis at first mean scores of job satisfaction and expectation of all selected
outcomes top management, safety, job security, work life balance, relationship with coworker and
motivation were calculated and then finally score were determined. Then hypothesis regarding this
paper were tested by Co relation matrix through SPSS-16 Program. The elements provided a valued
source for data gathering and measurement as their reliability and validity have been verified
through research review.

40
 Chapter: 7
Data Analysis and Research Findings / Result and Discussion

7.1 Data Analysis:

Data analysis is consisted with Descriptive statistics, Inferential Statistics and Coefficient value
to find the linkage between Job Satisfaction and Working Environment.

7.2 Respondents Socio-demographic Characteristics:

Background Characteristics Number of Respondent Percentage

Gender

Male 90 45%

Female 110 55%

Marital status

Married 120 60%

Unmarried 50 25%

Single 30 15%

Age

Bellow 25 years 20 10%

25-29 years 86 43%

30-34 years 76 38%

Above 34 years 18 9%

Education

SSC 24 12%
HSC 46 23%

Honours 12 6%

Masters 64 32%

Others 54 27%

Employment

Bellow 5 years 40 20%

41
 5-9 years 94 47%

Above 10 years 66 33%

Job level

Managerial 80 40%

Non-Managerial 120 60%

Table 1: Demographic Characteristics of respondents

In the table 1 exhibit socio demographic features of the respondent who had participated in the
survey. It is found that 45% of respondents are male and only 55% of them are female, included
them 60% are married and 25% are unmarried and 15% are single. In this survey most of the
respondents are doing non managerial job and among them about 43% employees age is
between 25-29 years and only 9% are above 34 years. However, 32% of the respondents had
their educational background is Master’s degree only 32%. Majority of the respondents at
management level has more than 5 years of job experiences.

7.3 Descriptive Statistics:

Descriptive statistics was done to get an overview of the sample (n=200) selected, using various
frequency distribution analysis, standard deviation, factor loading, standard error and reliability
test.

One Sample Statistics Factor Loading Cronbach Alpha

(Communalities)

N Mean Std. Std.Error Raw Cronchbach Cronbac

Deviation mean Alpha h Alpha
Initial Extraction
if Item
Deleted

Job Satisfaction

Jb 1 200 4.1800 .80050 .05660 1.000 .831 .785

Jb 2 200 4.0250 .72595 .05133 1.000 .879 .656

Jb 3 200 4.0400 .76900 .05438 1.000 .835 .658

Jb 4 200 3.9450 .76479 .05408 1.000 .625 .770

Jb 5 200 4.0350 .73926 .05227 1.000 .787 .784 .670

42
Jb 6 200 4.0800 .75262 .05322 1.000 .861 .648

Jb 7 200 4.2250 .82326 .05821 1.000 .485 .744

Jb 8 200 4.0150 .73994 .05232 1.000 .576 .787

Jb 7 .485

Residual item Jb 8 .576

Top Management

Tm 1 200 4.0400 .76900 .05438 1.000 .862 .609

Tm 2 200 4.3500 .75522 .05340 1.000 .600 .676

Tm 3 200 4.4700 .60075 .04248 1.000 .558 .802

Tm 4 200 4.0800 .75263 .05322 1.000 .886 .741 .605

Tm 5 200 4.0250 .72595 .05133 1.000 .813 .630

Tm 6 200 4.3700 .75228 .05319 1.000 .500 .809

Tm 3
.558
Residual item
Tm 6 .500

Safety, job security and working hours

Sjw 1 200 4.1801 .78785 .05571 1.000 .960 .762

Sjw 2 200 4.1000 .78784 .05570 1.000 .962 .761

Sjw 3 200 4.3400 .76638 .05419 1.000 .562 .874

Sjw 4 200 4.1001 .80050 .05660 1.000 .961 .757

Sjw 5 200 4.0350 .73926 .05227 1.000 .878 .819 .829

Sjw 6 200 4.1802 .80051 .05661 1.000 .961 .758

Sjw 7 200 4.0200 .72264 .05110 1.000 .875 .823

Residual item

Sjw 3 .562

Relationship with Co-Workers

43
 Rcw 1 200 4.1803 .83130 .05878 1.000 .520 .888

Rcw 2 200 4.1804 .80676 .05705 1.000 .663 .905

Rcw 3 200 4.0300 .72922 .05156 1.000 .986 .763

Rcw 4 200 4.0251 .72595 .05133 1.000 .995 .841 .761

Rcw 5 200 4.0351 .73243 .05179 1.000 .990 .764

Rcw 6 200 4.0201 .72264 .05110 1.000 .995 .765

Residual item: Rcw 1 .520

Work Life Balance

Wlb 1 200 1.6550 .62283 .04404 1.000 .524 .719 .859

Wlb 2 200 4.8050 .39719 .02809 1.000 .600 .790

wlb 3 200 4.2050 .77846 .05505 1.000 .976 .646

Wlb 4 200 4.1804 .78785 .05571 1.000 .988 .600

wlb 5 200 4.1805 .78786 .05572 1.000 .980 .610

Residual item: Wlb 1 .524

Motivation

M1 200 4.0353 .77899 .05508 1.000 .883 .751 .628

M2 200 4.0651 .78349 .05540 1.000 .856 .624

M3 200 4.0400 .74240 .05251 1.000 .782 .664

M4 200 4.0303 .72923 .05157 1.000 .881 .632

M5 200 4.0100 .75681 .05351 1.000 .600 .786

M6 200 4.1150 .73106 .05169 1.000 .633 .854

Table 2: Descriptive Analysis Result

The table 2 shows that the items were significant and loading score more than .60 and
standard error value is from .20 to .57 and all item loading is more than standard error.

Here the first factor of the research is Job Satisfaction (Dependent Variable) and it has eight
factors related with the job satisfaction of employee of Amrita Consumer Food Products Ltd.
The variable is included with Encouraging employees (Jb1), Advantages and disadvantages (Jb

44
2), Available information (Jb3), Physical working conditions (Jb 4), Current maintenance of
the building (Jb5), The hygiene maintenance (Jb 6), Effective uses of strengths and abilities (Jb
7), and satisfaction of work (Jb 8). There were two questions that were deleted from the factor
matrix due to single factor loading. This factor has a reliability of 0.784(α=.78) which is
consider as a good reliability. The second variable is top management which included six
questions like as Supervisor provides sufficient information (Tm1), Reasonable expectations
of work(Tm2), Trust in fellow co-workers (Tm3), Genuine interest in receiving, reviewing, and
integrating opinions & ideas from employees(Tm4), Trust in the Head of the Department(Tm5)
and Responsibility in the organization(Tm6). There were two questions that were deleted from
the factor matrix due to single factor loading. This factor has a reliability of 0.741(α=.74) which
is consider as a good reliability.

The third variable is top management which included seven questions like Responsibilities are
for the work place safety (Siw1), Take care of safety problems (Sjw2), Organization meet
expectation (Sjw4), Trust among employees (Sjw5), Conflict resolution skills (Sjw6), and
working hours (Sjw7). There was one question that was deleted from the factor matrix due to
single factor loading. This factor has a reliability of 0..819(α=.81) which is consider as a good
reliability.

The fourth variable is Relationship with Co-Workers which included six questions like
Colleagues are helpful and friendly (Rcw1),Department collaborates effectively with other unit
or departments(Rcw2),Easy to get along with my colleagues (Rcw3),Career advancement
opportunities(Rcw4), Management and professional skills of immediate supervisor (Rcw5),
Communication between the immediate supervisor and employees satisfactory (Rcw6).There
was one question that was deleted from the factor matrix due to single factor loading. This
factor has a reliability of 0.841(α=.84) which is consider as a good reliability. The fifth variable
is Work Life Balance which included five questions. There was one question that did not
satisfied the factor value so the question was deleted from the factor matrix and this factor has
a reliability of 0.719(α=.71) which is consider as a good reliability.

Here the last variable is Motivation and the reliability is 0.751(α=.75) that has good reliability
and there was no residual item. Here was no item deleted.

45
7.4 Reliability analysis:
Reliability analysis is related to the assessment of the degree of consistency between multiple
measurements of a variable, and could be measured by Cronbach Alpha coefficient
composite reliability (Hair, Black, Babin,Anderson & Tatham, 2010)

Reliability Statistics

Cronbach's Alpha N of Items

.883 6

Table 3: Reliability test result

According to this paper reliability of the item of variable is measured by Cronbach Alpha .In
this paper there are six variables names as Job Satisfaction (JB) , Top management (TM) ,
Safety, job security and working hours (sjw) , Relationship with Co-Workers (rcw) , Work Life
Balance (wlb) and Motivation (M).Cronbach Alpha Values was calculated over .80 for all the
variables which shows there is reliability in the item of the variable .This Alpha score is
acceptable which indicates that item within the variable are interrelated and there was
relationship among the items.

Table 06: Correlations between HRM practices and organizational

commitment
Param. 1 2 3 4 5 6
1 1.000
2 .874** 1.000
3 .699** .536** 1.000
4 .800** .753** .521** 1.000
5 .274** .085** .776** .060** 1.000
6 .862** .809** .492** .811** ..049** 1.000
Table 4: Inter matrix correlation results

As shown in the table, this study showed that of entire construct were above the suggested level
of p<0.05.Correlation analysis was conducted to determine the relationship of working
environment components (Top management (TM) , Safety, job security and working hours
(sjw) , Relationship with Co-Workers (rcw) , Work Life Balance (wlb) and Motivation (M))
and job satisfaction which revealed that all the variables has significant positive relation with
the job satisfaction as Top management r1 = .874 ,p< 0.05, Safety, job security and working
46
hours r2 = .699 , p< 0.05, Relationship with Co-Workers r3 = .800 , p< 0.05, Work Life Balance
r4 = .247, p< 0.05, Motivation r5 = .862, p< 0.05. Thus the measure significantly associated
with each other.

7.5 Regression Analysis:

In this research, MLR test has been used to measure a few independent variables to explain
the variance in the dependent variable.
H0: There is no relationship between work environment (Top management, safety, relationship
with co-workers, work-life balance, and motivation) and job satisfaction of employees in Food
manufacturing industry.
H1: There is a significant relationship between work environment (Top management, safety,
relationship with co-workers, work-life balance, and motivation) and job satisfaction of
employees in Amrita Consumer Food Products Ltd.

Model Summary

Adjusted R
Model R R Square Square Std. Error of the Estimate

1 .948a .899 .896 .14836

a. Predictors: (Constant), Motivation, Work Life Balance, Top management, Relationship

with Co-Workers , Safety, job security and working hours
Table 5: Model summary result

The R-square illustrate the extent of the value or percentage to which the independent variables
are able to describe the variation in the dependent variable. R-square for this research study is
0.899, can be interpreted as the independent variables (safety, relationship with co-workers,
work-life balance, and motivation) are able to explain 89.90% of the variation in the dependent
variable (job satisfaction). The remaining 10.10% is left unexplained in this research study.

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 37.880 5 7.576 344.219 .000a

Residual 4.270 194 .022

Total 42.150 199

a. Predictors: (Constant), Motivation, Work Life Balance, Top management, Relationship with Co-
Workers , Safety, job security and working hours

47
 ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 37.880 5 7.576 344.219 .000a

Residual 4.270 194 .022

Total 42.150 199

b. Dependent Variable: Job satisfaction

Table 6: Anova table result

The ANOVA tells us whether our regression model explains a statistically

significant proportion of the variance. In refer to Table the p-value <0.05 which is (.000).
Thereby, it indicates that the F-statistic is significant. The model of this study is able to describe
the relationship between independent variables (Top management, safety, working hours and
security, relationship with co-workers, work-life balance, and motivation) and the dependent
variable (job satisfaction). This indicates that every of the independent variables are able to
explain the variance in job satisfaction significantly. Thus, the alternate hypothesis (H1) is
supported by the data and null hypothesis is rejected.

Coefficientsa

Unstandardized Standardized
Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 Intercept .196 .141 1.391 .166

Top management .335 .041 .350 8.128 .000

Safety, job security and

.350 .052 .407 6.683 .000
working hours

Relationship with Co-

.047 .035 .057 1.322 .188
Workers

Work Life Balance -.114 .049 -.118 -2.333 .021

Motivation .308 .042 .339 7.387 .000

a. Dependent Variable: Job satisfaction

Table 7: Regression analysis table

48
The regression analysis is performed to determine the impact of top management, Safety, Job
security and work hours, relationship with coworkers, workplace relations and motivation on
job satisfaction. The regression result reveals that work environment has a statistically
significant impact on job satisfaction, R=0.948, β0=0.196, t=1.391, p < 0.05.
The value of R 94.8% showing that there is a positive linear relationship between working
environment and job satisfaction. Furthermore, the result also shows that the work environment
explains89.9% proportion of variation in job satisfaction that is R2. The value of F=344.219 is
statistically significant as P<0.05.And the value of t=1.391 is also statistically significant so
we will reject our null hypothesis.
By referring to Table the independent variables (Top management, safety, security, working
hours, relationship with co-workers, work-life balance, and motivation) are proven to be having
a significant relationship with the proposed dependent variable (job satisfaction). Since the p-
value for Top management of 0.000 is less than the alpha value of 0.05, here top management
is proven as significant to predict the dependent variable (job satisfaction). The p-value for
Safety, security and working hours is 0.000 which is below the alpha value of 0.05. Therefore,
Safety, security and working hours is proven as significant to predict the dependent variable
(job satisfaction).

P-value of Relationship with coworkers is .188 and is not less than .05 and it shows the negative
relation with job satisfaction and hypothesis 3 has significantly affected. Work-life balance is
significant to predict the dependent variable (job satisfaction) as well since that its p-value of
0.021 is less than than the alpha value of 0.05. Besides, motivation is proven to be significant
in predicting the dependent variable (job satisfaction) as well since that the p-value for
motivation of 0.000 is below the alpha value of 0.05.

7.5.1 Regression Equation:

X= Independent Variables
X1= Top Management
X2= Safety, Job Security, Working Hours.
X3= Relationship with Co-Workers
X4= Work Balance Life
X5= Motivation

β0=Constant
49
Y̅= Employee Job Satisfaction
𝐘 = 𝛃𝟎 + 𝛃𝟏𝐗𝟏 + 𝛃𝟐𝐗𝟐 + 𝛃𝟑𝐗𝟑 + 𝐁𝟒𝐗𝟒 + 𝛃𝟓𝐗𝟓 + 𝛍

Y=0.196+.335X1+0.350X2+0.047X3+(.114)X4+.308X5

In this research, Safety, Job security and working hours with its estimate value of β=0.350 is
the strongest predictor variable to the variation of the dependent variable (job satisfaction) as
compared to the remaining predictor variables (Top management, relationship with co-workers
and motivation). Top management has the second highest contribution with the parameter value
of β=.335. Subsequently, motivation with the parameter estimate value of β=0.308 has the third
highest contribution among the five independent variables to the variation in the dependent
variable (Job Satisfaction).

Relationship with co-workers has the lowest contribution of predictor variable to the variation
of the dependent variable (job satisfaction) since that its value of parameter estimate is β=0.047,
which is the lowest as compared to the other predictor variables.
Lastly, Work life balance has negative beta value β= -.114 and work life balance have negative
correlation with job satisfaction p<.05 so it is statically significant.

Relation Hypothesis Output

Relation H0 There is no significant Result shows that p value is less than .05
1 relationship between Top (table), So we accept the alternative
management and job hypothesis and reject the null hypothesis
satisfaction of employees in and concluded that there is a significant
Amrita Consumer Food relationship with job satisfaction and Top
Products Ltd. management in Amrita Consumer Food
H1 There is significant Products Ltd..
relationship between Top
management and job
satisfaction of employees in
Amrita Consumer Food
Products Ltd.
H0 There is no significant Result shows that p value is less than .05
relationship between safety, (table) ,So we accept the alternative

50
Relation job security and working hypothesis and reject the null hypothesis
2 hours and job satisfaction in and concluded that there is a significant
Amrita Consumer Food relationship with job satisfaction and
Products Ltd. safety, job security and working hours in
H1 There is significant Amrita Consumer Food Products Ltd..
relationship between safety,
job security and working
hours and job satisfaction in
Amrita Consumer Food
Products Ltd.

Relation H0 There is no significant Result shows that p value is not less than
3 relationship between .05 (table),So we accept the null
relationship with co-workers hypothesis and reject the alternative
and job satisfaction in Amrita hypothesis and concluded that there is no
Consumer Food Products Ltd. significant relationship with job
H1 There is significant satisfaction and co-worker relation in
relationship between Amrita Consumer Food Products Ltd..
relationship with co-workers
and job satisfaction in Amrita
Consumer Food Products Ltd.

Relation H0 There is no significant Result shows that p value is less than .05
4 relationship between (table) ,So we accept the alternative
relationship with work life hypothesis and reject the null hypothesis
Balance and job satisfaction and concluded that there is a significant
in Amrita Consumer Food relationship with job satisfaction and
Products Ltd. work life balance in Amrita Consumer
Food Products Ltd..
H1 There is no significant
relationship between
relationship with work life
Balance and job satisfaction

51
 in Amrita Consumer Food
Products Ltd.

Relation H0 There is no significant Result shows that p value is less than .05
5 relationship between (table), So we accept the alternative
Motivation and job hypothesis and reject the null hypothesis
satisfaction in Amrita and concluded that there is a significant
Consumer Food Products Ltd. relationship with job satisfaction and
motivation in Amrita Consumer Food
H1 There is significant
Products Ltd.
relationship between
Motivation and job
satisfaction in Amrita
Consumer Food Products Ltd.

Relation H0 There is no significant At last we can say that p value is less than
6 relationship between Work .05 (table) ,So we accept the alternative
environment and job hypothesis and reject the null hypothesis
satisfaction in Amrita and concluded that there is a significant
Consumer Food Products Ltd. relationship with job satisfaction and
work environment (top
H1 There is no significant
management,safety,security,coworker
relationship between Work
relation, work life balance and
environment and job
motivation in Amrita Consumer Food
satisfaction in Amrita
Products Ltd..
Consumer Food Products Ltd.

Table 8: Hypothesis result table

7.6 Discussion and findings:

The results of the study have shown a positive relationship between working environment and
job satisfaction. The employees working in Amrita Consumer Food Products Ltd have agreed
that working environment plays a vital role in attaining job satisfaction. As the competition has
increased and business environment is dynamic and challenging, so different organizations in
order to operate up to their maximum potential, have to ensure that their employees are working
in a conducive and friendly environment. Employees are becoming concerned about the

52
working environment, which includes working hours, job safety, & security, relationship with
co-worker, motivation, work life balance, safety security and top management as mentioned in
this study.
The regression analysis result showed that working environment has positive impact on job
satisfaction as R2=89.90% therefore organizations must pay attention towards this element of
the job. The results are supported by (Lee, S. Y., & Brand, J. L., 2005)as their study also had
shown that job satisfaction is increased by conducive working environment. Whereas the
results of this study contradicted with the study results of (Tokuda Y1, Hayano K, Ozaki M,
Bito S, Yanai H, Koizumi S., 2009) and (Rafiq, M., Javed, M., Khan, M., & Ahmed, M., 2012)
that working environment is negatively associated with employees’ job satisfaction whereas
extrinsic rewards are the best motivator to cause job satisfaction.
In our study, it has been represented by top management which also has a significant
Relationship with the job satisfaction (As correlation coefficient value was 0.874 at p<0.05).
The study showed that top management support is positively related to job satisfaction,
however relationship with co-workers doesn’t turn out to have significant relationship with the
job satisfaction in Amrita Consumer Food Products Ltd.
In the modern era, management of workforce has become more difficult because employees
are highly qualified and aware of their rights while working in an organization. Therefore, it is
imperative that the organizations identify the needs of their employees and satisfy them to
ensure effective accomplishment of its goals and objectives. Good working environment
increases employee loyalty, level of commitment, efficiency & effectiveness, productivity, and
also develops a sense of ownership among employees which ultimately increases
organizational effectiveness as well as reduces prohibit cost emerging as a result of dissatisfied
employees.

7.7 Limitations and Discussion for Further Researches

The results of this study show direct and positive relationship between employee job satisfaction
and working environment in Amrita Consumer Food products Ltd. A quantitative technique
(questionnaire) was used as the main method to collect the data this might be considered as a
limitation of this study. Throughout the questionnaire distribution and gathering process, I met a
lot of respondents that gave a very welcoming response, but however, some part of the respondents
were noticed that they are not truthfully willing to take part in the questionnaire survey. In this
study, respondent employees from distinct background such as different age, education level, and
so on. It was noticed that some respondents answer the questions without putting any efforts or just
53
pick neutral as their answer. This reason might be some of the employees could not focus or
impatient want to quickly answer the questionnaire during the non-working hour such as break time
that is precious as perceived by them. This problem was causing the falsification of answers.
Therefore, this causes the problem of missing data for a few questionnaire collected. Those
questionnaires with missing data were either rejected choose the appropriate answer for the
particular respondent based on his or her pattern of answering the other questions. As a result, this
will be reducing the validity and reliability of the research result.
Furthermore, some of the employees are weak in English. Therefore, every questions were read
and explain for them since they could not fully understand the questions by themselves. Thus, this
obstacle was time consuming. Averagely, a single respondent took around 10 minutes to a
maximum of 15 minutes to complete the questionnaire survey. However, when the respondents ask
for help to explain the questions to them, it took an extra 10 minutes to end the surveying process.
Nonetheless, majority of the employees working in the back office such as the managers or white-
collar worker, can actually understand the questions without any problems.
Last but not least, all of these limitations are acknowledged while conducting the research, but it
does not affect the overall comprehensive of findings. However, it acts as platforms for future
research.
Future research that focuses on more than one industry is recommended to overcome the issue of
generalization. This research has limitations and consequently recommendations for future studies.
Then, another limitation is that the present findings are therefore indicative rather than conclusive.

54
 Chapter: 8
Critical observation and recommendation part

Although there was several limitations during the process of conducting the study, it is
completed successfully due to the high commitment and extra efforts to complete the report.

During the period of my internship at Amrita Consumer Food Products Ltd., I have found some
critical areas of the company while working with them. I considered these observations and
suggested some recommendations to the Amrita Consumer Food Products Ltd., to say the
aware of third person view, which they might want to work with in the near future to bring
about some improvements in their working areas.

8.1 Difference between work life and personal life of employee

In the organization there is less relation between job satisfaction and work life balance,
employees are much more busy with their work life and their family life become hampered.

Recommendation:
Management should give employees opportunity to enjoy their family life so that they can
concentrate their work.

8.2 Unestablished Research and Development department:

Today’s world is more competitive. If anyone want to survive in the market it should have built
innovative ideas. As consumer products organization Amrita Consumer Food Products Ltd has
enough competitors in the market and they are enough strong and popular than Amrita. At the
time of working in Amrita I have seen that they have no established Research and Development
department that is harmful for their business.

Recommendations:
To bring an innovative product in the market, a Research and Development department needs
to be established. They should recruit expert for this department and must arrange different
training relevant with their work. And lastly the company can hire an external consultant for a
period of time; that can guide them and help them grow till the department is not established
properly.

55
8.3 Standardized facilities for factory workers
During my visit to the factory of Amrita Consumer Food Products Ltd. and as per my
discussion with the Operations supervisor, I found out that the factory workers are provided
with safety and medical facilities. However after much analysis, I figured out that such facilities
provided to the workers are similar irrespective of the kind of work that each of these workers
was associated with. I personally feel that this may not be helpful for the workers and it has
affected the production.
Recommendations:
I have mentioned this issue to the concerned authorities when I was informed that the
authorities responsible for these areas are already working out ways to provide different kind
of medical, health and security facilitations to their factory workers depending on the nature of
their work.

8.4 Unattractive website

I saw the old website of Amrita Consumer Food Products Ltd. which I think looked a little
unattractive and lacked sufficient and relevant information compared to the website of the top
consumer food companies of the country.
Recommendations:
The new website of Amrita Consumer Food Products Ltd. is under construction. While
working, I had the opportunity of having a glimpse of the new website of the company which
is still under construction. I shared some of my ideas with the team members regarding some
of the things that they could add to their new website so that they can come up with a better
webpage this time, which will be of the same standard at least; if not better than that compared
to their competitors. With the widespread availability of the internet, everything is just a click
away from us and the webpage of a company creates the first impression about the company
in the customer’s mind.

Therefore, it is very important for Amrita Consumer Food Products Ltd. to work hard towards
creating an affirmative impression about their company to the viewers of their website from all
around the Bangladesh.

8.5 Lack of up to date Information

While working with the Customer Service team, I received some e-mails and phone calls which
stressed on some problems of Amrita Consumer Food Products Ltd. which was of similar

56
nature. According to some of the clients, there was unavailability of up to date information
about the company.

Recommendations:
I have discussed about this problem to some of the members of the Customer Service team
because if this problem lingers, then the clients may become dissatisfied with Amrita Consumer
Food Products Ltd. which may result to loss of customers in the long run. One of the main
reasons why this problem is taking place is due to the lack of a proper website of the company.
As long as the new website is not ready, the company should put more emphasis on maintaining
their PR and relations with customers. They should also increase the frequency and the amount
of their news and advertisements being published on newspapers and magazines so that the
clients are always up to date about the company.

8.6 Lack of using modern technology:

During my visit to the factory of Amrita Consumer Food Products Ltd. and as per my
discussion with the Operations supervisor, I found out that the factory workers do their work
manually they don’t use modern technology or machineries for producing products. It is very
time consuming and workers are always in under pressure for fulfill the daily target. They have
no knowledge about technology.

Recommendations:
Increasing the production they must be need to use of modern technology ,and they have to
appoint expert who is known about the uses of modern machinery and arrange training for old
employees so that they can able to use easily and can increase their productivity.

8.7 Miscommunication and misinterpretation of messages exchanged

between an employee and the customer
Amrita Consumer Food Products Ltd. caters to a wide range of customers. While working I
was asked to handle some phone calls of the clients to take their calls for complains and
feedback. While doing this work, I realized that only should each customer be attended
differently over the phone but also the way to communication verbally with the varying type
of customers requires alterations depending on the type and background of the customer. At
times, messages were interpreted incorrectly and some confusion took place due to the inability
to understand the speech of one another over the phone. This can lead to a loss of time and
sometimes to dissatisfaction for both the receiver and the caller.

57
 Recommendations:
To deal with this situation, I would suggest Amrita Consumer Food Products Ltd. to first
increase the number of people working in this department immediately. They should place
employees having varying type of dialect and verbal communication skills. They can assign
employee having the ability to understand different type of dialects of the country (e.g.
Chittagong, Khulna, Barisal etc.) to deal with customers calling from outside Dhaka. This
recommendation may sound very racist but if this is done, then such miscommunication can be
avoided very easily.

8.8 Brand Image

Amrita Consumer Food Products Ltd. is doing a lot of marketing activities all around the
country. They also have an attractive budget to carry out these activities. Judging from an
external’s point of view, I feel that the company should put more stress on reaching out to their
customers and informing them about their business. Before joining Amrita Consumer Food
Products Ltd., I did not know more than half of the things that I know now after working with
them.

Recommendations:
For fast implementation, I have suggested some ideas to the marketing head of the company to
address this problem by using their existing resources. To start with, Amrita Consumer Food
Products Ltd. should publicize more about their activities. They should publish news about
their export activities in newspapers. The company should also inform their customers about
the CSR activities that they are doing so actively for the last couple of years. Amrita Consumer
Food Products Ltd. should also promote their core features of functional benefits in their
advertisements so that customers know that the company may be small but they do not
compromise on the quality of their products.

58
 Chapter: 9
Findings and Conclusion

9.1 Findings:
I have noticed all systems and issues with deep attention during internship program and also
while preparing this report. Thus I have developed some findings and then I have analyzed
those findings, too. We have finally reached to the following findings….

 Relationship with coworkers: From the analysis result I have found that there is negative
relationship with coworkers in the organization. Negative relation have negative impact on
job satisfaction of employee and the production of the organization have been affected for
the reason. Managers must be concern about that matter.

 Market Follower: Amrita is a small company in the consumer sector. It is operating its
business activities in rural areas through three unit; production, sales and accounts. It has
no expert body developing new product or service for rural market. It makes decisions for
product development based on the products of market leaders; Pran, Sajeb ect.
 Cash on Delivery: Amrita is conducting its business activities on cash based. The products
will be delivered to deport point and distributor points after receiving the full amount of
money to the account of the company.
 Opportunities for Rural Marketing: Amrita is small business unit in size. It is the
company of Barisal region, so, it has more opportunities to deal with rural consumers than
any other firms in rural market. Effective action taking is need for setting plan for rural
market. Amrita has the opportunity of taking decision for rural market immediately.
 Distributor Based Marketing Activities: Distributors has influencing power in rural
market for conducting the marketing activities. Sometimes, distributors set price for rural
market. Distributors in rural markets also run product distribution and promotional
campaigns.
 Standard Product Supplier in Rural Market: ACFPL maintains quality of product by
considering the health and protection of rural people. Amrita supplies best quality of
products of exporting quality and are certified by ISO.
 Small but Big Player for Rural Market: Amrita is a small industry for consumer goods;
its production capacity is not as much as it has market demand. Rural market of Barisal
region is covered by Amrita. The shelves of retailers are filled through Amrita products.

59
 Production and Distribution is not Match with Competitive Market: Amrita’s products
have a significant demand in rural market of Barisal; it is reaching orders from rural market
in big demands. But the company cannot deliver the products at right time because of low
production capacities and challenges in rural markets.
 Communication Process is not Up to Date: Amrita Consumer Food Products Ltd. is
operating business activities at rural areas but their marketing strategies are not up to date.
They follow the traditional ways of communication. They have a Facebook page but it has
no operation. The website is not well developed. All other activities for communication are
also now backdated. Sometimes, the channel members do not know about the right
information about a certain promotion.
 Other findings: As the span of the organization is relatively small, there is an excellent
co-ordination among all the departments. The demand of Amrita’s products in the market
is more than their production capacity but the effort of increasing production capacity is
not enough because they don’t have so much aspirations. Amrita Consumer Food Products
Ltd. doesn’t conduct any research program to find out consumers’ needs. They only follow
competitors. There is a lacking of well-defined corporate vision and mission. Not much
promotion of the slogan of Amrita Consumer Food Products Ltd.: “Taste of Bangladesh”
There is more and more trade promotion Quality of Amrita Consumer Food Products Ltd.
is comparatively good. Branding activity is minimum; Policy for pricing is not good.
Management system is weak. No separate Customer Service Dept. Consumers are not so
quality concern. Local company providing some credit in the market. Transportation,
credit, factory delivery problem Discrimination among dealer and corporate price Low
Brand image. Increase market competition, Electricity fall. Also play a vital role in
sustaining existing customers and attracting new potential customers.

9.2 Conclusion:
Amrita Consumer Food Products Ltd. is a small, family based business organization.
Customers are the king. Meeting consumers’ needs in a satisfactory and efficient way is the
key to success of an organization.

Working environment has a positive impact on the Job satisfaction of employees. Bad working
conditions restrict employees to portray their capabilities and attain full potential, so it is
imperative that the businesses realize the importance of good working environment. This
research paper contributes towards the welfare of society as the results create awareness about

60
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.
This way their work force can achieve better results. It also ensures that the employees of the
organization will have the ease of working in a relaxed and free environment without burden
or pressure that would cause their performance to decline. The progress that will be achieved
in the business will directly help the economy of a country as developmental efforts will
increase. In such conditions, the country will be able to handle the minor problems prevailing
as it will be in a strong state to deal with them. The benefits of providing a good working
environment to the employees are tremendous for both the organization and its employees.
During the research; 8h certain limitations were there, such as the availability of time to conduct
research for obtaining the required data. Time was one of the limitations faced which has
restricted us to add more information about the importance of this topic. Another limitation
was the access to data that was to be collected from various organizations. The information
gathered was difficult to acquire since the employees of some organizations were hesitant to
share their true opinions. We took special care of the ethical aspect related to the research by
ensuring the respondents that their responses will be anonymous and confidential to which no
one will have access. The issue has not been considered previously therefore, now firms have
an opportunity to utilize the information from this research paper to design their future line of
action that can help them ensure their long-term success. Such working environments where
employees are made a part of the overall decision-making process, being given flexible
working hours, less work load, a team work approach and a supportive top management have
positive impact on the performance of employees. This leads to high level of employee job
satisfaction thus making the employees more committed towards their business, more
motivated to work hard and more inclined to get high productivity for their firms benefiting
their respective businesses in the long run.

61
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