Job Satisfaction

INTRODUCTION

Human resources are one of the most important assets of the organization &

assessing it current value is both important and difficult, but it must be done if this

resources utility is to be optimized, the performance of their resource will determine

the overall effectiveness of the organization. On method of evaluating their value is

through the assessment of the climate of the organization. They are working in the

research data shows that the job satisfaction does have an equates on the overall

organization effectiveness.

Organization is made up of people there for if people do not change then the

organization can not change for obtaining the full co-operation & enthusiastic support

of the members in achieving the organizational objectives, the organization must

satisfy their needs and insurer their feelings.

Every organization is different and less a unique feelings and character beyond

its structures characters these each org, deals with its members in a distinct way

through its policies on allocation of resources, commune action pattern reward and

penalty leader ship and decision making style etc. the org policy and connection with

regard to all these and a cluster of other related activities influence the feelings

attitudes and behavior of its members and results in the creation of a unique

organizational climate.

HOPPOCK describes job satisfaction as "physiological and environmental

circumstances that cause a person fruitfully to say I am satisfied with my job". Thus

job satisfaction tends to be a dependent variable. These variables may be in the form

of favorableness with which employee view their work, various attitudes the person

holds towards his job, towards factors and towards his life.

In the words of E.A.LOKE job dissatisfaction can also be defined as a "the

unappeasable emotion state resulting from the appraisal of one's job as frustrating

unblocking the attachment of one's job valves or as entitling disvalues''.

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INDUSTRY PROFILE

Introduction to chocolate or confectionery

Candy bars, Milk shakes, cookies flavored coffee, even cereal and Medicine

chocolate is a key ingredient in many foods infact it ranks as the favorite flavor of

Most Americans and yet few of as know the unique origins of this popular treat.

The story of chocolate spans more than 2000 years and now circles the globe.

The tale began in the tropical rain forest of central and South America where cacao

(kah kow) first grew. Chocolate is made from the seeds of the cacao tree.

Chocolate History

The tasty secret of the cacao (kah khow) tree was discovered 2000 years ago in

the tropical rain forests of the Americans. The pods of this tree contain seeds that can

be processed into chocolate. The story of how chocolate grew from a local

Mesoamerican beverage into a global sweet encompasses Many cultures and

continents.

The first people known to have made chocolates were the ancient cultures of

Mexico and Central America. These people including the Maya and Aztecs Mixed

ground cacao seeds with various seasoning to make a spicy, frothy drink.

Later, the Spanish conquistadors brought the seeds back home to Spain, where

new recipes were created. Eventually, the drinks popularity spread through out

Europe. Since then, new technologies and innovations have charged the texture and

taste of chocolate, but it still remains one of the world’s favorite flavors. Select which

part of chocolate’s long history you’d like to explore first.

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INTODUCTION: Chocolate’s History at a glance.

Chocolate’s roots in Ancient Mesoamerica

We tend to think of chocolate as a sweet candy created during modern times.

But actually, Chocolate dates back to the ancient peoples of Mesoamerica who drink

chocolates as a better beverage.

For these people, chocolate wasn’t just a favorite food – it also played an

important role in their religious and social lives.

The ancient Maya grew cacao and made it into a beverage

The first people clearly known to have discovered the secret of cacao were the

classic period Maya (250 – 900 C.E[A.D]). The Maya and their ancestors in

Mesoamerica took the tree from the rain forest and grew it in their own back up roll,

where they harvested, fermented, roasted and ground the seeds into a paste.

When Mixed with water, Chile peppers, corneal, and other ingredients, this

paste made a frothy, spicy chocolate drink.

The Aztecs adopted cacao

By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica.

The Aztecs traded with Maya & other peoples for cacao & often required that citizens

and conquered peoples pay their tribute on cacao seeds a form of Aztec Money.

Like the earlier Maya, the Aztecs also consumed their bitter chocolate drink

seasoned with spices – sugar was an agricultural product unavailable to the ancient

Mesoamericans.

Drinking chocolate was on important part of Maya and Aztec life

Many people on classic period Maya society could drink chocolate at least on

occasion although it was a particularly favored beverage for loayality. But in Aztec

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society, primarily rules, priests, decorated soldiers, and honored Merchants could

partake of this sacred brew.

Chocolate also played a special role on both Maya and Aztec royal and

religious events priests represented cacao seeds on offering to the goods and served

chocolate drinks during sacred ceremonies.

Chocolate: A contemporary confection: For hundreds of years, the chocolate

making process remained relatively unaltered. But by the mid 1700’s the blossoming

industrial revolution saw the emergence of innovations that changed the future of

chocolate.

A steady stream of new inventions and advertising helped set stage for solid

chocolate candy to become the globally favored sweet it is today.

Take a more detailed look below at the different ways people obtained, Made

and used cacao in the recent past & present.

The creamy chronicle of chocolate

Did you know that chocolate was first cultivated and consumed by the Mayans

and Aztecs? By the year 1000 AD. The beans were being used as currency. The

Aztecs believed that drinking chocolate, which was the undiluted, on sweetened liquor

from the fermented cacao beans, would bring great wisdom understanding and energy.

Its use was reserved for the rating and priestly classes.

In 1492 Columbus was given some of the cacao beans and took then back to

Spain, but he didn’t know how to process and ferment them. In 1519 Cortez

descended upon the Aztecs were convinced that Quetzalcoatl had returned as

prophesied and they tried to get him to leave by once again playing him with

chocolate.

The 100-years secret

It didn’t work very well, as Cortez organized the area as a Spanish colony but

it did introduce Cortez to not only the consumption but the processing of chocolates.

They took the beans and the process back to Spain. The Spanish added sugar and

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honey to the bitter liquid and then fell in love with it. As in the Americans, its use was

reserved for member of the court. Chocolate was kept a secret by the Spanish court

for almost a hundred years.

Baker’s chocolate

In 1755 the processing of chocolate Moved back to the new world when john

Hanau and James baker opened a processing house in Massachusetts which was

beginning of the company now known as baker’s chocolate.

Now for the science staff

Cocoa batter as a trigly cevide which begins to soften at 75 f., and Melts at 97

f. It is a highly saturated fat which consists principally of the fatty acid stearic acid,

which is found in higher concentration in chocolate that in any other food. Stearic

acid is rapidly converted by the liver into oleic acid , a mono unsaturated that neither

raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils.

Chocolate does contain caffeine, but not much one ounce of milk chocolate

usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a

six-ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee

contains 100-150 Mg. Chocolate does not cause acne. It does obtain a protein that in

habits bacterial growth on teeth and since it meets at body temperature and melts off

one’s teeth, the sugar in chocolate does not cling to one’s teeth.

Why we love Chocolate

The loveliest thing about chocolate, the thing that makes us all so happy when

we eat it is that it contains the highest concentration in any food of phenyl ethylamine,

which is the chemical produced in the brain when a person is in love. Watch this

space for more information about chocolate from peter book chocolatier, where we fall

in love with chocolate a new every day.

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How Phyllis invented chocolate covered popcorn

Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the

company is chocolate covered popcorn which she calls a “pare gift from God was

created by accident”. It was back in 1984 when I had my first little.

Chocolate shop on San macro square, that I inadvertently invented it. “She

said: All the San macro merchants were giving away from samples at the annual

holiday magic celebration, and I had a shop fall of very expensive hand made items

that I couldn’t afford to give away. I ran down to the theater, got some fresh popcorn

and sprinkled chocolate on it so we have something to give too. This past holiday

seasons peter Brooke sold more than 5tons of chocolate covered popcorn”. It’s turned

into our most popular item,” laughs Geiger. “A true holiday blessing!”.

Introduction to confectionery

In India confectionery industry is one among the earliest establishment

industries. It has a large market and potential to grow so many folds.

At the national companies that are in market are Nutrine. Parry’s, ravalgon,

parley, perfetty, van Elle, Cadbury’s, National products etc.

Confectionery consumption is primarily confined to children. The competition

resulting in plenty of varieties. The consumer can choose whatever he wants from the

market.

Confectionery as a product is in early growth stage. But the demand has been

observed to be increasing gradually over a long period of time.

The word “confectionery” was derived from the Latin word “confection”

which means “Preparation”. In other words “A place where the sweets are made” is

called “confectionery”. It consists of both chocolates and biscuits.

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Confectionery is of two types:-

Sugar Confectionery.

Flavors confectionery.

Sugar Confectionery

Sugar confectionery means sweets in which sugar is the main ingredient either

they consists of sugar in very fine crystal from dispersed in sugar maintained in a

solution of careful blend of different types as sugar i.e. boiled sweets, toffees or

caramels, fate, milk, nuts are employed to obtain a variety of flavors and textures.

Before the 9th century sweets candies were the monopoly of apothecaries who made

them to hide the taste of their drugs.

Flavors Confectionery

Flavors confectionery consists of parties and fancy cakes having flavours as

their basis sweetens and mixed with variety dairy products such as butter and eggs.

COCOA AND CHOUDATE

Chocolate was derived from “cocoa” been see of tree “Theo bream Cocoa”

originally wild in central America and is not cultivated in the tropical bet coca powder

contains cocoa butter added to compensate for increased bulk due to inclusion of

sugars.

Eating Chocolate can be derived into two types

Molded confectionary

Covertures

Confectionery covertures for converting fruits, nut biscuits, preserves and other

centers need high proportion of better than chocolate for molding into block. The

manufactures of sugar coated nuts etc., known as DRAGEES is said to have been

introduced by ROMAN, JULIUS, DRAGATUS, and BONSONS were first made in

the 13th century. Pastries in the 15th century and fondants in the 17th. The great present

day volume of manufactures is due to introduction of automatic and semi automatic

machines about the middle of the century.

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Confectionery industry of India

In literal sense confectionery means hard boiled sweets. If it is a cold

profession family confectioneries were there from 18th century India. Thus industry

can be classified into two sectors they are:

Organized sector

Un Organized Sector

Organized sector

Major confectioneries in the organized sector are as follows:-

Nutrine

Parry’s

Parle

Ravalgon

Cadbury

Nestle

Ninkeys

Orton

Gypteen

Hicksets

There are six firms producing in organized sector

They are

1. Nutrine confectionery co. LTD

2. Parry’s confectionery co. LTD

3. Cadbury’s confectionery co. LTD

4. Parle Confectionery co.LTD

5. Ravalgon Confectionery co. LTD

6. Nestle Confectionery co. LTD

Each company is having specialization in their respective field.

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Unorganized sector

It consists of small scale units of confectionery whose scale of operations is

limited to their local areas they are firms producing in organized sector. They are:-

Nutrine

Parry’s

Parle

Ravalgon

Cadbury

Nestle

Each company is having specialization in their respective fields

Nutrine also contributes to the Agro Industry as follows:-

1. Nutrine is the largest industrial consumes f India liquid glucose in the country.

2. Nutrine is one of the largest industrial consumers of crystallize sugar in the

country.

3. Nutrine is one of the largest consumers of flavours in the country.

4. Nutrine consumes substantial quantities of soya Powder for protein

environment in confectionery.

5. Nutrine has also developed a unique bio catalyst process for production of

liquid glucose.

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COMPANY PROFILE

Introduction

Nutrine confectionery company limited (NCCL) is the flags ship company of

nutrine group spanning diverse products and services like confectionery, fruit bars,

chewing gum, granite marketing and surface transport. The NCCL is the

manufacturing and Marketing of confectionery products since 1952. Market research

and product quality and range have been the key factors of success.

Establishment

NCCL was established in 1952 by late B.V. Reddy a graduate from national

University, Adyar, (Madras). The chanedor of this university then was Sri.

Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing unit

to produce different type of candies. After the demise of Sri. B. V. Reddy, his son Sri

V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of the

industry Sri. V. Dwarakanath Reddy gains in valuable insight into the confectionery

manufacturing and Marketing. He is a visionary bound by an obsessive commitment

to quality and uncompromising faith in business ethics.

The management of the Nutrine group & currently headed by Sri. V.

Dwarakanath Reddy nephew Sri. V. Vikram Reddy, Managing director, has been

given valuable guidance to the functional management. Crucial functional area are

being efficiently monitoring by directors Sri. V. Madhusudhan Reddy and Sri. V.

Dinesh Reddy.

Company Status : India’s highest selling sweets. The leader in the

confectionery industry in India as well as an

organized sector. Its holds 35% market share in

India.

Nutrine of the Business : Sugar Boiled Confectionery.

Year of Establishment : The NCCL was established on February 1953 by

Late Sri. B. Venkatarama Reddy, a graduate

form national University, Adyar.10

No. of workers : Around 482 workers on all over factory.

Annual Sales turnover : 225.3 Crores 2009 – 2010

Company Capital : 30 Crores in 2003.

Principal Export market : NCCL, Exports confectionery products to

Various international markets via., Australia, Middle

East Europe, south Africa and New Zealand. Every

effort is being made to establish Nutrine household

name as international player in order to establish the

brand strength in many international markets.

Manufactures Products : More than 70 varieties of candies, toffees,

Fruit bars and lozenges.

Production setup : NCCL produces its confectionery with a main

Factory at Chittoor

Production setup : 100 tonnes per day (rated capacity)

No. of workers : Sr. Clerks - 2

Jr. Clerks - 1

Grade I - 5

Grade II - 22

Grade III - 349

Grade IV - 104

Driver - 1

Total - 484

Number of staff : Mangers - 13

Officer - 58

Trainers - 7

Total - 78

Total number of employees working is - 562

Contractors : 42

No. of verities in PDN : 25

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Mahalacto

Eclairs

Cookies

Assay

Deuble hit

Carmella

Company share : 30% - 50%

Nutrine Confectionery Company began as an idea around 1950 and became a

reality in 1953. Well – meaning friends as also skeptics told him he had no chance

against the old brand name that had been for decade’s synonyms for confectionary in

India.

But, B.V. Reddy merely said, “They must be room for one better brand in this

vast country”.

Quality

Quality that was the key.

Never compromise

Profits will come in good time.

Put yours money into quality.

Maintain it at all cost

That was what B.V. Reddy thought us.

He would fight for his rights that were a matter of principles.

He would never knowingly trespass on another’s rights that too was a matter

of principle.

He left us in 1964. but the tradition has not left us it never will.

Location Factors

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Nutrine Confectionery limited is situated in the border town of Chittoor on the

national Highway–4 in AP. The company is established in an area when the basis raw

materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies

in an advantageous, horticultural belt where tropical fruits like mango, banana and

papaya are grown in abundance. Nutrine produce its confectionery with a main factory

at various centers.

Diversification

Since 1985 Nutrine has diversified into other food products like chewing gums,

instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp,

processed fruits .Nutrine has a wide range of more than 72 varieties of candies, toffees,

lozenges etc. Being the leader in the industry for more than a decade.

Nutrine has always endeavored to satisfy the customers changing wants and

desires with its special emphasis on quality range and cost effectiveness.

Research and Development

Nutrine is the only company in India producing dehydrated fruit bars, using an

innovative technology. Nutrine has a well equipped research laboratory. Where

continuous product testing and product development is organized nutrine produces its

confectionery with a main factory at Chittoor and with packing arrangements at

various centers nutrine enjoy a high market share of 34% in confectionary in the

organized sector in china.

Exports

Nutrine exports confectionery gums and fruit bar’s to Canada, Djibouti,

Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi

Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some

products to Dubai, New Zealand and Africa. It is concentrating mainly on the domestic

market.

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Company Growth & Performance

For a small scale unit, which manufactures only candies in the early 60’s

Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core,

multi production and has been the single largest manufacturing company of

confectionery and toffees in India since 1982.

The production strength and the quality assurance given to the market the

company is due to the biz acumen of the bound members particularly chairman Sri. V.

Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of

sophisticated machinery imported form many equipped R&D laboratory where

continuous research and development and production of dimensions to biz philosophy

by the nutrine corporate.

Manpower

Today Nutrine has more than 560 employee including worker on employment

rolls. Nutrine CCL has build in a reputation of excellent employee relationship

continuously reinforced by generous benefits offered which includes free uniform,

Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea

dresses intuits eve of the festival to the family school uniform, fees and stationery.

Current operations and future outlook

NCCL exports confectionery products to international market Via., Australia,

Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has

international Marketing plans to reach the further markets.

Nutrine is actively planning to diversify into processed food processing units.

with superior technology for maintaining high quality standard and hygiene factors at

every stage of procurements, preservation, processing, canning and packaging. The

new plant which would go into commercial production in April 2002 planned and

commissioned on HACCP & ISO standards.

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Corporate Image

Nutrine have built up an evitable corporate image among most consumers by

effective advertising strategy and promotional input while investing in brand

promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its

brand strategy in India.

IT Strategy

Nutrine is seriously perusing integrated IT strategy for Phased automation of

all its business processes while strategically evolving SCM<CRM<ECOM.

Technologies.

Board of Directors

Mr. A.B.Godrej - Chairman

Mr. Vivk Mathur - Managing Director

Mr. S.Gunasekaran - EVP-pso

Mr.B.Gia Suddin - Unit Head

Mr.G.S.Srinivas - Manager HR

Employee Relationship

Nutrine Confectionery Company limited has built up a reputation of excellent

relationship reinforced by generous benefits to the employees free clothing on the eve

of festivals. There is only one recognized workers union out of two registered unions

and the industrial relations are maintained peacefully.

Trade unions

The following are the trade unions commonly formed in NCCL.

TNTUC

INTUC

Working conditions

Working conditions in NCCL are very good, the employee have been provided

good ventilation and good atmosphere at work place there are three shifts for

workmen.

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They are

1st shift

2nd shift

3rd shift

General shift

Computerized attendance recording system:-

Attendance recording system is working on computer. The employee will be

given an identify card/punching card at the joining of company. The employee had to

record their attendance by inserting their punch card in the punching machine at their

entering and leaving the company at time office.

The employee should not leave the premises of the company without written

permission.

Leave particulars

Earn leave : As per factory act

Casual leave : 12 days

National and festival holidays : 10 days

Various Departments in the Confectionery

Nutrine Confectionery Company limited has 10 sectors as its various

departments like.

Raw Materials departments

The company has a raw materials department, which takes care or provision of

raw materials required for the manufacture of products and also availability of raw

materials.

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Production Department

In this department the company looks after the production process, which

further divided into three sub departments Viz.,

Confectionery department

Toffee department

Wrapping department

Confectionery department

In this department the company produces more than 45 varieties of hard body

confectioneries.

Toffee Department

In this Zone the company manufactures more than 75 varieties of toffees.

Wrapping Department

This department deals with the packing of the final products. The company

has automated the wrapping section.

Quality controlled Department

This department looks after the quality of the product, which has a well

equipped state of the art R&D laboratory to check the quality of the products.

Workshop

It has its own well-equipped workshop it deals with the machinery. This

department under takes the repairs and snags besides Maintenance.

Finance department

This department looks after all the cost transactions & maintains looks of

accounts from all the department of the company.

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Competitions

In the confectionery field the major competitors of the Nutrine are

Parle

Parry’s

Rovalgon

Cadbury

Nestle

Vanmelle

ITC

Popular & leading brands of Nutrine are

Nutrine Mahalacto

Nutrine cookies

Honey fab

Assay

Chocolate éclairs

NCCL has a well equipped research a development laboratory where

continuous product testing and product development is organized.

During the recently held AD ASIA conference at Jaipur, Nutrine was selected

as the BEST BRAND among fast moving consumer goods industry, become

of its inherent, innovative product development capabilities.

The company has modernized its plant by importing sophisticated card

manufacturing machinery from Robert Bosh of Germany for making hygienic

confectionery. The markets imported are the 5 or 6 markets of its kind in the world

with the use of these markets Nutrine sold to produce good quality confectionery with

exacting standards.

17 with sustained supple from the valued stocked, Nutrine is growing stranger

in the markets & retaining its no 1 position with the facilities available & those to be

decided in the coming years, Nutrine will energy as one of the big food giants in the

country on the next few years.

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The Government of Andhra Pradesh has conferred “Best Management Award”.

On 1st May, 2003 for then out standing performance in maintenance of industrial

relations & labor welfare.

Product Profile

Products of Nutrine Confectionery company limited

Chocolate éclairs

Nutrine Maha lacto

Wild coffee

Amras

Super star delite

Ginger caps

Chumma – chumma

Dishum

Naturo fruit bar

Top cream assortments

Twin treat assortments

Espresso toffee

Nutrine royal (pista, badam, kajur, kesar)

Caramella (mango, coconut, chaco, kesar)

Nutrine gold

Nutrine white éclairs

Soft heart

Pineapple toffee

Orange candy

Lacto bon bon

Fruit mix candy

Sunshine fruit

Assorted confecionery

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Gulkand

Mango soft center

Pineapple toffee

Clubby

Milky caramel

Assay

Nutrine cookies (coconut, elachi)

Maruel

Sunshine fruit

Nutrine lollipop

Bullest jar

Mixed caraways

Turkey eggs

Coconut punch

The Major brands of Nutrine are

Product Name Product cost

Elachi cookies NCK

Kakanaka Cookies NCKS

Maha Lacto NML

Assay ASA

Nutrine Gold NGL

Lollipop LLP

Dishum DSM

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VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE

Type of confectionery Brand Name:

Kokanaka Cookies

elachi chocolate

chocolate éclairs

Flavor

Coconut

Elachi

Chocolate Centre

Covered with

Geamy caramel

Haud Boiled Mahalacto Nutrine,

Amras Nutrins Gold, Gulkland

coconut crunch

Milk, Butter, Mall Mango,

Vanilla, Rose, Coconut

Toffee Wild keffy,

Assay,

super Assortment,

Dishum ,

Carmella

Coffee

Vanilla

Twin treat top delite cream

coconut pineapple,

Orange grape coconut balck

current mango.

Lollipops Nutrine Lollipops Lollipop

Lozenges Coolers Ginger, Gingermint,

Eucalyptus (OLE)

The company is looking at introducing nut based chocolates, eclairs and

candies with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized sugar

boiled confectionary industry, Rs.1/- currently is the highest price point and less than

10% of its market estimated at Rs.750/- crore, canes from it Nutrine is trying to

increase the revenue share of its Rs.1/- category and 15% from the present 7%.

The company is planning to gradually face out the 25 paisa category which

accounts for around 35% of its product portfolio in the next 2 or 3 years. This category

results in maximum loses for the company as it does not enable it to pass on the excise

duty it increase to the customer.

REVIEW OF LITERATURE21

Job satisfaction may be defined as "reintegration of effect produced by

individual's perception of fulfillment of his needs in relation to his work and the

situations surroundings it". - Sinha.

The father of scientific management, Taylor's approach to job satisfaction was

based on a most pragmatic and essentially pessimistic philosophy that man is

motivated by money alone. That the workers are essentially "stupid and phlegmatic"

and that they would be satisfied with work they get higher economic return from it.

But now as time elapses new dimensions increasing understanding of new variables

and their interplay, the field of job satisfaction has beco0me difficult to comprehend.

What is job satisfaction?

The term job satisfaction was brought to lime light by Hoppock. He observed that job

satisfaction is combination of psychological, psychological and environment circumstances

that cause a person to say," I am satisfied with my job", such a description indicates the

variety of variables that influence the satisfaction of the individual.

Perhaps, one way to define job satisfaction may be to say that it is the end state of

feelings, it emphasizes the fact the feelings is experienced after a task is accomplished (or) an

activity has taken place. The feelings could be positive (or) negative depending upon whether

need is satisfied (or) not and could be a function of efforts of the individual on one hand and

on the other the situational opportunities avail able to him.

Motivation, attitude and job satisfaction:

Motivation implies the willingness to work (or) produce. A person may be

talented and equipped with all kinds of abilities and skills but may have no will to

work. Satisfaction, on the other hand, implies a positive emotional state which may be

totally unrelated to productivity.

Attitudes and pre-disposition that make the individual be having in a

characteristics way across situation. They have pre cursors to behavior and determine

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its intensity and direction. Job satisfaction, on the other hand, is an end-state of

feelings, which may influence subsequent behavior.

Morale and job satisfaction:

Job satisfaction is an important dimension of morale. Morale is a general

attitude of the workers and related to group while job satisfaction individual feelings,

which could be caused by variety of factors including group. This point has been

summarized by sinha. When he suggests that industrial morale is s collective

phenomenon and job satisfaction is a distributive one. In the words job satisfaction

refers to general attitude towards work by an individual workers. On the other hand,

morale is a group goals and confidence in the desirability of these goals.

Measurements of job satisfaction:

One of the useful components of job satisfaction in porter's questionnaire I the

degree of importance attached to the various aspects of job leading to job satisfaction.

Some aspects may be necessary for the successful completion of the job with

having much importance for the person such as tools, interdependence of task, co-

workers, rules and regulations and supervision etc, .on the other hand, there may be

other aspects of the job that may not only lead to successful completion of the job but

also carry some value to the person (Authority, freedom, challenge, participation etc,.).

People may vary on the degree of importance they attach to these aspects of the job.

Job and the importance attached to the various aspects of job contribute extensively in

our understanding of he construct, job satisfaction.

In Indian context one of the first few satisfaction measures developed by

researches is the S-D inventory by pestonjee. It mainly covers four areas and the

representatives items under each one of the area are:

1. Job:

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Nature of works, hours of works, fellow workers, and opportunities on the job for

promotion and advancement, overtime regulation, interests in work, physical environment,

machines and tools etc.

2. Management:

Supervisory treatment, participation rewards and punishment, praise and blame leave

policy favoritism, etc.

3. Social Relation:

Neighbours, Friends and associates, attitudes towards people in community,

participation in social activities, caste, barriers etc.

4. Personnel Adjustment:

Emotionalism, health, home and living condition, finance, relation with family

members etc.

These are including both on the job and off the job factors.

What satisfies Indian Employees?

In his study American employee's hoppock identifies six factors that contributed to

job satisfaction among them.

They may be as:

The way individual reacts to unpleasant situations.

The facility with which he adjusts himself to other persons

His relative status in the social and economic group with which he identifies himself.

The nature of the work in relation to the abilities, interest and preparation of the

workers.

Security

Loyalty

Most Indian studies on job satisfaction, on the other, have concerned themselves with

the specific aspects of the work. These studies on managers/supervisors have sensationally

used on of the following three methodologies of data collection.

24

1. A variety of factors are providing to respondents and they are asked to rank

them in terms of their contributions to their job satisfaction.

2. Using the rank order system, the respondents have been provided the list of six

motivators (achievement, recongnition, responsibility, workitself, advancement,

growth) and ten hygiene factors[ supervisors, company policy and

administration, working condition, interpersonal relationship with superior, peer

and subordinate, status salary job security and factors in personal life.

3. Another set of studies, particularly dealing with managers and supervisors has

used porter's need satisfaction questionnaire. Here the respondents have been

asked to indicate the existing satisfaction to need as well as the ideal

satisfaction that they would like to have.

Managers and supervisors:

The results of a representation sample on the question of what satisfies

sample managers/supervisors, the following conclusion were drawn:

A variety of jobs ranking factors have been identified by managers/supervisors.

Expect for two factors in domestic life and adequate money all of them relate to job

content category. So, it is achievement, responsibility, recognition feeling of worth

(or) relationship with co-workers that seem to satisfy Indian managers/supervisors

most.

Responsibility ranks as the top most factors contributing to the job satisfaction

of managers/supervisors. This is followed by work itself. Surprisingly the next rank is

shared by two context trends of what satisfies Indian managers/supervisors seem to

highlight the motivations (or) context factors as stipulated by Herzberg and others.

Job satisfaction and accidents:

Not very long ago Sigmund Freud made the statement that "accidents just do

not happen", suggesting there by that perhaps chance is not the only thing to which 25

accidents could be attributes. Some years later, the concept of accidents process was

proposed indicating that the accidents behavior is not a random phenomenon but could

be predicted. Some people tend to be more prone to accidents than others. Studies

have shown a variety of variables that seem to explain at least to some extent, the

reasons why accidents take place. These could be reason one's personal life, word

itself and environment in which one is working. According to kirehner accidents are

the means of venting anger and frustration and getting attention.

Research on the relationship between job satisfaction and accidents, generally

shows that the higher satisfaction with the job, the lower is the rate of accidents.

Though it is difficult to explain such relationship. But generally a satisfied employee

would not be careless or negligent and would encounter lesser possibilities of running

into an accidents situation. The more favorable attitude towards job would make him

more positively inclined to his job and there would be a lesser probability of getting to

an unexpected, incorrect or uncontrolled event in which either his action or the

reaction of an object or person may result in personal injury.

Job satisfaction and absenteeism:

In everyday life certain contingencies. Require a little extra effort on the part

of come to work. A minor problem with bicycle, drizzle, a small tiff with spouse and

several such incidents has a tremendous impact on the work attendance. For a

dissatisfied worker these may be major reason for missing the work but for a satisfied

worker these may be major reason missing the work these may be irrelevant. The fact,

however, remains. That the absence from work, irrespective of the process of output.

Most research on absenteeism and job satisfaction show that the higher the rate of

absenteeism, the job satisfaction.

Job satisfaction and adjustment:

If the employee is facing problems in general adjustment, it is likely to affect

his work, life. Although it is difficult to define adjustment most psychologist and

26

organization behaviorists have been able to narrow it down to what they call

neuroticism and anxiety.

Generally deviation from socially expected behavior has come to be identified

as neurotic behavior. Anxiety on the other hand is generally see as a mental state of

vague tear and apprehension, which influence the mode of thinking.

Adjustment problems usually show themselves in the level of job satisfaction.

People with lower level of anxiety and low neuroticism have been found to be more

satisfied with their jobs.

Job satisfaction and unionism:

In the India context where unions are strong persuasive, to think of job

satisfaction without unionism would be very unrealistic. If the organizational climate

personnel policies and practices of management are seen as dissatisfying, most

workers tend to look up at the union official to settle their grievances. Not only this,

the dissatisfaction of the employees with in the work and work environment is often

exploited by union leaders to gain membership and support of the work force. It

suggested that the greater the job satisfaction, the less favorable was the attitude

towards the union.

Job satisfaction and productivity:

It is generally assumed that a satisfied employee will also be a productive

employee. Given the limited opportunities for job openings and large number of

people aspiring for them, to get a job itself may be very satisfying. In order to retain

the job, the employee may be tempted to please the management by producing more.

Hence here may be a positive correlation between job satisfaction and productivity.

Job satisfaction and personal characteristics:

When a person comes to work, I bring with him his total personality, his

attitude, likes and dislikes, his personal characteristics and these, in turn, influence the 27

satisfaction he drives from his work. As work is one of the necessary aspects of the

total life experience of an individual, it become important to examine how his personal

characteristics influence his job. Personal characteristics here refer to such bio-social

variables as age, marital status, education, length of service and income etc.

Age:

The relationship between and Job satisfaction could be complex. Generally one

would expect that as the person would grow older would get greater satisfaction with

his job particularly because of the experience and therefore the case with which he

would be able to perform it.

Marital status:

Generally, one would assume that with increasing responsibility placed on an

individual because of marriage, he would value his job little more than an unmarried

employee.

Education:

From studies it is assumed that, it is reasonable to assume that the educated

would be more frustrated in routine jobs.

Numbers of dependants:

It is found that there is not much relationship between number of dependants

and the job satisfaction.

Income:

The significance of income to the workers today Indian condition, higher

income should lead to higher job satisfaction.

Year of experience:

If one goes by the general understanding, perhaps a person his just starting his

carrier would be more satisfied with it because of initial enthusiasm, which might wear

28

of after a while. However, as soon as he reaches a period close to retirement, his

satisfaction should again increases because of the lack of alternative opportunities

available to him.

Job satisfaction and organization objectives:

A study of the relationship between satisfaction and organization objectives

may throw a variety issues which may help organization to develop organizational

level plans to include greater satisfaction, help the employees to develop an identity

with the organization.

OBJECTIVE OF THE STUDY

Primary objectives

29

To study the overall job satisfaction of supervisors in NUTRINE

Confectionery company limited

Secondary objectives

To measure the level of satisfaction among supervisors in NUTRINE

Confectionery company limited

To measure the relation between human relation and job satisfaction.

To find out most disturbing factors which influence their performance in job.

To give amicable and practical suggestions to improve job satisfaction of

supervisors in NUTRINE Confectionery company limited.

To study the growth opportunity programs and training program in NUTRINE

Confectionery company limited.

NEED FOR THE STUDY

30

HR are one of the most important assets of the organigation and assigning its

value is both important and difficult but it must be done if this resource utility is to be

optimized one method of evaluating these value is through assessment of job

satisfaction and the research shows that the job satisfaction does have an impact on the

over all effectiveness of the organigation job satisfaction refers to general attitude of

the employees towards this job inspite of the fact no study has been able to accurately

measure and the quality of the satisfaction the area of the job satisfaction is still an

interesting and is worth explosing in the field of personnel management.

SCOPE OF THE STUDY

31

To gain practical knowledge of the system & procedure of various departments in

an organigation.

To have an exposure of the was to environment.

To know the structural hierarchy of the organigation.

To collect the information regulation the attitude of employees in the organigation.

LIMITATION OF THE STUDY

32

Employees had fear that the information will be disclosed with top

management.

Time available for the study was less so small sample sized was taken.

It is not possible to collected the information from all the employees in

the organization.

Research was limited to NCC Ltd., Chittoor branch only

RESEARCH METHODOLOGY

DATA SOURCES :

33

Primary Data :

The information collected for the purpose at land. The primary data was

collected from supervisors of Nutrine confectionary Company Limited.

Secondary data :

The information is already present having been collected in the purpose

the secondary data was from journals training manual of nutrine confectionary

company limited and previous record works.

RESEARCH INSTRUMENT :

The research instrument used for the purpose of conduction survey is or

structured questionnaire.

Structural questionnaire :

The questionnaire are standardized in this questionnaire that is the

questions presented in exactly in the same manor to all the respondents.

Type of questions :

Close ended and open ended questions.

Research method :

The research method adopted was survey method.

Type of Survey :

Sample survey was adopted.

Population:

34

Population is complex lot define in terms of constituent parts namely

elements, sampling, sampling units, extents time. The population of study was

finite.

Type of sampling:

Canveniena sampling was adopted.

Sampling unit:

The respondents who are to be surveyed. The sampling unit was

supervisors of nutrine confectionery company ltd.

Sample Size :

A sample size of 70 respondents was taken.

Analytical Tools :

The collected data was analyzed with the help of simple percentages and

pie – diagrams.

DATA ANALYSIS AND INTERPRITATION

35

1. Opinion on Job Environment

Response Respondents % of Respondents

Highly Satisfied 45 30

Satisfied 60 40

Dissatisfied 30 20

Don’t Know 15 10

Chart - 1

Inference:

From the above table, 30% of the employees highly satisfied, 40% of the

employees are satisfied, 20% of the employees are Dissatisfied and other 10% of

employees are Neutral about Job Environment.

2. Opinion about Employee’s Job

36



Satisfied 60 40

Dissatisfied 30 20

Don’t Know 30 20

Chart - 2

Inference:



employees are Neutral about Employee’s Job.

37

3. Opinion about Shift Timings



Satisfied 75 50

Dissatisfied 30 20

Don’t Know 00 00

Chart - 3

Inference:



employees are Neutral about Shift Timings.

38

4. Opinion about Salary Pay-scale



Satisfied 60 40

Dissatisfied 75 50

Don’t Know 00 00

Chart - 4

Inference:



employees are Neutral about Salary Pay-scale.

39

5. Opinion about management Co-ordination



Satisfied 60 40

Dissatisfied 30 20

Don’t Know 30 20

Chart - 5

Inference:



employees are Neutral about management Co-ordination.

40

6. Opinion about Overall Job Security



Satisfied 45 30

Dissatisfied 60 40

Don’t Know 30 20

Chart - 6

Inference:



employees are Neutral about Overall Job Security.

41

7. Opinion about Satisfaction with Superiors



Satisfied 60 40

Dissatisfied 30 20

Don’t Know 15 10

Chart - 7

Inference:



employees are Neutral about Satisfaction with Superiors.

42

8. Opinion about facilities provided by the organization to the Employees



Satisfied 45 30

Dissatisfied 45 30

Don’t Know 30 20

Chart - 8

Inference:



employees are Neutral about facilities provided by the organization to the Employees.

43

9. Opinion about Safety Measures followed by the organization



Satisfied 45 30

Dissatisfied 45 30

Don’t Know 15 10

Chart - 9

Inference:



employees are Neutral about Safety Measures followed by the organization.

44

10. Opinion about Performance appraisal system followed by the

organization



Satisfied 30 20

Dissatisfied 30 20

Don’t Know 60 40

Chart - 10

Inference:



45

employees are Neutral about Performance appraisal system followed by the

organization.

46

11. Opinion about Employees job responsibilities



Satisfied 45 30

Dissatisfied 30 20

Don’t Know 45 30

Chart - 11

Inference:



employees are Neutral about Employees job responsibilities.

47

12. Opinion about Policies followed by the Organization



Satisfied 45 30

Dissatisfied 15 10

Don’t Know 60 40

Chart - 12

Inference:



employees are Neutral about Policies followed by the Organization.

48

13. Opinion about the T&D programmes to the employees



Satisfied 45 30

Dissatisfied 30 20

Don’t Know 30 20

Chart - 13

Inference:



employees are Neutral about the T&D programmes to the employees

49

14. Opinion about Satisfaction with employment terms & conditions of the

organization



Satisfied 45 30

Dissatisfied 15 10

Don’t Know 60 40

Chart - 14

Inference:



employees are Neutral about Satisfaction with employment terms & conditions of the

organization

50

15. Opinion about the Organization Environment



Satisfied 45 30

Dissatisfied 45 30

Don’t Know 15 10

Chart - 15

Inference:



employees are Neutral about the Organization environment.

51

FINDINGS

Morality of the respondents doesn’t have freedom to take decisions. This

shows centralization in structure.

Employees feel that they are very important person in the deportment, which

shows their level of commitment.

Employees in NCCL Can see themselves in a better position in near future

which indicates the carrier growth on the company.

Company successful in providing good working conditions.

Employees in the NCCL feel that they are being planned in right position were

their skills are utilized completely. While very few disagreed with the above.

Mesarity of the respondents feel that they are under paid.

Employees in the NCCL have good relation ship with their peers, superiors

and sub-ordinates.

All most all the employees have positive attitude of the management towards

security as employees feel highly secured in NCCL.

Half of the Employees are not satisfied with the personal development.

Employees in NCCL are satisfied with the company policies and procedures.

Employees in all dept are well planned while performing their activities.

On the whole employees in NCCL have Job Satisfaction the contributing

factors for their satisfaction are good relationship, Working conditions,

Company polices and other benefits.

52

SUGGESTIONS

Since mesarity of the people feel that they are not underpaid, this causes

dissatisfaction. To avoid that company may introduce different assertive

schemer through which pay and productivity can be minimized.

As employees feel that they doesn’t have freedom to take decision which

affects job satisfaction adversely; employees should have some degree of

Freedom decisions at their workplace.

Some employees have low level of commitment has they feel they are not

much important in the dept they can explained how important there in the

deportment.

Some of the employees felt that their skills are not utilized completely; proper

measure can be taken job design and placement.

As more than half of the people not satisfy their personal development,

company may provide carrier development programmes were people can

achieve their personal and profit ional goals.

Supervisors require more encouragement from the mgt since many of them are

not satisfied with the encouragement given by the mgt.

Supervisors are not having complete freedom to make decisions.

The suggestions and opinions of supervisors should be taken into

consideration and they most be recognized well by the mgt.

Mgt hat to provide decision making power at least in their related works to

invite new kind of ideas.

53

CONCLUSION

The study on job satisfied of supervisors in Nutrine Confectionary Company

Limited highlights that almost all the supervisors are satisfied with their job, which

implies that Nutrine Confectionery Company Limited taken almost care of its

supervisors.

The reason behind the success of the unit is its efficient human resources

Nutrine Confectionery Company limited has realized the important of human

resources and has taken almost care to full fill their needs, which is evident from the

recent development. Hence the doubt of its success is not left to the judgment of

others.

No doubt, Nutrine Confectionery Company Limited will keep up reputation

and receive many more awards at international level in the years to come. The rights

steps at the right place taken by the company have always helped and will help the

concern to move up in the success line.

54

QUESTIONNAIRE

Name :

Age :

Department :

Designations :

Experience :

Qualification :

Salary :

1. How is your Job environment?

a. Highly Satisfied b. Satisfied

c. Dissatisfied d. Highly Dissatisfied

2. How do you feel about your Job?



3. Are you satisfied with shift timings?



4. Are you satisfied with your salary pay scale?



5. How is your management co – ordination?



55

6. How satisfied are you with the overall job security?



7. How satisfied are you with your superiors?



8. How is the Organization facilities provide to the employees?



9. Are you satisfied with the safety measurement followed by

the organization?



10. How is the performance appraisal system followed by the

organization?



11. What do you feel about your job responsibilities?



12. Are you satisfied with the policies followed by the

organization?


56


13. How are the T&D programmes to the employees?



14. Are you satisfied with the employment terms & conditions

of the organization?



15. How is the organization environment?



57

BIBLIOGRAPHY

HUMAN RESOURCE MANAGEMENT … P. SUBBA RAO

PERSONNEL / HUMAN RESOURCE

MANAGEMENT … STEPHEN ROBBINS

HUMAN RESOURCE MANAGEMENT AN

INFORMATION SYSTEMS APPROACH … WAYNE F CASCIO

Websites:-

www.nutrinesweets.com

www.nr.com

www.orgo/jobperfection/satisfaction.com

www.quwstionsurvey.com

www.hrm.com

www.geogle.com

58

http://www.geogle.com/

http://www.hrm.com/

http://www.quwstionsurvey.com/

http://www.orgo/jobperfection/satisfaction.com

http://www.nr.com/

http://www.nutrinesweets.com/

Documents

Job Satisfaction