job satisfaction
TRANSCRIPT
INTRODUCTION
Human resources are one of the most important assets of the organization &
assessing it current value is both important and difficult, but it must be done if this
resources utility is to be optimized, the performance of their resource will determine
the overall effectiveness of the organization. On method of evaluating their value is
through the assessment of the climate of the organization. They are working in the
research data shows that the job satisfaction does have an equates on the overall
organization effectiveness.
Organization is made up of people there for if people do not change then the
organization can not change for obtaining the full co-operation & enthusiastic support
of the members in achieving the organizational objectives, the organization must
satisfy their needs and insurer their feelings.
Every organization is different and less a unique feelings and character beyond
its structures characters these each org, deals with its members in a distinct way
through its policies on allocation of resources, commune action pattern reward and
penalty leader ship and decision making style etc. the org policy and connection with
regard to all these and a cluster of other related activities influence the feelings
attitudes and behavior of its members and results in the creation of a unique
organizational climate.
HOPPOCK describes job satisfaction as "physiological and environmental
circumstances that cause a person fruitfully to say I am satisfied with my job". Thus
job satisfaction tends to be a dependent variable. These variables may be in the form
of favorableness with which employee view their work, various attitudes the person
holds towards his job, towards factors and towards his life.
In the words of E.A.LOKE job dissatisfaction can also be defined as a "the
unappeasable emotion state resulting from the appraisal of one's job as frustrating
unblocking the attachment of one's job valves or as entitling disvalues''.
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INDUSTRY PROFILE
Introduction to chocolate or confectionery
Candy bars, Milk shakes, cookies flavored coffee, even cereal and Medicine
chocolate is a key ingredient in many foods infact it ranks as the favorite flavor of
Most Americans and yet few of as know the unique origins of this popular treat.
The story of chocolate spans more than 2000 years and now circles the globe.
The tale began in the tropical rain forest of central and South America where cacao
(kah kow) first grew. Chocolate is made from the seeds of the cacao tree.
Chocolate History
The tasty secret of the cacao (kah khow) tree was discovered 2000 years ago in
the tropical rain forests of the Americans. The pods of this tree contain seeds that can
be processed into chocolate. The story of how chocolate grew from a local
Mesoamerican beverage into a global sweet encompasses Many cultures and
continents.
The first people known to have made chocolates were the ancient cultures of
Mexico and Central America. These people including the Maya and Aztecs Mixed
ground cacao seeds with various seasoning to make a spicy, frothy drink.
Later, the Spanish conquistadors brought the seeds back home to Spain, where
new recipes were created. Eventually, the drinks popularity spread through out
Europe. Since then, new technologies and innovations have charged the texture and
taste of chocolate, but it still remains one of the world’s favorite flavors. Select which
part of chocolate’s long history you’d like to explore first.
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INTODUCTION: Chocolate’s History at a glance.
Chocolate’s roots in Ancient Mesoamerica
We tend to think of chocolate as a sweet candy created during modern times.
But actually, Chocolate dates back to the ancient peoples of Mesoamerica who drink
chocolates as a better beverage.
For these people, chocolate wasn’t just a favorite food – it also played an
important role in their religious and social lives.
The ancient Maya grew cacao and made it into a beverage
The first people clearly known to have discovered the secret of cacao were the
classic period Maya (250 – 900 C.E[A.D]). The Maya and their ancestors in
Mesoamerica took the tree from the rain forest and grew it in their own back up roll,
where they harvested, fermented, roasted and ground the seeds into a paste.
When Mixed with water, Chile peppers, corneal, and other ingredients, this
paste made a frothy, spicy chocolate drink.
The Aztecs adopted cacao
By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica.
The Aztecs traded with Maya & other peoples for cacao & often required that citizens
and conquered peoples pay their tribute on cacao seeds a form of Aztec Money.
Like the earlier Maya, the Aztecs also consumed their bitter chocolate drink
seasoned with spices – sugar was an agricultural product unavailable to the ancient
Mesoamericans.
Drinking chocolate was on important part of Maya and Aztec life
Many people on classic period Maya society could drink chocolate at least on
occasion although it was a particularly favored beverage for loayality. But in Aztec
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society, primarily rules, priests, decorated soldiers, and honored Merchants could
partake of this sacred brew.
Chocolate also played a special role on both Maya and Aztec royal and
religious events priests represented cacao seeds on offering to the goods and served
chocolate drinks during sacred ceremonies.
Chocolate: A contemporary confection: For hundreds of years, the chocolate
making process remained relatively unaltered. But by the mid 1700’s the blossoming
industrial revolution saw the emergence of innovations that changed the future of
chocolate.
A steady stream of new inventions and advertising helped set stage for solid
chocolate candy to become the globally favored sweet it is today.
Take a more detailed look below at the different ways people obtained, Made
and used cacao in the recent past & present.
The creamy chronicle of chocolate
Did you know that chocolate was first cultivated and consumed by the Mayans
and Aztecs? By the year 1000 AD. The beans were being used as currency. The
Aztecs believed that drinking chocolate, which was the undiluted, on sweetened liquor
from the fermented cacao beans, would bring great wisdom understanding and energy.
Its use was reserved for the rating and priestly classes.
In 1492 Columbus was given some of the cacao beans and took then back to
Spain, but he didn’t know how to process and ferment them. In 1519 Cortez
descended upon the Aztecs were convinced that Quetzalcoatl had returned as
prophesied and they tried to get him to leave by once again playing him with
chocolate.
The 100-years secret
It didn’t work very well, as Cortez organized the area as a Spanish colony but
it did introduce Cortez to not only the consumption but the processing of chocolates.
They took the beans and the process back to Spain. The Spanish added sugar and
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honey to the bitter liquid and then fell in love with it. As in the Americans, its use was
reserved for member of the court. Chocolate was kept a secret by the Spanish court
for almost a hundred years.
Baker’s chocolate
In 1755 the processing of chocolate Moved back to the new world when john
Hanau and James baker opened a processing house in Massachusetts which was
beginning of the company now known as baker’s chocolate.
Now for the science staff
Cocoa batter as a trigly cevide which begins to soften at 75 f., and Melts at 97
f. It is a highly saturated fat which consists principally of the fatty acid stearic acid,
which is found in higher concentration in chocolate that in any other food. Stearic
acid is rapidly converted by the liver into oleic acid , a mono unsaturated that neither
raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils.
Chocolate does contain caffeine, but not much one ounce of milk chocolate
usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a
six-ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee
contains 100-150 Mg. Chocolate does not cause acne. It does obtain a protein that in
habits bacterial growth on teeth and since it meets at body temperature and melts off
one’s teeth, the sugar in chocolate does not cling to one’s teeth.
Why we love Chocolate
The loveliest thing about chocolate, the thing that makes us all so happy when
we eat it is that it contains the highest concentration in any food of phenyl ethylamine,
which is the chemical produced in the brain when a person is in love. Watch this
space for more information about chocolate from peter book chocolatier, where we fall
in love with chocolate a new every day.
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How Phyllis invented chocolate covered popcorn
Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the
company is chocolate covered popcorn which she calls a “pare gift from God was
created by accident”. It was back in 1984 when I had my first little.
Chocolate shop on San macro square, that I inadvertently invented it. “She
said: All the San macro merchants were giving away from samples at the annual
holiday magic celebration, and I had a shop fall of very expensive hand made items
that I couldn’t afford to give away. I ran down to the theater, got some fresh popcorn
and sprinkled chocolate on it so we have something to give too. This past holiday
seasons peter Brooke sold more than 5tons of chocolate covered popcorn”. It’s turned
into our most popular item,” laughs Geiger. “A true holiday blessing!”.
Introduction to confectionery
In India confectionery industry is one among the earliest establishment
industries. It has a large market and potential to grow so many folds.
At the national companies that are in market are Nutrine. Parry’s, ravalgon,
parley, perfetty, van Elle, Cadbury’s, National products etc.
Confectionery consumption is primarily confined to children. The competition
resulting in plenty of varieties. The consumer can choose whatever he wants from the
market.
Confectionery as a product is in early growth stage. But the demand has been
observed to be increasing gradually over a long period of time.
The word “confectionery” was derived from the Latin word “confection”
which means “Preparation”. In other words “A place where the sweets are made” is
called “confectionery”. It consists of both chocolates and biscuits.
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Confectionery is of two types:-
Sugar Confectionery.
Flavors confectionery.
Sugar Confectionery
Sugar confectionery means sweets in which sugar is the main ingredient either
they consists of sugar in very fine crystal from dispersed in sugar maintained in a
solution of careful blend of different types as sugar i.e. boiled sweets, toffees or
caramels, fate, milk, nuts are employed to obtain a variety of flavors and textures.
Before the 9th century sweets candies were the monopoly of apothecaries who made
them to hide the taste of their drugs.
Flavors Confectionery
Flavors confectionery consists of parties and fancy cakes having flavours as
their basis sweetens and mixed with variety dairy products such as butter and eggs.
COCOA AND CHOUDATE
Chocolate was derived from “cocoa” been see of tree “Theo bream Cocoa”
originally wild in central America and is not cultivated in the tropical bet coca powder
contains cocoa butter added to compensate for increased bulk due to inclusion of
sugars.
Eating Chocolate can be derived into two types
Molded confectionary
Covertures
Confectionery covertures for converting fruits, nut biscuits, preserves and other
centers need high proportion of better than chocolate for molding into block. The
manufactures of sugar coated nuts etc., known as DRAGEES is said to have been
introduced by ROMAN, JULIUS, DRAGATUS, and BONSONS were first made in
the 13th century. Pastries in the 15th century and fondants in the 17th. The great present
day volume of manufactures is due to introduction of automatic and semi automatic
machines about the middle of the century.
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Confectionery industry of India
In literal sense confectionery means hard boiled sweets. If it is a cold
profession family confectioneries were there from 18th century India. Thus industry
can be classified into two sectors they are:
Organized sector
Un Organized Sector
Organized sector
Major confectioneries in the organized sector are as follows:-
Nutrine
Parry’s
Parle
Ravalgon
Cadbury
Nestle
Ninkeys
Orton
Gypteen
Hicksets
There are six firms producing in organized sector
They are
1. Nutrine confectionery co. LTD
2. Parry’s confectionery co. LTD
3. Cadbury’s confectionery co. LTD
4. Parle Confectionery co.LTD
5. Ravalgon Confectionery co. LTD
6. Nestle Confectionery co. LTD
Each company is having specialization in their respective field.
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Unorganized sector
It consists of small scale units of confectionery whose scale of operations is
limited to their local areas they are firms producing in organized sector. They are:-
Nutrine
Parry’s
Parle
Ravalgon
Cadbury
Nestle
Each company is having specialization in their respective fields
Nutrine also contributes to the Agro Industry as follows:-
1. Nutrine is the largest industrial consumes f India liquid glucose in the country.
2. Nutrine is one of the largest industrial consumers of crystallize sugar in the
country.
3. Nutrine is one of the largest consumers of flavours in the country.
4. Nutrine consumes substantial quantities of soya Powder for protein
environment in confectionery.
5. Nutrine has also developed a unique bio catalyst process for production of
liquid glucose.
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COMPANY PROFILE
Introduction
Nutrine confectionery company limited (NCCL) is the flags ship company of
nutrine group spanning diverse products and services like confectionery, fruit bars,
chewing gum, granite marketing and surface transport. The NCCL is the
manufacturing and Marketing of confectionery products since 1952. Market research
and product quality and range have been the key factors of success.
Establishment
NCCL was established in 1952 by late B.V. Reddy a graduate from national
University, Adyar, (Madras). The chanedor of this university then was Sri.
Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing unit
to produce different type of candies. After the demise of Sri. B. V. Reddy, his son Sri
V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of the
industry Sri. V. Dwarakanath Reddy gains in valuable insight into the confectionery
manufacturing and Marketing. He is a visionary bound by an obsessive commitment
to quality and uncompromising faith in business ethics.
The management of the Nutrine group & currently headed by Sri. V.
Dwarakanath Reddy nephew Sri. V. Vikram Reddy, Managing director, has been
given valuable guidance to the functional management. Crucial functional area are
being efficiently monitoring by directors Sri. V. Madhusudhan Reddy and Sri. V.
Dinesh Reddy.
Company Status : India’s highest selling sweets. The leader in the
confectionery industry in India as well as an
organized sector. Its holds 35% market share in
India.
Nutrine of the Business : Sugar Boiled Confectionery.
Year of Establishment : The NCCL was established on February 1953 by
Late Sri. B. Venkatarama Reddy, a graduate
form national University, Adyar.10
No. of workers : Around 482 workers on all over factory.
Annual Sales turnover : 225.3 Crores 2009 – 2010
Company Capital : 30 Crores in 2003.
Principal Export market : NCCL, Exports confectionery products to
Various international markets via., Australia, Middle
East Europe, south Africa and New Zealand. Every
effort is being made to establish Nutrine household
name as international player in order to establish the
brand strength in many international markets.
Manufactures Products : More than 70 varieties of candies, toffees,
Fruit bars and lozenges.
Production setup : NCCL produces its confectionery with a main
Factory at Chittoor
Production setup : 100 tonnes per day (rated capacity)
No. of workers : Sr. Clerks - 2
Jr. Clerks - 1
Grade I - 5
Grade II - 22
Grade III - 349
Grade IV - 104
Driver - 1
Total - 484
Number of staff : Mangers - 13
Officer - 58
Trainers - 7
Total - 78
Total number of employees working is - 562
Contractors : 42
No. of verities in PDN : 25
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Mahalacto
Eclairs
Cookies
Assay
Deuble hit
Carmella
Company share : 30% - 50%
Nutrine Confectionery Company began as an idea around 1950 and became a
reality in 1953. Well – meaning friends as also skeptics told him he had no chance
against the old brand name that had been for decade’s synonyms for confectionary in
India.
But, B.V. Reddy merely said, “They must be room for one better brand in this
vast country”.
Quality
Quality that was the key.
Never compromise
Profits will come in good time.
Put yours money into quality.
Maintain it at all cost
That was what B.V. Reddy thought us.
He would fight for his rights that were a matter of principles.
He would never knowingly trespass on another’s rights that too was a matter
of principle.
He left us in 1964. but the tradition has not left us it never will.
Location Factors
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Nutrine Confectionery limited is situated in the border town of Chittoor on the
national Highway–4 in AP. The company is established in an area when the basis raw
materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies
in an advantageous, horticultural belt where tropical fruits like mango, banana and
papaya are grown in abundance. Nutrine produce its confectionery with a main factory
at various centers.
Diversification
Since 1985 Nutrine has diversified into other food products like chewing gums,
instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp,
processed fruits .Nutrine has a wide range of more than 72 varieties of candies, toffees,
lozenges etc. Being the leader in the industry for more than a decade.
Nutrine has always endeavored to satisfy the customers changing wants and
desires with its special emphasis on quality range and cost effectiveness.
Research and Development
Nutrine is the only company in India producing dehydrated fruit bars, using an
innovative technology. Nutrine has a well equipped research laboratory. Where
continuous product testing and product development is organized nutrine produces its
confectionery with a main factory at Chittoor and with packing arrangements at
various centers nutrine enjoy a high market share of 34% in confectionary in the
organized sector in china.
Exports
Nutrine exports confectionery gums and fruit bar’s to Canada, Djibouti,
Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi
Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some
products to Dubai, New Zealand and Africa. It is concentrating mainly on the domestic
market.
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Company Growth & Performance
For a small scale unit, which manufactures only candies in the early 60’s
Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core,
multi production and has been the single largest manufacturing company of
confectionery and toffees in India since 1982.
The production strength and the quality assurance given to the market the
company is due to the biz acumen of the bound members particularly chairman Sri. V.
Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of
sophisticated machinery imported form many equipped R&D laboratory where
continuous research and development and production of dimensions to biz philosophy
by the nutrine corporate.
Manpower
Today Nutrine has more than 560 employee including worker on employment
rolls. Nutrine CCL has build in a reputation of excellent employee relationship
continuously reinforced by generous benefits offered which includes free uniform,
Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea
dresses intuits eve of the festival to the family school uniform, fees and stationery.
Current operations and future outlook
NCCL exports confectionery products to international market Via., Australia,
Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has
international Marketing plans to reach the further markets.
Nutrine is actively planning to diversify into processed food processing units.
with superior technology for maintaining high quality standard and hygiene factors at
every stage of procurements, preservation, processing, canning and packaging. The
new plant which would go into commercial production in April 2002 planned and
commissioned on HACCP & ISO standards.
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Corporate Image
Nutrine have built up an evitable corporate image among most consumers by
effective advertising strategy and promotional input while investing in brand
promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its
brand strategy in India.
IT Strategy
Nutrine is seriously perusing integrated IT strategy for Phased automation of
all its business processes while strategically evolving SCM<CRM<ECOM.
Technologies.
Board of Directors
Mr. A.B.Godrej - Chairman
Mr. Vivk Mathur - Managing Director
Mr. S.Gunasekaran - EVP-pso
Mr.B.Gia Suddin - Unit Head
Mr.G.S.Srinivas - Manager HR
Employee Relationship
Nutrine Confectionery Company limited has built up a reputation of excellent
relationship reinforced by generous benefits to the employees free clothing on the eve
of festivals. There is only one recognized workers union out of two registered unions
and the industrial relations are maintained peacefully.
Trade unions
The following are the trade unions commonly formed in NCCL.
TNTUC
INTUC
Working conditions
Working conditions in NCCL are very good, the employee have been provided
good ventilation and good atmosphere at work place there are three shifts for
workmen.
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They are
1st shift
2nd shift
3rd shift
General shift
Computerized attendance recording system:-
Attendance recording system is working on computer. The employee will be
given an identify card/punching card at the joining of company. The employee had to
record their attendance by inserting their punch card in the punching machine at their
entering and leaving the company at time office.
The employee should not leave the premises of the company without written
permission.
Leave particulars
Earn leave : As per factory act
Casual leave : 12 days
National and festival holidays : 10 days
Various Departments in the Confectionery
Nutrine Confectionery Company limited has 10 sectors as its various
departments like.
Raw Materials departments
The company has a raw materials department, which takes care or provision of
raw materials required for the manufacture of products and also availability of raw
materials.
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Production Department
In this department the company looks after the production process, which
further divided into three sub departments Viz.,
Confectionery department
Toffee department
Wrapping department
Confectionery department
In this department the company produces more than 45 varieties of hard body
confectioneries.
Toffee Department
In this Zone the company manufactures more than 75 varieties of toffees.
Wrapping Department
This department deals with the packing of the final products. The company
has automated the wrapping section.
Quality controlled Department
This department looks after the quality of the product, which has a well
equipped state of the art R&D laboratory to check the quality of the products.
Workshop
It has its own well-equipped workshop it deals with the machinery. This
department under takes the repairs and snags besides Maintenance.
Finance department
This department looks after all the cost transactions & maintains looks of
accounts from all the department of the company.
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Competitions
In the confectionery field the major competitors of the Nutrine are
Parle
Parry’s
Rovalgon
Cadbury
Nestle
Vanmelle
ITC
Popular & leading brands of Nutrine are
Nutrine Mahalacto
Nutrine cookies
Honey fab
Assay
Chocolate éclairs
NCCL has a well equipped research a development laboratory where
continuous product testing and product development is organized.
During the recently held AD ASIA conference at Jaipur, Nutrine was selected
as the BEST BRAND among fast moving consumer goods industry, become
of its inherent, innovative product development capabilities.
The company has modernized its plant by importing sophisticated card
manufacturing machinery from Robert Bosh of Germany for making hygienic
confectionery. The markets imported are the 5 or 6 markets of its kind in the world
with the use of these markets Nutrine sold to produce good quality confectionery with
exacting standards.
17 with sustained supple from the valued stocked, Nutrine is growing stranger
in the markets & retaining its no 1 position with the facilities available & those to be
decided in the coming years, Nutrine will energy as one of the big food giants in the
country on the next few years.
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The Government of Andhra Pradesh has conferred “Best Management Award”.
On 1st May, 2003 for then out standing performance in maintenance of industrial
relations & labor welfare.
Product Profile
Products of Nutrine Confectionery company limited
Chocolate éclairs
Nutrine Maha lacto
Wild coffee
Amras
Super star delite
Ginger caps
Chumma – chumma
Dishum
Naturo fruit bar
Top cream assortments
Twin treat assortments
Espresso toffee
Nutrine royal (pista, badam, kajur, kesar)
Caramella (mango, coconut, chaco, kesar)
Nutrine gold
Nutrine white éclairs
Soft heart
Pineapple toffee
Orange candy
Lacto bon bon
Fruit mix candy
Sunshine fruit
Assorted confecionery
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Gulkand
Mango soft center
Pineapple toffee
Clubby
Milky caramel
Assay
Nutrine cookies (coconut, elachi)
Maruel
Sunshine fruit
Nutrine lollipop
Bullest jar
Mixed caraways
Turkey eggs
Coconut punch
The Major brands of Nutrine are
Product Name Product cost
Elachi cookies NCK
Kakanaka Cookies NCKS
Maha Lacto NML
Assay ASA
Nutrine Gold NGL
Lollipop LLP
Dishum DSM
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VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE
Type of confectionery Brand Name:
Kokanaka Cookies
elachi chocolate
chocolate éclairs
Flavor
Coconut
Elachi
Chocolate Centre
Covered with
Geamy caramel
Haud Boiled Mahalacto Nutrine,
Amras Nutrins Gold, Gulkland
coconut crunch
Milk, Butter, Mall Mango,
Vanilla, Rose, Coconut
Toffee Wild keffy,
Assay,
super Assortment,
Dishum ,
Carmella
Coffee
Vanilla
Twin treat top delite cream
coconut pineapple,
Orange grape coconut balck
current mango.
Lollipops Nutrine Lollipops Lollipop
Lozenges Coolers Ginger, Gingermint,
Eucalyptus (OLE)
The company is looking at introducing nut based chocolates, eclairs and
candies with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized sugar
boiled confectionary industry, Rs.1/- currently is the highest price point and less than
10% of its market estimated at Rs.750/- crore, canes from it Nutrine is trying to
increase the revenue share of its Rs.1/- category and 15% from the present 7%.
The company is planning to gradually face out the 25 paisa category which
accounts for around 35% of its product portfolio in the next 2 or 3 years. This category
results in maximum loses for the company as it does not enable it to pass on the excise
duty it increase to the customer.
REVIEW OF LITERATURE21
Job satisfaction may be defined as "reintegration of effect produced by
individual's perception of fulfillment of his needs in relation to his work and the
situations surroundings it". - Sinha.
The father of scientific management, Taylor's approach to job satisfaction was
based on a most pragmatic and essentially pessimistic philosophy that man is
motivated by money alone. That the workers are essentially "stupid and phlegmatic"
and that they would be satisfied with work they get higher economic return from it.
But now as time elapses new dimensions increasing understanding of new variables
and their interplay, the field of job satisfaction has beco0me difficult to comprehend.
What is job satisfaction?
The term job satisfaction was brought to lime light by Hoppock. He observed that job
satisfaction is combination of psychological, psychological and environment circumstances
that cause a person to say," I am satisfied with my job", such a description indicates the
variety of variables that influence the satisfaction of the individual.
Perhaps, one way to define job satisfaction may be to say that it is the end state of
feelings, it emphasizes the fact the feelings is experienced after a task is accomplished (or) an
activity has taken place. The feelings could be positive (or) negative depending upon whether
need is satisfied (or) not and could be a function of efforts of the individual on one hand and
on the other the situational opportunities avail able to him.
Motivation, attitude and job satisfaction:
Motivation implies the willingness to work (or) produce. A person may be
talented and equipped with all kinds of abilities and skills but may have no will to
work. Satisfaction, on the other hand, implies a positive emotional state which may be
totally unrelated to productivity.
Attitudes and pre-disposition that make the individual be having in a
characteristics way across situation. They have pre cursors to behavior and determine
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its intensity and direction. Job satisfaction, on the other hand, is an end-state of
feelings, which may influence subsequent behavior.
Morale and job satisfaction:
Job satisfaction is an important dimension of morale. Morale is a general
attitude of the workers and related to group while job satisfaction individual feelings,
which could be caused by variety of factors including group. This point has been
summarized by sinha. When he suggests that industrial morale is s collective
phenomenon and job satisfaction is a distributive one. In the words job satisfaction
refers to general attitude towards work by an individual workers. On the other hand,
morale is a group goals and confidence in the desirability of these goals.
Measurements of job satisfaction:
One of the useful components of job satisfaction in porter's questionnaire I the
degree of importance attached to the various aspects of job leading to job satisfaction.
Some aspects may be necessary for the successful completion of the job with
having much importance for the person such as tools, interdependence of task, co-
workers, rules and regulations and supervision etc, .on the other hand, there may be
other aspects of the job that may not only lead to successful completion of the job but
also carry some value to the person (Authority, freedom, challenge, participation etc,.).
People may vary on the degree of importance they attach to these aspects of the job.
Job and the importance attached to the various aspects of job contribute extensively in
our understanding of he construct, job satisfaction.
In Indian context one of the first few satisfaction measures developed by
researches is the S-D inventory by pestonjee. It mainly covers four areas and the
representatives items under each one of the area are:
1. Job:
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Nature of works, hours of works, fellow workers, and opportunities on the job for
promotion and advancement, overtime regulation, interests in work, physical environment,
machines and tools etc.
2. Management:
Supervisory treatment, participation rewards and punishment, praise and blame leave
policy favoritism, etc.
3. Social Relation:
Neighbours, Friends and associates, attitudes towards people in community,
participation in social activities, caste, barriers etc.
4. Personnel Adjustment:
Emotionalism, health, home and living condition, finance, relation with family
members etc.
These are including both on the job and off the job factors.
What satisfies Indian Employees?
In his study American employee's hoppock identifies six factors that contributed to
job satisfaction among them.
They may be as:
The way individual reacts to unpleasant situations.
The facility with which he adjusts himself to other persons
His relative status in the social and economic group with which he identifies himself.
The nature of the work in relation to the abilities, interest and preparation of the
workers.
Security
Loyalty
Most Indian studies on job satisfaction, on the other, have concerned themselves with
the specific aspects of the work. These studies on managers/supervisors have sensationally
used on of the following three methodologies of data collection.
24
1. A variety of factors are providing to respondents and they are asked to rank
them in terms of their contributions to their job satisfaction.
2. Using the rank order system, the respondents have been provided the list of six
motivators (achievement, recongnition, responsibility, workitself, advancement,
growth) and ten hygiene factors[ supervisors, company policy and
administration, working condition, interpersonal relationship with superior, peer
and subordinate, status salary job security and factors in personal life.
3. Another set of studies, particularly dealing with managers and supervisors has
used porter's need satisfaction questionnaire. Here the respondents have been
asked to indicate the existing satisfaction to need as well as the ideal
satisfaction that they would like to have.
Managers and supervisors:
The results of a representation sample on the question of what satisfies
sample managers/supervisors, the following conclusion were drawn:
A variety of jobs ranking factors have been identified by managers/supervisors.
Expect for two factors in domestic life and adequate money all of them relate to job
content category. So, it is achievement, responsibility, recognition feeling of worth
(or) relationship with co-workers that seem to satisfy Indian managers/supervisors
most.
Responsibility ranks as the top most factors contributing to the job satisfaction
of managers/supervisors. This is followed by work itself. Surprisingly the next rank is
shared by two context trends of what satisfies Indian managers/supervisors seem to
highlight the motivations (or) context factors as stipulated by Herzberg and others.
Job satisfaction and accidents:
Not very long ago Sigmund Freud made the statement that "accidents just do
not happen", suggesting there by that perhaps chance is not the only thing to which 25
accidents could be attributes. Some years later, the concept of accidents process was
proposed indicating that the accidents behavior is not a random phenomenon but could
be predicted. Some people tend to be more prone to accidents than others. Studies
have shown a variety of variables that seem to explain at least to some extent, the
reasons why accidents take place. These could be reason one's personal life, word
itself and environment in which one is working. According to kirehner accidents are
the means of venting anger and frustration and getting attention.
Research on the relationship between job satisfaction and accidents, generally
shows that the higher satisfaction with the job, the lower is the rate of accidents.
Though it is difficult to explain such relationship. But generally a satisfied employee
would not be careless or negligent and would encounter lesser possibilities of running
into an accidents situation. The more favorable attitude towards job would make him
more positively inclined to his job and there would be a lesser probability of getting to
an unexpected, incorrect or uncontrolled event in which either his action or the
reaction of an object or person may result in personal injury.
Job satisfaction and absenteeism:
In everyday life certain contingencies. Require a little extra effort on the part
of come to work. A minor problem with bicycle, drizzle, a small tiff with spouse and
several such incidents has a tremendous impact on the work attendance. For a
dissatisfied worker these may be major reason for missing the work but for a satisfied
worker these may be major reason missing the work these may be irrelevant. The fact,
however, remains. That the absence from work, irrespective of the process of output.
Most research on absenteeism and job satisfaction show that the higher the rate of
absenteeism, the job satisfaction.
Job satisfaction and adjustment:
If the employee is facing problems in general adjustment, it is likely to affect
his work, life. Although it is difficult to define adjustment most psychologist and
26
organization behaviorists have been able to narrow it down to what they call
neuroticism and anxiety.
Generally deviation from socially expected behavior has come to be identified
as neurotic behavior. Anxiety on the other hand is generally see as a mental state of
vague tear and apprehension, which influence the mode of thinking.
Adjustment problems usually show themselves in the level of job satisfaction.
People with lower level of anxiety and low neuroticism have been found to be more
satisfied with their jobs.
Job satisfaction and unionism:
In the India context where unions are strong persuasive, to think of job
satisfaction without unionism would be very unrealistic. If the organizational climate
personnel policies and practices of management are seen as dissatisfying, most
workers tend to look up at the union official to settle their grievances. Not only this,
the dissatisfaction of the employees with in the work and work environment is often
exploited by union leaders to gain membership and support of the work force. It
suggested that the greater the job satisfaction, the less favorable was the attitude
towards the union.
Job satisfaction and productivity:
It is generally assumed that a satisfied employee will also be a productive
employee. Given the limited opportunities for job openings and large number of
people aspiring for them, to get a job itself may be very satisfying. In order to retain
the job, the employee may be tempted to please the management by producing more.
Hence here may be a positive correlation between job satisfaction and productivity.
Job satisfaction and personal characteristics:
When a person comes to work, I bring with him his total personality, his
attitude, likes and dislikes, his personal characteristics and these, in turn, influence the 27
satisfaction he drives from his work. As work is one of the necessary aspects of the
total life experience of an individual, it become important to examine how his personal
characteristics influence his job. Personal characteristics here refer to such bio-social
variables as age, marital status, education, length of service and income etc.
Age:
The relationship between and Job satisfaction could be complex. Generally one
would expect that as the person would grow older would get greater satisfaction with
his job particularly because of the experience and therefore the case with which he
would be able to perform it.
Marital status:
Generally, one would assume that with increasing responsibility placed on an
individual because of marriage, he would value his job little more than an unmarried
employee.
Education:
From studies it is assumed that, it is reasonable to assume that the educated
would be more frustrated in routine jobs.
Numbers of dependants:
It is found that there is not much relationship between number of dependants
and the job satisfaction.
Income:
The significance of income to the workers today Indian condition, higher
income should lead to higher job satisfaction.
Year of experience:
If one goes by the general understanding, perhaps a person his just starting his
carrier would be more satisfied with it because of initial enthusiasm, which might wear
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of after a while. However, as soon as he reaches a period close to retirement, his
satisfaction should again increases because of the lack of alternative opportunities
available to him.
Job satisfaction and organization objectives:
A study of the relationship between satisfaction and organization objectives
may throw a variety issues which may help organization to develop organizational
level plans to include greater satisfaction, help the employees to develop an identity
with the organization.
OBJECTIVE OF THE STUDY
Primary objectives
29
To study the overall job satisfaction of supervisors in NUTRINE
Confectionery company limited
Secondary objectives
To measure the level of satisfaction among supervisors in NUTRINE
Confectionery company limited
To measure the relation between human relation and job satisfaction.
To find out most disturbing factors which influence their performance in job.
To give amicable and practical suggestions to improve job satisfaction of
supervisors in NUTRINE Confectionery company limited.
To study the growth opportunity programs and training program in NUTRINE
Confectionery company limited.
NEED FOR THE STUDY
30
HR are one of the most important assets of the organigation and assigning its
value is both important and difficult but it must be done if this resource utility is to be
optimized one method of evaluating these value is through assessment of job
satisfaction and the research shows that the job satisfaction does have an impact on the
over all effectiveness of the organigation job satisfaction refers to general attitude of
the employees towards this job inspite of the fact no study has been able to accurately
measure and the quality of the satisfaction the area of the job satisfaction is still an
interesting and is worth explosing in the field of personnel management.
SCOPE OF THE STUDY
31
To gain practical knowledge of the system & procedure of various departments in
an organigation.
To have an exposure of the was to environment.
To know the structural hierarchy of the organigation.
To collect the information regulation the attitude of employees in the organigation.
LIMITATION OF THE STUDY
32
Employees had fear that the information will be disclosed with top
management.
Time available for the study was less so small sample sized was taken.
It is not possible to collected the information from all the employees in
the organization.
Research was limited to NCC Ltd., Chittoor branch only
RESEARCH METHODOLOGY
DATA SOURCES :
33
Primary Data :
The information collected for the purpose at land. The primary data was
collected from supervisors of Nutrine confectionary Company Limited.
Secondary data :
The information is already present having been collected in the purpose
the secondary data was from journals training manual of nutrine confectionary
company limited and previous record works.
RESEARCH INSTRUMENT :
The research instrument used for the purpose of conduction survey is or
structured questionnaire.
Structural questionnaire :
The questionnaire are standardized in this questionnaire that is the
questions presented in exactly in the same manor to all the respondents.
Type of questions :
Close ended and open ended questions.
Research method :
The research method adopted was survey method.
Type of Survey :
Sample survey was adopted.
Population:
34
Population is complex lot define in terms of constituent parts namely
elements, sampling, sampling units, extents time. The population of study was
finite.
Type of sampling:
Canveniena sampling was adopted.
Sampling unit:
The respondents who are to be surveyed. The sampling unit was
supervisors of nutrine confectionery company ltd.
Sample Size :
A sample size of 70 respondents was taken.
Analytical Tools :
The collected data was analyzed with the help of simple percentages and
pie – diagrams.
DATA ANALYSIS AND INTERPRITATION
35
1. Opinion on Job Environment
Response Respondents % of Respondents
Highly Satisfied 45 30
Satisfied 60 40
Dissatisfied 30 20
Don’t Know 15 10
Chart - 1
Inference:
From the above table, 30% of the employees highly satisfied, 40% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 10% of
employees are Neutral about Job Environment.
2. Opinion about Employee’s Job
36
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 60 40
Dissatisfied 30 20
Don’t Know 30 20
Chart - 2
Inference:
From the above table, 20% of the employees highly satisfied, 40% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 20% of
employees are Neutral about Employee’s Job.
37
3. Opinion about Shift Timings
Response Respondents % of Respondents
Highly Satisfied 45 30
Satisfied 75 50
Dissatisfied 30 20
Don’t Know 00 00
Chart - 3
Inference:
From the above table, 30% of the employees highly satisfied, 50% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 0% of
employees are Neutral about Shift Timings.
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4. Opinion about Salary Pay-scale
Response Respondents % of Respondents
Highly Satisfied 15 10
Satisfied 60 40
Dissatisfied 75 50
Don’t Know 00 00
Chart - 4
Inference:
From the above table, 10% of the employees highly satisfied, 40% of the
employees are satisfied, 50% of the employees are Dissatisfied and other 0% of
employees are Neutral about Salary Pay-scale.
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5. Opinion about management Co-ordination
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 60 40
Dissatisfied 30 20
Don’t Know 30 20
Chart - 5
Inference:
From the above table, 20% of the employees highly satisfied, 40% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 20% of
employees are Neutral about management Co-ordination.
40
6. Opinion about Overall Job Security
Response Respondents % of Respondents
Highly Satisfied 15 10
Satisfied 45 30
Dissatisfied 60 40
Don’t Know 30 20
Chart - 6
Inference:
From the above table, 10% of the employees highly satisfied, 30% of the
employees are satisfied, 40% of the employees are Dissatisfied and other 20% of
employees are Neutral about Overall Job Security.
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7. Opinion about Satisfaction with Superiors
Response Respondents % of Respondents
Highly Satisfied 45 30
Satisfied 60 40
Dissatisfied 30 20
Don’t Know 15 10
Chart - 7
Inference:
From the above table, 30% of the employees highly satisfied, 40% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 10% of
employees are Neutral about Satisfaction with Superiors.
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8. Opinion about facilities provided by the organization to the Employees
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 45 30
Dissatisfied 45 30
Don’t Know 30 20
Chart - 8
Inference:
From the above table, 20% of the employees highly satisfied, 30% of the
employees are satisfied, 30% of the employees are Dissatisfied and other 20% of
employees are Neutral about facilities provided by the organization to the Employees.
43
9. Opinion about Safety Measures followed by the organization
Response Respondents % of Respondents
Highly Satisfied 45 30
Satisfied 45 30
Dissatisfied 45 30
Don’t Know 15 10
Chart - 9
Inference:
From the above table, 30% of the employees highly satisfied, 30% of the
employees are satisfied, 30% of the employees are Dissatisfied and other 10% of
employees are Neutral about Safety Measures followed by the organization.
44
10. Opinion about Performance appraisal system followed by the
organization
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 30 20
Dissatisfied 30 20
Don’t Know 60 40
Chart - 10
Inference:
From the above table, 20% of the employees highly satisfied, 20% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 40% of
45
employees are Neutral about Performance appraisal system followed by the
organization.
46
11. Opinion about Employees job responsibilities
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 45 30
Dissatisfied 30 20
Don’t Know 45 30
Chart - 11
Inference:
From the above table, 30% of the employees highly satisfied, 30% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 20% of
employees are Neutral about Employees job responsibilities.
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12. Opinion about Policies followed by the Organization
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 45 30
Dissatisfied 15 10
Don’t Know 60 40
Chart - 12
Inference:
From the above table, 20% of the employees highly satisfied, 30% of the
employees are satisfied, 10% of the employees are Dissatisfied and other 40% of
employees are Neutral about Policies followed by the Organization.
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13. Opinion about the T&D programmes to the employees
Response Respondents % of Respondents
Highly Satisfied 45 30
Satisfied 45 30
Dissatisfied 30 20
Don’t Know 30 20
Chart - 13
Inference:
From the above table, 30% of the employees highly satisfied, 30% of the
employees are satisfied, 20% of the employees are Dissatisfied and other 20% of
employees are Neutral about the T&D programmes to the employees
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14. Opinion about Satisfaction with employment terms & conditions of the
organization
Response Respondents % of Respondents
Highly Satisfied 30 20
Satisfied 45 30
Dissatisfied 15 10
Don’t Know 60 40
Chart - 14
Inference:
From the above table, 20% of the employees highly satisfied, 30% of the
employees are satisfied, 10% of the employees are Dissatisfied and other 40% of
employees are Neutral about Satisfaction with employment terms & conditions of the
organization
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15. Opinion about the Organization Environment
Response Respondents % of Respondents
Highly Satisfied 45 30
Satisfied 45 30
Dissatisfied 45 30
Don’t Know 15 10
Chart - 15
Inference:
From the above table, 30% of the employees highly satisfied, 30% of the
employees are satisfied, 30% of the employees are Dissatisfied and other 10% of
employees are Neutral about the Organization environment.
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FINDINGS
Morality of the respondents doesn’t have freedom to take decisions. This
shows centralization in structure.
Employees feel that they are very important person in the deportment, which
shows their level of commitment.
Employees in NCCL Can see themselves in a better position in near future
which indicates the carrier growth on the company.
Company successful in providing good working conditions.
Employees in the NCCL feel that they are being planned in right position were
their skills are utilized completely. While very few disagreed with the above.
Mesarity of the respondents feel that they are under paid.
Employees in the NCCL have good relation ship with their peers, superiors
and sub-ordinates.
All most all the employees have positive attitude of the management towards
security as employees feel highly secured in NCCL.
Half of the Employees are not satisfied with the personal development.
Employees in NCCL are satisfied with the company policies and procedures.
Employees in all dept are well planned while performing their activities.
On the whole employees in NCCL have Job Satisfaction the contributing
factors for their satisfaction are good relationship, Working conditions,
Company polices and other benefits.
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SUGGESTIONS
Since mesarity of the people feel that they are not underpaid, this causes
dissatisfaction. To avoid that company may introduce different assertive
schemer through which pay and productivity can be minimized.
As employees feel that they doesn’t have freedom to take decision which
affects job satisfaction adversely; employees should have some degree of
Freedom decisions at their workplace.
Some employees have low level of commitment has they feel they are not
much important in the dept they can explained how important there in the
deportment.
Some of the employees felt that their skills are not utilized completely; proper
measure can be taken job design and placement.
As more than half of the people not satisfy their personal development,
company may provide carrier development programmes were people can
achieve their personal and profit ional goals.
Supervisors require more encouragement from the mgt since many of them are
not satisfied with the encouragement given by the mgt.
Supervisors are not having complete freedom to make decisions.
The suggestions and opinions of supervisors should be taken into
consideration and they most be recognized well by the mgt.
Mgt hat to provide decision making power at least in their related works to
invite new kind of ideas.
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CONCLUSION
The study on job satisfied of supervisors in Nutrine Confectionary Company
Limited highlights that almost all the supervisors are satisfied with their job, which
implies that Nutrine Confectionery Company Limited taken almost care of its
supervisors.
The reason behind the success of the unit is its efficient human resources
Nutrine Confectionery Company limited has realized the important of human
resources and has taken almost care to full fill their needs, which is evident from the
recent development. Hence the doubt of its success is not left to the judgment of
others.
No doubt, Nutrine Confectionery Company Limited will keep up reputation
and receive many more awards at international level in the years to come. The rights
steps at the right place taken by the company have always helped and will help the
concern to move up in the success line.
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QUESTIONNAIRE
Name :
Age :
Department :
Designations :
Experience :
Qualification :
Salary :
1. How is your Job environment?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
2. How do you feel about your Job?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
3. Are you satisfied with shift timings?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
4. Are you satisfied with your salary pay scale?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
5. How is your management co – ordination?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
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6. How satisfied are you with the overall job security?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
7. How satisfied are you with your superiors?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
8. How is the Organization facilities provide to the employees?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
9. Are you satisfied with the safety measurement followed by
the organization?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
10. How is the performance appraisal system followed by the
organization?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
11. What do you feel about your job responsibilities?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
12. Are you satisfied with the policies followed by the
organization?
a. Highly Satisfied b. Satisfied
56
c. Dissatisfied d. Highly Dissatisfied
13. How are the T&D programmes to the employees?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
14. Are you satisfied with the employment terms & conditions
of the organization?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
15. How is the organization environment?
a. Highly Satisfied b. Satisfied
c. Dissatisfied d. Highly Dissatisfied
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BIBLIOGRAPHY
HUMAN RESOURCE MANAGEMENT … P. SUBBA RAO
PERSONNEL / HUMAN RESOURCE
MANAGEMENT … STEPHEN ROBBINS
HUMAN RESOURCE MANAGEMENT AN
INFORMATION SYSTEMS APPROACH … WAYNE F CASCIO
Websites:-
www.nutrinesweets.com
www.nr.com
www.orgo/jobperfection/satisfaction.com
www.quwstionsurvey.com
www.hrm.com
www.geogle.com
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