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STUDY ON EFFECTIVENESS OF TEAM BUILDING

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MOTHER DAIRY, YELAHANKA

1.INTRODUCTION1.1 INTRODUCTION TO HRM

Human Resource Management (HRM) is concerned with the

people dimensions in management. HRM is the term increasingly used

to refer to the philosophy, policies, procedure and practices relating to

the management of people within organizations. Since every

organization is made up of people, acquiring their services, developing

their skills, motivating them to higher levels of performance, and

ensuring that they continue to maintain their commitment to the

organization are essential to achieving organization objectives.

HRM is that process of management which develops and manages

the human elements of enterprise. When individuals come to workplace,

they come with not only technical skills, knowledge, experience etc, but

also with their personal feelings, perception, desires, motives, attitudes,

values which is put together for the achievement of organizational goals.


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MEANING OF HRM

HRM is that process of management which develops and manages

the human elements of enterprise. It is not only the management of skills

but also the attitude and aspiration of people. When individuals come to

workplace, they come with not only technical skills, knowledge,

experience but also with their personal feelings, desire, motives,

attitude, value etc., so HRM means management of various aspects of

human resources.

In other words, HRM may be defined as a set of policies,

practices and programs designed to maximize both personal and

organizational goals.

DEFINITION OF HRM

According to Lavancevich and Gluck Human Resource

Management is the function performed in organizations that facilitates

the most effective use of people to achieve organizational and individual

goals.

According to Flippo Human Resource Management is the

planning, organizing, directing and controlling of the procurement,

development, compensation, integration, maintenance and reproduction


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of human resources to the end that individual, organizational and social

objectives are accomplished.

According to Leon.C.Meggisionthe term Human Resource can

be thought of as The knowledge, skills, creative ability talents and

aptitude of an organizations workforce as well as the values, attitudes

and beliefs of individuals involved.

FEATURES OF HRM

1. HRM is concerned with the employees both as individuals and asa group in attaining goals. It is also concerned with behavior,

emotional and social aspects.

2. It is concerned with the development of human resources i.e.,knowledge capability skills, potentialities and attaining and

achieving employee goals through different teams in the

organization.

3. HRM covers all levels (i.e., low level, middle level and top level)and categories (i.e., unskilled, skilled, technical professional,

clerical and managerial) of employees. It covers both organized

and unorganized employees.


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4. It applies to the employees in all types of organization in theworld (industry, trade service, commerce, economic, social,

religious, and political and government department). Thus it is

common in all types of organization.

5. HRM is the central sub-system of an organization and it permitsall types of functional management. Marketing management and

financial management.

OBJECTIVES OF HRM

Objectives are pre-determined goals to which individual or group

activity (team performance) in an organization is directed. Objectives of

HRM are influenced by organizational objectives and individual and

social goals. Objectives determine the character of an organization and

serve as the basic for voluntary co-operation and co-ordination among

employees. In this light the objectives of human resource management

may be summarized as follows.

To establish and maintain sound organization structure anddesirable working relationship among all members of the

organization.

To create and utilize an able and motivated workforce toaccomplish to basis organizational goals.


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To secure the integration of individual and group goals within theorganization by co-ordination of the individual and group goals

with those of organization.

To create facilities and opportunities for individual or groupdevelopment so as to match it with the growth of the organization.

To attain an effective utilization of human resources in theachievement of organizational goals.

To provide attractive, equitable, incentive, rewards, budgets,social security measures to ensure retention of competent

employees.

To maintain high employee morale and sound human relation bysustaining and improving the various conditions and facilities.

IMPORTANCE OF HRM

Human resource plays a critical role in the development of

modern economies. Arthur Levis observed there are great differences

in development between countries which seem to have roughly equal

resources, so it is necessary to enquire into the difference in human

behavior. It is often felt that despite of huge natural resource and

availability of physical financial resources along with international aid

that a prominent role in the growth of modern economies none of the


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above factors is more significant than efficient and committed

manpower. It is in fact said all development comes from the human

mind.

CHALLENGES BEFORE HRM

Some of the factors, which pose greater challenge to HRM, are: -

A longer and greater growth of industrialization is expected inthe next decade.

There is possibility for more takeover acquisitions and mergers infuture in India.

With the presence and influence of more multinationals andtransnational as well as higher standards and competitions.

There is a possibility for many indigenous units to be sick. There is a possibility for the emergences of many large and giant

enterprises having economies of scale, leading the units without

the merit of economies of scale and large production to wind of.

ISO 19000 and other international standardization requirementare bound to dedicate higher quality specification making it

difficult for less quality conscious business enterprise to survive.

Another major challenge towards organization in the present erais the employees retention in the organization. The different


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employees for the attainment of the organizational goals is possible

through proper directing.

CONTROLLING:After planning, organizing and directing various activities of

personnel management, the performance is to be verified in order to

know that personnel functions are performed in conformity with the

plans and direction of an organization controlling is also involves of

checking, verifying and comparing of the actual with the plans.

Identification division if any and correcting of identified deviation.

2. OPERATIVE FUNCTIONS: EMPLOYMENT:

It is a first operative function of human resource management.

Employment concerned with securing and employing the people

possessing the required kind and level of human resource necessary to

achieve the organizational goals.


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HUMAN RESOURCE MANAGEMENT:It is the process of improving, molding and changing the skills,

values, commitment etc. based on present and future job and

organizational requirements.

COMPENSATION:It is the process of providing adequate, equitable and fair

remuneration to the employees; it includes wage and salary

administration, incentives, bonus, fringe benefits, social security

measures etc.

HUMAN RELATIONS:Practicing various human resources policies and program like

making teams among the employees create a sense of relationship

between individual team members, among workers who are working for

achieving a particular task, among workers and trade union and the

management.


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1.2 TEAM BUILDING

The term team building generally refers to the selection,

development, and collective motivation of result-oriented teams.Team

building is pursued via a variety of practices, such as team self-

assessment and team-dynamic games, and generally sits within the

theory and practice oforganizational development.

Team Building

To succeed, a Quality push must engage the enthusiasm of the entire

team; as Team Leader, you must create the right atmosphere for this to

happen. Many aspects of team building can be addressed while Quality

remains the focus.

You must create the environment where each team member feels

totally free to express an idea or concern and this can only be done if

there is no stigma attached to being incorrect. No idea is wrong - merely

non-optimal. In each suggestion there is at least a thread of gold and

someone should point it out and, if possible, build upon it. Any

behaviour which seeks laughter at the expense of others must be swiftly

reprimanded.
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One crude but effective method is to write down agreed ground rules

and to display them as a constant reminder for everyone, something like:

all criticism must be kind and constructive all our-problems are all-our problems BUGS WANTED: DEAD OR ALIVE (but not for long) if it saves time later, do it now

Another method is to constantly talk about the group as the plural

pronoun: "we decided", "we can do this", "we'll get back to you". This is

especially effective if it is used in conversation with outsiders

(especially management) within ear-shot of the team. Praise and reward

the whole team; get the team wider fame by a success story in an

internal newspaper.

Most importantly, you must enable failure. If the team is unable to

try out ideas without rebuke for errors, then the scope of their solutions

will be severely limited. Instead, a failure should be an opportunity to

gain knowledge and to praise any safe-guards which were included in

the plan.


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Mutual Coaching

An important aspect of team interaction is the idea of mutual

support. If you can instill the idea that all problems are owned by the

entire team then each member will be able to seek help and advice when

needed from every other team member. One promoter of this is to

encourage mutual coaching. If one team member knows techniques or

information which would be useful to the rest, then encourage him/her

to share it. Specifically this will raise the profile, confidence and self-

esteem of the instructor at the same time as benefiting the entire group.

And if there is one member who might never have anything useful to

impart - send him/her to a conference or training session to find

something.

Projects

Clarity of purpose - this is the key to success. You need a simple,

stated objective which everybody understands and which everybody can

see achieved.


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Any plan to improve the quality or effectiveness of the group must

contain:

the objective the method the statistical display for monitoring the outcome the agreed criteria for completion or curtailment

By insisting on this format, you provide the plan-owners with a

simple mechanism for peer recognition (through the displayed notice

board) and yet enable them to manage their own failure with grace.

For a small established team, the "customer" includes any other

part of the company with which the team interacts. Thus any themes

regarding customer satisfaction can be developed with respect to these

so called internal customers. In the end, the effectiveness of your team

will be judged by the reports of how well they provide products for

others. A simple innovation might be for a member of your team to

actually talk to someone from each of these internal customer groups

and to ask about problems. The interfaces are usually the best place to

look for simply solved problems. The immediate benefit may be to the


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customer, but in the long run better communications will lead to fewer

misunderstandings and so less rework.

THE PROCESS OF TEAM BUILDING

The process of team building includes,

Clarifying the goal, and building ownership across the team andidentifying the inhibitors to teamwork and removing or

overcoming them, or if they cannot be removed, mitigating their

negative effect on the team.

To assess itself, a team seeksfeedback to find out both:

Its current strengths as a team. Its current weakness.

To improve its current performance, a team uses the feedback

from the team assessment in order to:

Identify any gap between the desired state and the actual state Design a gap-closure strategy
http://www.answers.com/topic/feedbackhttp://www.answers.com/topic/feedback


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7 Steps to Successful Team Building

"We are going to build a team". Replace the word "team" with the word

"house" - or any other noun that can be built and will take more than just

a few minutes - and most sensible people will want to adopt a structured

approach. The same goes for successfulteam building.

A Structured Process:

No - if you want to build a team rather than just bond the

individuals closer, you need a structured process. You need to decide

before you start what improvements you want and can realistically

expect the team to achieve. Next you can decide how long it will take to

achieve those results. Often, fun remains a key objective for such a

session. If it is the only one - or is only combined with a desire to get the

team to become closer - organising a team bonding session is an ideal

solution. If, however, your expectations are set higher than that - then

you need something more structured.
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I suggest the following 7 steps will lead to team building success:

1.

Have definite session and longer-term goals and know how the

session goals lead to the longer term ones.

2. Use an engaging and varied base activity that involves eachparticipant in something that he or she enjoys doing.

3. Use an activity that achieves that engagement while havinggenuine parallels to the workplace and has relevance with the

session goals.

4. Select an activity that requires the same kind of skill sets andteam approaches that are needed at work - albeit one that is

removed from the work itself.

5. Consider using an independent (internal or external) facilitator -to allow all levels to join in as equals and to avoid it feeling like

a "sermon from above".

6. Debrief using a predefined process that highlights theworkplace parallels and allows the participants to extract their

own learning rather than be preached to.

7. Use a proven mechanism to transfer the learning back to theworkplace, ideally integrated within the process itself.


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If none of these seem important, you are probably looking at a

pure fun bonding session. Whether that is a trip to the nearest (or

furthest!) bar or something that offers the group an experience that all of

its members will enjoy doesn't matter too much.

But if any of them do seem important, then I'd suggest that they all

are. If one or more are missing then your team building session will be

compromised. And that's a word that sits well alongside mediocrity and

underachievement.

Effective teams often produce lively discussions of divergent

viewpoints before reaching consensus. Diverse views can mean

unresolved argument, or they can mean increased team intelligence and

ultimate consensus. The difference is a well built team. To improve the

effectiveness of your team, Learning Center offers customized

teamwork training.
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"A team is a group organized to work

together to accomplish a set of objectives that

cannot be achieved effectively by individuals."

A key to successful planning and implementation is the

development of teams. The table below provides a description of three

types of teams and their relative advantages and disadvantages:

Executive Model

Small teams of 3-8

All district managers No constituent or stakeholder involvement

Advantages: quick, focused, consensus among leaders Disadvantages:

isolated, no district-side ownership

District Model

Mid-size team of 15-20 Representatives from each key stakeholder group within the


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'boundaries' of district staff

Advantages: key representatives are involved, sense of district-wide

ownership

Disadvantages: representatives can take the narrow view, no

community-side ownership

Community Model

Large team of 25-30 Mix of district staff and community leaders (50:50 preferred)

Advantages: key district community leaders involved, sense of

community-wide ownership

Disadvantages: slow process, everyone needs to be heard, steep learning

curve as citizens become knowledgeable about issues and practices


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Ten characteristics of well-functioning teams:

Purpose: Members proudly share a sense of why the team existsand are invested in accomplishing its mission and goals.

Priorities: Members know what needs to be done next, by whom,and by when to achieve team goals.

Roles: Members know their roles in getting tasks done and whento allow a more skillful member to do a certain task.

Decisions: Authority and decision-making lines are clearlyunderstood.

Conflict: Conflict is dealt with openly and is considered important

to decision-making and personal growth.

Personal traits: members feel their unique personalities areappreciated and well utilized.

Norms: Group norms for working together are set and seen asstandards for every one in the groups.

Effectiveness: Members find team meetings efficient andproductive and look forward to this time together.

Success: Members know clearly when the team has met withsuccess and share in this equally and proudly.


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Training: Opportunities for feedback and updating skills areprovided and taken advantage of by team members.

Characteristics of a high-performance team:

Participative leadership - creating interdependence byempowering, freeing up and serving others.

Shared responsibility - establishing an environment in which allteam members feel responsibility as the manager for the

performance team.

Aligned on purpose - having a sense of common purpose aboutwhy the team exists and the function it serves.

High communication - creating a climate of trust and open, honest

communication.

Future focused - seeing change as an opportunity for growth. Focused on task - keeping meetings and interactions focused on

results.

Creative talents - applying individual talents and creativity. Rapid response - identifying and acting on opportunities.


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Who is Part of Your Team and What Does the Team Do?

Management Team (Superintendent and Administration) plusGovernance Team (School Board)

Vision (Planning) School Board - creates, reviews and approves Administration - recommends process, develop and plans

(decides what), and implements plans (decides how)

Structure (policy) School Board - creates reviews and adopts Administration - recommends and implements

Advocacy (communication) School Board - represents public interest, seeks public

input

Administration - acts in public interest, seeks and providespublic information

Accountability (Evaluation)


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School Board - monitors progress toward goals, evaluatesthe board standards and personnel in accordance

Administration - implements evaluation of programs


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2.RESEARCH DESIGN2.1. INTRODUCTION

Human Resource Management is at the center of activating which

forms the curse of perspective management in the rapidly changing

management scenario of today HRM has a crucial role to play in the

modern business environment. HRM is concerned with the human

beings in an organization where there satisfaction is more important

hence an employer always thinks about the employees development

and building teams and through which attaining the main goals.

The term team building generally refers to the selection,

development, and collective motivation of result-oriented teams. Team

building is pursued via a variety of practices, such as group self-

assessment and group-dynamic games, and generally sits within the

theory and practice oforganizational development.
http://www.answers.com/topic/teamhttp://www.answers.com/topic/group-dynamic-gamehttp://www.answers.com/topic/organization-developmenthttp://www.answers.com/topic/organization-developmenthttp://www.answers.com/topic/group-dynamic-gamehttp://www.answers.com/topic/team


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2.3 OBJECTIVES OF THE STUDY

The main objective is to find whether are there different teamsperforming to achieve a common goal.

To know the level of importance given to build teams. To know the employees opinion about working under a team. To know the co-ordination and co-operation among the team

members.

To know the employees opinion about their treatment in theirteams.

To know the problems and drawbacks in the employees teams. To know the level of communication within the team members

and organization of the teams.

2.4 SCOPE OF THE STUDY

The scope of the study is to know the Effectiveness of Team

Building at Mother Dairy, Yelahanka.

The study also brings out the importance of designing an effective

team building and to know industry practices, employees expectations

and competitive pressure etc.


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2.5 METHODOLOGY

A descriptive study was taken up to study the Effectiveness of

Team Building in Mother Dairy, Yelahanka and the Data was

collected from primary and secondary sources.

PRIMARY DATA:

The data, which is directly collected from the respondents, is

known as primary data.

Primary data was collected from the employees by reusing

questionnaires.

There were 50 respondents and out of them 35 employees were

male and rests of 15 were female employees.

SECONDARY DATA:

Secondary data is the existing data or it can also be called past

data. Secondary data was obtained from publication, journals, and

books. The data collected was classified and tabulated analyses using

statistical tools and applications.


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2.6 TOOLS OF DATA COLLECTION:

a) By survey we collected the primary information, it was samplesurvey and that was the convenient sampling.

b) Size of the sampling was 50 respondents, out of them 35 weremale respondents and the rest of 15 were female respondents.

They were from different age group and also from different

department. Because every department has the teams to achieve

their departments tasks.

c) Tools used for the collection of primary data were questionnairesand through personal interaction with the employees at lower

level as well as higher level. The main tools were questionnaires.

PLAN OF ANALYSIS:

i. The structural questionnaire administered to therespondents was aimed at eliciting the most essential data

relating to the objective.

ii. A scrutiny of all the response was done.iii. Data was further tabulated on different characteristics

relating to the study.

iv. Data was analyzed using a statistical technique.


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v. Bar diagram and pie charts are shown wherever it was feltrelevant to understand the clear breakup of the employed.

2.7 LIMITATIONS OF THE STUDY

A detailed study could not be carried out due to lack of time. The study was restricted to 50 employees. Interaction with the employees was very limited because of their

busy work schedule.

The result of the study is based on the assumption that allinformation provided by the respondents is correct.

The data collected from Mother Dairy, Yelahanka, which is a unitand the rest the units are scattered at different place. So the study

is restricted to a unit of Mother Dairy, Yelahanka.


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2.7 AN OVERVIEW OF THE CHAPTER SCHEME

The study is presented in following chapters:

CHAPTER ONE: INTRODUCTION

This chapter gives an introduction to HRM and the Team

Building.

CHAPTER TWO: RESEARCH DESIGN

This chapter gives an overview of the research design.

1. Brief introduction to subject.2. Statement of the problem.3.

Objectives if the study.

4. Scope of the study.5. Methodology.6. Tools of data collection.7. Limitations of the study.8. Chapter scheme.

CHAPTER THREE: COMPANY PROFILE

This chapter gives a complete profile of Mother Dairy,

Yelahanka.


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CHAPTER FOUR: EFFECTIVENESS OF TEAM BUILDING - AN

ANALYSIS

This chapter gives a detailed view of team building measures that

are exist in Mother Dairy, Yelahanka, Bangalore.

CHAPTER FIVE: SUMMERY OF FINDINGS, CONCLUSIONS AND

SUGGESTIONS

This chapter gives summery of all findings, conclusions and

suggestions derived from the study.


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3. COMPANY PROFILE

Mother Dairy a unit of Karnataka Milk Federation which is

located in Yelahanka in the Bangalore North Taluk, was established in a

total area of 28 acres during under of II with a processing capacity of

two lakh liters per day on 7.12.1984 later, the processing capacity of the

diary was expanded to handle 4 Lakh liters per day during 1993-94 with

an additional cost of Rs.3.64 Crores Total of investment for this project

is Rs.10.61 crores. The different facilities available at mother diary are

mother is procuring 2.4 lakh liters milk per day from kolar Milk sadali

and Gowribidnur are possessing bulk milk coolers, through road milk

taners. The Diary is processing and distributing on average 2.25 lakh

liters of Milk per day to the consumers in Bangalore city with the

increase in demand for liquid milk. It is planned to increase the

processing capacity of the Diary.

Milk is highly nutritive and majority of Indian population rely on

milk for their protein supplement milk is obtained by milking well

bread cows and buffaloes, either manually or through sterilized milking

machine milk cream, cheese ghee, condensed milk of milk-protein are

the dairy products which are separated form milk through various

process.


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The essence of organizational study relates to Co-ordination of

one department with area ores in this organization Industrialization is

taking place in such a rapid place that the entrepreneurs or industrialists

often forget to know the over all functioning of all the systems of an

organization in the most of corporate objectives. This mat be viewed all

one of the reason where most of our industries one becoming with day

to day. The magic behind the successful entrepreneur in this competition

age lines in one detailed knowledge of one functionary of the

organization system.

BACK GROUND

In June 1974, an integrated project was launched in Karnataka

restructure and reorganizes the Diary Industry on the co-operative

principle and to lay foundation for a new direction in diary

development. Work on the first are World Bank aided Diary

development was initiated in 1975. Initially the project covered its

southern districts of Karnataka and Karnataka diary Development

Corporation was setup to implement the project corporation was setup to

implement the project. The multi level, multiunit organization will total

vertical integration of all Diary development activities was setup with

cooperative societies at grass root level, milk unions at the middle level


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and Diary development cooperation at the state level as on apex body

vested with responsibility of implementing Rs.51 Crores project. At the

end of September 1984 the World Bank aided project ended and diary

development activates continued under operation flood- II.

The Activities were extended to cover the entire state except

costal taluks ultra Karnataka district and the process of diary

development was continued in the second phase form April -1984 as a

successor to KDDC. After the closure of operation flood. II, the diary

Development activates, which continued under operation flood-III

ended on 31.03.1996. The spills over works are financed by NDDB

from 1.04.1996 under different terms and conditions.

ORGANIZATION STATUS

At the End of March 2000, the network of Rs.8363 Diary co-

operative societies (DCS) have been organized and are spread over 166

taluks of the total 175 taluks in all the 27 districts of Karnataka. These

societies have been organized into 13 milk unions. The unions are

further federation there are 38 chilling centers (Capacity 12.49 LLPD) 4

number of farm coolers (Capacity 0.16) 17 number of liquid milk plants

and two products diaries for chilling and processing (21.20 LLPD)

conservation (25TPD) and marketing of Milk. To supply balanced cattle


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FEDERATION FUNCTIONS

Presently Mother Diary and Nandini Milk Products at Bangalore

are under the control of KMF fair cattle feed plants, a central training

Institute and centralized testing and quality control laboratory are

functioning under the direct control by KMF Co-operation of activities

between the unions and developing marketing in the area if union. The

federation manager surpluses and deficiencies of liquid milk amongst

the member milk unions. How ever the federation organizes marketing

of products. The major quality of the milk is sold as liquid milk. This

apart other products like butter, Ghee, SMP, Peda flavored milk, Burfi,

Panner, Khava, Jamoons, Mysorepak, Badam powder and Icecream are

also sold. Nandini Good Life pure Cow Milk with an ambient shelf life

of 45 days has been introduced by adopting ultra high temperature

treatment technology. The products are sold under the family brand

name of nandini. The federation organizes marketing of liquid milk and

products outside the state. Excellence in quality is maintained to lay a

solid foundation for widespread acceptance of Nandini Products. This

will ensure an assured market for the ever increasing milk production

Balanced cattle feed, by pass cattle feed.


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Mineral mixture frozen semen straws and liquid nitrogen are

produced by the federation and supplied to the unions. Training and

development senior management personnel, acquiring and applying all

new relevant technologies prescribing quality guidelines and norms are

also the functions of the federation.

MILE STONES

1955 - First Diary in Karnataka set up at Kudige, Kodagu

Dist.08.01.1955.

1965 - Biggest diary in Karnataka with 1.5 lakh ltrs per

day liquid milk processing factory.

Set up in Bangalore on 23.02.1981 Expansion date 01.02.1981.

1974 - World Bank aided Karnataka Diary

Development project implemented 19.06.1974.

1974 - Karnataka Diary Development Corporation

(KDDC) is Born .11.01.1974.

1975 - First spear head team is positioned 01.07.1975

1976 - First Registration of Union 23.11.1976


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1980 - Karnataka Milk products Ltd. Established

01.3.1980 01.3.1980

1982 - First Milk product Diary started at Gejjalagere,

mandya 12.06.1982

1983 - Corporate brand name Nandini given 13.02.1983

a) First cattle feed plant commissioned at

Rajanukunte 21.03.1983.

b) Capacity Expanded form 100 Mtr to 200 Mtr

01.06.1997.

1984 - Bull Mother form and Frozne semen Bank

Commissioned 01.01.1984. Operation Flood II

Implemented 01.04.1984 to 30.09.1987.

Operation flood II Implemented 01.04.1984 to

30.09.1987.

Karnataka milk federation is born 01.05.1984 KDDC

transformed into KMF into KMF 01.05.1984 KMPL

assets transferred to KMF 01.02.1984 product Diary


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Dharwad Commissioned 12.09.1984 Mother Diary

Started functioning 01.12.1984

1985 - Remaining government dairies transferred to KMF

14.02.1985.

1987 - Operation Flood- III implemented 01.04.1987

dairies at Hassan, Tumkur and Mysore transferred to

district milk unions 01.06.1987.

1988 - Dairies at Bangalore Gejjalagere, Dharwad

Belgaum and Mangalore transferred to district milk

union 01.09.1988 training centers at Mysore

Dharwad Gulbarga transferred to Unions 01.12.1988.

1989- Centralized marketing organized 01.05.1989 last

milk shed registered as a union (Raichur) 12.12.1989

milk supplied to kolkata Mother Dairy through

railway tankers from mother dairy, Bangalore

03.03.1989.

1991 - Karnataka Holstein Friesian Breeders Association

(KHAEBA) Registered 25.03.1991.


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1992 - Commercial production and marketing of

NANDINI flavored milk launched September 1992.

1993 - Milk procurement on single day cross million Kg

level in December 1986 and average milk

procurement per day for the year crosses million Kg

level 1991-1992.

1994 - Liquid Milk sale Crosses billion liters per day

February 1994.

1995 - Varieties of new Nandini Products Viz, Nandini

Panner, Burfi, Kava and sweet curds launched

December 1995.

1996 - Foundation stone laid for cattle feed plant at

Hassan 09.02.1996 production stated 09.09.1998.

1996 - Foundation stone laid for mega Dairy and new

powder plant at Bangalore, Mini Dairy schemes and

other development programmed 01.11.1996.

1997 - Inauguration of Ice Cream manufacturing unit at


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Mother Dairy premises Bangalore 12.06.1997

1998 - Launching new products Jamoon MixMarch 1998.

1999 - Tetea Fino Packaged Nandini Good Life Milk March.

2000 - Badam Powder -17.01.2000

QUALITY POLICY OF MOTHER DAIRY

Every employee of Mother Diary will strive to provide milk and milk

products of outstanding quality with competitive rates, prompt delivery and

total customers satisfaction.

OBJECTIVES OF MOTHER DAIRY

The main objectives of Mother Dairy are:

To provide assured and remunerative market for the farmermembers.

To provide quality milk to urban consumers To build village level institution in co-operative sector to manage

the diary activities.

To ensure provision of milk production inputs, processingfacilities and dissemination of know how.


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To facilitate rural development by providing opportunities forself-employment at village level, preventing migration to urban

areas, introducing cash economy and opportunity for steady

income.

ISO 9002 AND HACCP IS 15000 (HACCP) CERTIFICATE

Mother Dairy has obtained ISO 9002 and HACCP Certificate from

Bureau of Indian Standard (BIS) of government of India form December

2000. Mother Dairy is the first and only dairy to secure the comprehensive

certificate in the entire south India.

The importance of obtaining this certificate is to:

Procure Manufacture & distribute the products under controlled setof procedures as per ISO 9003.

To Identify a probable occurrence of Hazar as during the process ofprocurement manufacturing and distribution.

To identify the severity of Hazards during critical control point. To control the Identified Hazards and to produce the products of

International food produce the products of international food safety

standards.


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PRODUCT LINE

The Principle aim of mother dairy is to satisfy people with different

tastes and preference and income as such it has a broad product line satisfy

the people of different taste.

The product line of mother Dairy comprises of

Toned Milk Full Cream Milk Curd Butter Ghee Ice-Cream

COMPETITORS

The success of each and every business unit is mainly depending on

how brilliantly it faces the competitions Mother dairy is not out of

completion it has 80% market share in Bangalore & Presently it is the brand

leader for milk products. The main competitors to Mother Dairy are :


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Sl. No Name of Competitors Area of Procurement

1 Heritage Chitur

2 Jersey Tamil Nadu

3 Dodla Dairy Farm Ltd Bangalore

4 Aroghya Bangalore

5

Nilgiris Dairy Farm

Ltd

Erode

6

KCA Milk Chennai

Sara Enterprise

Josarpet Tamil Nadu

7 Swastika Diary Madanapally

8 Vamshi Krishnagiri

ORGANIZATIONAL OBJECTIVE AND STRATEGIES

The First step in an organization is the assessment of its objective and

strategies i.e., what business are we in? And at what level of quality do with

wish to provide or service? Where do we want to be in the future ? It is only

answering there and other related questions that the organizational must

assess the strengths and weakness of its human resources.


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NEEDS ASSESSMENT

Needs assessment diagnosis present problems and future challenges to

be meet through training and development organizations spend vast sums of

money (Usually as a percentage of turnover) on training and development.

Before committing such huge resource organization would do well to assess

the training needs of their employees organizational that implement training

programmes without conducting needs assessment may be malign errors.

SWOT ANALYSIS OF THE COMPANY

SStrength WWeaknesses

OOpportunities TThreats

Strength

Each department in the organization is very coordinative. All functions relating to milk and milk products are processed at

the same plant. It can minimize the cost of production.

Presently Mother Dairy is a brand leader as well as price leader inthe local market.

The time duration between the procurement and sale iscomparatively less.


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Providing the necessary welfare facilities for the employees thusputting the employees in the comfort zone and increasing the

relation level of employees.

Weakness:

As it is government organization, employee productivity is less. Mother Dairy is lacking enough authority to take decision. Still

traditional method of milk processing.

Lack of specialization of top-level management. Difficulty of change to an alternate fine production with the

existing machinery.

All functions relating to milk and milk products are processed atthe same plant. It can minimize the cost of production.

Opportunities:

Since NANDINI is well known brand it has an opportunity todiversify into some other business.

Since Mother Dairy is recruiting labors of both permanent &contractor to meet production as per fluctuating demand.


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Table No: 1 showing the ages of the respondents.

Options Frequency Percentage

20-30 9 18

31-40 12 24

41-50 16 32

51 and above 13 26

Total 50 100

Concept:The objective of the question is to know about the ages of the

respondents.

Analysis:From the above table it shows that 18% are between 20 and

30 of age, 24% are between 31 and 40, 32% are between 41 and 50 and

the rest of 26% are 51 and above of age.


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Graph No: 1 shows that the ages of the respondents.

Inference:From this it is clear that majority of the respondents are in

between 35-50. It shows that the employees are very loyal to the

company and happy to work in the company, so they have been working

in the company for so many years.

18%

24%

32%

26%

20-30 31-40 41-50 51 and above

0%

5%

10%

15%

20%

25%

30%

35%


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Page 50


Table No: 2 showing the experience of the respondents in the

organization.

Options Frequency Percentage

0-8 10 20

9-15 9 18

16-24 12 24

25 and above 19 38

Total 50 100

Concept:the objective of the question is to know about the respondents

experience in the company, through which to know the loyalty of the

employees.

Analysis:From the above table it shows that 20% are have between 0

and 8 years of experience , 18% are between 9 and 15, 24% are between

16 and 24 and the rest of 38% are between 25 and above.


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Graph No: 2 show that the experience of respondents of the

company.

Inference: From this it is clear that majority of the respondents have

experience of 24 and above. It shows that the employees are working

from long before and it shows their loyalty and they are happy with the

company.

20% 18%

24%

38%

0-8 15-Sep 16-24 25 and above

0%

5%

10%

15%

20%

25%

30%

35%

40%


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Page 52


Table No: 3 showing the employees whether they have specific

teams to perform the tasks.

Concept: The objective of the question is to know whether the

respondents have a specific team.

Analysis:The above table shows that 90% of the respondents say that

they have a team and the rest 10% could not tell whether they have a

team or not.

Response Frequency Percentage

Yes 45 90

No 2 4

Cant say 3 6

Total 50 100


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Graph No: 4 showing whether the employees have the teams to

perform.

Inference:It is clear that the majority of the respondents agree that they

have a team to perform. It shows that the organization has different

teams to achieve their goals.

Yes, 90%

No, 4%Can't Say, 6%


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Table No: 4 showing whether the employees preferred to work

under a team.


respondents prefer to work under a team.

Analysis:The above table shows that 90% of the respondents prefer to

work under a team, 6% do not prefers and the rest of 4% could not say

anything about it.


Yes 45 90

No 3 6

Cant say 2 4

Total 50 100


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Graph No: 4 showing whether the employees preferred to work

under a team.

Inference: Here it is clear that majority of the respondents prefer to

work under a team. It is clear that the employees keen to work under a

team.

Yes, 90%

No, 6%

Can't Say, 4%


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Table No: 5 showing whether the team work help in personal

growth.

Concept: The objective of the question is to know whether the team

work helps in the personal growth of the respondents.

Analysis: It is interesting to know that 70% of respondents agree that

the team work help in personal growth, 20% disagree and the rest of

10% could not say anything about it.


Yes 35 70

No 10 20

Cant say 5 10

Total 50 100


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Graph No: 5 showing whether the team work help in personal

growth of the employees.

Inference: It is clear that majority of respondents agree that the team

work help in personal growth. It is clear that the team work will helps in

the employees personal growth.

Yes, 70%

No, 20%

Can't Say, 10%


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Table No: 6 showing whether they have any programs to build

teams.


Yes 5 10

No 30 60

Dont Know 15 30

Total 50 100


respondents have any team building programs.

Analysis: From the table it is depicted that 60% say that they do not

have any programs to build teams, 30% dont know about it and the rest

of 10% says they have some programs to build the teams.


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Page 59


Graph No: 6 showing whether the employees have any programs to

build the teams.

Inference:From this it is concluded that majority of the respondents say

that they dont have any special programs to build the teams. It shows

that the company is not conducting any programs to build the team to

achieve their goals.

Yes, 10%

No, 60%

Can't Say, 30%


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Table No: 7 showing how the employees feel the drawbacks in the

team building programs.


Yes 15 30

No 15 30

Dont know 20 40

Total 50 100

Concept: The objective of the question is to know opinion of

respondents about the drawbacks of team building process.

Analysis: It is interesting to know that 40% of respondents dont know

about any drawbacks in the team building programmes, 30% says no

drawbacks and the rest of 30% says there were drawbacks in the team

building process.


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Page 61


Graph No: 7 showing whether the employees feel any drawbacks in

their team building process.

Inference: By this it is clear that the majority of the respondents

disagree that there were no drawbacks in the process. Because of no

special programs to build the teams there is more number of respondents

dont know about this.

Yes, 30%

No, 30%

Can't Say, 40%


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Table No: 8 showing whether the employees ever feel to quit their

team.


Yes 5 10

No 40 80

Cant say 5 10

Total 50 100

Concept: the objective of this question is to know whether the

respondents happy with the team or feel to quit their team.

Analysis: It is good to know that 80% of respondents do not want to

quit their team, 10% says they could not tell and the rest 10% says that

they want to quit their teams.


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Graph No: 9 showing whether the employees ever felt to quit their

team.

Inference:From this it is clear that majority of respondents are happy

with their team and they dont want to quit their team. It shows that the

employees are happy with the teams they are performing.

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No Can't Say

10%

80%

10%


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Table No: 9 showing whether the employees have opportunities to

voice their opinion in the team meetings.


Yes 35 70

No 10 20

Cant say 5 10

Total 50 100

Concept:The objective of the question is to know that the respondents

opportunity to voice their opinion.

Analysis:From the above table 70% of respondents say that they have

opportunities to voice their opinion, 20% says that they dont have and

the rest 10% could not say anything about it.


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Page 65


Graph No: 9 showing whether the employees have opportunities to

voice their opinion in the team meetings.

Inference: It is clear that majority of respondents feel that they have

opportunities to voice their opinion. It shows that the management

giving the employees to voice their opinion in the meetings conducted

by the management.

Yes, 70%

No, 20%

Can't Say, 10%


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Table No: 10 show whether respondents have regular meetings to

discuss team tasks.


Yes 25 50

No 18 36

Cant say 7 14

Total 50 100

Concept:The objective of the question is to know whether the teams

organize regular meetings to discuss the tasks to be achieved.

Analysis:From the above table 50% of respondents say that they have

regular meetings to discuss team tasks, 36% says no meetings and the

rest 14% could not say anything about it.


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Page 67


Graph No: 10 showing whether the employees have regular

meetings to discuss regarding the tasks to achieve.

Inference: It is clear that majority of respondents feel that they have

regular meetings to discuss team tasks achieved or to be achieved. It

shows that the management conducting meetings and allowing the

employees to participate in it.

Yes, 50%

No, 36%

Can't Say, 14%


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Table No: 11 show whether the respondents team need to be

improved.


Yes 43 86

No 4 8

Cant say 3 6

Total 50 100

Concept: The objective of the question is to know opinion of

respondents about the improvement needed to their team.

Analysis:From the above table 86% of the respondents say that their

team needs to be improved, 8% says that need not and the rest 6% could

not say anything about it.


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Page 69


Graph No: 11 showing the employees feel whether their team need

still more improvement.

Inference:It is clear that the majority of respondents feel that their team

should be improved. It shows that the team in which the employees are

performing needs still more improvement.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Yes No Can't Say

86%

8% 6%


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Table No: 12 showing whether the superiors invite and appreciate

respondents suggestion.


Yes 35 70

No 15 30

Cant say - -

Total 50 100

Concept: The objective of the question is to know that superiors are

inviting and appreciating the suggestions of respondents.

Analysis:From the table, it is predicted that 70% say that their superior

inviting and appreciating their suggestions and the rest of 30% disagree

to this.


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Graph No: 12 showing how the superiors inviting and appreciating

the employees suggestions.

Inference: From this we may conclude that majority of respondents

suggestions are appreciable, it means good suggestions are always

inevitable and appreciable.

Yes, 70%

No, 30%

Can't Say, 0%


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Table No: 13 showing is the respondents team well organized.


Yes 33 66

No 15 30

Dont Know 2 4

Total 50 100

Concept: The objective of the question is to know the opinion of

respondents that their team whether well organized or not.

Analysis:From the above table 66% of respondents say that their team

is well organized, 30% says that the team is not well organized and the

rest of respondents dont know about it.


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Page 73


Graph No: 13 showing the employees feel whether the team well

organized.

Inference:From this it is clear that majority of respondents feel their

team is well organized. It shows that the employees are happy with the

teams and the organization of the teams.

66%

30%

4%

0%

10%

20%

30%

40%

50%

60%

70%

Yes No Can't Say


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Table NO: 14 showing the opinion of the respondents is their team

designed to achieve the organizational goals?


Yes 44 88

No - -

Cant say 6 12

Total 50 100

Concept: The objective of this question is to know that whether the

teams are designed to achieve the organizational goals or not

Analysis: It is interesting to know that 88% of respondents agree that

their team is designed to achieve the organizational goals and the rest of

12% says they cant say anything about it.


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Page 75


Graph No: 14 showing the employees feel whether the team

designed to achieve the organizational goals.

Inference: From this it is clear that majority of respondents satisfied

with the team design to achieve the organizational goals. It shows that

the employees are satisfied with the tasks they are performing.

0%

10%

20%

30%

40%

50%

60%70%

80%

90%

Yes NoCan't Say

88%

0%

12%


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Table No: 15 showing whether the respondents treated fairly in

their team.


Yes 40 80

No - -

Cant say 10 20

Total 50 100

Concept: the objective of the question is to know the opinion of

respondents that whether they treated fairly in their team.

Analysis:It is interesting to know that 80% of respondents say that they

are treated fairly in their team and the rest of the respondents agree that

they cant say anything about it.


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Graph No: 15 showing whether the employees treated fairly in their

team.

Inference:It is clear that majority of the respondents agree that they are

treated fairly in their team. It shows the respondents are happy to in their

team. It means there is an equal treatment in the team.

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No Can't Say

80%

0%

20%


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Table No: 16 showing whether the respondents satisfied with tasks

which their team performing.


Yes 30 60

No 10 20

Cant say 10 20

Total 50 100


respondents whether they are satisfied with the tasks they are

performing.

Analysis:The above table shows that 60% of respondents say that they

are satisfied with the tasks which their team performing, 20% say

disagreed to this and the rest of 20% says that they cant say whether

they are satisfied with the tasks which they are performing.


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Table No: 17 showing whether they are proud to be the team

member.


Yes 35 70

No 10 20

Cant say 5 10

Total 50 100

Concept: the objective of the question is to know whether the

respondents happy with the team.

Analysis:From the above table 70% of the respondents say that they are

proud to be the team member, 20% of respondents disagreed to this and

the rest of 10% say they cant say anything about it.


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Page 81


Graph No: 17 showing whether the employees feel proud to be the

team member.

Inference:From this it is clear that majority of respondents feel proud

to be the team member. It means the employees are happy with their

teams.

70%

20%

10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No Can't Say


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Page 82


Table No: 18 showing whether the respondents getting strained in

their team work.


Yes 18 36

No 27 54

Cant say 5 10

Total 50 100


respondents getting strained in their work.

Analysis: From the above table 36% of respondents say that they are

getting strained in their team work, 54% says they are not getting

strained and the rest of 10% say they cant say about it.


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Page 83


Graph No: 18 showing whether the employees feel them mentally

getting strained in their team work.

Inference:It is clear that majority of respondents agree that they are not

getting strained in their team work. It shows the employees are working

in their teams with the high morale.

Yes, 36%

No, 54%

Can't Say, 10%


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Page 84


Table No: 19 showing the level of importance given to team building

in the mother dairy.


Excellent 3 6

Good 30 60

Average 17 34

Poor - -

Total 50 100


respondents that the importance to build the team in the organization.

Analysis:From the table it is depicted that 6% of respondents agree that

the importance to build the teams is excellent, 60% says that it is good

and the rest of 34% say that it is average.


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Page 85


Graph No: 19 showing the level of importance given to team

building in the organization.

Inference: from this it is clear that majority of respondents agree that

the level of importance given to team building is good. It means the

company showing a lot of interests in building the teams.

Excellent, 6%

Good, 60%

Average, 34%

Poor, 0%


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Page 86


Table No: 20 shows that the respondents opinion about the co-

ordination and co-operation among the team members.


Excellent - -

Good 35 70

Average 15 30

Poor - -

Total 50 100


respondents about the co-ordination and co-operation among the team

members.

Analysis:From the above table 70% say that the co-ordination and co-

operation among the team members is good and the rest of 30% agree

that it is average.


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Page 87


Graph No: 20 showing the opinion about the co-ordination and co-

operation among the team members.

Inference:It is concluded that majority of the respondents agree that the

co-ordination and co-operation among the team members is good. It

means the relationship among the team members is good.

0%

10%

20%

30%

40%

50%

60%

70%

80%

Excellent Good Average Poor

0%

70%

30%

0%


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Table No: 21 show how the team building improved their

knowledge about various tasks associated with their job.


Excellent - -

Good 45 90

Average 5 10

Poor - -

Total 50 100

Concept:The objective of this question is to know about how the team

building helps in improving the knowledge of respondents about their

job.

Analysis: From the above table 90% say that the team building

improves their knowledge at good extent and the rest of 10% say it is

average.


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Page 90


Table No: 22 shows that the quality if team building program

conducted.


Excellent - -

Good 16 32

Average 28 56

Poor 6 12

Total 50 100

Concept: The objective of this question is to know the opinion of

respondents about the quality of team building program conducted.

Analysis:From the above table 32% of respondents say that the quality

of team building program conducted is good, 56% says it is average and

the rest of 12% says it is poor.


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Page 91


Graph No: 22 showing the quality of team building programs

conducted.

Inference:From this it is clear that majority of respondents agree that

the quality of team building program conducted was average. It means

the quality of the programs conducted to build the teams were not so

good.

Excellent, 0%

Good, 32%

Average, 56%

Poor, 12%


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Page 92


Table No: 23 shows that the opinion of respondents about the

company.


Excellent - -

Good 47 94

Average 3 6

Poor - -

Total 50 100


respondents about the company.

Analysis:From the above table it is depicted that 94% of respondents

say good about the company and the rest of 6% say it is average.


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Graph No: 23 showing the respondents opinion about the company.

Inference: It is clear that majority of respondents agree that the

company is good. It means the employees have good beliefs and feels

good about the company.

0%

10%

20%

30%

40%

50%60%

70%

80%

90%

100%

Excellent

Good AveragePoor

0%

94%

6%0%


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Page 94


Table No: 24 show the level of safety measures taken by the

company to overcome the team drawbacks.


Excellent - -

Good 30 60

Average 15 30

Poor 5 10

Total 50 100

Concept: The objective of this question is to know about the safety

measures taken to overcome the team drawbacks.

Analysis:From the above table 60% of respondents say the measures

taken to overcome the team drawback are good, 30% say it is average

and the rest of 10% say it is poor.


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Page 95


Graph No: 24 showing the level of safety measures taken by the

company to overcome the team drawbacks.

Inference: It is clear that majority of respondents say that the safety

measures taken by the company to overcome the team drawbacks are

good. It means the company taking a lot measures to overcome the

drawbacks of the teams.

Excellent, 0%

Good, 60%Average, 30%

Poor, 10%


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Page 96


Table No: 25 shows the level of effectiveness of tools and machines

provided by the company.


Excellent - -

Good 30 60

Average 20 40

Poor - -

Total 50 100


respondents about the effectiveness of tools and machines provided by

the company.

Analysis: The above table shows that 60% of respondents say the

effectiveness of the tools and machines provided by the company are

good and the rest of 40% say it is average.


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Page 97


Graph No: 25 showing the respondents opinion about the

effectiveness of tools and machines provided by the company.


the effectiveness of tools and machines provided by the company are

good. It means the tools and machines which are provided by the

company were at good quality with new technologies.

0%

10%

20%

30%

40%

50%

60%

70%

Excellent GoodAverage

Poor

0%

60%

40%

0%


98/121


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Page 99


Graph No: 26 show the level of communication among the team

members.


the communication among the team members is good. It shows the

information and communication in the teams is good.

0%

74%

26%

0%

Excellent Good Average Poor

0%

10%

20%

30%

40%

50%

60%

70%

80%


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Page 100


Table No: 27 shows that the level of motivation in respondents

team.


Excellent 5 10

Good 35 70

Average 10 20

Poor - -

Total 50 100

Concept: The objective of this question is to know the level of

motivation in the respondents team.

Analysis:The above table shows that 10% of respondents agree that the

degree of motivation in their team is excellent, 70% says it is good and

the rest of 20% says that the degree of motivation in their team is

average.


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Page 101


Graph No: 27 showing the degree of motivation in respondents

team.

Inference:It is clear that majority of respondents agree that the degree

of motivation in their team is good. It means the superior motivates the

employees for the great extent.

Excellent, 10%

Good, 70%

Average, 20%

Poor, 0%


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Page 102


Table No: 28 show the level of job security in their team.


Excellent 3 6

Good 40 80

Average 7 14

Poor - -

Total 50 100


respondents about the job security in their team.

Analysis:The above table shows that 6% of respondents say that the job

security in their team is excellent, 80% says it is good and the rest of

14% says that the job security in their team is average.


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Page 103


Graph No: 28 showing the level of job security in their team.

Inference:It is clear that majority of respondents agree that the level of

job security in their team is good. It means the employees feel that they

are secured in their team.

Excellent, 6%

Good, 80%

Average, 14%

Poor, 0%


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Page 104


Table No: 29 shows the level of innovations implemented in their

team work.


Excellent - -

Good 30 60

Average 15 30

Poor 5 10

Total 50 100


respondents about the innovations implemented in their team work.

Analysis:It is interested to know that 60% of the respondents agree that

the innovations implemented in their team work is good, 30% says it is

average and the rest of 10% says it is poor.


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Page 105


Graph No: 29 showing the level innovations implemented in their

team work.


the level of innovations implemented in their team work is good. It

means the company implementing new technologies and innovations to

their work.

Excellent, 0%

Good, 60%Average, 30%

Poor, 10%


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Page 106


Table No: 30 shows the opinion of respondents whether employees

who are weak in their team are covered by the way of periodical

training.


Yes 15 30

No 25 50

Cant say 10 20

Total 50 100

Concept:The objective of this question is to know whether the teams

are undergone periodical training.

Analysis: The above table shows that 30% of respondents agree that

they are covered under periodical training, 50% of the respondents

disagreed to this and the rest of 20% says that they cant say anything

about it.


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Page 107


Graph No: 30 showing whether the employees who are weak in their

team are covered by the way of periodical training.

Inference:From this we may conclude that majority of respondents

agree that the periodical training is not provided to those who are

weak in performing their team tasks. It means the company providing

the training to employees where they feel its necessary.

30%

50%

20%

Yes No Cant say

0%

10%

20%

30%

40%

50%

60%


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Page 108


5. FINDINGS AND CONCLUSIONS

A study on Effectiveness of Team Building with Management

was undertaken with the guidance of Human Resource Department of

Mother Dairy and the following findings are drawn which are purely

based on the response provided by the employees.

Mother Dairy believes in evaluating its corporate values like

customer satisfaction, Human assets to develop their competencies,

Transparency in all operations, Mutual trust and mutual prosperity

determine healthy vendor relationship, High concern for quality, Safety

and work environment in Managing operations, Passion for share

holders interest and last but not least emotional and intellectual

integrity.

During the study at Mother Dairy, it has fetched a great amount of

experience and knowledge for me. It was possible to learn a wide range

things relating to organization culture, its discipline, its behavior, its

concern towards the employees, employees roles and responsibilities of

the HR manager, functions of HRD, team building process and policies,

functions of other departments, the product range and so on.


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Page 109


5.1 FINDINGS

During the course of the study the following findings are made

with the help of questionnaire.

Most of the respondents fall into 45 to 55 years of age group andalso they have an experience of around 20 to 30 years.

Majority of the respondents prefers to work under the teams andthey feels that the team works will helps in personal growth.

Majority of the respondents feel that they do not have anyparticular team building programs and because of it there is no

drawbacks in those programs.

Majority of the respondents agree that they are happy with theirteams and the tasks which they are performing.

Majority of the respondents agree that they are getting goodmotivation in their teams and they feel that their teams are well

organized.

Majority of the respondents says that the regular meetings areheld and discussing their tasks to be achieved and in such

meetings they are participating and getting opportunities to voice

their opinion.


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Majority of the respondents say that they are treated fairly by theirsuperiors and good opinions and suggestions are appreciated in

their teams by their superiors.

Majority of the respondents agree that in their team there is agood co-ordination and co-operation and also there is a good

communication in their teams.

Majority of the respondents feel good about the company and alsothe tools and machines which are used by the employees.

Majority of the respondents agree that the company isimplementing the new technologies and innovations in their team

works and also they are getting training in their regular process of

team work.


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5.2 CONCLUSION

The project study was carried out at the Mother Dairy, Yelahanka

to find out the factors that have influenced effective team building with

management to create organizational commitment.

The data has revealed that there was average team building

programs and process in the organization, the special areas of high

satisfaction are team work, mutual discussion and better co-ordination

and co-operation among the team members.

Considering all these factors projected report comes to conclusion

that The Mother Dairy, Yelahanka, the effectiveness of team building

with management is high.

Team building, team work, team performance has the overall

impact on the company, if the teams are not properly build teams it may

have a negative impact on the organization.


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5.3 SUGGESTIONS

ORGANIZATION THAT BUILDS EFFECTIVE TEAMS AND

TREATS THEM WELL ALWAYS RACE AHEAD OF OTHERS

AND DELIVER EXCELLENT RESULTS.

Here are given few suggestions to the management to project a

good image of the company.

Employees should be motivated the employees in the organizationto being the team members.

Company should provide at least some of team buildingprogrammes to the employees. It may be through the training

programmes.

The company should create a sense of belongingness among theteam members i.e., employees. They should identify themselves

with the goals of the organization.


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The organization should plays a role in creating the sense ofbelongingness among the employees by allowing them to

participate in some meetings and accepting their suggestions.

The organization has to provide basic sources and requiredinformation to prepare teams to achieve their goals through teams.


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BIBLIOGRAPHY

Shashi .K Guptha and Rosy Joshi, Human ResourceDevelopment, Himalaya Publications.

C.B. Mamoria, Human Resource Management. HimalayaPublications.

A.M.Sharma, Personnel Management, Himalaya Publications. P.Subba Rao, Human Resource Development, Himalaya

Publications.

Company Magazines and Journals.

WEBSITES

www.hrm.com www.google.com - information about team building www.kmfnandini.co.op
http://www.hrm.com/http://www.google.com/http://www.kmfnandini.co.op/http://www.kmfnandini.co.op/http://www.google.com/http://www.hrm.com/


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QUESTIONNAIRE

Dear Sir/Madam,

I, SUNIL KUMAR M P, student of Dr. N S A M First Grade

College, Yelahanka, Bangalore. As partial fulfillment of BBM Course, I

am doing my project on EFFECTIVENESS OF TEAM BUILDING.

So, I request you to spare your valuable time to answer few questions in

an anticipation of your kind co-operation and give opinion about your

company. I assure you that all the information provided by you will be

kept strictly confidential.

PART-1:

1. Name : -

2. Sex : -

3. Age : -

4. Designation : -

5. Qualification : -

6.

Documents

Whole Project1