ravi job satisfaction
TRANSCRIPT
1
INDUSTRY PROFILE
The domestication of cattle occurred between 6000 and 10,000 years ago.
Not much known about the history of this period, but men probably hunted cattle as
wild animals prior to the time that they were domesticated. Later the cow was made
as sacred animal and is still so considered by a part of the population of India.
Various stages of dairy industry origin as follows:-
THE DAIRY INDUSTRY PRIOR TO 1850:
For over 225 years following the first settlements in America very little
changes look place in the methods of producing milk or in the manufacture of dairy
products.
Feed supplies has to be shipped from the country areas and ordinance
regarding dairy barns became more and more strict gradually farmers within easy
driveling distance began delivering milk over regular routes in the cities. The
development was not spectacular, but the stage was set for the many changes,
which were to take place in years to follow.
THE DAIRY INDUSTRY AFTER 1850:
The modern dairy emerged in the middle of the 19th century.
Among the many factors, which have played important roles in the
evaluation of the modern dairy industry, the following may be mentioned.
1. The factory system.
2. Improved machinery.
3. Transportation.
4. Economic factors.
5. Research and scientific investigation.
6. Improved live stock.
[Type text]
2
India has the potential to become a leading exporter of milk and milk Products.
Due to low labor cost, the cost of milk production is significantly low here. To
boost exports, the dairy industry needs to focus on quality and productivity.
Significant investment has to be made in milk procurement equipment and chilling
and refrigeration facilities.
IMPORTANCE OF DAIRY INDUSTRIES:
Data collected by bureau of human nutrition and home economics for the
year 1944 and 1945 showed that dairy products contained 75% of the calcium and
45%of riboflavin in the total food supply as well as 24% of the total protein,17%
of the vitamins and 17% calories.
In 1946 the first company was established in Kaiva District co-operative
milk produces known as “AMUL” through out the Nation wide and their different
companies were developed through out country form Govt. side and also private
side. In Andhra Pradesh the leading companies are A.P. dairy development under
the brand names Vijaya, Dodla, Arokaya, Heritage, Jersey, Cream rich, and Mother
Dairy etc.
The milk and dairy products rank as the largest source of income to the
farmer of United States. For the country over 20 percent of the total agricultural
income is from milk or cream sold, the sale of cream and butter by farmers in 1948
totaled more than $ 4400,000,000.
In addition to the 24,000 people of the dairy firms many others persons and
families must be employed in moving and processing the milk and milk products
before there each the consumers table. The exact number of people engaged in
these fields in unknown.
[Type text]
3
DAIRY PRODUCTS:
A dairy is a place for handling of milk and milk products. Technology refers
to the application of scientific knowledge for practical purposes. Dairy technology
has been defined as that a branch of dairy science, which deals with the processing
of milk and manufacture of milk products.In India dairying has been practiced as a
rural cottage industry from remote places in the past. Due to scientific knowledge
in processing and pasteurization. Dairy is developed as a separate industry. The
main reason for developing of this industry is above to increase in population of
urban areas and more consumption of milk in the areas of soft drinks.
In the earlier years each house hold maintains his/her own cattle or secures
milk form its neighbor. As the urban population increases fewer house holds could
keep a cattle for private use. But the high cost of milk production, problems of
sanitation etc., restricted the practice and gradually the family cattle in the city was
eliminated and city cattle were all sent back to the rural areas.
In India dairying has been practiced as a rural cottage industry from remote
places in the past. Due to scientific knowledge in processing and pasteurization.
Dairy is developed as a separate industry. The main reason for developing of this
industry is above to increase in population of urban areas and more consumption of
milk in the areas of soft drinks.
In the earlier years each house hold maintains his/her own cattle or secures
milk form its neighbor. As the urban population increases fewer house holds could
keep a cattle for private use. But the high cost of milk production, problems of
sanitation etc., restricted the practice and gradually the family cattle in the city was
eliminated and city cattle were all sent back to the rural areas.
[Type text]
4
INTRODUCTION :
The first and fore most requirement of modern marketing is to understand
the customer needs, and create need develop strategies to bring the customers right
elements of the i.e., product offering, positioning distribution channels etc. to
satisfy the needs.
Market entry strategies for developing market, like India, can’t be developed
by middle managers whose only experience spans distribution and channels of
management. Though India has over vast geographical area yet it is not successful
especially for perishable goods such as vegetables, food items, milky fruits etc.,
milk is consumed as a product of food from the past.
CONSTITUTENTS OF MILK:
Milk as an article of food for mankind antidotes the earliest record history.
Milk ranges in color forma bluish-white to an almost golden-yellow depending up
on the breed of cattle and the mount of fat solids present.
It is important that everyone should become familiar with the chief
components of milk.
Constituents Percentages
Water 87.00
Fat 4.00
Protein 3.50
Carbohydrates 4.80
Mineral salts 0.70
Total 100.00
[Type text]
5
MANUFACTURING PROCESS OF MILK
RECEIVING MILK
(GRADING, SAMPLING, WEIGHING, TESTING)
PREHEATING (350-400 C)
FILTRATION/CLARIFICATION
COOLING AND STRONG (50 C OR BELOW)
STANDARDIZATION
PASTEURIZATION (63 C/30 MTS (OR) C/15 Sec)
HOMOGENIZATION (2500 PSI)
[Type text]
6
MARKETING OF MILK:
Tirumala Milk Products (Pvt) Ltd has gone one level channel of distribution
of Tirumala marketing.
It has extensive selling agents in Nellore, Gudur, Tirupati, Vijayawada,
Guntur, Ongole, Bangalore, Chennai and Hyderabad.
PROCUREMENT OF MILK:
The main content required of dairy is milk. It procures milk producer
(farmer) covering over 200 villages in Guntur and Prakasam district. In each village
one agent will be there collects milk of that village from milk producers. They
collect both in the morning and evening. Company has its own vehicles to get the
collected milk is each village.
DEMAND AND SUPPLY:
The minimum quality of milk per capital consumption recommended Indian
Council of Medical Research is 210 grams per person per day against actual per
capital consumption of 178 grams. Thus there is deficit, of 96Lakhs tones of milk
per annum. Which indicates a great demand for milk in the domestic market
(source: Dairy India 1992).In addition by products like ghee, cream, milk powder,
butter and cheese will be marketed.
[Type text]
Manufacturer Milk selling agent Customers
7
MILK INDUSTRY IN INDIA:
Today India is the largest milk producing country in the world. The milk
producing states in India are Punjab, Haryana, Rajasthan, Gujarat, Maharashtra,
Andhra Pradesh, Karnataka and Tamil Nadu. A cattle farming is one of the
important aspects of the overall development process in India. It is said that it is
one of the bounded sectors of agriculture. It has been the important of the National
Economic Development Process all these years. Nearly 5% of the Indian
population of the country directly or indirectly depends on milk production and its
sales for their livelihood.
Everyone without any age limit consumer’s milk. Today because of the
modern technology the cattle breeding has been revolutionized. Outdated methods
of extraction of milk from the cattle of the discarded. New and innovative methods
are being widely adopted. India today is proud to say that it is the largest producer
of the milk and its products. Many dairy firms have been established in the country
at different areas as per the requirements of the people i.e. the consumer, both by
the public sector and private sector.
In 1946 the first company was established in Kaiva District co-operative
milk produces known as “AMUL” through out the Nation wide and their different
companies were developed through out country form Govt. side and also private
side. In Andhra Pradesh the leading companies are A.P. dairy development under
the brand names Vijaya, Dodla, Arokya, Heritage, Jersey, Cream rich, and Mother
Dairy etc.
[Type text]
8
MILK PRODUCTION IN INDIA:
In India milk production has been increasing gradually for several years.
During till 1971 the increasing ration was very small after that milk production has
increased rapidly because of green revolution and some other pilot programmes.
SALES VOLUME :
Sales
(in crores)TOTAL(yearly)
1965-1970 70.87
1970-1975 9559
1975-1980 125.10
1980-1985 166.51
1985-1990 215.55
1990-1995 280.37
1995-2000 379.25
2000-2005 401.45
2005-2010 444.54
[Type text]
YEAR Qty (in Million tones)
1960-65 23.371965-70 38.351970-75 46.301975-80 42.40
1980-85 50.001985-90 60.00
1990-95 79.00
1995-00 119.002000-05 125.402005-10 1280.43
9
MILK POTENTIAL:
Milk is the only natural product i.e. daily used by the people at regular
intervals for different purposes. The nutritional potential is ideal in quality and
balanced to satisfied human-acid requirements. The contents of minerals and
vitamins are unique both in proportion and in quality nutrients that are essential for
man’s growth and developments.
EXPORT POTENTIAL:
India has the potential to become one of the leading players in milk and milk
products exports. The country is located amidst major milk-deficit countries in Asia
and Africa. Major importers of milk and milk products are Bangladesh, China,
Hong Kong, Singapore, Thailand, Malaysia, the Philippines, Japan, the UAE, and
Oman-all located close to India. Milk production is scale –insensitive and labor-
intensive. Due to low labor cost of milk production is significantly low in India.
Lab our-intensive .Due to low lab our cost of milk production is significantly low in India.
STRENGTHS:
Demand is absolutely optimistic. Margins are quite reasonable even on packed liquid
milk. Tremendous flexibility of product mix, abundance of raw material, and locally
available professionally trained, technical human resource pool are the other plus points.
Presently, more than 80 percent of milk produced is flowing into unorganized sector,
which requires proper channels.
[Type text]
10
WEAKNESSES:
Perishability :
Pasteurization has overcome this problem partially. UHT gives milk long life.
Surely, many new processes will follow to improve milk quality and extend it`s shelf life.
Lack of concept over yield:
Theoretically, there is little control over milk yield. However, increased awareness of
developments like embryo transplant, artificial inseminations, and properly managed
animal husbandry practices, coupled, with higher income to rural milk producers, should
automatically lead to improvement in milk yields.
Logistic:-
Bad roads and inadequate transportation facility make milk procurement problematic.
But with the overall economic improvement in India, these problems would also get
solved.
Problematic distribution:
If ice-creams can be sold virtually at every nook and corner, why can`t we sell other
dairy products too? It is only a matter of time before we see the emergence of a cold chain
linking the producer to the refrigerator at the consumer`s home.
Competition:
With so many people entering this industry, competition has to be faced as a ground
reality. The market is large enough for many to serve out their niche.
[Type text]
11
OPPORTUNITIES:
Value addition:
There is a large scope for innovations in product development ,packaging, and
presentation steps should be taken to introduce value-added products like ice-creams,
planner, lassie, ,absinthe, Dodd pedal, flavored milk, dairy sweets, etc .this will lead to a
greater presence and flexibility in the market place along with opportunities in the field of
brand building. Cultured products like yoghurt and cheese lend further strength both in
terms of utilization of resources and presence in the market place. Other products are
infant foods, geriatric foods, as nutritious.
Export potential:
Efforts to exploit potential are already on. Amul is exporting to Bangladesh, Nigeria,
and the Middle East. Following the new GATT treaty, opportunities will increase
tremendously for the export of agree-products in general and dairy products in particular.
THREATS:
Today, milk vendors occupy the pride of place in the industry. Organized
dissemination of information about the harm that they are doing to producers and
consumers should see a steady decline in their importance.
Strengths and opportunities far outweigh weaknesses and threats. Strengths and
opportunities are fundamental, while weaknesses and threats are transitory. Any
investment idea can do well only when you have entrepreneurship, innovative approach,
and values (of quality ethics).The Indian dairy industry, following it`s deli censing, is
attracting a large number of entrepreneurs.
[Type text]
12
PROCESSING OF MILK:
Pasteurization:
The term pasteurization, applied to market milk today, refers to the
process of heating every practical of milk to at least 630 C or 1450 F for 30
minutes .After pasteurization, the milk is immediately cooled to 50 C(41 F) or
below .
Standardization:
Standardization of milk refers to adjustment of the fat and /or solids
not fat percentage of milk to desired value so as to conform to the legal or other
requirements. The prevention of Food Adulteration Act defines standardized milk
as cow and buffalo milk in which the milk fat content is adjusted to 4.5% or more
with the SNF. At least 8.5% high milk fat content may be adjusted downward by
removing milk or fat or by adding skimmed and/or reconstituted milk.
Recombination:
This refers to the product obtained when butter, oils, skimmed milk
powder, and water are combined in the correct preposition to yield fluid milk.The
Prevention of Food Adulteration Act Rules 1976 defines recombined product as the
milk product resulting from the combining of milk fat and milk solids not fat in one
or more of the various forms with or without water. Under the prevention of Food
Adulteration Act Rules 1976, recombined milk throughout the century should
contain a minimum of 30% fat and 8.5% solids not fat.
Toning:
Toned milk refers to milk obtained on addition of water and skimmed milk
powder to while milk .Under the Prevention of Food Adulteration Rules 1976,
toned milk should contain a minimum of 3% fat 8.5% solids not fat throughout the
country.
[Type text]
13
COMPANY PROFILE
Tirumala Milk Products Private Limited is a professionally managed company
engaged in the manufacture of a wide range of Dairy Products which include Milk in
Sachets, Sweets, Flavored Milk, Curd in Cups and Sachets, Milk Powder, Butter, Ghee
and Butter Oil both in bulk as well as in consumer packs.
Established in 1998, Tirumala Milk Products (P) Ltd. is one of the fastest growing
Private Sector Enterprises in India with a team of dedicated professionals. The company
has one of the most modern and versatile plants in the Indian Dairy Industry with state-of-
the-art technology. Tirumala Milk Products (P) Ltd. products meet stringent quality
control tests and cater to the premium segment of the market for Dairy Products. Tirumala
Milk Products (P) Ltd. is presently implementing an expansion programme and proposes
to launch new products in the near future.
Tirumala Milk Products Pvt. Ltd. was incorporated in the month of November
1998. The promoters of the company are Sri D. Brahmandam, D. Nagaeswara Rao, Dr. N.
Venkata Rao and Brahmanaidu. This company is having two plants one at Kadivedu
village, Chillakur Mandal, Nellore district it was started in the month of September 1999
and second plant at Palamaneru, Chittor district it was started in the year 2003. Initially it
was started with an operating capacity of 70,000ltrs. Per day. Further it has increased its
capacity and now it is operating with 2,00,000 ltrs. Capacity.
Tirumala Milk Products Pvt. Ltd. is selling its milk and milk products in Chennai,
Bangalore, Tirupathi and other towns in Nellore district. Recently this company started
fourteen chilling centers for entire in Tamil Nadu and Andhra Pradesh. Presently our
market presence is in Andhra Pradesh, Karnataka and Tamil Nadu. We handle 7 Lakh
liters of milk per day in our packing stations and dairy plant, which is the single largest
plant in the state of Andhra Pradesh. Our Registered Office is located at Narasarao Pet,
Guntur Dist and Corporate Office is located at Ameerpet, Hyderabad.
[Type text]
14
The major contributors to the success of Tirumala Milk Products (P) Ltd. are:-
Milk Procurement Network
Superior sales and marketing prowess
Strategic technological & infrastructural advantage
Efficient human investments
We have the advantage of
Procurement of Quality Buffalo and Cow milk through a strong network of
chilling centers spread across states of Andhra Pradesh, Tamil Nadu and
Karnataka.
Strong roots in local markets and first-hand knowledge of the local culture.
Business intelligence and technical expertise that is applied to serve our
consumers.
Strong management focus
Vision:
“To produce and supply superior quality products with exceptional customer service
to eventually grow as market leader in diary industry.”
Mission:
Tirumala Milk Products (P) LTD. will constantly strive to market quality products at
competitive prices provide value to our business partners, all the while delivering
exceptional customer service with the highest regard for business ethics.
[Type text]
15
MAIN OBJECTIVES OF THE COMPANY:
To serve the milk producers of villagers who are having excess of milk by
producing that milk and again selling that milk to urban people who are in needed of milk.
To achieve customer delight through providing nutritious and safe milk
products.
Aim at continual improvement of our quality and safety food.
To achieve excellence in this field.
To provide quality and safe products.
Build customer confidence through quality and reliable services.
OUR SEVEN PRINCIPLES:
o Contribution to society: We will conduct our selves at all times in
accordance with the basic management objective, faithfully fulfilling our
responding as Industrialists to the communities in which we operate.
o Fairness and Honesty: We will be fair and honest in all our business
dealings and personal conduct. No matter now talented and knowledgeable
we may be, without personal integrity, we can neither earn the respect of
others nor enhance our own self respect.
o Co-operation and Team Spirit: We will pool our abilities to accomplish
our shared goals. No matter how talented we are as individuals, without co-
operation and team spirit we will be a company in name only.
o Untiring Effort for Improvement: We will strive constantly to improve our
ability to contribute to society through our business activities. Only through
this untiring effort can we fulfill our basic management objectives and help
to realize lasting peace and prosperity.
[Type text]
16
o Courtesy and Humility: We will always be cordial and modest, respecting
the rights and deeds of others in order to strengthen healthy social
relationships and improve the quality.
o Adaptability: We will continually adopt our thinking and behavior to meet
the ever-changing conditions around us, taking care to act in harmony with
nature to ensure progress and success in our endeavors.
o Gratitude: We will act out of a sense of gratitude for all the benefits we
have received, confident that this attitude will be a source of unbounded joy
and utility, enabling us to overcome any obstacles we encounter.
Dedications from wages
Only those deductions as authorized by the payment of wages act will be made
from the wages of employees. Dedication may be such as
Fines
dedication for absence from duty
Dedications due to damage or loss of goods
Dedications for recovery of advance
Dedications for payments to co-operative societies and insurance scheme
Dedications for payments of insurance premium of fidelity guarantee bonds
Dedications for income tax
[Type text]
17
COMPANY PROFILE
Name of the organization : TIRUMALA MILK PRODUCTS pvt Ltd
Established date : SEP-1999
Registered office : D.No: 12-8-8, bus stand to Railway
station Road, Prakash Nagar, Narasarao
Pet, Guntur District
Pin: 522601
Branches of the company :
1) Gudur dairy
2) Vellala Cheruvu
3) Bhimadolu
4) Palamaner
5) Gungal
Chairman & key persons : B.Brahma Naidu, Managing Director,
D.Brahmanandam, Joint Managing Director,
B.Nageswara Rao, Director,
Dr. N.Venkata Rao, Director,
E.N.Rao, Executive Director,
Products of the company : Double Toned milk, Gold milk,
Toned milk, Fcm milk, butter milk,
ghee, curd, butter, cheese, floured
milk, Ice cream
Head office of the company : No. 435- w-Block, c-sector, 5th street,
Anna nagar west extension,
Chennai – 600101.
Customers : Whole customers of TMMPL are as
Schools, colleges, hospitals, hostels,
Old age homes, house holds, jails,
Hotels, Restaurants, sweet bakery.
[Type text]
18
Competitors : DODLA, JERSEY, SANGAM, vijaya
dairy, Cream rich, Arokya, Amulya.
Certificates & Achievements : ISO 9001:2000, ISO 22000: 2005.
Rewards : ISI License, Agmark License.
Growth:
Size of production:
[Type text]
YEAR Qty (in Million tones)
1955-61 17.401961-66 20.381966-71 19.371971-76 38.351976-81 46.301981-86 42.40
1986-91 50.001991-96 60.00
1996-01 79.00
2001-06 99.00 2006-07 110.002007-08 119.002008-09 125.402009-10 130.43
19
Qty (in Million tones)
0
20
40
60
80
100
120
140
1961
-66
1971
-76
1981
-86
1991
-96
2001
-06
2007
-08
2009
-10
Qty (in Milliontones)
Sales volume:
SECTION WISE GUDUR PLANT
201 Reception
[Type text]
Sales ( in crores
TMPPL(6months TOTAL(yearly)
1999-2000 15.32 30.68
2000-2001 46.19 49.69
2001-2002 59.81 70.87
2002-2003 79.80 97.59
2003-2004 100.54 129.10
2004-2005 124.04 167.51
2005-2006 148.35 217.55
2006-2007 227.37 287.37
2007-2008 323.25 383.25
2008-2009 356.45 406.45
2009-2010 410.45 450.54
20
202 HR 217 New boiler
203 Asst. Cashier 218 Power plant
204 Cashier 219 Milk dispatch
205 Finance Manger 220 processing lab
206 Director 221 Ghee section
207 Accounts Manager 222 Security
208 Accounts section 223 procurement managers
209 Procurement Billing 224 stores
210 Asst. to General Manager 225 Ice cream par lour
211 General Manager
212 Quality control lab
213 Ghee Packing
214 Refrigeration
215 Electrical Section
216 Old Boiler
GUDUR PLANT CHART
DIRECTOR
[Type text]
21
GENERAL MANAGER
FINANCE MANAGER
SR. MANAGER (HR)
Asst. PLANT MANAGER
PRODUCTION MANAGER
PROCUREMENT MANAGER
VECHICLE INCHARGE
STORES/PLANT
ORGANIZATIONAL CHART
MANAGING DIRECTOR
[Type text]
22
CHENNAI
DIRECTOR DIRECTOR DIRECTOR(GUDUR PLANT) (NARASAROPET,) (REGD OFFICE) PALAMANERU (PLANT)
Manager Manager Plant manager Dairy manager(HR) (Accounts)
Asst, manager Asst, manager Asst, manager Asst, manager
Personal officers Accountant Dairy technologist operators
Executives’ Asst, Accountant supervisors Filters/electricians
Time keepers Cashier Operators Helpers
Office boy Helpers
Security
PRODUCTION DETAILS
[Type text]
23
INPUTS : Some of the inputs of milk products are raw milk,
Polithin film (cover), Before packing homogenized
and pasteurization and finally packaging.
SUPPLIERS : Agents, distributors, whole sellers in bulk quantity.
Suppliers through our own marketing staff.
METHOD OF PRODUCTION : To buy Raw milk it will store in big sail (storages) a
and done the process of homogenized and
Pasteurization. After finally packaged this milk
Products into polithin covers.
TECHONOLOGY : This organization is used the process of technology as
homogenized and pasteurization. (Homogenization &
pasteurization process as heat up to 100oc and after put
in to deep Cooling 0oc.)
PROCESS WITH DIAGRAM
MANUFACTURING PROCESS OF MILK
[Type text]
24
RECEIVING MILK
(GRADING, SAMPLING, WEIGHING, TESTING)
PREHEATING (350-400 C)
FILTRATION/CLARIFICATION
COOLING AND STRONG (50 C OR BELOW)
STANDARDIZATION
PASTEURIZATION (63 C/30 MTS (OR) C/15 Sec)
HOMOGENIZATION (2500 PSI)
HR DETAILS
[Type text]
25
Regular
Technical
Contract basedNo. of employees
Administration Regular
Permanent - 275
Casuals - 200
Total 475
SOURCES OF RECRUITMENT: Advertisement, interviews, employee reference, exit
interviews.
SALARIES & WAGES (P.A) : 13 lakhs, 6 lakhs.
PROMOTIONS : Once in every three years after overall performance, we
recommended For next grade.
MARKETING DETAILS
[Type text]
26
PRODUCTION : Some of the inputs of milk products are raw milk, polithin film (cover),
Before packing homogenized and pasteurization and finally packaging.
PRICE : Based on the profitability and we would like to satisfy the customer
Needs Inspite of quality and safety food.
PLACE : Where the demand is exists hostels, hospitals, schools, house holds.
Through Agents, distributors, whole sellers (Marketing through own
Company Staff.)
PROMOTION : Advertisement , use of intermediaries as Agents, distributors, whole
sellers.
PACKAGING : Milk products (use of polithin covers), Ice cream products
(cups, cones)
FINANCE DATA
[Type text]
Manufacturer Milk selling agent Customers
27
SIZE OF PRODUCTION:
YEAR Qty (in Million tones)
1996-97 17.40
1997-98 20.38
1998-99 19.37
1999-00 38.35
2000-01 46.30
2001-02 42.40
2002-03 50.00
2003-04 60.00
2004-05 79.00
2005-06 99.00
2006-07 110.00
2007-08 119.00
2008-09 125.40
2009-10 130.43
SALES VOLUME :
[Type text]
28
Sales
(in crores) TMPPL(6months TOTAL(yearly)
1999-2000 15.32 30.68
2000-2001 46.19 49.69
2001-2002 59.81 70.87
2002-2003 79.80 97.59
2003-2004 100.54 129.10
2004-2005 124.04 167.51
2005-2006 148.35 217.55
2006-2007 227.37 287.37
2007-2008 323.25 383.25
2008-2009 356.45 406.45
2009-2010 410.45 450.54
JOBSATISFACTION
[Type text]
29
INTRODUCTION:-
Job satisfaction is the most important and frequently studied attitude. It is
positive attitude towards ones job. It is important to mention that an individual may
off different attitudes towards various aspects of job.
Job is a group of position that are similar as to the kind and level of work.
Satisfaction means full filing the needs and wants. Employee job satisfaction has
a major influence on human performance through its impact on individual
motivation and job satisfaction.
MEANING:-
Job satisfaction refers to a person’s feeling of satisfaction on the job, which
as a motivation to work. It is not the self satisfaction, happiness or self
contentment but the satisfaction on the job. Job satisfaction, a workers sense
achievement and success, is generally perceived to be directly linked to
productivity as well as to personal well being. Job satisfaction occurs when an
employee feels he has accomplished some thing having importance and value
worthy of recognition sense of joy.
The term relates to the total relationship between an individual and the
employer for which he is paid. Satisfaction does mean the simple feeling state
accompanying the attainment of any goal. The end state is feeling accompanying
the attainment by an impulse of its objective job satisfaction. Does mean absence
of motivation at work.
DEFINITIONS:-
[Type text]
30
According to “FELDMAN and ARNOLD” job satisfaction will be defined as
the amount of overall positive effect that individuals have towards their
Jobs.
LOCKS defined job satisfaction as “a pleasurable or positive emotional
state resulting from the appraisal of ones job or job experience.
Opinion of DAVID and NEWSTROM “job satisfaction is set of favorable
with which employees view their work.
FREDERICK HERBERG’S theorized that an employee satisfaction
depends on two sets of issues. Hygiene issues and motivators once the
hygiene issues have been addressed he said the motivators create
satisfaction among employees.
CREATING JOB SATISFACTION:-
Job satisfaction need to incorporate the following:
Flexible work arrangements, possibly including telecommuting
Training and other professional growth opportunities
Interesting work that offers variety and challenge and allows the
worker
Opportunities to “put his or her signature” on the finished product.
Opportunities to use one’s talents and to be creative
Opportunities to take responsibility and direct one’s own work
A stable, secure work environment that includes job
[Type text]
31
security/continuity
Flexible benefits, such as child-care and exercise facilities
Up-to-date technology
Competitive salary and opportunities for promotion.
DIMENSIONS OF JOB SATISFACTION:-
Job satisfaction being an emotional response to job cannot be seen, such
as it can only be inferred.
Job satisfaction is often determined by how satisfaction outcomes meet or
exceed one expectation.
Job satisfaction represents an employee attitude towards five specific
dimensions of the job.
Pay, the work itself promotion opportunities, supervision and co-worker.
FACTORS OF JOB SATISFACTION:-
PERSONAL FACTORS:
1. AGE:- Most of the evidence on the relation between age and job
satisfaction, seems to indicate that there is generally a positive relationship
between the two variables up to the pre-retirement years and then there is
a short decrease in satisfaction.
[Type text]
32
2. EDUCATIONAL:- With occupational level held constant there is a negative
relationship between educational level and job satisfaction .The higher the
education, the higher the reference group which the individual looks to for
guidance to evaluate his job rewards.
3. SEX:- There is as yet no consistent evidence as to whether women are
more satisfied with their jobs than men, holding such factors as job and
occupational level constant. One might predict this to be the case,
considering the generally lower occupational aspiration of women.
FACTORS INHERENT IN THE JOB:
These factors include: the work itself, conditions, influence of internal and
external environment on the job which are uncontrolled by the management.
WORKERS ROLE IN JOB SATISFACTION:-
The following suggestions can help a worker find personal job satisfaction:
1. Seek opportunities to demonstrate skills and talents. This often leads to
more challenging work and greater responsibilities, with attendant
increase in pay and other recognition.
2. Develop excellent communication skills. Employer’s value and reward
excellent reading, listening, writing, and speaking skills.
3. Know more. Acquire new job-related knowledge that helps you to perform
tasks more efficiently and effectively. This will relieve boredom and often
gets one noticed.
[Type text]
33
4. Demonstrate creativity and initiative. Qualities like these are valued by
most organizations and often result in recognition as well as in increased
responsibilities and rewards.
5. Develop team work and people skills. Accept people with their difference and
their imperfections and learn how to give and receive criticism constructively.
SATISFACTION FACTORS MAY INCLUDE:-
1. COMPENSATION FUNCTION:-
It refers to provide equitable and fair remuneration to employees for
their contribution to the attainment of organizational objectives. It consists of
the fallowing activities.
JOB EVALUATION
It is process of determining the relative worth of job.
WAGES AND SALARY ADMINISTRATION
It implies developing and operating a suitable wage and salary
programs.
BONUS
It involves payment of bonus under the payment of bonus act 1965
as well as non-statutory bonus and other incentives.
[Type text]
34
2. WORK ENVIRONMENT:-
ELEMENTS OF WORK ENVIRONMENT:-
Work environment may be divided in to THREE broad components
physical, mental, social.
PHYSICAL ENVIRONMENT:-
Physical environment consist of lighting, ventilation, temperature noise level
and the like
Lighting:-
Adequate and proper lighting is essential for workers as it enables them to
work speed and accuracy. On the other hand, poor lighting causes eye
strain, mental fatigue, accidents and irritation. Natural or day light is the
ideal for work. But it is possible to work always and everywhere in the
natural daylight. Artificial electric lighting is often required. An artificial
lighting system should satisfy the fallowing requirements.
The light should be adequate enough for a person with normal
sight to see and recognize everything clearly and distinctly
The distribution of light should be uniform so as to avoid too
much glaze at certain places
Lighting should be constraint and it should not flicker
There should be no formation of shadows
[Type text]
35
Ventilation and Temperature:-
Stale air at the work place causes discomfort and fatigue to workers and
reduces their efficiency. Therefore ventilation is necessary to provide fresh
air. Temperature and humidity should not be extreme as these cause
discomfort and accidents. It is necessary to keep the air reasonably cool
and dry.
Noise:-
Noise means any kind of sound unpleasant to ears noise causes fatigue
and reduces efficiency of work therefore effort should be made to minimize
the level of noise. Noisy work and equipments should be separated from the
quitter work equipments.
SOCIAL ENVIRONMENT:-
Social environment refers to group to which a worker belongs with in large
forma. Work group workers form informal group of their own. Workers
develop a sense of belonging to their group.
3. CO -WORKERS RELATION:-
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 tent to be dissatisfied. Job satisfaction is generally high an
individual is accepted by his peers and he has a high need for affiliation.
[Type text]
36
4. SUPERVISION:-
Considerate supervision tends to improve job satisfaction of workers. A
considerate supervisor takes personal interest in his the subordinates and
allow them to participate in the decision making process. However
authoritarian people may be more satisfied under the supervision of high
status and strongly directive leaders.
5. OCCUPATIONAL LEVEL:-
The higher level of the job in organizational hierarchy the greater the
satisfaction of individual. This is because positions at higher level are
generally better paid more challenging and provide greater freedom of
operation. Such jobs carry greater prestige; self control and need satisfied
followed by salaried workers were the least satisfied with their jobs.
6. PROMOTION:-
Concept of promotion:-
Promotion refers to advancement of an employee to a higher post carrying
greater responsibilities higher status and better salary. It is the upward
movement of an employee in the organization hierarchy, to another jobs
commanding greater authority higher status and better working conditions. It
improves their jobs satisfaction and motivation by providing greater income,
status and responsibilities.
[Type text]
37
7. TRAINING:-
Training is the process of knowledge and skills for doing a particular job.
The purpose of training is basically to gap between job requirements and
present competence of employee. It is never ending or continues process.
Training is closely related with education job satisfaction and development
of employee morale.
8. CAREER PLANNING
Objectives of Career Planning:-
Career planning seeks to achieve following aims.
To attract and retain the right type of persons in the organization.
To map out careers of employee suitable to their ability and their
willingness to be trained and their willingness to be trained and
development for higher positions.
To ensure better use of human resource through more satisfied
and productive employees.
To have a more stable work force by reducing labors turnover and
absenteeism.
ADVANTAGES OF JOB SATIFACTION:-
1. Improved Attitudes :
The attitudes of workers are improved through job satisfaction study. IT
acts as a safety value release one’s emotions by expressing their emotions
during the course survey.
[Type text]
38
2. Determining Training Needs :
It determines the training needs of the employees and the supervisors.
During the course of survey, it can be well established in what areas, the
employees are dissatisfied.
CONSEQUENCES OF JOB SATISFACTION
Research has concluded that there is a relationship between job
satisfaction and performance of the employees. Thus, job satisfaction or job
dissatisfaction is an important concern of the management. High job
satisfaction may lead to improved productivity, decreased turn over,
improved attendance, reduced accidents, less job stress and less
unionization.
1. Job Satisfaction and Employee Turnover
Unlink the relationship between satisfaction and performance,
research has concluded a moderate relationship between job satisfaction
and turnover. High employee turnover is a matter of concern for the
management as it disrupts the normal operations and continuous
replacement of employees who leave the organization is costly and
technically undesirable.
2. Job Satisfaction and Absenteeism
It has been conclusively proved that there is an inverse relationship
between job satisfaction and absenteeism. When satisfaction is high,
absenteeism is low and when satisfaction is low, absenteeism is high. Less
[Type text]
39
satisfied employees are more likely to be absent from work due to
avoidable reasons. This is known as voluntary absenteeism as against
unavoidable absenteeism which is due to illness or other emergency
reasons.
3. Job Satisfaction and Union Activities
It has been proved that satisfied employees are generally not
interested in unions and they do not perceive them necessary. Job
dissatisfaction has proved to be the major cause of unionization.
4. Job Satisfaction and Safety
When people are dissatisfied with their jobs, company and
supervisors, they are more prone to experience accidents. An underlying
reason for this is that dissatisfaction takes one’s attention away from the
task at hand and leads directly to accidents. A satisfied worker will always
be careful and attentive towards his job, and the chances of accidents will
be less.
5. Job Satisfaction and Stress
Job stress is the body’s response to any job-related factors that
threatens to disturb the person’s equilibrium. In the process of experiencing
stress. The employee’s inner state changes. Prolonged stress can cause
the employee serious ailments such as heart disease, ulcer, blurred vision,
lower back pain, dermatitis, and muscle aches.
[Type text]
40
CONSEQUENCES OF STRESS
The consequences can be studied under three categories:
a) Physical
b) Attitudinal
c) Behavioral
6. Other Effects of Job Satisfaction
In addition, there are a number of other effects brought about by high
satisfaction. Highly satisfied employees tend to have better physical and
mental health, learn the new job related tasks easily, have less job stress
and unrest. Such employees will become more co-operative such as
helping coworkers, helping customers etc. Such behavior will improve unit
performance and organizational effectiveness.
SUMMARY
The effectiveness of an organization largely depends on the extent of job
satisfaction opportunities are made available to employee, which enable them to
realize their growth potential and also to make significant contribution towards
achievement of organization objectives at the earliest. Job satisfaction is to
integrate the individual’s goals with organization.
[Type text]
41
NEED FOR THE STUDY:-
The job satisfaction is psychological feeling of person. It is a personal
feeling of an employee towards his job.
It is difficult to evaluate the satisfaction level of an employee. Because it is
intangible and complex assemble of cognitions and emotional and also
differs from one person to another person.
From the available tools, an attempt is made to evaluate the satisfaction
level among the employee of Tirumala Dairy Ltd to possible extent.
OBJECTIVES:-
To study the satisfaction level of employees in TIRUMALA MILK
PRODUCT PVT, LTD.
To study the work environment in TIRUMALA MILK PRODUCT PVT,
LTD.
To study the level of motivation on the Job
To study the level of employees performance.
[Type text]
42
SCOPE OF THE STUDY:-
The research covers a major organization. This organization is well
known for the best performance throughout the nation. Therefore, to lend a
comprehensive study to this research work Tirumala milk products pvt.ltd.
The movement of employees with the objectives set hypothesis framed and
the results were tested by employing percentage method of statics.
It covers the departments of HR, Finance and Production.
It covers the all technical employees.
LIMITATIONS OF THE STUDY:-
The schedule used for the purpose of collecting the opinions of employees
has the following limitations.
1. Time span is limited to 45days.
2. A sample size is limited to 150 respondents.
3. Majority respondents not interested to fill questionnaire.
4. Certain terms used for the purpose of the study are new to the respondents
as they are not in general use.
5. In the process of data collection some of the respondents have expressed
difficulty in answering the schedule.
6. The present study is confined to a sample of employees in Tirumala milk
products pvt ltd.
METHODOLOGY
[Type text]
43
SOURCES FOR DATA COLLECTION :-
1. PRIMARY DATA :
It is collected directly by the company and Approaching of different
levels of heads and managerial people. Responses collected with the help
of the schedule administered to the employees and management of
Tirumala milk products pvt ltd is the main primary source of data for this
research work. The primary data are collected in three phases. In the first
phase, the purpose and objectives of study are explained to them and
requested to go through the schedule thoroughly. In the second phase,
doubts of the respondents about the contents of the schedules are collected
from the respondents by holding further discussions to elicit additional
information.
2. SECONDARY DATA :
It can be collected through company libraries, books, news papers,
Maxine’s and websites. The secondary sources of data are collected from
the magazines, journals, bulletins, web sites and annual reports, etc.,
published by the organization .In addition to these, several structured
interviews, and unstructured interviews, have also been conducted with
experts on the subject and also a number of persons who are connected in
one way or other, either directly to know about job satisfaction of the
employees.
[Type text]
44
COLLECTION OF DATA :-
A questionnaire with a set of questions was constructed and
administered to the sample employees of the organizations to elicit first hand
information relating to the job satisfaction of employees at Tirumala
milk products pvt ltd.
Data should be collected in different ways as
Informal interviews
Questionnaires
Direct observations.
SAMPLE SIZE :-
Data is collected from ‘150’ respondents. This is a sample from total
population of employees.This response may consider as the total people opinions,
because of lack of time.The sample size was put ‘150’ chosen from various
functional areas of the organization. Stratified random sampling system has been
followed to select employees of Tirumala milk products pvt. Ltd.
Data Analysis and Inference
[Type text]
45
1. What is your opinion on the company’s objectives?
Table: 1
Chart: 1
Inference: From the above chart it is clear that most of the employees
[Type text]
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Excellent 20 13.33%2 Better 30 20%3 Good 60 40%4 Satisfied 40 26.67%5 Poor 00 0%
Total 150 100%
46
are agree that the objectives are good in TMPPL. From that 13% are Excellent, 20% are Better, 40% are Good and 27% are Satisfied.
2. What is your opinion on your working conditions?
Table: 2
Chart: 2
Inference: From the above chart it is clear that most of the employees are agree that the working conditions are good in TMPPL.
13% are Excellent, 20% are Better, 47% are Good, 13% are Satisfied and 7% are Poor.
[Type text]
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Excellent 20 13.33%2 Better 30 20%3 Good 70 46.67%4 Satisfied 20 13.33%5 Poor 10 6.67%
Total 150 100%
47
3. Do you satisfied with the policies, rules and regulations of the company?
Table: 3
Chart: 3
[Type text]
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Average 50 33.330%2 Satisfied 100 66.67%3 Poor 00 0%
Total 150 100%
48
Inference: From the above chart it is clear that most of the employees are agree that the policies, rules and regulations are good in TMPPL. From that 33% are Average and 67% are Satisfied.
4. On what basis you have been selected?
Table: 4
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Interviews 70 46.67%2 Employee reference 30 20%3 Consultancies 00 00%4 Campus Selections 10 6.67%5 Interviews &
Employee reference40 26.67%
Total 150 100%
Chart: 4
[Type text]
49
Inference: From the above chart it is clear that most of the employees are agree that the selection process is good in TMPPL. From that 47% are interviews, 20% are employee reference, 6% are campus selections, 27% are interviews and employee reference.
5. What type of training programmes were provided to you?
Table: 5
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 On the job 120 80%2 Off the job 30 20%
Total 150 100%
Chart: 5
[Type text]
50
Inference: From the above chart it is clear that most of the employees are agree from that the training programes are good in TMPPL. From that 80% are On the job and 20% are off the job training.
6. Inter relationship between you and your sub-ordinate?
Table: 6
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Outstanding 10 6.67%2 Very Good 90 60%3 Good 40 26.67%4 Average 10 6.67%5 Below Average 00 0%
Total 150 100%
Chart: 6
[Type text]
51
Inference: From the above chart it is clear that most of the employees are agree that the relationships are good in TMPPL. From that 7% are Out standing, 60% are Very good, 27% are Good , 7% are Average.
7. Type of relationship between you and your superior?
Table: 7
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Outstanding 10 6.67%2 Very Good 30 20%3 Good 100 66.67%4 Average 10 6.67%5 Below Average 00 0%
Total 150 100%
Chart: 7
[Type text]
52
Inference: From the above chart it is clear that most of the employees are agree that the relations are good in TMPPL.From that 7% are Out standing, 20% are Very good, 66% are Good, 7% are Average.
8. Do you agree that the communication flow is good in the company?
Table: 8
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Strongly agree 50 33.33%2 Agree 90 60%3 Undecided 10 6.67%4 Disagree 00 00%5 Strongly disagree 00 00%
Total 150 100%
[Type text]
53
Chart: 8
Inference: From the above chart it is clear that most of the employees are agree that the communication flow is good in TMPPL. From that 33% are Strongly agree, 60% are Agree and 7% are Undecided.
9. Do you satisfied with the placement of people regarding their skills & knowledge?
Table: 9
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 150 100%2 No 00 00%
Total 150 100%
Chart: 9
[Type text]
54
Inference: From the above chart it is clear that most of the employees are agree from that the placement of people is good in TMPPL. From that 100% are satisfied with the placement of people.
10. Working in TMPPL is really helping to your carrier growth?
Table: 10
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Strongly agree 30 20%2 Agree 90 60%3 Undecided 00 00%4 Disagree 30 20%5 Strongly disagree 00 00%
Total 150 100%
Chart: 10
[Type text]
55
Inference: From the above chart it is clear that most of the employees are agree working in TMPPL is really helpful to carrier. From that 20% are Strongly agree, 60% are Agree and 20% are Disagree.
11. Have you satisfied with your salary & benefits?
Table: 11
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 130 86.67%2 No 20 13.33%
Total 150 100%
Chart: 11
[Type text]
56
Inference: From the above chart it is clear 87% are Satisfied, and 13% are Not satisfied with the salary and benefits which are provided by the TMPPL.
12. Do you satisfied with the promotions, transfers will be based on the performance?
Table: 12
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Satisfied 90 60%2 Average 60 40%3 Poor 00 00%
Total 150 100%
[Type text]
57
Chart: 12
Inference: From the above chart it is clear that 60% are Satisfied and 40% are Average with promotions and transfers In TMPPL.
13. Are they providing you any awards and rewards regarding your performance?
Table: 13
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 70 46.67%2 No 80 53.33%
Total 150 100%
[Type text]
58
Chart: 13
Inference: From the above chart it is clear that 47% are Satisfied and 53% are Not satisfied with the awards and rewards In TMPPL.
14. Do you agree that the performance appraisal helps you to get job satisfaction?
Table: 14
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Strongly agree 60 40%2 Agree 60 40%3 Undecided 30 20%4 Disagree 00 00%5 Strongly disagree 00 00%
Total 150 100%
[Type text]
59
Chart: 14
Inference: From the above chart it is clear that 40% are Strongly agree, 40% are Agree and 20% are Undecided about the appraisal system In TMPPL.
15. At what level you satisfied with the motivation?
Table: 15
S.NO PARTICULARS NO. OF
RESPONDENTS% OF RESPONDENTS
1 Excellent 60 40%2 Very good 90 60%3 Good 00 00%4 Average 00 00%5 Below average 00 00%
Total 150 100%
[Type text]
60
Chart: 15
0
10
20
30
40
50
60
70
80
90
100
Excellent Very good Good Average Belowaverage
Inference: From the above chart it is clear that 40% are Excellent, 60% are Very good with the motivation level of TMPPL.
16. Do you agree that management helps to the employees?
Table: 16
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Strongly agree 40 26.67%2 Agree 100 66.67%3 Undecided 00 00%4 Disagree 10 6.67%5 Strongly disagree 00 00%
Total 150 100%
[Type text]
61
Chart: 16
Inference: From the above chart it is clear that most of the employees are agree that the management helps to the employees of TMPPL. From that 27% are Strongly agree, 67% are Agree and 6% are Disagree.
17. Is the company giving any opportunity to take your participation in decision making?
Table: 17
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Strongly agree 40 26.670%2 Agree 100 66.67%3 Undecided 00 00%4 Disagree 10 6.67%5 Strongly disagree 00 00%
Total 150 100%
[Type text]
62
Chart: 17
Inference: From the above chart it is clear that 27% are Strongly agree, 67% are Agree and 6% are disagree in the involvement In decision making In TMPPL.
18. At what level appraisal system gives the satisfaction on job?
Table: 18S.NO PARTICULARS NO. OF
RESPONDENTS% OF RESPONDENTS
1 Excellent 10 6.67%2 Very good 60 40%3 Good 60 40%4 Average 20 13.33%5 Poor 00 0%
Total 150 100%
Chart: 18
[Type text]
63
Inference: From the above chart it is clear that 7% are Excellent, 40% are Very good, 40% are Good and 13% are Average with the appraisal systemI in TMPPL.
19. Are they asking you any suggestions regarding changes to be done in the company?
Table: 19
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 90 60%2 No 60 40%
Total 150 100%
Chart: 19
[Type text]
64
Inference: From the above chart it is clear that 60% are Satisfied, 40% are Dissatisfied with the involvement of people in decision making In TMPPL.
20. Are they providing any development assistance in the company?
Table: 20
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 100 66.67%2 No 50 33.33%
Total 150 100%
Chart: 20
[Type text]
65
Inference: From the above chart it is clear that 67% are Agree and 33% Are Disagree with developmental assistance In TMPPL.
21. Are you satisfied with your position in this company?
Table: 21
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 150 100%2 No 00 00%
Total 150 100%
Chart: 21
[Type text]
66
Inference: From the above chart it is clear that 100% are Satisfied With the position of people In TMPPL.
22. In your opinion job in this company is?
Table: 22
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Outstanding 00 00%2 Very Good 80 53.33%3 Good 40 26.27%4 Average 30 20%5 Below Average 00 00%
Total 150 100%
Chart: 22
[Type text]
67
0
80
4030
00%
53.33%
26.27%
20%
0%
0 20 40 60 80 100
Outstanding
Very Good
Good
Average
Below Average
NO. OF RESPONDENTS % OF RESPONDENTS
Inference: From the above chart it is clear that 53% are Very good, 27% are Good and 20% are Average with the job in this company Of TMPPL.
23. What is your opinion on strategies to overcome stress in the company?
Table: 23
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Excellent 20 13.33%2 Very Good 40 26.67%3 Good 60 40%4 Average 20 13.33%5 Below Average 10 6.67%
Total 150 100%
Chart: 23
[Type text]
68
Inference: From the above chart it is clear that most of the employees are agree that the strategies to overcome stress in TMPPL is good. From that 13% are Excellent, 27% are Very good and 40% are Good, 13% are Average and 7% Below average.
24. Job satisfaction is helps to improve performance?
Table: 24
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Yes 140 93.33%2 No 10 6.67%
Total 150 100%
Chart: 24
[Type text]
69
Inference: From the above chart it is clear that 93% are Agree and 7% Are Not satisfied with the job satisfaction of employees in TMPPL.
25. Which principle do you follow for promotion, increments & incentives?
Table: 25
S.NO PARTICULARS NO. OF RESPONDENTS
% OF RESPONDENTS
1 Merit Based 50 33.33%2 Seniority Based 20 13.33%3 Merit & Seniority 80 53.33%
Total 150 100%
[Type text]
70
Chart: 25
Inference: From the above chart it is clear that the organization has to prefer for promotions and incentives of 33% are Merit, 13% are seniority 53% are Merit and seniority In TMPPL.
FINDINGS
1. The objectives are good in TMMPL.
2. The people are satisfied with the policies, rules & regulations of TMPPL.
3. Most of the people are recruited with the help of employee references &
Interviews.
[Type text]
71
4. The people are satisfied with their salaries & wages.
5. The company is conducted training programmes with in the company
itself.
6. The management is very helpful and supportive to the employees.
7. The management is conducted regular meetings for the increments and
Incentives of the employees of TMPPL.
8. The managerial people are taken strategies to over come stress in
TMPPL.
9. The people are promoted to next cadar based on their seniority.
10. The management is providing medical benefits to the employees of
TMPPL.
SUGGESTIONS
1. The organization has to change the process of recruitment.
2. The company has to provide opportunity to participate in decision making.
3. To create trade unions and tripartisms in Tmppl for strengthen of workers.
4. To built training institutions for providing better training to the employees.
5. The company has to give rewards and awards to their performances of work
[Type text]
72
in the organization.
6. The Tmppl has to introduce new products with the help of product
differentiation.
7. The company has to change the distribution network. To construct own
parlous for direct sale.
8. To maintain a notice board in front of gate, it consists of all programmes of
managerial people.
9. To put special hours for visitors as daily/weekly.
CONCLUSION
Job satisfaction of its workers means a work force motivated and
committed to high quality performance. Increase productivity the
quantity and quality of output per hour worked seems to be a by
product of improved quality of working life.
[Type text]
73
From the findings and suggestions and conclude that employees are
satisfied about working conditions , work environment ,fringe benefits,
training programs, solving problems the to employees.
Finally, I would like to conclude that TMPPL is taking good care to the
employee’s .The management attitude towards employees is appreciable.
A study on ‘Job Satisfaction’ of Employees in Tirumala DiaryQuestionnaire
Employee Name: Salary:Age: Experience:Designation: Gender:Male/Female
1. What is your opinion on the company’s objective? [ ]a) Excellent b) Better c) Goodd) Satisfied e) Poor
2. What is your opinion on your working conditions? [ ]
[Type text]
74
a) Excellent b) Better c) Goodd) Satisfied e) Poor
3. Do you satisfied with the policies, rules and regulations of the company? [ ]
a) Average b) Satisfied c) Poor
4. On what basis you have selected? [ ]a) Interviews b)Employee reference c)Consultanciesd) Campus Selections e) A & B
5. What type of training program es were provided to you? [ ]a) On the Job b) Off the Job____________ ____________
6. Inter relationship between you and your sub-ordinate? [ ]a) Outstanding b) Very Good c) Goodd) Average e) Below Average
7. Type of relationship between you and your superior? [ ]a) Outstanding b) Very Good c) Goodd) Average e) Below Average
8. Do you agree that the communication flow is good in the company? [ ]a) Strongly agree b) Agree c) Undecidedd) Disagree e) Strongly Disagree
9. Do you satisfied with the placement of people regarding their skills & knowledge? [ ]
a) Yes b) No
10. Working in TMPPL is really helping to your carrier growth? [ ]a) Strongly agree b) Agree c) Undecidedd) Disagree e) Strongly Disagree
11. Have you satisfied with your salary & benefits? [ ]a) Yes b) No
12. Do you agree with the promotions, transfers will be based on the performance? [ ]
a) Satisfied b) Average c) poor
13. Are they providing you any awards and rewards regarding your
[Type text]
75
performance? [ ]a) Yes b) No
14. Do you agree that the performance appraisal helps you to get job satisfaction? [ ]
a) Strongly agree b) Agree c) Undecidedd) Disagree e) Strongly Disagree
15. At what level you satisfied with the motivation? [ ]a) Excellent b) Very good c) Goodd) Average e) Below Average
16. Do you agree that management helps to the employees? [ ]a) Strongly agree b) Agree c) Undecidedd) Disagree e) Strongly Disagree
17. Is the company giving any opportunity to take your participation in decision making? [ ]
a) Strongly agree b) Agree c) Undecidedd) Disagree e) Strongly Disagree
18. At what level the appraisal system gives satisfaction on job? [ ]a) Excellent b) Very good c) Goodd) Average e) Poor
19. Are they asking you any suggestions regarding changes to be done in the company? [ ]
a) Yes b) No
20. Are they providing any development assistance in the company? [ ]a) Yes b) No
21. Are you satisfied with your position in this company? [ ]a) Yes b) No
22. In your opinion job in this company is? [ ]a) Outstanding b) Very Good c) Goodd) Average e) Below Average
23. What is your opinion on strategies to overcome stress in the company? [ ]
a) Excellent b) Very good c) Good
[Type text]
76
d) Average e) Below Average
24. Job satisfaction helps to improve performance (output)? [ ]a) Yes b) No
25. Which principle do you follow for promotions, increments and incentives? [ ]
a) Merit Based b) Seniority Based c)Merit&Seniority
Any Suggestions Please:
1. 2. 3.
Place:Date: SIGNATURE
BIBILOGRAPHY
1. P.SUBBA RAO, personal and human resource management,
Himalaya publishing house, New Delhi.
[Type text]
77
2. R.D.Agarwall, dynamics of personal management in India, Tata Mc
graw Hill publishing company, New Delhi.
WEBSITES:
1. http:// www.job satisfaction.com.
2. http:// www.milk industry.com.
3. http:// www.thirumala milk products.com
[Type text]