A STUDY ON EMPLOYEE JOB SATISFACTION

(KRISHNA DISTRICT MILK PRODUCERS MILK PRODUCERS MUTUALLY AIDED

CO-OPERATIVE UNION LIMITED)

A project report submitted in partial fulfillment of the

Requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

By

ANUSHA.K.K

Redg. No: 09H71E0003

Under the Guidance of

MR. SATYANARAYANA.

Senior assistant professor

DEPARTMENT OF BUSINESS ADMINISTRATION

MIC COLLEGE OF TECHNOLOGY

Affiliated to JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY

2010-2011
 ACKNOWLEDMENTS

I am highly thankful to Mr. R. SATYANARAYANA, senior assistant

professor of department of management studies for his inspiring guidance and for providing
the background knowledge in every phase of our project in a systematic manner and in
completion of the project.

With immense respect, I express my sincere gratitude to Dr. T.S.

NAGESWARA RAO, professor and head, department of business administration for
encouraging me at every stage. I would like to thanks Prof D. PANDURANGARAO,
Secretary, MIC COLLEGE OF TECHNOLOGY, Prof N.KRISHNA, director, MIC
COLLEGE OF TECHNOLOGY. Dr. K.B.K. RAO, Principal, MIC COLLEGE OF
TECHNOLOGY, for permitting us to take up our project work and to complete the project
successfully.

I also would like to thank Mr. K. VENKETASWAR RAO, personnel

officer of Krishna district milk producer’s co-operative union limited for his inspiring
guidance at the organization. I would like to thank Mr. T. BABU RAO M.V.Sc( dairy
science), managing director of Krishna district milk producers co-operative union limited for
giving the permission to do the project.

I would like to express my sincere and heart full thanks to all the lecturers
of the department for their continuous co-operation, which has given us the cogency to
buildup adamant aspiration over the completion of our project.

Finally I thank one and all who directly and indirectly helped me to
complete our project successfully.

ANUSHA.K.K

09H71E0003
 DECLARATION
I ANUSHA K.K, bearing the register number 09H71E0003, do hereby
declare that this project work entitled “A STUDY ON EMPLOYEE JOB SATISFACTION
AT KRISHNA DISTRICT MILK PRODUCER’S CO-OPERATIVE MUTUALLY AIDED
UNION LIMITED AT VIJAYAWADA” was carried out by me under the guidance of Mr. R.
SATYANARAYANA, Senior Assistant Professor This project work is submitted to
JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY, KAKINADA in fulfillment
of requirement for the award of master’s degree in business administration during the
academic year 2010-2011.

ANUSHA.K.K

09H71E0003
 CONTENTS
TITLE OF THE CHAPTER
1) Introduction

2)Industry profile

3)Company profile

4)Research methodology

5)Data analysis and interpretations.

6)Findings and conclusions.

APPENDIX
Questionnaire

Bibliography
 ABSTRACT
In every organization the first and foremost requirement is employee’s satisfaction.
Job satisfaction refers to an employee’s general attitudes towards his job. Job satisfaction
refers to an employee’s general attitudes towards his job. The satisfaction or dissatisfaction
from the job gives to the psychological problem of morale. The importance of job
satisfaction is fairly evident from description of the importance of maintaining morale in any
industry. If a worker is not satisfied with his work, then both quantity and quality of output
will suffer. If his job satisfaction increases then there is an improvement in both the quality
and quantity of production.

A survey is conducted at the Krishna district milk producer’s co-operative mutually

aided union limited. By taking a sample size of 99 employees in various disciplines who were
employed in the organization. The use of job satisfaction is to identify employee’s attitudes
towards their job. The nature of one’s environment affects one’s feelings on the job.
Similarly, since a job is an important part of life; job satisfaction influences one’s general life
satisfaction. The two most widely used approaches are a single global rating and summation
score made up of a number of job facets. The single global method is nothing more than
asking individuals to respond to one question, such as all things considered, how satisfied
are you with your job respondents then reply by circling a number between one and five
that corresponds to answer from “highly satisfied” to “highly dissatisfied”. The other
approach, summation of job facets is more sophisticated.
 CHAPTER-I

INTRODUCTION

THEORETICAL FRAME WORK

Introduction to HRM:
 Organizations are made u of people a function through people. Without people
organization cannot exists. The resources of men, money, machinery and materials are collected, co-
ordinated and utilized through people. These resources by themselves cannot fulfill the objectives of
an organization. They need to be united into a team. It is through the combined effort of people that
materials and monetary resources are effectively utilized for the attainment of common objectives.
Without united human efforts no organization can achieve its goals.

All activities of an organization are initiated and completed by the persons who make
up the organization. Therefore, people are the most significant resource of any organization. This
resource is called human resource and it is most important factor of the production. According to
L.F.Urwick, “business houses are made or broken in long run not by markets or capital, patents or
equipment but by men. Of all the resources man power is the only resource which does not depreciate,
with passage of time.”

Human resource is considered to be the most valuable asset in any organization. It is

the sum total of inherent abilities, acquired knowledge and skills represented by the talents and
aptitudes of the employed persons who comprise executives, supervisors and the rank and file
employees. It may be noted here that human resource should be utilized to the maximum possible
extent. In order to achieve individual and organizational goals. It is thus the employee’s performance
which ultimately decides. The attainment of goals however, the performances to a large extent,
influenced by motivation and job satisfaction.

JOB SATISFACTION:
The term ‘job satisfaction’ has been brought into limelight by Hoppack. He reviewed
thirty two studies on job satisfaction conducted in 1933. Job satisfaction refers to a person’s feeling of
satisfaction on the job, these acts as a motivation to work. It is not self-satisfaction, happiness or self
contentment but the satisfaction on the job. In an organization the first and foremost requirement is
employee’s satisfaction in all the spheres and areas of the concern impossible.

Unfortunately not everyone receives the satisfaction from his job. Job satisfaction
results when the quality needed for a particular job and the qualities of an individual refitting in.
There is growing awareness among employees on the job satisfaction and the working climate etc.;
job satisfaction refers to an employee’s general attitudes towards his job. The satisfaction or
dissatisfaction from the job gives to the psychological problem of morale.

The importance of job satisfaction is fairly evident from description of the importance
of migrating male in any industry. If a worker is not satisfied with his work, then both the quantity
and quality of output will suffer. If his job satisfaction increases then there is an improvement in both
quality and quantity of production.

MEANING:
Specific employee attitude related to job satisfaction and organization commitments
are of major interest to the field of organization behavior and practiced human resource management.
Job satisfaction focuses on employee attitude towards their job and discuss of organization
commitment focus on their attitude towards the overall organization. Job satisfaction is primarily
based upon the satisfaction of needs, the more closely will job satisfaction depend on its gratification.
Job satisfaction is a person’s attitude towards the job.

Positive attitude towards the job are equivalent to job satisfaction where as negative
attitude towards the job are equivalent to job dissatisfaction. Job satisfaction has been defined
variously from time to time.

DEFINITIONS:
 According to Hoppack job satisfaction is the “combination of psychological,
physiological and environmental circumstances that cause a person to truthfully say I am satisfied
with my job” this definition points to the factors effecting job satisfaction but doesn’t indicate the
nature of job satisfaction.

Job satisfaction defined by Robbins P. Stephen as “the difference between the amount
of rewards workers receive and the amount they believe they should receive.” locks give a
comprehensive definition of job satisfaction as “a pleasurable or positive emotional state resulting
from the appraisal of once job or job experience.”

Job satisfaction is an individual’s emotional reaction to the job itself. It is a person’s

attitude towards a job. Job satisfaction refers to one’s felling towards one’s job.

Job satisfaction is a positive emotional state that occurs when a person’s job seems to
fulfill important job values provided their job values are compatible with one’s needs. Satisfaction of
employees need for esteem, autonomy and self actualization would in turn lead to high employee
notification. Individual’s has high need for self actualization, esteem, production, enchases and
considerations were positively affected by supervision.

For the first time in 1935 the concept of job satisfaction gained currency through the
publication of a monograph by defined job satisfaction as “any combination of psychological,
physiological and environmental circumstances that clauses and person and truthfully to say I’m
satisfied with my job.” Bullock (1952) defined job satisfaction as an “attitude which results from
balancing and summation of many special likes and dislikes experienced largely upon ones success or
failure upon the perceived combination of the job and company towards these ends.”

Borrow(1952) defaced job satisfaction as ” the verbal expression of an incumbent

evaluation of his Bulm and Naylor in 1968 defined “it is general attitude which is the result of many
specific attitude in three areas namely specific job factor, individual characteristics and group
relationship outside the job.”

In 1995, Smith defines “it refers as the employee judgment of how well his job on the
whole is satisfying his various needs.”

Locke in 1969, “it defines as a pleasurable or positive emotional state resulting from
the appraisal of one’s job experiences.”

Smith, Kendall, Hulin in 1969, “job satisfaction is feeling or affective response to

facts situation associated with perceived characteristics of his job in relation to his frame of
reference.” Sinha, Aggarwal in 1971 defined as “persistent affective state which arisen in the
individual as a function of perceived characteristics of his job in relation to his free of reference.” the
Need satisfaction models as theoretical frame work have been universally applied by a number of
researchers to understand job satisfaction and occasionally motivation?

G.R.Salanick and J.Pfeffer (1977) analyzed “the need satisfaction models and their
usefulness for understanding the individual reaction to their jobs.”

The model points that persons having basic relatively unchanging and identifiable
attitudes, including needs and also assumes that job have a stable identifiable attitudes, including
needs and also assume that job have a stable identifiable set of characteristics. There are relevant
those needs of individual job attitude represumed to result from the corresponding between the needs
of the individual and characteristics of the job situation.

NATURE OF JOB SATISFACTION:

It expresses the amount of agreement between one’s expectations of the job and the
rewards that the job provides since job satisfaction involves acceptations, it relates to equity theory,
the psychological contract and motivating. The nature of one’s environment affects one’s feelings on
the job. Similarly, since a job is an important part of life, job satisfaction influences one’s general life
satisfaction.

MEASURING JOB SATISFACTION:

The two most widely used approaches are a single global rating and summation score
made up of a number of job facts. The single global method is nothing more than asking individuals
question, such as “all things considered, how satisfied are you with your job?” respondents then reply
by circling a number between one and five that corresponds to answer from “highly satisfied” to
“highly dissatisfied”. The other approach, summation of job facts is more sophisticated. It identifies
key elements in a job and facts are more sophisticated. It identifies key elements in a job and asks for
the employee’s feeling about each typical factor that would be included are in nature of work,
supervision, present pay, promotion opportunities and relations with co-workers these factors are
related on a standardized scale and then added up to create an overall job satisfaction score.

DETERMINANTS OF JOB SATISFACTION:

The various factors influencing job satisfaction may be classified into two categories:

a) Environmental factors.
b) Personal factors.

a) ENVIRONMENTAL FACTORS:
These factors related to the work environment, mainly along which are as follows.

JOB CONTENT:
Herzberg suggested that job content in terms of achievement, recognition, rendition,
advancement, responsibility and work itself tend to provide satisfaction but their absence does not
cause dissatisfaction. Where either job is less repetitive and there is variation in job content and job
satisfaction tends to be higher.

OCCUPATIONAL LEVEL:
The higher level of the job in organizational hierarchy the greater the satisfaction of
the individual. This is because positions at higher level are generally better paid, more challenging
and provides greater freedom of operation. Such jobs carry greater prestige, self-control and need
satisfaction. One study revealed that professional people were the most satisfied, followed by salaried
workers and factory workers were less satisfied with their jobs.

PAY AND PROMOTIONS:

All other things being equal, higher pay and better opportunities for promotion lead to
higher job satisfaction.

WORK GROUP:
Man is social animal and likes to be associated with others interactions in the work
group help to satisfy social psychological needs and therefore isolated workers tend to be dissatisfied.
Job satisfaction is generally high when an individual is accepted by his peers and this has a high need
for affiliation.
SUPERVISION:
Considerate supervisors tend to improve job satisfaction of workers. A considerate
supervisor takes personal interest in his subordinates and allows them to participate in the decision
making process. However, authoritarian people may be more satisfied under the supervisor of his
status and strongly directive leaders. Employee satisfaction from supervisor’s behavior depends upon
the influence which the supervisor exercises on his own superior.

b) PERSONAL FACTORS:
Personal life exercises a significant influence on the job satisfaction. The main
elements of personal life are given below:

AGE:
Some research studies revealed a positive correlation between age and job satisfaction workers in
the advanced age group tend to be more satisfied probably because they have adjusted with their job
conditions. However there is a sharp decline after a print perhaps because an individual aspires for
better and more prestigious jobs in the later years of his life.

SEX:
One study revealed that women are less satisfied than men due to fewer jobs opportunities for
females but female’s workers may be more satisfied due to their lower occupation aspirations.

EDUCATION LEVEL:
Generally more education employees tend to be less satisfied with their probably due to their
higher job aspirations however research does not yield conclusive relationship between these two
variables.

MARTIAL STATUS:
The general impression is that married employees and employees having more dependents tend
to be more dissatisfied due to their greater responsibilities but such employees may be more satisfied
because they value their jobs more than unmarried workers.

EXPERIENCE:
Job satisfaction tends to increase with increasing years of experience but it may decrease
after twenty years of experience but it may decrease after twenty years of experience particularly
among people who have not realized their job expectations.

FACTORS INHERENT IN THE JOB:

TYPES OF WORK:
The most important factor inherent in the job is type of work. Several studies have
shown that varied work brings about more job satisfaction than does routine work. It is difficult to
separate the important type of work, skill, pay a status since they usually go together.
SKILLS REQUIRED:
Skills required to job satisfaction have a bearing on several other factors like kind of
work, occupational status and responsibility. Concluded, “Where skill exists to a job considerable
degree it tends to become the first source of satisfaction.”

FACTORS CONTROLLED BY MANAGEMENT:

SECURITY:
A summary of all the studies that can be compared shows that industrial employee
says that what they want most is steady work security for old age was one of the five factors
significantly related to the workers satisfaction.

The other four were “interest in the job, not being over worked, ability to advice and
belief.” “That individual merit is rewarded.” these five factors are even more important for
satisfaction with the company than the satisfaction with the job.

TRAINING AND DEVELOPMENT:

Job training and employee’s career development are become generally accepted
activities in industry. The fact that training produces absenteeism and turns over suggestions that
training has a favorable effect on morale and satisfaction.

Here are different types of training method such as:

1) Lecture method.
2) Circulars method.
3) Sound motion pictures, on job training.

PARTICIPATION:
Participation means active in pursuit of a goal which involves the ego. The incentive
of participation of workers is becoming more and more prominent for causing greater job satisfaction.
Participation appears to incorporate two strongest incentives, the social motives of self respect and
self approval.

MOTIVATION:
Motivation refers to the behavior itself or the end result of all inputs. This motivation
is a six phased process beginning from the inner states or need deficiency with need fulfillment.

GENERAL DETERMINANTS:
More important factors conductive to job satisfaction are mentally challenging work,
equitable rewards, supportive working conditions and supportive colleagues.

MENTALLY CHALLENGING WORK:

Employees tend to perfect jobs that give them opportunities to use their skills and
abilities and offer a variety of tasks, freedom and feedback on how well they are doing. These
characteristics make but too much challenging creates frustration and feelings of failure. Under the
conditions of moderate challenge most employees will experience pleasure and satisfaction.
EQUITABLE REWARDS:
Individuals who perceive that promotion decisions are made in a fair and just manner,
therefore, are likely to experience satisfaction from their jobs.

SUPPORTIVE WORKING CONDITIONS:

Employees are concerned with their work environment for both personal comfort and
facilitating doing a good job.

SUPPORTIVE COLLEAGUES:
People get more out of work than merely money or tangibly achievements for most
employees; work also fills the need for social interaction. Having friendly and supportive co-workers
lead to increased job satisfaction. The behavior one’s boss also a major determinant of job satisfaction
studies generally find that employee satisfaction is increase when the immediate supervisor
understands and friendly offers prices for good performance. Listen to employee’s opinions, and
shows a personal interest in them.

DETERMINANTS FOR YOUNGER GROUP:

 Type of work.
 Working conditions.
 Pay.
 Co-workers.
 Ease of communicating to work.
 Advancement opportunities.

DETERMINANTS OF OLDER GROUP:

 Security supervision.
 Company prestige.
 Working hours.

IMPORTANCE OF JOB SATISFACTION:

The problem of job satisfaction has attracted considerable attention and industrial
psychologist. It is regarded as very much significant in workers moral absenteeism, accident and turn
over and to some extent.

SPREADS GOOD-WILL TO THE ORGANIZATION:

People who feel positively about their work life are more apt to voice favorable
sentiments about organization to the community at large organizations will be in a position to enjoy
talents of people as job satisfaction faster a pervasive residue of public good-will is towards the
organization. Job satisfaction has come to degree of positive correction with physical health of
individual. People with greater satisfaction tend to have greater incomes and more education and
enjoy greater benefits, which promote legibility on the other hand chronic is satisfaction with work
represents stress which in turn takes its ill on the organization.

BENEFITS:
IDENTIFICATION OF EMPLOYEES ATTITUDE:
 A study reveals how employees feel about jobs, what a part of their jobs these
feelings are focused on which departments are particularly affected and whose feelings are involved.
Survey also indicates specific areas of satisfaction or dissatisfaction. The survey is a powerful
diagnostic instrument for assessing employee problem.

SATISFACTION SURVEYS IMPROVING ATTITUDES:

For some employees, the survey is a safety value on emotional realize, a change to
get things of their choice. For other the survey is a tangible expression of management’s interest in
employee welfare, which gives employee reasons to fed better towards management.

IMPROVES COMMUNICATION:
Communication flows horizontally, vertically, upward and downward. A people want
the survey talk and discuss its results particularly beneficial to the company is the upward
communication when employees are encouraged to comment about what they really have in
their minds.

JOB SATISFACTION IS THAT THEY HELP MANAGEMENT ASSES

TRAINING NEEDS:
Employees are given an opportunity to report how they feel the supervisor performs
certain parts of jobs such as delegating work and giving adequate job instructions.

Job satisfaction survey can help discover the causes of indirect productivity problems
such as absenteeism turnover are highly correlated with job satisfaction. It was allowed noted that
these in turn affect productivity.

A job satisfaction survey is an indicator of the effectiveness of organizational reward

system as was caused earlier. There is a positive relationship between performance and satisfaction.

Job satisfaction survey can provide some classes to effectiveness of organizational

rewards system, whether the best performers are receiving the most rewards and the most satisfaction
from their jobs.

DIMENSIONS OF JOB SATISFACTION:

The job satisfaction is classified into three dimensions:

1) Firstly job satisfaction is the emotional response to the job satisfaction.

2) Secondly job satisfaction is often determined by how well outcome is or exceeds expectation.
3) Thirdly job satisfaction represents several related attitudes towards work.

Further the above dimensions are classified as:

WORK:
The work is major source of satisfaction the most important requisite considering
work includes interest and challenging work that is not boring and a job that provides status.

WORKING CONDITION:
The working condition under which work is carried on significant influence on nature
of working conditions a worker management relation, length of the day, the intensity of work and
physical work environment among the more important financial factor acting employment
relationship.

The life of industrial work is full of risk and hazards, every hour of employee enquire
factor leading to permanent handicap. The injury causes results of unsafe activity in the part of
organization.

The working of defective plant or shop layout has inadequate ventilation, unsafe and
insufficient lighting arrangements and insufficient space for movement in working condition is
another factor that has a modest effect on job satisfaction.

If the working conditions are god for instance the personnel will find it easier to carry
out the jobs if the working condition are port (hot, noisy and surrounding) person will find more
difficult get things done another effect work condition job satisfaction is that of work group if things
good, there will not be job satisfaction problem if things poor it is natural for one to arise.

DEFINITION OF WORKING CONDITIONS:

According to ILO, WHO

 The prevention and maintenance of physical, mental and social well being of workers in all
occupation.
 Prevention of ill-health of many working person in working condition.
 Protection of workers in employment from risk resulting to health in the organization.
 Planning and maintaining of workers in occupational environment adapted to his physical and
psychological background.

NEED FOR WORKING CONDITIONS:

Mallhotra Sharma and Nach Singh in 1997 emphasized the necessity for working
condition HEALTH SERVICE provided employee in private business and government and other
nonprofit organization is a variable practice of occupation medicine, the vast majority of
employer who of course employ only a few people of each usually providing nothing more
especially in the absence of serious, readily recognized hazards to safety.

Mary cook 1993-1994 stated the chief reason of employee’s interest in health
promotion activities to improve employee health cited by 85% companies employee morale and
organizational effectiveness productivity where mentioned are objectives although of lesser
importance of 40% of respondent indicated to improve employee morale was the important
objective for providing wellness initiative but fewer than 20% of companies ranked it top priority
for their involvement.

ORAL BENJAMIN 1993-1994 stated following reasons for employer respondent to

employee need.

1) Reducing absenteeism and tardiness.

2) Strengthening morale and employee commitment.
3) Heightening the ability attract and retain the beat a brightest employees.
4) Promoting a reputation of being an employer who cares about employees.
5) Enhancing the ability to promote men, women and minority employee into senior position.
Increasing employee happiness which affect their productivity as well as image and success
portray to the company customers.

PROVISIONS REGARDING THE HEALTH OF WORKERS:

 Section 11 to 20 of the act contain certain provision intended to ensure the condition
under which work is carried in factories not affecting the health of workers injuriously.

CLEANLINESS:
Section 11 as amended in 1976 factory should be clean and free effluent, drain, privy
and other nuisance.

1) Accumulation of drain and refuse shall be moved daily from the work rooms.
2) The floor for every work shall be cleaned at least once in every week, by washing using
disinfectant.
3) Where the floor is liable to get wet means of drainage must be provided.
4) All doors and window frames and other wooden or metallic frame work and shutters shall be
kept painted or varnished at least once in five years.
5) Where they are painted with washable water paint must be repainted with at least once in
three years.
6) All inside wall and partitions and ceiling, when painted otherwise then with washable water
paints once in five years. Other case white washes or colour wash at least once in 14 years.

DISPOSAL OF WASTE AND EFFLUENT:

Section 12 has amended in 1976 effective arrangement shall be made in every factory
for disposal of waste and effluent due to manufacturing process carried on their so as to render them
innocuous, and frothier disposal the arrangement must be approved by authority under the rules.

FIRST AID:
Every factory must provide first aid boxes or cup boards they must contain the
prescribed materials and they must be in charge of persons trained in first aid treatment factory
employing more than 500 persons must have an ambulance room containing the equipment and in
charge of the prescribed medical and nursing staff.

VENTILATION AND TEMPERATURE:

Section 13 effective and suitable provision shall be made in every factory for securing
a maintaining in every work room. Such temperature will secure to workers there reasonable comfort
and prevent injury to their health.

The wall and roof must be such material and of such design as to keep the
temperature low. The hot parts of machine processes must be separated and insulated. The state
government makes rules providing for keeping the molesters in specified place and the adoption of
method which will keep the temperature low.

DUST AND FUMES:

Section 14, if the manufacturing process gives of dust and fumes which is injurious or
offensive, measures shall be adopted to prevent its inhalation and accumulation in a stationery internal
combustion engine is used and steps must be taken to conduct its exhaust outside in other case steps
must be taken to prevent the accumulation of exhaust fumes.

ARTIFICIAL HUMIDIFICATION:
In respect of all factories in which the humidity of air is artificially increased, the
state government may lay the rules regarding following:

1) The standard of humidification.

 2) The method used for artificially increasing humidity.
3) The test for determining humidity.
4) The method to be adapted for securing adequate ventilation and cooling of air in work room-
sec 15(1).

The water used for humidification shall be taken from a public supply or other sources of drinking
water and must be effectively purified before use sec-15(2).

He inspector of factories may if necessary specify the measures necessary for

purifying the water sec-15(3).

OVER CROWDING:
No room in any factory shall be over crowded to extend injurious to act; Employed
there in factories built after the act there must be at least 5 cu.mt (500 cubic feet) of space for worker
in calculating the amount of space no account shall be taken of any space which is more than 5 meter
(14 feet) above the floor of the room.

LIGHTING:
(Section 17) in every part of a factory where workers are working passing their shall
be providing and maintaining sufficient and suitable lighting, natural artificial both glazed window
and skylights shall be kept clean on both sides and free from obstruction effective provision shall be
made so, far as it is practicable to prevent glory and the formation of shadow to such an extent as to
cause eye strain and the risk of accident.

DRINKING WATER:
(section 18) in every factory effective arrangement shall be made to provide and
maintain at suitable points conveniently suitable for all workers employed there in a sufficient supply
of whole. Some drinking water all such points shall be situated within 7.5mt (20 feet) of any washing
place or latrine unless a short distance is approved in writing by the chief inspector in every factory
where in more than 250 workers are ordinarily employed provision shall be made for cooling drinking
water during hot weather by effective means for distribution there of the state government may make
rules regarding above provisions.

SANITARY ACILITATION:
(Section 19) every factory provide sufficient number of sanitary facilities there must
be separate provision for male and female workers it must be kept in clean and sanitary condition in
factories employing more than 250 workers they shall have prescribed sanitary types. The floor,
internal walls up of height of 90cm (3 feet) and sanitary blocks should be laid in glazed tiles or
otherwise finished to provide a smoothly washed and cleaned at least once in every 7 days with
suitable detergents, disinfectants the state government may prescribe the number of latrines and the
urinals for the prescribed number of employees.

SPITTOONS:
(section 20) a sufficient number of spittoons must be provided at the convenient
places they must be maintained in a clean and hygienic condition the state government may make
rules regarding their number location and maintenance no person shall spit other than spittoons if a
person does so he may be fined up to rs.5.

WORK GROUP (CO-WORKER):

 The nature of work group has an effect on job satisfaction friendly co-operative
workers are modest source on job satisfaction to the individual employee the work group serves as a
support of comfort advice and assistant at individual worker a good work group make the job more
enjoyable however this factor is not essential to job satisfaction on the other hand if the reverse
condition exit the people are difficult to get along this factor may have negative effect on job
satisfaction.

PAY:
Wages and salaries are recognized to be significant in complex and multidimensional
factor in job satisfaction. Employee often sees pay as a reflection of how management views their
contribution to the organization. Fringe benefit is also important but they are not influenced to normal
things.

PROMOTION:
Promotional opportunities seemed to have varying effect on job satisfaction. This is
because promotion takes a number of different forms and have a variety of accompanying reward for
example individuals who promoted on the basis of seniority often experience job satisfaction but not
much that who are promoted on the basis of performance.

CONCLUSION:
Job satisfaction is seen as a consequence of performance rather than a cause of, it
represents the difference between what is expected and what is received from the different job facts.
Satisfaction is feeling of a worker towards particular objects of conditions in his work environment.

The number of facts was seen to vary from study to study, but normally ranged from
five to seven dimensions. Satisfaction facts may include the work itself, pay and benefits, promotional
opportunities, supervision, co-workers, the organization and its management and working conditions.

Over the long run satisfaction of workers strongly influences the productive
efficiency of the firm. This provides efficiency is generally reflected on the ‘cost’ side of the
company.
 CHAPTER-II

INDUSTRY AND COMPANY PROFILE

INDUSRTY PROFILE

DAIRY INDUSTRY IN INDIA

 In a country like India where a large population is dependent on agriculture for livelihood,
the dairy industry assumes special importance. India has emerged as the largest milk producing
country in the world with an annual production of 80 million tones. The country’s milk production is
growing at an annual rate of 4.4 percent and its share in world milk production is likely to reach 15.2
percent by 2009. Indian milk production is not only economical but highly energy efficient.

The operation flood launched in 1970 could rise the per capital milk consumption from 112
grams in 1970-71 to 235 grams in 1998-99, the world average being 285 grams. But a large
population in the country still doesn’t get the required quantity of milk (500 grams of milk per
day).In the rural areas; it is only 121 grams a day.

The major milk producing states are Uttar Pradesh (18.3 percent), Punjab (10.2 percent),
Rajasthan (7.8 percent), Madhya Pradesh (7.6 percent), Maharashtra (7.4 percent), Gujarat (7
percent), Andhra Pradesh (6.3 percent), and Haryana (5.8 percent). These states account for about
70 percent of the total milk production.

Of the total milk production, 46 percent is consumed as liquid milk, 28 percent as ghee, 8
percents as curd, 7 percent as butter, 7 percent as cheese/cove, and 4 percent as milk powder, ice-
cream, and other products. There are presently more than 70,000 village dairy co-operatives
federated into 170 district milk unions, which, in turn, are affiliated to 22 state co-operative dairy
federations. Most of the village’s co-operatives are viable. Of course, the co-operative deserve tax
incentives. Our country possesses one-sixth of cattle population and one-fourth of buffalo
population in the world. Buffaloes contribute more than 60 percent of its total milk production.
 The dairy sector has high employment potential, particularly for small and marginal farmers
and landless agricultural laborers. India exports milk and milk products mainly to Bangladesh,
Netherlands, Philippines, the UAE, and Sri Lanka.

The dairy sector was de licensed in 1991. It is being regularized by Milk and Milk Products
Order (MMPO) introduced in 1992, giving priority to co-operatives and leaving the private sector in
the launch. India imported about 2675 tones of skimmed milk powder in the year 1999-2000. The
import of skimmed milk powder at a lower price than the domestic price is a major problem.
Unrestricted import of skimmed milk powder would depress the domestic price of milk.2864 tones
of skimmed milk powder in the years 2000-2007.

Dairy Development in India:

World’s Major Milk Producers 1997-1998(years) 2009-2010 (approx)

India 71 104.5

USA 71 99.1

Russia 34 53.7

Germany 27 46.9

France 24 39.6

Pakistan 21 36.4

Milk production in India:

Year Production (in Million tons) Value ( in million Rupees)

1988-89 49.2 207900

1989-90 51.4 247800

 1990-91 53.7 292960

1991-92 56.3 346500

1992-93 58.6 404000

1997-98 70.0 500000

1998-99 75.0 535725

2000-01 88.3 712344

2001-02 94.1 798231

2002-03 95.0 850000

2003-04 95.3 865000

2004-05 97.0 912000

2005-06 97.6 955000

2006-07 98.3 986000

2007-08 98.8 995000

2008-09 99.4 105000

2009-10 99.8 124000

DAIRY INDUSTRY IN ANDHRA PRADESH

Agricultural is the primary occupation of Andhra Pradesh. The total population of Andhra
Pradesh is reported to be around 7crores as 1991 censes. 70%-80% of the people in the state are
living in the countryside. People in rural areas well as the landless agricultural labors take up dairying
as a sources if supplementary income. Most of the people were to supply of milk supplying to
dairies.

Milk industry in Andhra Pradesh:

(In Million Tones)

Year Milk Production Nutritional requirements Economic demand

2000-01 78.11 86.50 81.40

2001-02 81.82 87.82 85.66

2002-03 85.72 88.76 89.52

2003-04 87.30 89.25 91.43

 2004-05 88.88 89.74 93.34

2005-06 92.18 90.86 97.20

2006-07 95.89 92.00 98.46

2007-08 96.12 93.49 99.24

2008-09 98.56 95.75 102.46

2009-10 99.14 97.65 105.27

Dairy development in Andhra Pradesh:

S No Particulars Numerical Data

1 Milk product factories 7

2 District dairies 10

3 Milk chilling centers 48

4 Milk collection centers 14,000

5 Village milk producers cooperative societies 5200

6 Milk collection routes 267

7 Village covered for collection of milk 10,000

8 Cattle feed plants 6

9 No. of milk producers 5,72,000

10 Coverage of consumers 26,00,000

11 No of districts covered under operation flood 18

GROWTH OF THE INDUSTRY

Before the independence of India, in the first half of the twenty-century dairying in the
country was largely unorganized. Fluid milk and its products were generally not easily marketable
commodities and there was no transport of these products to far distances. Organized dairying, as
well understood in the west started in a small way when military dairy farms and creameries were
established towards the end of the 19 th century to meet the demands of the armed forces and their
hospitals. Some private dairies, such as ‘Kaventers’and‘polsons’with encouraged to make
pasteurized butter, primarily for the use of the British army. As a result the imperial institute of
animal Husbandry and dairying was established in 1923 at Bangalore. There has been another major
effort in the early 1940’s where milk produced in rural areas of kaira District was collected in bulk.
Pasteurized and transported by distributing in Bombay by “The Bombay milk scheme” operated by
the Bombay municipality. When India become independent in 1947, one of the major milk schemes
to be included the country was “The Greater Bombay Milk Scheme (GBMS)”.

The consisted of market for milk in Bombay supplied by the Kaira District Co-operative milk
producers union. Although dairy existed in this country since 1913 are mostly collecting and selling
fresh milk to the local consumers. The first large scale and systematic breakthrough in dairy in India
was made in 1948 by kaira District. Co-operative milk produces union came to be known as the
Anand milk union limited, abbreviated as “AMUL” which in the vernacular language means “Highly
Valuable” or “priceless”.

PRESENT STAGE OF INDUSTRY

During the past three decades the dairy industry in India has undergone revolutionary
changes in its structure. The methods of collection marketing and utilization of milk for
manufacturing products have been considerably improved, although the hygiene point of view, the
conditions of milk production is rural area continuity are unsatisfactory. Milk production in the
country has more than doubled since the advent of planning in 1951. Although it has rising from 17.4
million tons in 1951 to 40.2 million tons in 1984-85 after stagnating at a level of 17.20 tones for 30
years between 1940 and 1970. India forces shortages to meet nutritional requirements of our
population increase in milk production in relation to population growth. Marketing schemes were
evolved and developed in some of the major cities in the initial stages. These schemes were planned
at focusing attentions on milk making arrangements to assure the flow of morally produced milk to
the dairy plants and for the distribution of the same to consumers achieved by the Kaira district co-
operative milk produces union, Anand.

GOVERNMENT POLICIES FOR DAIRY INUDUSTRY

Vendors and milk dealers dominate the informal market where the former generally
procures milk from producers and sells them to urban households, while the latter supplies to
private processing units. Of the milk that enters the formal and informal market, almost 45
percent is consumed in the raw form while the remaining is processed to produce ghee,
khova, butter, curd, milk powders, cottage cheese, etc.
 Liberalization of the Dairy Sector, the cornerstone of India’s milk revolution, has
been the cooperative dairy sector which was protected from cheap subsidized imports through
quantitative restrictions and by strict control over exports and imports through the State-
owned Indian Dairy Corporation. The competition from private sector was controlled through
licensing under the Industrial Development and Regulation Act of 1951, which discouraged
new entrants into the dairy processing sector. A suitable price-environment was created and is
considered as a key for the impressive growth in this sector. All this changed in the early
nineties when major financial and trade policy reforms were initiated in all sectors of the
Indian economy including the dairy sector.

The first step was to encourage private participation and the dairy industry was de-
licensed in 1991. That dairy is a lucrative business became obvious when within a year of de-
licensing; more than 100 privately-owned milk processing plants came up in the major milk
producing states. Despite their numerical strength, the cooperative sector did not have the
capacity to compete against these private players flush with capital and fortified with modern
technology. Realizing this, the government had to step in again and the Milk and Milk
Products Order (MMPO) was issued in 1992 under the Essential Commodities Act (ECA) to
regulate production of milk and dairy products.

The MMPO reintroduced licensing and also required private players to set up their
own zones of procurement (milk- sheds) that were beyond the existing milk-sheds of
cooperatives. This was done to check private players from poaching on milk-sheds of the
cooperative sector. However, swept by the wave of liberalization, the government again
amended the MMPO in 2001 and allowed State governments to grant a one-time license to
the private sector, and also abolished renewal of license. In 2003, restrictions on setting up
milk processing and milk product manufacturing plants and also the concept of milk-sheds
were eliminated. The amended order emphasized sanitary, hygiene, quality and food safety of
milk and milk products.
 COMPANY PROFILE

THE KRISHNA DISTRICT MILK PRODUCERS’ MUTUALLY AIDED

CO-OPERATIVE UNION LTD.

Krishna Milk Union – An Overview:

The Krishna District in Andhra Pradesh is endowed with rich agricultural and livestock wealth
is two main planks to keep the district ahead of others in the state. Agriculture and dairying is a
subsidiary occupation for the majority of people in the district. Most of them are marginal, landless,
poor farmers and laborers. The Krishna district has great potential for milk production with a
substantial marketable surplus to tap. The market oriented milk production is the key livestock
activity to generated stable income for the farmer. About 90 percent of rural household are directly
concerned with livestock production 40 percent are mainly dairy oriented. It is livelihood security to
the rural poor and buffers the risks due to crop failure.

Milk is inherently one of the best “Good for You” foods in today’s market place. Changing
consumer food habits, preference increasing health consciousness and also the upsurge in the
economy are leading to dramatic change in the market trends frequently. Demand is a phenomenon
based primary on need of the customer’s purchasing power and product quality.

Vijaya the renewed brand of Krishna Milk Union has strong equity among consumers. It has
been able to make an impact despite the premium pricing. The brand offer good margin to the
traders. Union has a direct liquid milk market of 80% out of its procurement. It is converting surplus
milk in to diverse products.

ABOUT THE ORGANIZATION:

Milk products factory, Vijayawada was commissioned on 11 th April 1969. This factory has the
handling capacity as 1.25lakh liters per day in the first stage and expanded to handle 2.50lakh liters
per day. Apart from handling milk from Krishna district if also handling surplus milk received from
district as Vizag, East and West Godavari, Prakasam and Nellore.

The Krishna district had good buffalo population; with inherent seasonal breeding milk
production is bound to have seasonal fluctuation. Besides seasonal after consumption, it is expected
that significant quantities as milk is available for the factory. This aspect has drawn the attention as
the official as crusted United Nation International Children Emergency Fund (UNICEF) food and
agricultural organization and government as India.

The factory has the provision to make 8 metric tons as butter, 6 metric tons as ghee and 22
metric tons of milk powder per day. The surplus milk aster meeting the requirement as public is
converted into products in consumer peachy is being manifested only from milk product factory,
Vijayawada. The milk products factory, Vijayawada had the country to produce infant milk food in
consume poles. In 1970-80 machinery was established in processing section milk supply scheme.

In order to gain experience in the field as milk products factory, Vijayawada is pressed into
operation milk supply was started in February 1965. This chart had stumble start as 600 liters has
gone up to 20,000litres handling capacity per day later the scheme was extended to cover greater
area in the district by opening other milk chilling centers. A large quality as milk collected and
transported by rail and road. Tarsiers to Hyderabad and remaining quantity were sold in Vijayawada
town.

Mission:

Farmer’s prosperity through technical innovations and customer orientation with specific
focus on quality and cost.

Vision:

Dairying in the district to be the major instrument of strengthening rural economy and making
available safe milk and milk products.

Quality Policy:

Aiming to be a technologically advance dairy with global outlook providing products and
service of highest quality delighting the customers.

Objectives:

1. Providing maximum satisfaction to the customer.

2. Gain maximum market share by offering international quality products.

3. Aim of zero defects.

4. Upgrading professional skill of individuals through development programs.

5. Act as catalyst in providing various inputs for the prosperity of milk producers

The Krishna Union has successfully:

1. Evolved long term policies to encourage and augment milk production and productivity in the
district.

2. Improved Efficiency in redacting the cost of operations, at every stage from rural farmers to urban
customer.

3. Increased the availability of milk and milk products every nook and corner of district.

4. Developed and restructured manpower of organization to achieve competitive edge.

5. Consolidated the cooperative structure among the dairy farmer.

Cattle population in Krishna:

Breed able Animals Population in lakhs

Buffaloes 4.14

Cows 0.38

Total 4.52

The organized dairy in Krishna District commenced in 1965 by the state Government with
the assistance of UNICEF (United Nations International Children Emergency Fund). Under a pilot
project named “Integrated Milk Project Hyderabad and Vijayawada” (1960) a milk supply scheme
was introduced in 1965 to organize milk collection from the village, to process at Chilling Centers and
supply pasteurized milk to the customers at Vijayawada and Hyderabad. The Milk Supply Scheme
was a great success with its services to the producers and quality supplies to the customers. The
initial procurement network was gradually extended to all over the district within a span of 5 year.
The ‘Milk Products Factory” first of its kind in South India was established and commissioned in
Vijayawada by 1969.
 Started with a tiny procurement of 243 liters of milk on 11-2-1965 under the Milk Chilling
Center, Pamarru, the collection in the District has surpassed one lakhs installed capacity of Milk
Products Factory, Vijayawada within two years i.e. in 1971 necessitating additional capacitates. The
units were under Dairy Development department (1971). The products manufactured at Milk
Products Factory.

Vijayawada such as Butter, Ghee, skim Milk Powder, Whole Milk Powder and infant Milk
Food with brand name VIJAYA earned appreciation of consumers all over the country. The VIJAYA
become synonym for superior quality competing AMUL. The Milk Project is a buzz word among the
public all over the region. The expansion of Milk Products Factory, to meet the increased handling
needs has been taken up later under OPERATION FLOOD programmed by National Dairy
Development Board (NDDB).
Existing Infrastructural facilities in Krishna Union:

S.NO. Name of the facility Unit Capacity

I. MILK CHILLING

1. Pamarru Liters/Day 50000

2. Veerankilock Liters/Day 18000

3. Gudlavalleru Liters/Day 18000

4. Hanuman Junction Liters/Day 18000

5. Chillkallu Liters/Day 12000

6. Tiruvuru Liters/Day 12000

TOTAL CHILLING: 128000

II Milk Processing Lakh Liters/Day 2.50

III Ghee Manufacture MITS/Day 18.00

IV Milk Drying MITS/Day 22.00

V U.H.T.Milk MITS/Day 45000

VI CATTLE FEED MIXING FACILITY

1. Budhavaram MITS/Day 30.00

2. Gudlavalleru MITS/Day 18.00

Total 48.00
Organization:

Integrated Milk Project (1960)

Dairy Development Department (1971)

AP Dairy Development Corporation Ltd (1974)

AP Dairy Development Co-op Federation Ltd (1981)

There was a big retinue of 1850 staff in different categories working under the Dairy Units in
the District under the administrative control of AP Dairy Development Corporation (APDDC) a state
Government Undertaking in 1974. The nationwide strategic and structural changes organized for
Dairy Development activities across the nation have brought the dairy units under the Cooperative
set up in Andhra Pradesh in 1981.

The replication of a pattern Dairy Cooperatives in Krishna District has its beginning with the
all out support of NDDB. Primary Milk Producers Cooperative Society at Village level and District Milk
Producers Cooperative Union at District level and AP Dairy Development Cooperative Federation at
State level have come into being. Enormous infrastructure financed by NDDB under Operation Flood
programmed was developed for procurement, processing and marketing in the District.

ANAND PATTERN:

The “Anand pattern” advocates an integrated approach to the Dairy Development under
Co-operative sector by providing remunerative price and creating assured market to the farmers
produce and also sage guards the interests of Milk produce by preceding necessary technical inputs
for the rapid progress of Dairy industry in this pattern, the real involvement of producers are seen,
where the village Dairy Co-operative societies as well as District Union are Managed by producers
themselves.

The producers have got a say in determining the price of commodity they produce. This is really a
fantastic approach and boon on the farmers.

The new outlook in Anand pattern is to produce incentive (input) to the farmers to reduce
the production cost, and educating the rural Milk producer’s in clean Milk production, maintaining
good cattle by improved practices of breeding geeing and management good cattle by improved
practices of breeding. Feeding and management trough farmers’ induction program is also part and
parcel of Anand pattern.

Viability of the village Diary co-operative societies will also be taken care in this pattern.

Anand Pattern

FEDERATION
(STATE LEVEL)

UNION
(DISTRICT LEVEL)

SOCIETY
(VILLAGE LEVEL)

Staff Cost:

Years 1985 1992 2001 2007

No. Employees 1850 1800 1100 570

Salary cost per annum (in lakhs) 289 670 1629 2400
 Krishna Union was running with abnormal staff cost 22% over its turnover which is
unbearable and against the industrial norms threatening the very existence of the union. The Union
ventured to prune the surplus man power by implementing VRS (Voluntary Retirement Scheme) in a
phased manner with an outlay of Rs.10crores. The state Government and NDDB funded one-third of
the total investment.

Ranking of the Krishna District in Andhra Pradesh:

Milk production III

Processing V

Marketing III

Krishna district has milk procurement ranging from 4,000 to 1, 08,000 lt. per day from 1969
to 1996. District being buffalo concentrated has wide procurement fluctuations. It was considered
imminent to reduce the seasonal imbalances in milk production.

SALIENT FEATURES

 Turnover of business has reached to Rs.119 cores in the year 2003-04.

 Daily average milk procurement 1, 63,794 liters (2003-02).
 Highest milk procurement: - 2, 77,487 liters.
 Daily milk sales averages have reached to 1, 21,697 liters (2003-04).
 Obtained ISO 9001:2000 & HACCP CERTIFICATION.
 Earning profits and distribution bonus to its members.
  Paying Rs.68 corers per year to farmer as cost of milk produce from them.
 Strengthened to the rural economy by avoiding middleman and making available safe milk
and Milk products to the consumers.
 Provided self employment to the rural women.
 Rural societies are providing funds to Roads, schools, community, Building, veterinary
hospitals, libraries etc.,

PRODUCT PROFILE

PRODUCT QUALITY:

The quality of the product is very good. The users of the products feel that the quality of this
products very good. The product is available in Krishna district to the consumer at all the times.

PRODUCT BRAND NAME:

The company is producing all types of products under the brand named “VIJAYA”. The brand
symbol used by the company is buffalo.

PRODUCT PACKAGING:

The company is packaging its products with the following description data, quality and type
of the milk and finally the rate is printed.

PRODUCT SIZE:

All the products which are produced by the company are in 500 ml packets.

PRODUCT SERVICE:

Products are available to the customers at all times who are near by the company outlets.

Services offered to the customers:

A. Only dairy offering five varieties of milk for the benefit of consumers according to their
preference/taste and suitability.

1. Vijaya gold
2. Vijaya special
3. Vijaya premium
 4. Vijaya economy
5. Vijaya low fat
B. Range of UHT processed milk products with shelf life of 4 months.

1. UHT STD MILK 1 Liter, 200 ml

2. UHT CREAM 1 Liter, 200 ml

3. UHT COW FAL MILK 1 Liter, 20Ml

4. MERRY MILK 200ML

5. LIP SIPC (Butter Milk)

C. Wide range of fresh milk products:

1. Burundi 50g, 250g

2. Curd 100ml, 200ml, and 500ml

3. Sweet Lassi 200 ml

4. Butter Milk 200 ml

5. Flavored Milk 200ml (in bottles)

6. Panner 100g, 200g, 500g, 1kg

7. Cooking Butter 250g, 500g, 1kg

8. Doodh Peda 25g, 250g, 500g

MILK RECEPTION:

As soon as the milk is arrived at the reception dock either through cans or tankers, the
laboratory authorities conduct all the laboratory process such as bacteriological, chemical tests and
other quality confirmation, the milk is received and sent to the soils of storage.

RAW MILK:
 Milk products factory of Vijayawada is directly connected by around175 village at a radius of
around 50kms around Vijayawada. The milk collected from these villages is cooled directly at milk
products factory, Vijayawada for which it is equipped with can convey or electrical weighing
machine, a dump tank and straight through the can washer with claiming capacity of 600 cans per
liter.

CHILLED MILK:

Chilled Milk from chilling centers and other through milk tankers is received at the dock and
after receiving quality conformation from laboratory the milk is sent for storage.

MILK PROCESSING SECTIONS:

It has 12 storage tanks each of 1500 liters, capacity four soils, each of 30,000 liters capacity,
four cream vats of each 5000 liters capacity. It is equipped with the milk pasteurizer of 20,000 liters
capacity per hour respectively, it also has a cream pasteurizer with a capacity of 5000 liters per hour
altogether, it has milk storage of four Lakh liters.

OPERATIONS:

Separation of required quantity of whole milk to the extract of demand and with a mixture
of whole milk, cream and skimmed milk in required proportions, milk is standardized according to
the packing or products manufacturing divisions.

BUTTER SECTION:

It is equipped with 3 butter chums with drum capacity of 1500 liter each. The cream in the
drums is churned for about 3 hours for separation of liquid butter milk from cream. After washed
with chilled water remove separated solids from it. The butter formed is collected and sent for
further processing whiles the solid in liquid form of butter milk is sent back k to processing section
for further usage.

To the extent of demand, the butter is packed in half kg packets and 20kg cartons and the
remaining is utilized for ghee making and recombination the section is also equipped with
continuous butter making equipment whole output capacity is 500kgs of smooth textured butter
preferably packed in 20kg bulk cartons for long storage.
GHEE SECTION:

There are 7 ghee boilers in ghee section each with 100 liters capacity in which butter melted
for about 3 hours at 120C. After training satisfactory flavors, color etc., the ghee is pumped to ghee
setting tanks where it is allowed for eight hours foresting of sediment at the bottom of the tank.
There are two setting tanks each 800 liters capacity and 2 storage tanks each with 300 liters capacity.
Then the ghee is classified and fine filtered ghee is packed in 5 liters and 2 liters and 1 liter ½ liter
consumer packs and 15kgs, 34kgs bulk containers and 500ml and 200ml poly packs. The total
capacity of ghee packing is 18.0mt per day.

BI-PRODUCTS SECTION:

All the fresh milk products like ghee, butter milk, sweet lassi, khova, panner, yoghurt, milk
cake are manufactured and packed under strict hygienic and aseptic conditions in their section.

POWER SECTION:

It has powder plants all Alfa level make single effect gravity flow milk evaporator plant with
milk drying capacity of 8mt’s per day and another falcon level double effect gravity flow milk
evaporator plant with milk drying capacity of 14mt’s per day under operating. Fine and superior
quality ISI grade SMP is packed in 5gs, 1kg and 1/2kg packs.

MILK PACKING:

It has a capacity to pack 2, 00,000 liters of various varies of milk per day. It is equipped with
8 sachet packing machines each capacity 150 tubs per hour. Five varieties of milk ½ sachets for direct
consumers and in 40 liters cans for institution are being packed.

ASEPTIC PACKAGING SECTION:

Special officer APS is heading the APS unit. This portion was established in 1988 with the
financial assistance of NOBD in the exits campus of milk products factory, Vijayawada with total
outlay oRs.1.22crores.

PROCESS IN BRIEF:
 Milk is treated in ultra high temperature plant for 2-3 seconds at 140C, under low pressure
followed by rapid cooling this enables milk to be free of micro organisms which are liable to
proliferated during storage.

TETRA BRICK PACKING:

Tetra brick packing is a compact, sterile, pilfer proof, unbreakable and long shelf life pack
that retains freshness and goodness of milk for 3-7 months.

TETRA SLIM PACKING:

Suiting to the changing needs, the union has commissioned a tetra slim line pack (200ml)
unit with a capacity of 6000 packs per hour on 21-04-04 and the slim line pack were launched to the
market on 29-04-04.

CAPACITIES:

UHT PROCESSING : 1 plant with 4000litres/hour

1000 ML PACKING MACHINE : 1 with 2500 packets/hour

2000ML PACKING MACHINE : 1 with 3500 packets/hour

200 ML SLIM PACKING MACHING : 1 with 6000 packets/hour

TRAY PACKETS : 2 with 220 trays/hour

SHRINK WRAPPER : 1 with 1200 dairy

PRICE MIX

The price of products are field according to the quality of the product, the price fixed are
very reasonable and the quality maintained by the company is very good

DISCOUNT:

The company is providing monthly wise card to the daily customers. If a customer buys this
card, the company is giving some discount to the customers on that product. If a customer purchase
450 liter or more that product the company provides the customer with 1000 liters of free water
supply.
TURNOVER GROWTH RUPEEES IN LAKHS

2004-05 2906.33

2005-06 3250.45

2006-07 3952.00

2007-08 4532.44

2008-09 4914.86

2009-10 5145.56

PROMOTION MIX

PROMOTION METHODS:

The products of KDMPCU – Vijayawada are promoted by advertisements and through the
company dealers who pass the information to the customers. Advertisement is mainly through
television, broadcast media, and hoarding and news papers.

There are 4 major promotional methods followed by Vijaya Dairy Milk;

 Advertisings
 Personal selling
 Sales promotion
 Publicity

INFRASTRUCTURAL FACILITIES
  870 including 515 co-operative societies extended in 900 villages are engaged in milk
procurement activities at all times in a day around the year, providing facilities for assessing
quality of milk offered by each milk producers.
 28 milk procurement routes covering the entire district are in operation at all the times in a
day.
 6 milk chilling plants with a total milk chilling capacity of 1.28lakh LPD availability a product
manufacturing plant with a capacity of 2.5lakh LPD is located in Vijayawada.
 2 cattle feed plants with a combined capacity of 48 MPTD are in operation.
 Liquid milk distribution network is operational in all the urban centers of Krishna District.
 Insulated Road Milk Tankers of 7000/13000 are owned by the organization for bulk
movement of milk.
 Dairy parlors managed by milk/union/private are in operation in all the towns and city of
Vijayawada.

DISTRIBUTION NETWORK

Liquid Milk Distribution: Vijayawada city is divided into 24 zones. Each zone is connected by a
separate milk rate operating both morning and evening to distribute the milk to the commission.

1. Agents and cold chain points: In addition, milk is distributed through a separate route to the
following towns.

 Machilipatnam
 Gudivada
 Jaggaiahpet
 Bhimavaram
 Eluru

2. Product Distribution:

 Local distribution within the district: through distributors, stockiest and retailers.
 Products are delivered to these distributors/stockiest/retailers.

3. Export: Krishna Milk union is also entering to the international market on its own. It is all set to
export milk and milk products to countries like UA, BAHRAIN etc.
SIGNIFICANT ACHIEVEMENTS

1. Daring has been made remunerative and dependable.

2. Paved away for cow farming by encouraging cow milk production through offering higher
purchase, cow milk production through offering higher purchase price to the cow milk over
the Buffaloes milk.
3. Developed the culture of scientific dairy farming in the district.
4. Introduced bulk-cooling system at dace’s level. There are 6 bulk coolers operating ten more
coolers are to be established.
5. Introduced automatic milk collection stations with testing and computer printing system at
villages.
6. Introduced 474 electronic milk testers at dcs level.
7. Village enumeration: for the first time in A.P total village enumeration on total animal
population, total milk production has been taken up and covered 100% animal owned
houses in the district with the financial assistance from NDB.
8. Provided self employment to the rural youth of both sexes to get substantial income
throughout the year in all seasons and helped them in transforming in to confident, cheerful,
self-reliant and economic well being.
9. The village co-operatives have helped the all round rural development by providing funds to
roads, schools, community buildings, veterinary hospitals, libraries etc.,
10. Milk products factory, Vijayawada is the first milk products factory established in south
India.
11. It has the distinction of having introduced different dairy products like Doodhpeda, Khova,
Butter milk, sweet lassie, panner, curd, and Basundi, Yoghurt and milk cake on commercial
lines in Andhra Pradesh.
12. First dairy plant in south India to introduce five different varieties of milk to suit the taste of
various consumer segments.
13. It has the first Aseptic packaging station established in Vijayawada which has launched
standardized cream in 200 ml, and 1000 ml tetra brick on commercial lines for the first time
in India successfully.
14. First dairy plant in India to introduce dessert Magic (Liquid Ice cream) in tetra Brick 200 ml
pack.
15. First cooperative to obtain the ISO 9001:2000 certification and HACCP certification in south
India.
16. First Dairy to introduced butter milk and Lassie in tetra brick.
Objectives of the Milk Product Factory:

 With a view to improving the rural incomes as the milk producers in the District, the project
would set up expands procurement, transportation, processing and marketing facilities in
the district, it would provide a remunerative year round market to milk producers as the
milk shed.

 In an attempt to overcome seasonal fluctuations in supply and demand as milk

conversations facilities would be set up for drying surplus milk.

 To make available balanced cattle feed at reasonable price, the project will undertake the
manufacture and sale as cattle field.

Strengths:

 High fixed costs occupying 15% of business turnover.

 Milk and milk products are high priced closing competitive edge.

 Work culture not compatible with growing demand for customer service.

 Employee skills at various levels up to graduation.

 High ratio as class IV Stage.

Weakness:

 Business System and modern management culture is yet to be adopted.

 Manager’s lack as business experience.

 System moves very slow due to lack of proper delegation all things same to wait for the chief
executive.

Opportunities:

 Responsive milk procedure base.

 Good public image.

  Emerging trends as increased spending as foods.

 Growing food service sector.

 Responsive State Government.

ORGANIZATION CHART

BOARD OF DIRECTORS

Managing Director (Chief Executive)

Sr. Manager Sr. Manager Sr. Manager Sr. Manager Sr. Manager Sr. Manager
(Field (Engineering & (Construction & (Marketing) (Plant (Personal &
Operation) Maintenance) Projects) Operations) Admn)

Asst. Sales Stores Office Procurement Plant

Sales Processing Repack

• Milk Distribution
• Supervisor
• Milk Executive
• Processing Supervisor
• Lab Assistant
• Weighting Clerks

Source: T.K.D.M.P.M.A.C.U. Ltd.

 CHAPTER-III
RESEARCH METHODOLOGY

Research methodology
Objectives of the study:-
• To know the level if job satisfaction in the organization

• To identify the values that support creativity and innovation in the organization.

• To focus on knowing trust relationship among the employees.

• To identify the conditions in which the individual are most likely to use limitations on
decision making.

• To know the welfare measures and living environment provided for the employees.

• To know the advantage for the employees development and growth in the organization.

Research methodology
The word research has been derived from French word Researcher means to search.

Franchise rummer defined “Research: It is a careful inquiry or examination to discover new

information or relationship and to expand or verify existing knowledge.

Research is the solution of the problem, whether created or already generated. When research is
done, some new outcome, so that the problem (created or generated) to be solved.

Research Design:

Research design is the conceptual structure within which research is conducted. It

constitutes the blueprint for collection, measurement and analysis of data. The design used for
carrying out this research is Descriptive.

Sample size: The sample used is 99 out of 300 employees

Data type: In this research the type of data collection is

 Primary data
 Secondary data

Data source: The sources of data collection of secondary data are:

  Questionnaire
 Books
 Website
 Magazine
 Brochure
Primary data: questionnaire, direct interview.

Secondary data: company profiles and manuals, websites.

Sampling plan:

A sample of 100 employees has been selected on the basis of stratified random sampling
technique. The individuals were selected random manner to form sample and data were collected
from them for the research study.

Static tool: percentage analysis, chi-square test.

Period of study: 02-12-2010 15-01-2011

Instruments used:

We collected primary data through sample survey or census surveys from the selected
elements in malls and supermarkets. So for this purpose we have used the most popular tool of
primary data collection through direct communication with respondents. The tools used in
questionnaire are as follows.

Sources of data: Data required for the study was collected through primary sources i.e. Market
survey.

Methods of data collection:

Actually data is of two kinds so researchers should keep in mind both types of data.

a) Primary Data: Primary data are those, which are collected afresh and for first time and this
happen to be original in character.
b) Secondary Data: Secondary data are those data which have already been collected by
someone else and which have already been used as per required. There are basically two
sources to collect secondary data.
a) Internally: Provided by the company/organization
 b) Externally: Various publication of central, state and local Government
 Books, magazines, newspapers
 Internet
After only keeping in mind one can think about what type of data has to be collected during research
as our research is concerned we have to gather primary data for customer behavior.

Questionnaire:

This method is more popular. The questionnaire is sent to the person concerned to answer the
questions formatted and return the same soon. A questionnaire consists of a number of questions
printed or typed in definite order on a form or set of forms. The questionnaire is sent to the
respondents. In order to achieve the research objective it is necessary to collect accurate and
relevant data, secondary data are already published data collected for purposed other than the
specific research needs at hand. Primary data that are collected specifically for the research situation
at hand, were collected by surveys using respondents survey is one of the ways of collecting primary
data namely observations, experiments and surveys

Graphical Representation:

Graphical representation is more useful method. The analysis of questionnaire is represented in the
form of different graphs like bar-charts.

Chi-Square Test:

A chi-square test (also chi-squared or χ2 test) is any statistical hypothesis test in which the
test statistic has a chi-square distribution when the null hypothesis is true, or any in which the
probability distribution of the test statistic (assuming the null hypothesis is true) can be made to
approximate a chi-square distribution as closely as desired by making the sample size large enough.

Chi-square test for variance in a normal population:

If a sample of size n is taken from a population having a normal distribution, then there is a
well-known result (see distribution of the sample variance) which allows a test to be made of
whether the variance of the population has a pre-determined value. For example, a manufacturing
process might have been in stable condition for a long period, allowing a value for the variance
determined essentially without error. Suppose that a variant of the process is being tested, giving
rise to small sample of product items whose variation is to be tested. The test statistic T in this
instance could be set to be the sum of squares about the sample mean, divided by the nominal value
for the variance (i.e. the value to be tested as holding). Then T has a chi-square distribution with n-1
degrees of freedom. For example, if the sample size is 21, the acceptance region for T for a
significance level of 5% is the interval 9.59 to 34.17.
Definition:

Pearson’s chi-square is used to assess two types of comparison: tests of goodness of fit and
tests of independence. A test of goodness of fit establishes whether or not an observed frequency
distribution differs from a theoretical distribution. A test of independence assesses whether paired
observations on two variables, expressed in a contingency table, are independence of each other –
for example, whether people from different regions differ in the frequency with which they report
that they support a political candidate.

The first step in the chi-square test is to calculate the chi-square statistic. In order to avoid
ambiguity, the value of the test-statistic is denoted by X2 rather than χ2: this also serves as a
reminder that the distribution of the test statistic is not exactly that of a chi-square random variable.
However some authors do use the χ2 for the test statistic. The chi-square statistic is calculated by
finding the difference between each observed and theoretical frequency for each possible outcome,
squaring them, dividing each by the theoretical frequency, and taking the sum of the results. A
second important part of determining the test statistic is to define the degrees of freedom of the
test: this is essentially the number of squares errors involving the observed frequencies adjusted for
the effect of using some of those observations to define the “theoretical frequencies”.

The “theoretical frequency” for any cell (under the null hypothesis) is calculated as

Ei=N/n,

The reduction in the degrees of freedom is p=1: notionally because the observed frequencies
Oi are constrained to sum to N. When testing whether observations are random variables whose
distribution belongs to a given family of distributions, the “theoretical frequencies” are calculated
using a distribution from that family fitted in some standard way.

The reduction in the degrees of freedom is p=s+1, where s is the number of parameters used
in fitting the distribution. In other words, there will be (categories-1) degrees of freedom. It should
be noted that the degrees of freedom are not based on the number of observations as with a
Student’s t or F-distribution. For example, if testing for categories or parameters (each number). The
number of times the die is rolled will have absolutely no effect on the number of degrees of
freedom.

The value of test-statistic is

χ2=

Where,

χ2= the test statistic that asymptotically approaches a χ2 distribution.

Oi = an observed frequency;

Ei = an expected (theoretical) frequency, asserted by the null hypothesis;

N = the number of possible outcomes of each event.

The chi-square statistic can then be used to calculate a p-value by comparing the value of the
statistic to a chi-square distribution. The number of degrees of freedom is equal to the number of
cells n, minus the reduction in degrees of freedom.

LIMITATIONS OF THE STUDY

Every project faces some limitation; because of this limitation the required and necessary
data to complete the project may not gather in proper manner. The limitations which we observe
were as follows:

 The study is carried basing on the information and documents provided by the organization
and based on the interaction with the various employees of the respective departments.
 The period of study that is 8 weeks was not enough to go into the detailed aspects of the
study.
 Sample size is only 100.
 The information by the respondent may be used to some extent.
 Respondents may have given bias information.

Scope of the study

The present study is to make an attempt to get with the Theoretical concept, factor and
provision of the employee job satisfaction and to understand their practical applications and problems
encountered implementing these systems in real organization situations. This study is aimed at
analyzing the current trends in the employee job satisfaction provision and their influence on
implementation of an appropriate system to suit the needs of the organization. This study helps to
know all variables influencing the job satisfaction and the values of employees prevailing in the
organization. The study on job satisfaction makes its clear the researcher made varied attempt to get
into the core of this construct.

The study of concept of job satisfaction

 Job satisfaction is the end of feeling of a person after performing a to the extent
that a person job fulfils his dominant needs and in consistent with his expectation depending upon
whether need is satisfied or not.

Job satisfaction is different from motivation and moral. Motivation it refers to the
willingness to work satisfaction on the other hand implies a positive emotional state. Morale implies a
general attitude towards work and work environment it is a group phenomenon where as job
satisfaction may be considered a dimension of morale and morale could also be a source of
satisfaction. Attitudes are pre dispositions that make the individual behave in a particular way. Job
satisfaction on the control is the end feeling which may influence subsequent behavior thus job
satisfaction is an employee’s general attitude towards his job.

A study of measurement of job satisfaction

Like intelligence, measurement of job satisfaction is difficult most studies have
measured job satisfaction through a questionnaire one of the earliest scales of measuring job
satisfaction was developed by hopsack he developed four terms each one of with seven alternative
responses which are given on the next page.

• The way information flows around in your organization.

• Your relationship with other people at work.

• The way you and your effects (or) efforts are valued.

• The nature of your job.

• The degree to which you feel motivated by your job.

• Carrier opportunities offered by your job.

• The level of job security in your present job.

• The extent to which you identify with the goals of your organization.

• The style of supervision used by your superiors.

• The way changes and innovations are implemented in your job.

• The kind of work or tasks that you are required to perform.

• The degree to which conflicts are resolved in your organization.

• The manner in which conflicts are resolved in your organization.

• The scope your job provides to help you achieve your aspirations and ambitions.

• The amount of participation which you are given in important decision making.

• The degree to which your job taps the range of skills which you feel you posses.

• The amount of flexibility and freedom you feel you have in your job.

• The psychological “feel” or climate that dominates your organization.

• Your level of salary relative to your experience.

• The design or shape of your organization structure.

 • The amount of work you are given to do whether too much or too little.

• The degree to which you feel extended in your job.

JOB:
Nature of work, working hours, fellow workers, overtime regulations, physical environment,

MANAGEMENT:
Reward and punishment, praise and blame, leave policy, favoritism participation, superior
treatment etc.

SOCIAL RELATION:
Neighbors, friends and associates caste barriers participation in social activities attitudes
towards people in community etc.

PERSONAL ADJUSTMENT:
Health, home and living conditions, financial relations with family members, emotionalism
etc.

A STUDY ON JOB SATISFACTION AND WORK BEHAVIOR:

job satisfaction is an integral component of organizational health and an important element in
industrial relations the level of job satisfaction seems to have some relations the level of job
satisfaction seems to have some relation with various aspects of work behavior such as accidents,
absenteeism, turnover and production. Several studies have revealed varying degree of relationship
between job satisfaction and these factors of work behaviors but whether work behavior is the cause
or effect of job satisfaction is clear.

Research on the relationship between job satisfaction and accidents generally shows that
satisfied employees cause fewer accidents. Studies on the relationship between job satisfaction and
absenteeism have yielded in conclusive results. Most of these studies showed that low absentee
employees. Were more satisfied with their jobs research also reveals that unionized workers tend to be
more satisfied where as employees of disturbed organizations were generally less satisfied.
Employees are more likely to quit their jobs than more satisfied employees.

It is generally assumed that satisfied employees are more productive but research reveals no
relationship between job satisfaction and productivity. Herzbergetal analyzed the results of twenty six
students focusing on the relationship between job satisfaction and productivity. Fourteen of these
students revealed that workers with positive job attitudes were more productive than those with
negative attitudes. In nine studies job attitudes and productivity were not related and in the three
studies there was negative correlation between job attitudes and productivity after reviewing several
studies bray field and crocket concluded that job satisfaction did not necessarily imply high
performance.
 Khan also framed that satisfaction and productivity do not necessarily go together. Employees
in highly productive groups were not more likely than employees in the low productivity groups to be
satisfied with the work environment but may produce more to prove his abilities to management on
the other hand a highly satisfied worker may not produce more and get away with it because he may
be friendly with the supervisor.

Many Indian studies, however shows significant relationship between job satisfaction and
productivity for instance Raj opal analyzed the relationship between the two variables among the
workers in six textile mills. The results showed high productive mill worker were more satisfied with
their job.

A STUDY OF DETERMINANTS OF JOB SATISFACTION:

The various factors influencing job satisfaction may be classified into 2 categories:

• Environmental factors.

• Personal factors.

ENVIRONMENTAL FACTORS:
These factors relate to the work environment mainly among them which are as
follows:

• JOB CONTEXT:
Hertzberg suggested that job content in terms of achievement, recognition,
advancement, responsibility and the work is self tend to provide satisfaction but there absence
does not cause dissatisfaction where the job is less repetitive and the is variation in job
content job satisfaction tends to be higher.

Specialization increases repetitiveness leading to boredom and monitory but greater

variety of tasks may not increase satisfaction unless the task form a unified integrated and
meaning full whole.

 OCCUPATION LEVEL:
The higher the level of the job in organisational hierarchy the greater is the
satisfaction of the individual. this is because positions at higher levels are generally better
paid more challenging and provide greater freedom of operation such jobs carry greater
prestige, self control and need satisfaction one study revealed that professional people were
the most satisfied, followed by salaried workers and factory workers were the least satisfied,
followed by salaried workers and factory workers were the least satisfied with their jobs.

 PAY AND PROMOTION:

All other things beings equal higher pay and better opportunities for promotion leads
to higher job.
 WORK GROUP:

Man is a social animal and likes to be associated with others interactions in the work
group help to satisfy social and psychological needs and therefore isolated workers tend to be
dissatisfied. Job satisfaction is generally high when an individual is accepted by his peers and
he has a high need for affiliation.

 SUPERVISION :
Consideration supervision tend to improve job satisfaction of workers a considerate
supervision take personal interest in his subordinates and allow them to participate in the
decision making process however authoritarian people among be more satisfied under the
supervision of high status and strongly directive leaders employee satisfaction form
supervisory behaviour depends upon the influence which the superior on his own superior.

 A STUDY OF PERSONAL CHARACTERSTICS:

Personal life exercises a significant influence on job satisfaction the main element of
elements of personal life are given below
1. AGE: some research studies revealed a positive correlation between age and job satisfaction
workers in the advanced age group tend to be more satisfied probably because they have
adjusted with their job conditions. However there is a sharp decline after a print perhaps
because an individual aspires for better and more prestigious jobs in the later years of his life.
2. SEX: one study revealed that women are less satisfied than men due to fewer jobs
opportunities for females but female’s workers may be more satisfied due to their lower
occupation aspirations.
3. EDUCATION LEVEL: Generally more education employees tend to be less satisfied
with their probably due to their higher job aspirations however research does not yield
conclusive relationship between these two variables.
4. MARTIAL STATUS: The general impression is that married employees and
employees having more dependents tend to be more dissatisfied due to their greater
responsibilities but such employees may be more satisfied because they value their jobs more
than unmarried workers.
5. EXPERIENCE: Job satisfaction tends to increase with increasing years of experience but
it may decrease after twenty years of experience but it may decrease after twenty years of
experience particularly among people who have not realized their job expectations.

A STUDY OF THEORIES OF JOB SATISFACTION:

The main theoretical approach of job satisfaction is as follows:
1. Need fulfilment theory
2. Equity theory
3. Two factor theory
4. Discrepancy theory
5. Equity discrepancy theory

NEED FULFIMENT THEORY:

 According to this theory a person is satisfied when he gets from his job what he
wants. The more he wants something or the more important it is to him. The more satisfied
he is when he received it in other words, “ job satisfaction” will vary directly with the
extent to which those needs of an individual which can satisfied are actually satisfied.

Room views satisfies in terms of the positively valued out comes that a job provides
to a person thus job satisfaction so positively relegated to the degree to which ones needs are
fulfilled. The fulfilment theory suffers from a major drawback. Satisfaction is a function of
not only what a person received but what he feels he should receive what may satisfy one
individual may not satisfy the other due to difference in their expectations. The strength of an
individual’s desire or his level do inspirations is an important determinant of job satisfaction.
Thus job satisfaction is function if the degree to which the employees needs is fulfilled in the
job situation equity theory.

Equity theory:
Under this theory it is beloved that a person’s job satisfaction depends upon his
perceived quit as determined by his input, output balance in comparison with the input -
output balance of others every individual compares his rewards with those of a “ reference
groups”.

If he feels his rewards are equitable in comparison with other doing similar work he
fells satisfied. Job satisfaction is that a function of the degree to which job characteristics
met the despite of the reference group for example one study of the effects of community
features on job satisfaction revealed that workers living in Avella to do neighborhood felt less
satisfied when those living in poor neighborhood.

Equity theory takes into account not only the needs of an individual but also the
opinion of the reference group to which the individual looks for guidance.

TWO FACTOR THEORY:

Fredrick Hertzberg and his colleagues developed the two factor theory. According to
this theory satisfaction and dissatisfaction are interdependent on each other and exists on a
separate continuum. One set of factors known as hygiene factors acts as dissatisfies, there
absence cause satisfaction the other set of factors known as satisfiers lead to satisfaction.

Several studies designed to test the two factors theory provided little support to this
theory. The same factors may serve as a satisfier for one but dissatisfaction for another. It
appears from this theory that a person can be satisfied and dissatisfied at the same time.

DISCREPANCY THEORY:
According to this theory job satisfaction depends upon what person actually receives
from his job and what he expects to receive. When the rewards actually rewards actually
received is less than the expected rewards it causes dissatisfaction. In the words of core ”job
satisfaction and dissatisfaction” are function of perceived relationship between what one
wants from ones job and what one perceives it is actually offering in other words, satisfaction
is different between what one actually received and what he feels he should receive. This
theory fails to reveal whether over satisfaction is or not a dimension of dissatisfaction and if
now does it differ from dissatisfaction arising out of the situation when received outcomes are
less than the outcomes one feels he should receive.

EQUITY DISCREPENCY THEORY:

 This is a combination of equity and discrepancy theories lower has adopted the
difference approach of discrepancy theory rather than the ratio approach of equity theory from
the equity theory the concept of comparison has been selected to serve as an intervening
variable under this theory satisfaction is defend as the difference between the outcomes that
one feels he should receive in comparison with other when the individual feel that what he
actually received is equal to what he perceive he should receive there is satisfaction. Thus an
individual reception of his reward is influenced by more than just the objective amount of that
factor because of this psychological influence the same amount of reward often can be seen
quite differently by two people to one it can be larger amount while to another person it can
be small amount.

This model reveals that a person’s perception of what he should receive is influenced
by the inputs and outputs of others if his inputs are similar to those of reference groups but his
outcomes are less he is likely to be dissatisfied. Lawler suggested that those individuals are
likely to be more satisfied who perceive.

a) Their inputs are low.

b) Their jobs are less demanding.
c) Their reference groups have less favourable input-output balance.
d) They are receiving a high outcome level and
e) Their reference groups are receiving fewer outputs.

A STUDY OF SOCIAL REFERENCE GROUP THEORY:

Reference group defines the way an individual looks at the world. According to this
theory job satisfaction occurs when the job meets the interest, desires and requirements of a person’s
reference group in other words job satisfaction is a function of the degree to which the job meets the
approval of the group to which the individuals looks for guidance in equalizing the world and defining
social reality.

The social reference group theory is similar to the need fulfillment theory expect that
it takes into account not the desires, needs and interest of the given individual but rather the point of
view and opinions of the group to whom the individual looks for guidance. This theory is an
incomplete explanation to the extent some people are independent of group opinions and group
pressure.
 CHAPTER-IV

DATA ANALYSIS
AND INTERPRETATIONS

Graphical interpretation
1) How is the working environment?

A) Very good b) good c) average d) poor.

 FACTORS NO.OF. RESPONDENTS PERCENTAGE

VERY GOOD 50 50

GOOD 30 30

AVERAGE 19 19

POOR 0 0

60

50

40

30 no.of.respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 50
employees respondent as very good, 30 employees responded as good, 19 employees responded as
average, 0 employees responded as poor.

From this we can conclude that the working environment is satisfactory to the employees in
the organization.

2) How do you feel about the working hours in the organization?

a) Very good b) good c) average d) poor.

FACTORS NO.OF. RESPONDENTS PERCENTAGE

 VERY GOOD 40 40

GOOD 20 20

AVERAGE 39 39

POOR 0 0

45

40

35

30

25
NO.OF. RESPONDENTS
20 PERCENTAGE
15

10

0
VERY GOOD GOOD AVERAGE POOR

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 40
employees respondent as very good, 20 employees responded as good, 39 employees responded as
average, 0 employees responded as poor.

From this we can conclude that the working hours are averagely satisfactory to the
employees in the organization.

3) How do you feel about pay and perks given by the organization?
a) Very good b) good c) average d) poor.

FACTORS NO.OF. RESPONDENTS PERCENTAGE

 VERY GOOD 0 0

GOOD 0 0

AVERAGE 66 66

POOR 33 33

70

60

50

40
no.of.respondents
30 percentage

20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 0
employees respondent as very good, 0 employees responded as good, 66 employees responded as
average, 33 employees responded as poor.

From this we can conclude that the pay and perks are not at all satisfactory to the
employees in the organization.

4) How is the encouragement from superiors?

a) Very good b) good c) average d) poor.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

VERY GOOD 84 84

GOOD 14 14

AVERAGE 1 1

POOR 0 0

90

80

70

60

50
no.of. Respondents
40 percentage
30

20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 84
employees respondent as very good, 14 employees responded as good, 1 employees responded as
average, 0 employees responded as poor.

From this we can conclude that the encouragement from the superior is very high and
employees are very much satisfactory.

5) What do you feel about performance appraisal system?

a) Very good b) good c) average d) poor.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

VERY GOOD 17 17

GOOD 50 50

AVERAGE 32 32

POOR 0 0

60

50

40

30 no.of. Respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 17
employees respondent as very good, 50 employees responded as good, 32 employees responded as
average, 0 employees responded as poor.

From this we can conclude that the performance appraisal system in the organization is
average.

6) How are the rewards and reorganization scheme in the organization?

a) Very good b) good c) average d) poor.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

VERY GOOD 0 0

GOOD 17 17

AVERAGE 33 33

POOR 49 49

60

50

40

30 no.of.respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 0
employees respondent as very good, 17 employees responded as good, 33 employees responded as
average, 49 employees responded as poor.

From this we can conclude that there were poor appraisal and recognisation schemes in the
organization.

7) How is the inter personnel relations in the organization?

a) Very good b) good c) average d) poor.

FACTORS NO.OF. RESPONDENTS PERCENTAGE

 VERY GOOD 50 50

GOOD 49 49

AVERAGE 0 0

POOR 0 0

60

50

40

30 no.of.respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’,50
employees respondent as very good, 49 employees responded as good, 0 employees responded as
average, 0 employees responded as poor.

From this we can conclude that personal relations among the employees are very good and
satisfactory.

8) How is the standard reputation of the organization in the present scenario?

a) Very good b) good c) average d) poor.

FACTORS NO.OF. RESPONDENTS PERCENTAGE

 VERY GOOD 0 0

GOOD 57 57

AVERAGE 32 32

POOR 10 10

60

50

40

30 no.of.respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 0
employees respondent as very good, 57 employees responded as good, 32 employees responded as
average, 10 employees responded as poor.

From this we can conclude that the standard reputation is averagely satisfactory, but not up
to the mark.

9) How is the canteen facility in terms of quality, price and cleanliness?

a) Very good b) good c) average d) poor.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

VERY GOOD 17 17

GOOD 17 17

AVERAGE 17 17

POOR 48 48

60

50

40

30 no.of.respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 17
employees respondent as very good, 17 employees responded as good, 17 employees responded as
average, 48 employees responded as poor.

From this we can conclude that the canteen facilities in the organization are not at all
satisfactory and up to the mark.

10) How do you feel about the organizational structure?

a) Very good b) good c) average d) poor.

FACTORS NO.OF. RESPONDENTS PERCENTAGE

 VERY GOOD 54 54

GOOD 45 45

AVERAGE 0 0

POOR 0 0

60

50

40

30 no.of.respondents
percentage
20

10

0
very good good average poor

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 54
employees respondent as very good, 45 employees responded as good, 0 employees responded as
average, 0 employees responded as poor.

From this we can conclude that the employees are very much satisfactory about the
organizational structure.

11) Whether the wages paid are adequate to meet the minimum needs?
a) For great extent b) to some extent c) average d) poor.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

FOR GREAT EXTENT 22 22

TO SOME EXTENT 50 50

AVERAGE 22 22

POOR 5 5

60

50

40

30

20 no.of.respondents
percentage
10

0
nt nt ge or
x te x te era po
te ee av
r ea om
rg to
s
fo

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 22
employees respondent as for great extent, 50 employees responded as to some extent,22
employees responded as average, 5 employees responded as poor.

From this we can conclude that the wages paid by the organization are meeting the
minimum needs only to some extent.

12) Do you agree that the wage revision policy in this organization is up to the mark?
a) Strongly agree b) agree c) average d) disagree.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

STRONGLY AGREE 0 0

AGREE 34 34

AVERAGE 15 15

DISAGREE 50 50

60

50

40

30 no.of.respondents
percentage
20

10

0
strongly agree agree average disagree

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 0
employees respondent as strongly agree, 34 employees responded as agree,15 employees
responded as average, 50 employees responded as disagree.

From this we can conclude that the revision policy of wages were not at all satisfactory and
not up to the mark.

13) Are you satisfied with various allowances provided in the organization?
a) Strongly satisfied b) satisfied c) average d) dissatisfied.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

STRONGLY SATISFIED 34 34

SATISFIED 34 34

AVERAGE 16 16

DISSATISFIED 15 15

40

35

30

25

20 no.of.respondents
percentage
15

10

0
strongly satisfied satisfied average dissatisfied

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 34
employees respondent as strongly satisfied, 34 employees responded as satisfied,16 employees
responded as average, 15 employees responded as dissatisfied.

From this we can conclude that the allowances provided in the organization are averagely
satisfactory.

14) Are you satisfied with the leaves, travel concessions and various other leaves
provided in the organization?
a) Strongly satisfied b) satisfied c) average d) dissatisfied.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

STRONGLY SATISFIED 0 0

SATISFIED 17 17

AVERAGE 66 66

DISSATISFIED 16 16

70

60

50

40
no.of. Respondents
30 percentage

20

10

0
strongly satisfied satisfied average dissatisfied

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 0
employees respondent as strongly satisfied, 17 employees responded as satisfied,66 employees
responded as average, 16 employees responded as dissatisfied.

From this we can conclude that the leaves and other travel concessions are not given
properly to the employees which cause dissatisfaction.

15) Are you satisfied with the advances and benefits provided by the organization?
a) Strongly satisfied b) satisfied c) average d) dissatisfied.
 FACTORS NO.OF. RESPONDENTS PERCENTAGE

STRONGLY SATISFIED 0 0

SATISFIED 17 17

AVERAGE 17 17

DISSATISFIED 65 65

70

60

50

40
no.of. Respondents
30 percentage

20

10

0
strongly satisfied satisfied average dissatisfied

Source: Primary data

Interpretation:

From the above graph it was observed that out of 99 respondents in ‘milk project’, 0
employees respondent as strongly satisfied, 17 employees responded as satisfied,17 employees
responded as average, 65 employees responded as dissatisfied.

From this we can conclude that the employees are less satisfied with advances and benefits
provided by the organization

1. How is the working environment?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 50 30 19 0 99

Expected 24.75 24.75 24.75 24.75 99

Total 74.75 54.75 43.75 24.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
about the working environment.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
about the working environment.

oij eij (oij-eij)^2 (oij-eij)^2/eij

50 24.75 637.6 25.76

30 24.75 27.6 1.12

19 24.75 33.1 1.34

0 24.75 612.6 24.75

χ2 52.97

=
χ2

= (50-24.75) 2 /24.75 + (30-24.75) 2 /24.75 + (19-24.75) 2 /24.75+ (0-24.75) 2 /24.75 = 52.97

Chi-value = 52.97

Probability value = 7.815

Chi-test value (52.97) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees about the
working environment.

2. How do you feel about the working hours in the organization?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 40 20 39 0 99

Expected 24.75 24.75 24.75 24.75 99

Total 64.75 44.75 63.75 24.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
about the working hours in the organization.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
about the working hours in the organization.

oij eij (oij-eij)^2 (oij-eij)^2/eij

40 24.75 232.56 9.39

20 24.75 22.56 0.92

39 24.75 203.06 8.20

0 24.75 612.56 24.75

χ2 43.26

=
χ2

= (40-24.75) 2 /24.75 + (20-24.75) 2 /24.75 + (39-24.75) 2 /24.75+ (0-24.75) 2 /24.75 = 43.26

Chi-value = 43.26

Probability value = 7.815

Chi-test value (43.26) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees about the
working hours in the organization

3) How do you feel about pay and perks given by the organization?
a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 0 0 66 33 99

Expected 24.75 24.75 24.75 24.75 99

Total 24.75 24.75 90.75 57.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
about the pay and perks given by the organization.
Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
about the pay and perks given by the organization.

oij eij (oij-eij)^2 (oij-eij)^2/eij

0 24.75 612.56 24.75

0 24.75 612.56 24.75

66 24.75 1701.06 68.75

33 24.75 68.06 2.75

χ2 121

=
χ2

= (0-24.75) 2 /24.75 + (0-24.75) 2 /24.75 + (66-24.75) 2 /24.75+ (33-24.75) 2 /24.75 = 121

Chi-value = 121

Probability value = 7.815

Chi-test value (121) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees about the pay
and perks given by the organization.

4) What do you feel about the encouragement from the superiors?

a) Very good b) good c) average d) poor.

Particulars Very good good average poor Total

Observed 84 14 1 0 99

Expected 24.75 24.75 24.75 24.75 99

Total 108.75 38.75 25.75 24.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the encouragement from the superiors.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the encouragement from the superiors.
 oij eij (oij-eij)^2 (oij-eij)^2/eij

84 24.75 3510.56 141.84

14 24.75 115.56 4.67

1 24.75 564.06 22.79

0 24.75 612.56 24.75

χ2 194.05

=
χ2

= (84-24.75) 2 /24.75 + (14-24.75) 2 /24.75 + (1-24.75) 2 /24.75+ (0-24.75) 2 /24.75 = 194.05

Chi-value = 194.05

Probability value = 7.815

Chi-test value (194.05) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
encouragement from the superiors

5) What do you feel about the performance appraisal system?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 17 50 32 0 99

Expected 24.75 24.75 24.75 24.75 99

Total 41.75 74.75 56.75 24.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the performance appraisal system.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the performance appraisal system.

oij eij (oij-eij)^2 (oij-eij)^2/eij

17 24.75 60.06 2.43

50 24.75 637.56 25.76

 32 24.75 52.56 2.12

0 24.75 612.56 24.75

χ2 55.06

=
χ2

= (17-24.75) 2 /24.75 + (50-24.75) 2 /24.75 + (32-24.75) 2 /24.75+ (0-24.75) 2 /24.75 = 55.06

Chi-value = 55.06

Probability value = 7.815

Chi-test value (55.06) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
performance appraisal system.

6) How are the rewards and recognisation scheme in the organization?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 0 17 33 49 99

Expected 24.75 24.75 24.75 24.75 99

Total 24.75 41.75 57.75 73.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the rewards and recognisation scheme in the organization.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the rewards and recognisation scheme in the organization.

oij eij (oij-eij)^2 (oij-eij)^2/eij

0 24.75 612.56 24.75

17 24.75 60.06 2.43

33 24.75 68.06 2.75

 49 24.75 588.06 23.76

χ2 53.69

=
χ2

= (0-24.75) 2 /24.75 + (17-24.75) 2 /24.75 + (33-24.75) 2 /24.75+ (49-24.75) 2 /24.75 = 53.69

Chi-value = 53.69

Probability value = 7.815

Chi-test value (53.69) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
rewards and recognisation scheme in the organization.

7) How is the inter personnel relations in the organization?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 50 49 0 0 99

Expected 24.75 24.75 24.75 24.75 99

Total 74.75 73.75 24.75 24.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the inter personnel relations in the organization.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the inter personnel relations in the organization.

oij eij (oij-eij)^2 (oij-eij)^2/eij

50 24.75 637.56 25.75

49 24.75 588.06 23.76

0 24.75 612.06 24.75

0 24.75 612.56 24.75

 χ2 99.02

=
χ2

= (50-24.75) 2 /24.75 + (49-24.75) 2 /24.75 + (0-24.75) 2 /24.75+ (0-24.75) 2 /24.75 = 99.02

Chi-value = 99.02

Probability value = 7.815

Chi-test value (99.02) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
inter personnel relations in the organization.

8) How is the standard reputation of the organization in the present scenario?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 0 57 32 10 99

Expected 24.75 24.75 24.75 24.75 99

Total 24.75 81.75 56.75 34.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the standard reputation of the organization in the present scenario.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the standard reputation of the organization in the present scenario.

oij eij (oij-eij)^2 (oij-eij)^2/eij

0 24.75 612.56 24.75

57 24.75 1040.06 42.02

32 24.75 52.56 2.12

10 24.75 217.56 8.79

χ2 77.68
 =
χ2

= (0-24.75) 2 /24.75 + (57-24.75) 2 /24.75 + (32-24.75) 2 /24.75+ (10-24.75) 2 /24.75 = 77.68

Chi-value = 77.68

Probability value = 7.815

Chi-test value (77.68) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
standard reputation of the organization in the present scenario.

9) How is the canteen facility in terms of quality, price and cleanliness?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 17 17 17 48 99

Expected 24.75 24.75 24.75 24.75 99

Total 41.75 41.75 41.75 72.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the canteen facility in terms of quality, price and cleanliness.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the canteen facility in terms of quality, price and cleanliness.

oij eij (oij-eij)^2 (oij-eij)^2/eij

17 24.75 60.06 2.43

17 24.75 60.06 2.43

17 24.75 60.06 2.43

48 24.75 540.56 21.84

χ2 29.13

=
χ2
 = (17-24.75) 2 /24.75 + (17-24.75) 2 /24.75 + (17-24.75) 2 /24.75+ (48-24.75) 2 /24.75 = 29.13

Chi-value = 29.13

Probability value = 7.815

Chi-test value (29.13) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
canteen facility in terms of quality, price and cleanliness.

10) How do you feel about the organizational structure?

a) Very good b) good c) average d) poor.
Particulars Very good good average poor Total

Observed 54 45 0 0 99

Expected 24.75 24.75 24.75 24.75 99

Total 78.75 69.75 24.75 24.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the organizational structure.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the organizational structure.

oij eij (oij-eij)^2 (oij-eij)^2/eij

54 24.75 855.56 34.57

45 24.75 410.06 16.57

0 24.75 612.56 24.75

0 24.75 612.56 24.75

χ2 100.64

=
χ2

= (54-24.75) 2 /24.75 + (45-24.75) 2 /24.75 + (0-24.75) 2 /24.75+ (0-24.75) 2 /24.75 = 100.64

Chi-value = 100.64

Probability value = 7.815

Chi-test value (100.64) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
organizational structure.

11) Whether the wages paid are adequate to meet the minimum needs?
a) To great extent b) to some extent c) average d) poor.
Particulars To great To some average poor Total
extent extent

Observed 22 50 22 5 99

Expected 24.75 24.75 24.75 24.75 99

Total 46.75 74.75 46.75 29.75 198

Null Hypothesis (Ho): There is no significant differences between the opinions of the employees
regarding the wages paid are adequate to meet the minimum needs.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the wages paid are adequate to meet the minimum needs.

oij eij (oij-eij)^2 (oij-eij)^2/eij

22 24.75 7.56 0.30

50 24.75 637.56 25.76

22 24.75 7.56 0.30

5 24.75 390.06 15.76

χ2 42.12

=
χ2

= (22-24.75) 2 /24.75 + (50-24.75) 2 /24.75 + (22-24.75) 2 /24.75+ (5-24.75) 2 /24.75 = 42.12

Chi-value = 42.12
Probability value = 7.815

Chi-test value (42.12) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the t
wages paid are adequate to meet the minimum needs.

12) Do you agree that the wage revision policy in this organization is up to the mark?

a) Strongly agree b) agree c) average d) disagree.

Particulars Strongly agree average disagree Total

agree

Observed 0 34 15 50 99

Expected 24.75 24.75 24.75 24.75 99

Total 24.75 58.75 39.75 74.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the wage revision policy in this organization is up to the mark

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the wage revision policy in this organization is up to the mark

oij eij (oij-eij)^2 (oij-eij)^2/eij

0 24.75 612.56 24.75

34 24.75 85.56 3.46

15 24.75 95.06 3.84

50 24.75 637.56 25.76

χ2 57.81

=
χ2

= (0-24.75) 2 /24.75 + (34-24.75) 2 /24.75 + (15-24.75) 2 /24.75+ (50-24.75) 2 /24.75 = 57.81

Chi-value = 57.81

Probability value = 7.815

Chi-test value (57.81) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
wage revision policy in this organization is up to the mark.

13) Are you satisfied with various allowances provided in the organization?
a) Strongly satisfied b) satisfied c) average d) dissatisfied.
Particulars Strongly satisfied average dissatisfied Total
satisfied

Observed 34 34 16 15 99

Expected 24.75 24.75 24.75 24.75 99

Total 58.75 58.75 40.75 39.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the various allowances provided in the organization

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the various allowances provided in the organization

oij eij (oij-eij)^2 (oij-eij)^2/eij

34 24.75 85.56 3.46

34 24.75 85.56 3.46

16 24.75 76.56 3.09

15 24.75 95.06 3.84

χ2 13.85

=
χ2

= (34-24.75) 2 /24.75 + (34-24.75) 2 /24.75 + (16-24.75) 2 /24.75+ (15-24.75) 2 /24.75 = 13.85

Chi-value = 13.85

Probability value = 7.815

Chi-test value (13.85) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
various allowances provided in the organization.
 14) Are you satisfied with the leaves, travel concessions and various other leaves provided by
the organization?
a) Strongly satisfied b) satisfied c) average d) dissatisfied.
Particulars Strongly satisfied average dissatisfied Total
satisfied

Observed 0 17 66 16 99

Expected 24.75 24.75 24.75 24.75 99

Total 24.75 41.75 90.75 40.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the leaves, travel concessions and various other leaves provided by the organization.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the leaves, travel concessions and various other leaves provided by the organization.

oij eij (oij-eij)^2 (oij-eij)^2/eij

0 24.75 612.56 24.75

17 24.75 60.06 2.43

66 24.75 1701.56 68.75

16 24.75 76.56 3.09

χ2 99.02

=
χ2

= (0-24.75) 2 /24.75 + (17-24.75) 2 /24.75 + (66-24.75) 2 /24.75+ (16-24.75) 2 /24.75 = 99.02

Chi-value = 99.02

Probability value = 7.815

Chi-test value (99.02) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding the
leaves, travel concessions and various other leaves provided by the organization.

15) Are you satisfied with the advances and benefits provided by the organization?
a) Strongly satisfied b) satisfied c) average d) dissatisfied.
 Particulars Strongly satisfied average dissatisfied Total
satisfied

Observed 0 17 17 65 99

Expected 24.75 24.75 24.75 24.75 99

Total 24.75 41.75 41.75 89.75 198

Null Hypothesis (Ho): There is no significant difference between the opinions of the employees
regarding the advances and benefits provided by the organization.

Alternative Hypothesis (H1): There is a significant difference between the opinions of the employees
regarding the advances and benefits provided by the organization.

oij eij (oij-eij)^2 (oij-eij)^2/eij

0 24.75 612.56 24.75

17 24.75 60.06 2.43

17 24.75 60.06 2.43

65 24.75 1620.06 65.46

χ2 95.07

=
χ2

= (0-24.75) 2 /24.75 + (17-24.75) 2 /24.75 + (17-24.75) 2 /24.75+ (65-24.75) 2 /24.75 = 95.07

Chi-value = 95.07

Probability value = 7.815

Chi-test value (95.07) > Probability value (7.815)

Hence reject Ho

Inference: There is a significant difference between the opinions of the employees regarding
advances and benefits provided by the organization.
 CHAPTER-V

Findings and conclusions

FINDINGS AND SUGGESTIONS

FINDINGS:
 All most all the workers or employees are satisfied with the work place measures.
 All most all the employees have friendly relations with their co-workers.
 Most of the employees expressed their satisfaction with the medical facilities.
 Many of the employees in milk project express their views freely with their superiors.
 Average of the employees is satisfied with job security.
 Many of them feel that the management recognizes creativity displayed by them.
 Other facilities like water are taken care by the management over all the employees are
satisfied.
 Any employee can work more effectively if he has in for Medicare information about work
and the entire workers are satisfied with getting clear information.
 Many of the employees have expressed their satisfaction towards the support given to them
by their management.
 The organization is not increasing wages and salaries in proper time which may causes
dissatisfaction to employees.
 The management is not at all providing recreational facilities to the employees.
 The incentive will be provided to the employees on performance basis.
 The organization is not at all taking care of important facilities.
 The majority of employees feel that working hours provided by the management is really
convenient and help to maintain proper time at work.

SUGGESTIONS:
 It is suggested to increase salaries, incentives and allowances to work effectively in the
organization.
 It is suggested to encourage the employees to participate in most important activities like
decision making, planning etc.
 It is suggested to increase the infra structure facilities like transportation.
 It is suggested to provide better medical facilities.
 It is suggested to provide recreational facilities to the employees working in the organization.
 It is suggested to offer baby care facilities to employees.
 It is suggested to provide technical education to the workers to avoid wastages and increase
production capacities.
 It is suggested to improve skills and efficiency of labour.

CONCLUSION:
Firmly from the above findings we can conclude that companies that take good care
of their employees get the benefit of better production both quantitatively and qualitatively milk
project is one such company that takes good care of its employees and this shows its rapid
development good relations have been maintained among the employees and management in the
organization.

The study on employee job satisfaction made an attempt to elevation the level of
satisfaction among the employees in the organization. All most all the employees have reported
their satisfaction with the environment can take by the management.
 APPENDIX

QUESTIONNAIRE ON EMPLOYEE JOB SATISFACTION

Name of the employee:

Age:

Gender:

Employee designation:

Address:

1) How is the working environment?

a) Very good b) good c) average d) poor.

2) How do you feel about the working hours in the organization?

b) Very good b) good c) average d) poor.

3) How do you feel about pay and perks given by the organization?
a) Very good b) good c) average d) poor.

4) How is the encouragement from superiors?

b) Very good b) good c) average d) poor.

5) What do you feel about performance appraisal system?

b) Very good b) good c) average d) poor.

6) How are the rewards and reorganization scheme in the organization?

b) Very good b) good c) average d) poor.

7) How is the inter personnel relations in the organization?

b) Very good b) good c) average d) poor.

8) How is the standard reputation of the organization in the present scenario?

b) Very good b) good c) average d) poor.

9) How is the canteen facility in terms of quality, price and cleanliness?

b) Very good b) good c) average d) poor.

10) How do you feel about the organizational structure?

b) Very good b) good c) average d) poor.

11) Whether the wages paid are adequate to meet the minimum needs?
 b) For great extent b) to some extent c) average d) poor.

12) Do you agree that the wage revision policy in this organization is up to the mark?
b) Strongly agree b) agree c) average d) disagree.

13) Are you satisfied with various allowances provided in the organization?
b) Strongly satisfied b) satisfied c) average d) dissatisfied.

14) Are you satisfied with the leaves, travel concessions and various other leaves
provided in the organization?
b) Strongly satisfied b) satisfied c) average d) dissatisfied.

15) Are you satisfied with the advances and benefits provided by the organization?
b) Strongly satisfied b) satisfied c) average d) dissatisfied.

BIBLOGRAPHY
TEXT BOOKS:
 Human resource management; MIZRA AND SAIYADDN, Prentice hall;
Delhi; 2002.
 Human resource and personnel management; ASWATHAPPA; Prentice hall,
Delhi; 2001.
 Human resource management; CENZO AND ROBBINS; Himalaya member;
1994.
 Performance measurement and evaluation; HOLLOWAY.J; Mc grow hill,
Delhi; 1995.
 Human resource management; MONAPPA N IZRA; Prentice hall, Delhi;
2011.
 Human resource management; L.M.PRASAD; Himalaya, pune; 1994.
 Performance management; HOLLOWAY; Annol pvt.ltd. Delhi.

Human resource journals.

News papers.
Magazines.
 CHI-SQUARE TABLE VALUES

df P = 0.05 P = 0.01 P = 0.001

1 3.84 6.64 10.83
2 5.99 9.21 13.82
3 7.82 11.35 16.27
4 9.49 13.28 18.47
5 11.07 15.09 20.52
6 12.59 16.81 22.46
7 14.07 18.48 24.32
8 15.51 20.09 26.13
9 16.92 21.67 27.88
10 18.31 23.21 29.59
11 19.68 24.73 31.26
12 21.03 26.22 32.91
13 22.36 27.69 34.53
14 23.69 29.14 36.12
15 25.00 30.58 37.70
16 26.30 32.00 39.25
17 27.59 33.41 40.79
18 28.87 34.81 42.31
19 30.14 36.19 43.82
20 31.41 37.57 45.32
21 32.67 38.93 46.80
22 33.92 40.29 48.27
23 35.17 41.64 49.73
24 36.42 42.98 51.18
25 37.65 44.31 52.62
26 38.89 45.64 54.05
27 40.11 46.96 55.48
28 41.34 48.28 56.89
29 42.56 49.59 58.30
30 43.77 50.89 59.70