A

Summer Training Report

On the
The Study of Organizational Constraints & Employees Expectation

At Lakshya Food (India) Limited

Submitted in the partial fulfillment of the requirement for the award of degree in
Master of Business Administration (MBA)
(2017 - 2019)

Submitted To: Submitted By:

Kurukshetra University, Parveen Kumar,

Kurukshetra MBA-IIIrd Semester

College Roll No.:- 5617510

University Roll.NO. :-

Indus Institute of Engineering and Technology, Kinana

(Affiliated to Kurukshetra University, Kurukshetra)

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 CERTIFICATE

This is certified that PARVEEN KUMAR student of MBA-IIIrd semester (2017

- 2019) of Indus Institute of Engineering & Technology, Kinana (Jind) has
successfully completed his project "The Study on Organizational Constraints &
Employees Expectation at Lakshya Food India Limited Haryana under the
supervision of Mr. Sandeep. This is an original work carried out by him. This
work has not been submitted anywhere else for any degree/ diploma.

I appreciate the participation and wish him the best for his bright future.

I approve the report for submission.

Mr. Sandeep
Asstt. Professor,
IIET, KINANA, JIND

2
 DECLARATION

This is to certify that I, PARVEEN KUMAR student of the Indus Institute of

Engineering & Technology, Kinana (Jind), of MBA Third Semester, has
undergone the summer training and have submitted a training report titled "The
Study on Organizational Constraints & Employees Expectation" chosen for
the fulfillment of degree of Master of Business Administration (MBA) from K.U.
University. I solemnly declare that the work done by me is original and no other
of it has been referenced to any other university for award of any other degree,
diploma and fellowship on similar title or topic.

(Parveen Kumar)

(Faculty Research Supervisor's Signature)

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 ACKNOWLEDGEMENT

This humble endeavor of me is an amalgamative consequence of contribution

from very high talented people and various sources. Foremost of all, I express my
gratitude to the almighty for his blessings and vesting wisdom in all my wishes.
I would like to express my heartfelt gratitude and indebted towards the managers
and employees of “Lakshya Food India Limited”, who had given me the
privilege to work in their esteemed organization and provided me golden
opportunity to gain invaluable practical experience for my research project report.
I am very thankful to HOD Nancy Madam and my supervisor Mr. Sandeep Sir
for their valuable support.
I also convey my special thanks to all the subordinate of various departments.
Without the help and inspiration of these people, it would have been rather too
difficult to complete this training.
A special acknowledgment must be given to my Family who inspired me by their
courage, support and patience throughout the period of my study.
I am also thankful to all of my Friends for their helping attitude and constant
encouragement.

Parveen Kumar

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 PREFACE

Summer training (with any industry) is the essential part to one of the curriculum
of any Management Program. In the classroom coaching we generally get
theoretical knowledge of Management, but, this knowledge does not prove to be
adequate. As in future, management students have to work with the organization.
By merely knowing what management is, they cannot be capable of applying it.

Summer training is provided to the students to provide the opportunity, to get

familiar with the natural industrial atmosphere through participation and
observation.

As being a management student I also had to undergone 7 weeks of summer

training. For this purpose I joined Lakshya Food India Limited.

I have put in my best efforts to explain each & every function step by step & make
it clear in an easy & understandable language.

(Parveen Kumar)

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 TABLE OF CONTENTS

Title Page No

Certificate ii
Declaration iii
Acknowledgment iv
Preface v

Particulars Page No.

Chapter-1 Company Profile 07-22

Chapter-2 Introduction of the Topic 23-40
Chapter-3 Objectives of the Study 41-42
Chapter-4 Research Methodology 43- 44
Chapter-5 Data Analysis & Interpretation 45-56
Chapter-6 Findings & Conclusion 57-60
Chapter-7 Suggestions 61-62
Chapter-8 Limitations of study 63-64

 Annexure

 References

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 Chapter-1
Company Profile

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 Company Profile
Lakshya Food (India) Limited is a Milk Processing unit of Redhu Group of
companies. This incorporated dairy service and farming unit was started to offer
animal health & nutrition, veterinary, laboratory services and Research and
Development platform for dairy farmers in Northern India.

This Company was basically set up to carry forward the objective of the Redhu
Group of Companies, which is to provide quality services and products to the
consumers. In addition to other things the company is primarily focusing on milk
production and also finding ways and means of enhancing productivity.

In addition to this the cattle are regularly screened so that they do not get impacted
by mastitis which causes inflammation of the mammary glands and udders, which
can adversely impact the milk output. One has to appreciate the fact that not only
the productivity and commercial motive is kept in mind, the cattle are given
humane treatment so that they are prevented of any serious ailments as well.

The company is not only geared towards milk production schemes only, there is
constant Research and Development conducted in this company to find ways and
means of increasing productions. The local Murrah buffalos are genetically
engineered in a manner so that they bear results similar to the Holstein cows; that
are the highest milk producing cows in the world. For this reasons experts from
related fields keep the Murrah buffalos in constant supervision to see if they are
showing the desired results. Now this is certainly a daunting task, as a company
which has had humble origins aspires to follow the lead to be the best in the world.
This speaks volumes about the Mission and the Vision of the Company.

Therefore one can say that the company has ventured into activities of dairy
animal farming, breeding, providing balanced nutrition to the cattle along with
qualitative & quantitative production enhancement. This company renders its
services to an immense majority of industry stake-holders like small & marginal

8
farmers, rural women for dairy farming, government and private associates. By
doing this they are contributing into the development of the economy as well.

Lakshya further accelerates the economic development by setting up small diaries

and milk producing plants that would provide adequate employment to the small
farmers. These milk plants will produce various types of milk products such as
curd, cheese, ice cream, ghee and a specialty in the form of Haryanvi Kheer.
Being associated with Lakshya for employment also ensures that the milk
produce is treated at par with the agricultural income, and thereby income tax
redemptions are provided. All these efforts are geared to make the farmer self-
sufficient and also enabling in uplifting the society. Therefore Lakshya is not only
providing quality output, it is further forwarding the aspirations of Redhu Group
to work towards the self sufficiency of the farmers and at the same time trying to
grow as global leaders as well.

In March 2010 India-based Lakshya Foods unveiled a milk processing plant in

the village of Kandela in the Jind district of Haryana. Lakshya Foods is a
subsidiary of Redhu Group, a leading poultry breeding company in northern
India. The plant is the first venture by a private company into the region's dairy
sector.

The plant will provide employment for several dairy farmers and indirect
employment for many others via milk processing and dairy operations.

"The plant is the first venture by a private company into the region's dairy sector."

The Jind district is underdeveloped and its populace is mainly dependent on dairy
farming. A dairy plant set up by the government operates in the region with a
capacity to process one lakh liters of milk a day.

9
Similar operations exist in neighboring regions such as the Punjab where private
companies have partnered with dairy farmers.

Plant production

The plant has been built at a cost of INR350m. It will initially have a capacity to
process 150,000l of milk a day.

The plant will mainly focus on milk production. It will also increase productivity
and improve animal breeding. Lakshya owns about 1,500 Holstein cows to
provide milk for the plant. The company is planning to add 150 cattle a year over
the next five years to boost the plant's capacity.

Lakshya has also partnered with more than 1,000 dairy farmers to supply milk for
the plant. The farmers can apply for financial support from several banks. The
company will supply animal feed, medicines and other services to the farmers for
free.

Technology

Lakshya plans to export its products and is taking several steps to improve the
quality of its milk, including training local farmers at the company's
demonstration farm.

"Lakshya owns about 1,500 Holstein cows."

The firm has also set up various infrastructure facilities such as village-level milk
collection centers, where the milk is collected and checked for quality. Chilling
centers for every ten villages have also been set up by the company.

In addition, Lakshya will provide farmers with technical and international

breeding services. The company has an R&D center in the Dalamwala district of
Haryana where it carries out research on the Murrah breed of buffalo.

10
Since the majority of local dairy farmers own the Murrah breed of buffalo,
Lakshya will help them improve the quality of the milk to match that of the
Holstein breed. It will achieve this by using high-quality HF semen during
breeding.

Expansion

Redhu is planning to boost the daily processing capacity of the plant to 500,000l
of milk in the next year. The company is planning to invest another INR1bn in
expanding operations at the plant.

Product Showcase

Dahi

Pasteurized Standardized Milk

11
The plant will produce a range of milk and dairy-based products including milk,
ghee, butter, cheese, yoghurt and lassi. It will also produce khoya, ice-cream,
paneer and sweets. The products manufactured by the plant will comply with ISO
and GMP quality standards.

Haryana Chief Minister Bhupinder Singh Hooda today inaugurated Lakshya

Foods (India) Limited's Milk Processing Plant 'Lakshya' in village Kandela in this
district.

Lakshya, built with an investment of Rs 35 crore has the capacity to process five
lakh liters of milk every day, a company release said. The plant would not only
help in providing employment to villagers but also provide comprehensive know-
how to farmers for sustainable milk production and quality improvement for
handling rural animal population.

Lakshya would also help farmers with technical services and international
breeding services to associated farmers.

The plant would generate employment for thousands of families directly and
indirectly through employment from processing of milk, milk product and
dairying. This could in turn help make animal farming a self-sustained and
economically profitable operation for small farmers and landless rural people in
Haryana, it added Lakshya Food (India) Limited is the new company of the Redhu
Group engaged in business of preserving, producing and processing of poultry
feed, chicks, eggs and birds.

The Redhu Group has been in the animal feed and poultry industry for more than
a decade and now intends to produce a large number of milk products such as
milk, ghee, butter, dahi, khoya, ice-cream, paneer, cheese, sweets and lassi from
the new milk processing plant in Jind.

12
Redhu Group of Companies is a fast developing Organization that is renowned
for its services in preserving, producing and processing' of Broiler Chicks, Broiler
Chicken, Hatching Egg and Pellet Feed. The Group started their endeavor in a
humble manner in the year 1995-96 with merely 2000 parent stock but in a short
span of just 15 years the company has achieved a great success and being the
biggest leading poultry breeding organizations in Northern India.

It owes its success to the technical knowhow, and completely automated high
tech integration that is followed in all the processes in the company. The core
factor of success is that there is no compromise of any sort in terms of quality,
and hygiene, therefore extra care is taken to hire personals that are highly skilled
in their fields of operations. All these factors have led Redhu Group to enjoy
unparallel command in the poultry sector with clearly no contenders all along.

Now the group has become so huge that it is not only growing as a company;
rather it is also providing employment to a major chunk of people in the Northern
India who share their success with the company's growth. The worth of company
that actually runs into crores is still progressing and making the lives of people
happier all along.
Recently; the group has entered in the field of dairying farming, animal breeding
and milk processing to achieve the new height in these fields.

The company owes its success to Redhu Family, who have the Managing
Directors and the entrepreneur of the company. This company started its
operations in the year 1995 and since then there has been no looking back ever!
Being a farmer in a familial manner, A qualified Civil Engineer in the family, but
a Poultry Breeder by occupation. However, having the firsthand experience in the
commercial breeding and farming units for over a decade has given this group the
foresight and has also made his position so strong that they knows the ins and the
outs of this business very well.

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Their vision, capability of business management, hard work, diligence,
commitments to farming community and devotion to achieve all these goals has
helped to change the lives of those who are associated with it. Moreover, their
strong intuitive power and the right judgmental evaluation has helped them to
steer the company to the path of success.

The directors of the company, who are also related to it, are capable in their own
ways. Sh. Baljeet Singh, Sh. Mohinder Singh, Sh. Amadeep Singh and Sh.
Pradeep Singh all are highly qualified and experienced in their own fields and
have contributed in many ways in the growth of the company. This company
which was annually just producing 360000 chicks when it started has now
expanded manifolds and the company has 3 sub companies of their own

 Redhu Hatcheries Pvt. Ltd.

 Redhu Farms Pvt. Ltd.
 Lakshya Food (India) Limited

This speaks volumes of the dedication, hard work; of the entrepreneurs who have
helped the company grow manifolds in a very short span of time.

Vision & Mission

The Redhu Group of Companies aspires to be renowned globally for producing

hi- tech poultry farm that is fully automated and is very hygienic. In doing so;
they want to adhere to highest standards of excellence, code of conduct and ethics.
In their growth they want their fellow beings to partake a part of their success so
that they all can progress with the company too.

The Redhu Group takes this as their Social and Economic contribution to provide
employment and bring happiness and prosperity in the lives of rural Indians who
are associated with the company. And the figures prove that they have done that

14
in many ways! Along with this there is a social responsibility that the company
has; which entails transformation or renovation of the economy for the betterment
of all the individuals.

By empowering the rural section it has treaded the path of a responsible business
house that goes beyond its own personal gains and tries to establish itself in such
a manner that there is a huge endeavor for the betterment of the society as such.
Not only the economic prosperity rather the health and education plans of the
workers are also kept in mind. After all a healthy work force can lead to a team
of people that are committed to the company's goal.

Strength of the Company

The strength of the Company lies in the fact that the entrepreneurs are highly
knowledgeable about the work that they are doing. They are totally involved in
the entire process and they know what works best to produce the best results. In
addition to this they have the most efficient people on role, best of doctors, best
technician and the best marketing and sales personals, all of whom are totally
focused in getting the best products out of their company.

All the people associated with this company believe in a 'Total Win Win' situation
making no compromises on quality at all. All this can be owed to a powerful
management which has been able to balance all the aspects of a successful
company very well.

In addition to this another aspect that can be attributed as its strength is that all
the assets of this company are totally owned by them. The Property is completely
Redhu Groups, the net value of land alone goes into crores. The whole
transportation system is again owned by the company. Reliable and hygienic
vehicles with appropriate temperature control ensure that there is no compromise
on the quality of milk products when they are to be taken to various places. Extra

15
care is also taken to manage these well as all the milk products are temperature
sensitive.

Broiler Farming:

Broiler Farming is a system where birds are cross bred mainly for the purpose of
their meat. Redhu group has gained immense expertise in doing this, as the birds
that are raised for meat are controlled in a strictly proscribed and hygienic
environment that is technically hi tech with all the latest facilities available here.
The Broiler Farming unit; that started in the remote area of Pilani, Haryana, and
grew to become a fast emerging computerized breeding farm in entire North
India; speaks a lot about the quality and clarity of vision of the powerful Redhu
Group.

The entire system of Broilers feeding is technically very advanced and is geared
with automated feeding system that ensures that all the birds timely and
hygienically fed with nutritious diets, so that the end product is healthy and is
able to pass stringent nutritional laboratory tests. All this ensures that the quality
of the products is maintained under all circumstances, as this is the main objective
of Redhu Group that is to be very stringent about all the quality measures, so as
to provide the best output to the consumers and no health compromises at all.

Dairying

Dairying is the process of producing, processing and further distribution of milk

in the form of processed milk. Redhu groups has been doing this very effectively
not only for their own benefit; rather a powerful group like this is also concerned
about the betterment of the community. They see their growth as the growth of
their fellow beings too. As is dairying has been attributed as an instrument for the
economic and social development. The umpteen numbers of small milk suppliers
that are scattered all over the rural areas collect their milk supply and further give

16
it to this group for processing. This company in return produces iso & gmp quality
standards of milk, which is procured from associated farmers.

In order to maintain the best quality of milk, the team of very high quality doctors
examine the cattle. The cattle feeding plant that is imported from Belgium ensures
that the cattle are fed with superior grade food that is highly nutritious and has
been handled hygienically. The constant monitoring of health of the cattle is also
done to ensure the best results. In order to further pursue their dairying business,
lakshya food (India) limited got started with an investment of 35 crores. In
addition to providing employment to millions of farmers this company also
educates the people in quality improvement for handling rural animal population.

Hatchery and Breeder

For the effectiveness of the company's broiler farming units and also for the
betterment of the company's objective, it is very essential to have a hatchery and
breeding unit. Redhu group's redhu hatcheries pvt ltd is effectively engaged in
producing poultry chicks. The magnanimity of the operation can be judged from
the fact that the company has 10 acres of land in Haryana exclusively for this
purpose and an additional 5 acres in MP as well. The company has the capacity
of producing over 6 lakh chicks on a monthly basis.

The state of the art hatchery and breeder farms form the hub of the enormous
broiler chicken business. One thing that is never compromised in redhu business
deals is the quality. That is the reason why the company has progressed manifolds
in a short span of time. It is fully equipped with state of the art advanced machines
and extremely stringent sanitation and quality standards are maintained.

Milk Processing

17
Milk processing the milk that is collected from the farmers is processed to
produce ghee, butter, dahi, khoya, ice-cream, panner, cheese, sweets and lassi.
The company also intends to export the milk products. Therefore there are very
aggressive attempts in the company to maintain the quality and also keep up to it
in all manners. This company has been known for making the standards and once
they have been achieved then there are efforts to raise the bar and raise the levels
of their competence. This is something that has been the reason for this company's
success too.

Feed Production

Redhu group of industries believes in providing balanced nutrition for its

livestock. That is the reason why they have set up the most technically advanced
feeding plant for their birds. This kind of backward integration and streamlining
is possible only if the company has the capacity and the resources to do it. Redhu
group of industries which has strongly established itself as the most powerful
industries in northern India owes its success to the fact that it has reared and fed
its birds with the tender care that is required for a successful and healthy
enterprise. Using the capacity of totally hi tech machines, that are imported from
Belgium, they ensure that the best food and best facilities are offered to the
livestock that they are trying to rear. Insulated sheds are provided for the cattle to
have a good temperature controlling system all to ensure that the end result is
good.

It is always considered that if the feed given to the animals is not healthy and
balanced then one cannot expect good results from the cattle at all. After all you
would only get what you put in the cattle. Therefore utmost care is taken to
implement what kind of feeding material and environment is provided to the
cattle when they are being fed. However, it is not only because of this selfish end
that redhu group ensures that they should take care of the cattle, however, it is

18
because of their humane tendency that they go out of the way to be careful about
the feeding time and condition and feed type for the animals. This is itself spells
the fact that redhu group is a class apart from the rest.

Milk Processing

The milk that is collected from the farmers is processed to produce ghee, butter,
dahi, khoya, ice-cream, planner, cheese, sweets and Lassi. The company also
intends to export the milk products. Therefore there are very aggressive attempts
in the company to maintain the quality and also keep up to it in all manners. This
company has been known for making the standards and once they have been
achieved then there are efforts to raise the bar and raise the levels of their
competence. This is something that has been the reason for this company's
success too.

Group Companies

Since its inception in 1995; Redhu Group has always tried to target for the best
and also tried to achieve it as well. It is because of this reason that the company
has grown manifolds in just a few years. It is the revolutionary standardized

19
services facility that has enabled this kind of a magnificent growth. Moreover it
is the vision and the foresight that the entrepreneurs have had in this company
that has led to such an instant rapid growth for the entire Redhu Group. With the
pioneering products, state of the art technology and timely delivery; Redhu Group
has ventured even the unreachable locales. That is the reason it has been able to
set up various industries under the same group in a short span of time. The
following are the companies that are under the same ownership as Redhu Group:

 Redhu Hatcheries Pvt. Ltd.

 Redhu Farms Pvt. Ltd.
 JM Feed Mills Pvt. Ltd.
 Lakshya Food India Ltd.

Quality

The Redhu Group of Companies offers quality services that are totally
unsurpassed. First of all the company tries to make no compromises with
excellence at any levels. There are stringent rules and regulations that are
followed to ensure the best and the optimum output. In addition to this very highly
advanced paraphernalia is used to further improvise the quality.

Best grade machines are imported from outside to get superior performance on
all sectors. Chicks are fed with good quality feed so that the end result is
beneficial. There is a computerized record of feeding time and routine of the
animals. In addition to this there is regular monitoring and health inspections of
the chicks to ensure that the livestock is doing well. All this makes sure that the
end result is good.

The success and the affluence of this company can be easily attributed to its
steadfast commitment to quality. Each and every aspect is tried and tested and
evaluated in terms of strong quality standards to ensure that there are no

20
compromises. After all, this company is dealing not only with the monetary
aspect of success, for them success is making all the people associated with you
grow along with your company, so that they can be happy for you and also
contribute positively to the development of the company. Redhu group therefore
believes in investing a lot in the manpower that is associated with their company.
If the workers are happy and proud to be employed with your company, they
would go out of their way to ensure the best quality output even if they are not
being supervised by anybody.

Therefore this humane attribute makes the company succeed in multifarious

manners. In addition to this up to date latest technology is used with advanced
equipment’s which further reinforce the quality standards for the company. The
chicks are monitored internally as well as externally for the best output. Internally
they are fed with the most superior quality grains and from the exteriors they are
provided with the environment that ensures that they not get infected in any
manner.

Taking such precautions ensures that the best quality output reaches the
consumers, and the consumers can be the best judge in this case, as they can taste
the products and feel the difference in terms of the effort that has gone to rear the
same.

Network

Something that has had humble beginnings in Haryana is totally widespread all
over India starting from UP, Bihar, Rajasthan and Haryana. It has also become
the biggest group in Northern India. The fact that this company has maintained
its standards in terms of unbeatable quality has ensured that they have paved their
way into growing to be leaders in their own field. Their products are available in
various sectors of India and gradually this company is trying to go global as well.

21
Considering the growth and the speed with which this company has achieved
success in its field of operation, there is no doubt of its impending success in the
global arena. It is just going to be a matter of time; the moment they are out there
they would just capture the entire market. Redhu Group is planning to start their
Exports very soon.

In this consumer driven economy, where there is so much of competition all

around, QUALITY SPEAKS FOR ITSELF! Redhu group has been known for up
keeping its standards, therefore the moment it has ventured into the commercial
arena with its milk products, there has been no looking back since then.

The acceptability that the company's products enjoy has made the network arena
of this company very strong. If the base is strong then only it can withhold the
pressures and commitments of consumers. Redhu Group has had no problems
with this, considering the amount of pains this company takes to get the best
output for the consumers. Therefore when the users know they can depend on this
company to get the best products the fame of the products spreads. In fact this is
how the company's network has been growing.... by targeting a lot of satisfied
clients.

22
 Chapter-2
Introduction of Topic

23
 Organizational Constraints & Employees Expectation

Constraint is an element factor or a subsystem that works as a bottleneck. It

restricts an entity, project, or system (such as a manufacturing or decision making
process) from achieving its potential (or higher level of output) with reference to
its goal.

Element, factor, or subsystem that works as a bottleneck. It restricts an entity,

project, or system (such as a manufacturing or decision making process) from
achieving its potential (or higher level of output) with reference to its goal. See
also theory of constraints.

The organization itself constrains decision makers and thus can create deviations
from the rational model. Managers, for instance, shape their decisions to reflect
the organizations performance evaluation and reward system, to comply with the
organizations formal regulations, and to meet organizationally imposed time
constraints. Previous organizational decisions also act as precedents to constrain
current decision.

Performance Evaluation

Managers are strongly influenced in their decision making by the criteria on

which they are evaluated. If a division manager believes that the manufacturing
plants under his responsibility are operating best when he hears nothing negative,
we should not be surprised to find his plant managers spending a good part of
their time ensuring that negative information doesn’t reach the division boss.
Similarly, if a college dean believes that an instructor should never fail more than
10% of her students to fail more reflects on the instructor’s ability to teach we
should expect that instructor who want to receive favorable evaluations will
decide not to fail too many students.

24
Reward systems

The organizations reward system influences decision makers by suggesting to

them what choices are preferable in terms of personal payoff. For example, if the
organization rewards risk aversion, manager are likely to make conservative
decisions. From the 1930s through the mid-1980s, General Motors consistently
gave out promotions and bonuses to managers who kept a low profile, avoided
controversy, and were good team players. The result was that GM managers
became very adept at dodging tough issues and passing controversial decisions
on to committees.

Formal Regulations

All but the smallest of organizations create rules, policies, procedures, and other
formalized regulations in order to standardize the behavior of their members. By
programming decisions, organizations are able to get individuals to achieve high
levels of performance without paying for the years of experience that would be
necessary in the absence of regulations. And of course, in so doing, they limit the
decision maker’s choices.

System Imposed Time constraints

Organizations impose deadlines on decisions. For instance, department budgets

need to be completed by next Friday. Or the report on new- product development
has to be ready for the executive committee to review by the first of the month.
A host of decisions must be made quickly in order to stay ahead of the
competition and keep customers satisfied. And almost all important decisions
come with explicit deadlines. These conditions create time pressure on decision
makers and often make it difficult, if not impossible, to gather all the information
they might like to have making a final choice.

25
Historical Precedents

Decisions are not made in a vacuum. They have a context. In fact, individual
decisions are more accurately characterized as points in a stream of decisions.

Government budget decisions also offer an illustration of our point. Its common
knowledge that the largest determining factor of the size of any given year’s
budget is last year’s budget. Choices made today, therefore, are largely a result
of choices made over the years.

The inference is that these organizational constraints inhibit fresh ideas and
decisions in view of the past actions. It is possible that the new ideas could have
outperformed the old methodology but the managers are not willing to take a high
risk due to fear of failure which may antagonize the top management. That is how
the organization acts as a constraint.

Many companies today are under intense economic pressure. Reorganizations,

takeovers, mergers, downsizings, joint ventures, and other major changes are
extremely common, as companies try to grow and survive.

These changes present new challenges and demands for everyone, from the C.E.O
to the telephone receptionist. All members of the organization must therefore
learn to cope with change or suffer consequences.

When change is not handled well, additional loss of jobs can occur. In addition,
demoralization of the work force; increased worker turnover; decreased
cooperation and teamwork; and increased levels of stress, anxiety, absenteeism,
illness, and mistakes can follow.

The purpose of this Special Report is to highlight eighteen principles that are
useful for coping with organizational change. While all eighteen of these

26
principles may not apply to your situation, please read through the entire list to
find those that do appeal to you.

Principles

DON'T CELEBRA
LET TE YOUR
EXPRESS YOURSEL ACCOMP
WATCH F OR LISHMEN
IMPROVE SADNESS
BE OUT FOR DON'T OTHERS TS
LINES OF , LOSS,
PREPARED UNREALI IGNORE BE
COMMU FOR
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STIC YOUR ABUSED
NICATIO CHANGE ABOUT
EXPECTA FAMILY
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TIONS
FUTURE

1. BE PREPARED FOR CHANGE

Change is--and always has been--an inevitable part of life. In today's business
climate, however, the pace of change has definitely increased.

Since most people normally hate to go through change, you can easily understand
how today's pace of change can be stressful for many employees.

Most of us prefer established routines. We like to feel secure, stable, and familiar
with our responsibilities. The one thing we hate most is uncertainty-- about our
jobs, our future, our status in the organization, the role we are expected to play,
and what other changes might be coming down the pike.

27
Unfortunately, most businesses are forced to make changes today just to survive.
Global transformations require speedy adjustments. Local and national economic
forces must be recognized and responded to promptly. New sources of
competition and new technologies suddenly appear out of nowhere.

Like successful professional athletic teams, most businesses today must

continually make changes to remain competitive.

Thus, instead of fearing change, resisting it, or hoping it won't ever happen to
you, it's much better to prepare yourself mentally for the inevitable changes that
are likely to occur.

Start today by imagining how you could cope with sudden, massive change.
Think about likely scenarios and then brainstorm, on your own or with others,
about how you might best respond.

Assume that the "rug could get pulled from beneath you" at any time. Then, if
this happens, you won't be caught off guard. You'll already be psychologically
and emotionally ready.

If the changes never come, you'll still be better off. Having prepared yourself in
advance will enable you to feel much more confident and secure in your normal
day- to-day activities.

2. EXPRESS SADNESS, LOSS, ANXIETY ABOUT THE FUTURE

When change does occur, don't pretend it isn't painful. Yes, change can bring new
opportunities for personal growth, accomplishment, and organizational success.
But it also causes feelings of sadness, loss, and anxiety about the future. These
are normal human responses.

28
When people get laid off or fired, everybody hurts. We feel for our friends and
coworkers. We empathize with their pain, anger, and sadness. In fact, we may
have our own similar feelings to deal with, as new demands and responsibilities
suddenly come our way.

When people get promoted, when organizational relationships change, or when

our own job responsibilities become altered, there is a normal reaction of sadness,
anxiety, and loss.

One of the worst things you can do when this happens is to pretend everything is
"just fine." Even if you agree intellectually that the changes are necessary,
emotionally you still may have some painful, negative reactions to deal with.

Unfortunately, today's business culture has little regard for honest human
emotions. Expressing or even acknowledging negative feelings is considered
"inappropriate." Workers are expected to be upbeat, positive, and "team players"
all the time. While this is a laudable goal, there should also be room for people to
express heart-felt negativity as well.

Truly enlightened business leaders know this. During times of significant change,
they actively solicit negative feelings from their workers. They know that denying
these feelings or trying to suppress their expression will only make things worse.

3. WATCH OUT FOR UNREALISTIC EXPECTATIONS

Unrealistic expectations can be a tremendous source of stress and unnecessary

suffering. Unfortunately, when organizations undergo downsizings,
restructurings, or other major changes, a whole host of unhealthy, unreasonable
expectations frequently arise.

Upper management may expect, for example, that increased productivity will
quickly occur, even though the work force has been seriously reduced. Or,

29
management may expect they can impose any changes they want, without
consider-ing how employees feel about them.

Employees, on the other hand, might expect that management should always act
in a caring and compassionate manner. They might expect better communication
from company leaders; more sensitivity to their feelings and needs; or more
respect for their health, well-being, and family responsibilities.

While all of these things may be important for good employer-employee

relationships, to expect them to be forthcoming from management (without
encouragement from the rank-and-file) is to invite disappointment, resentment,
and low morale.

4. DON'T LET YOURSELF OR OTHERS BE ABUSED

During times of change, it is common to let yourself and others be easily abused.
When workers have been fired or laid off, there is a natural tendency to wonder
if you might be next. This climate of fear might prevent you from speaking up
forcefully when excessive or unreasonable demands are placed upon you.
Anxiety quickly spreads throughout the entire workforce, making it even more
difficult to obtain support for questioning unreasonable company policies.

But sometimes, questioning policies is healthy and appropriate. If you feel that
you or fellow workers are being unfairly abused, try to tactfully broach this
subject with your immediate superiors. Try to do this in a way that isn't offensive
or that doesn't make you appear to be lazy, uncooperative, or unwilling to do your
share. Yes, there is always a risk when you make such a move. You could easily
get fired or be branded as a troublemaker. But if you truly have your company's
interests at heart, you may be able to negotiate a more fair and humane work
environment for all concerned.

30
After all, if the remaining workforce is angry and demoralized, how could this
possibly be good for business?

5. ACKNOWLEDGE ANY INCREASED PRESSURES, DEMANDS, OR

WORKLOADS

One of the biggest mistakes most companies make when they downsize or
restructure is they fail to acknowledge the increased pressures, demands, and
workloads that temporarily fall upon remaining employees.

Sometimes, retained workers are asked to do the work of two or three individuals
with little appreciation or acknowledgement. Their salaries are not increased
commensurately or perhaps even at all. The resources made available to them are
often very lean or nonexistent. While at the very same time, the demands on their
productivity might be significantly increased!

All of this could occur without even a word of thanks or gratitude from the
company leaders who ultimately benefit from such an arrangement.

Whether your company realizes how short-sighted this failure of recognition is,
you don't have to compound this mistake. Be sure to regularly acknowledge to
yourself and to your coworkers if your responsibilities have been substantially
increased. While it may take time for you to successfully readjust, always strive
to acknowledge whatever is true for you at the moment.

Discuss your feelings with your family, friends, and loved ones. Consider
discussing them with your superiors, if you think this would be appropriate. Just
don't make the mistake of suppressing your feelings, denying them, or pretending
they aren't really there.

6. PROTECT YOUR LEISURE TIME

31
When companies undergo change, there is usually plenty of extra work to be
done. Suddenly, people begin working through their lunch times. They can't find
time to play golf, take a vacation, or even travel to their local fitness club. They
begin to come home later and later in the evening, and they often find themselves
back in the office on weekends and holidays.

This is a very dangerous pattern to fall into. It can easily grow into a generally
accepted mentality. Remember, just because everybody else in your organization
starts acting insane, you don't have to go along.

Fight against this common trend by protecting your leisure time, as best you can.
Realize that during times of change and increased stress, it's actually more
important to get away from your job and have some time each day for yourself.
That way, you'll be refreshed, energetic, and much more productive than all those
people who spend all their time on the job.

7. DON'T IGNORE YOUR FAMILY

In addition to maintaining time for yourself, it's also important not to forget your
family. Spouses, children, and other family members can be excellent sources of
emotional support when times are tough at work. But they won't be in a very
loving or supportive mood, if all you do is neglect them in favor of your job.

Sure work often takes priority, but you family should be elevated to an equal
priority as well. If you put too much emphasis on just one of these areas, and
neglect the other, you're eventually going to find yourself in trouble.

8. DON'T TURN TO ALCOHOL, DRUGS, FOOD OR OTHER

CHEMICAL COPING STRATEGIES

32
During times of increased stress, people often look for rapid and easy means of
symptom relief. Headaches, muscle aches, nervousness, irritability, and sleep
disturbances can all be very disturbing.

Please avoid the temptation to use alcohol, drugs, or other chemical coping
methods to obtain relief from these common symptoms. Also watch out for
tendencies to overeat, skip meals, or drastically alter your diet in response to
increased pressures or an expanded work load.

While most of these coping strategies can make you feel better in the short run,
they each have serious (sometimes even fatal) long-term consequences.

It's always better to use natural, non-chemical coping methods. Try to exercise
more, communicate more, and set time aside each day to relax. Don't deprive your
body of sleep or proper nutrition. You'll need both of these to cope with the many
new demands that you might face.

If your symptoms don't respond to these natural measures, or if you feel yourself
turning toward alcohol, drugs, or other harmful behaviors, DON'T GIVE IN. Pick
up the phone and make an appointment with your doctor or other trusted health
professional. Be totally honest about your problems and listen carefully to what
they recommend. If you don't have a family doctor, get one. Whatever you do,
don't succumb to taking the easy way out.

9. REMAIN UPBEAT AND POSITIVE

Even though you may be feeling stressed, angry, or scared about your future, you
still need to remain upbeat and positive in most things you do. When
organizations change, the climate should remain positive, even though individual
members of the organization may be having all sorts of negative or uncertain
feelings.

33
I know this sounds contradictory, but it's not. Acknowledging any negative
feelings you might be harboring actually improves your ability to remain upbeat
and optimistic! When you're willing to look at all sides of your company's
reorganization or change, your ability to notice the positives, as well as the
negatives, improves. Then you can choose to focus on the positives, rather than
dwell on the negatives.

Please be clear about this very important point. I am not saying you should
"pretend" you are upbeat when you are really feeling down. What I am saying is
that if you force yourself to tell the whole truth, you'll see both the positive and
negative aspects of any major change. This expanded perspective alone will
almost always help you feel more positive and upbeat, without having to deny
your feelings to the contrary.

You can then use your powers as a creative human being to focus on just the
positives (and help others in your organization to do the same) because you know
from past experiences that this is a wise thing to do.

If a few key people in each organization or department take on this role as a

positive emotional leader, it will quickly spread to other employees as well. If
nobody steps forward to remind people of the truth, it's easy for company
employees to remain stuck in a chronic state of negativity.

10. GET CREATIVE

One of the best ways to cope with organizational change is to "rev up" your
natural powers for creative intervention.

Most problems are amenable to creative, innovative solutions. The only thing that
usually keeps these solutions from arising is our own internal barriers and self-
imposed restrictions.

34
Creative problem solving always involves risks. Proposing a new idea invites
criticism from others. What if the idea fails? What if business losses occur? What
if things end up worse than before?

You've got to be willing to accept such risks if you're going to be free to think
creatively. Trust yourself and others around you to recognize any really horrible
idea before it gets implemented. Then give yourself permission to swing out and
think creatively--allowing any and all ideas to come to mind. Many companies
have regular "brainstorming" sessions for just this purpose. During times of
reorganization and change, these creative sessions are very important. Time
should be set aside to make them a common occurrence.

11. EXPAND YOUR VALUE TO THE COMPANY

When times get tough and people are being laid off, remaining workers become
very fearful. Instead of worrying or losing sleep over the possibility you might be
let go, why don't you go into action and stack the deck in your favor.

How? Very simple. Just make yourself incredibly valuable to your company.
Offer to take charge of some problem or project that isn't working. Contribute
creative ideas to appropriate people in the chain of command. Become very
interested in the problems your boss and company owners are facing, and see how
you can help them out. Stop worrying about yourself and your future and get busy
helping your company grow and prosper.

What's the worst that can happen? You might still might lose your job, but look
at the bright side. You can take all that energy, drive, commitment, and creativity
to your next place of employment.

Who wouldn't be delighted to find an employee like that? It's a win-win situation
for you, no matter what happens.

35
12. CELEBRATE YOUR ACCOMPLISHMENTS

In the business world today, most people tend to focus primarily on problems,
mistakes, and obstacles to future company goals. We rarely take time to celebrate
our accomplishments.

Sure, there's the Christmas party in December and the annual company picnic in
the summer. But do we "throw a party" every time a new client is landed, a new
deal is secured, or we reach one of our interim team or departmental goals?

Do we take time to celebrate the tremendous effort everyone is putting in? You'd
be surprised how much of a difference this can make. You don't have to spend a
lot of money or hold a gala event. You can have small, spontaneous celebrations
any time you choose.

If you are creative, you can find all sorts of ways to acknowledge and uplift your
co-workers. You could even throw a "party" every once in a while to celebrate
and acknowledge your boss!

13. SEEK APPROPRIATE COMPENSATION OR RISK SHARE

ARRANGEMENTS

This is a delicate subject, but it's an important one to consider. When companies
downsize or reorganize, the overall payroll, including costs of employee benefits
and other intangibles, are drastically reduced. At the same time, pressures on the
remaining workers are significantly increased.

It is very tempting for company leaders to keep all these financial savings for
themselves or for the future needs of the company. In so doing, however, they
may be perceived as taking unfair advantage of their employees.

36
Employees know when they are being financially mistreated. They know they are
doing the work of two or three people, yet they are only being paid as one. They
know this and they tend to resent it.

If you feel this way, try to negotiate a more favorable system of remuneration for
yourself and other employees. See if you can come up with a creative formula to
earn more money for the increased work you are doing. Consider some type of
bonus arrangement, or perhaps a salary increases that gets activated if the
temporary manpower shortage lasts beyond a reasonable period of time. Or
consider lobbying for a company-wide incentive program, so that if everybody
works hard to turn things around, they share financially in the success of the entire
company.

While it may be risky to propose such ideas, you should at least consider doing
so.

14. IMPROVE LINES OF COMMUNICATION

In general, the more "crazy" and chaotic your work situation becomes, the more
you need good lines of communication. In fact, much of this "craziness" is
directly caused by ineffective communication.

Everyone must communicate more actively when organizations undergo change.

This includes the boss, the CEO, and even the Board of Directors. It also includes
middle managers, clerical staff, and other agents and employees.

More meetings, not fewer, will probably be needed. When employees and
managers are nervous, worried, and pressured, they have increased information
needs. They deserve to know what's really going on and what is being planned
for the future. If you don't supply these answers to them, they will make up ones

37
on their own. Often, they will imagine the worst, when in fact, there may be very
good reasons for hope and optimism.

Evaluate your organization's communications needs and game plan. Talk to

employees to see what communication needs they have. Find out what forms of
communication they would find most helpful. Above all, realize how important
and necessary good communication is in coping with the stress of major
organizational change. But make sure communications are honest, sincere,
respectful, and open- ended.

15. BECOME MORE EFFICIENT

In addition to increasing your value to the company, you'll need to find ways to
become more efficient. As organizations change and evolve over time,
improvements in efficiency almost always coincide.

After all, if you're going to take a leadership role, if you're going to handle bigger
responsibilities, and if, at the same time, you're going to look for added ways to
increase your value to your company, you are going to have to get more efficient
or suffer a nervous breakdown.

Fortunately, efficiency can be learned. There's an almost endless capacity for

human beings to improve upon the way they do things. Whoever said "necessity
is the mother of invention" spoke the truth. When you have so much work to do
that you can't handle it anymore by using your present strategies and routines,
you will quickly become an innovator.

16. LEARN FROM THE EXPERIENCES OF OTHERS

Two very common mistakes people make when undergoing organizational

change are: 1) they try to cope on their own; and 2) they fail to benefit from the
experiences of others.

38
With the rapid pace of organizational change today, thousands of people have
faced circumstances similar to yours. Some of your friends, relatives, and other
acquaintances have probably struggled with similar difficulties.

Talk to these experienced people. Pick their brains. Find out what other people in
similar companies are doing to deal with downsizings or expansions. Read books
and articles. Listen to audiotapes on coping with organizational change. Attend
lectures and workshops given by prominent people locally or around the country.

Get involved. Get creative. Learn from others' mistakes and successful solutions.
Don't just sit there and suffer quietly. Reach out for support and you will
eventually find it.

17. RISE TO THE CHALLENGE

Instead of viewing your particular situation as a problem, see if you can view it
as an exciting challenge instead. Remember, change is inevitable, but being
stressed by change is not. It all depends on how you look at change and how you
choose to respond to it.

In every organization undergoing change, some people rise to the challenge,

while others don't and get left behind. Which group do you want to be in? Think
about it seriously. You've got the power and ability to end up in either one.

18. NEVER BECOME COMPLACENT

Once you've survived and successfully adjusted to a major organizational change,

avoid the trap of becoming complacent. Future changes will probably occur, and
you should be prepared for them--emotionally, physically, and also financially.

Keep developing your skills and enhancing your value to the company. Learn to
do as many jobs as you can. Take on a leadership role in having your company

39
be successful. Take pride in helping others below you. And always let your
superiors know you are ready and willing to help out whenever the need might
arise.

If you try to follow most of these 18 steps and still lose your job, so be it. You
will have gained many useful skills and derived much personal satisfaction in the
process. Your next employer will certainly be grateful to add someone like you
to their team.

40
 Chapter-3
Objectives of the Study

41
 Objectives of the study

The first & foremost step in any research work is to identify the problems or
objectives on which the researcher has to work on.
To carry out the study at Lakshya Food India Ltd, I framed the following
objectives:
1. To get the information about organizational constraints that effect employee’s
expectation in the company.
2. To collect the information which organization really implements all the legal
frame works as per factory act.
3. To know about the culture of the company.
4. To understand the status of employees participation in decision making
process in the company.
5. To understand the routine problems of employee in organization.

42
 Chapter-4
Research Methodology

43
 Research Methodology

Every project work is based on certain methodology, which is a way to

systematically solve the problem or attain its objectives.
According to Clifford Woody, “Research Methodology comprises of defining &
redefining problems, collecting, organizing &evaluating data, making deductions
&researching to conclusions.”
Research Design
The formidable problem that follows the task of defining the research problem is
the preparation of the design of the research project popularly known as the
research design. Decision regarding what, where, when, how much, by which
means concerning an inquiry or a research study constitute a research design.

Primary source of data

Questionnaire and personal interview from various Employees of Warehouse.

Secondary source of data

Annual report, website of Lakshya Food India Ltd., Company which contains
details which is helpful for making my project report.

Sample
For primary data, the population is the employees of Lakshya Food India Ltd.

The sample is taken on the random basis.

The size of sample is 20 employees Lakshya Food India Ltd...

Sample Distribution
Twenty employees are taken.

Statistical tools

I have used tabulation and pie charts to analysis and interpret the data so that
everyone can easily understand the report.

44
 Chapter-5

Data Analysis

45
 Data Analysis

Field Area: Lakshya Food India Ltd, Kandela ( Jind)

Name of the Study: Organizational constraints & employees expectation.
Duration: 07 June, 2018 to 23 July, 2018
No. Of Participants/Respondent: 20
As my questionnaire has 10 questions, I studied each and every respond question
wise. I prepared my result on findings. So, now every question with findings is
presented by pie chart and result is explained after graphical presentation:

46
Que. 1 Do you get the salary on time as per your work done, quality&

Experience?

No
26%

Yes
No

Yes
74%

47
Que. 2 Do you get time in decision making process of departmental?

Activities?

No
38%
Yes
No
Yes
62%

48
Que. 3 Are you satisfied with the promotion policy of your organization?

No
18%

Yes
No

Yes
82%

49
Que. 4 Are you satisfied with training & development program provided
to you by your organization?

No
8%

Yes
No

Yes
92%

50
Que. 5 Is your organization really implement all the legal framework
under factory act?

No
42%
Yes
No
Yes
58%

51
Que. 6 Is your organization handles all the grievances on time and

Property?

Yes
34%

Yes
No

No
66%

52
Que. 7 Is your organization has the open culture?

No
36%

Yes
No

Yes
64%

53
Que. 8 Are you satisfied with welfare programs provided to you by your
Organization?

No
30%

Yes
No

Yes
70%

54
Que. 9 Are you satisfied with performance appraisal programs adopted
by your organization?

No
14%

Yes
No

Yes
86%

55
Que . 10 Did you face any type of work stress at your work place in the

Company?

No
4%

Yes
No

Yes
96%

56
 Chapter-6
Conclusion & Findings of the Study

57
 Conclusion

Question wise % response of participants/respondents (employees):

S. No Questions Yes No
1 Do you get the salary on time as per your work 74 26
done, quality& experience?
2 Do you get time in decision making process of 62 38
departmental activities?
3 Are you satisfied with the promotion policy of 82 18
your organization?
4 Are you satisfied with training & development 92 08
program provided to you by your organization?
5 Is your organization really implementing the 58 42
entire legal framework under factory act?
6 Is your organization handles all the grievances 34 66
on time and property?
7 Is your organization has the open culture? 64 36
8 Are you satisfied with welfare programs 70 30
provided to you by your organization?
9 Are you satisfied with performance appraisal 86 14
programs adopted by your organization?
10 Did you face any type of work stress at your 96 04
work place in the company?
Overall % 72 28

58
Overall Satisfaction percentage of Participants/ Employees:

No
28%

Yes
No

Yes
72%

59
 Findings of the Study

The major findings of the project are enumerated as follows:

 66 % respondents said that they are facing the grievance in any form in the
company. They are working under stress.
 Wages and salary is the not most prone subject in the company.
 Workers feel hesitate to share their opinions about their problems due some
lack of openness in the culture of the company.
 Most of the respondents are satisfied with the promotion facilities provided
by the company.
 Employees get the salaries and wages on time in the company.
 Employee’s works freely on their respective jobs and assigning tasks.
 Company also organizes welfare & development program for development
of the employees.
 Company also provides regular training to employees to enhance their skills
and productivity.
 Company has effective performance appraisal system, that helpful to make
the decision about training need and salaries designing.

60
 Chapter-7
Suggestions & Recommendation

61
 Suggestions & Recommendations

Based on the data collected through the questionnaire and interactions with the
Officers and Workers of lakshya milk plant, Jind the following suggestions &
recommendations are made for consideration:

 Company should try to create a sense of belongingness among its employees

by introduction of new schemes and facilities.
 Company should follow the policies laid with full devotion which will be
helpful for the company in the long run.
 Job descriptions, responsibilities should be as clear as possible. Everyone
should be informed of company’s goals and expectation including what is
expected from each individual.
 Conflict management in the organization must be helpful to reduce the number
of grievance rates.
 Open door policy can be used. The barriers that exist between the various
categories are to some extent broken by personal contact and mutual
understanding.
 Suggestion boxes can be installed. This brings the problem or conflict of
interest to light.
 Accident rates, Requests for transfers, Resignations, and disciplinary cases
should be analyzed since they reveal the general patterns that are not apparent.
 Temporary relief can be provided so that the delay does not increase his
frustration and anxiety and thereby not affecting his / her morale and
productivity.

62
 Chapter-8

Limitations of the Study

63
 Limitations of the Study

 Results of the research are drawn from the feedback of the respondents. So it
can vary from the actual results.
 The sample is selected on the basis of random, there may be chance to leave
the important unit of universal.
 The study involves the sampling method and the sample size is not very large.
 Limited resources like limited time and money make our survey difficult.
 Researcher has limited experience so it creates some type of difficulty.
 This research has the limited area so it does not show the clear cut picture.
 Some data are taken from the past basis so it may be wrong.

64
Annexure

65
 Questionnaire
Organizational Constraints & Employees Expectation
At Lakshya Food India Ltd, Kandela ( Jind )

Name of Employee………………………………………………………..

Age.................................................. Sex………………………………….

Designation ……………………….. Organization………………………..

Length of Service…………………………………………………………..

Educational Qualification…………………………………………………………..

Que. 1. Do you get the salary on time as per your work done, quality& experience?

Yes No
Que. 2 Do you get time in decision making process of departmental activities?

Yes No
Que. 3 Are you satisfied with the promotion policy of your organization?

Yes No
Que. 4 Are you satisfied with training & development program provided to you?
By your organization?
Yes No
Que. 5 Is your organization really implement all the legal framework under factory
Act?
Yes No

Que. 6 Is your organization handles all the grievances on time and property?

Yes No

Que. 7 Is your organization has the open culture?

Yes No

66
Que. 8 Are you satisfied with welfare programs provided to you by your
Organization?
Yes No

Que. 9 Are you satisfied with performance appraisal programs adopted by your
Organization?
Yes No

Que. 10 Did you face any type of work stress at your work place in the company?

Yes No

Note:
Any information provided by employee or management related to the above
information will always be remain confidential.

Suggestions:-

67
 Bibliography

Text Books

 Research Methodology by C.B.Gupta.

 Journals of Lakshya Food India Ltd.

 Reports of Lakshya Food India Ltd.

Websites

www.google.com
www.wikipedia.com
http://www. Lakshya Food India Ltd..com
www.businessline.com.
www.soople.com
www.scribd.com

68