38629369 Final Sabar Dairy Report

PART – 1 TRANING REPORT

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 1

CHAPTER – I


INTRODUCTION OF ORGANIZATION

History:

In 1990, the 'UNISEF' Team visited the Sabarkantha district & they tries to improve milk

industry Sabarkantha for this objective they select Himatnagar for establishing milk

processing unit. This is their recommendation to start the dairy on Co-operative bases to

improve milk industry in Sabarkantha district.

“The Sabarkantha District Co-operative Milk Producers Union Ltd, Himatnagar" was

also known as Sabar dairy in Gujarat. Sabar dairy was established before forty years that

means 27th November 1964.

Sabar dairy was registered with the name of "The Sabarkantha District Co-operative Milk

Producer's Union Ltd., Himatnagar" and also gets the certificate of ISO-9001 – 2008,

ISO – 14000 and ISO – 22000.

In Gujarat Sabar dairy is one of the leading milk producing unit.

The Sabarkantha Districtive Milk Producers Union Limited, Himatnagar “is a milk

processing unit in the Sabarkantha district. It is also known as SABAR Dairy. The main

objective of sabar dairy is to collect milk from sabarkantha district and manufacture

different types of milk products and to customers at a lowest price. Sabar dairy produces

the different milk base products but those all products marketed by GCMMF (Gujarat

Co-operative Milk Marketing Federation Limited, Anand), In short all major activities

regarding marketing are done on the priority of the GCMMF.

The milk union could not expand its activities for the first seven years due to inadequate

financial resources. In the year 1971 under OPERATION FLOOD PROGRAMME of

Indian dairy corporation. A government of India undertaking a dairy project was


sanctioned for handling 1-50 lakhs liters of milk per day. The total cost of dairy plant was

Rs 2.52 crores which was received from Indian Dairy Corporation through government of

Gujarat.

The milk union acquired 40 acres land near by National Highway No. 8 village Boria,

which is 6 kilometers away from Himatnagar. The foundation stone of SABAR DAIRY

PROJECT was laid by the pioneer of “Indian White Revolution” Dr. Kurien, Chairman,

National dairy development board and Indian Dairy Corporation on 11-06-1971. The

reception and pasteurization of milk was started on 12-05-1973. The condensing and

spray drying plant was commissioned in the year 1974.

Looking to the Potentialities of the milk collection, dairy plant was expanded so as to

handle 4 lacks liters of milk per day under OPERATION FLOOD – II PROGRAMME of

Indian Dairy Corporation. National Dairy Development Board carried out the expansion

project was Rs. 7-13 crores.

The company has achieved the following national level awards and State level

Awards during different years:

• The national productivity Award for years 1987-88(2nd rank), 1989-90(1st), and 1990-91 (1st) and for years1997-98, 1999-2000 (certificate of merit).

• The Vikas Ratna award for year 1995(1st)

• The National safety council awards for years 1992 and 2001 (1st rank)

• The Gujarat safety council Awards for years 1996(1st ) and 2000(certificate of merit)


GENERAL INFORMATION:

Board of Directors

• Shri Shamalbhai .B. Patel Chairman

• Shri Jashubhai .S. Patel Vice Chairman

• Shri Jethabhai .P. Patel Director

• Shri Khemabhai .H. Patel Director

• Shri Govindbhai .P. Patel Director

• Shri Ramabhai .J. Patel Director

• Shri Bhikhabhai .K. Patel Director

• Shri Bahercharbhai .S. Patel Director

• Shri Vipulbhai .R. Patel Director

• Shri Bhogilal .R. Patel Director

• Shri Shubhashbhai .N. Patel Director

• Shri Kantibhai. S. Patel Director

• Shri Bikhusinh .C. Parmar Director

• Shri Jayantibhai .B. Patel Director

• Shri Jeshingbhai .R. Patel Director

• Shri M .C. Shah Director

• Shri R .S. Sodhi Director

• Shri Amichandbhai .H. Patel Director

• Shri Babubhai .M. Patel Managing Director


Bankers:

• The Sabarkantha District co-operative Bank.

• State Bank of India (Himatnagar)

• H.D.F.C Bank (Himatnagar)

Auditors:

Sp. Auditor

Milk Audit Office

Himatnagar

Location:

SABAR DAIRY

Sub Post: Boria, Himatnagar

383006

Telephone Phone:

(02772) 226051 to 226060


ORGANIZATIONAL STRUCTURE:

PLANT LAYOUT


Parking

SecurityRoom

Garden

Get Out Get InMain Office

S.K District Center Co-operative

Sabar Animal Food Staff Office

Conference Hall

Canteen

Education & Veterinary Office

Time Keeping Office Ladies Room Guest Room

Spray & Butter Plant

Ghee & Cream Department

Shrikhand Department

Milk Packing Department

Hierarchy of the Organization

Chairman Vice Chairman

Director

Managing Director General Manager

Deputy General Manager

Assistant General Manager

Senior Manager

Manager

Deputy Manager

Assistant Manager

Senior Manager

Senior Superintendent

Superintendent

Assistant Superintendent

Officer


Senior Clerk Clerk

Workers

Operator Attend tent Wireman Technician Electrician

Peon

Sweeper


CHAPTER – II


DEPARTMENTAL STUDY

Sabar Dairy has four main Departments are as under:

1. Production Department

2. Human Resource Department

3. Marketing Department

4. Finance Department


PRODUCTION DEPARTMENT


Production is any process or procedure designed to transform a set of input

elements into a specified set of output element.

Pictorial Model

Input

Labour Energy Materials

Plant & Facilities Process

Products & Services

Output

PRODUCTS:

• Amul Spray Powder

• Amul Butter

• Amul Instant Milk Food

• Masti Dahi

• Amul Pure Ghee

• Amul Malai Paneer

• Amul Srikhand

• Amul Shakti Milk

• Amul Butter Milk

• Amul Skimmed Milk Powder

• Amul Chhas

• Amul Sweet Lessees

• Amul Gold Milk

• Amul Mava


• Amul Rassgulla

ORGANIZATION CHART

Production Manager

Engineer

Machinery Refinery Operator in Charge

Assistant Helpers

Workers Workers


HUMAN RESOURCE DEPARTMENT


INTRODUCTION

Sabar Dairy is an organization with an attitude for continuous improvement,

achievement and inner strength. People are the biggest asset of our organization.

We have created a culture to support individual development through education,

training and participatory decision-making. Out of total Sabar Dairy employs

majority of personnel is technically qualified.

"To create a sense of belonging and develop a culture that makes its employees

business leaders, to create team spirit, enhance productivity and to strive for

growth with integrity and efficiency”. .

Personnel policies of the company are based on the belief that, success of the

group is primarily dependent on its people and that employee development is

good, both for the employee and the business and therefore the group.

Present Manpower Status: There are more than 1023 employees in Sabar Dairy.

Male : 971

Female: 53

Source of Manpower:

• By Appointment


Recruitment and Selection Procedure:

• By Advertisement and Employment Exchange

Recruitment Process:


Requiting list will be send to Managers of different Department by HODs of different department.

Get the manpower requiting from the HODs, of the different divisions and dept.

After list will be checked by Managers, it will be send to H.R Manager.

H.R Manager will check it out and after clearance list will be send to Managing Director.

Managing Director will send to Board of Director.

Boards of Directors will finalized the list of requiting and send to Government.

Government will send one committee to check it out, after the approval of government. The organization can recruit the employees.


Sourcing the CVs, screen them and getting shortlist by the concern of H.R Manager.

Calling the shortlist candidates for the interview.

Finalize the selected candidates, confirm the date of joining.

Follow up with the selected candidates for joining.

Join candidates. Complete the joining formalities on the day of joining and issue the appointment letter.

APPLICATION FORM

(1) Name (in block letters start with Surname):

(2) Present Mailing Address:

(3) Permanent Home Address:

(4) Date of Birth: (5) Age: (6) Height ft

(7) Weight: kgs. (8) Place of Birth:

(9) Native Place: (10) Religion:

(11) Caste: (12) Sub – Caste:

(13) If scheduled caste, with Name:

(14) Matrimonial status: Married / Unmarried

(Tick One)

(15) If married number of children

(16) Language known able to able to able to

(First write mother speak speak speak

Tongue)

1.

2.

3.


4.

(17) Father’s / Guardian full name:

(18) His occupation and mailing address:

(19) Have you any Physical handicaps?

If yes, explain:

ACCADEMIC BACKGROUND

(Please: start from S.S.C / S.S.L.C / equivalent onwards)

Degree diploma credit – record

Special subject taken

Name of the College/University

Year of passing Class / Rank if any % of marks


Training, short term courses seminars completed / attended

Nature of course / training

Sponsoring / authority organization

From To Results

Other technical / professional qualifications if any?


EMPLOYMENT DATA

1. (If you are previously employed, please give details as per following Details) (for last five years)

Name of employer Position held

From To Total Salary Rs. Reason for leaving

2. Are you presently employed? : Yes / No If yes, name of employer, : M/s. Position held, salary drawing Per month, may please be furnished : Position : Salary Rs. Per month

3. Why do you want to leave your Present Job :

4. If you are selected for the post : Applied, are you prepared to sign For a three years service contract With this union? If no, please state reasons: 5. Have you employed past in this : Union? :


If yes, in which post and what :

Period

Reason for leaving :

6. Have you applied before in this :

Union for employment? If yes

When and what results?

7. Any of your relatives / friends is :

Working in this union?

If yes, specify the details as

Follows.

Name Designation Relationship

8. Did you hold any office or :

Position in any of the school

Or college activities, if so name

Them here.

9. If selected what total salary : Rs.

You except per month

10. When can you join from the

Date of appointment order : on and from


11. Are you a member of employees

Provident fund scheme 1952

If yes, give name of organization

Which you are/were a member and

Account no.

12. Have you ever been arrested, tried : Yes / No

for any criminal, civil offences?

If yes, give details.

13. Give names of two well placed persons who know you personally,

But not your relatives

1. Name and address :

Tel. number

2. Name and address :

Tel. number

DECLERATION

I hereby solemnly declare that all the information furnished above by me is true to the best of my knowledge and belief. I understand that any mis- statement / facts provided well be proved the result will be immediate dismissel from service if employed.

Signature:

Date:


Place:

Training and Development Policy:

• Framed targeted policy to impact training to all categories of employees

as per requirement.

Promotion and Development Policies:

• Promotions as per rules and regulation. Job is transferable to other

departments or subsidiaries or owned by milk union.

Performance Appraisal System:

• Employee’s performance evaluation carried by you head of the

departments every year and submitted to managing director.

• Performance appraisal is an objective assessment of an

individual’s performance against well-defined benchmark.


Objectives:

1. To effect promotions based on competence and performance.

2. To assess the training and development needs of employees.

3. To decide upon a pay raise where regular pay scales have not been fixed.

4. To let the employees know where they stand insofar as their performance

is concerned.

5. To improve communication.

6. Performance appraisal can be used to determined whether HR programmes

such as selection, training, and transfers have been effective or not.


ANNUAL PERFORMANCE APPRAISAL FORM FOR GENERAL STAFF

Name: Code No. :

Designation: Final Rating:

Department:

Section:

INSTRUCTION FOR FILLING THE REPORT:

1. To be hand written only.

2. Please do not appraise any person who has worked under for less than 3 (three) months.

3. Base your judgment on the entire period covered and not only on isolated

incidents.

4. Appraise each factor independently, irrespective of the ratings of other factors.

5. Please score out the factors not applicable to the employees.

6. Marks to be allocated to different ratings are:

EXCELLENT : 3 FAIR : 1

GOOD : 2 POOR : 0

7. For the overall rating, the scale is :

EXCELLENT: 3 FAIR: 1

GOOD : 2 POOR: 0


8. Annual PER shall reach to Managing Director within prescribed dates only.

9. In case the countersigning officer differs with the assessment made by the

Appraising officer, in respect of any factor, he shall indicate his assessment for the

factor under remarks column against that factor, and also initial it without correcting

the rating given by the appraising officer.


NAME: CODE NO. :

PART: 1

Sr. No.

Factors Excellent Good Fair Poor Remarks

1. Job Knowledge:Consider how much does one know about the requirements.

2. Work Quality:Regardless of quality how does ones volume of work compare with what one should be expected to accomplish.

3. Work Quality:Regardless of quantity how does ones accuracy, regularity, through and neat results, with minimum of non conformity.

4. Dependability:Ones compliance with instructions and to what extent one can be relied upon to do the right thing with minimum of supervision.

5. Record Maintenance:Ones diligence and desire to keep records neat and up to date.

6. Initiative:Ones ability to go ahead without being told every detail and to think and act constructively.

7. Attitude:Ability to get the co-operation from superiors as well as sub ordinates along with the peers.

8. Punctuality:How one strictly adheres to the working hours.

9. Integrity:• Honesty• Straightforwardness• Trustworthiness• Loyalty

10. TOTAL : Please tick in the box against each applicable factor.


NB. One may use last page of Appraisal Form if necessary PART: II

a) Potential for higher assignment

General remarks by the appraising officer:

• Ones advancing to higher position of responsibility

• Training needs

· Where and why?

· Is ones suitable for present job?

· If not…. Where one can be?

• Implementing training concepts in the work place so far.b) Areas where advancement of the appraisee is possible:

• Chilling Centers• Veterinary Centers• Sales• Accounts• Human Resources Development• Garage• Engineering• Production• Quality assurance• Farmers Organization – HO• Purchase• Audit• Stores (E/F/C/S)• Veterinary – Head Office

c) State the period by when one is likely to be ready for higher responsibility.d) Any other relevant information one desires to submit.

e) Participation in TQM activity.

Signature of appraising Officer

Name:Date:Designation:

Signature of Countersigning Officer:


Signature of Approving Officer:


Identified Week Area:Suggested steps for improvement:




Wages and Salary Structure:

• As per pay scales salary and wages are paid category wise. Payment

through SABAR DAIRY branch of SK Dist Cooperation Bank ltd.

Employees Welfare Facilities:

• Uniform to all the Categories

• Medical assistance by the qualified

• Medical officer of the union

• Subsidized canteen service

• Staff quarters facility

• Workers amenity and transportation to the school children.

• Quarter facility

• Cold water

• Change room and Locker facility

Union and its relation:

• Management recognized employees union keeping friendly relations. No

thread to the smooth working of the institution.


Time Keeping System:

• System of punching card and clock system is for both, arrangement

officers and workers in the company.

• Three shifts:

1. In the morning - 8:00 am to 4:00 pm

2. In the afternoon - 4:00 pm to 12:00pm

3. In the night - 12:00 pm to 8:00 am

Units Work under SABAR DAIRY

• Sabar dairy Himatnagar.

• Cattle feed factory, hajipur and himatnagar.

• Dhansura chilling center.

• Khedbhrama chilling center.

• Shamalagi chilling center.

• Idar chilling center.

• Prantij chilling center.

• Bayad chilling center.


ORGANIZATION CHART

Managing Director

Manager

Deputy Manager

Welfare Officer Time keeping officer

Department Officer

Senior Manager

Officer

Typist


MARKETING DEPARTMENT


• Marketing of Amul’s Product is done by G.C.M.M.F Ltd.

• Marketing department does their job under GCMMF.

• The marketing to the sabar dairy is one under the brand name of

AMUL.

Sabarkantha District Co-operative Milk Procedure’s Union ltd. Is closely

connected Gujarat Co-operative Milk Marketing Federation Limited, Anand so

they marketing of all these products are done under the control of GCMMF.

This unit is only distributing the product according to federation. We can

confidently say that the marketing activity of GCMMF is better.

Price is the exchange value of product and service. Pricing decision is a very

crucial as price of the product offers the demand of the product. At the time of

pricing decision following points are kept in mind.

• Demand of the product

• Quality of product

• Price if the competitors

• Price of raw materials

• Excise duty

• Consumer satisfaction

• Manufacturing cost

• Commission retailer or distributor


Sabar dairy are successfully marketing one lakh litters of milk in pouch by

packing in NCR area on contract basis at Softa near Palwal town of Haryana

state. We are marketing milk in towns like Agra, Mathura, Aligrah and

Ghaziabad of North India. We have got this achievement within a span of an

year. We have also planed to enter into contract of packing of milk with one

more dairy plant to two lacks litters per day at Hapur, District – Ghaziabad in

Uttar Pradesh.

Sabar Dairy is planning to purchase 10 to 15 acres of land at a cost of Rs 15

crores near by Delhi to establish our own Dairy Plant at an estimated cost of Rs

35 crores.

All the Advertising promotional activity held by the GCMMF. Sabar Dairy also

advertises the product by Pamphlets, paintings, wording and walls for the

purpose of GCMMF.

Strategies for future growth and development:

Initially there was no competitor. But this is not the case presently. Nowadays there are

so many competitors in the loose market of milk, mathur dairy, vimal dairy so many

.that’s why Policy used by sabar dairy should be improved.


Quality policy

Sabar dairy continuously

Strive………

To uplift the socioeconomic status of members, producers and

Employees.

To satisfy need and expectation of the

Consumer. By…

Providing zero defect products.

Clean milk products.

Acceptance of the international standards for food safety.

Up gradation of eco friendly technology and involvement devotion

And dedication for our work force.

To be …

A global leader in the field of dairy industries.


ORGANIZATION CHART

GCMMF

General Manager

Regional Sales Manager

Salesman

Sales Representative

Junior Sales Representative


FINANCE DEPARTMENT


• Has main duty to utilize scare resource efficiently and also to

Manage the resources.

ANNUAL TURN OVER:

Table: 1

YEARS ANNUAL TURN OVER IN CRORES2003-04 497.812004-05 503.282005-06 601.152006-07 677.982007-08 795.612008-09 1034

Graph: 1

ANNUAL TURN OVER IN CRORES

0

200

400

600

800

1000

1200

2003-04

2004-05

2005-06

2006-07

2007-08

2008-09

YEARS

CRORES

ANNUAL TURN OVER INCRORES


ORGANISATION CHART

Managing Director

Finance Manager

Deputy Manager

Account Officer

Senior Manager

Assistant Officer

Cashier

Clerk


Part 2: Research Report


Chapter I - Introduction


EMPLOYEES JOB SATISFACTION

The concept of job satisfaction for the first time in 1935 gained currency through the

publication of a monograph by Hoppock:-

• Hoppock in his monograph has defined job satisfaction as “any combination

of psychological, physiological and environmental circumstances that cause a

person truthfully saying ‘ I am satisfied with the Job’. Job satisfaction is a

person’s attitude towards the job. Positive attitude towards the job are

equivalent to job satisfaction whereas negative are equivalent to job

dissatisfaction.

Job satisfaction is simply people fill about their jobs and the different aspects of their

jobs. It is extent to which people like to satisfaction and dis satisfaction.

Employee satisfaction and retention have always been important issues, after all high

levels of absenteeism and staff turnover can affect your bottom line, as temps, and

recruitment and retaining take their toll. But few practices (in fact, few organizations)

have made job satisfaction a top priority, perhaps because they have failed to understand

the significant opportunity that lies in front of them. Satisfied employees tend to be more

productive, creative and committed to their employers.

Organization that can create work environment that attract, motivate and retain hard

working individuals will be better positioned to succeed in a competitive health care

environment that demands quality and cost-efficiency. What’s more physicians may ever

discover that by creating a positive workplace for their employees, they’ve increased their

own job satisfaction as well.


CHAPTER II


PART – A DESIGN OF THE STUDY


OBJECTIVE OF THE STUDY

• To Measure the employees job satisfaction in the organization.

• Parameters that Motivates Employees to work.• Factors responsible for Training, safety, health, working condition and Job

Security.

METHODOLOGY:

• This study covers primary as well as secondary data. Using the questionnaire

collects the primary data. It covers the information of Sabar Dairy in which

Considered 250 male and female respondents in between 24-55 age groups.

SOURCE OF DATA:

• The Over view of the Sabar Dairy is taken from the Annual Report &

Internet. Primary data

Collected from developing the questionnaire.

• By using the data of 315 male and female respondents of 24-55 age groups.

• Selected randomly.

• And prepare the data by using different tables & graphs.


Population Survey:

• Population survey means aggregation of the employees from which the

survey is actually conducted.

• The aggregate of the entire element sharing same common set of

characteristics, which comprises the universe for the purpose of the

marketing research problem.

• Here the total population is 1023 employees where 52 are females and 971

are males in the unit.

SAMPLING METHOD:

• The procedure by which i select a small part from whole population

and conclude regarding the whole population.

Sampling Technique:

• Sample units are selected according to the non probability sampling

relies on the personal judgment.

• Here under non probability sampling technique, convenience sampling

method is used for the collection of the data.


• The selection of sampling unit is left primarily to the interviewer.

Respondents are selected because they happen to be in the right place

at right time.

SCALING METHOD:

• Here I have used the Likert scale which is widely used under rating scale. It

requires the respondents to indicate a agreement or disagreement with each of

a series of statements about the stimulus objects.

TOOLS FOR DATA COLLECTION:

Primary Data:

• Primary data are originated by the researcher for the purpose of the

investigation at hand. It is collected for the first time for the survey by the

researcher. It is more reliable and natural data because it is collected by the

purpose directly.

• Here in Sabar Dairy I have collected primary data from the employees where

they are working.


Secondary Data:

• Secondary data are statistics not gathered for the immediate study at hand but

for some other purpose. It is data which is collected from the internet, annual

report and literature of the dairy.

ANALYSIS:

• Analysis is done on the basis of the important question taken from the

Questionnaire and the tool is used like Percentage method and Chi-Square

method.


PART-B: LIMITATION


LIMITATION OF STUDY

• The respondents may not clearly mention their view.

• The study is done in Sabar Dairy.

• Our respondents are limited so; the perfect data may not collect by us.

• Bias of the respondents.

• Inexperience in part of interviewer.


CHAPTER – III: A PROFILE OF THE RESPONDENTS


Profile of Respondents:

In the following table we describe split up of demographic attributes of the

respondents.

Table: 2

Demographic attributes Categories frequency

GenderMale 279

Female 36

Age group24-30 years 6831-40 years 159

41 & above years 88

QUALIFICATION

10th 6212th 113

Diploma 01Graduate(B.com, B.S.C,

B.B.A, B.Tech and B.A ) 105Others(M.A, 9th and 10th fail) 34

DESIGNATION

Senior Officer 25Assistant Superintendent 30

Dairy Assistant 30Supporting staff 130

Worker 100


CHAPTER – IV


Overall Analysis of JOB

SATISFCTION of Employees

ANALYSIS


On the questionnaire I prepared on which the respondent provided there views as well as

on the information I got from them during the personal interview following results are

occurred on which there is a brief analysis done.

• AGE WISE DISTRIBUTION

Table: 3


Age

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 20-25 12 3.8 3.8 3.8

26-30 57 18.1 18.1 21.9

31-35 85 27.0 27.0 48.9

36-40 79 25.1 25.1 74.0

41-45 47 14.9 14.9 88.9

46-50 27 8.6 8.6 97.5

51-55 8 2.5 2.5 100.0

Total 315 100.0 100.0

• DESIGNATION WISE DISTRIBUTION

Table: 4


Designation

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Officer 22 7.0 7.0 7.0

Assistant

Supretidentent30 9.5 9.5 16.5

Dairy assistant 30 9.5 9.5 26.0

Supporting Staff 129 41.0 41.0 67.0

Worker 104 33.0 33.0 100.0

Total 315 100.0 100.0

• EDUCATION WISE DISTRIBUTION

Table: 5


EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10

Education

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 10th Pass 59 18.7 18.7 18.7

12th pass 112 35.6 35.6 54.3

Diploma 2 .6 .6 54.9

Graduate 101 32.1 32.1 87.0

Other 41 13.0 13.0 100.0

Total 315 100.0 100.0

60

CHAPTER – IV (A):

OBJECTIVE: I


Objective I:

• To Measure the employees job satisfaction in the organization.


Question: 1

Since how long you have been working with this organization.

Table: 6

Since how long you are working with this organization.

Frequency Percent Valid Percent

Cumulative

Percent

Valid 1-5 66 21.0 21.0 21.0

6-10 158 50.2 50.2 71.1

11 & above 91 28.9 28.9 100.0

Total 315 100.0 100.0


INTERPRETATION:

As per the survey done, from the Table we can easily find out that employees

fall in 6-10 years of experience are more the frequency is 158 out of 315

Respondent and than 11 & above years have frequency is 91 out of 315 and 1-5

years of experience is only 66 frequency out of 315. So 6-10 years of experience

have nearly 50.2 % fall in the survey done.


Question: 2

The contribution and help received from your co-workers in your job:

Table: 7

Contribution & help receive from your co-workers

Frequency Percent Valid PercentCumulative

Percent

Valid Extremely Satisfied 38 12.1 12.1 12.1

Satisfied 103 32.7 32.7 44.8

Neutral 106 33.7 33.7 78.4

Dissatisfied 58 18.4 18.4 96.8

Extremely Dissatisfied 10 3.2 3.2 100.0

Total 315 100.0 100.0


INTERPRETATION:

Here employees are 32.7% satisfied with their co-workers in way of their help and

Contribution, so we can say that co-relation between co-workers in the organization is

quite good not that much good but we can say in this big organization is good. There

some employees who are 18.4% dissatisfied from their co-workers and there are only

10% who are extremely dissatisfied. So here we can say that employees are not enjoying

working with their co-workers.


Question: 3

The support and fair treatment you receive from your boss:

Table: 8

Support & Fair Treatment you receive from your Boss


Cumulative

Percent


Satisfied 108 34.3 34.3 44.1

Neutral 117 37.1 37.1 81.3


Extremely

Dissatisfied4 1.3 1.3 100.0

Total 315 100.0 100.0


INTERPRETATION:

From table we can easily found out that here employees are mostly satisfied with their

Boss in their department, 44.1% are employees are happy and only 18.8% are not

satisfied with their Boss. So here we can say that in this organization the Boss are

accepted by their employees in terms of their knowledge, skills, experience, and behavior

and working under them.


Question: 4

The amount of pay and fringe benefits you receive:

Table: 9

Pay & Fringe Benefit you receive

Frequency Percent

Valid

Percent

Cumulative

Percent


Satisfied 100 31.7 31.7 39.4

Neutral 87 27.6 27.6 67.0


Extremely


Total 315 100.0 100.0


INTERPRETATION:

From the graph, we can say that the survey done of 315 employees from that 100

employees are satisfied with their pay and fringe benefit they receive, so nearly it is 31%

employees are satisfied and 7.6% employees are extremely satisfied. 21.6% employees

are dissatisfied and 11.4% employees are extremely dissatisfied with their pay. So here

we can say that there is no vast difference between satisfactions and dissatisfactions in

pay and fringe between employees. So here the organizations have to think on this matter

to increase some amount of pay.


Question: 5

How satisfied are you with your service here?

Table: 10

How satisfied are you with your service here


Cumulative

Percent

Valid

Extremely Satisfied 39 12.4 12.4 12.4

Satisfied 132 41.9 41.9 54.3

Neutral 93 29.5 29.5 83.8


Extremely


Total 315 100.0 100.0


INTERPRETATION:

Here in comparison of above question employees are happy working here, 41.9%

employees are satisfied working with this organization and 12.4% are extremely satisfied

working here, but 16.1 % employees are dissatisfied working with this organization, the

reason may be of pay, safety or working condition etc.


Question:6

The amount of praise for good performance you receive in your Organization:

Table: 11

Praise for good performance you receive in you organization


Cumulative

Percent


Satisfied 48 15.2 15.2 26.0

Neutral 79 25.1 25.1 51.1


Extremely


Total 315 100.0 100.0


INTERPRETATION:

From the graph and table here we can clearly seen that employees are not satisfied with

the praise receive from their performance. Here 25.4% are employees are dissatisfied,

23.5% are extremely dissatisfied with their praise they receive. So here we can say that

the organization is weak in give praise amount of performance to their employees. Only

25% employees are satisfied and extremely satisfied, so organization has to think some

new praise amount for performance.


Question:7

Are you satisfied with the retirement and other non-medical

Benefits?

Table: 12

Satisfied with the retirement and other non medical benefits


Cumulative

Percent


Satisfied 98 31.1 31.1 37.5

Neutral 117 37.1 37.1 74.6


Extremely


Total 315 100.0 100.0


INTERPRETATION:

Here 37.1% employees are neutral for the benefits they receive for retirement and other

medical, here employees are 31.1% satisfied with the benefits and 6.3% are extremely

satisfied so as comparison we can find that employees are quite happy with the benefits

they receive and 25.4% employees are dissatisfied and extremely dissatisfied with the

benefits. So here it can be seen employees are not that much satisfied as well as

dissatisfied with the benefits they receive in time of retirement and other non medical

facilities.


Question:8

How satisfied are you with the allotment of work in your

Department?

Table: 13

Satisfied are you with the alloment with the work


Cumulative

Percent


Satisfied 118 37.5 37.5 51.1

Neutral 100 31.7 31.7 82.9


Extremely


Total 315 100.0 100.0


INTERPRETATION:

From the table we can say that this organization have better allotment of work to their

employees, 50% of the respondent are satisfied and extremely satisfied with work assign

to them and 17.1% are dissatisfied and extremely dissatisfied. So this is the plus point for

the organization that the employees are happy with work assign to them. So organizations

can growth more in future.


Question: 9

Are you satisfied with your compensation plan?

Table: 14

Satisfied with your compensation plan


Cumulative

Percent


Satisfied 135 42.9 42.9 60.6

Neutral 88 27.9 27.9 88.6


Extremely


Total 315 100.0 100.0


INTERPRETATION:

This factor plays an important role for the employees for the satisfaction of job because

compensation plan contain many benefits for the employee, form the table we can see

that this organization care fore the employees in terms of compensation plan. Out of 315

employees 191 employees are satisfied and extremely satisfied with the compensation

plan it is nearly 60.7%. Only 11.5% are not satisfied with the compensation plan.


Question: 10

Your satisfaction level about the company and administrative Policies:

Table: 15

Satisfaction level about the company and administrative policies.

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid Extremely

Satisfied42 13.3 13.3 13.3

Satisfied 52 16.5 16.5 29.8

Neutral 99 31.4 31.4 61.3


Extremely


Total 315 100.0 100.0


INTERPRETATION:

Here a company administrative policy is not accepted by the employees. As per the

survey 38.7% respondents are dissatisfied and extremely dissatisfied with the policy. So

organization have to think of their policy, find out where they have to make changes and

make as soon as possible.


Question: 11

. How satisfied are you with the current HR policies?

Table: 16

Satisfied with the current HR policies


Cumulative

Percent


Satisfied 102 32.4 32.4 38.4

Neutral 105 33.3 33.3 71.7


Extremely


Total 315 100.0 100.0


INTERPRETATION:

As above question we have seen that employees are not satisfied with the administrative

policy but here form the table it can be seen that employees are satisfied with the current

HR policy. 32.4% employees are satisfied and 6% employees are extremely satisfied

with the current HR policy. 21.6% employees are dissatisfied and 6.7% employees are

extremely dissatisfied with HR policy. Because we have seen that employees are mostly

10th and 12th pass as well as 9th and 10th fail.


CHAPTER – IV (B):

OBJECTIVE: II


Objective: II

• Parameters that Motivates Employees to work.


Question: 1

Are you satisfied with the reward for your performance?

Table: 17

Satisfied with the reward for your performance


Cumulative

Percent


Satisfied 32 10.2 10.2 18.1

Neutral 62 19.7 19.7 37.8

Dissatisfied 110 34.9 34.9 72.7

Extremely


Total 315 100.0 100.0


INTERPRETATION:

Here from the table, we can say that the reward given by organization for performance to

employees. The employees are not satisfied with the reward, 34.9% employees are

dissatisfied and 27.3% are extremely dissatisfied with the reward they are getting now.

Only 18% employees are satisfied and extremely satisfied. So here the percentage is

quite low of satisfied against the dissatisfaction.


Question: 2

How satisfied are you with the chances of promotion in your

Department?

Table: 18

Satisfied are you with the chances of Promotion

Frequency Percent

Valid

Percent

Cumulative

Percent


Satisfied 89 28.3 28.3 47.3

Neutral 81 25.7 25.7 73.0


Extremely


Total 315 100.0 100.0


INTERPRETATION:

This factor also plays an important role in motivating the employees, so here from the

table it can be seen that 28.3% employees are satisfied and 19% are extremely satisfied.

Here 17.1% employees are dissatisfied and 9.8% employees are extremely dissatisfied

with the chances of promotion.


Question: 3

How satisfied are you with the allowances given by your

Organization?

Table: 19

Satisfied are you with the allowances you receive in the organization


Cumulative

Percent


Satisfied 83 26.3 26.4 36.6

Neutral 88 27.9 28.0 64.6


Extremely


Total 314 99.7 100.0

Total 315 100.0


INTERPRETATION:

As per the table it can be say that employees are happy with the allowances they receive

from the organization. 26.3% are satisfied and 10.2% are extremely satisfied and 23.5%

employees are dissatisfied and 11.7% are extremely dissatisfied with the allowances they

receive.


Question: 4

Are you satisfied with your achievable goals and standards for your Positions?

Table: 20

Satisfied with your achievable goals and standards for your positions


Percent


Satisfied 93 29.5 29.5 43.8

Neutral 96 30.5 30.5 74.3


Extremely Dissatisfied

17 5.4 5.4 100.0

Total 315 100.0 100.0


INTERPRETATION:

Here also there is no vast difference between neutral and satisfaction, only 1% difference

can be seen in both, neutral it is 30.5% and satisfied it is 29.5%. Nearly 9 to 10% there

is difference between dissatisfaction and neutral and satisfaction employees. Employees

are getting motivation from their achievable goals and standard of their position.


Question: 5

Are you satisfied with the reward for your loyalty?

Table: 21

Satisfied with the reward for your loyalty


Percent


Satisfied 80 25.4 25.4 41.9

Neutral 84 26.7 26.7 68.6



24 7.6 7.6 100.0

Total 315 100.0 100.0


INTERPRETATION:

Here employees accepted reward for their loyalty, 25.4% are satisfied and 16.5% are

extremely satisfied and there is no vast difference in satisfaction level and dissatisfaction

level, 23.8% are dissatisfied and 7.6% are extremely dissatisfied with the reward for

their loyalty.


CHAPTER – IV (C):

OBJECTIVE: III


Objective: III

• Factors responsible for Training, safety, health, working condition and Job Security.


Question: 1

How satisfied are you with the personal development, training and quality

improvement programme in this organization?

Table: 22

Satisfied are you with the personal development, training and quality

improvement programme


Cumulative

Percent


Satisfied 89 28.3 28.3 49.8

Neutral 102 32.4 32.4 82.2


Extremely


Total 315 100.0 100.0


INTERPRETATION:

As shown in Graph we can say that 32.4% employees are neutral with personal

development, training and quality improvement, 28.3% are satisfied and 21.6% are

extremely satisfied. Only 14% are dissatisfied and 3.8% are extremely dissatisfied. So

here we can say that employees are satisfied with personal development and training.


Question: 2

Are you satisfied with your safety in the organization?

Table: 23

Satisfied with your safety


Cumulative

Percent


Satisfied 107 34.0 34.0 73.3

Neutral 54 17.1 17.1 90.5


Extremely


Total 315 100.0 100.0


INTERPRETATION:

Here employees are extremely satisfied with the safety in the organization. 39.4%

employees are extremely satisfied and 34% employees are satisfied. So here we can say

that the employees are taken care by the organization. There are some employees who are

dissatisfied, only 6.7% are dissatisfied and 2.9% are extremely dissatisfied with the

safety in the organization. Out of 315 employees 213 are satisfied and extremely satisfied

with the safety in the organization nearly it is 73% employees are satisfied with the

safety. It is excellent for the organization only 9.8% employees are dissatisfied.


Question: 3

Are you satisfied with clean facility and up to date condition:

Table: 24

Satisfied with clean facility

Frequency Percent

Valid

Percent

Cumulative

Percent


Satisfied 79 25.1 25.1 40.3

Neutral 80 25.4 25.4 65.7


Extremely


Total 315 100.0 100.0


INTERPRETATION:

From the table it can be seen that here there is no vast difference in terms of clean

facility, so this is big issue for the organization because employees are more concern of

clean facility. Only 25% employees are satisfied and 15.2% are extremely satisfied with

clean facility. As far from dissatisfied is a concern 21.3% employee are dissatisfied and

13% employees are extremely dissatisfied with the clean facility.


Question: 4

Are you satisfied with the facilities provided by the organization?

Table: 25

Satisfied with the facilities

Frequency Percent

Valid

Percent

Cumulative

Percent


Satisfied 92 29.2 29.2 41.9

Neutral 85 27.0 27.0 68.9


Extremely


Total 315 100.0 100.0


INTERPRETATION:

Here employees are satisfied with the facilities in the organization. 29.2% are satisfied

with the facilities concerned and only 12% are extremely satisfied. Here dissatisfaction

level is more than the extremely satisfied level, 21% employees are dissatisfied with the

facilities.


Question: 5

How satisfied are you when it comes to job security in your organization?

Table: 26

job Security in your organization


Cumulative

Percent


Satisfied 81 25.7 25.7 40.3

Neutral 147 46.7 46.7 87.0


Extremely


Total 315 100.0 100.0


INTERPRETATION:

From the graph we can say that employees are neutral about the job security. 46.7% are

neutral with the job security. Only 25% employees are satisfied with the job security.


CHI – SQUARE TEST:

(1) Cross Tabulation between age and pay and fringe

benefit employees receive.

Table: 27

Age * Pay & Fringe Benefit you receive


Total

Extremely

Satisfied Satisfied Neutral Dissatisfied

Extremely

Dissatisfied

Age 20-25 2 5 1 2 2 12

26-30 3 20 14 10 10 57

31-35 8 27 24 18 8 85

36-40 6 22 25 23 3 79

41-45 3 16 12 9 7 47

46-50 1 9 7 5 5 27

51-55 1 1 4 1 1 8

Total 24 100 87 68 36 315


Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)

Pearson Chi-Square 20.142a 24 .689

Likelihood Ratio 21.316 24 .620

Linear-by-Linear

Association.332 1 .565

N of Valid Cases 315

a. 14 cells (40.0%) have expected count less than 5. The

minimum expected count is .61.

109

INTERPRETATION:

Here cross tabulation is done of age and pay & fringe benefit you receive in the

organization. Here from the graph it can be seen that 27 employees are satisfied fall

within the age of 31 to 35.

22 employees are satisfied within the age of 36 to 40. Here 25 employees are dissatisfied

within the age of 31 to 35.

Here chi square value is 20.142.


(2). Cross Tabulation between age and chances of promotion.

Table: 28

Age * Satisfied are you with the chances of Promotion


Total

Extremely


Extremely

Dissatisfied

Age 20-25 1 3 2 3 3 12

26-30 13 18 7 14 5 57

31-35 18 19 28 16 4 85

36-40 15 26 18 12 8 79

41-45 6 13 16 5 7 47

46-50 7 7 7 3 3 27

51-55 0 3 3 1 1 8

Total 60 89 81 54 31 315

Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)



Linear-by-Linear






INTERPRETATION:

Here as per the table the number of respondent are more in age group of 36 – 40 is 85 out

of that 26 employees are satisfied with the chances of promotion, age group of 31 – 35

number of employees are more in neutral is 28, there is no vast difference in extremely

dissatisfied but there is some difference in dissatisfied, age group of 31 – 35 is 16 and

other have not much difference. So here we can say that satisfaction level is high in one

age group but dissatisfaction level is not that much high in age group.

Chi – square value is 25.696.

(3) Cross tabulation between age and reward for performance.

Table: 29


Age * satisfied with the reward for your performance

satisfied with the reward for your performance

Total

Extremely


Extremely

Dissatisfied

Age 20-25 0 0 3 4 5 12

26-30 7 8 14 15 13 57

31-35 4 9 15 36 21 85

36-40 7 8 17 27 20 79

41-45 2 4 7 19 15 47

46-50 4 2 6 6 9 27

51-55 1 1 0 3 3 8

Total 25 32 62 110 86 315

Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)



Linear-by-Linear






INTERPRETATION:

From the Graph it can be seen clearly that there is no difference in extremely satisfied

and satisfied but here we can say that age between of 31 to 35 employees are more

dissatisfied with the reward for performance given by organization, 36 employees are

dissatisfied than in age between of 36 to 40, 27 employees are dissatisfied as well as in

extremely dissatisfied also age between 31 to 35 are high. So here we can say that age

between 31 to 40 are not satisfied with the promotion level in the organization.

(4) Cross Tabulation between Designation and pay and fringe you receive.


Table: 30

Designation * Pay & Fringe Benefit you receive


Total

Extremely


Extremely

Dissatisfied

Designation Officer 0 15 6 0 1 22

Assistant

Supretidentent0 19 9 2 0 30

Dairy assistant 3 18 3 2 4 30

Supporting Staff 11 27 43 33 15 129

Worker 10 21 26 31 16 104

Total 24 100 87 68 36 315

Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)



Linear-by-Linear

Association20.134 1 .000



minimum expected count is 1.68.


INTERPRETATION:

Here from the table we can say that supporting staff is satisfied and extremely satisfied

with the pay and fringe benefit they receive but dissatisfaction level is high in supporting

staff so here clearly we can say that is nearly 50% both sides this is not good thing for

organization. Assistant superintendents are satisfied but they are not extremely satisfied,

they are not dissatisfied with the pay and fringe benefit, so here clearly seen from the

table that others are satisfied but only supporting staff is dissatisfied with the pay and

fringe benefit.

(5) Cross Tabulation between designation and reward for your performance.


Table: 31

Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)



Linear-by-Linear






Designation * satisfied with the reward for your performance

satisfied with the reward for your performance

Total

Extremely

Satisfied

Satisfie

d Neutral

Dissatisfie

d

Extremely

Dissatisfied


Assistant




Worker 13 8 23 27 33 104

Total 25 32 62 110 86 315

117

INTERPRETATION:

Here the condition is not good for the organization, non post employees are satisfied with

the chances of promotion so it is bad for the organization, and here supporting staff is

dissatisfied as well as extremely dissatisfied so we can say paper work staff is not happy

with the reward for the performance, workers are also not satisfied with the reward of

performance. In supporting staff 77 employees are dissatisfied as well as extremely

dissatisfied and in workers 60 employees are as same as supporting staff.

(6) Cross Tabulation between designation and chances of promotion.


Table: 32

Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)



Linear-by-Linear






Designation * Satisfied are you with the chances of Promotion


Total

Extremely


Extremely

Dissatisfied


Assistant




Worker 29 17 35 15 8 104

Total 60 89 81 54 31 315

119

INTERPRETATION:

Here we can say that condition is better for organization as well as employees, here

officer and assistant supridentent are not extremely satisfied but they are some what

satisfied, supporting staff and workers are extremely satisfied as well as satisfied with

chances of promotion, 82 employees of supporting staff are extremely satisfied as well as

satisfied with chances of promotion. Dissatisfaction level is low in this part so it is good

for the organization.

(7) Cross Tabulation between education and pay and fringe benefit.


Table: 33

Chi-Square Tests

Value df

Asymp. Sig.

(2-sided)



Linear-by-Linear






Education * Pay & Fringe Benefit you receive


Total

Extremely


Extremely

Dissatisfied

Education 10th Pass 6 22 15 10 6 59

12th pass 7 21 33 32 19 112

Diploma 0 2 0 0 0 2

Graduate 9 43 28 14 7 101

Other 2 12 11 12 4 41

Total 24 100 87 68 36 315

121

INTERPRETATION:

From the table we can say that graduate is more satisfied with the pay and fringe benefit

received by them, here as 12th pass are dissatisfied with the pay and fringe benefit, other

have equal in all they are 50% satisfied and 50% dissatisfied.


(8) Cross tabulation between how long you are working in this organization

and pay and fringe benefit.

Table: 34

Chi-Square Tests

Value df Asymp. Sig. (2-sided)



Linear-by-Linear Association .219 1 .640


a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 5.03.


Since how long you are working with this organization. * Pay & Fringe Benefit you receive


Total

Extremely


Extremely

Dissatisfied

Since how long you

are working with this

organization.

1-5 6 26 16 12 6 66

6-10 12 35 54 41 16 158

11 &

above6 39 17 15 14 91

Total 24 100 87 68 36 315

123

INTERPRETATION:

Here we can say that employees having experience between 6 to 10 years are not that much

satisfied with the pay and fringe benefit. 54 employees are neutral, 41 are dissatisfied and 35

are satisfied, so employees are mixed satisfied. Here 11 & above years of experience are

mostly satisfied, nearly 39 employees are satisfied.

(9) Cross tabulation between since how long you are working and chances of promotion.


Table: 35

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)





a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 6.50.


Since how long you are working with this organization. * Satisfied are you with the chances

of Promotion


Total

Extremely

Satisfied

Satisfie

d Neutral

Dissatisfie

d

Extremely

Dissatisfied

Since how long you

are working with this

organization.

1-5 12 15 18 13 8 66

6-10 31 50 42 24 11 158

11 &

above17 24 21 17 12 91

Total 60 89 81 54 31 315

125

INTERPRETATION:

From the table it can be seen experience between 6 to 10 employees are satisfied with the

chances of promotion, so we can say that 11 & above years of experience employees are

not satisfied with the promotion.

(10) Cross Tabulation between how long you are working and training, personal


Development and quality improvement.

Table: 36


Since how long you are working with this organization. * Satisfied are you with the

personal development, training and quality improvement programme

Satisfied are you with the personal development, training

and quality improvement programme

Total

Extremely

Satisfied Satisfied Neutral

Dissatisfie

d

Extremely

Dissatisfie

d

Since how long

you are working

with this

organization.

1-5 8 18 30 7 3 66

6-10 37 49 48 19 5 158

11 &

above23 22 24 18 4 91

Total 68 89 102 44 12 315

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)





a. 2 cells (13.3%) have expected count less than 5. The minimum expected count

is 2.51.

127

INTERPRETATION:

Here employees are satisfied with the training and personal development but not all

employees are satisfied only those employees who are having the experience of 6 to 10

years as well as neutral too.


CHAPTER - V


FINDINGS:

As I have gone through many interviews and meeting with employees and through there

reply in questionnaire, I came to know the following things.

Let’s first go through the positive replies and side of the organization, which can help to

grow the business as well as which are good in terms of policy for the betterment of

employees and organization both.

• Thing that can be taken into consideration as a positive aspect is the structure,

organization structure of the company, a pure and transparent structure,

where you can feel and understand the power of your job and job profile.

• The other thing is the working pattern and work allotment, from our visit to

organization we came to know that organization has set a bench mark in its

pattern of work and work allotment. Right person at right place. So these are

the thing that organization can feel proud of and help to keep a long

relationship with its employees.

• Plus point of organization is its working environment, the working style as

well as the work culture is so impressive that more than 70% of employees

loves this kind of culture. So on this part there is no issue that working

culture is the most important thing that is attracting employees to be loyal

with the current organization.


While interviewing the employees and from there reply in questionnaire, and also from

our survey we came to know that, the following are the points where the organization

lacking in as follows:

• As per our survey I came to know that, there is also need of proper HR, as we

know communication is the base on which an organization stands, at same

time there is a lack of communication in many matters, which can also be

considered as a cause of the issue.


SUGGESTIONS

As we all knows loyalty of employees is based on satisfaction, job engagement, job

involvement and personal development of employees. So steps increasing that all things

will give us a positive result, and we can make our employees loyal towards our

organization.

The following points can provide a good help in retaining our employees.

• Increase Salary.

• Give more chances of Promotion.

• Proper compensation plan.

• Improve the recruitment policies.

• Flexible HR policies.

• Better training programme and refresher training.

• Increase Performance Reward.


CONCLUSION

From the survey, it can be conclude that employees are satisfied in some parameters. We

will see in which parameters employees are satisfied and dissatisfied.

• Employees are satisfied in parameters like as follows:

1. 31.7% employees are satisfied with the pay and fringe benefit they

receive.

2. 37.5 % employees are satisfied with the allotment of work in the

organization.

3. 42.9% employees are satisfied with the compensation plan.

4. 32.4% employees are satisfied with the H.R policy.

5. 28.3% employees are satisfied with the Promotion.

6. 26.3% employees are satisfied with the allowances they receive from the

organization.

7. 28.3% employees are satisfied with the Personal development, Training

and Quality improvement.

8. 39.4% employees are extremely satisfied with the Safety facilities

provided by the organization.

9. 20.2% employees are satisfied with the facilities in the organization.

• Employees are dissatisfied in parameters under as follows:

1. 25.4% employees are dissatisfied with the praise they receive for the

good performance.

2. 25.4% also employees are dissatisfied with the company administrative

policies.

3. 34.9% employees are dissatisfied with the reward for which they receive

for the performance.

So as per above information we can say that employees are satisfied in many parameters

as compared to the dissatisfaction level. Here can be said that organization is providing

most employees satisfaction facilities as they can do. As there are some parameters in

which employees are dissatisfied but in this big organization this dissatisfaction can be

cover. So in the end employees are happy with their job.


ANNEXURES


1. BIBLOGRAPHY

A. Books

• Naresh.K.Malhotra, Marketing Research, Fifth Edition, Pearson

education.

• K.Aswathappa, Human Resource Managemen,Fifth Edition, Tata

Mc Graw-Hill Publishing Co. Ltd.

• Robin and Sanghi, Organizational Behavior, 13th edition.

B. Reports

• 44TH Annual Report of Sabar Dairy 2007 – 08

C. Websites

• www.sabardairy.com


2. QUESTIONNAIRE

Name:

Gender:

Age:

Designation:

Education: 10th Pass:

12th Pass:

Diploma:

Graduate:

Other:

1. Since how long you have been working with this organization.

1 - 5 years

5 – 10 years

10 & above

JOB SATISFACTION AND MOTIVATION:

2. The contribution and help received from your co-workers in your job:

Extremely Satisfied


Satisfied

Neutral

Dissatisfied


3. The support and fair treatment you receive from your boss:

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


4. The amount of pay and fringe benefits you receive:

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


5. How secure thing look for you in the future in this organization:

Extremely Satisfied

Satisfied

Neutral


Dissatisfied


6. How satisfied are you with your service here?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


7. How satisfied are you with the chances of promotion in your

Department?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


8. The amount of praise for good performance you receive in your

Organization:

Extremely Satisfied

Satisfied

Neutral

Dissatisfied



9. Are you satisfied with the retirement and other non-medical

Benefits?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


10. How satisfied are you with the allotment of work in your

Department?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


11. How satisfied are you with the personal development, training and quality

improvement programme in this organization?

Extremely Satisfied


Satisfied

Neutral

Dissatisfied


12. How satisfied are you with the allowances given by your

Department?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


13. How satisfied are you when it comes to job security in your organization?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


14. Are you satisfied with your compensation plan?


Extremely Satisfied

Satisfied

Neutral

Dissatisfied


COMPANY AND ADMINISTRATIVE POLICIES:

15. Your satisfaction level about the company and administrative

Policies:

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


16. How satisfied are you with the current HR policies?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied



SAFTEY, FACILITIES AND WORKING CONDITION:

17. Are you satisfied with your safety in the organization?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


18. Are you satisfied with clean facility and up to date condition:

a. Extremely Satisfied

b. Satisfied

c. Neutral

d. Dissatisfied

e. Extremely Dissatisfied


19. Are you satisfied with the facilities provided by the organization?

a. Extremely Satisfied

b. Satisfied

c. Neutral

d. Dissatisfied

e. Extremely Dissatisfied

ACHIEVEMENT

20. Are you satisfied with your achievable goals and standards for your

Positions?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


PERFORMANCE REWARD

21. Are you satisfied with the reward for your loyalty?

Extremely Satisfied

Satisfied


Neutral

Dissatisfied


22. Are you satisfied with the reward for your performance?

Extremely Satisfied

Satisfied

Neutral

Dissatisfied


23. Any suggestion would you like to give to the organization?

• _______________________________________________________________



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