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A DISSERTATION REPORT ON JOB SATISFACTION of FMCG (AT BRITANNIA INDUSTRIES LIMITED)

In partial fulfillment of the requirement of Uttrakhand Technical University for the award of degree in Master of Business Administration

Submitted To: Mrs. Preeti Dixit (Senior Faculty of management deptt.)

Submitted By: Sanjeev Singh MBA IV Sem. (2011-12)

Roll No.10290500046
SARASWAT INSTITUTE OF MANAGEMENT AND Technology Rudrapur

Session 2010-12

ACKNOWLEDGEMENT

Hard work & dedication is a key to success. No task is the single mans effort. Similarly this project report has been made possible through the direct & indirect cooperation of various persons to whom I wish to express my gratitude. I owe a deep sense of gratitude of Mrs. Preeti Dixit (internal guide) and Mrs. Pooja Johri (H.O.D of Management Department) for their valuable support.

(SANJEEV SINGH)

PREFACE
The most significant resource of any organization is people. Such claims appear in the organizations annual report and mission statement. I am extremely happy to place before the esteemed teachers and management the dissertation entitled Job Satisfaction of FMCG with Special Reference to Britannia Industries Ltd. Now a days absenteeism and turnover of employees are serious problem for industry and it is quiet similar in all countries. These problems are caused by several factors which are appeared from undesirable consequences. Therefore managers should be concern about these problems and to check them so as to maintain efficiency and stability in industry.

DECLARATION
I am the student of SARASWATI INSTITUTE OF MANAGEMENT & TECHNOLOGY (RUDRAPUR) pursuing (MBA), hereby declare that this Dissertation Report JOB SATISFACTION OF FMCG WITH SPECIAL REFERENCE TO BRITANNIA INDUSTRIES LTD. Has been prepared on the basis of the information provided and the work assigned to me. All the data given, is true to the best of my knowledge and prepared by my on efforts and with the consent of the concerned industry guide and the faculty at the college. The recommendations are made keeping all the costs, expenses, and technical barriers as constant, dissertation is the result of my own efforts JOB SATISFACTION OF FMCG WITH SPECIAL REFERENCE TO BRITANNIA INDUSTRIES LTD., prepared by me is my original work. This Dissertation report is totally prepared up to my own efforts and has not been copied from any other sources.
SUPERVISIOR SIGNATURE MRS. PREETI DIXIT (DEPT. OF MGMT.) HOD SIGNATURE MRS. PUJA JOHARI (DEPT. OF MGMT.) NAME OF CANDIDATE SANJEEV SINGH MBA4th SEM. ROLLNO.10290500046

CONTENT
Chapter-1: EXECUTIVE SUMMARY Chapter-2: OBJECTIVE OF THE STUDY Chapter-3: INTRODUCTION ABOUT BRITANNIA Company overview Company Profile Board of Directors Mile stones Activities of the company Objective of the Company
PANTNAGAR UNIT

7-8 9-10 11-20

21-28

Introduction Company Profile SWOT Analysis Department of the company Chapter-4: JOB SATISFACTION Definition of Job Satisfaction Objectives of Job Satisfaction Important factor of Job Satisfaction Job satisfaction is Influenced by Chapter-5: RESEARCH METHODOLOGY Sample Size Method of Sampling Area of work Method of Data collection Scope of the study
5

29-41

42-49

Sources of data collection Limitation of the study Chapter-6: ANALYSIS Chapter-7: FINDINGS Chapter-8: IMPORTANCE OF STUDY Chapter-9: RECOMMENDATIONS Chapter-10: CONCLUSION Chapter-11: QUESTIONNAIRE Chapter-12: BIBLIOGRAPHY 50-62 63-64 65-66 67-68 69-70 71-75 76-77

CHAPTER-I EXECUTIVE SUMMARY

EXECUTIVE SUMMARY FOR JOB SATISFACTION


JOB SATISFACTION:

Job satisfaction varies (research suggests, the higher the prestige of the job, the greater the job satisfaction). But, many workers are satisfied in even the lease prestigious jobs. They simply like what they do. Most workers like their work if they have little supervision. The least satisfied workers are those in service occupations and managers that work for others. Ethnic and religious orientation is associated to work attitudes, and job satisfaction is related to education.

CHAPTER II OBJECTIVE OF THE STUDY

OBJECTIVE OF THE STUDY

The objective for my Dissertation Report, is to make my self capable for moving forward in corporate world, to gain knowledge & experience & know how to work in the organization environment. It will help me to gain more & more about corporate sector, which was very essential for me to do. Therefore I joined BIL Pantnagar to improve my capabilities.

MAIN OBJECTIVE
To Know about the existing system of Performance Appraisal in Britannia Industries Limited To study the awareness of the employees regarding the appraisal system. To evaluate the effectiveness of appraisal system. To know the satisfaction of the employees, with the appraisal system followed in BIL.

SUB-OBJECTIVE
Are the present performance appraisal is sufficient enough to analyze the ability of a company. To see the difference between the theoretical knowledge & practical knowledge.

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CHAPTER-III INTRODUCTION ABOUT THE COMPANY

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COMPANY OVERVIEW

In 1929 a small company by the name of Britannia products emerged in British dominated India. The intent was to spread joy and cheer to children and adults alike, all over the country with its sweets and candies. The company knew that it wouldnt be an easy task, but they decided to take the brave step. A small factory was set up in the suburbs of Mumbai, to manufacture sweets and toffees. A decade later it was upgraded to manufacture biscuits as well. Since then, the Britannia name has grown in all directions, won international fame and has been sweetening people's lives all over India and abroad. Apart from the factories in Mumbai and Bangalore Britannia also has factories in Bahadurgarh in Haryana and Neemrana in Rajasthan, which are the largest biscuit and confectionery plants in the country. Additionally, Britannia Products also has 7 manufacturing units and 51 manufacturing units on contract.

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COMPANY PROFILE

TYPE: FOUNDED IN: HEADQUARTERS: KEY PEOPLE: INDUSTRY: PRODUCTS: EMPLOYEES: REVENU: WEBSITE:

PUBLIC 1982 BANGALORE Mr. NUSLI WADIA(CM) MS.VINITA BALI(MD) FOOD BISCUITS, CAKE, BREAD, BUTTER, MILK, CURD etc 2,337 22,663 MILLIONS (2011-12) http://www.britannia.co.in

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BOARD OF DIRECTORS
NAME
Mr. Nusli N Wadia Ms. Vinita Bali Mr. George Casala Mr. Keki Dadiseth Mr. Avijit Deb Mr. Stephan Gerlich Mr. A K Hirjee Mr. Nimesh N Kampani Mr. S. S Kelkar Dr. Vijay Kelkar Mr. Pratap Khanna Mr. Jeh Wadia Mr. Francois Xavier Roger Field Marshall Sam Manekshaw

DESIGNATION
Chairman Managing Director Director Director Director Director Director Director Director Director Director Director Director Director Emeritus

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MILE STONES
1892 1910 1921

The Genesis Britannia established with an investment of Rs. 295 in

Kolkata Advent of electricity sees operations mechanized

Imported machinery introduced; Britannia becomes the first company East

of the Suez to use gas ovens 1939- 44


Sales rise exponentially to Rs.16,27,202 in 1939 During 1944 sales ramp up by more than eight times to reach Rs.1.36crore Britannia Biscuit Company takes over biscuit distribution from Parrys Public issue Indian shareholding crosses 60% Re-christened Britannia Industries Ltd. (BIL) Sales cross Rs.100crore The Executive Office relocated to Bangalore BIL celebrates its Platinum Jubilee Wadia Group acquires stake in ABIL, UK and becomes an equal partner

1975 1978 1979 1983 1989 1992 1993

with Group Danone in BIL 1994 1997


Volumes cross 1,00,000 tons of biscuits Re-birth new corporate identity Eat Healthy, Think Better leads to new

mission: Make every third Indian a Britannia consumer


1999

BIL enters the dairy products market Britannia Khao World Cup Jao a major success! Profit up by 37% 15

2000 2001

Forbes Global Ranking Britannia among Top 300 small companies BIL ranked one of Indias biggest brands No.1 food brand of the country Britannia Lagaan Match: Indias most successful promotional activity of

the year

2002

Maska Chaska: Indias most successful FMCG launch BIL launches joint venture with Fonterra, the worlds second largest dairy Britannia New Zealand Foods Pvt. Ltd. Is born Rated as One amongst the Top 200 Small Companies of the World by Economic Times ranks BIL Indias 2nd Most Trusted Brand Pure Magic Winner of the World star, Asia star and India star award for

company

Forbes Global

2003

packaging Treat Duet- most successful launch of the year


2004

Britannia Khao World Cup Jao rocks the consumer lives yet again Britannia accorded the status of being a Super brand Volumes cross 3,00,000 tons of biscuits Good Day adds a new variant Coconut in its range Re-birth of Tiger Swasth Khao, Tiger Ban Jao becomes the popular Britannia launched Greetings range of premium assorted gift packs The new plant in Uttarakhand, commissioned ahead of schedule. The launch of yet another exciting snacking option Britannia 50-50

2005

chant!

Pepper Chakkar.

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ACTIVITIES OF THE COMPANY


OUR PRODUCTS

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WHAT MAKES A BRITANNIA

If you think Britannias are extraordinary individuals who are passionate about everything they docreate inspiration through everything they doand succeed in everything they doyoure probably right. Britannians are hand-picked for a singular purposeto perpetually ensure Market Leadership and generate exemplary performance in every function. Britannians exhibit the following leadership behaviors (we fondly call BULBs Britannia Universal Leadership Behaviors)

Integrity Team Orientation 18

People Development Learning Orientation Customer Orientation Quality Orientation Drive for Results Entrepreneurial Spirit System and Process Orientation Communication

If feel you stack up well in terms of all these behaviorsdont waste timeJoin us!!!

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OBJECTIVES OF THE COMPANY


The objectives of the company are as follows: 1. To acquire and take over as a going concern the biscuit manufacturing business now carried on at Dum Dum junction under the styles or firms of V.S Brothers and company, Gupta and company and Britannia biscuits company and all or any of the lands, buildings, plant and machinery, assets and liabilities of the proprietors of that business in connection there with and with a view thereto to enter into the agreement referred to in clause 3 of the companies article of association and to carry the same into effect with or without modification. 2. To manufacture, buy, sell, prepare for market and deal in farinaceous foods for all kinds and in particular biscuits, breads, cakes and confectionary and food of every description suitable for individuals.

3. To carry on business as millers and grain merchants, dealers in flour, rice and other produces.

4. To carry on business as bakers and confectioners and to manufacture buy, sell, refine prepare, grow, import export and deal in provisions of all kinds of wholesale and retail, whether solid or liquid.

5. To make, accept, endorse, discount and issue promissory notes, bills of exchange and other negotiable instruments etc.

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INTRODUCTION ABOUT PANTNAGAR UNIT

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INTRODUCTION ABOUT THE UNIT


(PANTNAGAR BRANCH)
INTRODUCTION
Britannia industries limited was established at Pantnagar on 1st April 2005in the area of approximately 20 acres mainly for the purpose of production of biscuits as this area is free from almost all types of taxes. In Britannia Industries Limited there are many types of departments which are inter connected to each other and work together for the welfare of the Company as the whole. There is a well built communication system inside the Company which helps in doing the work on time and with full efficiency and effectiveness. The departments of the Company includes Quality assurance, Stores, Production, Purchase, Maintenance, Engineering, Packaging and dispatch, Personnel and training, Finance, legal and administrative security. In the Company when the raw material is entered in the Company from that time onwards the quality of material is taken into consideration. Firstly the material is taken into the laboratory and it is being tested and after that it is being taken in progress. At the production plant also care is being taken for the neatness and cleanness of the biscuits and the biscuits are prepared in full hygienic conditions. For this purpose all the persons who enter the production or plant area is not allowed to go inside without wearing a cap. New concept like 5S is also being implemented in Britannia Industries Limited. The Company is perusing for ISO14001certificate and it is ISO 22000 certified. There are four plants in operation in the Company at this branch. First plant is for Marie Gold which has a flexi line for Good day also. Second plant is for Good day, third one is for 50:50 variants, pepper chakkar and Maska Chaska. Forth and last plant is for Bourbon which has a flexi line for Orange cream also.

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MAIN EVENTS OF THE COMPANY


1) Bhumi poojan of Britannia industries limited was on 20th may 2004. 2) Machinery was set up on 23rd march 2005. 3) Production trial was taken on 23rd march 2005 itself. 4) Actual production was started on 1st April 2005. 5) First dispatch of finished goods was done on 20th April 2005. 6) Biggest plant of the company is plant number two. 7) The company is set up in an area of approximately 20 acres. 8) Minimum production of the company is 180 tons per day. 9) Maximum production is 300 tons per day. 10) Control of management is through Board of Directors. 11) It is a public limited company. 12) The auditors of the company are Lovelock & Lewes. 13) The bankers of the company are: State Bank of India. Standard Chartered Bank. ABN Ambro Bank. City Bank. The hongkong and shanghai banking corporation limited. Bank of America. HDFC Bank limited. ICICI Bank limited.

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NUMBER OF PLANTS AND PRODUCTION AT THE PANTNAGAR BRANCH


Not all the brands of Britannia are produced in this branch only some brands of biscuits are produced at this branch. Production of biscuits in Britannia Pantnagar branch is divided in to four Plants. 1) Plant I Marigold Good day butter Good day Pista badam 2) Plant II good day cashew 3) Plant III fifty- fifty (50-50) i) ii) iii) 4) Plant IV Chocolate treat bourbon Orange treat 50-50 50-50 Maska Chaska 50-50 pepper chakker

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OBJECTIVES OF THE UNIT


Investing in appropriate technology. Working collaborators with the business partners. Quality products to customers. Continuous training and retraining of the employees to create culture that value quality and food safety as a core pillar of the business. To control the wastage and save time and efforts. To work under the principals of Kiazen, Haccp and 5 S.

THINGS YOU DONT KNOW ABOUT BRITANNIA


Britannia products are sold in over two million outlets, reaching millions of customers who A small army keeps Britannia going over 180 stock keeping units, 3000 employees, over The number of biscuits produced by Britannia in one year would be the equivalent of one Stacked on top of each other, all Britannia biscuits sold in a year would stand 10,000 times Britannia has had a long association with cricket and cricket players. Nearly half the

buy approximately 2.4 billion packets each year. 2200 authorized whole sellers and 56 depots. pack of twelve biscuits for every two people in the world. taller than Mount Everest. members of the current Indian cricket team serve as its brand ambassadors. Launched in 1997, Tiger became the largest selling Britannia biscuit brand in just 4 months of launch. It crossed Rs.1 billion sales mark in its very first year and is growing stronger.

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SWOT ANALYSIS
STRENGTH
Goodwill of company Financially a very strong company Effective well designed and developed production and marketing network. Superior quality and service to provide maximum benefits to customers. The family environment in the company. Dedicated work force. Continuous growth. Market share of the company. Tax benefit to the company.

WEAKNESSES
No uniform of the officers and of the workers too. Storage capacity of the company is limited. Land is not properly utilized. Raw material is wasted at the time of unloading. Unit is situated far away from main plant. There is no board of Britannia at the entry gate.

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OPPORTUNITY
There can be minimization of waste. There must be more efficient utilization of the raw material. More and more incentives should be given to workers to motivate them which help in increasing the employee moral. There can be use of the foreign technologies for efficient utilization of raw material so that the production of a biscuit can be increased. Lang can be used more efficiently.

THREATS
New entrants in the business Threats of substitute products. Availability of the other brands. Rivalry among the competitions. Taste and preference of customers.

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Departments/ hierarchy of the company


There are mainly six departments of the company. These are as follows:

UNIT HEAD

Human resource

Accounts

Production

Purchase

Maintenanc e

Quality

Officers Officers

Officers Officers Officers Officers

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CHAPTER-IV INTRODUCTION ABOUT JOB SATISFACTION

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JOB SATISFACTION
Job satisfaction is the result of various attitudes that worker holds towards his jobs, towards his related factors and towards life in general. It is a general attitude, an attitude that is the result of many specific attitudes in three major areas such as: (1) Situational factors or specific job factors. (2) Individual Characteristics and traits. (3) Group or social relationship outside the job. There are so many other definitions regarding job Satisfactions. Job satisfactions are nothing but the favorable attitude or high industrial Moral. Job satisfaction is an elaborate composite concept including: (1) (2) Individuals mental disposition. Inter-personnel relationship of individuals that exists in the industry.

It may also be defined, as the satisfaction where in one desires is the composite product of favorable attitude, high level moral and the positive job related and ever social factors. Job satisfaction is an important factor in industrial environment. The satisfied workers produce more while maintaining the high quality; the industrial climate is relatively smooth and conductive. The satisfied workers are creative and innovative. Job satisfaction is a composite term and is the end result of many other factors like company policies, warm culture, leadership, rewarding system and others. Moral is one of the indicator job satisfactions. Job satisfactions is an inner feeling and highly subjective. But the job satisfaction and dissatisfaction reflects in all the outcome of the industrial life from union negotiation and settlements to producing quality products. The job satisfactions and dissatisfaction in a unique feature. A company may be extending all the facilities including high salaries and perks, but the employees may be dissatisfied. And the same time the employee with poor salaries and perks may sometimes be having the highest job satisfactions. The factors that contribute to the positive moral and attitude also result in higher degree of job satisfaction.

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There are two variables, which determine the job satisfaction1. 2. Organizational Personal

The level of job determines the job satisfaction. The higher the level of the job, the greater the satisfaction of the individual. This is because of higher level jobs carry greater prestige and self-control. This relationship between occupational level and job satisfaction stems for social reference group theory, in that our society value some jobs more than others. Hence people in valued jobs will like them more than those who are in non-valued jobs. The relationship may also stem from the need fulfillment theory. People in higher-level jobs find most of their needs satisfied than when they are in lower-level ones. In addition, there are also other organizational variables like job content, type of leadership, pay and promotional prospects, interaction in the work group, which affects job satisfaction of a person. The personal variables like age, educational level, sex and so on are also responsible for satisfaction are dissatisfaction of some people. The different aspects that largely affect the job satisfaction are as under: 1. Opportunity to learn a job. 2. Steadiness of employment. 3. Supervision. 4. Pay. 5. Cooperativeness. 6. Working condition. 7. Cleanliness. 8. Working hours. 9. Communication. 10. Recognition. 11. Individual adjustment. 12. Group relationship outside the job.

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Objectives
For Organization:
Consciously and continually aiming to improve the quality of working life as means of increasing motivation and
improving results. This survey involves increasing sense of employee satisfaction obtain from their work, so far as possible, reducing monotony, increasing variety and responsibility and avoiding placing people under too much stress. The critical success factor of organization. The opportunity and threats facing by organization in terms of rate and direction of growth quantified wherever possible.

Organization can shapes the progression of growth. Continuous change and launch organizational initiatives that will have the greatest impact. Workers can facilitate high standards and a safe and nurturing environment. It is useful for organization to know how employees view the workplace, pay, and benefits their supervision. To reduce the barriers between communication. For the improvement of the organization, survey can provide the data for future policies and strategies.

For Employees:
Individual within an organization can get opportunity to improve. To recognized the need of employees for providing training program. Due to lack of facilities provided by organization, people are not working efficiently and it has indirect affect on their performance and outcome, so assessing their needs, working conditions, providing learning and development opportunities, helping skill development through training interventions and planning.

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FACTORS INFLUENCING JOB SATISFACTION


There are a number of factors that influence job satisfaction. A number of research studies have been conducted in order to establish some of the causes that result in j o b s a t i s f a c t i o n . Th e s e s t u d i e s h a v e r e v e a l e d c o n s i s t e n t c o r r e l a t i o n o f certain variables with the job satisfaction.

Some of the organizational factors which affect job satisfaction are:

A. ORGANIZATIONAL FACTORS
1. Salaries and Wages: -Wages and salaries play a significant role in influencing job satisfaction. This is basically because of a few basic reasons. Firstly, money is an important instrument in fulfilling one's needs. Money III alsos a t i s f i e s t h e f i r s t l e v e l n e e d s o f M a s l o w ' s m o d e l o f s a t i s f a c t i o n . S e c o n d l y , employees often see money as a reflection of the management's concern for them. Thirdly, it is considered a symbol of achievement since higher pay reflects higher degree of contribution towards organizational operations. N o n m o n e t a r y b en e f i t s a r e a l s o i m p o r t a n t , b u t t h e y a r e n o t a s i n f l u e n t i a l . O n e reason for that that is that most of the employees do not even know how much they a r e r e c e i v i n g i n b e n e f i t s . M o r e o v e r , a f e w t e n d t o u n d e r v a l u e t h e r e b en e f i t s because they do not realize their monetary value. The employees, generally, want a pay system which is simple, fair and in line with their expectations. 2. Promotion Chances: P r o m o t i o n a l c h a n c e s c o n s i d e r a b l y a f f e c t t h e j o b satisfaction because of the following reasons: Firstly, Promotion indicates an employee's worth to the organization which is highly morale boosting. This is particularly true in case of high level jobs. Secondly, Employee takes promotion as the ultimate achievement in his career and when it is realized, he feels extremely satisfied. Thirdly, Promotion involves posit' e changes e.g. higher salary, less supervision,more freedom, more challenging work assignments, increased responsibilities, status and like.

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3. Company Policies: Organizational structure and policies also play an important role in affecting the job satisfaction of employees. An autocratic and highly authoritative structure causes resentment among the employees as compared to a structure which is more open and democratic in nature. Organizational policies also govern the human behavior in the organisations.These policies can generate positive or negative feelings towards the organisation.Liberal and fair policies usually result in more job satisfactions. Strict policies will create dissatisfaction among the employees because they feel that they are not being treated fairly and may feel constrained. Thus, a democratic organisational structure with fair and liberal policies i s associated with high job satisfaction. B. WORK ENVIRONMENTAL FACTORS The work environmental factors include the following important factors: 1. Supervision: Supervision is a moderately important source of job satisfaction. There are two dimensions of supervisory 'styles which affect the job satisfaction: First is Employee Centeredness. Whenever the supervisor is friendly and supportive of the workers there is job satisfaction. In this style, the supervisor takes personal interest in employee's welfare. Second is Participation. The superiors, who allow their subordinates to participate in decisions that affect their own jobs, help in creating an environment which is highly conducive to job satisfaction. 2. Work Group: The nature of the work group or team will have effect on jobsati3faction in the following ways: ( i ) A friendly and co-o p e r a t i v e g r o u p p r o v i d e s o p p o r t u n i t i e s t o t h e group members to interact with each other. It serves as a source of support, comfort, advice and assistance to the individual group members. If on the other hand, the people are difficult to get along with, the work group will have a negative impact on job satisfaction. (ii) The work group will be even a stronger source of satisfaction when members have similar attitudes and values. In such a group, there. Will less friction on day to day basis.

(iii) Smaller groups provide greater opportunity for building mutual Trust and understanding as compared to larger groups. Thus, the group size and quality of interpersonal relations within the group playa significant role in workers satisfaction.

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3. Working Conditions: Good working conditions are desirable by the employees, as they lead to more physical comfort. People desire that there should be a clean and healthy working environment. Temperature, humidity, ventilation, lighting and noise, hours of work, cleanliness of the work place and adequatetools and equipment are the features which affect job satisfaction. While thedesirable working conditions are taken for granted and may not contribute heavily towards job satisfaction, poor working conditions do become a source of jobdissatisfaction.Simply because they lead to physical discomfort and physical danger.

C. WORK ITSELF The content of the work itself plays a major role in determining t h e j o b satisfaction. Some of the aspects of the work which affect job satisfaction are: (i) Job Scope:-It provides the amount of responsibility, work pace and feedback. The higher the level of these factors, higher the job scope and higher the level of satisfaction. (ii)Variety:-A moderate amount of variety is very effective. Excessive variety produces confusion and stress and a too little variety causes monotony and fatigue which are dissatisfies. (iii)Lack of Autonomy and Freedom: -Lack of autonomy and freedom over work methods and work pace can create helplessness and dissatisfaction.Employees does not like it when their every step and every action is determined by their supervisor. (iv) Role Ambiguity and Role Conflict: -Role ambiguity and role conflict also lead to confusion and job dissatisfaction because employees do not know exactly what their task is and what is expected of them. (v) Interesting Work:-A w o r k w h i c h i s v e r y i n t e r e s t i n g t h e c h a l l e n g i n g a n d provides status will be providing satisfaction to the employees as compared to work which is boring and monotonous. PERSONAL FACTORS Personal attributes of the individuals also play a very important role as to whether they are satisfied at the job or not. Pessimists and people with negative attitudes will complain about everything including the job. They will always find something wrong in every job to complain about. Some of the important personal factors are: 1. Age and Seniority: -With age, people become more mature and realistic and less idealistic so that they are willing to accept available resources and rewards and be satisfied about the situation. 35

With the passage of time, people move into more challenging and responsible positions. People who do not move up at all with time are more likely to be dissatisfied with their jobs. 2. Tenure: -Employees with longer tenure are expected to be highly satisfied with their jobs. Tenure assures job security, which is highly satisfactory to employees. They can easily plan for their future without any fear of losing their jobs. 3. Personality: -Some of the personality traits which are directly related to job satisfaction are self assurance, self esteem, maturity, and decisiveness, sense of autonomy, challenge and responsibility. Higher the person is on Maslow's needs hierarchy, the higher is the job satisfaction. This type of satisfaction comes from within the person and is a function of his personality

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JOB SATISFACTION IS INFLUENCED BY

Opportunity: Employees are more satisfied when they have challenging opportunities at work. This include participate in interesting projects, jobs with a satisfying degree of challenge and opportunity increased responsibility. Important: this is not simply promotional

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opportunity. As organ become flatter, promotions can be rare. People have found challenge through projects, tea special assignments as well as promotion.
Actions: Promote from within when possible. Reward promising employees with roles on interesting projects. Divide jobs into levels of increasing leadership and responsibility.

It may be possible to create job titles that demonstrate increasing levels of expertise, which limited by availability of positions. They simply demonstrate achievement.

Stress: When negative stress in continuously high, job satisfaction is low, jobs are more stressful with employees personal lives or are a continuing source of worry of concern. Actions:
Promote a balance of work and personal lives. Make sure that senior manager mode behaviour. Distribute work evenly (fairly) within work teams. Review work procedures to remove unnecessary red tape or bureaucracy. Manage the number of interruptions employees have to endure while trying to do this. Some organizations utilize exercise or fund breaks at work.

Leadership: Employees are more satisfied when their managers are good leaders. This includes motive to do a good job, striving for excellence or just taking action. Actions:
Make sure your managers are well trained. Leadership combines attitudes and behave learned. People respond to managers that they can trust and who inspire them to achieve me.

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Work Standards: Employees are more satisfied when their entire workgroup takes pride in the quality of its. Actions:
Encourage communication between employees and customers. Quality gains important employees see its impact on customers. Develop meaningful measures of qualify. Celebrate achievements in quality.

Trap: Be cautions of slick, packaged campaigns that are perceived as superficial and patronizing. Fair Rewards: Employees are more satisfied when they feel they are rewarded fairly for the work they do employee responsibilities, the effort they have put forth, the work they have done well and of their jobs. Actions:
Make sure rewards are for genuine contributions to the organization. Be consistent in your reward policies. If your wages are competitive, make sure employees know this. Rewards can include a variety of benefits and perks other than money. As an added benefit, employees who are rewarded fairly, experience less stress.

Adequate Authority: Employees are more satisfied when they have adequate freedom and authority to do there. Actions: When reasonable:
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Let employees make decisions. Allow employees to have input on decision that will affect them. Establish work goals but let employees determine how they will achieve those goals, may identify innovative best practices. Ask, If there were just one or two decisions that you could make, which ones would biggest difference in your job?

The job satisfaction depends upon the individual mind. The source with provides satisfaction to same employees may not give satisfaction to other. But in general the above mention factors are having correlation with the job satisfaction. Job satisfaction can be measured through:
(a) (b) (c) (d) (e) (f) Interviews Discussion, talks, seminars Surveys with paper questionnaires/instrument Data collection through self appraisal Export approach Industrial sky etc.

One the one hand motivation throws light on the actual behavior of the employees on their jobs while on the other hand job satisfaction is concerned with their light on their potential behavior. Job satisfaction is a general pleasurable or positive emotional state of an individual, which results from his appraisal of the various dimensions of his job. Although there may be as many as 20 such dimensions only 5 of them are considered as core dimensions. These are:
(i) (ii) (iii) (iv) (v) Nature of work Supervision Pay Promotion and Co-workers, Individually, same of these dimensions may produce positive and some negative feelings in the employee but collectively they tell us about the workers overall filings.

Smith Jebdall and Hulin have development as scale called Job description (JDI) which measures an individuals attitudes in all the above-mentioned give areas. The scale

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consists of a series of adjectives or statements for each of these areas and the individual is asked to mark each one as yes (Y), no (N), or cannot decide (?) a few examples are given:
WORK: Fascinating Rocketing Frustrating

SUPERVISION: PAY: Hard to please Praises good work Stubborn

Adequate for normal expenses Less than I deserve Provides for luxuries

PROMOTIONS: Promotion on ability Dead end job Unfair Policy

CO-WORKERS: Stimulating Talk too much Unpleasant

Although the scale actually Describing one job, the describing ones job, the description implies the individuals evaluation of it.

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CHAPTER-VI RESEARCH METHODOLOGY

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METHODOLOGY
Tools used To accomplish the test of our problem of' Job Satisfaction' A study of several job related and their effects among the employees was done on hundred employees at each level in the organization.
No. of employees in Britannia Managerial 'staff Administrative Workers : 170 : 18 : 08 : 144

Research Metrology (Dimensions of the Research) Job Satisfactions research was divided as follows: Objectives Sources of Data Questionnaire Tools of Data Analysis

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TOOLS & TECHNIQUES


Sources of Data Questionnaire was prepared for the study conducted to analyze/.e factors affecting the level of job satisfaction with in the organization. These questionnaires are the main sources of data. Various information was also collected from secondary data, like general magazine, previous reports and other printed materials. The primary data was collected from the sample size of 120 employees of managerial level through a structured close end questionnaire. Sampling: The technique of sampling used to conduct the study on job satisfactions was convenience sampling. It was used to select the total of 30 respondents from a total. of 120 managerial staff. They were classified by dividing them in to live areas, each consisting of 6 respondents; the areas for respondents are as follows Personnel Department, Purchase Department, Production Department, Maintenance Department, and Marketing Department.

Questionnaire

These questionnaire, were prepared by taking in to consideration (he major areas in determining or employee. Questionnaire used were structured and well - defined. Smith keiulnll and hulling sealed job description Index (JD1) was used while preparing the questionnaire.

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Tools used (Satisfactions)


A. Ranking Method:

The attributes are ranked on a four-point scale ranging from unsatisfactory to very good. The save of attributes are taken and then ranked in descending order

DATA COLLECTION METHOD

Since the training projects was internal and company related in nature my whole of sources of data collection revolved around primary sources of data but for other part of projects I had to consult secondary sources from time to time.

COLLECTION OF SECONDARY DATA:

The very fast part of the topic comprising issues like company profile, product profile etc. was completed with the help of secondary sources of data. Under this I collected refinery annual reports, information brochure, bulletins and various kinds of periodicals and magazines.

COLLECTION OF PRIMARY DATA:

The crux of the topic was collecting information from the employees both executives and nonexecutives regarding the attitude of employees about the training programs already running and identify the training

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needed area. For this a detailed undisguised structure questionnaire was framed out having both open and close-ended question, which helped me in gathering right and to the fact information.

GEOGRAPHICAL AREA COVERED


The survey of this project which title is Job satisfaction is conducted in the company office of BRITAINIA LTD.

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RESEARCH METHODOLOGY
When we talk of Research Methodology, we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or technique and why we are not using so that research results are capable of being evaluated either by research himself or by others. As the title of the project suggests the project is about the study of the performance appraisal in the company. So my objective is that to know that how the working appraisal should be maintained in the company & which method is used in this. Performance Appraisal has been considered as a most significant and indispensable tool for every organization for the information it provides is highly useful in making decisions regarding various aspects such as promotions and merit increases. Thus, an attempt was made to study the Performance Technique in BRITANNIA.

SAMPLE SIZE
The sample size refers to the no. of employees selected from the co. to constitute a sample. The sample size used for study includes 80 employees from the company.

METHOD OF SAMPLING
The process employed for the sample was Random Sampling. Random Sampling is the sampling in which every person has an equal opportunity of being selected in the sample. The method is more representative of the persons as there are no personal biases.

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Sample Size: The sample size taken is 80 in which 20 were executives and 60 were supervisors and workers Method of Sampling: Random Sampling Area of work: Job Satisfaction

Method of Data collection:


PRIMARY DATA
Primary data is that data, which is collected for the first time & thus happens to be original in character. The primary source to carry out study is:a) Questionnaire b) Schedule c) Observation d) Interview

SECONDARY DATA
Secondary data are those which have already been collected by someone else and have already been passed through the statistical process. Acc. to Dessel-Data collected by other persons All the data has been collected from internal source that includes:a) Magazines b) Books c) Websites d) Reports e) Files f) Staff

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SCOPE OF THE STUDY


It provides useful information for research and also introduces the researcher with the practical problem faced in the company. This research is very important for any Human Resource student to gain a real time experience. I have done my research at Britannia in Performance Appraisal. There are many departments in Britannia but my research work is confined with Human Resource department where I studied that how the Performance Appraisal method should be done.

TOOLS FOR DATA COLLECTION


The data was collected by me from both the sources for my Dessertation report. In primary method of data collection personal interviews was used and in case of secondary ways of data collection of magazines and books of Britannia were used.

LIMITATION TO THE STUDY


Following are the limitations of this project: While going through the research I had faced a bit problem like frequent visits were required. Workers and supervisors were not immediately responding. Due to the tight schedule of managers, there are some difficulties for me to get co-operation and attention. Extra large unit to cover. Large no. of employees in the company, more than 2000, not possible to cover entire lot.

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CHAPTER-VII DATA ANALYSIS

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DATA ANALYSIS Timing of Work Table No.1 Unsatisfactory Respondent Percentage 7% 29% 34% 30% Satisfactory Good Very Good

DATA ANALYSIS

7% 30% 29%

Unsatisfactory Satisfactory Good Very Good

34%

FIG -1

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WORKING CONDITIONS Table No.2 Unsatisfactory Respondent Percentage 5% 33% 32% 30% Satisfactory Good Very Good

WORKING CONDITIONS

5% 30% 33%

32%

Unsatisfactory Satisfactory Good Very Good

FIG -2

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WELFARE FACILITIES Table No.3

Unsatisfactory Respondent Percentage 15%

Satisfactory 30%

Good 35%

Very Good 20%

WELFARE FACILITIES

20% 35%

15% 30%

Unsatisfactory Satisfactory Good Very Good

FIG - 3

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SUPERVISION Table No.4

Unsatisfactory Respondent Percentage 24%

Satisfactory 21%

Good 27%

Very Good 28%

SUPERVISION

28% 27%

24% 21%

Unsatisfactory Satisfactory Good Very Good

FIG 4

REMUNERATION Table No.5

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Unsatisfactory Respondent Percentage 14%

Satisfactory 33%

Good 230%

Very Good 23%

REMUNERATION

14% 23% 30% 33%

Unsatisfactory Satisfactory Good Very Good

FIG - 5

GRIEVANCE HANDLING Table No.6

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Unsatisfactory Respondent Percentage 10%

Satisfactory 24%

Good 320%

Very Good 34%

GRIEVANCE HANDLING

10% 34% 32% 24%

Unsatisfactory Satisfactory Good Very Good

FIG 6

MOTIVATIONAL TECHNIQUE Table No.7 56

Unsatisfactory Respondent Percentage 15%

Satisfactory 35%

Good 27%

Very Good 23%

MOTIVATIONAL TECHNIQUE

15% 23% 27% 35%

Unsatisfactory Satisfactory Good Very Good

FIG - 7

INTER PERSONNEL RELATION 57

Table No.8 Unsatisfactory Respondent Percentage 9% Satisfactory 32% Good 33% Very Good 26%

INTER PERSONNEL RELATION

9% 26% 33%
Unsatisfactory

32%

Satisfactory Good Very Good

FIG - 8

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MEDICAL ATTENTION Table No.9 Unsatisfactory Respondent Percentage 9% Satisfactory 38% Good 34% Very Good 19%

MEDICAL ATTENTION

19%

9% 38%

34%

Unsatisfactory Satisfactory Good Very Good

FIG - 9

CURRENT JOB SATISFACTION LEVEL

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Table No.10 Can be Increased Can not be Increased

Respondent Percentage

80%

20%

CURRENT JOB SATISFACTION LEVEL


20%

Can be Increased Can not be Increased

80%

FIG - 10

MANAGEMENT STEPS TO EVALUATE JOB SATISFACTION LEVEL Table NO. 11

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Yes Respondent Percentage 14%

No

Unknown

18%

68%

MANAGEMENT STEPS TO EVALUATE JOB SATISFACTION LEVEL


14% 68% 18%
Yes No Unknown

FIG -11

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CORRECTIVE MEASURES OF MANAGEMENT Table NO. 12 Yes No Unknown

Respondent Percentage

6%

30%

64%

A self- explanatory bar diagram represents the corrective measures of Management. OPINION

CORRECTIVE MEASURES OF MANAGEMENT


6% 64% 30%
Yes No Unknown

FIG 12

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CHAPTER-VIII FINDINGS

FINDINGS
RESULT;

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1) As described before company is very much concerned and rightly managing personnel and human resource aspect by applying modern personnel techniques. This approach is the need of the hour. That is why inter-personnel relationship is on first place with 2.82. An inter-personnel relation along with a smart and solid combination which is going to take organisation is new dimensions of progress and prosperity.

2) Grievance handling along with above two added more fruit fill results for the organization. It is at second place with 2.81. It is obvious that if grievances are handled by any organization, job satisfaction level improve handsomely.

3) Timing of work is somewhere near the middle of the table with 2.71, which clearly, is contributing its part to organizational growth.

4) Medical attention and welfare facilities are also personnel facilities getting good response in favour of organization at the 5th and 6th place.

5) Supervision and effect of promotion are alarming attributes, talking last two places in the table. The company should look into these two aspects in order to achiever considerate increase in then level. Certain changes in the attitude and policy may be the right approach towards good results.

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IMPORTANCE OF STUDY

Importance of Study

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As it is mentioned above that the topic of this project report is evergreen therefore this study is important & useful for the company as well as the employees of the company also. It is also good for the employees. It increases the productivity & decreases the staff turnover. Employee satisfaction is also correlated with patient satisfaction and by this study we can know what are the reasons for the dissatisfaction level of the employees about their job.

It is also very important for company:

To know the satisfaction level with respect to supervision.

To know the satisfaction level with respect to working condition.

To know the effect of promotion on job satisfaction.

To find out how much job satisfaction is received to motivational technique

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RECOMMENDATION

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RECOMMENDATION
By studying, we find that the company should pay attention to the following things for employees better job satisfaction. Timings of work, medical attention, welfare facilities also got good places in the ranking table with a little difference of .03 to .08. This Clearly indicates that these factors are supporting upper three factors, so I name them as bitterly placed supportive attributes. One should keep in mind that the absence of any of the three might lead to a serious consequence affecting the future progress, quality, productivity and the market value of the organization.

Whenever in-house job satisfaction is provided trainer should given sufficient time for preparing himself according to subject so that he can impart effective job satisfaction program.

Training should be related job related, that could help the employees in performing their jobs in a better way resulting in personal development.

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CHAPTER-IX CONCLUSION

CONCLUSION
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In the context of BRITAINIA Company, job Satisfaction is observed by me and two working tools in previous section were used to tabulate certain results. These results are tried in the form of certain observations, which are as follows:

The first tool used is one Sample Test, which I conducted upon inter-personnel relational and timings of work. Ranking tool shall highlight some of the present and future conclusions and suggestions.

In the present industrial scenario, human relations and working conditions are the strongest aspects for the future growth of the organization. There is no doubt that this goal can be achieved through proper handling of grievances among employees by the organization. We are happy to say that organization is smartly performing this task.

Productivity and quality are also very much influenced by these personnel attributes like inter personnel relation, grievance handling and working condition.

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CHAPTER-X QUESTIONNAIRE

QUESTIONNAIRE
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1. PERSONAL PROFILE: NAME AGE QUALIFICATION DESIGNATION DEPARTMENT 2. JOB PROFILE: Please list three key tasks performed by you in the current job: a. b. c. 1. Are you having job satisfaction? a) Yes If yes, does it specify your major tasks? a) Yes b) No c) Not Sure b) No : : : : :

2. If no, would you like to have a job satisfaction program? a) Yes b) No c) Not Sure

3. Are you being provided job satisfaction programs in your area? 72

a) Yes

b) No

4. For how many days are you provided job satisfaction in a year? a) 1 b) 2 4 c) 5 d) More than 6

5. Are you satisfied with the time duration of job satisfaction provided to you? a) b) Yes If no, please specify the time duration

6. How many job satisfaction program do you receive during one year? a) 1 2 b) 3 5 c) More than 5

7. Are you satisfied with the number of job satisfaction program provided to you? a) Yes b) No

8. If no, please tick the most appropriate option job satisfaction program should a) Increase b) Decrease

9. What do you think about the content of job satisfaction program provided to you? a) Satisfactory b) Unsatisfactory

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10. If unsatisfactory, what you suggest for making it satisfactory?

11. Do you think person providing various job satisfaction program to you is set up to the mark? a) Yes b) No

12. If no, what do you want with regard to skill and aptitude of the people providing job satisfaction program please specify.

13. Please specify three areas in which you think Job satisfaction program is very important. a) b) c) 14. Do you think you are being provided satisfactory job satisfaction program in your most required area? a) Yes b) No

16. How do you rate-job satisfaction programs provided to you helpful in your job?

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a) Outstanding b) Very Good c) Good d) Average e) Poor 17. Do you have any co-relation with job satisfaction need? a) Yes b) No

18. What is the percentage of co-relation? a) 25% c) 75% b) 50% d) 100%

19. Please give your kind suggestions to make job satisfaction more effective.

SIGNATURE

DATE

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CHAPTER-XI BIBLIOGRAPHY

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BIBLIOGRAPHY Websites www.britindia.com www.sidcul.com www.google.com Books MANAGING HUMAN RESOURSE------ R.S. DWIVEDI

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