Full Project Report

A STUDY ON EFFECTIVENESS OF TEAM BUILDING
1. INTRODUCTION
1.1 INTRODUCTION TO HRM Human Resource Management (HRM) is concerned with the people dimensions in management. HRM is the term increasingly used to refer to the philosophy, policies, procedure and practices relating to the management of people within organizations. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organization objectives.
HRM is that process of management which develops and manages the human elements of enterprise. When individuals come to workplace, they come with not only technical skills, knowledge, experience etc, but also with their personal feelings, perception, desires, motives, attitudes, values which is put together for the achievement of organizational goals.
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MOTHER DAIRY, YELAHANKA
MEANING OF HRM HRM is that process of management which develops and manages the human elements of enterprise. It is not only the management of skills but also the attitude and aspiration of people. When individuals come to workplace, they come with not only technical skills, knowledge, experience but also with their personal feelings, desire, motives, attitude, value etc., so HRM means management of various aspects of human resources. In other words, HRM may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals.
DEFINITION OF HRM According to Lavancevich and Gluck Human Resource Management is the function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals.
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According to Flippo Human Resource Management
is the
planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and social objectives are accomplished. According to Leon.C.Meggision the term Human Resource can be thought of as The knowledge, skills, creative ability talents and aptitude of an organizations workforce as well as the values, attitudes and beliefs of individuals involved.
FEATURES OF HRM 1. HRM is concerned with the employees both as individuals and as a group in attaining goals. It is also concerned with behavior, emotional and social aspects. 2. It is concerned with the development of human resources i.e., knowledge capability skills, potentialities and attaining and achieving employee goals through different teams in the organization.
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3. HRM covers all levels (i.e., low level, middle level and top level) and categories (i.e., unskilled, skilled, technical professional, clerical and managerial) of employees. It covers both organized and unorganized employees. 4. It applies to the employees in all types of organization in the world (industry, trade service, commerce, economic, social, religious, and political and government department). Thus it is common in all types of organization. 5. HRM is the central sub-system of an organization and it permits all types of functional management. Marketing management and financial management.
OBJECTIVES OF HRM Objectives are pre-determined goals to which individual or group activity (team performance) in an organization is directed. Objectives of HRM are influenced by organizational objectives and individual and social goals. Objectives determine the character of an organization and serve as the basic for voluntary co-operation and co-ordination among employees. In this light the objectives of human resource management may be summarized as follows.
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To establish and maintain sound organization structure and desirable working relationship among all members of the organization. To create and utilize an able and motivated workforce to accomplish to basis organizational goals. To secure the integration of individual and group goals within the organization by co-ordination of the individual and group goals with those of organization. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization. To attain an effective utilization of human resources in the achievement of organizational goals. To provide attractive, equitable, incentive, rewards, budgets, social security measures to ensure retention of competent employees. To maintain high employee morale and sound human relation by sustaining and improving the various conditions and facilities.
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IMPORTANCE OF HRM Human resource plays a critical role in the development of modern economies. Arthur Levis observed there are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behavior. It is often felt that despite of huge natural resource and availability of physical financial resources along with international aid that a prominent role in the growth of modern economies none of the above factors is more significant than efficient and committed manpower. It is in fact said all development comes from the human mind.
CHALLENGES BEFORE HRM Some of the factors, which pose greater challenge to HRM, are: A longer and greater growth of industrialization is expected in the next decade. There is possibility for more takeover acquisitions and mergers in future in India.
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With the presence and influence of more multinationals and transnational as well as higher standards and competitions. There is a possibility for many indigenous units to be sick. There is a possibility for the emergences of many large and giant enterprises having economies of scale, leading the units without the merit of economies of scale and large production to wind of. ISO 19000 and other international standardization requirement are bound to dedicate higher quality specification making it difficult for less quality conscious business enterprise to survive. Another major challenge towards organization in the present era is the employees retention in the organization. The different teams should be made to achieve different tasks in the organizations.
FUNCTIONS OF HRM 1. MANAGERIAL FUNCTIONS: Managerial functions of personnel management involves Planning, Organizing, Directing, and controlling all these functions influence the operative functions.
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PLANNING: It is a predetermined course of action planning is determination of personnel programmers and changes in advance that with contribute to the organizational goals. In other words it involves planning human resource requirements, selection and training etc. ORGANIZING: An organization is a means to an end. It is essential to carryout the determined course faction. DIRECTING: The next logical function offers completing planning and organizing is execution of the plan. The willing effective co-operation of employees for the attainment of the organizational goals is possible through proper directing. CONTROLLING: After planning, organizing and directing various activities of personnel management, the performance is to be verified in order to know that personnel functions are performed in conformity with the plans and direction of an organization controlling is also involves of
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checking, verifying and comparing of the actual with the plans. Identification division if any and correcting of identified deviation.
2. OPERATIVE FUNCTIONS: EMPLOYMENT: It is a first operative function of human resource management. Employment concerned with securing and employing the people possessing the required kind and level of human resource necessary to achieve the organizational goals.
HUMAN RESOURCE MANAGEMENT: It is the process of improving, molding and changing the skills, values, commitment etc. based on present and future job and organizational requirements.
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COMPENSATION: It is the process of providing adequate, equitable and fair remuneration to the employees; it includes wage and salary administration, incentives, bonus, fringe benefits, social security measures etc.
HUMAN RELATIONS: Practicing various human resources policies and program like making teams among the employees create a sense of relationship between individual team members, among workers who are working for achieving a particular task, among workers and trade union and the management.
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1.2 TEAM BUILDING

The term team building generally refers to the selection, development, and collective motivation of result-oriented teams. Team building is pursued via a variety of practices, such as team selfassessment and team-dynamic games, and generally sits within the theory and practice of organizational development.
DEFINITION OF TEAM BUILDING Trent (2003) explains the need for a cohesive team as companies have a significant reliance upon them. He goes on to say that teams are a cohesive, organized number of employees organised to conduct tasks. Buller (1986, cited in Salas) simply describes team building as 'A means of intervention facilitated by a third party consultant who develops the problem solving capacity and solves major problems of an intact work group'.
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TEAM BUILDING To succeed, a Quality push must engage the enthusiasm of the entire team; as Team Leader, you must create the right atmosphere for this to happen. Many aspects of team building can be addressed while Quality remains the focus. You must create the environment where each team member feels totally free to express an idea or concern and this can only be done if there is no stigma attached to being incorrect. No idea is wrong - merely non-optimal. In each suggestion there is at least a thread of gold and someone should point it out and, if possible, build upon it. Any behaviour which seeks laughter at the expense of others must be swiftly reprimanded. One crude but effective method is to write down agreed ground rules and to display them as a constant reminder for everyone, something like:

all criticism must be kind and constructive all our-problems are all-our problems if it saves time later, do it now
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Another method is to constantly talk about the group as the plural pronoun: "we decided", "we can do this", "we'll get back to you". This is especially effective if it is used in conversation with outsiders (especially management) within ear-shot of the team. Praise and reward the whole team; get the team wider fame by a success story in an internal newspaper. Most importantly, you must enable failure. If the team is unable to try out ideas without rebuke for errors, then the scope of their solutions will be severely limited. Instead, a failure should be an opportunity to gain knowledge and to praise any safe-guards which were included in the plan.
Projects Clarity of purpose - this is the key to success. You need a simple, stated objective which everybody understands and which everybody can see achieved.
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Any plan to improve the quality or effectiveness of the group must contain:

the objective the method the statistical display for monitoring the outcome the agreed criteria for completion or curtailment
By insisting on this format, you provide the plan-owners with a simple mechanism for peer recognition (through the displayed notice board) and yet enable them to manage their own failure with grace. For a small established team, the "customer" includes any other part of the company with which the team interacts. Thus any themes regarding customer satisfaction can be developed with respect to these so called internal customers. In the end, the effectiveness of your team will be judged by the reports of how well they provide products for others. A simple innovation might be for a member of your team to actually talk to someone from each of these internal customer groups and to ask about problems. The interfaces are usually the best place to look
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for simply solved problems. The immediate benefit may be to the customer, but in the long run better communications will lead to fewer misunderstandings and so less rework.
THE PROCESS OF TEAM BUILDING

The process of team building includes, Clarifying the goal, and building ownership across the team and identifying the inhibitors to teamwork and removing or overcoming them, or if they cannot be removed, mitigating their negative effect on the team. To assess itself, a team seeks feedback to find out both: Its current strengths as a team. Its current weakness. To improve its current performance, a team uses the feedback from the team assessment in order to: Identify any gap between the desired state and the actual state Design a gap-closure strategy
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7 STEPS TO SUCCESSFUL TEAM BUILDING "We are going to build a team". Replace the word "team" with the word "house" - or any other noun that can be built and will take more than just a few minutes - and most sensible people will want to adopt a structured approach. The same goes for successful team building.
A Structured Process: No - if you want to build a team rather than just bond the individuals closer, you need a structured process. You need to decide before you start what improvements you want and can realistically expect the team to achieve. Next you can decide how long it will take to achieve those results. Often, fun remains a key objective for such a session. If it is the only one - or is only combined with a desire to get the team to become closer - organising a team bonding session is an ideal solution. If, however, your expectations are set higher than that - then you need something more structured.
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I SUGGEST THE FOLLOWING 7 STEPS WILL LEAD TO TEAM BUILDING SUCCESS: 1. Have definite session and longer-term goals and know how the session goals lead to the longer term ones. 2. Use an engaging and varied base activity that involves each participant in something that he or she enjoys doing. 3. Use an activity that achieves that engagement while having genuine parallels to the workplace and has relevance with the session goals. 4. Select an activity that requires the same kind of skill sets and team approaches that are needed at work - albeit one that is removed from the work itself. 5. Consider using an independent (internal or external) facilitator to allow all levels to join in as equals and to avoid it feeling like a "sermon from above". 6. Debrief using a predefined process that highlights the workplace parallels and allows the participants to extract their own learning rather than be preached to. 7. Use a proven mechanism to transfer the learning back to the
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workplace, ideally integrated within the process itself. If none of these seem important, you are probably looking at a pure fun bonding session. Whether that is a trip to the nearest (or furthest!) bar or something that offers the group an experience that all of its members will enjoy doesn't matter too much. But if any of them do seem important, then I'd suggest that they all are. If one or more are missing then your team building session will be compromised. And that's a word that sits well alongside mediocrity and underachievement.
Effective teams often produce lively discussions of divergent viewpoints before reaching consensus. Diverse views can mean unresolved argument, or they can mean increased team intelligence and ultimate consensus. The difference is a well built team. To improve the effectiveness of your team, Learning Center offers customized teamwork training.
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"A team is a group organized to work together to accomplish a set of objectives that cannot be achieved effectively by individuals."
A key to successful planning and implementation is the development of teams. The table below provides a description of three types of teams and their relative advantages and disadvantages:
Executive Model

Small teams of 3-8 All district managers No constituent or stakeholder involvement
Advantages: quick, focused, consensus among leaders Disadvantages: isolated, no district-side ownership District Model
Mid-size team of 15-20
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Representatives from each key stakeholder group within the 'boundaries' of district staff
Advantages: key representatives are involved, sense of district-wide ownership Disadvantages: representatives can take the narrow view, no community-side ownership
Community Model

Large team of 25-30 Mix of district staff and community leaders (50:50 preferred)
Advantages: key district community leaders involved, sense of community-wide ownership Disadvantages: slow process, everyone needs to be heard, steep learning curve as citizens become knowledgeable about issues and practices
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TEN CHARACTERISTICS OF WELL-FUNCTIONING TEAMS:
Purpose: Members proudly share a sense of why the team exists and are invested in accomplishing its mission and goals.
Priorities: Members know what needs to be done next, by whom, and by when to achieve team goals.
Roles: Members know their roles in getting tasks done and when to allow a more skillful member to do a certain task.
Decisions: Authority and decision-making lines are clearly understood.
Conflict: Conflict is dealt with openly and is considered important to decision-making and personal growth.
Personal traits: members feel their unique personalities are appreciated and well utilized.
Norms: Group norms for working together are set and seen as standards for every one in the groups.
Effectiveness: Members find team meetings efficient and productive and look forward to this time together.
Success: Members know clearly when the team has met with success and share in this equally and proudly.
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Training: Opportunities for feedback and updating skills are provided and taken advantage of by team members.
CHARACTERISTICS OF A HIGH-PERFORMANCE TEAM:
Participative
leadership
creating
interdependence
by
empowering, freeing up and serving others.
Shared responsibility - establishing an environment in which all team members feel responsibility as the manager for the performance team.
Aligned on purpose - having a sense of common purpose about why the team exists and the function it serves.
High communication - creating a climate of trust and open, honest communication.
Future focused - seeing change as an opportunity for growth. Focused on task - keeping meetings and interactions focused on results.
Creative talents - applying individual talents and creativity. Rapid response - identifying and acting on opportunities.
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Who is Part of Your Team and What Does the Team Do?
Management Team (Superintendent and Administration) plus Governance Team (School Board)
Vision (Planning)

School Board - creates, reviews and approves Administration - recommends process, develop and plans (decides what), and implements plans (decides how)
Structure (policy)

School Board - creates reviews and adopts Administration - recommends and implements
Advocacy (communication)
School Board - represents public interest, seeks public input
Administration - acts in public interest, seeks and provides public information
Accountability (Evaluation)
School Board - monitors progress toward goals, evaluates the board standards and personnel in accordance
Administration - implements evaluation of programs
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2. RESEARCH DESIGN
2.1. INTRODUCTION Human Resource Management is at the center of activating which forms the curse of perspective management in the rapidly changing management scenario of today HRM has a crucial role to play in the modern business environment. HRM is concerned with the human beings in an organization where there satisfaction is more important hence an employer always thinks about the employees development and building teams and through which attaining the main goals.
The term team building generally refers to the selection, development, and collective motivation of result-oriented teams. Team building is pursued via a variety of practices, such as group selfassessment and group-dynamic games, and generally sits within the theory and practice of organizational development.
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2.2 STATEMENT OF PROBLEM Organizations are run and succeeded by people; it is through making teams among them. It is through teams that goals are set and objectives realized. The performance of an organization is thus depends on the sum of th performance of its different teams i.e., every teams. In this study an attempt has been made to know the various teams building related to each departments and each level of employees. TEAM: A team is a group organized to work together to accomplish a set of objectives that cannot be achieved effectively by individuals TEAM BUILDING: The term team building generally refers to the selection, development, and collective motivation of result-oriented teams. Team building is pursued via a variety of practices, such as team selfassessment and team-dynamic games, and generally sits within the theory and practice of organizational development
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2.3 OBJECTIVES OF THE STUDY The main objective is to find whether are there different teams performing to achieve a common goal. To know the level of importance given to build teams. To know the employees opinion about working under a team. To know the co-ordination and co-operation among the team members. To know the employees opinion about their treatment in their teams. To know the problems and drawbacks in the employees teams. To know the level of communication within the team members and organization of the teams.
2.4 SCOPE OF THE STUDY The scope of the study is to know the Effectiveness of Team Building at Mother Dairy, Yelahanka. The study also brings out the importance of designing an effective team building and to know industry practices, employees expectations and competitive pressure etc.
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2.5 REVIEW OF LITERATURE Meredith Belbin is arguably the most recognised psychologist in the field of team building exercises. Belbin's model can be used for forming groups or to identify teams that are likely to work well together. This process will maximize potential performance as the team has all of the correct ingredients for success. Tuckman's Team Development Theory: Timescales are not illustrated within the theory as they will fluctuate depending on team numbers, tasks and personalities. Before being able to move on to the next stage of development, teams must overcome issues within their respective stages. Team Building Case Study Previous quantitative research conducted includes a study by Buller and Bell (1986) who observed fifty three hard rock miners working in underground metal mines over a ten week period. The results show how productivity increased after the team building intervention was executed.
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As the results show there was a significant increase in productivity directly attributable to team building. In this instance team building had the desired effect on production.
2.6 METHODOLOGY A descriptive study was taken up to study the Effectiveness of Team Building in Mother Dairy, Yelahanka and the Data was collected from primary and secondary sources.
PRIMARY DATA: The data, which is directly collected from the respondents, is known as primary data. Primary data was collected from the employees by reusing questionnaires. There were 50 respondents and out of them 35 employees were male and rests of 15 were female employees.
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SECONDARY DATA: Secondary data is the existing data or it can also be called past data. Secondary data was obtained from publication, journals, and books. The data collected was classified and tabulated analyses using statistical tools and applications.
2.7 TOOLS OF DATA COLLECTION: a) By survey we collected the primary information, it was sample survey and that was the convenient sampling. b) Size of the sampling was 50 respondents, out of them 35 were male respondents and the rest of 15 were female respondents. They were from different age group and also from different department. Because every department has the teams to achieve their departments tasks. c) Tools used for the collection of primary data were questionnaires and through personal interaction with the employees at lower level as well as higher level. The main tools were questionnaires.
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PLAN OF ANALYSIS: i. The structural questionnaire administered to the
respondents was aimed at eliciting the most essential data relating to the objective. ii. iii. A scrutiny of all the response was done. Data was further tabulated on different characteristics relating to the study. iv. v. Data was analyzed using a statistical technique. Bar diagram and pie charts are shown wherever it was felt relevant to understand the clear breakup of the employed.
2.8 LIMITATIONS OF THE STUDY A detailed study could not be carried out due to lack of time. The study was restricted to 50 employees. Interaction with the employees was very limited because of their busy work schedule. The result of the study is based on the assumption that all information provided by the respondents is correct.
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The data collected from Mother Dairy, Yelahanka, which is a unit and the rest the units are scattered at different place. So the study is restricted to a unit of Mother Dairy, Yelahanka.
2.9 AN OVERVIEW OF THE CHAPTER SCHEME The study is presented in following chapters: CHAPTER ONE: INTRODUCTION This chapter gives an introduction to HRM and the Team Building.
CHAPTER TWO: RESEARCH DESIGN This chapter gives an overview of the research design. 1. Brief introduction to subject. 2. Statement of the problem. 3. Objectives if the study. 4. Scope of the study. 5. Methodology. 6. Tools of data collection.
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7. Limitations of the study. 8. Chapter scheme.
CHAPTER THREE: COMPANY PROFILE This chapter gives a complete profile of Mother Dairy, Yelahanka.
CHAPTER FOUR: EFFECTIVENESS OF TEAM BUILDING - AN ANALYSIS This chapter gives a detailed view of team building measures that are exist in Mother Dairy, Yelahanka, Bangalore.
CHAPTER FIVE: SUMMERY OF FINDINGS, CONCLUSIONS AND SUGGESTIONS This chapter gives summery of all findings, conclusions and suggestions derived from the study.
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3. COMPANY PROFILE
Mother Dairy a unit of Karnataka Milk Federation which is located in Yelahanka in the Bangalore North Taluk, was established in a total area of 28 acres during under of II with a processing capacity of two lakh liters per day on 7.12.1984 later, the processing capacity of the diary was expanded to handle 4 Lakh liters per day during 1993-94 with an additional cost of Rs.3.64 Crores Total of investment for this project is Rs.10.61 crores. The different facilities available at mother diary are mother is procuring 2.4 lakh liters milk per day from kolar Milk sadali and Gowribidnur are possessing bulk milk coolers, through road milk taners. The Diary is processing and distributing on average 2.25 lakh liters of Milk per day to the consumers in Bangalore city with the increase in demand for liquid milk. It is planned to increase the processing capacity of the Diary. Milk is highly nutritive and majority of Indian population rely on milk for their protein supplement milk is obtained by milking well bread cows and buffaloes, either manually or through sterilized milking machine milk cream, cheese ghee, condensed milk of milk-protein are the dairy products which are separated form milk through various process.
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The essence of organizational study relates to Co-ordination of one department with area ores in this organization Industrialization is taking place in such a rapid place that the entrepreneurs or industrialists often forget to know the over all functioning of all the systems of an organization in the most of corporate objectives. This mat be viewed all one of the reason where most of our industries one becoming with day to day. The magic behind the successful entrepreneur in this competition age lines in one detailed knowledge of one functionary of the organization system.
BACK GROUND In June 1974, an integrated project was launched in Karnataka restructure and reorganizes the Diary Industry on the co-operative principle and to lay foundation for a new direction in diary development. Work on the first are World Bank aided Diary development was initiated in 1975. Initially the project covered its southern districts of Karnataka and Karnataka diary Development Corporation was setup to implement the project corporation was setup to implement the project. The multi level, multiunit organization will total vertical integration of all Diary development activities was setup with
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cooperative societies at grass root level, milk unions at the middle level and Diary development cooperation at the state level as on apex body vested with responsibility of implementing Rs.51 Crores project. At the end of September 1984 the World Bank aided project ended and diary development activates continued under operation flood- II. The Activities were extended to cover the entire state except costal taluks ultra Karnataka district and the process of diary development was continued in the second phase form April -1984 as a successor to KDDC. After the closure of operation flood. II, the diary Development activates, which continued under operation flood-III ended on 31.03.1996. The spills over works are financed by NDDB from 1.04.1996 under different terms and conditions.
ORGANIZATION STATUS At the End of March 2000, the network of Rs.8363 Diary cooperative societies (DCS) have been organized and are spread over 166 taluks of the total 175 taluks in all the 27 districts of Karnataka. These societies have been organized into 13 milk unions. The unions are further federation there are 38 chilling centers (Capacity 12.49 LLPD) 4
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number of farm coolers (Capacity 0.16) 17 number of liquid milk plants and two products diaries for chilling and processing (21.20 LLPD) conservation (25TPD) and marketing of Milk. To supply balanced cattle deed, three numbers of cattle feed plants of 100 TPD capacity with mineral mixture production facility in one unit are functioning to ensure supply of quality germ plasma, bull breeding farm and frozen semen bank has been established and is well stocked with exotic quality high pedigree bill. To impart training one central training Institute and 3 regional training centers are functioning. Three diagnostic laboratories have been setup for disease monitoring. Three folder demonstration farms at sahapur, kottanahalli, kudige and one seed production farm at sahapur are also operating out of the above units, 16 numbers of dairies, 3 numbers of training centers and 3 numbers of diagnostic labs are operating under respective unions.
MILK FEDERATION The Role of Milk Federation The Karnataka Co-operative milk producers federated Ltd., came into existence on 1/5/1984 by federating the milk unions in the
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state and thus forming the state level apex organization. The federation is implementing the project activities. The federation is implementing the project activities when all the project activities are completed, the main role of the federation will be to market surplus milk products and to produce and supply centralized inputs.
FEDERATION FUNCTIONS Presently Mother Diary and Nandini Milk Products at Bangalore are under the control of KMF fair cattle feed plants, a central training Institute and centralized testing and quality control laboratory are functioning under the direct control by KMF Co-operation of activities between the unions and developing marketing in the area if union. The federation manager surpluses and deficiencies of liquid milk amongst the member milk unions. How ever the federation organizes marketing of products. The major quality of the milk is sold as liquid milk. This apart other products like butter, Ghee, SMP, Peda flavored milk, Burfi, Panner, Khava, Jamoons, Mysorepak, Badam powder and Icecream are also sold. Nandini Good Life pure Cow Milk with an ambient shelf life of 45 days has been introduced by adopting ultra high temperature treatment technology. The products are sold under the family brand
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name of nandini. The federation organizes marketing of liquid milk and products outside the state. Excellence in quality is maintained to lay a solid foundation for widespread acceptance of Nandini Products. This will ensure an assured market for the ever increasing milk production Balanced cattle feed, by pass cattle feed. Mineral mixture frozen semen straws and liquid nitrogen are produced by the federation and supplied to the unions. Training and development senior management personnel, acquiring and applying all new relevant technologies prescribing quality guidelines and norms are also the functions of the federation.
MILE STONES 1955 First Diary in Karnataka set up at Kudige, Kodagu Dist.08.01.1955. 1965 Biggest diary in Karnataka with 1.5 lakh ltrs per day liquid milk processing factory.

Set up in Bangalore on 23.02.1981 Expansion date 01.02.1981.

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1974 -
World
Bank
aided
Karnataka
Diary
Development project implemented 19.06.1974. 1974 Karnataka Diary Development Corporation (KDDC) is Born .11.01.1974. 1975 1976 1980 First spear head team is positioned 01.07.1975 First Registration of Union 23.11.1976 Karnataka 01.3.1980 1982 Milk products Ltd. Established
01.3.1980
First Milk product Diary started at Gejjalagere, mandya 12.06.1982
1983 -
Corporate brand name Nandini given 13.02.1983 a) First cattle feed plant commissioned at
Rajanukunte 21.03.1983. b) Capacity Expanded form 100 Mtr to 200 Mtr 01.06.1997. 1984 Bull Mother form and Frozne semen Bank
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Commissioned 01.01.1984. Operation Flood II Implemented 01.04.1984 to 30.09.1987. Operation flood II Implemented 01.04.1984 to 30.09.1987. Karnataka milk federation is born 01.05.1984 KDDC transformed into KMF into KMF 01.05.1984 KMPL assets transferred to KMF 01.02.1984 product Diary Dharwad Commissioned 12.09.1984 Mother Diary Started functioning 01.12.1984 1985 Remaining government dairies transferred to KMF 14.02.1985. 1987 Operation Flood- III implemented 01.04.1987 dairies at Hassan, Tumkur and Mysore transferred to district milk unions 01.06.1987. 1988 Dairies at Bangalore Gejjalagere, Dharwad Belgaum and Mangalore transferred to district milk union 01.09.1988 training centers at Mysore Dharwad Gulbarga transferred to Unions 01.12.1988.
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1989-
Centralized marketing organized 01.05.1989 last milk shed registered as a union (Raichur) 12.12.1989 milk supplied to kolkata Mother Dairy through railway tankers from mother dairy, Bangalore 03.03.1989.
1991 -
Karnataka Holstein Friesian Breeders Association (KHAEBA) Registered 25.03.1991.
1992 -
Commercial production and marketing of NANDINI flavored milk launched September 1992.
1993 -
Milk procurement on single day cross million Kg level in December 1986 and average milk
procurement per day for the year crosses million Kg level 1991-1992. 1994 Liquid Milk sale Crosses billion liters per day February 1994. 1995 Varieties of new Nandini Products Viz, Nandini Panner, Burfi, Kava and sweet curds launched December 1995.
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1996 -
Foundation stone laid for cattle feed plant at Hassan 09.02.1996 production stated 09.09.1998.
1996 -
Foundation stone laid for mega Dairy and new powder plant at Bangalore, Mini Dairy schemes and other development programmed 01.11.1996.
1997 -
Inauguration of Ice Cream manufacturing unit at Mother Dairy premises Bangalore 12.06.1997
1998 1999 2000 -
Launching new products Jamoon Mix March 1998. Tetea Fino Packaged Nandini Good Life Milk March. Badam Powder -17.01.2000
QUALITY POLICY OF MOTHER DAIRY Every employee of Mother Diary will strive to provide milk and milk products of outstanding quality with competitive rates, prompt delivery and total customers satisfaction.
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OBJECTIVES OF MOTHER DAIRY The main objectives of Mother Dairy are: To provide assured and remunerative market for the farmer members. To provide quality milk to urban consumers To build village level institution in co-operative sector to manage the diary activities. To ensure provision of milk production inputs, processing facilities and dissemination of know how. To facilitate rural development by providing opportunities for self-employment at village level, preventing migration to urban areas, introducing cash economy and opportunity for steady income.
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ISO 9002 AND HACCP IS 15000 (HACCP) CERTIFICATE Mother Dairy has obtained ISO 9002 and HACCP Certificate from Bureau of Indian Standard (BIS) of government of India form December 2000. Mother Dairy is the first and only dairy to secure the comprehensive certificate in the entire south India. The importance of obtaining this certificate is to: Procure Manufacture & distribute the products under controlled set of procedures as per ISO 9003. To Identify a probable occurrence of Hazar as during the process of procurement manufacturing and distribution. To identify the severity of Hazards during critical control point. To control the Identified Hazards and to produce the products of International food produce the products of international food safety standards.
PRODUCT LINE The Principle aim of mother dairy is to satisfy people with different tastes and preference and income as such it has a broad product line satisfy the people of different taste.
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The product line of mother Dairy comprises of Toned Milk Full Cream Milk Curd Butter Ghee Ice-Cream
COMPETITORS The success of each and every business unit is mainly depending on how brilliantly it faces the competitions Mother dairy is not out of completion it has 80% market share in Bangalore & Presently it is the brand leader for milk products. The main competitors to Mother Dairy are : Sl. No 1 2 3 Name of Competitors Area of Procurement Heritage Jersey Dodla Dairy Farm Ltd Chitur Tamil Nadu Bangalore
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Aroghya Nilgiris Dairy Farm
Bangalore
5 Ltd KCA Milk Chennai 6 Sara Enterprise 7 8 Swastika Diary Vamshi
Erode
Josarpet Tamil Nadu
Madanapally Krishnagiri
ORGANIZATIONAL OBJECTIVE AND STRATEGIES The First step in an organization is the assessment of its objective and strategies i.e., what business are we in? And at what level of quality do with wish to provide or service? Where do we want to be in the future ? It is only answering there and other related questions that the organizational must assess the strengths and weakness of its human resources.
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NEEDS ASSESSMENT Needs assessment diagnosis present problems and future challenges to be meet through training and development organizations spend vast sums of money (Usually as a percentage of turnover) on training and development. Before committing such huge resource organization would do well to assess the training needs of their employees organizational that implement training programmes without conducting needs assessment may be malign errors.
SWOT ANALYSIS OF THE COMPANY S Strength O Opportunities W Weaknesses T Threats
Strength Each department in the organization is very coordinative. All functions relating to milk and milk products are processed at the same plant. It can minimize the cost of production. Presently Mother Dairy is a brand leader as well as price leader in the local market.
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The time duration between the procurement and sale is comparatively less. Providing the necessary welfare facilities for the employees thus putting the employees in the comfort zone and increasing the relation level of employees. Weakness: As it is government organization, employee productivity is less. Mother Dairy is lacking enough authority to take decision. Still traditional method of milk processing. Lack of specialization of top-level management. Difficulty of change to an alternate fine production with the existing machinery. All functions relating to milk and milk products are processed at the same plant. It can minimize the cost of production. Opportunities: Since NANDINI is well known brand it has an opportunity to diversify into some other business.
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Since Mother Dairy is recruiting labors of both permanent & contractor to meet production as per fluctuating demand. Mother Dairy is concentrating only on local market it has got opportunity to enter into other. Markets like exporting cream milk powder, ghee, and other its products to other states. It has got infrastructure to expand the production capacity. Strengthening of union management relationship to achieve organizational objectives. Threats: Stiff competition from others like Aroghya Heritage, Good Morning Nestle & other brands. As Mother Dairy is owned by Karnataka Government changes in policies of the Government affect the Mother Dairy. Threats due to entry of the private firms into milk processing business.
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Table No: 1 showing the ages of the respondents.
Options 20-30 31-40 41-50 51 and above Total
Frequency 9 12 16 13 50
Percentage 18 24 32 26 100
Concept: The objective of the question is to know about the ages of the respondents.
Analysis: From the above table it shows that 18% are between 20 and 30 of age, 24% are between 31 and 40, 32% are between 41 and 50 and the rest of 26% are 51 and above of age.
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Graph No: 1 shows that the ages of the respondents.
35% 30% 25% 20% 15% 10% 5% 0% 18% 24%
32% 26%
20-30
31-40
41-50
51 and above
Inference: From this it is clear that majority of the respondents are in between 35-50. It shows that the employees are very loyal to the company and happy to work in the company, so they have been working in the company for so many years.
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Table No: 2 showing the experience of the respondents in the organization.
Options
0-8 9-15 16-24 25 and above Total
Frequency
10 9 12 19 50
Percentage
20 18 24 38 100
Concept: the objective of the question is to know about the respondents experience in the company, through which to know the loyalty of the employees.
Analysis: From the above table it shows that 20% are have between 0 and 8 years of experience , 18% are between 9 and 15, 24% are between 16 and 24 and the rest of 38% are between 25 and above.
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Graph No: 2 show that the experience of respondents of the company.
38% 40% 35% 30% 25% 20% 15% 10% 5% 0% 0-8 15-Sep 16-24 25 and above 24% 20% 18%
Inference: From this it is clear that majority of the respondents have experience of 24 and above. It shows that the employees are working from long before and it shows their loyalty and they are happy with the company.
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Table No: 3 showing the employees whether they have specific teams to perform the tasks.
Response Yes No Cant say Total
Frequency 45 2 3 50
Percentage 90 4 6 100
Concept: The objective of the question is to know whether the respondents have a specific team.
Analysis: The above table shows that 90% of the respondents say that they have a team and the rest 10% could not tell whether they have a team or not.
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Graph No: 4 showing whether the employees have the teams to perform.
No, 4% Can't Say, 6%
Yes, 90%
Inference: It is clear that the majority of the respondents agree that they have a team to perform. It shows that the organization has different teams to achieve their goals.
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Table No: 4 showing whether the employees preferred to work under a team.
Frequency 45 3 2 50
Concept: The objective of the question is to know whether the respondents prefer to work under a team.
Analysis: The above table shows that 90% of the respondents prefer to work under a team, 6% do not prefers and the rest of 4% could not say anything about it.
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Graph No: 4 showing whether the employees preferred to work under a team.
Can't Say, 4%
No, 6%
Yes, 90%
Inference: Here it is clear that majority of the respondents prefer to work under a team. It is clear that the employees keen to work under a team.
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Table No: 5 showing whether the team work help in personal growth.
Frequency 35 10 5 50
Concept: The objective of the question is to know whether the team work helps in the personal growth of the respondents.
Analysis: It is interesting to know that 70% of respondents agree that the team work help in personal growth, 20% disagree and the rest of 10% could not say anything about it.
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Graph No: 5 showing whether the team work help in personal growth of the employees.
Can't Say, 10%
No, 20%
Yes, 70%
Inference: It is clear that majority of respondents agree that the team work help in personal growth. It is clear that the team work will helps in the employees personal growth.
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Table No: 6 showing whether they have any programs to build teams.
Response Yes No Dont Know Total
Concept: The objective of the question is to know whether the respondents have any team building programs.
Analysis: From the table it is depicted that 60% say that they do not have any programs to build teams, 30% dont know about it and the rest of 10% says they have some programs to build the teams.
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Graph No: 6 showing whether the employees have any programs to build the teams.
Yes, 10% Can't Say, 30%
No, 60%
Inference: From this it is concluded that majority of the respondents say that they dont have any special programs to build the teams. It shows that the company is not conducting any programs to build the team to achieve their goals.
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Table No: 7 showing how the employees feel the drawbacks in the team building programs.
Response Yes No Dont know Total
Concept: The objective of the question is to know opinion of respondents about the drawbacks of team building process.
Analysis: It is interesting to know that 40% of respondents dont know about any drawbacks in the team building programmes, 30% says no drawbacks and the rest of 30% says there were drawbacks in the team building process.
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Graph No: 7 showing whether the employees feel any drawbacks in their team building process.
Can't Say, 40%
Yes, 30%
No, 30%
Inference: By this it is clear that the majority of the respondents disagree that there were no drawbacks in the process. Because of no special programs to build the teams there is more number of respondents dont know about this.
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Table No: 8 showing whether the employees ever feel to quit their team.
Frequency 5 40 5 50
Concept: the objective of this question is to know whether the respondents happy with the team or feel to quit their team.
Analysis: It is good to know that 80% of respondents do not want to quit their team, 10% says they could not tell and the rest 10% says that they want to quit their teams.
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Graph No: 9 showing whether the employees ever felt to quit their team.
80% 80% 70% 60% 50% 40% 30%
20%
10% 0%
10%
10%
Yes
No
Can't Say
Inference: From this it is clear that majority of respondents are happy with their team and they dont want to quit their team. It shows that the employees are happy with the teams they are performing.
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Table No: 9 showing whether the employees have opportunities to voice their opinion in the team meetings.
Concept: The objective of the question is to know that the respondents opportunity to voice their opinion.
Analysis: From the above table 70% of respondents say that they have opportunities to voice their opinion, 20% says that they dont have and the rest 10% could not say anything about it.
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Graph No: 9 showing whether the employees have opportunities to voice their opinion in the team meetings.
Can't Say, 10%
No, 20%
Yes, 70%
Inference: It is clear that majority of respondents feel that they have opportunities to voice their opinion. It shows that the management giving the employees to voice their opinion in the meetings conducted by the management.
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Table No: 10 show whether respondents have regular meetings to discuss team tasks.
Concept: The objective of the question is to know whether the teams organize regular meetings to discuss the tasks to be achieved.
Analysis: From the above table 50% of respondents say that they have regular meetings to discuss team tasks, 36% says no meetings and the rest 14% could not say anything about it.
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Graph No: 10 showing whether the employees have regular meetings to discuss regarding the tasks to achieve.
Can't Say, 14% Yes, 50%
No, 36%
Inference: It is clear that majority of respondents feel that they have regular meetings to discuss team tasks achieved or to be achieved. It shows that the management conducting meetings and allowing the employees to participate in it.
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Table No: 11 show whether the respondents team need to be improved.
Frequency 43 4 3 50
Concept: The objective of the question is to know opinion of respondents about the improvement needed to their team.
Analysis: From the above table 86% of the respondents say that their team needs to be improved, 8% says that need not and the rest 6% could not say anything about it.
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Graph No: 11 showing the employees feel whether their team need still more improvement.
90%
86%
80%
70% 60% 50% 40% 30% 20% 10% 0% Yes No Can't Say 8% 6%
Inference: It is clear that the majority of respondents feel that their team should be improved. It shows that the team in which the employees are performing needs still more improvement.
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Table No: 12 showing whether the superiors invite and appreciate respondents suggestion.
Frequency 35 15 50
Percentage 70 30 100
Concept: The objective of the question is to know that superiors are inviting and appreciating the suggestions of respondents.
Analysis: From the table, it is predicted that 70% say that their superior inviting and appreciating their suggestions and the rest of 30% disagree to this.
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Graph No: 12 showing how the superiors inviting and appreciating the employees suggestions.
Can't Say, 0% No, 30%
Yes, 70%
Inference: From this we may conclude that majority of respondents suggestions are appreciable, it means good suggestions are always inevitable and appreciable.
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Table No: 13 showing is the respondents team well organized.
Response Yes No Dont Know Total
Concept: The objective of the question is to know the opinion of respondents that their team whether well organized or not.
Analysis: From the above table 66% of respondents say that their team is well organized, 30% says that the team is not well organized and the rest of respondents dont know about it.
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Graph No: 13 showing the employees feel whether the team well organized.
70% 66% 60%
50%
40% 30% 20% 30%
10%
4% 0% Yes No Can't Say
Inference: From this it is clear that majority of respondents feel their team is well organized. It shows that the employees are happy with the teams and the organization of the teams.
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Table NO: 14 showing the opinion of the respondents is their team designed to achieve the organizational goals?
Frequency 44 6 50
Concept: The objective of this question is to know that whether the teams are designed to achieve the organizational goals or not
Analysis: It is interesting to know that 88% of respondents agree that their team is designed to achieve the organizational goals and the rest of 12% says they cant say anything about it.
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Graph No: 14 showing the employees feel whether the team designed to achieve the organizational goals.
90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
88%
12% 0%
Yes
No
Can't Say
Inference: From this it is clear that majority of respondents satisfied with the team design to achieve the organizational goals. It shows that the employees are satisfied with the tasks they are performing.
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Table No: 15 showing whether the respondents treated fairly in their team.
Frequency 40 10 50
Concept: the objective of the question is to know the opinion of respondents that whether they treated fairly in their team.
Analysis: It is interesting to know that 80% of respondents say that they are treated fairly in their team and the rest of the respondents agree that they cant say anything about it.
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Graph No: 15 showing whether the employees treated fairly in their team.
80% 80% 70% 60%
50%
40% 30% 20% 10% 0% Yes No Can't Say 0% 20%
Inference: It is clear that majority of the respondents agree that they are treated fairly in their team. It shows the respondents are happy to in their team. It means there is an equal treatment in the team.
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Table No: 16 showing whether the respondents satisfied with tasks which their team performing.
Concept: The objective of the question is to know the opinion of respondents whether they are satisfied with the tasks they are performing.
Analysis: The above table shows that 60% of respondents say that they are satisfied with the tasks which their team performing, 20% say disagreed to this and the rest of 20% says that they cant say whether they are satisfied with the tasks which they are performing.
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Graph No: 16 showing whether the employees satisfied with the tasks which they are performing.
Can't Say, 20%
Yes, 60% No, 20%
Inference: It is concluded that the majority of respondents agree that they are satisfied with the tasks which they are performing. It means the respondents are happy with the tasks which they are performing.
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Table No: 17 showing whether they are proud to be the team member.
Concept: the objective of the question is to know whether the respondents happy with the team.
Analysis: From the above table 70% of the respondents say that they are proud to be the team member, 20% of respondents disagreed to this and the rest of 10% say they cant say anything about it.
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Graph No: 17 showing whether the employees feel proud to be the team member.
80% 70% 60% 50% 40% 30% 20% 10% 0% Yes No Can't Say 20% 10% 70%
Inference: From this it is clear that majority of respondents feel proud to be the team member. It means the employees are happy with their teams.
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Table No: 18 showing whether the respondents getting strained in their team work.
Concept: The objective of the question is to know whether the respondents getting strained in their work.
Analysis: From the above table 36% of respondents say that they are getting strained in their team work, 54% says they are not getting strained and the rest of 10% say they cant say about it.
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Graph No: 18 showing whether the employees feel them mentally getting strained in their team work.
Can't Say, 10%
Yes, 36%
No, 54%
Inference: It is clear that majority of respondents agree that they are not getting strained in their team work. It shows the employees are working in their teams with the high morale.
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Table No: 19 showing the level of importance given to team building in the mother dairy.
Response Excellent Good Average Poor Total
Concept: The objective of the question is to know the opinion of respondents that the importance to build the team in the organization.
Analysis: From the table it is depicted that 6% of respondents agree that the importance to build the teams is excellent, 60% says that it is good and the rest of 34% say that it is average.
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Graph No: 19 showing the level of importance given to team building in the organization.
Poor, 0% Average, 34%
Excellent, 6%
Good, 60%
Inference: from this it is clear that majority of respondents agree that the level of importance given to team building is good. It means the company showing a lot of interests in building the teams.
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Table No: 20 shows that the respondents opinion about the coordination and co-operation among the team members.
Frequency 35 15 50
Concept: The objective of the question is to know the opinion of respondents about the co-ordination and co-operation among the team members.
Analysis: From the above table 70% say that the co-ordination and cooperation among the team members is good and the rest of 30% agree that it is average.
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Graph No: 20 showing the opinion about the co-ordination and cooperation among the team members.
70% 70% 60% 50% 40% 30% 20% 10% 0% Excellent Good Average Poor 0% 0% 30%
Inference: It is concluded that majority of the respondents agree that the co-ordination and co-operation among the team members is good. It means the relationship among the team members is good.
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Table No: 21 show how the team building improved their knowledge about various tasks associated with their job.
Frequency 45 5 50
Concept: The objective of this question is to know about how the team building helps in improving the knowledge of respondents about their job.
Analysis: From the above table 90% say that the team building improves their knowledge at good extent and the rest of 10% say it is average.
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Graph No: 21 shows whether the team building programs improved their knowledge about various tasks associated with their job.
100% 90% 80% 70% 60% 50% 40% 90%
30%
20% 10% 0% 0% Excellent Good Average 10% 0% Poor
Inference: From this it is concluded that majority of respondents agree that the team building improved their knowledge at work place. It means the knowledge of the employees improves because of team work.
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Table No: 22 shows that the quality if team building program conducted.
Concept: The objective of this question is to know the opinion of respondents about the quality of team building program conducted.
Analysis: From the above table 32% of respondents say that the quality of team building program conducted is good, 56% says it is average and the rest of 12% says it is poor.
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Graph No: 22 showing the quality of team building programs conducted.
Excellent, 0%
Poor, 12%
Good, 32%
Average, 56%
Inference: From this it is clear that majority of respondents agree that the quality of team building program conducted was average. It means the quality of the programs conducted to build the teams were not so good.
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Table No: 23 shows that the opinion of respondents about the company.
Frequency 47 3 50
Percentage 94 6 100
Concept: The objective of this question is to know the opinion of respondents about the company.
Analysis: From the above table it is depicted that 94% of respondents say good about the company and the rest of 6% say it is average.
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Graph No: 23 showing the respondents opinion about the company.
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Excellent
94%
0%
6%
0%
Good
Average
Poor
Inference: It is clear that majority of respondents agree that the company is good. It means the employees have good beliefs and feels good about the company.
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Table No: 24 show the level of safety measures taken by the company to overcome the team drawbacks.
Concept: The objective of this question is to know about the safety measures taken to overcome the team drawbacks.
Analysis: From the above table 60% of respondents say the measures taken to overcome the team drawback are good, 30% say it is average and the rest of 10% say it is poor.
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Graph No: 24 showing the level of safety measures taken by the company to overcome the team drawbacks.
Poor, 10%
Excellent, 0%
Average, 30%
Good, 60%
Inference: It is clear that majority of respondents say that the safety measures taken by the company to overcome the team drawbacks are good. It means the company taking a lot measures to overcome the drawbacks of the teams.
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Table No: 25 shows the level of effectiveness of tools and machines provided by the company.
Frequency 30 20 50
Concept: The objective of this question is to know the opinion of respondents about the effectiveness of tools and machines provided by the company.
Analysis: The above table shows that 60% of respondents say the effectiveness of the tools and machines provided by the company are good and the rest of 40% say it is average.
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Graph No: 25 showing the respondents opinion about the effectiveness of tools and machines provided by the company.
60% 60% 50% 40% 30% 20% 10% 0% Excellent Good 0% 0% 40%
Average
Poor
Inference: From this it is clear that majority of respondents agree that the effectiveness of tools and machines provided by the company are good. It means the tools and machines which are provided by the company were at good quality with new technologies.
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Table No: 26 shows that the level of communication among the team members.
Frequency 37 13 50
Concept: The objective of this question is to know the opinion of respondents about the level of communication among the team members.
Analysis: From the above table it shows that 74% of respondents agree that the communication among team members is good and the rest of 26% says it is average.
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Graph No: 26 show the level of communication among the team members.
80% 70% 60% 50% 40% 30% 20%
74%
26%
10%
0%
0%
Excellent Good Average
0% Poor
Inference: From this it is clear that majority of respondents agree that the communication among the team members is good. It shows the information and communication in the teams is good.
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Table No: 27 shows that the level of motivation in respondents team.
Concept: The objective of this question is to know the level of motivation in the respondents team.
Analysis: The above table shows that 10% of respondents agree that the degree of motivation in their team is excellent, 70% says it is good and the rest of 20% says that the degree of motivation in their team is average.
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Graph No: 27 showing the degree of motivation in respondents team.
Poor, 0% Excellent, 10% Average, 20%
Good, 70%
Inference: It is clear that majority of respondents agree that the degree of motivation in their team is good. It means the superior motivates the employees for the great extent.
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Table No: 28 show the level of job security in their team.
Frequency 3 40 7 50
Concept: The objective of the question is to know the opinion of respondents about the job security in their team.
Analysis: The above table shows that 6% of respondents say that the job security in their team is excellent, 80% says it is good and the rest of 14% says that the job security in their team is average.
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Graph No: 28 showing the level of job security in their team.
Poor, 0% Average, 14% Excellent, 6%
Good, 80%
Inference: It is clear that majority of respondents agree that the level of job security in their team is good. It means the employees feel that they are secured in their team.
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Table No: 29 shows the level of innovations implemented in their team work.
Concept: The objective of this question is to know the opinion of respondents about the innovations implemented in their team work.
Analysis: It is interested to know that 60% of the respondents agree that the innovations implemented in their team work is good, 30% says it is average and the rest of 10% says it is poor.
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Graph No: 29 showing the level innovations implemented in their team work.
Poor, 10%
Excellent, 0%
Average, 30% Good, 60%
Inference: From this it is clear that majority of respondents agree that the level of innovations implemented in their team work is good. It means the company implementing new technologies and innovations to their work.
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Table No: 30 shows the opinion of respondents whether employees who are weak in their team are covered by the way of periodical training.
Concept: The objective of this question is to know whether the teams are undergone periodical training.
Analysis: The above table shows that 30% of respondents agree that they are covered under periodical training, 50% of the respondents disagreed to this and the rest of 20% says that they cant say anything about it.
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Graph No: 30 showing whether the employees who are weak in their team are covered by the way of periodical training.
60% 50% 40% 50%
30%
20% 10% 0%
30% 20%
Yes
No
Cant say
Inference: From this we may conclude that majority of respondents agree that the periodical training is not provided to those who are weak in performing their team tasks. It means the company providing the training to employees where they feel its necessary.
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5. FINDINGS AND CONCLUSIONS

A study on Effectiveness of Team Building with Management was undertaken with the guidance of Human Resource Department of Mother Dairy and the following findings are drawn which are purely based on the response provided by the employees. Mother Dairy believes in evaluating its corporate values like customer satisfaction, Human assets to develop their competencies, Transparency in all operations, Mutual trust and mutual prosperity determine healthy vendor relationship, High concern for quality, Safety and work environment in Managing operations, Passion for share holders interest and last but not least emotional and intellectual integrity. During the study at Mother Dairy, it has fetched a great amount of experience and knowledge for me. It was possible to learn a wide range things relating to organization culture, its discipline, its behavior, its concern towards the employees, employees roles and responsibilities of the HR manager, functions of HRD, team building process and policies, functions of other departments, the product range and so on.
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5.1 FINDINGS
During the course of the study the following findings are made with the help of questionnaire. Most of the respondents fall into 45 to 55 years of age group and also they have an experience of around 20 to 30 years. Majority of the respondents prefers to work under the teams and they feels that the team works will helps in personal growth. Majority of the respondents feel that they do not have any particular team building programs and because of it there is no drawbacks in those programs. Majority of the respondents agree that they are happy with their teams and the tasks which they are performing. Majority of the respondents agree that they are getting good motivation in their teams. Majority of them feel that their teams are well organized. Majority of the respondents says that the regular meetings are held and discussing their tasks to be achieved.
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And they feel that in such meetings they are participating and getting opportunities to voice their opinion. Majority of the respondents say that they are treated fairly by their superiors and good opinions and suggestions are appreciated in their teams by their superiors. Majority of the respondents agree that in their team there is a good co-ordination and co-operation and also there is a good communication in their teams. Majority of the respondents feel good about the company and also the tools and machines which are used by the employees. Majority of the respondents agree that the company is implementing the new technologies and innovations in their team works. And also they are getting training in their regular process of team work.
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5.2 CONCLUSION
The project study was carried out at the Mother Dairy, Yelahanka to find out the factors that have influenced effective team building with management to create organizational commitment. The data has revealed that there was average team building programs and process in the organization, the special areas of high satisfaction are team work, mutual discussion and better co-ordination and co-operation among the team members. Considering all these factors projected report comes to conclusion that The Mother Dairy, Yelahanka, the effectiveness of team building with management is high. Team building, team work, team performance has the overall impact on the company, if the teams are not properly build teams it may have a negative impact on the organization.
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5.3 SUGGESTIONS
ORGANIZATION THAT BUILDS EFFECTIVE TEAMS AND TREATS THEM WELL ALWAYS RACE AHEAD OF OTHERS AND DELIVER EXCELLENT RESULTS. Here are given few suggestions to the management to project a good image of the company. Employees should be motivated the employees in the organization to being the team members.
Company should provide at least some of team building programmes to the employees. It may be through the training programmes.
The company should create a sense of belongingness among the team members i.e., employees. They should identify themselves with the goals of the organization.
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The organization should plays a role in creating the sense of belongingness among the employees by allowing them to participate in some meetings and accepting their suggestions.
The organization has to provide basic sources and required information to prepare teams to achieve their goals through teams.
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BIBLIOGRAPHY
Shashi .K Guptha and Rosy Joshi Human Resource Development Himalaya Publications. C.B. Mamoria Human Resource Management. Himalaya Publications. A.M.Sharma Personnel Management Himalaya Publications. P.Subba Rao, Human Resource Development, Himalaya
Publications. Company Magazines and Journals.
WEBSITES www.hrm.com www.google.com - information about team building www.kmfnandini.co.op

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QUESTIONNAIRE
Dear Sir/Madam, I, SUNIL KUMAR M P, student of Dr. N S A M First Grade College, Yelahanka, Bangalore. As partial fulfillment of BBM Course, I am doing my project on EFFECTIVENESS OF TEAM BUILDING. So, I request you to spare your valuable time to answer few questions in an anticipation of your kind co-operation and give opinion about your company. I assure you that all the information provided by you will be kept strictly confidential.
PART-1: 1. Name 2. Sex 3. Age 4. Designation 5. Qualification 6. Experience ::::::-
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PART-2 1. Do you have a team? a) Yes b) No c) Cant say
2. Are you preferred to work under a team? a) Yes b) No c) Cant say
3. Does team work help in personal growth? a) Yes b) No c) Cant say
4. Do you have any team building programmers in the org? a) Yes b) No c) Cant say
5. Do you feel any drawback in your team building process? a) Yes b) No c) Cant say
6. Did you ever feel like quitting your team? a) Yes b) No c) Cant say
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7. Do you have regular meetings to discuss regarding the team tasks? a) Yes b) No c) Cant say
8. Do you have an opportunity to voice your opinion in the team meetings? a) Yes b) No c) Cant say
9. Do you feel your team need any improvement? a) Yes b) No c) Cant say
10. Do the superior team members invite and appreciate your suggestions? a) Yes b) No c) Cant say
11. Do you feel the team is well organized? a) Yes b) No c) Cant say
12. Do you feel is your team designed to achieve the organizational goals? a) Yes b) No c) Cant say
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13. Are you treated fairly in your team? a) Yes b) No c) Cant say
14. Are you satisfied with the tasks which your team performing? a) Yes b) No c) Cant say
15. Do you feel proud to be the team member? a) Yes b) No c) Cant say
16. Are you mentally getting strained in your team work? a) Yes b) No c) Cant say
17. What is the level of importance given to team building in your organization? a) Excellent b) Good c) Average d) Poor
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18. What is your opinion about the coordination & cooperation among team members? a) Excellent b) Good c) Average d) Poor
19. How the team building programmers improved your knowledge about various tasks associated with your job? a) Excellent b) Good c) Average d) Poor
20. What is the Quality of team building programmers conducted? a) Excellent b) Good c) Average d) Poor
21. How do you feel about the company? a) Excellent b) Good c) Average d)Poor
22. What is the level of safety measures taken by the company to overcome the team drawbacks? a) Excellent b) Good c) Average d) Poor
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23. What is the level of effectiveness of the tools & machines provided by the company? a) Excellent b) Good c) Average d) Poor
24. What is the level of communication among the team members? a) Excellent b) Good c) Average d) Poor
25. What is the degree of motivation in your team? a) Excellent b) Good c) Average d) Poor
26. How is the job security in your team? a) Excellent b) Good c) Average d) Poor
27. What is the level of methodology/ innovations implemented in your team work? a) Excellent b) Good c) Average d) Poor
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28. Whether employees who are weak in the team are covered by the way of periodical training? a) Yes b) No c) Cant say
If any suggestions about the team building in the organization: ...................
Thank You
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A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

According to Flippo Human Resource Management

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

1.2 TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

THE PROCESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

Small teams of 3-8 All district managers No constituent or stakeholder involvement

Mid-size team of 15-20

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

TEN CHARACTERISTICS OF WELL-FUNCTIONING TEAMS:

Decisions: Authority and decision-making lines are clearly understood.

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

CHARACTERISTICS OF A HIGH-PERFORMANCE TEAM:

empowering, freeing up and serving others.

High communication - creating a climate of trust and open, honest communication.

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

School Board - represents public interest, seeks public input

Administration - acts in public interest, seeks and provides public information

Administration - implements evaluation of programs

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING

MOTHER DAIRY, YELAHANKA

A STUDY ON EFFECTIVENESS OF TEAM BUILDING