CERTIFICATE

This is certifying that Baisakhi Patro a student of B.com final year in Sashi Bhusan Rath
Government Women’ s college, Berhampur, bearing Exam Roll No - BW2115062, has worked
on a project on “ A Study on Job Satisfaction in Supreme Food Industries, Meriiboy” under
the guidance and supervision of Miss Luna Rani Sahu.

This project report has the requisite standard and the best of my knowledge no part of it has
been reproduced from any other project, monograph, report or book.

Miss Luna Rani Sahu

Asst. prof. in commerce

S.B.R. Govt. Women’s College,

Berhampur

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 DECLARATION

I hereby declare that, this project work entitled "A Study on Job Satisfaction in Supreme Food
Industries, Meriiboy" is my work carried out under the guidance of my faculty guide Miss Luna
Rani Sahu.This project report is being submitted by me alone, at Sashi Bhusan Rath Government
Women's College, Berhampur for the partial fulfilment of the course B.com [Hons.]. This report
neither full nor in part has ever been submitted for award of any other degree of either
college/university or any other college/university.

Place: Berhampur Baisakhi Patro

Date: Roll no: BW2115062

Regd. No.- 42011/2020

B.Com Final year

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 ACKNOWLEDGEMENT

I Would like to express my gratitude to all those who gave me the possibilities to complete this
project. I would like to thank, Miss. Luna Rani Sahu, Assistant Professor of Commerce who
has provided such an opportunity and motivation to gain knowledge through this type of
project. This will help me a lot in my career.

Secondly, I would like to bestow my gratitude to the Sashi Bhusan Rath Government Women's
College, which provides me such opportunity to undertake the project report on "A Study on
Job Satisfaction in Supreme Food Industries, Meriiboy" for providing valuable input resources
for preparing project like library.

l am thankful to my other faculty members, my friends who gave me their full-fledged co-
operation for successful of my project.

Baisakhi Patro

Roll no: BW2115062

Regd. No.- 42011/2020

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 CONTENTS

Sl. No. Topics Page No.

Introduction 6-22
Statement of Problem
Research Object
Company Profile
2 Literature of Review 24-26
3 Research Methodology 28-37
Sampling Design
Research Design
Data Collection Technique
Data Analysis Technique
Limitation
4 Research Findings 39-40
5 Conclusion 42
6 Appendix 44-46
7 Bibliography 48

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 CHAPTER I
INTRODUCTION

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Introduction

Job satisfaction is one of the important factors which have drawn the attention of
managers in the organization as well as academicians. Various studies have been
conducted to find out the factors which determine job satisfaction and the way it
influences productivity in the organization. Though there is no conclusive evidence that
job satisfaction affects productivity directly because productivity depends on many
variables, it is still a prime concern for managers. Job satisfaction is the mental feeling
off a vourableness which an individual has about his job.
In literature on Industrial Psychology, the term Job Satisfaction is quite frequently used
for an individual's attitude towards the specific aspects of the total work situation. The
word job refers to a specific task whereas the term job satisfaction is of higher orders
where it is essentially related to human needs and their fulfillment through work. It is
generated by the individual’s perception of how well his job satisfies his various needs.
It is often said that “A happy employee is a productive employee.” Job Satisfaction is very
important because most of the people spend a major portion of their life at their working
place. Moreover, job satisfaction has its impact on the general life of the employees also,
because a satisfied employee is a contented and happy human being. A highly satisfied
worker has better physical and mental well-being. Though it is debatableas to which one
is the cause and which is the effect, they are correlated to each other.

Statement of problem

The employees are the central forces of an industry and only with their efficiency, an
organization can move into success. Only with a group of satisfied employees can the
company lead into success. For employees satisfaction the company must provide
adequate welfare measures. By conducting a job satisfaction survey we can analyse
whether the employees are satisfied or not and also whether they are motivated by the

general, welfare, financial and other related factors.

Job satisfaction is considered as a key issue by the entrepreneur where efforts are taken on
programs. Every organisation is giving higher priority to keep their employees with

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satisfaction by providing several facilities which improve satisfaction and which reduce
dissatisfaction. If an employee is not satisfied with the job there are enhancements for
absenteeism, job turnover, lower productivity, committing mistakes, diverting energy for
different types of conflicts. Keeping the thing in a view all organisations are trying to
identify the areas of satisfaction. In connection with the survey conducted on behalf of
“Supreme Food Industries, Chelamattom” to identify and take measures to improve the
areas under satisfaction. Hence the statement of the problem is “A study on job satisfaction
of employees at Meriiboy Ice creams (Supreme Food Industries), Chelamattom”. This
study has been helpful to the company to know about the satisfaction level of employees.

Scope of study

The study entitled “A study on job satisfaction of employees of supreme food industries
is to analyse the job satisfaction level of the employees and their problems. The study is
conducted at Supreme food industries to find the factors which determine job satisfaction
and the way it influences productivity in the organization. Job satisfaction is the mental
feeling of favourableness which an individual has about his job. It is very important because
a significant amount of a person’s life is spent at their workplace.

Objectives of study
The objectives of the study is :-

To understand the job satisfaction level of employees in supreme food industries To identify
the factors that influence the level of job satisfaction of the employees .Job satisfaction is
the most frequently measured organisational variable in both research and applied settings.
There are multiple reasons for interest in this work attitude. First, organisations and
researchers are interested in simply assessing the current state of employee job
satisfaction. They are often concerned with employee well-being and psychological
health, and some form of job satisfaction measurement is therefore included in employee
opinion surveys. Second, understanding the influences on job satisfaction is important for
improving

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organisational functioning. Significant lines of research have therefore focused on the role
of personal, work-related and organisational variables in job satisfaction. Third, job
satisfaction has important implications for work outcomes within an organisation.
Interesthas thus been in the empirical examination of job satisfaction and its relationship
with such outcomes as performance, withdrawal behaviours, organisational citizenship
behaviours and other work behaviours.
History of Job Satisfaction
For almost one hundred years, employee job satisfaction has been targeted by research.
The origin of these studies dates back to at least 1911, when Taylor began to study
employees and their job duties to develop better ways to train workers. By 1927, the study
of employee’s positive or negative reaction to their jobs had fully begun to take hold when
Elton Mayo first studied the effect of lighting at the Western Electric Hawthorne Works
in Chicago. These studies showed that lighting had little connection to worker
productivity, creating the fundamental groundwork for future studies that asked about
other factors that may have an impact on employees. The Hawthorne Studies continued
until 1932,and in the five-year interval, the research widened to include factors such as
temperature, fatigue, breaks, and working hours. Mayo’s work may seem marginally
relevant to job satisfaction today, but he discovered that the mere act of studying workers
and providing them with more attention increased their motivation and productivity. Mayo
had stumbled upon the essence of human motivation, marking a new era of humanistic job
satisfaction research, and revolutionising the research and theories of job satisfaction.
Meaning of Job Satisfaction
In the past hundred years, job satisfaction has been given various definitions by
organisational behaviour scholars and researchers. The most-used research definition of
job satisfaction is by Locke (1976), who defined it as “a pleasurableor positive emotional
stateresulting from the appraisal of one’s job or job experiences”. Cook et al. (1981) defined
job satisfaction as “an attitude which manifests itself in evaluation of the job.

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 organisation as contributing suitably to the attainment of one’s personal objectives”.
More recently, Lambert, Barton, and Hogan (1999) defined the term as “the fulfill mentor
gratification of certain needs that are associated with one’s work.” Spector(1997) defines
it as “the extent to which people like (satisfaction) or dislike(dissatisfaction) their jobs”.

CONCEPTUAL REVIEW
The term job satisfaction was brought to limelight by Hoppock (1935). According to him
job satisfaction is a combination of psychological, physiological and environmental factors
that makes a person admit, “I am happy at my job”. It has also been defined as the‘end
stateof feeling’. It is an important dimension of morale and not morale itself.
Types of human resources
The human resources of an organisation can be broadly classified into two types.
They are:

a) External Human Resources

These types of human resources stay outside the structure of the organisation and they
are of prime strength to the development activities including expansion of the
operations of the undertaking. The examples for such human resources are customers,
shareholdersetc

b) Internal Human resources

These types of human resources stay inside the structure of the organisation, i.e., the
humanbeings at the disposal of the undertaking or otherwise it is the productive capacity
of the human organisation of the firm. The human resources at the disposal of the
organisation, i.e., the internal human resources can be broadly divided into three
categories. They are :Lower Level Workers: Low-level employees are the ones who
assemble merchandise, serve food and provide customer service. Although low-level
employees are paid the least,they are integral to the success of an organization.

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Middle Management: Middle management is the intermediate management level of a
hierarchical organization that is subordinate to the executive management(Top
management) and responsible for ‘team leading’ line managers and/or ‘specialist’ line
managers. Middle management is indirectly responsible for junior staff performance and
productivity.

Top Management: The board of directors, president, vice-president, and CEO

are all examples of top-level managers. They develop goals, strategic plans,
company policies, and make decisions on the direction of the business.

Major theories of job satisfaction

Motivation – Hygiene theory: states that there are certain factors in the workplace that
cause job satisfaction while a separate set of factors cause dissatisfaction, all of which
actinide pendently of each other Need-Fulfilment theory: The theory states that the
satisfaction of needs at a certain level implies that the needs at the next level will receive
priority.
Equity theory: Equity theory focuses on determining whether the distribution of resources
is fair to both relational partners. Equity is measured by comparing the ratio of
contributions and benefits for each person.

Discrepancy theory: This theory suggests that a person's job satisfaction comes from what
they feel is important rather than the fulfillment or unfulfillment of their
needs.Discrepancytheory suggests that dissatisfaction will occur when a person receives
less than what they want .Equity - Discrepancy theory: According to this theory
satisfaction is defined as the difference between outcomes that one perceives s/he
actually received and out comes that one feels s/he should receive in comparison with
others.
Dimensions to job satisfaction
1) Job satisfaction is an emotional response to a job situation. As such, it cannot be
seen, it can only be inferred. It relates to one’s feeling towards one’s job.
2) Job satisfaction is often determined by how outcomes meet the expectations or

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exceed the expectations.

3) Job satisfaction and job attitudes are typically used interchangeably.Factors

influencing job satisfaction
Within the workplace, the main factors that influence job satisfaction have been stated
asfollows:
1. Job Security – It is important for an individual to feel safe and secure within the
employment setting. The aspects such as vulnerability, susceptibility, weakness and
helplessness does not arouse job satisfaction.
2. The job security is affected by the factors such as, effective communication and good
terms and conditions with the superiors and the subordinates, safe working environmental
conditions, safe condition of the machines, equipment and other devices that individuals
make use of for production and manufacturing,availability of incentives and benefits and
good salary in accordance with the performance of job duties. Overall job satisfaction is
slightly related to job security (Hong, Hamid, & Salleh, 2013).
3. Opportunities to Make Use of Skills and Abilities – Within the employment setting,
individuals feel satisfied, when they are provided with the opportunities to make effective
use of their skills and abilities. They have acquired training in the field of management or
education, hence, an individual feels satisfied, when he is made available the opportunities
where he can make effective utilization of the education and training that he possess. When
individuals are not able to utilize their knowledge, skills and abilities within the
employment settings, then he does not feel satisfied with his job.

4. People Management – People management is an important aspect of the organizational

process. This originated from the acknowledgment that the human resources of an
organisation and the organisation itself are synonymous. A well-administered business
organisation generally considers the average employees as the primary source of
productivity gains. These organisations consider the employees rather than capital as the
core foundation of the business and providers to the development of the company.

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 To ensure the attainment of the goals and objectives, the organisation createsan atmosphere
of assurance and support for its employees through policies that facilitate employee
satisfaction. Satisfaction of human resources established close connections with largely
motivated employees. Motivated employees then cultivate reliability or commitment to the
firm resulting in greater efficiency and lower turnover rates (Parvin, & Kabir, 2011).
5. Compensation/Pay – Compensation is defined as the monetary benefit givento the
employees by the company in return for the services that the employees render towards
the company. Monetary compensation and benefits are considered to be the most
imperative areas that employees work for, when they feel, their pay and benefits are
sufficient enough to sustain their living, then they feel satisfied with their work. When
employees experience promotion and increase in compensation, then they felt immense
pleasure and satisfaction towards their jobs. Compensation occupies the first rank in the
determination of the job satisfaction as compared to other major determinants (Neog, &
Barua, 2014).
6. Supervisor Support – Within the organization, the employees need guidance, direction
and management from their supervisor. The support of the supervisor is one of the
important factors for employee retention and to do well in one’s job duties. Supervisor
support is defined as the extent to which the leaders and the administrators make provision
of care for the welfare of the employees and value their contributions (Neog, & Barua,
2014). When the employees feel that they are receiving support, care and assistance from
their supervisor, they develop this View point that they are being appreciated, heard and
cared for, hence due to this, they feel satisfied with their jobs.
7. Working Environmental Conditions – The working environmental organisations
considerthe employees rather than capital as the core foundation of the business and
providers tothe development of the company. The employees feel satisfied with their
jobs, when the productivity level goes up, because of the working environmental
conditions.

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When an employee gets hired, he always desires the working conditions that would
contribute in enhancing his job performance.On the other hand, when the employees do
not find the working environmental conditions comfortable, they do not develop the
feelings of job satisfaction.

8. Job Characteristics – There are certain characteristics that are required to be taken into
consideration, when the employees need to develop the attitude of job satisfaction. These
include, skill variety, task identity, task significance, autonomy and feedback; these job
characteristics have an influence upon the three critical psychological states, these are
experienced meaningfulness, experienced responsibility for outcomes and knowledge for
the actualresults. The possession of knowledge and information by the employees about
these characteristics and aspects will contribute in enhancing efficiency and influence job
satisfaction, absenteeism, motivation and so forth (Kumari,Joshi, & Pandey, 2014).

9. Relationship with the Co-workers – Within the organizational structure, it is vital for
theemployees to develop appropriate terms and conditions with the co-workers. It is vital
to create an atmosphere within the workplace, where co-workers are able to interact with
each other in a pleasant and an informal manner. Amiable and friendly relationships with
the co-workers enable the individuals to perform their assignments, jobs and work duties
in an adequate manner. If the supervisor has provided to the employees some kind of
explanation regarding the performance of the job duties, and some of the employees may
not have understood clearly, then they can always consult their co-workers and seek
support and assistance from them. Therefore, approachable terms and relationships with
the co-workers enable employees to enhance productivity and output, and develop job
satisfaction seek support and assistance from them. Therefore, approachable terms and
relationships with the co-workers enable employees to enhance productivity and output,
anddevelop job satisfaction.

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10. Job Duties – In jobs, there are various kinds of job duties, some job duties are not
considered to be very difficult and employees are able to manage them in an effective
manner, whereas in other jobs, there are job duties that are quite demanding and
challenging. Therefore, job duties contribute to a major extent in developing the attitude
of job satisfaction amongst the employees. For instance, when the job duties are
manageable and employees possess accurate and appropriate knowledge about how to
perform their job slead to job satisfaction. On the other hand, when employees do not
possess adequate knowledge and information, they are not experienced and find the job
duties challenging, then they do not feel satisfied with their jobs.

11. Flexibility to Balance Life and Work Issue – Adult individuals are normally involved in
multiple tasks besides their jobs, such as looking after the family concerns, management
of the household, getting involved in other activities and so forth. When a person feels
thatmanagement of the job and other issues is not a burden for him and he is able to take
careof all the needs and requirements, then he feels satisfied with his job; when his job
makes provision of enough space and time for him to manage all the other needs and
requirements. On the other hand, when a person finds it difficult to manage the job as
wellas the other issues and feels pressurized, then he may not feel satisfied with his job.
Otherissues and concerns may become impediments within the course of the performance
of hisjob duties.

12. Educational Qualifications – Individuals possess different levels of education, skills

and abilities. Their educational qualifications, skills and abilities determine their attitude
towards their jobs. The individuals who possess high levels of education do not feel
satisfied with their jobs, the reason being that they feel they are performing repetitive tasks.
It is vital that the requirements of the jobs should be in accordance to the educational levels
of the employees. The qualifications, knowledge, skills and the abilities that the individuals
have acquired in educational institutions should be utilized in an effective manner in the
performance of their job duties.

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When the individuals are not able to make use of their educational qualifications, they do
not feel satisfied with their jobs.

Industry Profile

Fast-moving consumer goods (FMCG) sector is India’s fourth largest sector with
household and personal care accounting for 50% of FMCG sales in India. Growing
awareness, easier access and changing lifestyles have been the key growth drivers for the
sector. The urban segment (accounts for a revenue share of around 55%) is the largest
contributor to the overall revenue generated by the FMCG sector in India. However, in
the last few years, the FMCG market has grown at a faster pace in rural India compared
to urban India. Semi-urban and rural segments are growing at a rapid pace and FMCG
products account for 50% of the total rural spending.

Market Size

The retail market in India is estimated to reach US$ 1.1 trillion by 2020 from US$840
billion in 2017, with modern trade expected to grow at 20 25% per annum, which is
likelyto boost revenue of FMCG companies. Revenue of FMCG sector reached Rs. 3.4
lakh crore (US$ 52.75 billion) in FY18 and is estimated to reach US$ 103.7 billion in
2020. FMCG market is expected to grow at 9-10% in 2020. Rise in rural consumption
will drivethe FMCG market. It contributes around 36%to the overall FMCG spending. In
the third quarter of FY20 in rural India, FMCG witnessed a double-digit growth recovery
of 10.6% due to various government initiatives (such as packaged staples and hygiene
categories); high agricultural produce, reverse migration and a lower unemployment rate

15
The Government has allowed 100% Foreign Direct Investment (FDI) in food processing
and single-brand retail and 51% in multi-brand retail. This would bolster employment,
supply chain and high visibility for FMCG brands across organised retail markets thereby
bolstering consumer spending and encouraging more product launches. The sector
witnessed healthy FDI inflows of US$ 17.8 billion from April 2000 to September
2020.Some of the major initiatives taken by the Government to promote the FMCG sector
in India are as follows:
On November 11, 2020, Union Cabinet approved the production-linked incentive(PLI)
scheme in 10 key sectors (including electronics and white goods) to boost India’s
manufacturing capabilities, exports and promote the ‘Atmanirbhar Bharat’ initiative.
Developments in the packaged food sector will contribute to increased prices for farmer
and reduce the high levels of waste. In order to provide support through the PLI scheme,
unique product lines—with high-growth potential and capabilities to generate medium-
to large-scale jobs—have been established.

The Government of India has approved 100% FDI in the cash and carry segment and in
single-brand retail along with 51% FDI in multi-brand retail.

The Government has drafted a new Consumer Protection Bill with special emphasison
setting up an extensive mechanism to ensure simple, speedy, accessible, affordable and
timely delivery of justice to consumers.

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The Goods and Services Tax (GST) is beneficial for the FMCG industry as many of the
FMCG products such as soap, toothpaste and hair oil now come under the 18% tax
bracket against the previous rate of 23-24%. Also, GST on food products and hygiene
products have been reduced to 0-5% and 12-18% respectively. GST is expected to
transform logistics in the FMCG sector into a modern and efficient model as all major
corporations are remodelling their operations into larger logistics and warehousing.
RoadAhead.

Rural consumption has increased, led by a combination of increasing income and higher
aspiration levels. There is an increased demand for branded products in rural India. The
rural FMCG market in India is expected to grow to US$ 220 billion by 2025 from US$
23.6 billion in FY18.

On the other hand, with the share of unorganised market in the FMCG sector falling,the
organised sector growth is expected to rise with increased level of brand consciousness,
augmented by the growth in modern retail. Another major factor propelling the demand
for food services in India is the growing youth population, primarily in urban regions.
India has a large base of young consumers who form majority of the workforce, and due
to time constraints,barely get time for cooking

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Online portals are expected to play a key role for companies trying to enter the
hinterlands. Internet has contributed in a big way, facilitating a cheaper and more
convenient mode to increase a company’s reach. It is estimated that 40% of all FMCG
consumption in India will be made online by 2020. The online FMCG market is forecast
to reach US$ 45 billion in 2020 from US$ 20 billion in 2017. It is estimated that India
will gain US$ 15 billion a year by implementing GST. GST and demonetisation are
expected to drive demand, both in the rural and urban areas, and economic growth in a
structured manner in the long term and improved performance of companies within the
sector.

Ice cream

Ice cream (derived from earlier ice cream or cream ice is a frozen dessert usually made
from dairy products such as milk and cream and often combined with fruits or other
ingredients and flavours. Most varieties contain sugar although some are made withother
sweeteners. In some cases, artificial favourites and colourings are used in addition to or
instead of the natural ingredients. The mixture of chosen ingredients is stirred slowly
while cooling, in order to incorporate air and to prevent large ice crystals from forming.
The result is smoothly textured semi-solid foam that is malleable and can be scooped.

The meaning of the phrase "ice cream" varies from one country to another. Phrases such
as "frozen custard", "frozen yogurt", "sorbet", "gelato" and others are used to distinguish
different varieties and styles. In some countries, such as the United States the phrase "ice
cream" applies only to a specific variety and most governments regulate the commercial
use of the various terms according to the relative quantities of the main ingredients.

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Products that do not meet the criteria to be called ice cream are labelled "frozen dairy
dessert" instead. In other countries, such as Italy and Argentina, one word is used for all
variants. Analogues made from dairy alternatives, such as goat's or sheep's milk, or
milk substitutes are available for those who are lactose intolerant, allergic to dairy
protein, or vegan. The most popular flavours of ice cream in North America (based on
consumer surveys) are vanilla and chocolate.

History of Ice cream

In the Persian Empire, people would pour grape —juice concentrate over snow, in a bowl,
and eat this as a treat. This was done primarily when the weather was hot, using snow
saved in the cool-keeping underground chambers known as "yakhchal", or taken from
snowfall that remained at the top of the mountains by the summer capital Ecbatana. In 400
BC, the Persians went further and invented a special chilled food, made of rose water and
vermicelli, which was served to royalty during summers. The ice was mixed with saffron,
fruits, and various other flavours.

Ancient civilizations have served ice for cold foods for thousands of years. The BBC
reports that a frozen mixture of milk and rice was used in china around 200 BC. The Roman
Emperor Nero (37-68 CE) had ice brought from the mountains and combined it with fruit
toppings. These were some early chilled delicacies. Arabs used milk as a major ingredient
in the production of ice cream and sweetened it with sugar rather than fruit juices. It was
flavour with rose water, dried fruits and nuts. Maguelonne Toussaint- Samat asserts, in her
History of Food, that" the Chinese maybe credited with inventing a device to make sorbets
and ice cream.

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They poured a mixture of snow and saltpeter over the exteriors of containers filled with
syrup, for, in the same way as salt raises the boiling —point of water, it lowers the freezing
point to below zero. Some distorted accounts claim that in the age of Emperor Yingzong,
song Dynasty (960-1279) of china, a poem named Ode to the ice cheese was written by
the poet Yang Wanli. Actually, this poem was named Ode to the pastry is a kind of food
much like pastry in the western world and has nothing to do with ice cream. It has also
been claimed that, in the Yuan Dynasty, Kublai Khan enjoyed ice cream and kept it a
royalsecret until Marco polo visited China and took the pg. 16 technique of making ice
cream to Italy. In the sixteenth century, the Mughal emperors used relays of horsemen to
bring ice from the Hindu Kush to Delhi, where it was used in fruit sorbets.

Present

Though India has a low per capita ice cream consumption of 300m1 per annum, the trend
is slowly changing due to a number of reasons. Indian summers are synonymous with ice
creams. Come summers, and you will see a number of colourful pushcarts selling the
chicest of ice creams in numerous flavours from the traditional vanilla and chocolate to
unusual varieties like Mother Diary's Shahi Nazrana. If that doesn't baffle you then the ice
cream range definitely would, for example the ice cream range for the children would be
entirely different from that for the teenagers or for that matter adults. or, for those who
liketo have ice cream in peace, there are a number of ice cream parlours that are opening
shops. Though India has a low per capita ice cream consumption of 300 ml per annum,
the trendis slowly changing due to a number of reasons.

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Future

The Future of the Ice cream market in India, to 2016 is the result of Canadian's extensive
market research. The report presents detailed analysis on Ice cream consumption trends
in India, historic and forecast Ice cream consumption volumes, and values at market and
category level, brand share, and distribution channel data. This report brings together
Canadian intelligence's research, modelling and analysis expertise in order to develop
uniquely detailed market data. This allows domestic and foreign companies to identify
the market dynamics to account for Ice cream sales overall and to know which categories
and segments are showing growth in the coming years.

Company Profile

Meriiboy is one of the largest producers of fresh ice cream, based in South India. A
division of Cousins Group, the business venture was founded in 1990, by 5 closely-knit
families. The brand is known across Kerala and in the emerging markets of Tamil Nadu
and Karnataka for its original freshness and unmatched quality, which is nothing less
than world class. Tetra Pak Hoyer, Denmark, are consultants and quality advisors for the
brand.The brand is constantly exploring new and exciting flavours with new products
like ice creams in real fruit shells, fresh fruit ice creams and milk lollies.

21
2003

Meriiboy debuts in ice cream manufacturing and sets up its first factory at Kalady,
Ernakulam. One of the very few manufacturers who make only fresh ice creams. No
frozen desserts are made.

2006

Second factory in Kinfra Food Processing ParkStarted the second factory in Kinfra Food
Processing Park, Calicut, catering toNorthern Kerala. Doubles production capacity at
Kalady.

2010

Third Factory at Trivandrum

Third factory commissioned at Trivandrum.

2012

Fourth factory inaugurated at Kannur Fourth factory inaugurated at Kannur. Reaches

production capacity of 8 millionlitre/annum. Natural colour for all flavours developed for
commercial production.

2013

Awarded ISO 22000:2005 by BUREAU VERITAS for Kalady factory Becomes a major
player in Kerala. Awarded ISO 22000: 2005 certifications by BUREAU VERITAS for
Kalady factory. Distribution network spreads across 1,200 dealers and 400 distributors
in Kerala and Tamil Nadu

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 CHAPTER II
REVIEW OF LITERATURE

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Patricia Buhler, Jason Scott (2009) present an academic argument for building an
employee entered culture. They also examined a real-world case study of a company that
has experienced the economic benefits of this practice, making it abundantly clear that
modern businesses can't afford not to make employee satisfaction a top priority.

Chris Stride, Toby D. Wall, Nick Catley (2008) presented widely used measurement
scales of Job Satisfaction, Mental Health, Job-related Well being and Organizational
Commitment, along with benchmarking data for comparison. The benchmarking data is
based on a sample of almost 60,000 respondents from 115 different organizations across
a wide spectrum of industries and occupations. Information is given by occupational
group, and is further broken down by age and gender.

Joanna Penn (2008) teaches how to improve your position in your current employment,
gaining more from your job, discovering more about yourself and what it is you would
be happy doing, stress management and people management.

Sophie Rowan (2008) reveals how to create a happier work life, without changing career.
She provides practical and realistic guidance on how one can achieve optimal job
satisfaction and overcome the obstacles that make so many of us unhappy at work.

Evren Esen (2007) examined in terms of industry and staff size as well as employee age
and gender more than 20 indicators of job satisfaction including career- advancement
opportunities, benefits, and the flexibility to balance life and work, and compensation.

Hole et al. (2003) he discussed that the relations of job satisfaction and motivation may
due to their close related aspects. Some of the organizational factors motivate an employee
to put additional efforts and at the same time fulfill his\her emotional demands which
leadsto job satisfaction.

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Robert M. Hochheiser (1998) reassessed the meaning of the workplace and proposed a
simple formula for success- Forget the idea that hard work alone leads to success and instead
focus on building good relationships. He asserts that the best way to win at work is to
understand what is needed to support the egos of bosses, peers, and subordinates. Accurate
assessment of those needs can then be indirectly associated with one's own personal goals
and exploited to make substantive workplace gains. Methods of determining needs are
given for a variety of situations, and strategies are offered to help make some of the worst
work situations at least marginally better through networking and personal development.

Oshagbemi (1997) highlights on the effect of ranking on the job satisfaction level of UK
academicians. Based on the analysis it was found that gender and teachers. Female
academics in the ranks senior lecturer, reader and professor were more satisfied than
men in the same in the same rank. Female academics were found to be more satisfied in
regard to repay, promotion physical conditions working facilities than men.

Paul E. Spector (1997) summarizes the findings concerning how people feel towards
work, including: cultural and gender differences in job satisfaction and personal and
organizational causes; and potential consequences of job satisfaction and dissatisfaction.
He provides with a pithy overview of the application, assessment, causes and
consequences of job satisfaction.

Elwood Chapman (1993) helps to determine employee level of satisfaction and then
assists in making positive changes to increase both satisfaction level and quality of work.

25
C. J. Cranny, Patricia Cain Smith, Eugene F. Stone (1992) reveals perceiving future
opportunity can actually be more motivating than actually receiving a raise, getting
promoted, or being given additional responsibilities. Jane Boucher (2004) offers
practical advice for improving both your attitude about your job and the job itself. She
shows workers how to cope with keeping their jobs in this difficult economy.

Partridge (1981) studied the job satisfaction level of women in Britain in which he found
that the job satisfaction level of women was more as compared with black men, as they
normally have low expectations from their jobs.

26
 CHAPTER III
RESEARCH METHODOLOGY

27
Research Design

Research design is the framework of methods and techniques chosen by a researcher to

combine various components of research in a reasonably logical manner so that the
research problem is efficiently handled
.
Nature of the study

The study is descriptive and analytical in nature.

Nature of data

The study is based on primary and secondary data. Data which are gathered originally for
a certain purpose are known as primary data. The data which is used in an investigation,
but which have been gathered originally by someone else for some other purpose are
known as secondary data.

Sources of data

The primary data is collected by using questionnaires. Secondary data is also used in the
study for understanding the concepts in the study. The secondary data is collected from
journals and websites.

Sample Design
A sample design is the framework, or road map, that serves as the basis for the selection
of a survey sample and affects many other important aspects of a survey as well. The
main objective of sampling design is to know the characteristics of the population.

Nature of population

The population consists of employees working at Supreme food industries, Meriiboy

28
Sample unit

The sample unit is selected randomly from the employees working in the manufacturing
firm of Supreme food industries, Meriiboy.

Method of sampling

The method used for the study is random sampling

Size of sample

The size of the sample is 50.

Tools used for analysis

Tools used for the analysis include percentage analysis.

Limitations of the study

One of the important disadvantages of this study is due to the busy work schedule of the
employee chances are there that responds to the questionnaires may be with lack of full
concentration. Insufficient time leading to inadequate focus in all sections is also a
disadvantage of this study.

29
 Frame work of Research
Leadership HRM Practices
Transformation

Job satisfaction

Data collection through survey questionnaires from targeted employees working in

supreme food industries,MERIIBOY in KERELA . The targeted respondents to be 500
employees from KERELA sector. A total of N number of questionnaires is planned to
distribute to selected sectors using a convenient sampling method. Further In this study,
the two sets of instruments that were selected to collect data from the samples are
Multifactor Leadership Questionnaire (MLQ) and Job Satisfaction Survey (JSS:
Copyright Paul E. Spectory). Instruments were developed through previous studies and
tested for supported validity and demonstrated reliability.
Multifactor leadership questionnaire (MLQ): Transformational leadership behaviors
were measured by the MLQ-5X with the permission of Mind Garden Incorporation.
Through extensive examination of this instrument, the developers ascertained the
reliabilities for the total items and for each leadership factors scale ranged from .74 to
.94 (Bass & Avolio, 1995). All of the scales’ reliability was generally high (a > .77).
However, the reliabilities within each data set generally indicated the instrument was
reliably measuring each of leadership variables across the data sets, with some minor
deviations (Bass & Avolio, 2002). The positive correlations among the transformational
leadership scales are consistent with previous studies obtained by Bass and Avolio

30
(1990). The average inter-correlation among the transformational leadership scales is
.83.Discriminant validity measures for all dimensions of the MLQ-5X were determined to
range from .46 to .68; these generally exceeded the cut-off recommended in the literature
(Bass & Avolio, 2002).
Job Satisfaction Survey (JSS) is a well-established instrument, which has been
repeatedly investigated for reliability and validity. The nine sub-scales related moderately
to well between each other, internal consistency; a score of 0.60 for co- worker to 0.91 for
the total scale. Overall, an average on 0.70 for internal consistency was obtained out of a
sample of 3,067 individuals. Over an 18 month time period, an internal consistency of
0.37-0.74 was calculated for a smaller the sample of employees.Studies using various
scales for job satisfaction on a single employee, supported validity. A correlation of 0.61
for coworkers to 0.80 for supervision was calculated between five of the Job Satisfaction
sub-scale and some of the Job Description Index.
Two instruments are used for the study. The survey is developed into an online electronic
survey and also personally visiting to MERIIBOY sectors in KERELA . The amount of
time to take this survey was approximately twenty minutes. The researcher sent an
introductory email / distribute to icecream employees working, requesting them to take the
survey through a link/paper. The survey to be made available for 60 days and each
member to be allowed to respond once. Each of participants had to read a cover page, the
two questionnaires (MLQ-5X and JSS), and a demographic survey. The cover page
provided an assurance of confidentiality, a statement regarding the purpose of the study,
and detailedinstructions about completing the questionnaires. Participants were instructed
that each survey instrument was used independently and anonymously to preserve the
confidentiality of responses.
In the study, two survey instruments were included (a) Multifactor Leadership
Questionnaire (MLQ-5X) and (b) Job Satisfaction Survey, (copyright Paul E. Spectory).
There were 500employes to be survey to be conducted. The return rate of the study was
58.4%. Survey data to collect by the SPSS 21.0 software statistical package to process the
use of descriptive statistics, simple regression analysis, and correlation
analysis.Descriptive statistics were used to describe the basic features of the data in the
study. Descriptive statistics provided simple summaries about the sample and about the
observations that have been made. After identifying the descriptive characteristics, several
linear regressions were run. Using linear regression the hypotheses were tested

31
 and the results to be analyzed. Statistically significant (p < .001) and positive relationships
to be found between each leadership practice and the productivity, job satisfaction and
organizational commitment of employees.

The controlling for demographic data, none of the leadership practices to found to
be a predicted for productivity (using regression analysis). Inspiring and Enabling
emerged as significant predictors of job satisfaction .Inspiring and Encouraging emerged
as the predictors for organizational commitment variance to obtain. Correlations between
employee’s overall job satisfaction and transformational leadership variables to calculate.

Hypothesis
Once the questions have been asked / raised, you can create hypotheses from these
questions in order to arrive at the answers based on data analysis and create strategy /
action plan. Lets take a look at one of the question and how you can formulate
hypothesis and perform hypothesis testing. We will also talk about data and analytics
aspects.
In order to create strategy around increasing sales revenue, it is very important to
understand how has been the sales of different products in past and whether the sales have
been different for us to dig deeper into the reasons and create some action
plan? The status quo becomes null hypothesis .
In our current analysis, the status quo is that there is no difference between the sales
revenue of different products and that each product is doing equally good and selling
well with the customers.
H0
: There is no difference between sales revenue of different products.
The new knowledge for which the null hypothesis can be thrown away can be called as
alternate hypothesis, Ha
.In current example, the new knowledge or alternate hypothesis is that there is a
significant difference between the sales revenue of different products.
Ha
: There is a significant difference between sales revenue of different products.

32
 Table showing service period of employees

Particulars No. of employees Percentage of

employees
0 to 2 years 35 70
2 to 4 years 10 20
4 to 6 years 5 10
6 to 8 years 0 0
More than 8 years 0 0
Total 50 100
Source: primary data

From the above table, it is found that 70 percent of employees are working in the
company for 1 to 2 years and 20 percent of employees are working in the companyfor 2
to 4 years .only 10 percent of employees are working in the company for 4 to6 years.

Figure showing service period of employees

33
 Table showing employee employer relationship

Particulars No of employees Percentage of

employees
Excellent 45 90
Good 0 0
Average 5 10
Poor 0 0
Very poor 0 0
Total 50 100
Source: Primary data

From the above figure, it shows that 90 percentage of employees have an excellent
relationship with their employer. Only 10 percent of them show anaverage relationship
with their employer.

Figure showing employee employer relationship

34
 Table showing satisfaction level of top management

Particulars No. of employees Percentage of employees

Yes 33 66
No 17 34
Total 50 100
Source: primary data

From the above given data shows that 66% of the employees are satisfied with toplevel
management and 34% of employees are not satisfied with top level management.

Figure showing satisfaction level of top management

35
 Table showing employees opinion about the work

Particulars No. of employees Percentage of

employees
Yes 39 78%
No 11 22%
Total 50 100%
Source: primary data

From the above given data, Most of the employees opted Yes and 22% of the opined no.

Figure showing employees opinion about the work

36
 Table showing employees opinion on job security

Particulars Number of employees Percentage of

employees
Highly secure 34 68
Secure 10 20
Neutral 4 8
Insecure 2 4
Highly insecure 0 0
Total 50 100
Source: primary data

From the above given data most of the employees opined highly secured in thecompany
and 4% of the employees are insecure in the company.

37
 CHAPTER IV
RESEARCH FINDINGS

38
Findings

❖ 70 percent of the employees working in the company are new and

freshly recruited ;they have only been working there for 1 to 2 years.
❖ Almost every employee in the company has a good employee employer relationship.
❖ Most of the employees are satisfied with the top level management.
❖ Most of the employees are highly satisfied with the HRA allowance of the company.
❖ Most of the employees opined that they strongly agree to their work according
to their qualifications and skills.
❖ Most of the employees are highly satisfied with their working hours in the organization.
❖ Almost all the employees give an excellent rating or the salary.
❖ Most employees opined that they are highly secured in the company
❖ Most employees are highly satisfied with their medical leave.
❖ Most of the employees are appreciated and also receive awards, when they
accomplish their desired work.
❖ Most of them agrees with good career prospect
❖ Almost all employees are highly satisfied with the working condition of the company.
❖ Most of the employees are motivated by the promotion.
❖ Almost every employees opted a good feedback for the company
❖ Most of the employees are satisfied with the training and development
programmes organised by the company.

39
Suggestions

❖ The company should improve their retirement benefits.

❖ The welfare activities in the organization need to be improved, if it is improved

it will make the employees happier and they will provide a good result.

❖ Most of the employees suggest that they are not highly satisfied with the
working hours of the organization there for it needs a slight improvement.

❖ Provide entertainment programs to smoothen the tension or depression of

employees.

❖ The company should provide timely breaks during the working hours.
❖ Most female employees suggested that they would highly recommend the
improvement in maternity benefits and the inclusion of feeding rooms in the company
premises.

40
Conclusion

41
Conclusion

An employee’s assessment of how satisfied or dissatisfied he or she is with his or her

job is a complex summation of a number of discrete job elements. This job satisfaction
study was a procedure by which employees report their feelings towards their job and work
environment. It helped to have a powerful diagnostic instrument for assessing employee
problems. Improved communication is another benefit of the study. Particularly beneficial
to the company is the upward communication when employees are encouraged to
comment about what they really have in their minds. This job satisfaction study revealed
that promotion policy, participation in decision making has to be improved. It helped
management, both to get a better handle on why employees are lagging and to plan better
solutions to problems and to assess training needs. This study proves that the employees
are satisfied with the facilities provided by the Supreme Food.

Industries Meriiboy, Chelamattom. Certain recommendations are given which may be

considered by management to satisfy their employees. Thus, the priceless value of human
resources is revealed and there lies the need to satisfy them.

42
APPENDIX

43
1) For how many years have you been working with the company?
a) 0-2 years ☐
b) 2-4 years ☐
c) 4-6 years ☐
d) 6-8 years ☐
e) Above 8 years ☐

2) Opinion about employee employer relationship in the company?

a) Excellent ☐
b) Good ☐
c) Average ☐
d) Poor ☐
e) Very Poor ☐

3) How satisfied are you working for The Company?

a) Yes ☐
b) No ☐

4 Are you comfortable sharing your opinions at work?

a) Yes ☐
b) No ☐

5) How secure do you feel in your job?

a) Highly secure ☐
b) Secure ☐
c) Neutral ☐
d) Insecure ☐
e) Highly insecure ☐

44
Statements Highly Satisfied Neutral Dissatisfied Strongly
satisfied dissatisfied

6)Is the working hours at

the company
satisfactory?
7)Are you satisfied with
the medical leave
provided by the
organization?

8)Are you satisfied with

the physical working
condition of the
company?

9)Are you satisfied with

the Retirement Benefits
provided by the
company?
10)Are you satisfied with
the training and
development facilities
available
from the company?

11)Are you satisfied

with the welfare
facilities provided to the
employeesby
the organization?

45
 Statements Strongly Agree Neutral Disagree Strongly
agree disagree

12)Do you find any stress in

your current job position?

13)Employees get appreciation

and rewards if the desired
work/target sare accomplished?

14)Does the company provide

a satisfactory salary according
to your work?

15)Your working is according to

your qualifications and skills?

16)Did the company have a

good career prospect for its
employees?

17)Did your company

recognize and
acknowledgeyour work?

18)Do you get continuous

feed back by the
manager,superior or
subordinates?

46
BIBLIOGRAPHY

47
 Books

● Paul Spector - Job Satisfaction: Application, Assessment, Causes and Consequences

● C. J. Cranny - Job Satisfaction: How People Feel about Their Jobs and how it Affects
TheirPerformance
● Emmanuel Aoudi Chance - The Secret of Job Satisfaction

Journals
● Spector, Paul.E (1997) ‘Job Satisfaction: Application, Assessment, Causes, and
Consequences’, Sage Publications

● Rowan, Sophie (2008) ‘Happy at Work: Ten Steps to Ultimate Job Satisfaction’, Pearson
Education Limited

● Hochheiser, Robert M. (1998) ‘It’s a Job Not a Jail: How to Break Your Shackles When
You Can’t Afford to Quit’, Simon & Schuster

● Buhler, Patricia, Scott, Jason (2009), ‘The Employee Satisfaction Revolution:

Understanding and Unleashing the Power of a Satisfied Workforce’, Prestwick House,
Inc.
Websites
● www.wikipedia.com
● https://www.meriiboy.com/

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