ANNEXURE- 1

"Role of Project Management in conflict management and

job satisfaction level of employees in XXX XXX XX Pvt. Ltd."

PROJECT REPORT

Submitted in partial fulfillment of the requirements for the award of the

INTERNATIONAL EXECUTIVE MBA IN PROJECT MANAGEMENT

By

Ms. / Mr. XXX XXX

Enrollment Number- XXXX

Under the supervision of

XXXXX

Assistant Professor, XXXXXXXX

College, XXXX

To

JARO EDUCATION

MUMBAI

"January 2013"

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NNEXURE-2

I, XXXXX, hereby declare that this project report titled "Role of Project Management

in conflict management and job satisfaction level of employees in XXXX Ltd."

submitted in partial fulfillment of the requirement for the International or Executive

MBA in Project Management is my original work and it has

not formed the basis for the award of any other degree.

XXXX

(Signature of the Student)

XXXXXX

Place: XXXX

Date: XXth JANUARY 2013

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C O N T E N T S

1. PREFACE

2. ACKNOWLEDGEMENT

3. EXECUTIVE SUMMARY

4. INDUSTRY PROFILE

5. COMPANY PROFILE

6. INTRODUCTION OF THE COMPANY

7. ORGNIZATIONAL STRUCTURE

8. PRODUCTS AND SERVICES OFFERED BY THE ORGANIZATION

9. INTRODUCTION OF THE TOPIC

10. RESEARCH METHODOLOGY

11. QUESTIONNAIRE

12. DATA ANALYSIS AND INTERPRETATION

13. FINDINGS AND CONCLUSION

14. SUGGESTIONS & REOMMENDATIONS

15. LIMITATIONS

16. BIBLIOGRAPHY

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PREFACE

Management is the art of getting things done with and through help of others. It is the

process of planning, organizing, staffing, directing, coordinating and controlling in an

efficient manner for effective use of scarce resources. In past, business organizations

were managed by owners as managers had no professional knowledge. But nowadays

due to severe competition professional management has taken the place of the

traditional management.

The purpose of this project is to go deep into the knowledge of the job satisfaction level

of employees. It also focuses on exposition on practical fronts in almost all functional

areas while undertaking a project specific to the industry problem under the able

guidance of faculty members. The project gives a unique experience to me to visualize

things what I have been taught in the classrooms.

It is an attempt to present an account practical knowledge and observations collected

during the research.

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ACKNOWLEDGMENT

Expression of sincere gratitude is just a partial acknowledgement. The accomplishment

of this project would have not been possible individually without the encouragement,

assistance and valuable support from various sources. My vocabulary falls short of word

to express my sincere gratitude to Office Superintendent who helped me throughout the

research under his supervision and guidance.

I am also thankful to all employees of XXX XXX Pvt. Ltd. who co-operated with me

during my research period. I would like to thank the General Manager who had given me

the opportunity to carry out the present work in his organization.

I owe a deep sense of gratitude to all the respondents who gave me valuable information

for the project.

Last but not the least; I would like to express my gratitude to the Head of Department.

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EXECUTIVE SUMMARY

This is a project about the job satisfaction level of employees of XXX Pvt. Ltd.. As we

know that the term Job Satisfaction refers to an individual's general attitude towards his

or her job. A person with a high level of job satisfaction holds positive attitude about the

job, while a person who is dissatisfied with his or her jobs holds negative attitude towards

the job.

During the research period, I had an interaction with the employees of the XXX Pvt. Ltd.

In this factory there are various categories of employees as top, middle and lower level in

each department. The various departments are: -

■ Administrative Department

■ Purchase Department

■ Sales and Distribution Department

■ Finance Department

■ Cane Development Department

■ Production Department

■ HR Department

■ Manufacturing Department

■ Engineering Department

I have chosen this particular topic because the employee job satisfaction is a very

important factor for smooth running of any organization. And this will also help the

management and top-level executives to know about the views of their employees that

how they perceive about the organization and what they expect from it. The main

objective of this study is to assess the level of job satisfaction of the employees of XXX

Pvt. Ltd. factory and to identify the satisfaction factor of employees. In this project I

have used both the primary data as well as the secondary data. The primary data was

collected through the means of questionnaire and personal interview. The secondary

data was collected through the means of Internet, observation and the company manual.

I have taken a sample size of 100 and the sampling area was conducted in the

employees of XXX XXX XXX Mill Ltd.

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The sampling used is the Simple Random Sampling, a type of Probability Sampling. This

is the simplest and most popular technique of sampling. In it, each unit of the population

has equal chance of being included in the sample. This method implies that if N is the

size of the population and n units are to be drawn in the sample, and then the sample

should be taken in such a way that each of the samples has an equal chance of being

selected.

To know about the job satisfaction level of employees of XXX Pvt. Ltd., I had prepared

a questionnaire and got it filled by the employees of all the categories. With the help of

questionnaire I have got the knowledge as well as views of the employees about various

factors related to job satisfaction such as their working hours, working condition as well

as environment.

Transport facility and medical facilities are available to them. There is a good teamwork

among the employees as well as department and reward system of the factory. The

present study aims at assessing the level of satisfaction of employee in a manufacturing

company. The study was conducted at XXX Pvt. Ltd., in the company. This project acts as a

reference guide or as a source of information. It gives the idea about the job satisfaction in

company. The main scope of the study was to put into practical the theoretical aspect of the

study into real life work experience. The study deals with analysis of questions from many people

and idea about job satisfaction in company. And also study has been conducted for gaining

practical knowledge about HR practice.

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INDUSTRY PROFILE

India is the largest consumer & second largest producer of sugar in the world. The Indian

sugar industry is the second large agro industry located in the rural India. The Indian

sugar has a turnover of ? 500 billion per annum & it contributes almost ? 22.5 billion to

the central & state as tax, and excise duty every year. It is the second largest

agro-processing industry in the country after cotton textiles. With 453 operating sugar

mills in different parts of the country, Indian sugar industry has been a focal point for a

socio-economic development in the rural areas. About 50 million sugarcane farmers & a

large number of agricultural labors are involved in sugarcane cultivation & ancillary

activities, constituting 7.5 % of the rural population. Besides, the industry provides

employment to about 2 million skilled/semi-skilled workers & others, mostly from the rural

areas. It also produces alcohol, which is used for industrial & portable uses & can be

used to manufacture ethanol, an ecology friendly & renewable fuel for blending with

petrol. The sugar industry in the country uses only sugarcane as input; hence Sugar

Companies have been established in large sugarcane growing states like Uttar

Pradesh, Maharashtra, Karnataka, Gujarat, and Tamil Nadu & Andhra Pradesh.

INTRODUCTION

Sugar originated from the Arabic word "sharkara" and is derived from the Sanskrit word

"sharkara". Sugar is an important part of the daily diet and forming a class of edible

substances that includes sucrose, lactose, and fructose. It provides the human body with

requisite carbohydrates and is basically extracted from sugar cane and sugar beet.

Found in fruits, honey, sorghum, sugar maple and in several other sources, it is the main

ingredient of candy that is loved by children all over the world .Yet, it has been blamed

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for causing tooth decay and excess consumption of sugar has been associated with a

host of ailments like diabetes, obesity, weight gain, depression, joint pain, fatigue and

insulin resistance and even cancer. Sugar is present in various forms in fruits, honey,

maple syrup and other natural sources .It is extracted by an intricate process, whereby

the pulp is extracted first and then the remaining is used for producing the sugar. Sugar

has wide variety of uses and is used for baking, sweets, alcoholic beverages, and even in

the soap we use. Further, it is also used as a food preservative and in confectionery

items.

HISTORY

Sugar is said to have originated in India. During the Gupta dynasty in India, the extraction

of sugar was clearly known to the Indians. Experts identify the Pacific region and certain

parts of India like the North East as real locations where the sugar cultivation was

practiced. This was taken to the western hemisphere by the Arab traders who borrowed

the techniques from India and subsequently, set up mills to commercially produce this

highly useful agricultural product. The production of sugar spread to countries like Spain

and the Portuguese took it to South America.

During the eighteenth century, sugar production became increasingly mechanized and

sugar market went through a phase of great boom. New technology was developed as

sugar became a very popular item and specialized procedures were developed for the

large scale processing of sugar. At first, the sugar was used mainly for tea and then,

went into the making of confectionery and chocolates. The Dutch took sugar to the

Caribbean Islands and today this area is the largest source of sugar in the world. With

the introduction of sugar plantations in the Caribbean islands on a large scale, the price

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of sugar fell substantially and in Britain, all classes of people took to sugar and it has

become a part of their routine. Earlier, it was relegated to the upper echelons of society,

it, then, became a common commodity and became sufficiently cheaper. Maximum

consumption of sugar has been recorded from Belgium and the least consumption is

from Ethiopia with an amount of three kilos per year

Sources of Sugar

Generally, sugar is produced from plants like sugarcane and sugar beet. The sugarcane

plant is very thick with long grasses. A perennial crop, it is grown in the various tropical

and subtropical areas. The stalk of the sugarcane is the exact location, from where the

sweet sap is extracted. Sugar beet has the highest sugar content from among the

beetroot family and this variety is specifically cultivated for high quality sugar production.

In addition, sugar is produced from sweet sorghum, maple, honey, corn, sugar, etc. of a

180 countries of the world, around a 100 of them make sugar beet and cane.

Types of sugar 1)

Raw sugars

Raw sugar consists of varying shades of yellow to brown sugars and is processed by

boiling till it solidifies. From sugar beet juice, the raw beet sugars are extracted and are

then used to fabricate white sugar. Raw sugars include demerera, muscovada and

turbinado. These are available in crystalline and loaf forms, where the moulds are then

allowed to dry up and the resulting product is called jaggery or gur. Raw sugar is not so

popular in South America. Mill white sugar is produced by exposing the sugar to sulfur

dioxide but it retains the colored impurities.

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2) Blanco direct

Blanco direct is a white sugar used much more in India and Asia and is less pure than

the white sugar. It undergoes the process of phosphation and is more devoid of

impurities. White refined sugar, popular in the West, is processed by dissolving the raw

sugar and purifying it with phosphoric acid or by filtration strategies. White sugar is

available in granulated form. Granulated sugar includes coarse-grained sugars such as

sanding sugars, caster sugar and superfine powdered sugar and they are divided on the

basis of fineness of grades.

3) Brown sugar

Brown sugars are formed when sugars form fine crystals with high molasses content or

from coating white refined sugar with cane molasses syrup. Color and taste becomes

stronger with increasing molasses content. On being exposed to air, they tend to harden

and proper handling of this. Natural sugars are found in their natural form and cover the

most unrefined sugars and include the fruits, grains and vegetables. The World Health

Organization has approved the natural sugars as carbohydrates for unrestricted

consumption purposes.

The Historical Background Of The Indian Sugar Industry

The sugar industry is proud to be an industry, which spreads the taste of sweetness to

the mankind. The history of origin of this industry is as old as the history of man himself.

Sugar is generally made from sugarcane and beet. In India, sugar is produced mainly

from sugarcane. India had introduced sugarcane all over the worlds and is a leading

country in the making sugar from sugarcane.

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'Saint Vishwamitra' is known as the research person of the sugarcane in religious

literature. We can find the example of sugarcane in Vedic literature also as well as

sugarcane. We can also find the reference of sugar and the sugarcane in Patanjali's

Mahabashya and the treaty on the grammar of 'Panini'. Greek traveler 'Niyarchus' and

Chinese traveler ‘Tai-Sung' have mentioned in their travelogue that the people of India

used to know the methods of making sugar and juice from sugarcane the great Emperor

Alexander also carried sugarcane with him while returning to his country.

Thus from different historical references and from some 'Puranas' it can be concluded

that method of making sugar from sugarcane was known to the people of Bihar. The

historical evidences of sugar industry prospering in ancient India concrete and this has

helped to develop and prosper the co-operative sugar movement in India.

Indian Sugar Industry

India is the largest consumer & second largest producer of sugar in the world. The Indian

sugar industry which is second large agro industry located in the rural India. The Indian

sugar has a turnover of ? 500 billion per annum & it contributes almost ? 22.5 billion to

the central & state as tax, and excise duty every year. It is the second largest

agro-processing industry in the country after cotton textiles. With 453 operating sugar

mills in different part of the country, Indian sugar industry has been a focal point for a

socio-economic development in the rural areas. About 50 million sugarcane farmers & a

large number of agricultural labors are involved in sugarcane cultivation & ancillary

activities, constituting 7.5 % of the rural population. Besides, the industry provides

employment to about 2 million skilled/semi-skilled workers & others mostly from the rural

areas. The

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industry not only generates power for its own requirement but surplus power for export to

the grid based on by-product-bagasse. It also produces alcohol, which is used for

industrial & portable uses, & can be used to manufacture ethanol, an ecology friendly

&renewable fuel for blending with petrol.

The sugar industry in the country uses only sugarcane as input; hence Sugar Companies

have been established in large sugarcane growing states like Uttar Pradesh,

Maharashtra, Karnataka, Gujarat, and Tamil Nadu & Andhra Pradesh. In the year

2005-06 these six states contributed more than 85 % of total sugar production in the

country;

INTERNATIONAL SUGAR INDUSTRY

India's sugar sector holds considerable significance to the Indian economy, as it is one of

the main drivers of the country's rural economy, supporting its agricultural growth. Over

50 million farmers and their families are directly dependent on the sector, along with

workers and entrepreneurs of almost 500 operating mills, apart from a host of

wholesalers and distributors spread across the country. On the global front, the Indian

sugar sector also occupies a noteworthy place of being the top producer after Brazil and

the largest consumer of the commodity in the world. Sugar Industry in India is well

developed with a consumer base of more than billions of people. While consumption of

sugar has been growing historically, the production has been cyclical in the inherently a

cyclic industry. The sector follows a 5 year sugar cycle of 2-3 years of good production of

sugarcane followed by 2-3 years of low production. The cyclic pattern basically is

manifested in the supply-demand dynamics with both supply and demand being relatively

inelastic in the short run.

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India is and remains a key growth driver for world sugar, growing above the Asian and

the world consumption growth average. Besides farmers, an estimated 0.5 million

workers are directly employed as agricultural labor involved in cultivation and harvesting.

The sugar industry also supports diversified ancillary activities and skills that support the

local economy. The dependent population creates substantial demand for local goods

and services. The sector also has major social and economic impact for the nation as it is

green industry and is largely self-sufficient in energy needs through utilization of

bagasse for generating electricity and steam. In fact, the sugar industry generates

surplus exportable energy through cogeneration and contributes to reduction of the

energy deficit India is currently facing.

GLOBAL SCENARIO

India and Brazil are two dominant players in the world sugar market and account for

around 40% of the world sugar production. Any shift in sugar production from India or

Brazil has severe impact on the world sugar prices. Global sugar output is expected to

beat demand for the first time in four years thanks to favorable weather in the Brazil and

India, the two biggest sugar cane growing nations. Global sugar production, raw value,

for the 2011/12 marketing year is forecasted at 168 million metric tonnes (MMT), up 8

MMT over the previous year. Concern that global supplies will trail demand after crop

damage from a storm in Australia and drought in Russia cut output have been

undermined by higher production in Brazil, China, India and Thailand. Global exports are

forecasted at 56 MMT, up 3 MMT over the previous year.

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Consumption is estimated at a record 162 MMT, up 2.7 MMT from an year earlier and

ending stocks are forecast at 29 million tonnes over 4,00,000 tonnes.

DOMESTIC SCENARIO

India sugar production is on an upswing from 2010-11 seasons as domestic sugar stock

position is expected to once again turn surplus in the current season with the sugar

output likely to outstrip domestic consumption. India's output is likely to see a 30-35

percent growth to over 26 million MT, driven mainly by improved cane acreage; adequate

rainfall and the consequent increase in sugar production. With demand of around 22mt

-making it the world's biggest consumer - India has already allowed exports of 2.06

million tonnes of sugar in the current financial year. Yet India is expected to see a larger

surplus of 4 million tonnes in 2011-12 from its expected sugar production of over 26.0

million tonnes, versus 24.2 million tonnes for the 2010-11 seasons.

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India's sugar production is revised downward to over 26 million MT due to lower recovery

rates in Uttar Pradesh nine sugar mills in India's second biggest cane producing state of

Uttar Pradesh have shut down early due to crop shortage. Sugar output in Uttar Pradesh

is lowered to 6.4 MT from 7MT due to late rains, while in Maharashtra, the country's

biggest sugar producer; it is kept unchanged at 9.4 million tonnes.

The ISO, in a quarterly update, projected a global surplus in October 2010 to September

2011 of just 196,000 tonnes, well down from the 1.29 million seen in the last update in

November 2010. Global consumption in 2010-11 was revised up by 180,000 tonnes to

167.849 million tonnes.

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Furthermore, the government replaced the concept of Statutory Minimum Price (SMP) by

the Fair and Remunerative Price (FRP) of sugar cane with effect from 2009-10 season

and has even hiked the FRP for sugar cane by 4.2 percent at ? 145 per quintal for the

2011-12 season, starting October. While the FRP for sugar cane in the 2011-12 sugar

year, beginning next month, has been fixed at ? 145 per quintal, the CACP's, a statutory

body that advises the government on the pricing policy for major farm produce, in view of

the rising production costs has recommended a 17.25 percent increase in the FRP for

sugarcane to ?170 per quintal for the 2011-12 sugar year (October- September). In

addition, the Government has allowed sugar factories to produce ethanol directly from

sugarcane juice. These measures should help in reducing the cyclicality in sugar

production in coming years. FRP is the minimum price that sugarcane farmers are legally

guaranteed. However, the sugar mills are free to offer any price above the FRP. FRP is

linked to a basic recovery rate of 9.5 percent, subject to a premium of ? 1.46 for every 0.1

percentage point increase in recovery above 9.5 percent.

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The FRP is fixed after taking into consideration the margins for sugarcane farmers on

account of risk as well as profit on the cost of production of sugarcane, including the cost

of transportation. It includes a margin of nearly 45 percent on account of profit and risk to

the farmers on the all India adjusted average cost of production of sugarcane, including

the cost of transportation to the mill gate.

Moreover, National Federation of Cooperative Sugar Factories (NFCSF) is making all efforts

to improve the productivity of sugarcane and sugar recovery. At present the yield of

sugarcane per hectare varies quite substantially from region to region. There is enormous

scope of increasing productivity of sugarcane per hectare. What is required is to make varietal

changes looking at agro-climatic factors of each region. The ethanol program has also been

re-launched. However, it continues to face some problems and opposition. The five percent

blending (with petrol) has restarted from October 2010, with a provisional price of ? 27 per

litre. About 600 million litres have been contracted for supplies and supplies of 100 million

litres have been made.

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COMPANY PROFILE

UP Co-operative sugar factories Federation as an apex body of U.P. was established in

1963 for development and expansion of co-operative sugar industries in U.P. Sugar

federation since its inception has been playing active role in establishment of new sugar

factories, expansion and modernization of existing sugar factories, establishment of

distilleries for use of byproducts and giving financial, technical and administrative

advices and guidelines (currently in Distt. Udham Singh Nagar). It was inaugurated by

India's first Prime Minister Pt. Jawaharlal Nehru on 16th Feb, 1959 .Its successful

operation brought a new enthusiasm. The first co-operative sugar factory was installed

in year 1957 in district Nainital in U.P. and consequently other new co-operative sugar

mills were installed.

During 1959 to 1971, there were only five co-operative sugar factories in U.P. Five more

mills were set up during 5th five year plan. DHURIAPUR is the latest unit that was

installed in 1996-97. Currently there are 28 units in U.P. in which 6 are in western zone,

14 are in central zone and 8 are in eastern zone. Thus, a total of 27 sugar factories are

functional in U.P. in co-operative sector with total crushing capacity of 66625 TCD.

In the initial stage, most of the co-operative sugar mills were established with the

crushing capacity of 1250 tonnes per day. Due to inflation, the production cost kept on

increasing and the financial position of sugar mills was badly affected in terms of sales

realization. Thus, 1250 TCD plant become unviable and it was required to expand the

crushing capacity up to 2500 tonnes per day on the basis of cane availability. Sugar

Federation successfully expanded the crushing capacity of 21 sugar mills from 1250

TCD from 1988-89 to 1997-98 in a well-planned manner. During Crushing season

1999-2000, 3 sugar mills Belrayan, Sampurnanagar and Nanauta mills were expanded

from 2500 TCD to 5000TCD.

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National Award

Main emphasis has been given on Technical and Managerial efficiency in operation of

co-operative sugar factories.

a) Belrayan, Bisalpur and Nanauta have received National productivity awards.

b) Sampurna Nagar, Nanpara Snehroad, Anoopshahar, Nadehi

(currently in

Uttaranchal), Nanauta and Rama mills were given technical efficiency award by

National Federation out of which Nadehi, Anoopshahar and Snehroad have

been awarded twice.

STATISTICAL INFORMATION ABOUT THE SUGAR CANE PRODUCED, TOTAL

CANE CRUSHED AND AREA UNDER SUGAR CANE

PRODUCTION OF SUGARCANE IN THE LAST 5 YEARS

YEAR PRODUCTION (QTLS)

2007-08 110.37

2008-09 85.48

2009-10 73.92

2010-11 103.16

2011-12 99.04

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CANE CRUSHED IN THE LAST 5 YEARS

YEARS CANE CRUSHED (MTS)

2007-08 483260.99

2008-09 366195.21

2009-10 473490.38

2010-11 472500.58

2011-12 571489.20

SALES REALISATION OF MOLASSES (AVERAGE PER QUINTAL)

FOR THE LAST 5 YEARS

YEAR AVERAGE OF YEAR

2007-08 259.33

2008-09 152.68

2009-10 306.37

2010-11 334.41

2011-12 209.08

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INFORMATION ABOUT THE PRODUCTION OF SUGAR AND MOLASSES

FOR THE LAST FIVE YEARS

YEARS

2007-08

2008-09

2009-10

2010-11

2011-12

SUGAR MOLASSES PRODUCTION PRODUCTION

(TONNES) (TONNES)

41930.0 25040

32485 18644.5

419400 24490

43022.5 24697.80

49305 28880

PERFORMANCE OF THE ENGINEERING AND MANUFACTURING DEPARTMENT

IN THE LAST TWO CRUSHING SEASON

DETAILS 2010-11 2011-12

Cane Crushed (in tonnes) Sugar Production (tonnes)

Recovery % Capacity Utilization Losses %

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472500.58 571489.20

43022.5 49305

8.85 8.36

89.10 93.05

2.44 2.41

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INTRODUCTION TO XX XX XX XX LTD.

The XX XX XX XX Ltd. is one of the units of U.P. Co-operative Sugar Factories

Federation Ltd. The K.S.C.M. is situated in Sampurnanagar village which is about 102

km from Lakhimpur Kheri District in the Terai region of U.P.

The first crushing season was started in 1885-86 with the crushing capacity of 1250

TCD. The XXX Pvt. Ltd. had successfully expanded the crushing capacity from 1250

TCD to 2500 TCD during the crushing season 1990-91. Later on after few years its

capacity was expanded from 2500 TCD to 5000 TCD in the crushing season

1999-2000.

The total area in which mill is situated is an extent of 95 Acres of land. The crushing

operation is for 5 months from November to March. The remaining period will be utilized

for overhauling of machineries. It has also received the Technical Efficiency Award.

Vision

To become one of the dignified company in the country. To

give due importance for the development of society.

Mission To support employees

and farmers development for the fullest extent

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Quality Policy

His quality policy is to meet & exceed customer satisfaction by Adopting better quality

management system practices Setting suitable objectives & targeted of reviewing them

periodically for continually improving the effectiveness of the quality management

system

Product Profile:

The main & direct product of the sugarcane is a sugar. The factory has by-products like

distillery, arrack, co-generation & ethanol etc.

Sugarcane ^^^^^^^^^H[Main production] [By product]

Sugar distillery

L arrack

M compost

S1 power by Co-generation

S ethanol

L=large M=medium S1=small

S2=small2 Size of bags: 50kg &100kg

Packing: plastic & jute bags

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ORGANISATIONAL STRUCTURE

MANAGING DIRECTOR GENERAL MANAGER

FINANCE

MANUFACTURING

PURCHASE

ADMINISTRATION

ENGINEERING

SALES

STORES

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STUDY OF DEPARTMENTS

ADMINISTRATIVE DEPARTMENT

This department has 4 sections:

• Time office section

• Security section

• Vehicle section

• Computer section

TIME OFFICE SECTION

Functions:

1) Distribution of salary according to the workers attendance.

2) Sanctioning of leaves to workers.

3) Maintaining working bell.

4) It maintains present and absent record daily

5) It reports daily Attendance to concerned section.

6) Showing the absent report to the HOD'

7) It maintains salary register book

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There are 664 workers working in this factory. As this is a new establishment of all

working on daily wages. Within a few months the management is going to take workers

as permanent at present only on leave in a month is sectioned to the worker

Structure:

HEAD TIME KEEPER ASSISTANT TIME KEEPER

TIME OFFICE CLERK

SHIFT TIME KEEPER

ATTENDEE

PEON

The factory runs three shifts in a season-

SHIFT

1st shift

2nd shift

3rd shift

Starting time

10 am

6 pm

2 am

Closing time

6 pm

2 am

10 am

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Types of Leaves:

1. Sick leaves Sick leave provided to employees 15 days per year

2. Casual leave Casual leave provided to employees 12 days per year

3. Earn leaves If employee attends 30 days in a month then he is eligible for 3

days Earn leave

SECURITY SECTION

The main function of this section is to secure factor related assets. It maintains books

regarding in & out vehicles & visitors. Report to concerned section & to general

accounts. Total number of security guards is 35. There are 7 to 8 security guards

in every shift.

DUTIES OF SECURITY OFFICER

1 Maintain the silencing in the factory area.

2 Time maintenance of workers.

3 Raw materials are checked according to the voucher.

4 Incoming materials are checked, if they are right, they will records inward and seal the

bill and leave inside.

5 If outgoing material from the industry that person must and should have got pass and it

is entered in outwards.

6 If goods are returnable, it will be entered in return A/C book.

7 All times of A/C's are submitted to M.D. daily.

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Structure:

SECURITY OFFICER \ ASSISTANT SECURITY

/

GATE CLERK SECURITY IN-CHARGE

VEHICLE SECTION

List of vehicles

Trucks 50

Marshal jeeps 01

Tata Sumo 01

Mahindra (207) 01

Motor cycle use 13

Mixing machine 01

Bullock carts 125

Tractors 45

cane supply

office use

office use

goods supply

field officer

compost

cane supplies

cane supply

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Structure:

AUTOMOBILE ENGINEER ASSISTANT AUTOMOBILE ENGINEER

DRIVERS TECHNICIANS

Functions:

4- Maintenance of the vehicles.

4- Repair of the vehicles in off-season.

4- Maintaining the vehicles account

COMPUTER SECTION

The total number of employees working in this department is 4. This section is to

maintain all types of records that are very important for the organization and the

following departments are computerized in the factory.

• Weigh bridge department

• Cane accounts department

• Time office department

• Laboratory department

• Stores department

• Sales department

• Purchase department

• General accounts department

• Sales accounts section

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Structure:

COMPUTER IN-CHARGE COMPUTER HEAD CLERK

PEON COMPUTER OPERATOR

Functions:

Designing of the packages required

Programming of the LAN.

Maintaining of server

PURCHASE DEPARTMENT

It is also an important section in administrative department in performing the activities of

purchasing. In this section there are two employees, one is purchase manager and

another one is purchase assistant. The purchase manager issues the purchase order

from various section of the factory. He estimates the cost purchase and accordingly he

go for direct purchases or purchases through purchase committee. Firstly, the tender is

published in newspaper and after that the supplier is provided with the Tender

information. And various items have different tender dates and the tender is called

accordingly. As according to the date the tender is opened and the negotiation of rate is

being done. The genuine rate is considered as lowest rate which is decided by

committee member.

All the indent sanction is done by General Manager and according to budget at lowest

rate the order is placed.

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SAMPLE

SOME SPECIFIC CONDITIONS TO PURCHASE MATERIAL

The material received should be as per the specifications. If for any reason, what so

ever, there is any breach in specifications; the material is returned to the suppliers at

their own cost. The material should be recently packed. If any breakage, leakage is

found, the supplier is liable for it. Sales tax is refunded if charged extra. The order is

treated as cancelled if goods are not supplied in the specific time period.

Functions:

Purchasing materials

Placing before meeting for decision

Passing bill to Account section for payment

Structure:

PURCHASE

CLERKS

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SAMPLE

SALES DEPARTMENT

This section takes care of all the sales transactions like sale of Sugar, Molasses,

Bagasse and Scrap material.

Structure:

SALE OFFICER SENIOR ASSISTANT

)

PEON/ATTENDEE JUNIOR ASSISTANT

In the sugar industry, sugar is sold according to central govt. guidance & release.

Marketing & advertising is not necessary in sugar industry. Anyhow customer

relationship is necessary to convert the stock into cash.

Functions:

Getting order from parties. Arranging for

delivery to parties. Maintaining record of

sales. Sending report to managing director

Stocking planning godown maintenance Sales

of the sugar are done in two ways Free sales

Levy sales

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SAMPLE

FINANCE DEPARTMENT

Finance is the lifeblood of business one cannot imagine a business without finance

department because it is the central point of all business activities. Finance dept. of

XXX Pvt. Ltd. sugar factory plays a very important role, as it is here that decision with

to procurement & utilization of funds are taken. Such decision includes the preparation

of various budgets, allocation of funds for various activities or division of the firm as well

as distribution of profits etc.

An account section is also including in the finance dept. it helps in achieving the

objectives of the company. Proper management of the fund is necessary for effective

management

Structure:

ACCOUNT OFFICER CANE ACCOUNTANT

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GENERAL ACCOUNTANT

CASHIER

CLERK

SAMPLE

Finance department is divided in two sections: A)

General account section:

In general accounts section bookkeeping is followed. General account transactions like

receipts and payments registers are maintained. Receipts include sales process of

sugar, molasses, share amount, etc. Payments include salary, tax, etc. maintaining

audit and audit rectification is done, annual account and monthly account are and

maintained.

Some other types of registers maintained by this section are:

Advance register

Contractor's register

Fixed assets register

Bank register Expense

register

Functions:

Its main function's to finalize each & every record of the factory.

It prepares profit & loss a/c & balance sheet.

It executes financial activities in factory.

Ratio analysis.

Report to the management.

Conduction of meetings.

SAMPLE

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SAMPLE

B) Cane Account Section: This section maintains the cane accounts and cane bills.

This section purchases the cane on daily basis and prepares accounts of forthrightly

basis. In addition, will take care of all cane suppliers accounts and department manager

separates accounts for cane suppliers. The section will provide cane bill once in a

month desired by the higher authority. While giving cane bill, department will debut all

the expenses and advances which is given to the cane suppliers in terms of seeds,

fertilizers and transportation facilities and also harvesting of the cane that all the

expenses are given by the factory.

Functions:

It maintains the records regarding cane supplier, harvesting gangs & transporting

parties, sugar cane billing, harvesting gangs billing, & transport parties billing.

Accounts regarding the bills of the sugar cane purchase.

CANE DEVELOPMENT DEPARTMENT

Structure:

CHIEF CANE OFFICER SENIOR CANE DEVELOPMENT INSPECTOR

CANE DEVELOPMENT INSPECTOR

CANE SUPERVISOR STATIONARY CLERK

TYPIST CLERK

34

PEON

SAMPLE

Objectives of the CDD:

• To get best quality of cane at a right time

• To improve the variety of the cane

• To provide all facilities like seeds, fertilizers, unloading and loading charges

• Main objectives are to receiving exactly 5000 TCD

• To undertake seeds development program

PRODUCTION DEPARTMENT

Structure:

PRODUCTION DEPARTMENT

LABORATORY IN-CHARGE DEPUTY CHIEF CHEMIST

LABORATORY CHEMIST MANUFACTURING CHEMIST

^

LABORATORY BOYS

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SAMPLE

The production department is one of the core parts in every process based industry. In

addition, it plays a vital role in the organization for smooth going in every sugar

industries; Production department is divided in to two sections.

ENGINEERING DEPARTMENT

Structure:

CHIEF ENGINEER

1

s y

MECHANICAL SECTION WORKSHOP STORES SECTION

CANE WEIGHTMAN

CANE UNLOADING ARRANGEMENTS GENERATION

CANE PREPARATION

MILLING

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SAMPLE

Mechanical Section:

This includes all the mechanical process that is right from the cane weighment till milling

(obtaining of sugar juice) for further processing. This section includes 4 main steps they

are:-

A. Cane weighment arrangements

B. Cane unloading arrangement

C. Cane preparation

D. Milling

Cane weightment arrangements:

Cane weightment is totally computerized process. Hear the cane weightment is carried

through electronic platform called "weighs bridge". This electronic platform is of two

types. One with the capacity of 40 tonnes for lorry and tractors and other with a capacity

of 10 tonnes for only cart.

Here after weighing the cane a slip is provided so that particular farmer which has the

details of total weight of the cane, total trips, timing, vehicle number, variety of

sugarcane and other details. And after this when the vehicle comes back after

unloading the sugar cane, empty vehicle weight all their data stored in the computer and

final copies are listed for further actions.

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SAMPLE

Cane unloading arrangements:

Here the weighed sugar cane is unloaded and sent further for cane preparation. Further

unloading cane there are 2 unloaders with the help of sling attached instruments cane is

loading on the feeding table.

Cane preparation:

After feeding the sugar cane on feeding tables with the help of levelers which avoid

overloading of sugar cane is sent to primary cutter, which cut the sugar canes in to

small pieces, further fine fibers are obtained from there process by passing them in the

fiberize.

Milling: After fibrizering the cane passing the prepared fiber cane through a set of mills

carries on milling weighted hot water is also added in the course of crushing for better

extraction of juice. After crushing the juice is sent for further process

Workshop:

In this workshop machinery work is done. The spares, materials are fabricated using

lathe machines in the workshop shaping like square cutting and other etc. are also done

in the workshop. Following machines are used in the workshops.

• Lathe machines for round job.

• Radial drilling machine for drilling work.

• One Hacksaw machine for cutting.

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SAMPLE

• One grinding machine for tool grindings.

• Workshop is the main section in the engineering section.

Stores Section:

Various section spare parts are stored in stall system and all the units are computerized

and given a code number. These stores materials are normally required for preventive

maintenance during seasons and off seasons for servicing and over rolling

Functions:

• To make the material requisitions for the purpose of knowing the quantity material.

• To make purchase order or in simple terms the tender.

• To make approval memo for verification of materials.

• The store department issued material with reference with store requisition.

• To make classification & codification of materials.

• Receipt of material.

• Inspect it with ordered quantity, quality & if any other specifications.

• Some of the material like chemical is to be sent to laboratory for inception & testing.

• Getting indents from departmental head & issuing it.

• To make purchase return if the material are rejected.

• To maintain minimum level of materials.

• Informing purchase department when material required

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SAMPLE

Structure:

STORE KEEPER

1

y

CLERKS TOOL ROOM CLERK DIESEL ROOM CLERK

ATTAINDERS TOOL ROOM ATTAINDERS CLERKS

DAILY WAGE LABORS ATTAINDERS

Store section is also important section in the administrative department. All types of

materials are kept in this section. Which are required for the factory smooth running.

The section works day and night. Shift is changing every 8 hours. This section is

maintained by the storekeeper. The main work of this section is providing the materials

to the required departments.

Those stores section maintains some books like

• Transport.

• Daily issued.

• Monthly issued.

It is also one of the section under Administration department, there are total of 7

SAMPLE

employees working in this section.

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SAMPLE

STORES ACCOUNT

After receiving the materials from suppliers quantity will be verified. The details of the

materials will be entered in to transport registered and approved memo will be sent to

the departments for getting quality approval.

DIESEL BANK

They issue diesel to the party against indents brought by the parties and issued is

entered in the daily issue register.

TOOL ROOM

Tool room is personnel issue the materials to the workers on temporary loan and

retainable basis entering in the register.

List of the registers:

• Transport register.

• Approval memo book.

• Purchase order.

• In store there are two sections

• Transport entry table.

• Store receipt table.

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SAMPLE

Transport entry table:

They maintain records the receipt of material at what data, at what time, vehicle

number, &quantity in kg. Acknowledgement from vehicles etc.

Store receipt table

The store keeper maintain the record of receipt of materials, serial no's made of

transport, purchase order reference, bill no's the name of the supplier etc. the store

keeper has given proper condition to the material to identify the materials.

MANUFACTURING DEPARTMENT

Manufacturing section is again divided in to 2 sub sections

Laboratory

Godown

LABORATORY: Laboratory plays a significant role in sugar production. The Key activity

of laboratory is checking the content of sugar in the sugar cone and fixing the correct

shape and size of sugar. The laboratory prepared hourly reports which advise on the

addition of other chemicals in the production.

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SAMPLE

Other concerned activities of the laboratory :

• It determines the percentage of water contents in the dilution of the juice.

• It determines as well as managing the temperature of boiling juice.

• Choices of colors and size of sugar.

• To manage time and quality.

• It decides the percentage and contents of chemicals to be added during production.

• It finds the pH of water through universal indicator.

Structure:

CHIEF CHEMIST

DEPUTY CHIEF

MANUFACTURING CHEMIST

LAB IN-CHARGE

LAB CHEMIST LAB BOY

■>

SAMPLE

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SAMPLE

Functions:

• It takes care of quality of sugar juice.

• It mixes the chemical as per requirement.

• It examines the sugar quantity.

• Chemicals used in the production of sugar.

• Burnt-lime bleaching agent and pH controls (juice clarification)

• Sulphur major bleaching agent.

• Orthophosphoric acid-bleaching agent.

• Flocculent - setting aid.

• Caustic soda - clearing.

• Common salt- clearing

• Washing soda - clearing.

• Phosphoric acid - setting.

• Hydrous a pan-bleaching agent (color).

• Viscosity reducer- for reducing viscosity

• Ammonium biflouride formalin-quality maintain and preservative.

• Mill sanitation chemical to prevent generation of bacteria and increases the rate of

boiling.

• Mesopropile alcohol.

• Commercial HCL.

• Bleaching powder - for cleaning purpose.

SUGAR:

It means something sweet in form of taste.

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SAMPLE

FORMULA:

Carbon Dioxide +Water=Sucrose + Oxygen

12 CO2 + 11 H2O = C12 H22 O11+ 12 O2

MANUFACTURING PROCES OF SUGAR

CANE

BAGASSE 1

JUICE

BOILER

I

JUICE WEIGHING STATION

STEAM JUICE SULPHITER

( SO2 and LIME is added) RAW JUICE HEATER

SULPHITED JUICE HEATER

CLEAR JUICE

EVAPORATOR SYRUP

I

MUD

PAN STATION

MASSECUITTE

• MOLASSES SUGAR

45

MILL

CENTRIFUGAL

MACHINES

SAMPLE

GODOWN SECTION

Godown section is also one of the important parts of the factory. Where the finished

sugar is stored. This factory has 2 godowns; there are 1 big godown its capacity 2 lakhs

bags and other 1 godown capacity bags.

Structure:

GODOWN KEEPER

CLERKS

ATTAINDER

Civil section:

Structure:

CIVIL ENGINEER ASSISTANT ENGINEER

OFFICIAL NON OFFICIAL

HEAD CLERK WORKER

WORKERS

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SAMPLE

Functions:

• Planning for new project.

• Water supply to the factory & quarters.

• Looking over cleanliness of the factory.

• Making arrangement for the functions.

• Maintenance of factory building.

• Maintenance of roads, which are constructed by factory.

• Maintaining distillery plant

INFRASTRUCTURE SECTION

THE INFRASTRUCTURE FACILITIES PROVIDED TO THE EMPLOYEES IN THE

FACTORY LIKE:

• Canteen and mess facility

• Medical facility

• Housing facility

• Safety measures

• Guest house facility

• Contingencies

• Insurance facility

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SAMPLE

HUMAN RESOURCE DEPARTMENT

The Human Resource department is the primarily concerned with the

human constitution of an organization. It is concerned with the manpower recruitment.

Security

Account

Other Dept

Technical

Purchase

48

HRM

SAMPLE

The department is also concerned with recruitment selection and placement.

1 Development and training to the workers.

2 Development evaluation of the workers.

3 Wage and salary administration.

In XXX Pvt. Ltd. the personnel manager takes all the above responsibilities and

undertakes the activities concerned with him.

Suitable candidates are selected to a particular job according to their qualification and

experience.

There is no necessary to give training to the workers on separate machine other than

actual production process. Hence training is given on the job only.

FACILITY TO WORKERS

1 Availability of rest house with TV facility.

2 Availability of quarters.

3 Providing 2 wheelers for employees who are visiting the field to supervise and check the

availability cane.

4 Executive levels are provided with 4 wheelers.

5 Weekly one holiday in a week.

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SAMPLE

NATIONAL HOLIDAYS

The industry can give the leave for the national holidays; fair days of national holidays

should be given to the employees, such as Independence Day, Republic Day, and

Gandhi Jayanti etc.

DUTIES OF TIME OFFICE:-

1 Maintenance of clock

2 Siren maintenance ( signal value )

3 Observation of employees

4 Maintaining Notice Board

5 Accepting leave letter application

6 Over time requisition

7 Absent statement

OBJECTIVES OF HUMAN RESOURCE DEPARTMENT

1. To maintain good relation between employer and employees.

2. To maintain good industrial relation.

3. To select right person at right job.

4. To cope with a chain.

5. To develop employees in organization.

6. To full utilization of human resource.

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SAMPLE

FUNCTIONS OF HUMAN RESOURCE DEPARTMENT

1. Recruitment

2. Job analysis and job description

3. Promotion

4. Wages and salary administration

5. Training and development

6. Records and incentives

7. Welfare maintenance

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SAMPLE

PRODUCT AND SERVICES OFFERED BY THE

ORGANIZATION

Products: Sugar, Bagasse, Ethanol, Molasses

Services:

Legal Service

The sugar industry is in a transitional state, from a highly regulated one it is moving

towards complete deregulation, in the process the industry has to face many problems,

which harm the industry. In a world where justice is meted out only on demand, the

NFCSF takes up the cudgels on behalf of their members who are mainly poor and

marginal farmers. It guides the members on various legal issues and also takes legal

recourse on behalf of members, if the matter cannot be settled amicably.

Sugar Policy Matters Besides informing the member factories and State Federations

about sugar releases, major developments on policy matters, pricing and other matters

relating to sugar industry and undertaking follow-up action on factories representations

and problems, the NFCSF represents to the Government on important policy issues for

the welfare of their members.

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SAMPLE

Promotional Services

The technical and promotional cell prepares the Indian Standard Specifications for

machinery and components of sugar factories for approval of Bureau of Indian

Standard. The representatives of the cell also participates in various seminars,

conferences - and workshops - both national and international, to gather new

know-hows and also to present their own views for the promotion of their member

factories. The cell also member of the Committee, Government of India for

upgrading the Standard Specifications for 2500, 5000, 7500 TCD plants.

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SAMPLE

INTRODUCTION OF THE TOPIC - Job Satisfaction

Several years ago the only compensation that most employees received from their

jobs was a pay cheque. As time passed this changed, as employees began to

demand and receive more from their jobs. Today's employees are receiving a

variety of compensation,, including health care, retirement, and numerous other

benefits and programmed. However, one thing that employee of two generation ago

and today have in common in them is that, their jobs constitute a major part of

their lives, and are one of the greater sources of personal pleaser and pain.

While jobs can be satisfying in some regards, wi th positive feeling of

accomplishments and purpose, they can also be source of negative feelings.

DEFINITION:

The term job satisfaction refers to 'an individual general attitude towards his or

her job. A person with a high level of jobs satisfaction holds positive attitude

about the jobs, while a person who is dissatisfied with his or her jobs holds

negative attitude towards the jobs.

Job satisfaction consists of the feelings and attitude of a person with respect to

his or her job. All aspects of particular jobs, good or bad, positive or negative,

are likely to contribute to the development of feelings of satisfaction (or

dissatisfaction).

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SAMPLE

FACTORS OF THE JOB SATISFACTION:

There are different factors on which job satisfaction depends. Important are as

discussed here.

• Personal factors

• Factors inherent in job

• Factors controlled by the management

Personal factors: They include employee's sex, education, age, marital status and

their personal characteristics, family background and socio-economic background.

Factors Inherent in Job: Instead of being guided by their co-worker and

supervision, the skilled employees would rather like to be guided by their own

inclination to choose jobs in consideration of 'what they have to do'. These

factors included: the worker itself, condition, influence of internal and external

environment on the job which are uncontrolled by the management etc.

Factors Controlled by the Management:

They include the nature of supervision, job security, kind of work group, wage

rate, promotional opportunities transfer policy, duration of work and sense of

responsibilities. All these factors greatly influence the employees. Their presence in

the organization motivation the employees and provides a sense of job

satisfaction.

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SAMPLE

THE IMPORTANCE OF JOB SATISFACTION

When allowed to operate freely, job satisfaction can contribute substantially to

organizational effectiveness. It can contribute to productive output in the form of high

quantity and quality of product or services, as well as to organizational maintenance

objective as represented by low absenteeism and turnover. Yet in great many

instances aspect of the individual, the organization, or the environment constrain

the satisfaction productivity relationship to the point where its practical importance

is minimal. A very dissatisfied employee may work hard, produce, be present

every day, and stay with the co; for many tears if there is no place else to go,

the person desperately needs a jobs and there is a real prospect of being fired

should good performance not be maintained. Ultimately, stress may catch up with

such a person and signs of poor corporate citizenship may appear, but such

denials of natural satisfaction-output patterns cans maintain themselves for long

periods. Hence job satisfaction may will be more important to the individual than

to the employing organization.

In American society, responsibility for attaining job satisfaction usually assigned to

the individual rather than to the organization. Individuals can change jobs, thereby

obtaining more satisfying work.

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SAMPLE

AFFECT THEORY

Edwin A Locke's Range of Affect Theory (1976) is arguably the most famous job

satisfaction model. The main premise of this theory is that satisfaction is determined

between what one wants in a job and what one has in a job. Further, the theory states

that how one values a given facet of work (e.g. the degree of autonomy in a position)

moderates how satisfied/dissatisfied one becomes when expectations are/are not met.

When a person values a particular facet of a job, his satisfaction is more greatly

impacted both positively (when expectation are met ) and negatively (when expectations

are not met ) ,compared to one who does not value that facet .To Illustrate, if Employee

A values autonomy in the workplace and Employee B is indifferent about autonomy,

then Employee A would be more satisfied in a position that offers a high degree of

autonomy compared to Employee B, this theory also states that too much of a

particular facet will produces stronger feelings of dissatisfaction the more a worker

values that facet.

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SAMPLE

DISPOSITIONAL THEORY

Another well-known job satisfaction theory is the Dispositional Theory. It is a very

general theory that suggests that people have innate disposition that cause them to

have tendencies toward a certain level of satisfaction, regardless of one's job. This

approach became a notable explanation of job satisfaction tends to be stable over time

and across careers and jobs. Research also indicates that identical twins have similar

levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory was the core

Self-evaluation Model, proposed by Timorthy A Judge in 1998. Judge argued that there

is four core self-evaluation that determines one's disposition towards job satisfaction:

self-esteem, general self-efficacy, locus of control and neuroticism. This model states

that higher levels of self-esteem (the value one places on his self) and general

self-efficacy (the belief in one's own competence) lead to higher work satisfaction.

Having an internal locus of control (believing one has control over her/his own life, as

opposed to outside forces having control) leads to higher job satisfaction. Finally, lower

levels of neuroticism lead to higher job satisfaction.

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SAMPLE

THEORIES OF JOB SATISFACTION

HERZBERG'S TWO FACTORS THEORY

Two factors theory also known as the motivator hygiene theory addresses both

motivation and satisfaction and is based on Maslow's hierarchy of needs. The factor

theory is classified as belonging to the subgroup of content theories: theories that

attempt to identify the needs that must be met for the individual to be satisfied on the

job. Locke (1976) evaluated Maslow needs hierarchy and Herzberg's theory uses the

team motivators to include satisfying experiences.

Because of this, Herzberg's theory is an excellent example of the conceptual and

definitional overlap between the processes of motivation and satisfaction.

Herzberg, satisfaction and dissatisfaction are based on two different sets of needs.

Motivators originate within the individual: hygiene needs stem from the environment.

Two factor theory is based to some extend on Maslow's need hierarchy. Maslow's

sociological, safety and social needs are assumed to be provided by society, securing

them would lead to a feeling of mentality not having them would lead to be a feeling of

dissatisfaction.

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SAMPLE

MASLOW'S NEED HIERARCHY THEORY

Maslow separated the five needs into higher and lower orders. Psychological and safety

needs were described as lower order and social, esteem and self-actualization as

higher order needs are satisfied internally (within the person) whereas lower order

needs are predominantly satisfied externally (by such things as pay, union contracts

and tenure ) in fact, the natural conclusion to be drawn from Maslow's classification is

that in times of economic plenty, almost all permanently employed workers have their

lower order needs substantially met.

Maslow's need theory has received wide recognition, particularly among practicing

managers. This can be attributed to the theories intuitive logic and ease of

understanding.

HYGIENE FACTORS MOTIVATORS

Company policy and administration Achievement

Supervision Recognition

Salary Work itself

Interpersonal relations Responsibility

Working conditions Advancement

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SAMPLE

Satisfaction and dissatisfaction are not opposite processes, they involve two separate

sets of factors. According to Herzberg, fulfilling hygiene needs leads only to a temporary

absence of dissatisfaction, and employee demands for salary increase or will decrease

accordingly. Organizations can increase employee motivation by designing jobs that

provide opportunities for personal challenge, responsibility advancement and growth.

Herzberg initiated two concepts by which these new job designs could be

accomplished.

Job enlargement- In which employee are given more of the same kinds of activities

within which they can apply existing skills.

Job environment- Means those employees are afforded opportunities to increase their

repertoire of skills and are given the chance to more vertically to other jobs within the

organization.

THEORY X AND THEORY Y

Douglas McGregor proposed two distinct views of human beings: one basically

negative, labeled theory X and the other basically positive, labeled theory Y. After

viewing the way in which managers dealt with employees. McGregor concluded that a

manager's view of the nature of human being is based on a certain grouping or

assumptions he or she tends to mold his or her behavior towards subordinates

according to these assumptions.

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SAMPLE

ERG THEORY

Clayton of Yale University has reworked Maslow's need hierarchy to all it more closely

with the empirical research. His revised need hierarchy is labeled ERG Theory Aldefer

argues that there are three groups of core needs- existence, relatedness, and growth.

Hence, the label: ERG Theory. The existence group is concerned with providing our

basic material existence requirements. They include the items that Maslow considered

to be Psychological and safety needs. The second groups of needs are those of

relatedness. The desire we have for maintaining important interpersonal relationships.

These social and status desires require interaction with others if they are to be satisfied,

and they align with Maslow's social need and the external component of Maslow

esteem classification. Finally Aldefer isolates growth needs- an intrinsic desire for

personal development. These include the intrinsic and extrinsic component form

Maslow's esteem category and the characteristic included under Self-actualization.

Besides substituting three needs for five, how does Aldefer's ERG theory Differ from

Maslow's in contrast to the hierarchy of needs theory the ERG Theory demonstrate that:

1. More than one need may be operative at the same time, and

2. If the gratification of higher level is stifled the desire to satisfy a lower level needs

increase.

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SAMPLE

MCCELLAND'S THEORY OF NEEDS

David McClelland and his associates developed it. Theory focuses on three needs:

achievement, power and affiliation. Those are defined as follows:

Need for achievement

The drive to excel, to achieve in relation to set of standards to strive to succeed.

Need for power

The need to make others behave in a way that they would not have behaved otherwise.

Need for affiliation

The desire for friendly and close interpersonal relationships.

Some people have compelling drive to succeed. They're striving for personal

achievement rather than rewards of success per second. They have a desire to do

something better or more efficiently than it has been done before. This drive is the

achievement need. From research McClelland found that high achievers differentiate

themselves from others by their desire to do things better. They seeks where they can

attain personal responsibility for finding solution to Problems, where they can receive

rapid feedback on their performance so they can tell easily whether they are improving

or not, and where they can set moderately challenging goals. High achievers are not

gamblers; they dislike succeeding by chance. They prefer the challenge of Working at a

problem and accepting the personal responsibility for success or failure rather than

leaving the outcome to chance or the actions of others. Importantly, they avoid what

they Perceive to be very easy or very difficult tasks. They want to overcome obstacles,

but they want to feel that their success or failure is due to their own actions. This means

they like tasks of intermediate difficulty. High achievers perform best when they

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SAMPLE

perceive their probability of success as being 0.5 that is where they esteem that they

have a 50-50 chance of success. They dislike gambling with high Odds because they

get no achievement satisfaction.

The need for power is the desires have impact, to be influential and to control others.

Individual high in enjoy being in charge, strive for influence over others, prefer to be

placed in to competitive and status oriented situations, and tend to be more concerned

with prestige and gaining influence over others than with effective performance.

The third need isolated by McClelland is affiliation. This need has received the least

attention from researchers. Affiliation can be likened to Dade Carnegie's goals the

desire to be liked and accepted by others. Individuals with a high affiliation motive strive

for friendship, prefer co-operative situations rather than competitive ones, and desire

relationship involving a high degree of mutual understandings.

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SAMPLE

EXPECTANCY THEORY

Expectancy theory argues that the strength of tendency to act in a certain way depends

on the Strength of an expectation that the act will be followed by a given outcome and

on the attractiveness of that outcome to the individual. In more practical terms,

expectancy theory says that an employee will be motivated to exert a high level of effort

when he or she believes that effort will lead to a good performance appraisal; that a

good appraisal will lead to organizational reward like a bonus, a salary increase, or a

promotion; and that the rewards will satisfy the employees' personal goals. The theory

therefore, focuses on three relationships.

• Effort performance relationship, the probability perceived by the individual believes that

exerting a given amount of effort will lead to performance.

• Performance reward relationship the degree to which the individual believes that

performing at a particular level will lead to the attainment of a desired outcome.

• Rewards personal goals relationship, the degree to which organizational rewards satisfy

individual personal goals or needs and the attractiveness of those potential rewards for

the individual.

Expectancy theory helps explain why a lot of workers aren't on their jobs and merely do

the minimum necessary to get by.

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SAMPLE

RESEARCH METHODOLOGY

Research Methodology is the systematic way to solve the research problem. It gives an

idea about various steps adopted by the researcher in a systematic manner with an

objective to determine various manners.

INTRODUCTION:

Thepresentstudyaimsatassessingthelevelofsatisfactionofemployeeinamanufacturingcom

pany.The study was conducted at XXX Pvt. Ltd., in the company.

NEED FOR THE STUDY:

This project acts as a reference guide or as a source of information. It gives the idea

about the job satisfaction in company. The main scope of the study was to put into

practical the theoretical aspect of the study into real life work experience. The study

deals with analysis questions of many people and idea about company job satisfaction.

And also study has been conducted for gaining practical knowledge about HR practice.

Statement of the problem

This particular topic is selected because employee job satisfaction is a very important

element necessary for the smooth functioning of an organization. Employee surveys

provide a channel for employee to communicate their views on a wide range of issues

in total confidence. They help management to build up an accurate picture of how

employees perceive the organization and highlight the causes of employee

dissatisfaction.

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OBJECTIVE OF STUDY:-

♦ Assessing the level of job satisfaction at XXX Pvt. Ltd.

♦ To bring out the opinion and suggestion of employees at XXX Pvt. Ltd.

♦ To identify the satisfaction factors of employees.

♦ To identify the perception of employees and the factors causing dissatisfaction.

METHODOLOGY: -

In preparing the project the information collected from the two sources

♦ Primary Data.

♦ Secondary Data.

Method of collecting primary data was through questionnaire and personnel interview

and secondary data has been collected through Internet, observation, company manual

etc. For the purpose of study employees of the XX XX XX XX Mill have been chosen

as a sample size of 100 through convenient random sampling.

Primary Data:

Primary data are the data that are collected to help solve a problem or taken advantage

of an opportunity on which decision must be taken. The main method of collecting

primary data is survey method, there are different types of survey techniques for

example personal interview, mail survey, Internet survey and telephone survey.

Secondary Data:

Secondary data collected from company people, guideline book and Internet.

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SAMPLING TEST:

I have selected the "Simple Random Sampling" a type of probability sampling.

Simple Random Sampling is a procedure in which every possible sampling of a certain

size within a population has known and equal probability of being chosen as the study

of sample.

It helps in the actual selection of a simple random sample can be done by randomly

picking the desired number of units from the population.

Here we collected the data from sampling frame (i.e. Job satisfaction).

Sample size: The study sample constitutes 100 respondents constituting in the

research area.

Sampling Area: The study is conducted in employees of XX XX XX XX Ltd.

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QUESTIONNAIRE

Q1. Working hours of the organization is convenient?

Q2. State the level of satisfaction towards the salary paid to you by the company?

Q3. How do you feel about working conditions in your organization?

Q4. What do you feel about the scope provided by K.S.C.M for

your bright future?

Q5. What do you feel about the transport facility?

Q6. Are you satisfied with the medical facilities provided to you?

Q7. Are the management handles grievances and complaints on time in

your organization?

Q8. Do you think the relationship between employee and management is good?

Q9. Do you think that your talent or intelligence is encouraged by your organization?

Q10. What is your opinion about the fringe benefits provided by your organization?

Q11. Do you think that the Job promotion in this organization is impartial?

Q12. What do you feel about the canteen facility provided to you?

Q13. Do you get support and teamwork from other departments of the company?

Q14. Do you think that the People in your organization are praised and rewarded

for being hardworking and results oriented?

Q15. Does you organization provide you with all the resources to perform?

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DATA ANAYSIS AND INTERPRETATION

Q1. Working hours of the organization is convenient?

Working hours is convenient

60

50

40

30

20

10 0

Strongly Somewhat Neither Somewhat Strongly

agree agree agree nor disagree disagree

disagree

I Working hours is convenient

Analysis: Among 100 employees 48% of employees are strongly agreed, 35% are

somewhat agree, 6% are neither agree nor disagree, 7% are strongly disagree & 4%

are of somewhat disagree.

Interpretation: From survey we come to know that most of the employees are strongly

agree and least of the employees are somewhat agree.

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Q2. State the level of satisfaction towards the salary paid to you by

the company?

Satisfaction level towards the salary

I Completely satisfied

l Somewhat Satisfied

I Neither satisfied nor dissatisfied

I Somewhat dissatisfied

l Completely dissatisfied

Analysis: Among 100 employees, 11% employees are Completely Satisfied, 31% of

employees are Somewhat satisfied 10% are Neither satisfied nor dissatisfied, 3% are

Completely dissatisfied &45% are completely dissatisfied.

Interpretation: From survey come to know that majority of employees are somewhat

dissatisfied and least of the employees are somewhat dissatisfied towards the salary.

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Q3. How do you feel about working conditions in your organization?

Working condition of the organization

I Completely satisfied

I Satisfied

I Neither satisfied nor dissatisfied

I Dissatisfied

I Completely Dissatisfied

Analysis: Among the 100 employees, 22% are completely satisfied, 72% are Satisfied,

2% are neither satisfied nor dissatisfied, 2% are completely dissatisfied & 2% are

dissatisfied.

Interpretation: From survey come to know that the working condition of the

organization is satisfied because 72% of the employees are satisfied and only 2% are

dissatisfied and completely dissatisfied.

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Q4. What do you feel about the scope provided by XXX Pvt. Ltd. for

your bright future?

Scope for bright future

I Extremely satisfied I

Somewhat satisfied

I Neither satisfied nor dissatisfied

I Somewhat dissatisfied

I Extremely dissatisfied

Analysis: Among the 100 employers said that the 68% are somewhat satisfied, 16%

are extremely satisfied, 9% are neither satisfied nor dissatisfied, 4%are extremely

dissatisfied & 3% are somewhat dissatisfied.

Interpretation: Most of the people happy with the XXX Pvt. Ltd. for Bright future in

terms of time.

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Q5. What do you feel about the transport facility?

Transport facility

^ ^ 6 % 5 % ^ ^ ■ Completely satisfied

22% ■ Somewhat Satisfied

29% 38%

Neither satisfied nor dissatisfied ■ Somewhat dissatisfied

■ Completely dissatisfied

Analysis: Most of 100 employees are agreed that transport facility, where as 29%

are somewhat dissatisfied, 22% are somewhat satisfied, to their decision. As the

completely dissatisfactory level is6%, and 5% is completely satisfied by the company.

Interpretation: From the survey among all the more number are about neither satisfied

nor dissatisfied & least of completely satisfied.

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Q6. Are you satisfied with the medical facilities provided to you?

Satisfaction with the medical facilities

I Strongly agree

I Somewhat agree

I Neither agree nor

disagree

I Somewhat disagree

I Strongly disagree

Analysis: From this figure it is clear that 50% of the employee somewhat agree, 35%

strongly agree, 9% strongly disagree, 4% neither agree nor disagree and only 2%

somewhat disagree.

Interpretation: From the analysis we can say that most of the employees somewhat

agree with the medical facilities.

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Q7. Are the management handles grievances and complaints on time in

your organization?

Management Handling Grievance and Complaints

I Strongly agree

l Somewhat agree

I Neither agree nor

disagree

I Somewhat disagree

l Strongly disagree

Analysis: Most of employee i.e. 52% of them strongly agrees that they are satisfied

for complaints and grievances handles by management. Still their not have any problem

i.e. Strike layout etc. whereas 23% of them are neither agree nor disagree, 9% of the

strongly disagree and somewhat agree, and7% of them are somewhat disagree for

employee remaining about the management.

Interpretation: From the analysis it can be conclude that many of them are strongly

agree and few of them are least agree.

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Q8. Is the relationship between employee and management is good?

Relationship between employee and management is good

I Strongly agree I

Somewhat agree

Neither agree and nor disagree

I Somewhat disagree I

Strongly disagree

Analysis: From the above diagram. We can say that 52% of the employees have

strongly agree about the interpersonal relationship between the employees, 23% of the

employee are neither agree nor disagree, 9% of them are somewhat agree and strongly

agree and 7% of them are somewhat disagree.

Interpretation: From the analysis we can conclude that majority of the employees

strongly agree about the interpersonal relationship between the employees.

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Q9. Do you think that your talent or intelligence is encouraged by

your organization?

Talent is encouraged

I Talent is encouraged

Strongly Somewhat Neither Somewhat Strongly agree agree agree nor disagree disagree

disagree

Analysis: Most of employee is 55% of somewhat agrees that., where as 34%

of them are strongly agree, 3% of them neither agree nor disagree, to their decision.

As the completely dissatisfactory level is 4%, and 4% is somewhat disagree by the

company.

Interpretation: From the survey among all the satisfied more number are about

somewhat agree & least of them neither agree nor disagree.

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Q10. What are your opinions about the fringe benefits provided to you by

the organization?

Fringe benefits

3% 7o/o ^k 6%

^^

■ Completely satisfied

■ Satisfied

Neither satisfied nor dissatisfied

■ Dissatified

^^ 81% ^F ■ Completely Dissatisfied

Analysis: Majority of the employee i.e. 100% is satisfied with the fringe benefit.

Whereas, 81% of the satisfied, 7% completely satisfied, 6% of neither satisfied nor

dissatisfied, and 3% are the completely dissatisfied and dissatisfied.

Interpretation: From the analysis we can say that majority of the employees are

satisfied with the fringe benefits given to them.

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Q11. Do you think that the job promotion in this organization is impartial?

Job promotion is impartial

I Strongly agree I Somewhat

agree Neither agree nor

disagree I Somewhat

disagree I Strongly disagree

Analysis: Most of employee i.e. 55% of them somewhat agree with the job promotion is

in this organization is impartial. Whereas 37% of strongly agree, 4% of them neither

agree nor disagree, as the percentage of the strongly disagree level of the employee is

less than compared to the somewhat agree. We can conclude that the employees

agree with the job promotional.

Interpretation: From the analysis, majority of employees are somewhat agree that the

job promotion in this organization is impartial.

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2% 4%

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Q12. What do you feel about the canteen facility provided to you?

Canteen Facility

1%

13% ■ Good ■

Excellent

6% ■ Neither good nor bad

■ Poor

72% ■ Bad

Analysis: Most of employees i.e. 72% of them say that they are satisfied with the

canteen facility. Whereas 13% of them say it is neither good nor bad, and 8% of them of

them say it is poor, 6% of them say it is excellent and only 1 % of them say that it is bad.

Interpretation: From the analysis we can say that majority of the employee's express

that the canteen is good.

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Q13. Do you get support and teamwork from other departments

of the company?

Support and teamwork from other department

l Strongly agree

I Somewhat agree

I Neither agree nor

disagree

l Somewhat disagree

I Strongly disagree

Analysis: Most of the employee i.e., 45% say that they somewhat agree with support

and teamwork from other department. Whereas 35% say that they strongly agree and

10% strongly disagree, 5% neither agree nor disagree and somewhat disagree.

Interpretation: From the analysis we find that majority of the employee somewhat

agree with the teamwork.

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Q14. Do you think that the people who are hardworking and results

oriented are praised and rewarded in this organization?

Hardworking and result oriented are praised and rewarded

Strongly agree Somewhat agree Neither agree nor Somewhat Strongly disagree

disagree disagree

Analysis: Most of the employee i.e., 50% somewhat agree that they are praised and

rewarded for hard work whereas 30% strongly agree with it ,12% neither agree nor

disagree ,6% somewhat agree and 2% strongly disagree.

Interpretation: From the analysis we find that majority of the employee somewhat

agree with the reward system.

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Q15. Are you provided with all the resources to perform?

Provided with all the resources

l Strongly agree

I Somewhat agree

I Neither agree nor disagree

I Somewhat disagree

I Strongly disagree

Analysis: Most of the employee i.e., 60% strongly agree that they are provided with all

the resources whereas 15% somewhat agree with it, 11% somewhat disagree, 8%

strongly disagree and 6% neither agree nor disagree.

Interpretation: from the analysis we find that majority of the employee agree that they

are provided with all the resources to perform.

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FINDINGS AND CONCLUSION

FINDINGS:

• Medical facility provided to the employees is highly satisfied as management is highly

concerned about the employees and their health

• The relationship between the management and employees is good.

• 52% of employees say they are satisfied with the way their grievances

are

addressed.

• Promotion is given on the basis of performance and 37% of employees are satisfied.

• More than 72% of employees are satisfied with the food provided in the canteen

because they maintain good quality food and lot of cleanliness in the preparation of

food.

• Transportation facility provided by the company is not up to the mark, because 6%

respondents are completely dissatisfied.

• Only 11% of employees are completely satisfied with the salary given to the

employees.

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CONCLUSION

I have undertaken the study of problem on employee job satisfaction at XXX Pvt. Ltd. A

sample of 100 respondents was selected for collection of primary data. Analysis and

interpretation of primary has been presented in their respective headings.

Finally to conclude, the project gave me an opportunity to observe the various

theoretical aspects, employees and management were very cooperative through that I

got to know their opinion regarding job satisfaction. From this I can say that

management at XXX Pvt. Ltd. is concerned about employees

SUGGESTIONS AND RECOMMENDATIONS

• XXX Pvt. Ltd. can have a separate HR department which helps the company to know the

employees needs and desires and it will conduct the training and orientation programme

and also look after all the HR activities for the employees and this in turn can help to

increase the productivity of the employees.

• They can also try to provide transport facility as most of employees are not having

convenient local buses or they can provide bus facility from factory site to nearest city.

• Company can provide uniform to the worker as it looks more neat and clean.

• The company may improve its employee concern with the help of offerings and

provisions giving to the employees

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LIMITATION

• The survey is subjected to the bias and prejudices of the respondents. Hence

100% accuracy can't be assured.

• The research was carried out in a short span of time, where in the researcher could

not widen the study.

• The study could not be generalized due to the fact that researcher adapted

personal interview method.

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BOOKS:

BIBLIOGRAPHY

1. Human Resources Management

Subba Rao (5th edition),

Pearson Education, Asia.

2. Marketing Management

Philip Kotler (11th edition)

Prentice-Hall India Pvt. Ltd.

3. Principles of

Management Harold Koontz

(10th edition)

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