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A SUMMER INTERNSHIP REPORT ON EMPLOYEE SATISFACTION SURVEY IN CONTEXT OF CADILA PHARMACEUTICAL LTD. (BRANDED FIELD FORCE) AHMEDABAD.

Dissertation Submitted to L.J. Institute of Management Study In requirement of partial fulfillment of Masters of Business Administration (MBA) 2 year full time Program of Gujarat Technological University By Nehal Patel Enrolment number: 107960592034 Submitted on: 14th July 2011

Batch No.: 2010- 2012

Acknowledgement
I humbly owe the completion of this dissertation work to the almighty whose love and blessing will be with me every moment of my life. Turning of aspiration in to realities when quality people are supportive of once effort. It is delightful moment for me, to put into word all my gratitude to my esteemed guide Prof. Dhara Shah, professor L. J. Institute of management study, Ahmedabad. And my co-guide Mrs. Divya Bajpai, Assistant Manager, Strategic HR Cadila pharmaceutical Limited, Ahmedabad, for their valuable guidance, keen interest, perennial inspiration and everlasting encouragement. I shall forever remain indebted to her for having included in me a quest for excellence, a spirit of diligence, perseverance and without her this work would not have seen the light of the day. I am very specially thanks to Mr.Chirag Jain, Deputy Manager, Strategic HR, Cadila Pharmaceutical Ltd., for the given me a guidance, support, encouragement for my work. I express my thanks to Mrs. Mugdha Mishra, Assistant Manager, Training & Development, Strategic HR, Cadila Pharmaceutical Ltd. For their cooperation and useful discussion during the course of this study. I am very specially thanks to Ms. Arpita Vyas, Executive, Recruitment shell, Cadila Pharmaceutical Ltd., for the given me a support & encouragement for my work. Words are not sufficient to express my deepest love and appreciation to my affectionate, beloved my parents and whole family. Finally I consider this as an opportunity to express my gratitude to all the dignitaries who have been involved directly or indirectly with the successful completion of this dissertation.

Table of Content Sr. No.


1 2 3 4 5 6 7 8 9 10 Introduction Literature review Industry & Company Profile Objective of Study Research methodology Data analysis & Interpretation Finding , Suggestion & Conclusion Limitation of study References & Notes Annexure

Title

Page No.
02 06 19 29 30 32 46 49 50 51

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EXECUTIVE SUMMARY
This report provides an analysis and evaluation of the current situation of employees satisfaction level in Cadila Pharmaceutical Ltd. Ahmedabad. Methods of analysis include sampling technique and percentage method. In particular, the attrition rate of field force is very high. Employees are not totally satisfied with their job. The report finds the prospects of the company in its current position are not positive. The major areas of weakness require further investigation and remedial action by management. Recommendations discussed include: Employees are not satisfied with current salary structure. There is lack of Training & Development programme. Activity are very less and sales pressure is very high Employees dont get support from marketing and PMT department

The report also investigates the fact that the analysis conducted has limitations. Some of the limitations includes: forecasting figures are not provided nature and type of company is not known nor the current economic conditions data limitations as not enough information is provided or enough detail i.e. monthly details not known results are based on past performances not present

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1. INTRODUCTION
The present project study is on Employee Satisfaction Survey in Cadila Pharmaceuticals Limited at Ahmedabad. This study highlights the concept of employees satisfaction. The significance of this study also identifies the prevailing measures adopted by Cadila pharma.com to retain an Employee. This study also helps the company to analyze its strength and weakness and to take proper corrective measures. Cadila Pharmaceuticals Ltd. is a private company dedicated to human health culture since 1951. It is one among the largest healthcare manufacturing groups in india i, headquartered at Ahmedabad, in the state of Gujarat with Over the last five decades of equity in providing affordable healthcare. Its operations spanning over 90 countries across the globe in USA, JAPAN, EUROPE, SOUTH EASTASIA, AFRICA, MIDDLE EAST. Five manufacturing locations in India confirming to cGMP standards and an overseas joint ventures in Ethiopia.

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1.1 EMPLOYEE SATISFACTION


What does the term Satisfaction imply to an employee? It implies nothing else than the feeling of either being contended or non-contended on using a product. Employee Satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. A stable and committed workforce ensures successful knowledge transfer, sharing, and creation --- a key to continuous improvement, innovation, and knowledge-based total customer satisfaction. When companies are committed with providing high quality products and services; when companies set high work standards for their employees; and when employees are empowered through training and development, provided with knowledge and information, permitted to make mistakes without punishment, and trusted; they will experience an increase in their level of satisfaction at work. This level of satisfaction can be enhanced further if teamwork and visionary leadership are introduced. Continuous improvement comes from the efforts of the empowered employees motivated by visionary leadership. This is supported by the findings that empowerment and visionary leadership both have significant correlation with employee satisfaction. Teamwork is also supported by the findings. In addition, the study found significant correlation between employee satisfaction and employees intention to leave. The success of a corporation depends very much on customer satisfaction. A high level of customer service leads to customer retention, thus offering growth and profit opportunities to the organization. There is a strong relationship between customer satisfaction and employee satisfaction. Satisfied employees are more likely to stay with company and become committed and have more likely to be motivated to provide high level of customer service, by doing so will also further enhance the employees satisfaction through feeling of achievement. Enhanced employee satisfaction leads to improved employee retention; and employee stability ensures the successful implementation of continuous improvement and customer satisfaction. Customer satisfaction will no doubt lead to corporate success and greater job security. These will further enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite for customer satisfaction.

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1.2. FACTOR FOR EMPLOYEE SATISFACTION 1.2.1 Organization development


Shared mission or vision: In many organizations, employee doesnt know what is mission, vision, objects. Building a corporate culture that requires employees to be an integral part of the organization can be an effective way of getting the most from the talents or competencies brought to the organization by each employee. Feedback programs: These programs will help organization what is opinions of their employees.

1.2.2 Work itself


You can increase job satisfaction by Job rotation Job enlargement: knowledge enlargement, task enlargement. Job enrichment

1.2.3 Compensation and benefits


Policies of compensation and benefits are most important part of organization. But you should build your policies at suitability not the best.

1.2.4 Appraisal program


You should build the proper evaluation and fair and encourage employees perform work.

1.2.5 Relationship with supervisors


Relationship with management is the key factor often happen dissatisfaction of employees. The company should have policies to: Management must be fair treated with staff. Ready to help them.
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Full training for staff Ready to listen and respond to employee.

1.2.6 Promotions and career development


Develop programs to promote all titles in the organization. Develop training programs for employees Build programs for career development of each title.

1.2.7 Build corporate culture


Build channel of communication in organization Relationship with coworkers Build sharing culture.

1.2.8 Working condition and environment


Build occupational health and safety program.

1.2.9 Improvement programs of employee satisfaction


HR department must have the monitoring methods for improvement programs of employee satisfaction. Many organizations just do appraisal of employee satisfaction but not pay attention to role of monitoring. Build solutions to improve satisfaction Training all level of management about the importance of satisfaction and methods to increase satisfaction.

1.2.10 Employees by them self


Hiring the right employees: Clearly defined and communicated employee expectations.

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2. REVIEW OF LITERATURE 2.1. Definition of employee satisfaction


Employee satisfaction is the individual employees general attitude towards the job. It is also an employees cognitive and affective evaluation of his or her job.

2.2 Employee satisfaction five element model


Factors of employee satisfaction can follow five-element model Compensation and benefit promotions, training work tasks coworkers supervisors Or model includes factors as follows: Interesting work Appreciation of work Job security Good wages Promotion/growth Good working conditions Personal loyalty Tactful discipline Sympathetic help with problems Preferred incentives Flexi-timing Telecommuting Company paid vacations Accident and health insurance benefits Retired benefits
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Asset building loans Company transport etc

2.3Factors influences to employee satisfaction


It can include factors as following:

2.3.1 Organization development factors


Brand of organization in business field and comparison with leading competitor. Missions and Vision of organization. Potential development of organization.

2.3.2 Policies of compensation and benefits factors


Wage and salary Benefits Rewards and penalties

2.3.3 Promotions and career development factors


Opportunities for promotion. Training program participated or will do. Capacity of career development

2.3.4 Work task factors


Quantity of task Difficult level of task

2.3.5 Relationship with supervisor factors


Level of coaching Level of assignment for employee Treatment to employee etc
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2.3.6 Working conditions and environment factors


Tools and equipment working methods Working environment

2.3.7 Corporate culture factors


Relationship with coworkers Level of sharing etc

2.3.8 Competencies, Personalities and Expectations of employee factors


Competencies and personalities of employee are suitable for job? Expectations of employee are suitable for policies of organization?

2.4 Importance of employee satisfaction


Purpose / benefits of employee satisfaction include as follows:

2.4.1. Importance of employee satisfaction for organization


Enhance employee retention. Increase productivity. Increase customer satisfaction Reduce turnover, recruiting, and training costs. Enhance customer satisfaction and loyalty. More energetic employees. Improve teamwork. Higher quality products and/or services due to more competent, energized employees.

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2.4.2 Importance of employee satisfaction for employee


Employ will believe that the organization will be satisfying in the long run They will care about the quality of their work. They will create and deliver superior value to the customer. They are more committed to the organization. Their works are more productive.

2.5 Steps of implementing employee satisfaction: 2.5.1 Employee satisfaction study / research.
Each quarter, HR Manager reviews the information needed to determine the satisfaction of employees based on the following basis. Information and results of the survey times before. Comments by company directors. Proposal by HR staff and Department managers. Other contents in the purpose of this process.

2.5.2 Develop evaluation plan:


Pursuant to the need to evaluate, HR Manager create a draft of content assessed in the form and attached this procedure. HR manager also discuss with other manager about content, method assessed. Then the draft must be sent to director for approval. Methods of appraisal also indicate clearly. You also use employee satisfaction survey software for appraisal.

2.5.3 Transfer form to employees:


Pursuant to the plan was approved by Director, HR manager deployed to HR staff do the following:
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Photo sufficient number of survey. Preparing small envelope enough based on number of survey. Preparing large envelope by department. Deployment to Manager / Supervisors about survey plan. Move the survey to department heads. Each employee will be received 01 form attached with an envelope. When employees complete the assessment, they must be closed envelope by pasting on it, send to the department head. Head of department is responsible for collecting envelope and then send to HR department.

2.5.4 Gather and analyze data:


Next time 3-5 days from the date of distributing survey, HR department is responsible for collecting survey and send it to director.. Based on the opinions of staff, Director of the company will assign people to enter and analyze data. Analysts are responsible to analyze survey data and preparation of reports. Presentation of results to directors, department managers. Communication of the results to employees through employees meeting, Company newsletters, memoranda and feedback meetings conducted by trained leaders to clarify and identify issues. Development of plans by department managers to respond to issues identified in feedback sessions.

2.5.5 Implement improvement.


HR department is responsible for implementing improvement solutions, supervising result and reporting result to director.

2.5.6 Deployment of procedure:


This document was distributed to Board of Directors, all departments. Head of personnel is responsible for guiding the staff of this document (requires employees to sign).

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The guidelines for staff to be in the minutes of instructions and procedures and training on latest 1 week from the date of receiving the document.

2.6 How to maintain employee satisfaction?


You should remember that achieving results were difficult but keeping the results are more difficult To maintain employee satisfaction, you can use 2 solutions as follows:

2.6.1. Determining suitable frequency of appraisal


Appraisal frequency should be at least 3 or 6 months / time. This helps you regularly review satisfaction trends of employees. For some department, you should increase appraisal frequency for them because of lack of management skills or unsuitable personalities. Many organizations only perform appraisal satisfaction of employees 1 time per year, simply by applying the standard management rather than the needs of the organization. This is a very long time because the dissatisfaction of employees can occur at any time.

2.6.2. Implementation of feedback program regularly


You can not assess satisfaction of employees every month because it is very time-consuming. So how you know the opinions of employees? You can implement the program on the response of employees monthly or suddenly when a problem happened. The feedbacks of the staff are their comments, attitudes about problems that will occur or has occurred. The feedback can conduct independent or attached to the assessment of the work monthly.

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2.7 How to improve employee satisfaction?


Employee attitudes typically reflect the moral of the company. In areas of customer service and sales, happy employees are extremely important because they represent the company to the public. Satisfaction, however, is not linked solely to compensation. Sure, a raise or benefits will probably improve employee contentment, at least temporarily, but small, inexpensive changes can have a long-term impact. Zappos.com CEO Tony Hsieh's book Delivering Happiness suggests that employers should follow the science of happiness. The book stresses the importance of happy employees. Since the publication of this New York Times Best Seller, Hsieh has expanded his message from to a bus tour to an entire movement. On her happiness project blog, Gretchen Rubin, author of The Happiness Project, identifies seven areas to improve happiness in the workplace. While employees can tweak their habits to improve happiness, employers can also make small changes to the seven categories. A little bit of effort can lead to happy, efficient, and loyal employees.

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Seven Ways to Improve Employee Satisfaction: 2.7.1 Give Employees More Control
"Happiness is affected by [employee's] sense of control over their lives," says Rubin. Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. For instance, employers could offer alternative work schedules such as flextime or telecommuting. Today's employees have demanding schedules outside of work, and many workers appreciate a boss who considers work-life balance. Because every person's obligations outside of work are different, customized schedules are a great way to improve employee satisfaction. Employers should also encourage employees to customize their workstations. This could include dcor and/or equipment. This not only gives employees control over their work environments, but it can ease personal barriers such as back pain or eyestrain. In addition, studies show that certain colors or dcor can improve happiness. Employees will be able to create a place they enjoy working in rather than being stuck in a bland office cubicle. Another way to give employees a sense of control is to create employee-driven competitions such as sales competitions. These activities put employees in control of their success. Each employee can set personal goals, and they will feel a sense of accomplishment rather than obligation. Dig Deeper: How To Implement a Four-Day Workweek

2.7.2 Ease Commuting Stress


According to the U.S. Census Bureau, 86.5% of workers over the age of 16 drive to work, whether carpooling or driving alone. "Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed," states Rubin.

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Employers should consider ways to decrease commuting stress. For instance, employers could stagger work times to avoid heavy traffic. Review beginning and ending times and determine if the specific times or the amount of people arriving at each time can be adjusted. In addition, review late arrival policies. If employees are severely reprimanded for arriving late, they will be much more stressed during a bad commute and will arrive at the office miserable. Another possibility is to offer telecommuting options. This eliminates the necessity of commuting and allows employees to work where they are most comfortable. Telecommuting also has a variety of benefits for the employer such as reduced costs. Dig Deeper: Telecommuting By Numbers

2.7.3 Stop Wasting Time


Tight deadlines are other major sources of stress for many employees. Employers can ease this stress by freeing up more time. For instance, employers can make meetings shorter and more efficient. Consider tricks that sound silly but are actually effective such as having a meeting with no chairs. People will be more likely to stick to the necessary agenda when they have to stand the entire meeting. Whenever possible, substitute conference calls for meetings. To reduce unnecessary chitchat, make calls before lunchtime or at the end of the day. People will want to cut to the chase, so they can go to lunch or get home. Another idea is to create organizational systems that improve efficiency. Clutter and confusion are major time zappers. Organized offices and systems ease stress, save time, and increase productivity. Dig Deeper: Time Management Tips

2.7.4 Encourage Social Connections


Socialization is a key component of happiness. "Interacting with others gives people a boost in mood surprisingly, this is true even for introverts," writes Rubin. Employers should find ways to encourage social relations. Consider an office
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arrangement that fosters communication. Arrange workstations so employees can see each other and talk. Employers can also encourage office celebrations for holidays and birthdays. These celebrations do not need to be expensive. It can be as simple as asking everyone to bring in a covered dish. Even when there is no reason to celebrate, encourage employees to eat lunch together. Provide a comfortable eating area. Socialization is not limited to office hours. Encourage out of office socialization such as volunteer programs. This gives employees a change to develop relationships outside of the office while promoting the company in a positive way. Community service is a great way to build a positive reputation, and it is a happiness booster for employees. "Those who work to further causes they value tend to be happier and healthier, experience fewer aches and pains, and even live longer," says Rubin. Dig Deeper: How to Start a Volunteer Program

2.7.5 Promote Good Health


Poor health is not only damaging to employees, it is detrimental to businesses. "Corporations pay a heavy cost for stress-related illnesses, such as hypertension, gastrointestinal problems, and substance abuse," says Rubin. "Up to 90% of all doctor visits in the United States are for stress-related illnesses," according to Dr. Mehet Oz of the Dr. Oz Show. Chronic stress has a variety of negative side effects such as weight gain, lower immune system, increased risk of disease, and fatigue. Employers should encourage employees to reduce stress levels and improve their overall health. The first step is to educate employees on health topics. Provide reading materials or offer seminars. People can't make positive changes if they don't know what to change. Once employees know about health topics such as stress, exercising, and healthy eating, start a health related competition such as the Biggest Loser. This offers employees
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motivation and a support system. If the entire office is involved, employees will be more likely to accomplish their goals. To help employees make positive lifestyle changes, have a kitchen equipped with a refrigerator and microwave to prepare healthy meals. Research shows that preparing food is healthier than eating out. Also, encourage breaks throughout the day. Even small amounts of exercise throughout the day are beneficial. According to Dr. Oz, "Exercise releases serotonin and dopamine, the feel-good hormones that become blocked during stress. Walking stairs is a great workout. One study showed that walking stairs 7 minutes a day reduces the risk of heart disease by two-thirds." If possible, offer a company discount on gym memberships. This will encourage employees to make positive choices outside of the office and to exercise regularly. Dig Deeper: 10 Ways CEOs can Reduce Office Stress

2.7.6 Create an Atmosphere of Growth


Jobs are more than a source of income. Jobs are a venue for employees to grow and learn. In a survey about employee motivation, employees ranked job characteristics that motivated them. Surprisingly, high wages and promotion were not in the top three. Instead, the number one desire was "Full Appreciation of Work Being Done." Employers can create an atmosphere of growth by providing training, acknowledging benchmarks, and celebrating accomplishments. Employers should also encourage employees to take risks and learn new skills. Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities. Dig Deeper: Employee Reward and Recognition Systems

2.7.7 Break up Routines


Surprises add spark to all areas of life, including the workplace. "Even a small treat can boost people's happiness and people get a bigger kick from an unexpected pleasure," says
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Rubin. Employers should look for small ways to surprise employees. For instance, you can occasionally bring in a special treat such as coffee or baked goods. Small gestures show employees that you appreciate their time. Another idea is to host an office party for a quirky holiday. Employers could even allow employees to create a holiday. Again, this does not need to be expensive. The keys are breaking up the routine of the workweek, promoting socialization, and demonstrating your appreciation. Also consider an office give-away. You can hold a raffle or competition to motivate employees. The prize can be as simple as a gift card or as extravagant as a vacation. If you don't think you need to improve employee satisfaction, read all the comments from dissatisfied employees on message boards such as Yahoo. One user states, "I believe companies want good employees that work hard and are loyal but they will never get this because of the way they treat their employees." Prove these disgruntled employees wrong. Be the best boss you can be and strive to improve happiness in the workplace. Your extra effort may just lead to a better a business. Dig Deeper: Letting Employees Battle It Out

2.8 Methods of employee satisfaction


There are five method of employee satisfaction

2.8.1. Job Descriptive Index (JDI)


Job Descriptive Index is a scale used to measure five major factors associated with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. The JDI was first introduced in 1969 and since then has been used by over 1,000 organizations in many sectors.

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2.8.2. Job in General Scale (JIG)


Job In General Scale is a method of employee satisfaction and developed as a global measure of job satisfaction. JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by the JDI Research Group.

2.8.3. Minnesota Satisfaction Questionnaire (MSQ)


The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employees satisfaction with their particular job. Method includes 100 items measuring 20 facets of job satisfaction. There are three version are available: two long forms (1977 version and 1967 version) and a short form.

2.8.4. Satisfied / dissatisfied method


In this method, you just send question forms that include: What is good thing in our company? What is not good one in our company? This method is suitable for emergency events and you need result in a short time.

2.8.5. Interview method


This method is used for: Review all data collected from other method.. Review key person. Author: Davi Ngo, hrvinet.com

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3. INDUSRY & COMPANY PROFILE THE INDIAN PHARMA SUTICAL WORLD

The Indian pharmaceutical industry today is in the front rank of Indias science based industry with the wide ranging capabilities in the complex field of drugs manufacture and technology. A highly organized sector. The Indian pharma industry is estimated to be worth $ 4.5 billion, growing at about 8 to 9 percent annually. It ranks very high in the world, in terms of technology, quality and medicines manufactured. Form simple headache pills to sophisticated antibiotics and complex cardiac compound, almost every type of medicine is now made indigenously. Playing a key role in promoting and sustaining development in the vital field of medicines, Indian Pharma industry boasts of quality producer and many unit approve by regulatory authorities in USA and UK. International companies associated with this sector have stimulated, assisted and spearheaded this dynamic development in the past 53 years and helped to put India on the pharmaceutical map of the world. The Indian pharmaceutical sector is highly fragmented with more than 20000 registered units. It has expanded drastically in the last two decades. The leading 250 pharmaceutical companies control 70% Markey with market leader holding nearly 7% of the market share. It is an extremely fragmented market with sever price competition government price control. The pharmaceutical industry in India meets around 70% of the countrys demand for bulk drugs, drugs intermediate s, pharmaceutical formulations, chemicals, tablets, capsules, orals and indictable. There are about 250 large unit and about 8000 small scale units, which from the core of the pharmaceutical industry in India (including 5 public sector units). These unit produce the complete range of pharmaceutical formulation i.e. medicines ready for consumption by patients
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and about 350 bulk drugs, i.e. chemicals heaving therapeutic value and used for production of pharmaceutical formulations. Following the de- licensing of pharmaceutical industry, industrial licensing for most of the drugs and pharmaceutical products has been done away with. Manufacturers are free to produce any drug dually approved by the Drug control authority. Technologically strong and totally self reliant, the pharmaceutical in India have law cost of production, law R & D costs, innovative scientific manpower, strength of national laboratories and an increasing balance of trade. The pharmaceutical industry, supported by intellectual property protection regime is well set to take on the international market.

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COMPANY PROFILE

Name: Cadila pharmaceuticals Ltd. Cadila pharmaceutical Ltd. Is one of the Largest privately held pharmaceutical company in India; headquarter at Ahemedabad, in the state of Gujarat. Over the last five decades, It has been developing and manufacturing pharmaceutical products and selling and distributing these in over 50 countries around the world. An integrated healthcare solutions provider with pharmaceutical product basket, it caters to over 50 therapeutic areas that include: Cardiovascular Gastrointestinal Analgesics Haematinics Anti-infectives and antibiotics Respiratory agents Antidiabetics and immunological The company focuses on providing high quality, appropriately priced products to its customers and supporters. All these with dedicated customer service. Cadila pharmaceuticals has a multicultural workforce of more than four thousand employees including over two hundred people outside India in forty-nine countries of Africa, CIS, Japan and USA.
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FOUNDER DIRECTOR

Mr. Indravadan A. Modi, B.sc (Tech) is a founder director of the erstwhile Indian pharmaceutical major Cadila, restructured as Cadila pharmaceuticals Limited since June 1995. Presently he is a chairman of Cadila pharmaceutical Ltd., chairman of casil health products Ltd., chairman of karnavati Engineering Ltd., and chairman of Indian research Manifestation Laboratories (P) Ltd., (IRM Labs), Director Green Channel Travel services, Director IRM investments Pvt. Ltd. And trustee of IRM Trust.

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VISION OF CADILA
Vision is to be a leading pharmaceutical company in India and to become a significant global player by providing high quality, affordable and innovative solutions in medicine and treatment.

MISSION OF CADILA Mission is to discover, develop and successfully market pharmaceutical product to prevent,
diagnose, alleviate and cure diseases. Provide total customer satisfaction and achieve leadership in chosen markets, products and service across the globe, through excellence in technology, based on world class research and development. Responsible to the society. To be good corporate citizens and will be driven by high ethical standard in practices.

Research & Development


Spread over more than 1, 05,000 sq. ft. area, Cadila Pharmaceuticals R & D facilities, recognized by the Department of Science & Technology, Government of India, are manned by a 150-strong scientists pool. A centralized Quality Control & Analytical Research Laboratory has been set up to meet the domestic and international quality standards. The Company has expanded operations by building further on already existing set-up by investing in new premises, to include modern, state-of-the-art amenities. One of the few companies in the country carrying out collaborative research, Cadila Pharmaceuticals taps the best scientific talent in the country and has collaborations with more than 30 leading Research and Development centers in India. At Cadila pharmaceuticals, Research and Development forms the core of all the initiatives in the realm of Biotechnology, APIs, Formulations, Plant tissue culture,

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photochemistry, etc. This strong R & D forms the backbone of state-of-the-art manufacturing facilities at: Dholka Ankleshwar Kadi Hirapur Samba in Jammu & Kashmir And Addis Ababa in Ethiopia.

TO THE WORLD FROM CADILA PHARMACUTICAL


Worlds first Sparfloxacin Eye drops (scat Eye Drops) Worlds first parenteral formulation of Rabeprazole (Rabeloc I.V.) Worlds first probiotic combined with anti-infective agent (Symbiotic) Worlds first manufacturer of a unique immunomodulator (IMMUVAC) Worlds first whole blood, rapid HIV detection kit (NEVA HIV)

MILESTONES
Today, Cadila is proud of its achievements State of the art formulations manufacturing facility, built to the exacting specifications of USFDA, TGA, MCA & MCC. One of the best R & D setup in the country, manned by a 150 strong scientists pool. Strong formulation development base.

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A host of biotech products launched including many first in India. Worlds first manufacturer of immuvac a unique immunomodulator . USFDA approvals for fluoxetine & Ethambutol manufacturing facilities. ISO 9002 approved bulk actives (APIs) manufacturing facility, offering facilities for contract research. Asias only manufacturer of SULFOLANE (Tetramethylene sulfolane). Significant global presence. Leadership in domestic Marketing and distribution Management. Leader in Indian generics market.

DIVERCIFICATIONS
Hospitals disposable including fiberglass Casting tape for the first time in India. Diagnostics Laboratory chemical Pharmaceutical Machinery manufacturing. Animal health formulation & feed supplements Agro business : plant tissue Cutler and Bio-fertilizers Travel business Strategic business Alliances with world leaders

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MARKETING DIVISION
Following is an Introduction to different division under branded strategic business unit:

Magna
Magna is a multi-specialty division. It maps general practitioners, consulting physicians, surgeons, cardiologists, gastroenterologists, gynaecologists, paediatricians and nephrologists. Magna's portfolio primarily covers gastroenterology, cardiology, gynaecology and others. Magna's major brands are 'Aciloc', 'Rabeloc', 'Cadilose', 'Envas', 'Losium', 'Caditor', 'Calcirol', 'Haemup', 'LMX', 'LMX forte', Levocide, and 'Fludac'.

Maxima
Maxima is a multispecialty division. Its portfolio covers respiratory inclusive of ENT, chest (anti tuberculosis), dentistry, anti-infectives and orthopaedic therapies. Maxima targets ENT specialists, chest physicians, dentists, paediatricians, orthopaedicians and surgeons. Major brands of this division are 'Lorfast', 'Vasograin', 'Symbiotik', 'Mycobutol', 'P-Zide', 'Amdepin', 'Emvit Plus', 'Cuga', and 'Immuvac'. 'Immuvac' is a unique immuno-modulator that has various applications including reducing duration of therapy for treatment of multi drug resistant tuberculosis, and multibacillary leprosy. The division also has certain superspecialty brands like 'Halonix' for orthopaedics. A special task force for ophthalmology 'OTF' operates as a sub-unit of this division focusing on opthalmologists with brands like 'Scat', 'Loptame', 'Gatt', and 'Visial' among others.

Volta
Volta is a super-specialty division. Its portfolio covers cardiology, diabetology, endocrinology, gastroenterology, nephrology, and critical care. The division adopts three therapeutic approaches, viz., cardiac therapy, diabetic therapy, and critical therapy. Major brands of this division are 'Nodon', 'STPase', 'Teli', 'Envas IV', 'Glyloc', 'Glista', 'Caditor', 'Humstard'.

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Oncocare
Oncocare division markets products that manage and treat cancer and tumours. Oncocare is expanding in haematology segment to emerge as a complete division providing medicines for treatment of solid tumour and haematological malignancies. Oncocare's major brands are 'Cadigran', 'Caditrex', 'Karplat', 'Paclicad', 'Posid', 'Kinaplat', 'Cadria L', 'Docecad', 'Filcad', 'Platin' and 'Recovarin'.

Magna XL
Magna XL division's objective is to increase reach and penetration in rural market. Magna XL aims to make available quality medicines at affordable prices to people living in interior towns and villages. Magna XL's portfolio covers general practitioners, consulting physicians, pediatricians, and gynaecologists. Magna XL's thrust brands are 'Nuflam', 'Haem up', 'Tummy Ease', 'Happytizer', 'Lactoceff', 'Anstisept', 'Hepasave', 'LMX', 'Wormin A', and 'Fleximuv'.

Generic
Generic is a wing of pharma business. The wing covers almost all therapeutic segments. Generic directly deals with stockists primarily, and retailers and dispensing doctors secondarily through super distributors. A major chunk of business and promotion focuses mainly on stockists. Generic has three sub divisions, namely, 'Generic', 'Genvista' and 'Genstar'. Generic's major brands are 'Ciprodac', 'DPhesic', 'Dexasone', 'Famonext', 'Demisone', 'Campicillin', 'Oritaxim Inj.', 'Mokcan' and 'Cotrimoxazole DS'.

Vetnova
Vetnova is animal healthcare division. It is one of the earliest and most reputed concerns in animal healthcare. At present Vetnova happens to be one of the fastest growing enterpises harnessing the opportunities across the market. A team of more than 100 people takes a wide range of our brands pertaining to cattle, poultry and canine into the remotest corners of India. While some of Vetnova's brands like 'Cal D Plus DS', 'Onfeed' and 'Cal D Min' are household names, other brands like 'Nolapse' (for prelapse) and 'Endotrin (Embolic)' are innovative

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offerings of Vetnova. The division is on the path to growth and intends to take its brands beyond the borders

CHAMPION BRANDS ENVAS


Cadila Pharmaceuticals makes India's No.1 ACE inhibitor, Envas, which has been listed among the country's top 50 Pharma Brands, across all categories. Other CPL brands in top 300 brands of Indian Pharmaceutical Industry are Aciloc and Haem-Up.

ACILOC
A Ranitidine preparation, Aciloc is one of India's best selling brands in this category.

LMX, SYMBIOTIK, CLAX


Antibiotics with live Lactobacilli combination, LMX, SYMBIOTIK, CLAX are the first brands of its kind in India, for which Cadila Pharmaceuticals has applied for a worldwide patent. This unique innovation has already been granted Indian, UK and US, Eurasian & Sri Lankan patents.

RABELOC, ACILOC RD, ZASO, MIXULIN, MONTELAST AND NODON


are some of the best selling brands in their categories. CPL is the first company in India to introduce RABEPRAZOLE and FOSINOPRIL formulations.

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4. Objectives of the study

The study is conducted with the following objectives: 1. To discover the various expectations that determine the satisfaction level of employee 2. Identify job satisfaction levels 3. Measure employee perceptions of the work environment 4. To rank the factors according to the importance 5. To measure the level of satisfaction of employees with respect to the company. 6. Identify areas of strength and opportunities for improvement

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Employee Satisfaction Survey ..

5. RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problems. It is the scientific steps that are generally adopted by the research in studying his problem along with the logic behind them. The advanced learners dictionary of current English lays down the meaning of research as a careful investigation or inquiry especially through search for new facts in any branch of knowledge.

Research Design Data Collection Sampling Techniques Tools for Analysis

5.1 RESEARCH DESIGN


Research design contains:

A clear statement of research problem. Procedure and techniques to be used for gathering information. Population to be studied and Methods to be used in processing and analyzing data.

5.2 SAMPLING DESIGN


A sample design is a finite plan in obtaining a sample from a given population. It refers the techniques or procedure the researcher would adopt in selecting items for the sample. The probability sampling design offers every item of the population equal chance of inclusion in the sample

5.2.1 POPULATION
Population gives the total number of employees present in the organization. The total population under study is around 408 employees.
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5.2.2 SAMPLING TECHNIQUE


The method of selecting a portion of the universe for the study with a view to draw a conclusion about the universe/population is known as sampling.

5.2.3 SAMPLING DESIGN (Simple random sampling)


In the simple random sampling, more commonly known as simple random sampling, every element in the population has a known and equal chance of being selected as a sample. The respondent has different type of characteristics and spread across various groups. Standard form of appraisal is being used irrespective of the class of the employees, so everyone knows about the system. Each and every employee has something to contribute towards the study. The employees have been selected from the list randomly.

5.2.4 SAMPLE SIZE


In this study also convenience sampling is applied. The sample size of the study is 228 employees.

5.2.5 AREA OF THE STUDY


The area of study is field force at Cadila pharmaceutical Ltd. Ahmedabad.

5.3 DATA COLLECTION


The data collected by the researcher were purely based in the primary data and was less dependent on secondary data.

5.3.1 PRIMARY DATA


The primary data was collected through a structured questionnaire.

5.3.2 SECONDARY DATA


The secondary data was collected from personal department files and records, company broachers, magazines and journals.

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6. DATA ANALYSIS
Data analysis was done using percentage analysis and statistical tools.

6.1 RESPONSE ANALYSIS


Questionnaire Administered on126 Field Force Employees Response Received From: 74 (58.7%)

Survey Response Status Division Volta Maxima Vetnova Generic Oncocare Magna Derma Total Total 24 28 12 17 26 5 14 126 Received 22 22 6 7 12 4 1 74 Percentage 91.7 78.6 50.0 41.2 46.2 80.0 7.1 58.7

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6.2 Responses Received


1 (Strongly Agree) 43 11 27 11 24 16 15 33 23 13 15 21 252 3 (Partially Agree) 0 15 7 14 7 13 17 3 9 10 11 6 112 4 (Partially Dis-Agree) 0 1 1 5 2 5 3 1 0 3 4 1 26 5 (Strongly Dis-Agree) 0 2 0 11 4 2 2 2 1 1 6 4 35

Que /Ans Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Total

2 (Agree) 25 39 33 27 31 32 28 27 33 39 30 32 376

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6.3 GRAPHICAL QUESTIONNAIRE ANALYSIS Q1) I know what is expected of me at work


NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 43 63.2% 25 36.8% 0 00.0% 0 00.0% 0 00.0% 68 100%

70% 60% 50% Respondents 40% 30% 20% 10% 0%

63.20%

36.80%

0.00% Strongly Agree Agree Partially Agree

0.00% Partially Disagree

0.00% Strongly Disagree

Perticulars

INTERPRETATION From the above table it can be inferred that 63.2% of the respondents are strongly agree that they know their work. 36.8% respondents agree that they know their work.0.0% of respondents are partially agree, 0.0% respondents are partially disagree and 0.0% of respondents are strongly disagree with the statement.

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Q2) I have the materials and equipment I need to do my work right

NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL

AVG OF

RESPONDENTS RESPONDENTS 11 16.2% 39 57.3% 15 22.1% 1 1.5% 2 2.9% 68 100%

60% 50% Respondents 40% 30%

57.30%

22.10% 20% 10% 1.50% 0% Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree 2.90% 16.20%

Perticulars

INTERPRETATION From the above table 16.20% respondents strongly agree that they have the material and equipment they need to do their work while 57.3% of respondents are agree that they have enough material for work.22.10% of respondents are Partially agree, 1.5% of respondents are Partially disagree and 2.9% of respondents are strongly disagree that they have no material and equipment they need to do their work.

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Q3) At work, I have the opportunity to do what I do best every day

NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL

AVG OF

RESPONDENTS RESPONDENTS 27 39.7% 33 48.5% 7 10.3% 1 1.5% 0 0.0% 68 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 39.70%

48.50%

10.30% 1.50% Agree Partially Agree Partially Disagree 0.00% Strongly Disagree

Perticulars

INTERPRETATION From the above table 39.7% of the respondents are strongly agreed that they have the opportunity to do what they do best everyday while 48.50% of the respondents are agreed. 10.30%are partially agree, 1.50% are partially disagree. While no one can disagree with the statement.

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Q4) In the last seven days, I have received recognition or praise for doing good work

NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL

AVG OF

RESPONDENTS RESPONDENTS 11 16.2% 27 39.7% 14 20.6% 5 7.3% 11 16.2% 68 100%

40% 35% 30% Respondents 25% 20% 15% 10% 5% 0% Strongly Agree 16.20%

39.70%

20.60% 16.20% 7.30%

Agree

Partially Agree

Partially Disagree

Strongly Disagree

Perticulars

INTERPRETATION From above graph show that 16.20% of the respondents are strongly agree that in last seven days they received recognition or praise for doing good work and 39.70% are agree while 20.60% of respondents are partially agree, 7.30% are partially disagree and 16.20% of respondents are strongly disagree.

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Q5) My superior, or someone at work, seems to care about me as a person


NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 24 35.3% 31 45.6% 7 10.3% 2 2.9% 4 5.9% 68 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 35.30%

45.60%

10.30% 2.90% Agree Partially Agree Partially Disagree 5.90%

Strongly Disagree

Perticulars

INTERPRETATION The above graph shows that 35.30% of respondents are strongly agree that their superior or someone at work seems to care about them as a person and 45.60% are agree. While 10.30% are partially agree, 2.90% are partially disagree and5.90% of the respondents are strongly disagree with the above question.

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Q6) There is someone at work who encourages my development

NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL

AVG OF

RESPONDENTS RESPONDENTS 16 23.5% 32 47.1% 13 19.1% 5 7.4% 2 2.9% 68 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 23.50%

47.10%

19.10%

7.40% 2.90% Agree Partially Agree Partially Disagree Strongly Disagree

Perticulars

INTERPRETATION The above table and graph show that 23.50% of the respondents are strongly agree that there is someone at work who encourages their development in company and 47.1% are agree with the statement while 19.10% of respondents are partially agree, 7.40% are partially disagree and 2.90% of respondents are strongly disagree.

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Q7) At work, my opinions do seem to count


NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 15 23.1% 28 43.1% 17 26.1% 3 4.6% 2 3.1% 65 100%

45% 40% 35% Respondents 30% 25% 20% 15% 10% 5% 0% Strongly Agree 23.10%

43.10%

26.10%

4.60% Agree Partially Agree Partially Disagree

3.10% Strongly Disagree

Perticulars

INTERPRETATION From above table the result is 23.10% of the respondents are strongly agreed that their opinion seem to count at work and 43.10% are agree with statement. 26.10% of respondents are partially agreed, 4.60% are partially disagree and 3.10% of the respondents are strongly disagree.

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Q8) The mission/purpose of my company makes me feel my job is important

NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL

AVG OF

RESPONDENTS RESPONDENTS 33 50.0% 27 41.0% 3 4.5% 1 1.5% 2 3.0% 66 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0%

50.00% 41.00%

4.50% Strongly Agree Agree Partially Agree

1.50% Partially Disagree

3.00% Strongly Disagree

Perticulars

INTERPRETATION The above graph shows that 50.0% of the respondents are strongly agree that the mission/purpose of the company make them feel their job is important and 41.0% are agree. 4.50% of the respondents are partially agreed, 1.50% are partially disagree and 3.00% of the respondents are strongly disagree.

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Q9) My associates (fellow employees) are committed to doing quality work


NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 23 34.9% 33 50.0% 9 13.6% 0 0.0% 1 1.5% 66 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 34.90%

50.00%

13.60%

0.00% Agree Partially Agree Partially Disagree

1.50% Strongly Disagree

Perticulars

INTERPRETATION From above table and graph result is that 34.90% of the respondents are strongly agree that their associates are committed to doing quality work in the organisation and at same thing 50.0% of respondents are agree. While 13.60% of respondents are partially agreed, 0% is partially disagree and 1.50% of respondents are strongly disagree.

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Q10) I have a best friend at work


NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 13 19.7% 39 59.1% 10 15.2% 3 4.5% 1 1.5% 66 100%

60% 50% Respondents 40% 30% 20% 10% 0% Strongly Agree 19.70%

59.10%

15.20% 4.50% Agree Partially Agree Partially Disagree

1.50% Strongly Disagree

Perticulars

INTERPRETATION The above graph shows that 19.70% of the respondents are strongly agree that they have a best friend at their work and 59.10% are agree with the same. 15.20% of the respondents are partially agree4.50% are partially disagree and 1.50% of the respondents are strongly disagree with the statement.

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Q11) in the last six months, someone at work has talked to me about my progress
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 15 22.7% 30 45.4% 11 16.7% 4 6.1% 6 9.1% 66 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 22.70%

45.40%

16.70% 6.10% 9.10%

Agree

Partially Agree

Partially Disagree

Strongly Disagree

Perticulars

INTERPRETATION The above data give the output that 22.70% of the total respondents are strongly agree that In last six month , someone at work has talk to them about their progress and 45.40% are agree with that. 16.70% of respondents are partially agree, 6.10% are partially disagree and 9.10% are strongly disagree.

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Q12) In the last year, I had opportunities at work to learn and grow
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF

RESPONDENTS RESPONDENTS 21 32.8% 32 50.0% 6 9.4% 1 1.6% 4 6.2% 64 100%

50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 32.80%

50.00%

9.40% 1.60% Agree Partially Agree Partially Disagree

6.20%

Strongly Disagree

Perticulars

INTERPRETATION The above graph show that 32.80% of the respondents are strongly agree that in the last year, they had opportunities at work to learn and grow and 50.0% are agree with the same. While 9.40% of respondents are partially agree, 1.60% are partially disagree and 6.20% of the respondents are strongly disagree.

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7. FINDINGS, SUGESION & CONCLUSION 7.1 FINDINGS


The analysis and interpretation of the collected information gave the following findings. Employees are not satisfied with current salary structure. There is lack of Training & Development programme. Activity are very less and sales pressure is very high Employees dont get support from marketing and PMT department Employees are required more and more scientific activities like conferences, Workshop and input to enhance their competency. High requirement of daily allowances and transport allowances from Employees. Employees not get any Recognition or Praise For Good Work Superiors are not giving their support to employees. There is no Availability of Material and Equipment for work.

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7.2 SUGESTION
Refresher training courses to be organized, Frequency of such refresher courses to be deliberated Develop Career growth Model for employees. Celebration of Success Immediate Superior to initiate, Involvement of Family in celebration of Success Review of all Policies once in two years Give good salary and performance rewards on the basis of employees performance Performance appraisal system should be developing with clear direction to the field. Involve employees in strategy planning. Conduct cultural programs to the field staffs(once in a year) To improve Strategies at HO level and maintains commutation channel also. Give open environment to employee. Try to know motivating and demotivating factors of employees

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7.3 CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of this realization upon the present day business organizations, there appears to be a major shift towards human resource management. In fact, the employees of today are encouraged to participate in the major decisions and thus play a vital role in the management of the firm. The performance of the organization depends on the efficiency that its employees exhibit. Hence it is of crucial importance that employees satisfaction with their job. Research shows that satisfied, motivated employees will create higher customer satisfaction and in turn positively influence organizational performance. Convenient work location, working with young people, opportunities for promotion and career prospects, fair salary, good policies, job security and dynamic working environment are few attributes which are critically important from the view point of most of the employees. Employees have an overall satisfaction is 77% which indicates that the employees are relatively satisfied with the various services being catered by the company as against their important.

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8. LIMITATION OF STUDY
It cannot be generalized to any other organization. There may be personal bias in the information provided, as some employees like to underestimate or appreciate their organization. The results and findings are confined to a limited area. Employees have to answer the questionnaires amidst their hectic schedule of work. Employees did not reveal accurate information so there is a problem of availability of data. There is a chance of bias in the information provided by the respondents and lack of cooperation from the part of employees Respondents were found hesitant in revealing opinion about supervisors and management. Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study.

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9. REFERENCES & NOTES BOOKS

Human Resource Management. By S. Seetharaman & B. Venkateswara Prasad, Scitech Publication, 2007.

Kothari, C.R., Research Methodology - Methods & Techniques , New Delhi, New Age international (P) Ltd., Publishers, Second Edition,2004.

Statistical Methods for Management, By P.N. Arora & S.Arora New Delhi, Sultan Chand & Sons Publishers, 2005.

Organization Structure & Behavior By Luthans.

WEBSITE
http://www.wikepedia.in http://justarticles.com http://www.cadilapharma.com

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10. ANNEXURE
EMPLOYEE SATISFACTION SURVEY QUESTIONAIRRE Survey of Employee satisfaction conducted in Cadila Pharmaceutical Ltd. Ahmedabad. Name: Dept: Evaluation criteria (please select the relevant answer according to following scale): 1. Strongly agree 2. Agree 3. Neutral 4. Disagree 5. Strongly disagree Q1) I know what is expected of me at work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q2) I have the materials and equipment I need to do my work right Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q3) At work, I have the opportunity to do what I do best every day Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

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Q4) In the last seven days, I have received recognition or praise for doing good work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q5) My superior, or someone at work, seems to care about me as a person Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q6) There is someone at work who encourages my development Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q7) At work, my opinions do seem to count Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q8) The mission/purpose of my company makes me feel my job is important Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q9) My associates (fellow employees) are committed to doing quality work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

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Q10) I have a best friend at work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q11) In the last six months, someone at work has talked to me about my progress Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

Q12) In the last year, I had opportunities at work to learn and grow Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree

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