CONTENTS

CHAPTER NO TITLE Page. NO

Chapter 1 INTRODUCTION AND PROFILE
1.1. Introduction
1.2. Industry profile 1-38
1.3. Company profile

Chapter 2 Design of the study

2.1. Need for the study
2.2. Scope of the Study 39-42
2.3. Objective of the Study
2.4. Limitations of the study
2.5. Research Methodology

Chapter 3 Data Analysis & Interpretation

43-62

Chapter 4 Findings & Suggestions

4.1. Findings 63-65
4.2. Suggestions

Chapter 5 Conclusion & Appendix

5.1 Conclusion 66-69
5.2 Appendix 1 - Questionnaire
5.3 Appendix 2 - Bibliography
CHAPTER – 1
Introduction
 JOB SATISFACTION
INTRODUCTION:
Job satisfaction is one of the major interests to the field of organizational behavior and the
practice of HRM. It reflects employee’s attitudes towards their job and commitment to an
organization. Job satisfaction refers to one’s feelings or state of mind regarding the nature of
their work. It describes how content an individual is with his or her job.

Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation
to work. It is not self satisfaction, happiness or self contentment but satisfaction on the job.

Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of
one’s job as achieving or facilitating the achievement of one’s job values.

Job satisfaction is not the same as motivation. It is linked to productivity, motivation,

absenteeism, waste accidents, mental health, physical health and general life satisfaction.
There are three important dimensions to job satisfaction.

 Job satisfaction is an emotional response to a job situation. It can’t be seen, only

inferred.
 Job satisfaction is often determined by how well outcomes meet or exceed expectations.
 Job satisfaction represents several related attitudes.

VARIOUS DEFINITIONS OF JOB SATISFACTION:

Bullock (1952) defined job satisfaction as an attitude, which results from
balancing and summation of many specific likes dislikes experienced in connection with the
job.
 Smith (1955) defined to job satisfaction as the employee’s judgment of how well his
job on whole is satisfying his various needs.
Locke (1969) defines job satisfaction as the pleasurable or positive emotional state
revolving from the appraisal of one’s job or job experie

According to Vroom, “job satisfaction is the reaction of the workers against the role they
play in their work.”
“ job satisfaction as a general attitude of the workers constituted by their approach
towards the wages, working conditions, control, promotion related with job, social relations in
the work, recognition of talent and some similar variables personal characteristics, and group
relations apart from the work life”.
--Blum& Naylor.
“Job satisfaction is the total of the sentiments related with the job conducted.
If the worker perceives that his/her values are realized with in the job, she/he improvises a
positive attitude towards his/her job and acquires job satisfaction”.
--Mc comic & Tiffin.
From these definitions, we can define the job satisfaction as the sum of all negative
and positive aspects related to the individual’s salary his/her physical and emotional working
conditions, the authority she/he has the autonomous usage of this authority, the level of
success she/he has maintained and the rewards given due to this success, the social state
maintained in relation with his/her job.

THE IMPORTANCE OF JOB SATISFACTION:

The job satisfaction is the condition of establishing an healthy organizational

environment in an organization. Individuals want to maintain statute, high ranks and authority
by giving their capabilities such as knowledge, ability education, health etc. The individuals
who can’t meet their expectations, with regard to their jobs become dissatisfied. Thus this
dissatisfaction affects the organization for which she/ he works.
 Job satisfaction is very important for a person’s motivation and contribution to
production. Job satisfaction may diminish irregular attendance at work, replacement workers
with in a cycle or even the rate of accidents.

Job satisfaction is an employee’s thoughts and emotions towards their job and how
they evaluate their job. This can be a judgment of their job overall, or of specific judgment such
as pay, promotions, work tasks, coworkers and supervisors. It is important for organizations to
care about their employee’s job satisfaction. It will promote employees organizational
commitment when they feel that they are satisfied with their jobs.
DIMENSIONS OF JOB SATISFACTION:
There are six dimensions that represent the most important characteristics of
a job about which people have effective responses.

 The work itself:

The content of the work itself is a major source of satisfaction. This means the extent
to which the job provides the individual with interesting tasks, opportunities for learning, and
the chance to accept responsibility. Some of the most important ingredients of job satisfaction
include interesting and challenging work and a job that provides status.

 Compensation:
Wages and salaries are significant, but a complex and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs, but also is instrumental in
providing upper level need satisfaction. Employees often consider salary as a reflection of how
management views their contribution to the organization. Fringe benefits are also important, but
they are not as influential.

 Career Growth:
Promotional opportunities seem to have a varying effect on the job satisfaction. This
is because promotions take different forms and include a variety of rewards. For example
individuals who are promoted on the basis of seniority often experience job satisfaction but not
as much as those who are promoted based on their performance.
 Supervision:
Supervision is another moderately important source of job satisfaction. There are two
dimensions of supervisory style that effect on job satisfaction. One is employee centeredness,
which is measured by the degree of which a supervisor takes personal interest in the welfare of
employees. The other dimension is participation or influence, illustrated by managers who allow
their people to participate in decisions that affect their own jobs. This approach leads to higher
job satisfaction. It is proved that a participative environment.

 Coworkers:
Friendly, cooperative coworkers are a modest source of job satisfaction the work
group serves as a source of support, comfort, advice, and assistance to the individual. A good
work makes the job more enjoyable.
If this factor is not considered with care, then if may have reverse effects,
meaning there by that the people are difficult to get along with. This will have a negative effect
on job satisfaction.
 Work Environment:
Work environment and working conditions are factors that have a modest effect
on job satisfaction. If working conditions are good clean, attractive surroundings, employee,
find it easier to carryout their job.

THEORIES OF JOB SATIAFACTION:

There are some theories to describe the job satisfaction.
 Fulfillment theory:
This theory measures satisfaction in terms of rewarded. A person receives or the extent
to which his needs are satisfied. Further they thought that there is a direct relationship between
job satisfaction and the actual satisfaction of the expected needs. The main difficult what he
feels he should receive at there would be considerable difference in this approach is that job
satisfaction as observed by willing is not only a function of what a person receives but also what
he feels he should receive at there would considerable difference in the accruals and
expectations of persons. Thus job satisfaction can’t be regard as merely a function of hw much a
person receives from his job.
  Discrepancy theory:
The proponents of this theory argues that satisfaction is the function of what a
person actually receives from his job situation and he thinks he should receive or what
expect to receive. When the actual satisfaction is derived less than expected satisfaction, it
results dissatisfaction. Job satisfaction and dissatisfaction are functions of the perceived
relationship between what one wants from ones job & what one perceives it is offering.

 Equity theory:
The proponents of this theory are of the viewed that persons satisfaction is determined by this
perceived equity which in turn is determined by his input output balance compared to his
comparison of others input output balance. Input output balance is the perceived rate of what a
person receives from his job relative to what he contributes to the job. This theory is of the view
that both under the over rewards lead to dissatisfaction, while the under reward causes feeling of
unfair treatment over reward leads to feelings guilt and discomfort.
 Two factor theory:
This theory was developed by Herzberg, Mnusener, Peterson and corpwell who
identified certain factors as satisfies and dissatisfies. Factors such as achievement, recognition,
responsibility etc, are satisfies, the presence of which causes satisfaction by their absence
however does not result in job satisfaction.
FACTORS INFLUENCING ON JOB SATISFACTION:
Job satisfaction as a bydimensional concept consisting of motivational factors,
personal factors, intrinsic &extrinsic dimensions. Intrinsic sources of satisfaction depend on the
individual characteristics of the person such as the ability to use initiative relations with
superiors or the work that the person actually performs. Extrinsic sources of satisfaction are
situational & depend on the environment such as pay, promotion or job security. Both extrinsic
& intrinsic job facts should be represented as equally as possible in a composite measure of
overall job satisfaction.
PERSONAL FACTORS:
These sources are include worker’s age, sex, education, marital status and their
personal characteristics, family background, socio economic background etc.
 AGE:
The relationship between age and job satisfaction could be complex. Generally one
would expect that as the person would grow order he would get greater satisfaction with his job
particularly because of the experience and therefore the case with which he would be able to
perform it.
SEX:
There is as yet no consistence evidence as to whether women more satisfied with
their jobs than men, holding such factors as job and occupational level constant, one might
predict this to be case, considering the generally lower occupational aspiration of women.
EDUCATIONAL LEVEL:
There is a negative relationship between educational level & job satisfaction. The
higher the education the higher reference group which the individual looks to for guidance to
evaluate his job rewards.
MARITAL STATUS:
There is a relationship between marital status & job satisfaction. Generally one
would assume that that with increasing responsibilities placed on an individual because of
marriage he would value his job little more than an unmarried employee.

MOTIVATIONAL FACTORS:
Motivation of employees is the most important aspect of managing an enterprise. The
success or failure of an enterprise depends mostly on how best the employees working are the
involved and motivated. Among the four essential & factors of production namely men,
machine, material & money. The most important is men. Motivation of the employee can be sub
divide into two groups
1. Extrinsic factors & 2. Intrinsic factors.

 Extrinsic factors:
Extrinsic factors are monetary related factors an employee will have positive
feeling. Extrinsic source of satisfaction are situational & depends on environment such as pay,
promotion or job security.
  Salary:
Wages and salaries are the multidimensional and complex factors in job
satisfaction. Higher salary should lead to higher job satisfaction and lower salary should lead to
lower job satisfaction. So many studies have found that job satisfaction increased with increase
in wages & salaries.

 Job expectation
When an employee joins in an organization he expects something from job. Job
satisfaction of an employee can be based on the fact to what effect his job meets his
expectations. Employee expectations may include about working conditions, work, colleagues,
supervision etc.

 Comparison of outputs:
Persons tend to compare his out comes with the other persons out comes. The out
comes consists of primarily of rewards such as pay, status, promotion and intrinsic interest in
the job. Comparison is mainly with ratio of the inputs or he puts in and ratio is equal he will be
satisfied otherwise the person in an effort to restore equity may after the inputs or outcomes,
cognitively distort the inputs or out comes, leave the field, act on the other, or change the other.
 Job security:
Security is a lower order need which an employee have job security has its effect
on the employee morale. An insecure person’s morale will be low and will have its effect on the
employee morale. Secure person’s will work effectively and have job satisfaction.

 Performance appraisal:
As the performance appraisal is linked to promotions, rewards, feedback it has its
effect on the employee satisfaction. If the appraisal is not proper employee will be dissatisfied.

 INTRINSIC FACTORS:
Intrinsic factors keeps the employees motivated and make them satisfied from
work. The intrinsic factors are:
  Recognition and praise:
Human beings are self centered and long for praise. They want to be recognized
and praised for their work. They expect their superiors to recognizer their efforts and praised
rewarded. This will increase their satisfaction and make them more active.
 Autonomy or freedom:
Employees desire certain amount of freedom to work. The autonomy to tale
decisions and influences others. If this freedom is absent and it will have its effect on the job
satisfaction. The person, who has maximum of autonomy, will have high satisfaction. Otherwise
it will be low.

 Participative management:
Participative management has a positive impact on the employee. Openness of the
higher ups towards the employee ideas will keep the employee morale high and keep him
satisfied from the job.

 Belongingness:
It is the complete identification of employee with the company. He should regard
goals of the company as his own goals. If he has high belongingness it shows that an employee
satisfied with his job.

 Career advancement:
Employee desire to in higher position if they perceive that they have opportunity to
grow in their career they will be motivated and show this in their performance. If the employees
feel that they reached to a level of saturation in their career they will be de motivated and will
be dissatisfied.

 Achievement :
Employees have a need to achieve something worthy and have influence. If this
need is not fulfilled, they will be dissatisfied.
  Job signification:
It refers to the impact created on the others by one’s contribution. A feeling of
importance is perceived by the employee is the ultimate goal of doing his work in an excellent
manner.

NATURE OF WORK AND JOB DESIGN:

Job variety:
It allows the employees to perform different operations requiring different skills.
This will arrest monotony in performing repetitive activity.
job monotony:
It refers to the identity that an employee has his contribution after performing a
complete piece of work.

Challenging:
Employees perceive to have a challenging work in an organization and this will his
develop a active state and will be satisfied with his job.
Contribution to groups:
Employees derive satisfaction by knowing how his work affects the groups and
how far he can influence his group.
Feedback:
Feedback refers to information that tells employees how well they are
performing. It satisfies the inner urge of people wanting to know they are performing on the
assigned work.
Contribution to society:
Employees derive satisfaction by knowing how worth full and meaningful is his work
and how his work able to contribution to society.
Consequences of satisfactions:
High job satisfaction may lead to improve productivity, increased turnover, improved
attendance, reduced accidents, less job stress and lower unionization.

Job satisfaction and productivity:

 Job Satisfaction And Employee Turn Over:
High employee turnover is of concern for employers because it disrupts normal
operations, causes morale problems for those who stick on, and increases the cost involved in
selecting and training replacement. The employer does whatever possible to minimize turnover,
making the employees feel satisfied on their jobs, being one such.
In four major reviews of the relationship between satisfaction and turnover had been
demonstrated that workers who have relatively low levels of job. Employee perceive that
intrinsic and extrinsic rewards (example: play) distributed equally. Inequitable distribution fails
to convince the employees close correlation between hard work and rewards.
 Job satisfaction and performance:
The most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically lead to higher economic, sociology and
psychological rewards in proportion to their performance. On the other hand, if rewards are seen
as inadequate for the level of satisfaction leads to either greater or leser commitment, which
then affect effort and eventually affects performance again. The result is a continuously
operating performance satisfaction-effort loop.
Alternatively, a different scenario emerges if performance is low. Employees might not
receive the rewards they are hoping for the dissatisfaction are the most likely to quit their jobs
and that organizational units with the lowest average satisfaction levels tend to have the highest
rates.
 Job satisfaction and Absenteeism:
Job satisfaction will Correlation of satisfaction to absenteeism is also proved conclusively.
Workers who are dissatisfied are more likely to take “mental health” days i.e. days off not due
to illness or personal business. Simply stated, absenteeism is high when satisfaction is low. As
in turnover, absenteeism is subject to modification by certain factors. The degree to which
people feel their jobs are important has a moderating influence on their absence. Employee who
feel that this work is important tend to clock in regular attendance. Besides, it is important to
remember that while not necessarily result in low absenteeism, low satisfaction is likely to bring
high absenteeism.
 Job satisfaction and Safety:Poor safety practices are a negative consequence of
low satisfaction level. When people are discouraged about their jobs, company and
supervisors, they are more liable to experience accidents. An underlying reason for such
accidents is that discouragement may take one’s attention away from the task at hand. In
attention leads directly to accidents.

 Job satisfaction and job Stress:

Job stress is the body’s response to any job-oriented factor that threatens to disturb the
person’s equilibrium. In the process of experiencing stress, the employee’s inner stage changes.
Prolonged stress can cause the employee serious ailment such as heart diseases, ulcer, blurred
vision, lower back pain, dermitis and muscle aches.
Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trap in a
dissatisfyingjob may withdraw by such means as high absenteeism and tardiness or employee
may quit.
 Job Satisfaction and Unionization:It is proved that job satisfaction is a major
cause for unionization. Dissatisfaction with wages, job security, fringe benefits, chances
for promotion and treatment by supervisors are reasons make employees join unions.
Another dimension is that dissatisfaction can have not impact on the tendency to take
action with in the union, such filing grievances or striking.

 Other Effects of Satisfaction:

In addition to the above it has been claimed that satisfied employees tend to have better
mental and physical health and learn new job related tasks more quickly.
Sources Of job Satisfaction:
Several job elements contribute to job satisfaction. The most important amongst them
are wage-structure, nature work, promotion chances, and quality of supervision, workgroup and
work condition.
  Wages:
Wages play an important role on influencing the job satisfaction. This is
because of mainly two reasons :
I. Money is an important instrument in fulfilling one’s needs.
II. Employees often see pay a reflection on management’s concern for the
 Nature of work:Most of the employees have intellectual challenges on job. But too
many challenges create frustration and a feeling of failure under condition of moderate
challenge, employee’s experience, pleasure and satisfaction.

 Promotions:Promotional opportunities affect job satisfaction considerably. The desire

for promotion is generally strong among employees, as it involves change in job content
pays, responsibility, independence, status and the like.
 Supervision:There is positive relation between the quality of supervision and job
satisfaction.
 Supervision acts maintaining satisfaction :
 Maintain open lines of communication.
 Crate a good physical environment.
 Remedy standard conditions.
 Transfer discontented employees.
 Change the perception of dissatisfied employees.
 Display concerned employees.
 Give ample recognition.
 Conduct morale building management.
 Practice good management.

Measuring Job Satisfaction:

Also called survey of morale, opinion, attitude, climate, or quality of work life.
Management conducts job satisfaction survey in order to get information for making sound
decisions. A job satisfaction survey is a procedure by which employees report their feelings
towards their job and work environment. The responses are then combined and analyzed.
Various ways of measuring job satisfaction are available.
  Rating scales:

The most common approach for measuring job satisfaction is the use of rating scales.
These scales fall in two categories. One is called tailor-made standardized scales, which before
their use, have been developed to establish group norms on scales to ensure the reliablility and
validity of the measuring instruments. Mostly, using method is ‘Tailor – made scales’.
 Critical incidents:
It was developed by HERTBERG and his associates in their research on the two-factor
theory of motivation. The employees were asked to describe incidents on their job particularly
satisfied. These incidents were then content analyzed in determining which aspects closely
related to positive and negative attitudes.
 Interviews:
Personal interviews are yet another method for measuring job satisfaction. Employees
are individually and the responses reveal their satisfaction or dissatisfaction.
 Action tendencies:
The represents the inclinations. People have to avoid or approach certain things by
gathering information about how they feel like action with respect to their jobs. The job
satisfaction can be measured.
Benefits Of Job Satisfactions:These indicate the general level of satisfaction

 Improved communication.

 Improved attitudes.

 It helps to discover the cause of indirect productivity problems, such as absenteeism,

turnover and poor quality of work.

 They help management to assess training needs.

 It is used as an indicator of the effectiveness of organizational reward systems.

 It is used in the evaluation of the impact of organizational changes on employee

attitudes.

 Spirit of co-operation and mutual respect, etc.

Satisfaction And Management Implications:

Job satisfaction has behavioral implications. Particularly manager must be clear that :

 Employee dissatisfaction is most frequently caused by what is perceived to be low pay

and boring work.

 Employee’s dissatisfaction is largely influenced by their feelings of inequity.

 Individual satisfaction or dissatisfaction is more important than overall satisfaction or

dissatisfaction of the employees.

 .It has impact on employee turnover, absenteeism and unionization.

Company
Profile
 PROFILE OF THE COMPANY

The name of CREMICA is a household name in India. The CREMICA Group was
established in 1978 by Mrs. Rajni Bector. Turning her passion for ice-cream making (also her
hobby) into a small backyard enterprise, she established the CREMICA Group. Today, a widely
diversified food products and services company with an annual sales figure of INR 1 billion,
growing at a rate of 30 percent annum.

Mrs. BECTOR

Slogan

Items

In the course of the past two decades, The CREMICA Group has established itself as a huge
food products conglomerate, leading the food processing business through its range of products,
its internationally certified production facilities, the consistency of its quality and its unmatched
expertise in the industry.
It is a leading name of food processing industry known for its quality. Today,
CREMICA is known for its unique recipes health oriented. Ingredients and state of the art
standards its vast array of production has carefully selected to provide the best food processing
industries has to other.
 It has grown to an annual turnover of approximately Rs. 200 crore and it has to
achieve its ambitious annual target of Rs. 400 crore by year 2007-2008. CREMICA is an
approved supplier of bakery and liquid products to the king of all fast foods i.e. McDonalds,
Barista, Cadburys, Renowned, 5 Star Hotels Café Coffee Day, Pizza Hut, BARISTA.

Today, Cremica Food is known for its unique recipes, health-oriented ingredients and state-of-
the-art quality controls and standards. Known for product
innovations as well as offering customized and localized food
products, they have an extensive product range including Tomato
Ketchup, Sauces, Mayonnaise, Bread Spreads, Salad Dressings,
Syrups and Dessert Toppings. Cremica Food has striven to
maintain the passion and today the group operates India’s largest
tomato ketchup line and is the country’s largest producer of
ketchup portion packs capable of packing 2.5 million sachets per
year! These high-quality products have made a mark and are even exported to Europe Africa,
Middle East, US and Australia.

Akshay Bector Chairman & Managing Director Cremica Food Industries Ltd.

Mr Bector holds a Bachelor in Engineering from MIT Manipal. Akshay started his career by
setting up an automatic bread plant in 1989. He quickly expanded into biscuits, signed JV for
sauces & dry blends with Quaker oats USA & EBI Foods U.K, including signing up with
McDonalds for supply of these products & buns to become leading supplier to McDonalds by
1991. Akshay’s efforts have been crucial to keep the business together by championing various
family businesses & have therefore successfully concluded the family separation, creating value
for all. He has been Chairman CII Punjab Chapter & founding chairman of YPO – Punjab
chapter. He has been vastly responsible for changing the face of Indian food industry. He has
been personally involved in various facets of food processing and has deep experience and
knowledge in this field.
 PRODUCT LIST OF CREMICA

 Different types of Sauces,

 Tomato Ketchup, Gravies etc.

 Confectionary

 Ice-Cream

 Snacks

The above product list is the list of entire ‘CREMICA GROUP’. However, all the
products are manufactured in different units of the CREMICA Group. All units of the have been
located at different places in Punjab at Ludhiana and Phillaur Distt. Jalandhar, Uttar Pradesh at
Greater Noida, In Himachal Pradesh at Tahliwal Distt. Una.

SPECIAL FEATURES
The products are being sold through out the country as well as export. For this purpose, a very
trained & qualified marketing team has been working hardly which makes the dealers in various
states and manages to export also. All dealers and agents are appointed on commission bases
and they also enjoying the schemes, which are given by the company time to time to boost up
the business and to compete its competitors.

Name of company DEALS IN

Cremica Food Industries Liquid Products, Sauces
Confectionery
Bread and Buns
 Main objectives

 To manufacture and process the products to supply in India as well as abroad countries and
entering into foreign MNC’S collaboration.

 To maintain very high level of quality of its all products.

 To grow in food industry and fetch the market at sky limits.

 To give a tough & healthy competition to its competitors.

 To set up its new units at different states for proper delivery of its goods and to help the
country by generating revenue as well as employment.
Cremica Foods Industries.

This company deals in liquid products. The plant started its operations from October 1996 joint
venture with Quacker a USA based company.

COMPANY AT GLANCE
 Started its operation in October 1996.
 Joint venture finished in 1999-2000
 The unit is HACCP certified from NSF USA

This company mainly deals in Sauces, Liquid Products, Tomato Ketchup, Gravies etc. Cremica
is a shining name in the food industry, which is successfully leading and giving tough
competition to its competitor’s.
 CUSTOMERS OF COMPANY

SWOT ANALYSIS OF CREMICA

STRENGTHS

 Perceived as a high quality of its Products.

 Wide range of tasty and healthy all its Products.
 Available in different packing forms.
 Better growth potential
 Good service network
 Continuing follow-up with dealers
 Keep penny eyes on the market.
 Timely delivery of product.
 Clear – cut policies.
 Entering into the advertisement field especially in print media, ulti-media, electronic
media.
 Continuously launching new varieties of its products.
 Good infrastructure of transport.
 Well-educated, dedicated staff technically qualified & experience employees,
sufficient trained work force

These significant marketing strengths have enabled CREMICA to maintain a

consistent growth of 25 per cent for the past four years.
 MARKETING STRENGTHS

In the CREMICA enjoys the status of a market leader in the northern and central parts of India
- primarily across Punjab, Haryana, Himachal Pradesh,Jammu & Kashmir, Delhi, Uttar Pradesh,
Uttaranchal, Rajasthan, Maharashtra and Madhya Pradesh.

MarketingTeam: 200
Distributors: 500
SuperStockists: 15
Depots: 15
These significant marketing strengths have enabled CREMICA to maintain a consistent growth
of 25 per cent for the past four years.

Turnover

Cremica's turnover has grown to about Rs 200 crore (Rs 2 billion) from Rs 20 crore at the
beginning of association. Cremica now also caters to Hindustan Lever, Indian Railways, the
Army, Café Coffee Day, etc.

Akshay Bector, one of the promoters of the Cremica group, said, "Apart from commercial gains,
the association with Companies gave us the opportunity to adopt modern and better practices of
the food industry." Cremica now has HACCP (hazard analysis critical control points)
certification on food safety for all its plants.

WEAKNESS

 Growing competition

OPPORTUNITIES

 There lays good market potentials for economics varieties and growing middle class to
consume the Products.
THREATS

 Competitors

REASONS FOR CHOOSING THIS COMPANY

In the field of snacks Cremica Food Industries. is the fast growing company it is one of the
company who provide snacks to MNC. It appears to be on the forefront of the snack industry in
the country from the point of view of profitability & productivity. Its product is well known for
their quality throughout the country.
Company occupies a unique place and enjoys credit worthiness, goodwill among its
creditors, suppliers, customers & bankers. It has been enjoying excellent labor management
relations for the last four decade.
Other than features mentioned above, the company has some special features which are:

 Largest supplier to MNC

 Quality Product
 High turnover

So, these are the reasons for which I choose Cremica Food Industries.
CHAPTER -2
NEED FOR THE STUDY:
Obviously job satisfaction plays a key role in organizations success. Without employee
satisfaction towards their jobs none of the employee will perform well and it is very difficult to
reach the organizational goals and objectives. Hence, job satisfaction helps to yield maximum
output (performance) from the employees. So that this study is undertaken to measure
satisfaction level of employees towards their jobs in Crimica.

SCOPE OF THE STUDY:

The scope of this study is clear as we analyze the needs of the employees to enrich their morale
and creating a friendly atmosphere which also enriches their work life, can also be a possible
scope.
As we identify, analyze and satisfy their expectations, a good and a healthy environment
can be create vis-à-vis, can loyal and dedicated workforce to develop the organization.

OBJECTIVES OF THE STUDY:

To measure the level of employee satisfaction towards their jobs.
To study the various factors determining job satisfaction of the employee.
To study the impact of job satisfaction on the overall growth of employees as well as the
organization.
To make necessary recommendation for increasing the satisfaction levels of employee,
if any

LIMITATIONS OF THE STUDY:-

 The study here is limited only to the HR
 The suggestions given in the study may not be applicable to entire organization.
 RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY

Research is thus, an original contribution to the existing stock of knowledge making for its
advancement. It Is the pursuit of truth with the help of study, observations. Comparison and
experiment. In short, the search for knowledge through objective and systematic method of
generalization and the formulation of a theory is also theory is also research.
A team ‘research’ refers to the systematic method of consisting for enunciating the
problem, formulating a hypothesis, collecting the facts or data. Analyzing the facts or data,
analyzing the facts and reaching certain conclusions either in the form of solutions toward the
concerned problems or in certain generalization for some theoretical formulation.

Research Instument :
The instrument used in this study is a structured questionnaire. A questionnaire is a sheet
or sheets of paper containing questions relating to certain specific, regarding which the
researcher collects the data. The questionnaire is given to the information or respondents to be
filled in up.

Data Collection :
Data refers to information or facts. Often researchers understand by data as only
numerical figure. It also includes descriptive facts, on numerical information, quantitative and
quantitative information.
Collective of data is an important stage in research. In fact the quality of the data
collected determine the quantity of the research.
Collection of data is done by 2 methods.

1. Primary data collection.

2. Secondary data collection.

1. Primary data collection:
Primary data is also known as the data collected for the first time through the field survey. Such
data are collected with specific set of objectives to asses the current of any variable studied.

 Interviews
 Questionnaires
2. Secondary data collection:
The secondary data, which is needed for my study was collected from the company’s
database.
Convenience sampling:
The sampling which along the researcher to carry out his research based on his convenience
and respondents availability of constraints. The research sampling studies every respondent
response according to time, place and situation. This sampling provides ease of doing his
research.
Sampling procedure :
The technique to be used in selecting the items for the sample. This technique or procedure
stands for the sample design itself.
Sample size:
It refers to the number of items to the selected from the universe to constitute a sample.
Sample size: 100
Sampling unit:
It may be a geographical such as state, districts, village etc or a construction unit such as
House, Flat etc or it may be social unit such as family, club, school etc or it may be an
individual.
Questionnaire Design :
I framed the structured questionnaire for my study with careful and frequent consultation wit
both the internal as well as company guide.
Statistical Tools :
The various technique applied in the case of analysis are listed and are as follows :
Simple Percentage Method
Weighted Average Method
Chi-square Test
Population Size:
All items in any field of enquiry constitute a universe or population.
Sample design:
It is a definite plan for obtaining a sample from a given population. It refers to the
technique of the procedure the researcher would adopt in selecting items for the sample.
CHAPTER -3
DATA ANALYSIS &
INTERPRETATION
 DATA ANALYSIS

1.Have you been trained well in your training program in the organization?

Workers No. of Scale Aggregate

opinion Respondents values
Strongly Agree 14 2 28
Agree 62 1 62
Undecided 11 0 0
Disagree 5 -1 -5
Strongly 8 -2 -16
Disagree
Total 100 69

69/100= 0.69

70
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Most of the employees agreed that they have been trained well in training program.
2.Are there any opportunities (like Job rotation, employees’ development) in
your organization?

Workers No. of Scale Aggregate

opinion Respondents values
Strongly Agree 4 2 8
Agree 54 1 54
Undecided 16 0 0
Disagree 11 -1 -11
Strongly 15 -2 -30
Disagree
Total 100 21

21/100= 0.21

60

50

40

30

20

10

0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Majority of people are neutral towards their opportunities (like job rotation, employee
development) in the organization.
3.Will you get appraisals for your good performance in your organization?

S.No Responses Respondents

1 YES 71%

2 NO 29%

80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Inference:-
 71% of the employees agreed that they are getting appraisals for their performance in
the organization.
4.Is there any feed back given to you by the superiors after completion of a
particular task or work?

S.No Responses Respondents

1 YES 69%

2 NO 31%

70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Inference:-
 69% of the employees are satisfied with the feedback from their superiors after
completion of their work.
5.Do you get help from your superiors

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 16 2 32
Agree 56 1 56
Undecided 12 0 0
Disagree 6 -1 -6
Strongly Disagree 9 -2 -18
Total 100 64

64/100= 0.64

60

50

40

30

20

10

0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Majority of people agreed that their superiors help them to improve their performance
level.
6.Are you satisfied with your working time?

S.No Responses Respondents

1 YES 85%

2 NO 15%

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Inference:-
 85% of employees are satisfied with their working hours
7.Are there any incentives provided to you by the organization for your good
performance?

S.No Responses Respondents

1 YES 55%

2 NO 45%

60%

50%

40%

30%

20%

10%

0%
YES NO

Inference:-
 55% of employees are satisfied with the incentives provided to them based on their
performance.
8.In your organization welfare measures (like accommodation, transport
etc...) have been provided by the organization?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 14 2 28
Agree 64 1 64
Undecided 8 0 0
Disagree 9 -1 -6
Strongly Disagree 5 -2 -18
Total 100 68

68/100= 0.68

70

60

50

40

30

20

10

0
Strongly Agree Undecided Strongly Disagree

Inference:-
 Majority of employees are satisfied with the welfare measures taken by the organization.
9.Do you get Freedom to express your views in front of your superiors in the
organization?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 13 2 26
Agree 59 1 59
Undecided 16 0 0
Disagree 2 -1 -2
Strongly Disagree 10 -2 -20
Total 100 63

63/100= 0.63

60

50

40

30

20

10

0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Majority of employees agreed that they have freedom to express their views in front of
their superiors.
10.Are you satisfied with your salary?

S.No Responses Respondents

1 YES 83%

2 NO 17%

100%

80%

60%

40%

20%

0%
YES NO

Inference:-
 83% of employees are satisfied with their salary packages.
11.Do you have good inter personal relations with your superiors and
subordinates?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 17 2 34
Agree 63 1 63
Undecided 8 0 0
Disagree 6 -1 -6
Strongly Disagree 6 -2 -12
Total 100 79

79/100= 0.79

70
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Majority of employees agreed that they have good relations with their superiors and
subordinates
12.Apart form the work do you have any scope of participating in
recreational activities (sports, entertainment etc….) in the organization?

S.No Responses Respondents

1 YES 75%

2 NO 25%

80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Inference:-
 70% of employees are dissatisfied towards their scope of participation in extra curricular
activities.
13.Are you getting advice & assistance from your superintendents at your
work?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 9 2 18
Agree 53 1 53
Undecided 22 0 0
Disagree 6 -1 -6
Strongly Disagree 9 -2 -18
Total 100 37

37/100= 0.37

60

50

40

30

20

10

0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Some employees agreed and some disagreed as result is neutral towards getting advices
form superiors
14.Are you satisfied with the way company policies are put into practice?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 3 2 6
Agree 51 1 51
Undecided 23 0 0
Disagree 16 -1 -16
Strongly Disagree 7 -2 -14
Total 100 27

27/100= 0.27

60

50

40

30

20

10

0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Employees are neither satisfied nor dissatisfied with the way company policies put into
practices.
15.The Technology adopted by the organization helps you to finish your work
smoothly?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 12 2 24
Agree 59 1 59
Undecided 17 0 0
Disagree 8 -1 -8
Strongly Disagree 4 -2 -8
Total 100 67

67/100= 0.67

60

50

40

30

20

10

0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

Inference:-
 Majority of employees are satisfied with the technology adopted by the organization to
finish their works smoothly
16.Are you satisfied with safety methods that are provided by the company?

S.No Responses Respondents

1 YES 79%

2 NO 21%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Inference:-
 79% of employees are satisfied with the safety measures provided by the company
17.Are you satisfied with your job?

Workers opinion No. of Respondents Scale Aggregate values

Highly satisfied 12 2 24
Satisfied 63 1 63
Neutral 11 0 0
Dissatisfied 5 -1 -5
Highly dissatisfied 9 -2 -18
Total 100 64

64/100= 0.64

70

60

50

40

30

20

10

0
Highly satisfied Neutral Highly dissatisfied

Inference:-
 Most of the employees are satisfied with their jobs
18.Are you proud to work for the organization?

S.No Responses Respondents

1 YES 82%

2 NO 18%

100%

80%

60%

40%

20%

0%
YES NO

Inference:-
 82% of employees feel proud to work In the organization
19. Are you satisfied with the organization as a place to work ?

Workers opinion No. of Respondents Scale Aggregate values

Highly satisfied 18 2 36
Satisfied 60 1 60
Neutral 11 0 0
Dissatisfied 9 -1 -9
Highly dissatisfied 2 -2 -4
Total 100 83

83/100= 0.83

60

50

40

30

20

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

Inference:-
 Most of employees are satisfied with the organization as a place for work.
20. Do you get opportunity for learning and growth in your organization?

Workers opinion No. of Respondents Scale Aggregate values

Highly satisfied 12 2 24
Satisfied 52 1 52
Neutral 22 0 0
Dissatisfied 7 -1 -7
Highly dissatisfied 7 -2 -14
Total 100 55

55/100= 0.55

60

50

40

30

20

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

Inference:-
 Most of the employees agree that they get opportunity for learning and growth in the
organization
FINDINGS
 FINDINGS
 Most of the employees agreed that they have been trained well in training and
development program with a weighted average of 0.69.
 Majority of people are neutral towards their opportunities (like job rotation, employee
development) in the organization
 71% of the employees agreed that they are getting appreciation for their performance in
the organization
 69% of the employees are satisfied with the feedback from their superiors after
completion of their work.
 Majority of people agreed that their superiors help them to improve their performance
level with a weighted average of 0.64.
 85% of employees are satisfied with their working hours
 55% of employees are satisfied with the incentives provided to them based on their
performance.
 Majority of employees are satisfied with the welfare measures taken by the organization
with a weighted average of 0.68.
 Majority of employees agreed that they have freedom to express their views in front of
their superiors with a weighted average of 0.63.
 83% of employees are satisfied with their salary packages.
 Majority of employees agreed that they have good relations with their superiors and
subordinates with a weighted average of 0.79.
 70% of employees are dissatisfied towards their scope of participation in extra curricular
activities.
 Some employees agreed and some disagreed as result is neutral towards getting advices
form superiors with a weighted average of 0.37.
 Employees are neither satisfied nor dissatisfied with the way company policies put into
practices with a weighted average of 0.27.
 Majority of employees are satisfied with the technology adopted by the organization to
finish their works smoothly with a weighted average of 0.67.
 79% of employees are satisfied with the safety measures provided by the company
 Most of the employees are satisfied with their jobs with a weighted average of 0.64.
 82% of employees feel proud to work In the organization
 Most of employees are satisfied with the organization as a place for work with a
weighted average of 0.83.
 Most of the employees agree that they get opportunity for learning and growth in the
organization with a weighted average of 0.55.
SUGGESTIONS
 SUGGESTIONS
 Superiors have to guide their subordinates with advices and assistance which motivate
the employees.
 The company needs to put the policies into practice so that the employees should not
feel any inconvenience.
 Organization has to provide provisions for the growth & development of employees.
CONCLUSION
Conclusion:

Job satisfaction is a key aspect for success of every enterprise, when

employee’s are satisfied work of performance will increase.
Questionnaires
 Questionnaire
Topic: Job satisfaction
Name:
Designation:
Department:
Gender:
Service:
1) Have you been trained well in your training program in the organization?
( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

2) Are there any opportunities (like Job rotation, employees’ development) in your
organization? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

3) Will you get appraisals for your good performance in your organization?( )
a) Yes b) no

4) Is there any feed back given to you by the superiors after completion of a particular
task or work? ( )
a) Yes b) no

5) Are the superior’s helps to you to improve your performance level? ( )

a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

6) Are you satisfied with your working time? ( )

a) Yes b) no

7) Are there any incentives provided to you by the organization for your good
performance?
( )
a) Yes b) no

8) In your organization welfare measures (like accommodation, transport etc... Have been
provided by the organization? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

9) Do you get Freedom to express your views in front of your superiors in the
organization?
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
10) Are you satisfied with your salary? ( )
a) Yes b) no

11) Do you have good interrelations with your superiors and subordinates? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

12) Apart form the work do you have any scope of participating in extra curricular activities
in the organization? ( )
a) Yes b) no

13) Are you getting advice & assistance from your superintendents at your
work? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

14) Are you satisfied with the way company policies are put into practice? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

15) The Technology adopted by the organization helps you to finish your work smoothly?
( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

16) Are you satisfied with safety methods that are provided by the company?( )
a) Yes b) no

17) Are you satisfied with your job? ( )

a) Highly satisfied b) satisfied c) neutral
d) Dissatisfied e) highly dissatisfied

18) Are you proud to work for the organization? ( )

a) Yes b) no

19) Are you satisfied with the organization as a place to work ? ( )

a) Highly satisfied b) satisfied c) neutral
d) Dissatisfied e) highly dissatisfied

20) Do you get opportunity for learning and growth in your organization? ( )
a) Highly satisfied b) satisfied c) neutral
d) Dissatisfied e) highly dissatisfied
BIBLOGRAPHY
 BIBLIOGRAPHY:

Name of the Book Author

Personnel/Human Resource David A. DeCenzo

Management (Third
Edition)
Personnel/Human Resource Stephen P. Robbins
Management (Third
Edition)
Personnel and Human P. Subba Rao
Resource Management

Organizational Behaviour Dr.Varma & Agarwal

Research Methodology C.R. Kothari

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