Moral is “a by-product of satisfactory group relations” Moral is usually associated with

individuals in terms of confidence, Courage, zeal and the will to do Moral is not a thing to be

sought is itself, rather it is a by-Product of satisfactory group relation” Moral is usually

associated with individuals in terms of confidence, Courage, zeal and the will to do Moral is not

a thing to be sought is itself, rather it is by-Product of satisfactory group relation. Prof. Ralph

Davis has defined moral as “a mental condition, which leads individuals and groups willingly to

subordinate their personal objectives temporarily and within the reason to further the company’s

service objectives. Moral is the “feeling work satisfaction”.

Moral is generally described in terms of a feeling of an employee towards teamwork. It

is subjective matter. It is a matter of work satisfaction. It is the sum of satisfaction experience

need by an employee as a jobholder and number of the organization. The concept relates moral

as an employee’s feeling towards the amount of work he does, his prestige status and his fellow

workers, stale and his employer. Feeling emotions and motives combined to provide certain

attitudes and behaviour on the part of the individuals, which in turn represents the employee

moral.

COMPANY HISTROYBritannia

The story of one of India's favorite brands reads almost like a fairy tale. Once upon

a time, in 1892 to be precise, a biscuit company was started in a nondescript

house in Calcutta (now Kolkata) with an initial investment of Rs. 295. The company

we all know as Britannia today.

The beginnings might have been humble-the dreams were anything but. By 1910,

with the advent of electricity, Britannia mechanized its operations, and in 1921, it

became the first company east of the Suez Canal to use imported gas ovens.

Britannia's business was flourishing. But, more importantly, Britannia was acquiring

a reputation for quality and value. As a result, during the tragic World War II, the

Government reposed its trust in Britannia by contracting it to supply large

quantities of "service biscuits" to the armed forces.

As time moved on, the biscuit market continued to grow… and Britannia grew

along with it. In 1975, the Britannia Biscuit Company took over the distribution of

biscuits from Parry's who till now distributed Britannia biscuits in India. In the

subsequent public issue of 1978, Indian shareholding crossed 60%, firmly

establishing the Indianness of the firm. The following year, Britannia Biscuit

Company was re-christened Britannia Industries Limited (BIL). Four years later in

1983, it crossed the Rs. 100 crores revenue mark.

On the operations front, the company was making equally dynamic strides. In

1992, it celebrated its Platinum Jubilee. In 1997, the company unveiled its new

corporate identity - "Eat Healthy, Think Better" - and made its first foray into the

dairy products market. In 1999, the "Britannia Khao, World Cup Jao" promotion

further fortified the affinity consumers had with 'Brand Britannia'.

Britannia strode into the 21st Century as one of India's biggest brands and the

preeminent food brand of the country. It was equally recognized for its innovative

approach to products and marketing: the Lagaan Match was voted India's most

successful promotional activity of the year 2001 while the delicious Britannia 50-50

Maska-Chaska became India's most successful product launch. In 2002,

Britannia's New Business Division formed a joint venture with Fonterra, the world's

second largest Dairy Company, and Britannia New Zealand Foods Pvt. Ltd. was

born. In recognition of its vision and accelerating graph, Forbes Global rated

Britannia 'One amongst the Top 200 Small Companies of the World', and The

Economic Times pegged Britannia India's 2nd Most Trusted Brand.

Today, more than a century after those tentative first steps, Britannia's fairy tale is

not only going strong but blazing new standards, and that miniscule initial

investment has grown by leaps and bounds to crores of rupees in wealth for

Britannia's shareholders. The company's offerings are spread across the spectrum

with products ranging from the healthy and economical Tiger biscuits to the more

lifestyle-oriented Milkman Cheese. Having succeeded in garnering the trust of

almost one-third of India's one billion population and a strong management at the

helm means Britannia will continue to dream big on its path of innovation and

quality.

PRODUCTS

Tiger Banana

Britannia is committed to help secure every child's right

to Growth & Development through good food everyday.

Purposefully taking forward the credo of 'Eat Healthy,

Think Better ', we have launched a new variant under

our power brand TIGER - TIGER BANANA - power

packed with IRON ZOR & and with the delightful taste of

banana.

IRON ZOR helps make mind sharper and body stronger. A Rs.4 pack has as

much IRON ZOR as that in 1 kg of Banana.

R&D in Britannia has spent considerable time to develop this nutritious and

delightful snack for children.

Britannia Tiger Banana packed with IRON ZOR and goodness of Banana is

accessible to all, being available in convenient packs priced at Rs.2, Rs.4 and

Rs.10.

NutriChoice SugarOut

Sounds like yesterday when people commented that healthy foods meant

"compromising on the taste." NutriChoice SugarOut is the most novel product

range to have been introduced in the market. The product is not just sweet but

tastes great, and yet contains no added sugar.

This is because NutriChoice SugarOut is sweetened with "Sucralose," derived

from sugar, which provides the same sweetness as any other biscuit, without the

added calories of sugar.

This range is available in 3 delicious variants namely

Litetime, Chocolate cream, and Orange cream,

targeted towards all health sensitive people. It is also

relevant for consumers with sugar related ailments.

We are sure that you will be pleasantly delighted with its

great taste and equally surprised to know that it has no

added sugar.

Don't be taken for a ride when you read "Sugar Free" label on many biscuit

packs marketed in India or abroad. Even with 100% no-added sugar, wheatcereals

in biscuits have their own natural sugar content. Britannia has chosen to

represent these biscuits with "No Added Sugar" claim, as there is no added

sugar in the processing of NutriChoice SugarOut.

Britannia 50-50 Pepper Chakkar

METHODOLOGY

Tools used

To accomplish the test of our problem of' Job Satisfaction' A study of several job related and

their effects among the employees was done on hundred employees at each level in the

organization.

No. of employees in Britainia : 170

Managerial 'staff : 18

Administrative : 08

Workers : 144

Research Metrology (Dimensions of the Research)

Job Satisfactions research was divided as follows:

Objectives

Sources of Data

Questionnaire

Tools of Data Analysis

OBJECTIVES

This study is conducted to demonstrate a real and clear picture of what is the |M’csent. level of

factors a fleeting the job satisfaction within Britainia, the organisation under study.

Specific Objectives:

1. To evaluate how much affect does timing of work Contribute to the job satisfaction level.

.

2. To know the satisfaction level with respect to working condition, medical attention and from

grievance handling.

3. To sec how much remuneration did the employee achiever in a job.

4. To understand the amount of job satisfaction received in inter- personnel relation.

5.This study is to know the satisfaction level-affecting employees, their cur-rent job in terms of

factor affecting the job satisfaction, i.e.. to study how much satisfaction the employee feels

'towards feels towards his current assignment in terms of (he level offaclor affecting the job

satisfaction.

OBJECTIVES

This study is conducted to demonstrate a real and clear picture of what is the |M’csent.

level of factors a fleeting the job satisfaction within Britainia, the organisation under

study.

Specific Objectives:

1. To evaluate how much affect does timing of work Contribute to the job satisfaction

level. .

2. To know the satisfaction level with respect to working condition, medical attention

and from grievance handling.

3. To sec how much remuneration did the employee achiever in a job.

4. To understand the amount of job satisfaction received in inter- personnel relation.

5.This study is to know the satisfaction level-affecting employees, their cur-rent job in

terms of factor affecting the job satisfaction, i.e.. to study how much satisfaction the

employee feels 'towards feels towards his current assignment in terms of (he level

offaclor affecting the job satisfaction.

MORAL & JOB SATISFACTION

“Moral is a state mind and emotions affecting willingness to work which is turn affects

individual and organization objectives”.

Jucious and Slender

“Moral is the feeling of togetherness, there is a sense of identification with an interest in

the elements of one’s job working condition fellow workers, supervisor, employer and

the company.”

Blackman ship

What is it?

It is an attitude of mind esprits decorps, a state of well-being and an emotional force.

What does it do?

It affects out put the quality of a product, Costs Co-operations, enthusiasm, discipline,

initiative and other ingredients of success.

Where does it reside?

It resides in the minds and emotion of individuals and in the reaction of their group and

groups.

When does it affect?

It affects an employee’s or a group’s willingness to work and Co-operate in the best

interest of the individuals or groups and the organization for which they work.

Moral is “a by-product of satisfactory group relations” Moral is usually associated

with individuals in terms of confidence, Courage, zeal and the will to do Moral is not a

thing to be sought is itself, rather it is a by-Product of satisfactory group relation” Moral

is usually associated with individuals in terms of confidence, Courage, zeal and the will

to do Moral is not a thing to be sought is itself, rather it is by-Product of satisfactory

group relation. Prof. Ralph Davis has defined moral as “a mental condition, which leads

individuals and groups willingly to subordinate their personal objectives temporarily and

within the reason to further the company’s service objectives. Moral is the “feeling work

satisfaction”.

Moral is generally described in terms of a feeling of an employee towards

teamwork. It is subjective matter. It is a matter of work satisfaction. It is the sum of

satisfaction experience need by an employee as a jobholder and number of the

organization. The concept relates moral as an employee’s feeling towards the amount

of work he does, his prestige status and his fellow workers, stale and his employer.

Feeling emotions and motives combined to provide certain attitudes and behaviour on

the part of the individuals, which in turn represents the employee moral.

A Relative Concept

Moral is a relative concept. When the employees have little dissatisfaction they are

considered to be at a high moral and when they have many frustrations and grievances,

they are considered to be low Moral.

Symptoms of low Moral

(a) Poor attendance and absence from work.

(b) Nature and frequency of accidents.

(c) High Labour turnover.

(d) Frequent internal mobility as shown by transfer and Promotion.

(e) The prevalence of employee complaints and grievances

Advantage of good Moral

(a) Job satisfaction.

(b) Higher productivity.

(c) Employee stability.

(d) Employee stability.

(e) The employee relative and involvement.

(f) The employee’s willingness to accept responsibility.

Dissatisfaction Attitude and Moral

A term job satisfactions is very often confused with attitude and moral. Although

attitude, moral and job satisfaction are very much related and in many used

interchange, they are not synonymous. Blum and Naylor view that attitude is not job

satisfaction since the latter comprise a number of attitudes, similarly, job satisfaction is

not the same is industrial moral although it may distribute to moral. Moral is a group

phenomenon and job satisfaction is an individual feeling.

MEANING AND DEFINITION OF JOB SATISFACTION

Job satisfaction is the result of various attitudes that worker holds towards his jobs,

towards his related factors and towards life in general. It is a general attitude, an attitude

that is the result of many specific attitudes in three major areas such as :

(1) Situational factors or specific job factors.

(2) Individual Characteristics and traits.

(3) Group or social relationship outside the job.

There are so many other definitions regarding job Satisfactions. “Job

satisfactions are nothing but the favourable attitude or high industrial Moral.”

“Job satisfaction” is an elaborate composite concept including :

(1) Individual’s mental disposition.

(2) Inter-personnel relationship of individuals that exists in the industry.

It may also be defined, as “the satisfaction where in one desires is the composite

product of favourable attitude, high level moral and the positive job related and ever

social factors.”

Job satisfaction is an important factor in industrial environment. The satisfied workers

produce more while maintaining the high quality, the industrial climate is relatively

smooth and conductive. The satisfied workers are creative and innovative.

Job satisfaction is a composite term and is the end result of many other factors like

company policies, warm culture, leadership, rewarding system and others.

Moral is one of the indicator job satisfactions. Job satisfactions is an inner feeling and

highly subjective. But the job satisfaction and dissatisfaction reflects in all the outcome

of the industrial life from union negotiation and settlements to producing quality

products.

The job satisfactions and dissatisfaction in a unique feature. A company may be

extending all the facilities including high salaries and perks, but the employees may be

dissatisfied. And the same time the employee with poor salaries and perks may

sometimes be having the highest job satisfactions. The factors that contribute to the

positive moral and attitude also result in higher degree of job satisfaction.

IMPORTANT FACTORS OF JOB SATISFACTIONS

(1) Challenging and responsible jobs.

(2) Numerous promotional opportunities.

(3) Impartial treatment by the management.

(4) Avenue for electivity and innovative ideas.

(5) Job security.

(6) Attractive salary and perks.

(7) Guidance, assistance and support in case of difficult situations.

(8) Freedom in work situation.

(9) Participative management.

(10) Encouragement for the expression of self.

(11) Welfare facilities like medical, uniform canteen etc.

(12) Recognition, appreciation and awards on merits.

(13) Cordial inter per personal relations that exist in the company.

(14) Spontaneous “Top to Bottom” and “Bottom to Top” communication

pattern.

JOB SATISFACTION IS INFLUENCED BY

Opportunity:

Employees are more satisfied when they have challenging opportunities at work. This

include participate in interesting projects, jobs with a satisfying degree of challenge and

opportunity increased responsibility. Important: this is not simply “promotional

opportunity. “As organ become flatter, promotions can be rare. People have found

challenge through projects, tea special assignments –as well as promotion.

Actions:

Promote from within when possible.

Reward promising employees with roles on interesting projects.

Divide jobs into levels of increasing leadership and responsibility.

It may be possible to create job titles that demonstrate increasing levels of expertise,

which limited by availability of positions. They simply demonstrate achievement.

Stress:

When negative stress in continuously high, job satisfaction is low, jobs are more

stressful with employees’ personal lives or are a continuing source of worry of concern.

Actions:

Promote a balance of work and personal lives. Make sure that senior

manager mode behaviour.

Distribute work evenly (fairly) within work teams.

Review work procedures to remove unnecessary “red tape” or bureaucracy.

Manage the number of interruptions employees have to endure while trying to

do this.

Some organizations utilize exercise or “fund” breaks at work.

Leadership:

Employees are more satisfied when their managers are good leaders. This includes

motive to do a good job, striving for excellence or just taking action.

Actions:

Make sure your managers are well trained. Leadership combines attitudes

and behave learned.

People respond to managers that they can trust and who inspire them to

achieve me.

Work Standards:

Employees are more satisfied when their entire workgroup takes pride in the quality of

its.

Actions:

Encourage communication between employees and customers. Quality gains

important employees see its impact on customers.

Develop meaningful measures of qualify. Celebrate achievements in quality.

Trap:

Be cautions of slick, “packaged” campaigns that are perceived as superficial and

patronizing.

Fair Rewards:

Employees are more satisfied when they feel they are rewarded fairly for the work they

do employee responsibilities, the effort they have put forth, the work they have done

well and of their jobs.

Actions:

Make sure rewards are for genuine contributions to the organization.

Be consistent in your reward policies.

If your wages are competitive, make sure employees know this.

Rewards can include a variety of benefits and perks other than money.

As an added benefit, employees who are rewarded fairly, experience less stress.

Adequate Authority:

Employees are more satisfied when they have adequate freedom and authority

to do there.

Actions:

When reasonable:

Let employees make decisions.

Allow employees to have input on decision that will affect them.

Establish work goals but let employees determine how they will achieve those

goals, may identify innovative “best practices”.

Ask, “If there were just one or two decisions that you could make, which ones

would biggest difference in your job?”

The job satisfaction depends upon the individual mind. The source with provides

satisfaction to same employees may not give satisfaction to other. But in general the

above mention factors are having correlation with the job satisfaction. Job satisfaction

can be measured through :

(a) Interviews

(b) Discussion, talks, seminars

(c) Surveys with paper questionnaires/instrument

(d) Data collection through self appraisal

(e) Export approach

(f) Industrial sky etc.

One the one hand motivation throws light on the actual behaviour of the employees on

their jobs while on the other hand job satisfaction is concerned with their light on their

potential behaviour.

Job satisfaction is a general pleasurable or positive emotional state of an individual,

which results from his appraisal of the various dimensions of his job. Although there

may be as many as 20 such dimensions only 5 of them are considered as core

dimensions. These are:

(i) Nature of work

(ii) Supervision

(iii) Pay

(iv) Promotion and

(v) Co-workers, Individually, same of these dimensions may produce positive and

some negative feelings in the employee but collectively they tell us about the

workers overall filings.

Smith Jebdall and Hulin have development as scale called Job description (JDI)

which measures an individual’s attitudes in all the above-mentioned give areas. The

scale consists of a series of adjectives or statements for each of these areas and the

individual is asked to mark each one as yes (Y), no (N), or can not decide (?) a few

examples are given:

WORK:

Fascinating

Rocketing

Frustrating

SUPERVISION:

Hard to please

Praises good work

Stubborn

PAY:

Adequate for normal expenses

Less than I deserve

Provides for luxuries

PROMOTIONS:

Promotion on ability

Dead – end job

Unfair Policy

CO-WORKERS:

Stimulating

Talk too much

Unpleasant

Although the scale actually “Describing one job, the describing one’s job, the description

implies the individual’s evaluation of it.

JOB SATISFACTION:

Job satisfaction varies (research suggests, the higher the prestige of the job,

the greater the job satisfaction). But, many workers are satisfied in even the

lease prestigious jobs. They simply like what they do.

Most workers like their work if they have little supervision.

The least satisfied workers are those in service occupations and managers

that work for others.

Ethnic and religious orientation is associated to work attitudes, and job

satisfaction is related to education.

INDUSTRY PROFILE

FOOD INDUSTRY

The food industry is the complex, global collective of diverse businesses that together

supply much of the food energy consumed by the world population. Only subsistence

farmers, those who survive on what they grow, can be considered outside of the scope

of the modern food industry.

The food industry includes:

Regulation: local, regional, national and international rules and regulations for food

production and sale, including food quality and food safety, and industry lobbying

activities

Education: academic, vocational, consultancy

Research and development: food technology

Financial services: insurance, credit

Manufacturing: agrichemicals, seed, farm machinery and supplies, agricultural

construction, etc.

Agriculture: raising of crops and livestock, seafood

Food processing: preparation of fresh products for market, manufacture of prepared

food products

Marketing: promotion of generic products (e.g. milk board), new products, public

opinion, through advertising, packaging, public relations, etc

Wholesale and distribution: warehousing, transportation, logistics

Retail: supermarket chains and independent food stores, direct-to-consumer,

restaurant, food services

ADVANTAGE OF INDIA UNDER FOOD INDUSTRY:

India is one of the largest food producers in the world

India has diverse agro-climatic conditions and has a large and diverse raw material

base suitable for food processing companies

Investment requirement of around US$ 15 billion exists in the food processing

sector

India is looking for investment in infrastructure, packaging and marketing

India has huge scientific and research talent pool

A largely untapped domestic market of 1000 million consumers

300 million upper and middle class consume processed food

200 million more consumers expected to shift to processed food by 2010

Well developed infrastructure and distribution network

Rapid urbanization, increased literacy, changing life style, increased number of

women in workforce, rising per capita income- leading to rapid growth and new

opportunities in food and beverages sector

50 per cent of household expenditure by Indians is on food items

Strategic geographic location (proximity of India to markets in Europe and Far

East, South East and West Asia)

Under the food industry, Dairy product is very important part of food processing.

Dairy processing is acting good role in India.

Dairy Processing

India ranks first in the world in terms of milk production. Indian production stands at 91

million tones growing at a CAGR of 4 per cent. This is primarily due to the initiatives

taken by the Operation flood programmes in organizing milk producers into

cooperatives; building infrastructure for milk procurement, processing and marketing

and providing financial, technical and management inputs by the Ministry of Agriculture

and Ministry of Food Processing Industries to turn the dairy sector into viable self-

sustaining organized sector. About 35% of milk produced in India is processed. The

organized sector (large scale dairy plants) processes about 13 million tones annually,

while the unorganized sector processes about 22 million tones per annum. In the

organized sector, there are 676 dairy plants in the Cooperative, Private and

Government sectors registered with the Government of India and the state Government

Indian FMCG Sector

The Indian FMCG sector is the fourth largest in the economy and has a market size of

US$13.1 billion. Well-established distribution networks, as well as intense competition

between the organized and unorganized segments are the characteristics of this sector.

FMCG in India has a strong and competitive MNC presence across the entire value

chain. It has been predicted that the FMCG market will reach to US$ 33.4 billion in 2015

from US $ billion 11.6 in 2003. The middle class and the rural segments of the Indian

population are the most promising market for FMCG, and give brand makers the

opportunity to convert them to branded products. Most of the product categories like

jams, toothpaste, skin care, shampoos, etc, in India, have low per capita consumption

as well as low penetration level, but the potential for growth is huge.

The Indian Economy is surging ahead by leaps and bounds, keeping pace with rapid

urbanization, increased literacy levels, and rising per capita income.

The big firms are growing bigger and small-time companies are catching up as well.

According to the study conducted by AC Nielsen, 62 of the top 100 brands are owned

by MNCs, and the balance by Indian companies. Fifteen companies own these 62

brands, and 27 of these are owned by Hindustan Lever. Pepsi is at number three

followed by Thums Up. Britannia takes the fifth place, followed by Colgate (6), Nirma

(7), Coca-Cola (8) and Parle (9). These are figures the soft drink and cigarette

companies have always shied away from revealing. Personal care, cigarettes, and soft

drinks are the three biggest categories in FMCG. Between them, they account for 35 of

the top 100 brands

THE TOP 10 COMPANIES IN FMCG SECTOR

S.

NO.

Companies

1. Hindustan Unilever Ltd.

2. ITC (Indian Tobacco Company)

3. Nestlé India

4. GCMMF (AMUL)

5. Dabur India

6. Asian Paints (India)

7. Cadbury India

8. Britannia Industries

9. Procter & Gamble Hygiene and Health Care

10. Marico Industries

HISTORY OF BISCUITS

Sweet or salty. Soft or crunchy. Simple or exotic. Everybody loves munching on

biscuits,

but do they know how biscuits began?

The history of biscuits can be traced back to a recipe created by the Roman chef

Apicius, in which "a thick paste of fine wheat flour was boiled and spread out on a plate.

When it had dried and hardened it was cut up and then fried until crisp, then served with

honey and pepper."

The word 'Biscuit' is derived from the Latin words 'Bis' (meaning 'twice') and 'Coctus'

(meaning cooked or baked). The word 'Biscotti' is also the generic term for cookies in

Italian. Back then, biscuits were unleavened, hard and thin wafers which, because of

their low water content, were ideal food to store.

As people started to explore the globe, biscuits became the ideal travelling food since

they stayed fresh for long periods. The seafaring age, thus, witnessed the boom of

biscuits when these were sealed in airtight containers to last for months at a time. Hard

track biscuits (earliest version of the biscotti and present-day crackers) were part of the

staple diet of English and American sailors for many centuries. In fact, the countries

which led this seafaring charge, such as those in Western Europe, are the ones where

biscuits are most popular even today. Biscotti is said to have been a favorite of

Christopher Columbus who discovered America!

Making good biscuits is quite an art, and history bears testimony to that. During the 17th

and 18th Centuries in Europe, baking was a carefully controlled profession, managed

through a series of 'guilds' or professional associations. To become a baker, one had to

complete years of apprenticeship - working through the ranks of apprentice,

journeyman, and finally master baker. Not only this, the amount and quality of biscuits

baked were also carefully monitored.

The English, Scotch and Dutch immigrants originally brought the first cookies to the

United States and they were called teacakes. They were often flavored with nothing

more than the finest butter, sometimes with the addition of a few drops of rose water.

Cookies in America were also called by such names as "jumbles", "plunkets" and "cry

babies".

As technology improved during the Industrial Revolution in the 19th century, the price of

sugar and flour dropped. Chemical leavening agents, such as baking soda, became

available and a profusion of cookie recipes occurred. This led to the development of

manufactured cookies.

Interestingly, as time has passed and despite more varieties becoming available, the

essential ingredients of biscuits haven't changed - like 'soft' wheat flour (which contains

less protein than the flour used to bake bread) sugar, and fats, such as butter and oil.

Today, though they are known by different names the world over, people agree on one

thing - nothing beats the biscuit!

Some interesting facts on the origin of other forms of biscuits:

The recipe for oval shaped cookies (that are also known as boudoir biscuits, sponge

biscuits, sponge fingers, Naples biscuits and Savoy biscuits) has changed little in 900

years and dates back to the house of Savoy in the 11th century France. Peter the Great

of Russia seems to have enjoyed an oval-shaped cookie called "lady fingers" when

visiting Louis XV of France.

The macaroon - a small round cookie with crisp crust and a soft interior - seems to have

originated in an Italian monastery in 1792 during the French Revolution.

SPRING-uhr-lee, have been traditional Christmas cookies in Austria and Bavaria for

centuries. They are made from a simple egg, flour and sugar dough and are usually

rectangular in shape. These cookies are made with a leavening agent called ammonium

carbonate and baking ammonia.

The inspiration for fortune cookies dates back to the 12th and 13th Centuries, when

Chinese soldiers slipped rice paper messages into moon cakes to help co-ordinate their

defence against Mongolian invaders.

Britannia

The story of one of India's favorite brands reads almost like a fairy tale. Once upon

a time, in 1892 to be precise, a biscuit company was started in a nondescript

house in Calcutta (now Kolkata) with an initial investment of Rs. 295. The company

we all know as Britannia today.

The beginnings might have been humble-the dreams were anything but. By 1910,

with the advent of electricity, Britannia mechanized its operations, and in 1921, it

became the first company east of the Suez Canal to use imported gas ovens.

Britannia's business was flourishing. But, more importantly, Britannia was acquiring

a reputation for quality and value. As a result, during the tragic World War II, the

Government reposed its trust in Britannia by contracting it to supply large

quantities of "service biscuits" to the armed forces.

As time moved on, the biscuit market continued to grow… and Britannia grew

along with it. In 1975, the Britannia Biscuit Company took over the distribution of

biscuits from Parry's who till now distributed Britannia biscuits in India. In the

subsequent public issue of 1978, Indian shareholding crossed 60%, firmly

establishing the Indianness of the firm. The following year, Britannia Biscuit

Company was re-christened Britannia Industries Limited (BIL). Four years later in

1983, it crossed the Rs. 100 crores revenue mark.

On the operations front, the company was making equally dynamic strides. In

1992, it celebrated its Platinum Jubilee. In 1997, the company unveiled its new

corporate identity - "Eat Healthy, Think Better" - and made its first foray into the

dairy products market. In 1999, the "Britannia Khao, World Cup Jao" promotion

further fortified the affinity consumers had with 'Brand Britannia'.

Britannia strode into the 21st Century as one of India's biggest brands and the

preeminent food brand of the country. It was equally recognized for its innovative

approach to products and marketing: the Lagaan Match was voted India's most

successful promotional activity of the year 2001 while the delicious Britannia 50-50

Maska-Chaska became India's most successful product launch. In 2002,

Britannia's New Business Division formed a joint venture with Fonterra, the world's

second largest Dairy Company, and Britannia New Zealand Foods Pvt. Ltd. was

born. In recognition of its vision and accelerating graph, Forbes Global rated

Britannia 'One amongst the Top 200 Small Companies of the World', and The

Economic Times pegged Britannia India's 2nd Most Trusted Brand.

Today, more than a century after those tentative first steps, Britannia's fairy tale is

not only going strong but blazing new standards, and that miniscule initial

investment has grown by leaps and bounds to crores of rupees in wealth for

Britannia's shareholders. The company's offerings are spread across the spectrum

with products ranging from the healthy and economical Tiger biscuits to the more

lifestyle-oriented Milkman Cheese. Having succeeded in garnering the trust of

almost one-third of India's one billion population and a strong management at the

helm means Britannia will continue to dream big on its path of innovation and

quality.

PRODUCTS

Tiger Banana

Britannia is committed to help secure every child's right

to Growth & Development through good food everyday.

Purposefully taking forward the credo of 'Eat Healthy,

Think Better ', we have launched a new variant under

our power brand TIGER - TIGER BANANA - power

packed with IRON ZOR & and with the delightful taste of

banana.

IRON ZOR helps make mind sharper and body stronger. A Rs.4 pack has as

much IRON ZOR as that in 1 kg of Banana.

R&D in Britannia has spent considerable time to develop this nutritious and

delightful snack for children.

Britannia Tiger Banana packed with IRON ZOR and goodness of Banana is

accessible to all, being available in convenient packs priced at Rs.2, Rs.4 and

Rs.10.

NutriChoice SugarOut

Sounds like yesterday when people commented that healthy foods meant

"compromising on the taste." NutriChoice SugarOut is the most novel product

range to have been introduced in the market. The product is not just sweet but

tastes great, and yet contains no added sugar.

This is because NutriChoice SugarOut is sweetened with "Sucralose," derived

from sugar, which provides the same sweetness as any other biscuit, without the

added calories of sugar.

This range is available in 3 delicious variants namely

Litetime, Chocolate cream, and Orange cream,

targeted towards all health sensitive people. It is also

relevant for consumers with sugar related ailments.

We are sure that you will be pleasantly delighted with its

great taste and equally surprised to know that it has no

added sugar.

Don't be taken for a ride when you read "Sugar Free" label on many biscuit

packs marketed in India or abroad. Even with 100% no-added sugar, wheatcereals

in biscuits have their own natural sugar content. Britannia has chosen to

represent these biscuits with "No Added Sugar" claim, as there is no added

sugar in the processing of NutriChoice SugarOut.

Britannia 50-50 Pepper Chakkar

The launch of the latest 50-50 variant left everybody guessing "What it eez?"

From TV ads, radio, outdoor and in-store display materials to events, a website

and SMS and email blasts, traditional and new media were blended

synergistically to create excitement and curiosity about the unique taste of the

biscuit. The tangy and distinctive pepper flavoured biscuit, that's thin and crispy

and more like a snack, caught the imagination of a younger audience craving

something to nibble on. The 50-50 Pepper Chakkar launch is truly a case of

leveraging the marketing mix to best advantage.

NutriChoice Digestive Biscuit

Nothing can be more difficult than making small efforts in our daily life towards

healthy and active living. 24/7 we are engrossed in our busy schedules; skipping

meals, missing walks, along with inadequate sleep and frequently eating-out, all

take a heavy toll on our health.

At least with the new and improved NutriChoice Digestive Biscuit, we have one less

thing to worry about. Made with 50% whole-wheat

and packed with added fibre (10% of our daily dietary

needs), these delightfully tasty biscuits are amongst

your healthiest bites of the day.

In your next visit to a shop just look out for its Goldengreen

international carton pack.

Try one and you'll know that you've made one smart

choice - NutriChoice.

Treat Fruit Rollz

All kids who have relished the yummy creamy treasures of Britannia Treat in

exciting flavors, have yet another reason to celebrate! Britannia Treat launches

the amazingly yummy Treat Fruit Rollz!! These tasty soft rolls are filled with real

fruits and provide a healthy yet mouth-watering treat to the kids. Fruit Rollz

comes in four masti fruit flavours - Juicy Apple, Strawberry Surprise, Tangy

Orange and Delicious Dates!

Want to know a little secret? They make the best tiffin treats! So during snack

time what better than to munch on the delicious and healthy Fruit Rollz and

discover the yummy fruit flavor from within the shells. Keeping up with Britannia's

platform of 'taste bhi, health bhi', Fruit Rollz is indeed a yummy snacking option

for kids, while keeping the Moms assured about the goodness provided by the

fruit filling.

So go on and treat yourself to the lip-smacking snack!

New Britannia Milk Bikis

Milk Bikis, the favourite growth partner of Kids, now brings greater value and

delight to all with its new product and pack design. Recently re-launched in its

existing Southern & Eastern markets, and extended across India, the new Milk

Bikis is all set to add excitement and appeal to ‘nutritious’ food. Whoever said

that ‘good food’ needs to look ‘dull and boring’, will just have to take a look at Milk

Bikis.

With a unique and attractive honeycomb design and an enhanced product experience,

the new biscuit prompts the ‘Kid’s will love it’ reaction amongst mothers. The milk

goodness in the recipe is now enhanced with SMART NUTRIENTS – 4 vital vitamins,

iron and iodine, proven to aid mental and physical development in growing kids.

The premium packaging, besides appealing to kids, also ensures that the biscuits

remain fresh and crisp.

So, whether its breakfast time or snack time at school, rest assured that kids will

look forward to munching these crunchy, milky biscuits which even helps in their

development. And yes, adults won’t be far behind in reaching out for a pack

Financial Analysis

Britannia's gross sales turnover increased to Rs 18,179 mn in 2005-06 from Rs

16,154 mn in the previous year, registering a growth of 13%. Operating profit at

Rs 1,763 mn increased by 7%, profit before tax and exceptional items at Rs.

1,958 mn declined by 19% against 2004-05 , impacted by the profit on sale of

long term investments that accrued to 'other income' last year.

The Company achieved these results despite significant increases in input cost,

particularly sugar, fuel and oils, coupled with aggressive pricing in the industry.

Your Company's focused initiatives on commercialising market place

opportunities, supply chain efficiencies and overall cost management resulted in

its top line growth and profitability. Operating margin at 10.3% in 2005-06

compared with 10.9% in the previous year was impacted by the inflation in input

costs. Despite stiff competition, your Company stabilised and held its overall market

share at 31.7% in volume and 38.8% in value for the last year.

Exports turnover during the year was Rs 111.71 mn against Rs 71.65 mn in

2004-05, a growth of 56%

THE INDUSTRY

Biscuits derive its name from a French word meaning twice backed bread;

Biscuits in general have a good shelf life, which is higher than all other snack

items available in the market.

India is the second largest producer of biscuits in the world after the U.S.A. but

still the per capita consumption is only 2.3 kg/year of developed countries. As per

the latest survey done by N.C.A.E.R., 49 biscuits are consumed in rural areas.

The penetration of biscuits into households stands at an average of 83.2% with

the rural penetration at 77% and urban penetration at 88%. Biscuits are reserved

for the small scale sector but there are strong possibilities of the industry being

deserved in line with the government policy of liberalization. The net effect thus

would be greater choice for the consumer as well as a check on the costs.

The country production of the biscuits during 2004-05 was 18.6 Lac tons of which

1/2 were manufactured by the organized sector. The industry turn over was

5322.7 Crores of which organized sector contributed 2519.3 crores.

Britannia, makers of Britannia biscuits, doubled capacity from 25 tonnes a day to

50 tonnes and plans to be a national brand soon. In an aggressive mode, the

North dominated biscuit player has increased its ad budget to Rs. 5 crore this

year from Rs. 3 crore last year. Britannia has also recently invested about Rs. 5

crore in the modernization and expansion of its production and packing its

production capacity of 40 tonnes per day to 100 tonnes per day by next year. The

aim: to take the current turnover of Rs. 50 crore to Rs. 100 crore by the year.

The low priced brand claims to have a 15 per cent market share in the North and

is aggressively eyeing a bigger bite of the Rs. 2,500 crore biscuit industry. The

brand plans to gain a 40 per cent market share in the North by the year of.

The company's strategy has been to attract new consumer segments and widen

its consumer base with its well packaged low priced offerings. Britannia's

success has also come from its formidable.

It gives me great pleasure to introduce the Summer Training Report. It is based

on the survey conducted in East Delhi region on Biscuit industry. The applicability

of various branding strategies play crucial role in marketing in product. the

applicability has grown due to the liberalization, competition and technological

changes taking place in corporate world.

In this project the various branding strategies adopted by the company has been

studied and compared on the basis of current market scenario. It gives the idea

about the market share enjoyed by the different companies in the Biscuit

Industry. It provides the adequate coverage of many issues related to biscuit

industry. The objective of this report is to give the market share of Britannia

biscuits in the Indian capital (New Delhi). It has been made possible by knowing

the consumer's behaviour and by studying the patterns adopted by the retailers.

It gives us very precise view about the existing demand of Britannia biscuits and

demand of their products as compared to other competitors. It also highlights the

changing market trends and consumer preferences, why they have shifted from

finally pack to pouch pack. The annual growth rate of the industry is about

12.5%. However, the growth of cream biscuits, assorted or special variety is the

range of 30-40%.

The organized sector consists of large, medium and small scale biscuit

manufacturers who produce packed biscuits. The major players in this sector are

Britannia, Bakeman’s, and Parle, etc. the unorganized sector comprises of small

bakery units, cottage and household type manufacturing plants. These units

distribute their biscuits in the surrounding vicinity of their manufacturing locations

of say 20-50 kms. The country production of biscuits during 2005-06 is estimated

to be about 19.5 lack tons. Out of which 1/2 again is expected from unorganized

sector.

METHODOLOGY

Tools used

To accomplish the test of our problem of' Job Satisfaction' A study of several job related

and their effects among the employees was done on hundred employees at each level

in the organization.

No. of employees in Britainia : 170

Managerial 'staff : 18

Administrative : 08

Workers : 144

Research Metrology (Dimensions of the Research)

Job Satisfactions research was divided as follows:

Objectives

Sources of Data

Questionnaire

Tools of Data Analysis

TOOLS & TECHNIQUES

Sources of Data

Questionnaire were prepared for the study conducted to analyze/.e factors affecting the

level of job satisfaction with in the organisation. These questionnaires are the main

sources of data. Various information was also collected from secondary data, like

general magazine, previous reports and other printed materials. The primary data was

collected from the sample size of 120 employees of managerial level through a

structured close end questionnaire.

Sampling:

The technique of sampling used to conduct the study on job satisfactions was

convenience sampling. It was used to select the total of 30 respondents from a total. of

120 managerial staff. They were classified by dividing them in to live areas, each

Consisting of 6 respondents; the areas for respondents are as follows Personnel

Department Purchase Department Production Department Maintenance Department

Marketing Department

Questionnaire

These questionnaire, were prepared by taking in to consideration (he major areas in

determining or employee. Questionnaire used were structured and well - defined.

Smith keiulnll and hulling sealed job description Index (JD1) was used while preparing

the questionnaire.

Tools used (Satisfactions)

Ranking Method

A. Ranking Method:

The attributes are ranked on a four-point scale ranging from unsatisfactory to very good.

The save of attributes are taken and then ranked in descending order

DATA COLLECTION METHOD

Since the training projects was internal and company related in nature my whole of

sources of data collection revolved around primary sources of data but for other part of

projects I had to consult secondary sources from time to time.

COLLECTION OF SECONDARY DATA:

The very fast part of the topic comprising issues like company profile, product profile

etc. was completed with the help of secondary sources of data. Under this I collected

refinery annual reports, information brochure, bulletins and various kinds of periodicals

and magazines.

COLLECTION OF PRIMARY DATA:

The crux of the topic was collecting information from the employees both executives

and non–executives regarding the attitude of employees about the training programs

already running and identify the training needed area. For this a detailed undisguised

structure questionnaire was framed out having both open and close-ended question,

which helped me in gathering right and to the fact information.

GEOGRAPHICAL AREA COVERED

The survey of this project which title is ‘Job –satisfaction’ is conducted in the

company office of BRITAINIA LTD.

DATA ANALYSIS

Timing of Work

Table No.1

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage 7% 29% 34% 30%

FIG -1

7%29%

34%

30%

DATA ANALYSIS

Unsatisfactory

Satisfactory

Good

Very Good

WORKING CONDITIONS

Table No.2

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage 5% 33% 32% 30%

FIG -2

5%33%

32%

30%

WORKING CONDITIONS

Unsatisfactory

Satisfactory

Good

Very Good

WELFARE FACILITIES

Table No.3

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage 15% 30% 35% 20%

FIG - 3

15%

30%35%

20%

WELFARE FACILITIES

Unsatisfactory

Satisfactory

Good

Very Good

SUPERVISION

Table No.4

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage

24% 21% 27% 28%

24%

21%27%

28%

SUPERVISION

Unsatisfactory

Satisfactory

Good

Very Good

FIG – 4

REMUNERATION

Table No.5

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage

14% 33% 230% 23%

14%

33%30%

23%

REMUNERATION

Unsatisfactory

Satisfactory

Good

Very Good

FIG - 5

GRIEVANCE HANDLING

Table No.6

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage

10% 24% 320% 34%

10%24%

32%

34%

GRIEVANCE HANDLING

Unsatisfactory

Satisfactory

Good

Very Good

FIG – 6

MOTIVATIONAL TECHNIQUE

Table No.7

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage

15% 35% 27% 23%

FIG - 7

15%

35%27%

23%

MOTIVATIONAL TECHNIQUE

Unsatisfactory

Satisfactory

Good

Very Good

INTER PERSONNEL RELATION

Table No.8

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage

9% 32% 33% 26%

FIG - 8

9%

32%

33%

26%

INTER PERSONNEL RELATION

Unsatisfactory

Satisfactory

Good

Very Good

MEDICAL ATTENTION

Table No.9

Unsatisfactory Satisfactory Good Very Good

Respondent

Percentage

9% 38% 34% 19%

9%

38%34%

19%

MEDICAL ATTENTION

Unsatisfactory

Satisfactory

Good

Very Good

FIG - 9

CURRENT JOB SATISFACTION LEVEL

Table No.10

Can be Increased Can not be Increased

Respondent

Percentage

80% 20%

80%

20%

CURRENT JOB SATISFACTION LEVEL

Can be Increased

Can not be Increased

FIG - 10

MANAGEMENT STEPS TO EVALUATE JOB SATISFACTION LEVEL

Table NO. 11

Yes No Unknown

Respondent

Percentage 14% 18% 68%

FIG -11

14%

18%

68%

MANAGEMENT STEPS TO EVALUATE JOB SATISFACTION LEVEL

Yes

No

Unknown

CORRECTIVE MEASURES OF MANAGEMENT

Table NO. 12

Yes No Unknown

Respondent

Percentage

6% 30% 64%

A self- explanatory bar diagram represents the corrective measures of

Management.

OPINION

6%30%

64%

CORRECTIVE MEASURES OF MANAGEMENT

Yes

No

Unknown

FIG –12

FINDINGS

RESULT;

1) As described before company is very much concerned and rightly managing

personnel and human resource aspect by applying modern personnel

techniques. This approach is the need of the hour. That is why inter-personnel

relationship is on first place with 2.82. Inter-personnel relations along with a

smart and solid combination which is going to take organisation is new

dimensions of progress and prosperity.

2) Grievance handling along with above two added more fruit fill results for the

organization. It is at second place with 2.81. It is obvious that if grievances are

handled by any organization, job satisfaction level improve handsomely.

3) Timing of work is somewhere near the middle of the table with 2.71, which

clearly, is contributing its part to organizational growth.

4) Medical attention and welfare facilities are also personnel facilities getting good

response in favour of organization at the 5th and 6th place.

5) Supervision and effect of promotion are alarming attributes, talking last two

places in the table. The company should look into these two aspects in order to

achiever considerate increase in then level. Certain changes in the attitude and

policy may be the right approach towards good results.

Importance of Study

As it is mentioned above that the topic of this project report is evergreen therefore this

study is important & useful for the company as well as the employees of the company

also. It is also good for the employees. It increases the productivity & decreases the

staff turnover. Employee satisfaction is also correlated with patient satisfaction and by

this study we can know what are the reasons for the dissatisfaction level of the

employees about their job.

It is also very important for company:

To know the satisfaction level with respect to supervision.

To know the satisfaction level with respect to working condition.

To know the effect of promotion on job satisfaction.

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

CONCLUSION

In the context of BRITAINIA Company, job Satisfaction is observed by me and two

working tools in previous section were used to tabulate certain results. These results

are tried in the form of certain observations, which are as follows:

The first tool used is one Sample Test, which I conducted upon inter-personnel

relational and timings of work. Ranking tool shall highlight some of the present and

future conclusions and suggestions.

In the present industrial scenario, human relations and working conditions are the

strongest aspects for the future growth of the organization. There is no doubt that this

goal can be achieved through proper handling of grievances among employees by the

organization. We are happy to say that organization is smartly performing this task.

Productivity and quality are also very much influenced by these personnel attributes like

inter – personnel relation, grievance handling and working condition.

RECOMMENDATION

By studying, we find that the company should pay attention to the following things for

employee’s better job satisfaction.

Timings of work,

medical attention,

welfare facilities also got good places in the ranking table with a little difference of .03

to .08. This Clearly indicates that these factors are supporting upper three factors, so I

name them as bitterly placed supportive attributes. One should keep in mind that the

absence of any of the three might lead to a serious consequence affecting the future

progress, quality, productivity and the market value of the organization.

Whenever in-house job satisfaction is provided trainer should given sufficient

time for preparing himself according to subject so that he can impart effective job

satisfaction program.

Training should be related job related, that could help the employees in

performing their jobs in a better way resulting in personal development.

QUESTIONNAIRE

1. PERSONAL PROFILE:

NAME :

AGE :

QUALIFICATION :

DESIGNATION :

DEPARTMENT :

2. JOB PROFILE:

Please list three key tasks performed by you in the current job:

a.

b.

c.

1. Are you having job satisfaction?

a) Yes b) No

2. If yes, does it specify your major tasks?

a) Yes b) No c) Not Sure

3. If no, would you like to have a job satisfaction program?

a) Yes b) No c) Not Sure

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

a) Yes b) No

5. For how many days are you provided job satisfaction in a year?

a) 1 b) 2 – 4 c) 5 d) More than 6

6. Are you satisfied with the time duration of job satisfaction provided to you?

a) Yes

b) If no, please specify the time duration

7. How many job satisfaction program do you receive during one year?

a) 1 – 2 b) 3 – 5 c) More than 5

8. Are you satisfied with the number of job satisfaction program provided to you?

a) Yes b) No

9. If no, please tick the most appropriate option – job satisfaction program should

a) Increase b) Decrease

10.What do you think about the content of job satisfaction program provided to you?

a) Satisfactory b) Unsatisfactory

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

12.Do you think person providing various job satisfaction program to you is set up to

the mark?

a) Yes b) No

13. If no, what do you want with regard to skill and aptitude of the people providing

job satisfaction program please specify.

14.Please specify three areas in which you think Job satisfaction program is very

important.

a)

b)

c)

15. Do you think you are being provided satisfactory job satisfaction program in

your most required area?

a) Yes b) No

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

a) Outstanding

b) Very Good

c) Good

d) Average

e) Poor

17.Do you have any co-relation with job satisfaction need?

a) Yes b) No

18.What is the percentage of co-relation?

a) 25% b) 50%

c) 75% d) 100%

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

SIGNATURE DATE

BIBLIOGRAPHY

1. www.google.co.in

2. www.bitiania.co.in