MANAPASAND

7/30/2019 MANAPASAND

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SUMMER TRANING REPORT

ON

MANPASAND EMPLOYEE MOTIVATION AND SATISFACTION

Submitted in partial fulfillment of the requirement for two year

SUBMITED TO SUBMITED BY

NITU PATHAK SWEATA SINGH

SHEAT COLLEGE OF ENGINEERING BABATPUR VARANASI


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DECLARATION

I hereby declare that this project work titled A SUMMER TRANING ON

MANPASAND EMPLOYEE MOTIVATION AND SATISFACTIONwith special reference to

MANPASAND BEVERAGES PVT LTD, Varanasi, is original in has been carried out by me

as a student ofSHEAT COLLEGE OF ENGINEERING BABATPUR VARANASI,.

Date:

Place:


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Acknowledgement

In the successful completion of this project inspiration and

guidance of many people was involved. A mere form of

acknowledgement would be demeaning the status of this whole effort

which has had the blessings and supervision of the eminent person

around me.

First of all I would like to thank whole heartedly Mrs. NITU

PATHAK Who was there to guide me at every step during the course of

this project. She gave me tips for the improvement in project whenever

required. Special thanks to Director, SHEAT COLLEGE for providing

eminent direction. Apart from this I feel indebted to all faculty

members of SHEAT, especially who have helped, developed the right

kind of attitude and scholastic excellence in me. Last but not the least; I

am very thankful to my parents, friends and all those persons who

made this research project possible, for their consistent guidance and

constructive criticism.


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Preface

Decision making is a fundamental part of the research process. Decisions regarding that

what you want to do, how you want to do, what tools and techniques must be used for

the successful completion of the project. In fact it is the researchers efficiency as a

decision maker that makes project fruitful for those who concern to the area of study.

Basically when we are playing with computer in every part of life, I used it in my project

not for the ease of my but for the ease of result explanation to those who will read this

project. The project presents the role of financial system in life of persons.

I had toiled to achieve the goals desired. Being a neophyte in this highly competitive

world of business, I had come across several difficulties to make the objectives a reality.

I am presenting this hand carved efforts in black and white. If anywhere something is

found not in tandem to the theme then you are welcome with your valuable

suggestions.


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INDEX

Certificate of Guide

Preface

Acknowledgement

Student Declaration

Abstract

CHAPTER 1

Company Overview Theoretical Background Objective Of Study Scope and Importance of Study

CHAPTER 2

Literature Review


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CHAPTER 3

Research Methodology

CHAPTER 4

Data Analysis And Interpretation

CHAPTER 5

Conclusion Limitations Recommendations

BIBLIOGRAPHY


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Abstract

Here, I have tried to put forth the real scenario of beverages market. I

tried to bring sheer knowledge about the products of the company and

their performance in the present market of VARANASI. These vital

findings are done with the help of field work and face to face

conversation with retailers.

The basic purpose of the project is to understand the retailers behavior

towards new product and to make product available and visible in retail

stores. The project will also focus on the key problems a retailer come

across while selling a new product and to know the gap between the

expectations of retailer and company. The project will also suggest

possible solutions to remove this gap so that the revenues of the

company can increase

The project will also focus on understanding the distribution channel for

existing product, unibic cookies.


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Introduction

The area or industry of my project is MANAPASAND EMPLOYEE

AND SATISFACTION. A major portion of the monthly budget of each

household is reserved for MANAPASAND EMPLOYEE AND

SATISFACTION Products. The volume of money circulated in the

economy against MANAPASAND EMPLOYEE AND

SATISFACTION products is very high, as the number of products the

consumer use is very high. Competition in the MANAPASAND

EMPLOYEE AND SATISFACTION sector is very high resulting in

high pressure on margins.

MANPASAND BEVERAGES PVT LTD is into various products.

Mainly they can be classified into two categories,

1.Beverages Mango sip Apple sip Jeera Masti Masala Frujus


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2.Snacks Cookies

The Mango and Apple Sip are manufactured by Manpasand Agro Food.

Mango Sip comes in TETRA PACK and PET BOTTLE. Tetra pack is of

200ml while Pet bottles are in 200, 300, 600 and 1200 ml. While Apple

Sip comes in Tetra pack of 200ml. Their aim is customer satisfaction.

Manpasand Agro Food is a decade young, well placed & fast developing

F M C G Company dealing in food & beverages oriented products. Their

core competency lies in manufacturing, processing and marketing of

soft/cold drinks, fruit juice based drinks, Namkeens & Low Calorie

Snacks.


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The cookies are manufactured by Unibic. They come in 50gm, 67gm,

110gm and 135gm.Unibic has been a manufacturer of fine specialty

biscuits, cakes and pastries for over half a century and was established in

Australia in the 1950s. Unibic supplies supermarkets Australia-wide,

and is currently growing its customer base in International markets

including the United Kingdom, South East Asia, New Zealand, Canada

and the United States. UNIBIC India was incorporated in August 2004

to produce world class biscuits in a niche, unique and premium


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segment.

UNIBIC Australia is a niche player in the Australian biscuit market and

has been in business for over 40 years.

MODY BEVERAGES is basically franchise of these manufacturing

companies. It has its headquarters in SURAT and a sales office at

AHMEDABAD.

The main focus of the project is upon the performance of Mango Sip in

current market, product placement, planning of routes including

distribution and after sale service to the retailers. Firstly I tried to figure

out the availability of the product after it was introduced in market. I

was put in to gain the experience of selling which includes sales

promotion.


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Methodology:

Understanding Companys Strategy in Beverage market.This part consists of following studies.

Companys culture Promotion tools Supply chain Distributors appointment

Finding out the performance in sale after the launch ofmango sip.

Face to face talks. Interviewing distributors. Interviewing retailers.

Finding new productive retailers with intensive productplacement

Sharing benefits of keeping product.


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Suggestion to retailers- where to keep the product inorder for maximum visibility

Implying certain tools to enhance the sale of product. Distributing area and making routes maps of 6 days. Meeting 400 retailers in 6 days

Comparative analysis with competitors product Finding out products which retailers keep instead of

mango sip and unibic cookies.

Finding out differences considering pricing, servicesand replacement policies of competitor companies.

Schedule:

1st

phase- This phase is focused upon knowing the company and

its products. What are the benefits of our product compared to

others. How to pitch new retailers and provide better service to old.

What will be the target market for mango sip. Basically this phase

is to know the market properly.


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2nd

phase- In this phase, main target is to increase the sales of

mango sip. And so area wise division is done on weekly basis and

route maps are created. To know retailers perception towards

mango sip. It also concentrates on the awareness and adaptability

of the product after its launch. This will be done with the help of:

Visits to retailers and distributors. Asking various questions which will help to know their point

of view with respect to competitors product.

Checking the availability and display of the product in theirstore.

Making aware of the benefits of keeping the product in termsof margin.

3rd

phase- In this phase comparative analysis will be done with

different products while keeping various categories. And with that

what changes are required, will be analyzed. At last also a survey


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of end consumer will be done to know the exact picture of demand

of the product and will be helpful to company.


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Working and Learning till now

Initially starting with the project I learnt about the company and its

strategies. First two days I got training from my manager about the

products and their pricing. I was provided with the pricing list of these

products with each SKUS. Also the target markets for these products

were discussed. Beverages are for mass while cookies having high rates

are segmented for niche. The different schemes and selling strategies

were discussed during meeting. Companies current policies of selling

were told like I was not suppose to give credit to retailers. I got

knowledge about the distribution channel i.e. the working of the

company. Also what are the margins of distributors and retailers were

explained to me. Within these two days I studied about all these things

and prepared myself to start field work.

Whole Ahmedabad is divided into areas. I got new Ahmedabad. Also

among that there are 3 distributors having different areas of new


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Ahmedabad. I was given work under SHRI KRISHNA TRADING.

Areas are divided on weekly basis i.e. six areas per week and need to

repeat that areas next week. Within that on an avg I had to cover 35 to

40 retailers per day or per area. The areas under SHRI KRISHNA

TRADING are:

MONDAY: - CG road and NAVRANGPURA

TUESDAY: - ASHRAM ROAD

WEDNESDAY: - PALDI- VASNA

THURSDAY: - AMBAVADI

FRIDAY: - VADAJ-SABARMATI

SATURDAY: - PARAS NAGAR- SOLA HOUSING

With the above knowledge I started field work in a group of four people

and with companys salesperson. I was guided for one week with that

salesman. He introduced me the above areas and retailers. Also I was

given the route cards with the names of retailers and so it was not

difficult to work and find out the area.


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I started work by providing services to older retailers and pitching new

retailers. Initially it was difficult to convince them or convert calls but

slowly and gradually I learnt these skills. How to introduce the product,

where to trap them. I learnt different approaches to convince the

retailers. Some were interested in margin while others were interested in

quality. And so I learnt to behave accordingly. Many times it was

difficult to convert the calls. I came across to many retailers who dont

even listen. Such situations were difficult to tackle. I learnt to be patient

and polite. I came across different selling strategies and applied further

so that same mistakes were not repeated. I worked with that group for

around 10 days. Even during that time I met distributor. Discussed

problems and issues with him related to dispatching the goods.

After these 10 days, from 8th

march, two persons were grouped and area

was divided among all. I was working under same distributor and same

area with one of my colleague. By this time I was quite prepared for

selling. It was better now to convert calls, pitch new retailers, and

convince them. Even I provided better services to old customers. I


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continued working in that area and tried to increase sales of mango sip.

Make people aware of this product. Also side by side am working for

increasing sales of other products too. With these things also I took

feedback from retailers about the product. What is the response of

customers, whether they like the product. Also I tried to make product

visible in their shops. Asked whether they are satisfied from the product

and service. Shared benefits of products with them like only mango sip

has pet bottle of 200ml, mango pulp content is more. And tried to

improve upon mistakes and solved their problems.

PROBLEMS AND DIFFICULTIES

There were lots of problems. While taking feedback, I got mix

responses. Retailers were not happy with company or product. Mango

sip lacks brand name. Its not well known among people. And so

retailers were not ready to keep. Frooti is strong competitor and so in

front of that it was difficult to make them understand. The situation is

like that customers dont come up and ask for the product but retailers

have to show them. And so because of this reason many retailers were


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not interested in keeping new products. Still I continued to convince

them and asked them to start with our products.

Many retailers were having problems with the company. Before this

company was having different products but then because of some

problems company left those products. Due to this retailers lost their

trust towards the company. And so I tried to make them understand

things.

Also some retailers were having problems with distributor. The delivery

and service was not on time. Even in between for one week goods were

not dispatched. I forwarded this problem ahead and so we had a meeting

with distributor. The matter was solved and the delivery started on time.

Retailers got their orders the very net day and I made weekly visit to

them to provide them better service.

Within this time our one product got changed i.e. before we had Jeera

Masala Soda of Exotic Company. Its MRP was 13 rs. Company


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increased its rate to 15 rs. Due to this we left that one and started new

Jeera Masti Masala of Manas Agro. This is pune based Company. In

market this was new product. Retailers are not ready to replace older

Jeera. This one is not having same taste and also sweeter. Its like

Sharbat. I got such responses and so repeat orders are less. The

packaging is also not proper. And so customers are not ready to buy.

There was scheme going in Unibic Cookies. On purchase of 12 pieces,

one piece was free but the Company has withdrawn the scheme. Due to

this the margin got reduced and retailers were not satisfied. The sales

have being declined due to this.


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ABOUT US:Manpasand Beverages (P) Ltd ( erstwhile Manpasand

Agro Foods), established on April,29, 1998 is the leading

brand of fruit juices like Mango Sip, Apple Sip, Guava Sip

& Litchi Sip in entire beverages segments.Our basic proposition entails that our Company's business

should refresh the market; enrich the workplace; protect

and preserve the environment; and strengthen the

community.Over a decade, Manpasand has marked its presence with

significant achievements and today commands a market

leadership status.

OUR TECHNOLOGY:At Manpasand Beverages, high speed PET bottle lines and

tetra pack lines are installed at multiple locations to

ensure that you get great juice round the clock. The fruit


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juices processing plant are managed by teams of

technically qualified professional who are well versed

with production management and are capable of

delivering quality products meeting the requirements of

customers. We have self sustained R & D Department at

all Plants. Food safety is at Top priority at all plants. Very

high standards of hygiene and cleanliness are maintained

all throughout the plant to meet standards.At Manpasand, the focus has been on delivering nothing

but the very best in Quality.

OUR MISSION AND VISION:"Our mission is to be counted as one of the leading

beverage brand in the World."Bring to the world a portfolio of quality beverage brands

that anticipate and satisfy people's desires and needs.


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PRODUCTS


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ORGANIZATION STRUCTURE

STORE MANAGER

COMMERCIAL MANAGER

(MR. CHANDRESH)

HEAD CASHIER

(MR. SHYAM)CASHIERS (4)

LINE OF BUSINESS HEADS (5)

(FLOOR MANAGER OF DIVISION)

SALES EXECUTIVES

(TEAM LEADERS & MEMBERS

ASSISTANT STORE MANAGER

(MR. ANURAG PRADEEP)

LOSS PREVENTION HEAD


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EMPLOYEE SATISFACTION

Employee satisfaction is a measure of how happy workers are with their

job and working environment. Keeping morale high among workers can

be of tremendous benefit to any company, as happy workers will be

more likely to produce more, take fewer days off, and stay loyal to the

company. There are many factors in improving or maintaining high

employee satisfaction, which wise employers would do well to

implement.

To measure employee satisfaction, many companies have mandatory

surveys or face-to-face meetings with employees to gain information.

Both of these tactics have pros and cons, and should be chosen

carefully. Surveys are often anonymous, allowing workers more

freedom to be honest without fear of repercussion. Interviews with

company management can feel intimidating, but if done correctly can


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let the worker know that their voice has been heard and their concerns

addressed by those in charge. Surveys and meetings can truly get to the

center of the data surrounding employee satisfaction, and can be great

tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee

satisfaction is to make workers feel like part of a family or team.

Holding office events, such as parties or group outings, can help build

close bonds among workers. Many companies also participate in team-

building retreats that are designed to strengthen the working

relationship of the employees in a non-work related setting.

The backbone of employee satisfaction is respect for workers and the

job they perform. In every interaction with management, employees

should be treated with courtesy and interest. An easy avenue for

employees to discuss problems with upper management should be


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maintained and carefully monitored. Even if management cannot meet

all the demands of employees, showing workers that they are being

heard and putting honest dedication into compromising will often help

to improve morale.


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VARIABLES CONTRIBUTING TO EMPLOYEE SATISFACTION

1. Overall Individual satisfaction: Employees should be satisfied with

the organization as a great place to work.

2. Work Environment: Employees have to feel satisfied with the

environment within which they work; it would result in high

productivity.

3. Communication Methods: When administrative policies and all

important announcements are communicated to the employees, it

boosts their morale. The methods chosen for communication also play

an integral role. Some of the methods that could be used are intranet,

monthly newsletters, weekly meetings etc...


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4. Compensation and benefits: This is the most important variable for

employee satisfaction. Employees should be provided with competitive

salary packages and they should be satisfied with it when comparing

their pay packages with those of the outsiders who are working in the

same industry.

DETERMINANTS OF EMPLOYEE SATISFACTION

Supervision: It is one of the most important factors in JobSatisfaction. Employee oriented or considerate supervisors who

take personal interest in their subordinates & display friendship,

mutual trust, respect and warmth, have been found to have

subordinates who are relatively more satisfied with their job.


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The Work Group: People seek satisfaction of their social &psychological needs in interaction with others in a group

situation. Isolated workers dislike their jobs.

Job Content: HERZBERG hold the view that job content factorssuch as achievement, recognition, advancement, responsibility &

the work itself tend to provide satisfaction but there absences

doesnt tend to create dissatisfaction.

Occupational Level: A large number of research studies haveshown that there is a positive relationship between the level or

hierarchical status of a person and his job satisfaction.

Specialization: Specialization has no doubt resulted in greaterefficiency, but it has also contributed to dissatisfaction,

repetitiveness of the task is found to be boring and monotonous


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by workers. Workers who carried out a number of operations

expressed satisfaction with their job said WALKER & GUEST.

Age: Workers in the advanced age group tend to feel moresatisfied with their job because they have adjusted with their job

condition but younger workers; tend to feel dissatisfaction with

their job conditions because they have high ambitions about their

carrier advancement.


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EMPLOYEE SATISFACTION AND PRODUCTIVITY

It was believed for a long time, particularly by human relations experts,

that satisfied, workers were productive workers, but later researchers

sounds it to be a myth. No doubt some studies have reported positive

correlation between satisfaction & productivity but these are often not

statistically significant.

BAYFIELD & CROCKETT concluded from a review of a number of

research studies that job satisfaction did not necessarily imply high

performance and that production may be only peripherally related to

many of the goals towards which the industrial worker may be striving.

Relationship between satisfaction & productivity is very complex.

There are four possible relationships:


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o High Satisfaction & Low Productivity: Highly satisfied workersmay turn out to be low in productivity, if management is

interested only in keeping the employees happy, and not

demanding of high productivity.

o High Satisfaction & High Productivity: It exists when supervisor isboth employee oriented as well as task oriented. He tries his best

to help his employees in the fulfillment of their social &

psychological needs.

o Low Satisfaction & Low Productivity: It occurs when thesupervisor is laissez faire type. He neither takes care of

employees needs not of production.

o Low Satisfaction & High Productivity: It may be found to existstogether where a highly task oriented and coercive supervisor


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uses scientific management techniques to push up production

without any regard to employee needs and feelings.

MEASURING EMPLOYEE SATISFACTION

1) Employee Satisfaction Surveys: Employee satisfaction surveys and

focus groups help the employer to identify the areas of employee

satisfaction and dissatisfaction. Employee satisfaction surveys help

employers measure and understand their employees attitude,

opinions, motivation, and satisfaction.

2) Conduct Simple Training Needs Assessment: This training needs

assessment works best in small to mid-sized organizations. It gives a

quick assessment of the training needs of an employee group. This


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training need assessment helps find common training programs for a

group of employees.

3) Exit Interviews: Exit interviews are one of the best ways to get true

and honest feedback from employees. The downside is that it takes

time to build up a significant amount of data from exit interviews.

4) Employee Attitude Surveys: Excellent guide to employee satisfaction

- attitude surveys: tells what they are, how to conduct them, how to

use them effectively.

5) Job Satisfaction Survey: The Company compares employee

satisfaction with their national benchmarks.

INDICATORS OF EMPLOYEE DISSATISFACTION

There are various indicators which reflect that the employee is

dissatisfied from the job, and management or the superior must check

these in order to recognize the problem of that employee and try to


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solve it out in order to create satisfaction, which is beneficial for both

employee as well as the organization. Some of these indicators are:-

Labour turnoverAbsenteeismLoitering & IdlingSeeking a transferLow MoraleFrustrationHigher error rate than anticipatedLow performanceBad behaviourUndue interest in complaints about salary & opportunity for

career development.

Try to avoid accepting new workBad communication with subordinates


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IMPROVE EMPLOYEES SATISFACTION

Flexible work hours aren't the only way to increase employee

satisfaction. Here are some other steps you can take to boost your

workers' loyalty and dedication while reducing turnover:

Provide employees with responsibility-and then let them use it.

Most surveys show that the greatest source of employee pride

and satisfaction is the feeling of accomplishment that comes from

having-and exercising-responsibility. Yet many business owners,

consumed by fears of a shrinking bottom line, have turned

micromanagement into an art form. Unfortunately, few things

employers do cause more employee dissatisfaction. Here's the

real bottom line: If you can't trust your employees to be able to

think and act on their own, you probably shouldn't have hired

them in the first place.

Show respect. Frustrated by a faltering economy, diminishing

markets and meddling investors, many business owners look close


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to home for someone to blame-all too often, that's their own

employees. The result? A growing number of employees feel like

they're being viewed as the enemy, not as loyal partners. Its little

wonder so many employees seem ready to jump ship at the first

sign of opportunity. On the other hand, companies that truly

value their employees earn more than gratitude-they win

enhanced dedication and productivity as well. So be sure to show

your employees how much you respect and value them-tell them

how much you appreciate them, throw them a pizza party,

recognize an employee of the month, do anything you can to

show them how much you care.

Recognize the whole person. Employees are more than 9-to-5

robots who turn off at night and can't wait until the starting bell

rings the next morning. All workers have lives, interests, and

friends and family outside the office-and most are constantly

struggling to balance increasingly hectic schedules. While


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companies can't sacrifice unduly to the whims of a single

individual, making concessions where possible-allowing a long

lunch break to attend a child's school event, for instance, or

permitting a sales executive to fly out on Monday morning instead

of Sunday night-can pay huge dividends in the long run.

Mark out a clear path to growth. Some employees are content to

remain where they are in an organization, but most want to grow

in their careers over time. Business owners who wish to increase

employee satisfaction tend to look past formalities and establish

genuine growth paths for all their employees, not just their senior

executives.


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EMPLOYEE SATISFACTION MODEL FOR RETENTION

The fundamental reason that employees leave organisations is that they

are not satisfied. Their dissatisfaction could occur on many levels.

Much published research on turnover indicates that money is often NOT

the most important reason. Employees leave for other reasons such as

career growth and development, or a change in life circumstances, or

factors like that.

Its handy to think of the reasons for dissatisfaction in terms of push

factors (things that make employees more dissatisfied) and pull factors

(things that make employees more satisfied). These factors are showing

the level of satisfaction as well as dissatisfaction of employees working

in an organization.

The factors that are going to make some MORE dissatisfied are things

like:

poor pay

poor compensation


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poor work conditions

lack of promotions

poor benefits offering

lack of job security

The factors that make an employee MORE satisfied are things like:

good leadership in the organisation

good relationship with their manager

recognition for their achievements (not necessarily monetary

recognition)

advancement in their careers

personal growth and development

feedback and support (meaningful feedback, not just naked

criticism)

clear direction and objectives


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So there is a lot that can be done on the positive side to increase

satisfaction. Naturally, there are of course many opportunities on this

side of the house where a good talent management solution can help

things along.


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Employee EmployeeFulfillment

Commitment

Factors leading to

Dissatisfaction

Factors leading to

Satisfaction

Poor Pay

Poor Work conditions

Poor Compensation

Lack of promotion

Good leadership practices

Good manager relationship

Advancement

Personal growth


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EMPLOYEE SATISFACTION MODEL FOR RETENTION

EMPLOYEE MOTIVATION

The job of a manager in the workplace is to get things done through

employees. To do this manager should be able to motivate the

employees.Basically, in order to keep employees motivated there are

7 strategies that can be adopted, which are as follows:

1)Providing positive reinforcements for the tasks accomplished andsetting higher goals to be achieved.

2)Setting down certain effective rules and regulations to be followedin the office.

3)Seeing that fair rules are set in the office.4)Looking into employee needs and seeing that they are comfortable

in their work environment.

5)There should be work related goals set from time to time.6)There should be regular appraisals and platforms where employees

can share their on the job experiences


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7)There should be consistent and constant on the job rewarding andincentives

20 TACTICS TO INCREASE MOTIVATION IN EMPLOYEES

1. Consequences: Never use threats. Theyll turn people against you.

But making people aware of the negative consequences of not getting

results (for everyone involved) can have a big impact. This one is also

big for self motivation.

2. Pleasure: This is the old carrot on a stick technique. Providing

pleasurable rewards creates eager and productive people.

3. Performance incentives: Appeal to peoples selfish nature. Give

them the opportunity to earn more for themselves by earning more for

you.

4. Detailed instructions: If you want a specific result, give specific

instructions. People work better when they know exactly whats

expected.


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5. Short and long term goals: Use both short and long term goals to

guide the action process and create an overall philosophy.

6. Kindness: Get people on your side and theyll want to help you. Piss

them off and theyll do everything they can to screw you over.

7. Deadlines: Many people are most productive right before a big

deadline. They also have a hard time focusing until that deadline is

looming overhead. Use this to your advantage by setting up a series of

mini-deadlines building up to an end result.

8. Team Spirit: People work more effectively when they feel like part

of teamthey dont want to let others down.

9. Recognize achievement: Make a point to recognize achievements

one-on-one and also in group settings. People like to see that their work

isnt being ignored.

10. Personal stake: Think about the personal stake of others. What do

they need? By understanding this youll be able to keep people happy

and productive.


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11. Concentrate on outcomes: No one likes to work with someone

standing over their shoulder. Focus on outcomes make it clear what

you want and cut people loose to get it done on their own.

12. Trust and Respect: Give people the trust and respect they deserve

and theyll respond to requests much more favorably.

13. Create challenges: People are happy when theyre progressing

towards a goal. Give them the opportunity to face new and difficult

problems and theyll be more enthusiastic.

14. Let people be creative: Dont expect everyone to do things your

way. Allowing people to be creative creates a more optimistic

environment and can lead to awesome new ideas.

15. Constructive criticism: Often people dont realize what theyre

doing wrong. Let them know. Most people want to improve and will

make an effort once they know how to do it.

16. Demand improvement: Dont let people stagnate. Each time

someone advances raise the bar a little higher (especially for yourself).


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17. Make it fun:Work is most enjoyable when it doesnt feel like work

at all. Let people have fun and the positive environment will lead to

better results.

18. Create opportunities: Give people the opportunity to advance. Let

them know that hard work will pay off.

19.Communication: Keep the communication channels open. By being

aware of potential problems you can fix them before a serious dispute

arises.

20. Make it stimulating: Mix it up. Dont ask people to do the same

boring tasks all the time. A stimulating environment creates enthusiasm

and the opportunity for big picture thinking.


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EMPLOYEE SATISFACTON AND MOTIVATION IN MANPASAND

BEVERAGES PVT LTD, BLY.

Employee Satisfaction means a lot for the management of

MANPASAND BEVERAGES PVT LTD, Bly. They deal with each & every

aspect which can satisfy their employees. According to them Human

Resource is the most important part of any organization, and it is very

necessary for the organization to keep their employees happy in order

to achieve the organizational success & goal.

Employee satisfaction being a very important part of their ideology, the

group is sensitive to the requirements of its greatest asset and

committed to ensure utmost satisfaction and value for their hard work

and dedication. This is the reason that MANPASAND BEVERAGES PVT

LTD, Bly. enjoys faithful and good employees forever.


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Employee satisfaction and motivation is really very important and

thatswhy MANPASAND BEVERAGES PVT LTD provides different

benefits, good working conditions, suitable time, initiative and

responsibility etc. to their employees in order to attain maximum

Satisfaction of employees.

BENEFITS PROVIDED BY MANPASAND BEVERAGES PVT LTD TO ITS

EMPLOYEES

INCENTIVE ON SALES: This incentive is given on the basis of targetachievement. A particular target is assigned to each of the

employees. And according to the fulfillment of the target,

incentive is provided to them. For Ex, if they achieve 90% of the

target- 5% of their salary is provided to them extra as incentive.

Similarly for 100%- 10% and 110%- 15% is given.


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OVERALL GROOMING: This program is run to motivate theemployees so that they are more productive and can easily

achieve their targets.

BEST EMPLOYEE OF THE MONTH: An employee of the store isawarded as Best Employee of the month each month. On the

basis of Target Achievement, Behaviour at Store, Interaction

with Customer, Overall Grooming.

BIRTHDAY CELEBRATION: In the starting of each month, Birthdaysof all those employees are celebrated whose birthday falls in that

particular month.


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MEASUREMENT OF EMPLOYEE SATISFACTION IN MANPASAND

BEVERAGES PVT LTD

There are two ways of analyzing whether the employees are satisfied

and motivated or not. Theses two ways are the only and according to

MANPASAND BEVERAGES PVT LTD, are the best ways of checking the

level of satisfaction and motivation amongst employees. The two ways

are:-

Measurement of Achievement of Target: This means that inMANPASAND BEVERAGES PVT LTD, target achievement plays an

important role in analyzing the level of employees satisfaction. If

the target has been achieved during the period, employers feel

that the employees are satisfied thats why they are doing as

expected. This is their assumption that if employees achieve their

target then they are satisfied.


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Performance Appraisal: It is the technique of analyzing theperformance of the employees during the particular period. If the

performances is satisfactory or say good then they think that the

people are satisfied with their jobs otherwise there is some

problem with them regarding job or personal.

The major basis of analyzing the level of satisfaction is TARGET

ACHIEVEMENT only.


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OBJECTIVES:

To study the strategies of the company in Beverage market. To understand the strategies required to promote a new

product in market.

To understand the distribution channel of Mody beverages. To find out the loopholes in the service delivery, distribution

of the product and to suggest ways to eliminate them.

Comparative analysis of competitors product.


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SCOPE AND IMPORTANCE OF STUDY

The research study has immense scope for me as a researcher as I

can apply this practical knowledge and experience in my future

career and managerial decision making.

MANPASAND BEVERAGES PVT LTD can also take benefit of this study

to improve their employee satisfaction and motivational levels,

which directly have an impact on productivity and goodwill of the

organization.

This research work can be used as a secondary data for further

research work.


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Motivation and job satisfaction in one government research and

development environment

Engineering Management Journal, Dec 2000 by Leach, Frederick

J, Westbrook, Jerry D

ABSTRACT

Many factors affect motivation and job satisfaction in a research and

development environment. This study was conducted at a U.S.

government research laboratory to determine the factors that are

important to motivation and to job satisfaction. Data from researchers

and managers were collected and compared. The framework used for

this study is Frederick Hertzbergs motivation hygiene factor theory.

The results demonstrate that with small differences, Hertzbergs theory

generally applies to this environment. Researchers and managers agreed

on the importance of various factors in motivating performance. But

they did not agree on the importance of various factors in job


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satisfaction. More researchers reported lower job satisfaction than

managers.

Benefits Of High Internal Work Motivation Comparing Retail

Sector To Manufacturing

Journal of Diversity ManagementThird Quarter 2008 Volume 3

byRickey Casey, University of the Ozarks, USAJay Robbins, Ouachita Baptist University, USA

ABSTRACT

The Hackman and Oldhman Model have been tested in several areas

with additional testing needed in the service sector. This study tested the

model within a manufacturing company and evaluated several of the

dimensions of the model. This paper evaluates two of these dimensions;

high internal work motivation and task significance. The plan that was

surveyed has a population of 1,000 with 200 sampled. The company


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examined is a larger manufacturer of electric motors and the sample was

taken from one plant with all three shifts samples. The plant has a

population of 1,000 with 200 sampled. A comparison study was done in

a major retail company. From the survey sample of 534 employees of

the retail company, 330 responses were returned, indicating a 62 percent

response rate. The average age of those responding to the survey was

37.9 years. Males accounted for 22.7 percent of the respondents while

72.7 percent were female.

Work motivation and job satisfaction in the Nordic countries

Journal of Employee Relations, 2004 Volume 26 by

Jacob K. Eskildsen, Center for Corporate Performance, The Aarhus

School of Business, Aarhus, Denmark


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ABSTRACT

This paper studies differences in job satisfaction and intrinsic work

motivation between employees with different characteristics. Based on a

study of the literature assumptions regarding these differences are

developed and tested on data from a survey in the Nordic countries. In

this survey 9,623 employees from randomly selected households in the

Nordic countries participated. Among the findings are that Danish

workers were found to be the most satisfied and that there is no

difference between the genders with respect to job satisfaction in the

Nordic countries.


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RESEARCH METHODOLOGY

Type of Research: Descriptive research

Type of Data:

1) Primary Data : Unstructured interview of the concerned

authorities & questionnaire

2)Secondary Data : Reports and website of the organization.

Research Method: Survey Method

Research Instrument : Questionnaire & Observation

Contact Method : Direct unstructured Interview


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Sampling Plan :1)Sample Size : 35

2) Sample Unit: Employees of MANPASAND BEVERAGES PVT LTD

3) Sample AreaMANPASAND BEVERAGES PVT LTD, Bareilly


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1.The below is the pie chart describing the total sales product wiseirrespective of the area.

From the above graph, we can say that Mango sip is having maximum

sales while Apple sip and Frujus are almost lowest and neck to neck.

The figures are the no of pieces sold of particular product. So along with

increasing sales of the Mango Sip, I will suggest to keep in mind Frujus

and Apple Sip too so that there sales also get increases or else some

promotion can be used for these products.

Mango sip

Frujus

Jerra masala soda

Apple sip

Gallons

Unibic cookies

4189, 41.28%

2298, 22.60%

168, 1.65%

153, 1.50%

648, 6.30%


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2. The below graph describes the area wise sales of all the products.Here total sales are taken of all the products not describing each product

but area is divided to see which area has maximum sales.

The above graph represents that among all the areas, Ambavadi has the

highest sales while others are also similar. While CG and Navrangpura

are having low sales. People there are not aware much and so retailers

are not ready to keep and also they want brand name. So either some

beneficial schemes can be given or try to make people over there aware

of our products.

Navrangpura

Ambavadi

Vadaj

Sabarmati

Ashram road

Paldi- Vasna

CG road

679, 6.69%900, 7.88%


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3.The below graph compares the sales of different SKUS of Mangosip.

From the above graph, we can say that 200 ml is having highest sales

from all other products. This product is small and only of 10 rs and so

because of this reason retailers also wish to keep. Even tetra pack is also

having good sales. While products are not having good sales. By giving

some profit or some schemes on these products we can try to increase

the sales of these products.

Tetra 200 ml 300ml 600ml 1200ml

Series1 1840 2113 167 57 12

0

500

1000

1500

2000

2500

Mango Sip


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4.The below graph shows the comparison among SKUS of UnibicCookies.

From the graph, we can see that 67gms of unibic cookies are having

highest sales while others are almost equal. We have different types of

cookies in 67 gm and 135 gm while in 50 and 110 Gms we have milk

cookies. Milk cookies are not giving good sales and 135gm have family

packing. 67 gm one comes in single packing having mrp from 10 to 15.

From this we can say that customers are interested in small one with

affordable mrp.

50 gm 67gm 110gm 135gm

Series1 376 1786 318 210

0

200

400

600

800

1000

1200

1400

1600

1800

2000

Unibic Cookies


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5.The following contains seven graphs of all the different areas. Thiswill help to know in which area, which product has maximum

sales.

First is Navrangpura. Here we can see that unibic cookies of67 gm have maximum sales. Jeera is also having good sales.

But in mango sip we have sales of 200 ml. Other products are

not much sold. So we can try to pitch retailers for those

products.

200ml Frujus Jeera 50gm 67gm 110gm 135gmSeries1 30 24 120 60 245 48 152

0

50

100

150

200

250

300

Navrangpura


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Next is Ambavaadi. Here we have good sales of mango sip200 ml Jeera and unibic cookies of 67 Gms. Also here almost

all products are sold.

Tetra 200ml 300ml JeeraApple

sip

Gallon

s50gm 67gm

110g

m

135g

m

Series1 51 373 72 621 48 276 72 639 24 29

0

100

200

300

400

500

600

700

Ambavadi


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Third is vadaj. Here we are having maximum sales of jeeraand mango sip 200ml. Others are having lower sales. Here

milk cookies have better response and so we can try to

increase it sales more.

Tetra200m

l

300m

l

600m

l

Fruju

s JeeraApple

sip

Gallo

ns 50gm 67gm110g

m

Series1 184 330 21 33 54 393 51 144 144 114 78

0

50

100

150

200

250

300

350

400

450

Vadaj


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Next is Sabarmati. Here tetra pack is having good sales andthen 200ml. others are almost negligible. Here people are

interested in products which are not costly. They are not

ready to pay much. And so unibic cookies are not much sold

here.

Tetra 200ml 300ml Jeera 50gm 67gm 110gm 135gmSeries1 918 528 50 72 40 84 126 17

0

100

200

300

400

500

600

700

800

900

1000

Sabarmati


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The below is graph of ashram road. Here also we are havingsales of tetra more and then 200ml. Even jeera has good

sales. While in cookies, negligible sales are there. 300and

600ml are not only stated here. And so we should try to pitch

retailers for those products.

Tetra 200ml Frujus JeeraApplesi

pGallons 50gm 67gm 110gm

Series1 438 318 24 240 12 84 48 42 24

050

100

150

200

250

300

350

400

450

500

Ashram road


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This is Paldi- vasna. Here we have good sales of cookies andeven more than mango sip. Jeera is also having good sales.

So more attention should be driven on mango sip and even

we should try to start 300 and 600ml.

Tetra 200ml Frujus JeeraApple

sip

Gallon

s 50gm 67gm110g

m

135g

m

Series1 162 372 24 504 30 60 12 557 18 12

0

100

200

300

400

500

600

Paldi- Vasna


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The below is a graph of CG road. Here almost all theproducts are in sales with jeera having max sales. Other

products are almost same. Here milk cookies are not yet

stated so one can pitch retailers for it.

Tetra 200ml 300ml 600ml1200

mlFrujus Jeera

Apple

sip

Gallon

s67gm

Series1 87 162 24 24 12 42 348 12 84 105

0

50

100

150

200

250

300

350

400

CG road


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6.The below graph shows the comparison between the sales. Mangosip and Unibic are almost same. These figures are the no of boxes.

The first figures are of two months while the next one are of one

and half. So mango sip and unibic are neck to neck. While in Jeera

there is lot of difference. As initially Jeera was of Exotic Company

while now its of Manas fruit and due to difference in taste,

packaging and company, the sales are declining.

Mango Sip Jeera Unibic Apple sip Gallons

Jan- feb 196.12 172 74 0 0

March-12th april 173.51 96.76 52.22 5.66 54

0

50

100

150

200

250

Sales Comparison


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CONCLUSION

Job satisfaction has its own definition for every employee. On the

whole job satisfaction broadly involves five aspects and they are-

salary, supervision, Promotions, relations with coworkers and most

importantly their work which they perform for the organization. But

according to the analysis, conclusion may be summarized as follows:

Only 34.29% of the employees working in MANPASANDBEVERAGES PVT LTD are satisfied from their job.

The remaining 65.71% of the employees are partly satisfied thatmeans they are somewhat dissatisfied from the job. They should

not be left ignored because their dissatisfaction could be proved

fatal for the organization. As satisfied employees contribute

their best efforts towards the growth and success of the

organization.


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48.57% of the employees are not fully satisfied from the salary,this is a clear indicator that employees feel that they are getting

less than what they deserve.

Almost all the employees are fully aware of different benefitsavailable to them.

As far as job security is concerned, it is low in MANPASANDBEVERAGES PVT LTD and hence employees are not free of this

fear.

Timings are well set and suitable to employees.Employees in MANPASAND BEVERAGES PVT LTD enjoy proper

recognition & full faith of their employers.

In MANPASAND BEVERAGES PVT LTD ideas of employees arewelcomed, by which employees feel themselves as a part of

MANPASAND BEVERAGES PVT LTD and not just an employee.


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Another good step to attain high level of job satisfaction ofemployees is maintaining peaceful, good, satisfactory, faithful

human relations with their employees. MANPASAND

BEVERAGES PVT LTD is also providing good working conditions as

well as good working environment to their employees.

Satisfactory work culture is there in MANPASAND BEVERAGESPVT LTD which is acceptable by all the employees.

After performance appraisal, if the employer finds thatperformance of an employee is outstanding, he provides reward

to that employee as a symbol of appreciation and motivation.

Employees are satisfied due to this reason also.


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Limitations:

The products are not well known as the Company lacksproper promotion strategies , exabsence of advertisements ,

hoardings , etc

The company lacks brand image which acts as hurdle whileconvincing retailers.

The Company follows a policy of selling products only inCash and no Credit which affects overall sales.

The management and distribution channel is weak. There isdemand for some products while no supply.


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RECOMMENDATIONS

On the basis of this study, suggestions to the MANPASAND BEVERAGES PVT are:-

As it is observed that the policy of MANPASAND BEVERAGES PVT to measure theemployees satisfaction is on the basis of target achievement. But MANPASAND

BEVERAGES PVT should not focus on turnover as a measurement of level of job

satisfaction of employees because achieving the target does not mean that the

employees are happy with the policies, rules, etc. of the organization. It may be due to

some pressure or further hope of improvement they are performing their tasks

efficiently. Turnover is not the appropriate basis; MANPASAND BEVERAGES PVT

should rather focus on more effective measurement techniques.

MANPASAND BEVERAGES PVT should provide incentives to their employees for theachievement of target for full satisfaction of employees.

MANPASAND BEVERAGES PVT should provide job security to it performingemployees.. This will motivate them to work hard.

There should be proper availability of promotion and growth for the employees in theorganization.


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Another important thing is that there must be good amount of increment in theirsalary every year. This is the biggest tool in the hands of employers to gain confidence,

faith and satisfaction of their employees.


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References

1.Mr. Sanjay DattaRSM2.Mr. Madhusudan Pathak- ASM3.Mr. Dilip- Distributor4.www.manpasandagrofood.com5.www.unibic.com
http://www.manpasandagrofood.com/http://www.manpasandagrofood.com/http://www.unibic.com/http://www.unibic.com/http://www.unibic.com/http://www.manpasandagrofood.com/

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