A project report on an assessment of job satisfaction

AN ASSESSMENT OF JOB SATISFACTION". THE PRACTICE OF HUMAN RESOURCE MANAGEMENT.

CONTENTS EXECUTIVE SUMMERY

CHAPTER-1

Introduction of HRM 01

Job Satisfaction 04

CHAPTER-2

a). Company Profile 24

b). 1). Research Objective 52

b). 2). Methodology 53

b). 3). Sampling Population 55

b). 4). Data Collection of Employees 56

b). 5). Sources of Data Collection 57

b). 6). Analysis of Results 58

b). 7). Period of the Study 59

b). 8). Uniqueness of the Study 60

b). 9). Limitations of the Study 61

CHAPTER-3

Data Analysis and Interpretation 62

CHAPTER-4

Findings 86

Recommendations 88

Conclusions 89

ANNEXTURE

Model of Questionnaire 90

Coding Sheet 94

Babasabpatilfreepptmba.com Page 3




EXECUTIVE SUMMERY:

The study conducted on the job satisfaction with an

unique title "AN ASSESSMENT OF JOB SATISFACTION". THE

PRACTICE OF HUMAN RESOURCE MANAGEMENT. The study was

conducted in Shree D.K.S.S.K.N. CHIKODI.

Job satisfaction is defined as "the extent to which

people like (satisfaction) or dislike (dissatisfaction) their

jobs"(Spector,1997,p.2) This definition suggests job

satisfaction is a general or global affective raction that

individuals hold about their job.

The D.K.S.S.K.N. Chikodi was registered in the year

1969 and started at crusrtins 1974.The Plant is located at

Nandi Village of Chikodi in of Belgaum district . It is registered

undu. The Mullystate Co-op Act laws 2100 she members.

The population of the study is all the workers that

are working in The D.K.S.S.K.N. Chikodi.

For the purpose of Project work sample of 100

employees or respondents have covered. Also while

administering Questionnaire care was taken to ensure that the

sample ration is the representative of the population.

The study concludes with an view that, attitude of

workers towards job is an important factor for future

development of the company.



CHAPTER - 1



THE CONCEPT OF HRM:

Human Resource Management is defined as the “

The policies and practices involved in carrying out the “people”

or Human Resource aspects of management position, including

recruiting, screening, training, rewarding, Job satisfaction and

appraising”.

What exactly is ‘human resource management’?

Many people find HRM to be a vague and elusive concept-not

least because it seems to have a variety of meanings. This

confusion reflects the different interpretations found in articles

and books about human resource management. Human

Resource Management in a Business Context includes a

reasoned discussion on this topic.

Additional notes: Townely (1994) argues that much

of the confusion over the role of human resource managers is

due to two factors:-

1. The conflict between the ‘welfare’ tradition of personnel

management and the strategic orientation of modern

HRM.

2. A gender divide between:

- ‘ female’ or ‘soft personnel management (particularly

in respect of the welfare tradition) at lower

management and administrative levels:

-‘male’ hard-nosed human resource managers within upper

management or corporate headquarters.

She contends that the gender issue should be taken

further than ‘counting the number of women’ into an

examination of language, role divisions and power. In

particulars, Townley (1994) holds that gender is inherent in



how ‘personnel’ has become a subject of study. In the UK the

professional institution has had several different titles since it

was founded as the Welfare Workers Association in 1913.

Currently it is the Chartered Institute of Personnel and

Development, having been unable to face the ultimate change

to a name which parallels the Australian Human Resource

Institute (AHRI) or the Society for Human Resource

Management (SHRM) in the USA.

Townley (1994) points to the debate about

consequences of the name on employment prospects” ‘

debates centered on the image projected-welfare was thought

to reflect the feminine’. The consequence was that more

‘strenous terms’ were used: in 1924 it became Industrial

welfare Workers; in 1931 it changed to Institute of Labour

Management; in 1946, the Institute of Personnel Management,

a title which remained for the next half century. Throughout

the last century there has been a polarisation between male

and female aspects of people management. As an example,

Townely cites industrial relations as a male preserve in the

1960s and 70s, whereas training was mainly staffed by

females.

More recently, she believes that: “The present

division between personnel and HRM… equally reflects the

same gendered elements. Put bluntly, the focus of HRM- an

agenda, in the main, prescribed by men-has been



imprtant’men in one filed talking to, reflecting and reporting on

important ’men in another.”



FUNCTIONS OF HRM:

The Human Resources Management (HRM) function

includes a variety of activities, and key among them is

deciding what staffing needs you have and whether to use

independent contractors or hire employees to fill these needs,

recruiting and training the best employees, ensuring they are

high performers, dealing with performance issues, and

ensuring your personnel and management practices conform

to various regulations. Activities also include managing your

approach to employee benefits and compensation, employee

records and personnel policies. Usually small businesses (for

profit or nonprofit) have to carry out these activities

themselves because they can’t yet afford part- or full- time

help. However, they should always ensure that employees

have—and are aware of—personnel policies which conform to

current regulations. These policies are often in the form of

employee manuals, which all employees have.

Note that some people distinguish a difference

between HRM ( a major management activity) and HRD

( Human Resource Development, a profession). Those people

might include HRM in HRD, explaining that HRD includes the

broader range of activities to develop personnel inside of

organizations, including, eg, career development, training,

organization development, etc.

There is a long-standing argument-about where HR

related functions should be organized into large organizations,

eg, “ Should HR be in the Organization Development

department or the other way around?”

The HRM function and HRD profession have

undergone tremendous change over the past 20-30 years.

Many years ago, large organizations looked to the “Personnel



Department,” mostly to manage the paperwork around hiring

and paying people. More recently; organizations consider the

“HR Department”as playing a major role in staffing, training

and helping to manage people so that people and the

organization are performing at maximum capability in a highly

fulfilling manner.

( The publications, Field Guide to Leadership and

Supervision for Business and Field Guide to Leadership and

Supervision for Nonprofit Staff, include comprehensive

guidelines about effectively managing human resources in

organizations.)



JOB Satisfaction:

Job satisfaction is defined as “ the extent to which

people like (satisfaction) or dislike (dissatisfaction) their jobs” (

Sept, 1997, p.2). This definition suggest job satisfaction is a

general or global affective reaction that individuals hold about

their job. While researches and practitioners most often

measure global job satisfaction, there is also interest in

measuring different “ facets” or “dimensions” of satisfaction.

Examination of these facet conditions is often useful for a more

careful examination of employee satisfaction with critical job

factors. Traditional job satisfaction facets include: co-workers,

pay, job conditions, supervision, nature of the work and

benefits.

Job satisfaction is in regard to one’s feelings or

state-of-mind regarding the nature of their work. Job

satisfaction can be influenced by a variety of factors, eg, the

quality of one’s relationship with their supervisor, the quality of

the physical environment in which they work, degree of

fulfillment in their work, etc.

(To my knowledge, there is no strong acceptance

among researchers, consultants, etc., that increased job

satisfaction produces improve job performance—in fact,

improved job satisfaction can sometimes sit around all day and

do nothing. That may make them more satisfied with their

“work” in the short run, but their performance certainly didn’t

improve.)



Employee satisfaction :

have always been important issues for physicians.

After all, high levels of absenteeism and staff turnover can

affect your bottom line, as temps, recruitment and retraining

take their toll. But few practices ( in fact, few organizations)

have made job satisfaction a top priority, perhaps because

they have failed to understand the significant opportunity that

lies in front of them. Satisfied employees tend to be more

productive, creative and committed to their employers, and

recent studies have shown a direct correlation between staff

satisfaction and patient satisfaction, Family physicians who can

create work environment that demands quality and cost

efficiency. What’s more, physicians, may even discover that by

creating a positive workplace for their employees, they’ve

increased their own job satisfaction as well.

Meaning of Job satisfaction:

Job satisfaction refers to a persons feeling of

satisfaction on the job which acts at a motivation to work. It is

not the self satisfaction happiness or self

both satisfaction and dissatisfaction were seen as

function of the perceived relationship between what one

prevail it as offering one entailing.

Herzberg’s theory :

In the late 1950s, Frederick Herzberg, considered by

many to be a pioneer in motivation theory, interviewed a group

of employees to find out what made them satisfied and



dissatisfied on the job. He asked the employees essentially two

sets of questions:

1. Think of a time when you felt especially bad about your

job. Why did you feel that way?

2. Think of a time when you felt especially bad about job.

Why did you feel that way?

From these interviews Herzberg went on to develop

his theory that there are two dimensions to job satisfaction:

motivation and “hygience” (see “Two dimensions of employee

satisfaction” ). Hygiene issues, according to Herzberg, cannot

motivate employees but can minimize dissatisfaction, if

handled properly. In other words, they can only dissatisfy if

they are absent or mishandled. Hygiene topics include

company policies, supervision, salary, interpersonal relations

and working conditions. They are issues related to the

employee’s environment. Motivators, on the other hand, create

satisfaction by fulfilling individuals’ needs for meaning and

personal growth. They are issues such as achievement,

recognition, the work itself, responsibility and advancement.

Once the hygiene areas are addressed, said Herzberg, the

motivators will promote job satisfaction and encourage

production.



Applying the theory:

To apply Herzberg’s theory to real-world practice,

let’s begin with the hygiene issues. Although hygiene issues

are not the source of satisfaction, these issues must be dealt

with first to create an environment in which employee

satisfaction and motivation are even possible.

Company and administrative policies. An

organization’s policies can be a great source of frustration for

employees if the policies are unclear or unnecessary or if not

everyone is required to follow them. Although employees will

never feel a great sense of motivation or satisfaction due to

your policies, you can decrease dissatisfaction in this area by

making sure your policies are fair and apply equally to all. Also,

make printed copies of your policies- and-procedures manual

easily accessible to all members of your staff. If you do not

have a written manual, create one, soliciting staff input along

the way. If you already have a manual, consider updating it

(again, with staff input). You might also compare your policies

to those of similar practices and ask yourself whether

particular policies are unreasonably strict or whether some

penalties are too harsh.

Supervision. To decrease dissatisfaction in this area,

you must begin by making wise decisions when you appoint

someone to the role of supervisor. Be aware that good

employees do not always make good supervisor. The role of

supervisor is extremely difficult. It requires leadership skills

and the ability to treat all employees fairly. You should teach

your supervisors to use positive feedback whenever possible

and should establish a set means of employee evaluation and

feedback so that no one feels singled out.



The old adage “you get what Think of a time when

you felt you pay for” tends to be true when it especially good

about you job. Why did you feel that way comes to staff

members. Salary is not a motivator for employees, but they do

want to be paid fairly. If individuals believe they are not

compensated well, they will be unhappy working for you.

Consult salary surveys or even you local help- wanted ads to

see whether the salaries and benefits you’re offering are

comparable to those of other offices in your area. In addition,

make sure you have clear policies related to salaries, raises

and bonuses.

Interpersonal relations :

Remember that part of the satisfaction of being

employed is the social contact it brings, so allow employees a

reasonable amount of time for socialization (e.g., over lunch,

during breaks, between patients). At the same time, you

should crack down on rudeness, inappropriate behavior and

offensive comments. If an individual continues to be disruptive,

take charge of the situation, perhaps by dismissing him or her

from the practice.

Working conditions.

The environment in Even a nice chair can make a

which people work has a tremendous world of difference to an

effect on their level of pride for themselves individual’s psyche

and for the work they are doing. Do everything you can to

keep you equipment and facilities up to date. Even a nice chair

can make a world of difference to an individual’s psyche. Also,

if possible, avoid overcrowding and allow each employee his or



her own personal space, whether it be a desk, a locker, or even

just a drawer, if you’ve placed your employees in close

quarters with little or no personal space, don’t be surprised

that there is tension among them.

Before you move on to the motivators, remember

that you cannot neglect the hygiene factors discusses above.

To do so would be asking for trouble in more than one way.

First, your employees would be generally unhappy, and this

would be apparent to your patients. Second, your hardworking

employees. who can find jobs elsewhere, would leave, while

your mediocre employees would stay and compromise your

practice’s success. So deal with hygiene issues first, then move

on to the motivators:



Work itself :

Perhaps most important to employee motivation is

helping individuals believe that the work they are doing is

important and that their tasks are meaningful. Emphasize that

their contributions to the practice result in positive outcomes

and good health care for your patients. Share stories of

success about how an employee’s actions made a real

difference in the life of a patient, or in making a process better.

Make a big deal out of meaningful tasks that may have

become ordinary, such as new-baby visits. Of course

employees may not find all their tasks interesting or

rewarding, but you should show the employee how those tasks

are essential to the overall processes that make the practice

succeed. You may find certain tasks that are truly unnecessary

and can be eliminated or streamlined, resulting in greater

efficiency and satisfaction.

Achievement:-

one premise inherent in Herzberg’s theory is that

most individuals sincerely want to do a good job. To help them,

make sure you’ve placed them in position that use their

talents and are not set up for failure. Set clear, achievable

goals and standards for each position , and make sure

employees know what those goals and standards are.

Individuals should also receive regular, timely feedback on

how they are doing and should feel they are being adequately

challenged in their jobs. Be careful, however, not to overload

individuals with challenges that are too difficult or impossible,

as that can be paralyzing.





Recognition:-

Individuals at all levels of the organization want to

be recognized for their achievements on the job. Their success

don’t have to be monumental before they deserve recognition,

but your praise should be sincere. If you notice employees

doing something well, take the time to acknowledge their good

work immediately. Publicly thank them for handling a situation

particularly well. Write them a kind note of praise. Or give

them a bonus, if appropriate. You may even want to establish a

formal recognition program, such as “ employee of the

month”.

Responsibility.

Employees will be more motivated to do their jobs

well if they have ownership of their work. This requires giving

employees enough freedom and power to carry out their takes

tasks so that they feel they “own” the result. As individuals

mature in their jobs, provide opportunities for added

responsibility. Be careful, however , that you do not simply

add more work. Instead, find ways to add challenging and

meaningful work, perhaps giving the employee greater

freedom and authority as well.

Advancement :

Reward loyalty and Employees will be more

performance with advancement. Motivated to do their jobs well

if not have an open position to which to they have ownership

of their promote a valuable employee, consider work giving

him or her a new title that reflects the level of work he or she



has achieved. When feasible, support employees by allowing

them to pursue further education, which will make them more

valuable to your practice and more fulfilled professionally.



Two dimensions of employee satisfaction :

Frederick Herzberg theorized that 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 employee.

Hygiene issues (dissatisfies)

Company and administrative policies

Supervision

Salary

Interpersonal relations

Working conditions.

Motivators ( satisfiers)

Work itself

Achievement

Recognition

Responsibility

Advancement

Motivators, such as recognition and achievement,

make worker more productive, creative and committed.



Key points :

Employee satisfaction affects every aspect of Industries

Reputation Employee Satisfaction Leads to overall

productivity.

Frederick Herzberg theorized that employee satisfaction

has two dimensions.

“ hygiene” and motivation.

Hygiene issues, such as salary and supervision, decrease

employees’ dissatisfaction with the work environment.



What managers need to do?

Job satisfaction and its relationship to dispositional

factors supports the notion that managers must concentrate

on employing the right people for the organization in order to

maximize on the possibility that employees will be satisfied.

Satisfied employees will stay with the company for a relatively

long period. Thus, they must concentrate on removing

dissatisfiers from the workplace to enable employees to get on

with their own satisfaction in an environment that is conducive

to achieving both their own needs and those of the

organization.



The workplace and satisfaction :

Harry One’s man discusses a retrospective Gallup

study of one million employees in North America. This study

showed that the elements in the workplace that contribute to a

state of job satisfaction are all “group-level” items. Group-level

items are those that relate to workplace relationships with

colleagues, managers and workplace friends. In the study

there were twelve core elements which were important in job

satisfaction and which had an influence on attracting and

retaining the most productive employees. These are

summarized as follows, in order importance:

1. Do I know what is expected of me at work?

2. Do I have the materials and equipment I need to do my

work right?

3. At work, do I have the opportunity to do what I do best

every day?

4. In the past seven days, have I received recognition of

praise for good work?

5. Does my supervisor or someone else at work seem to

care about me as a person?

6. Is there someone at work who encourages my

development?

7. At work, do my opinions count?

8. Does the mission of my company make me feel like my

work is important?

9. Are my co-workers committed to doing quality work?

10. Do I have a best friend at work?

11. In the past six months, have I talked with someone

about my progress?



12. At work, have I had the opportunity to learn and

grow?

Job satisfaction is an attitude that employees have

about their work and is based an numerous factors, both

intrinsic and extrinsic to the individual. Job satisfaction is

important from the perspective of maintaining and retaining

the appropriate employees within the organization; it is about

fitting the right person to the right job in the right culture and

keeping them satisfied 1.2.

Today’s business environment is characterized by

weak economies, rapidly changing technology, organizational

re-engineering, shortened length of tenure, and outsourcing of

peripheral business activities. The pharmaceutical industry is

reflective of this environment. Under these circumstances,

managers should concentrate on removing source of

dissatisfaction from the workplace in order to keep employees

busy, productive and satisfied. At the same time, employees

need to take responsibility for their own satisfaction in their

job.2



In creasing job satisfaction is important for its

humanitarian value and for its financial benefit (due to its

effect on employee behavior). As early as 1918, Edward

Thorndike explored the relationship between work and

satisfaction in the Journal of Applied Psychology.

Bavendam Research has included measures of job

satisfaction in all our employee surveys. Clear patterns have

emerged.

Employees with higher job satisfaction:

believe that the organization will be satisfying in the

long run.

Care about the quality of their work

are more committed to the organization

have higher retention rates, and

are more productive.



Define Your Terms :

Be precise. Vague terms like “morale” often include

elements of satisfaction, commitment, desire to quit,

communication, etc A major business magazine quoted a CEO

who consistently confused job satisfaction with complacency. A

lack of conceptual clarity makes it difficult to learn anything

useful or precise.

A single construct or multiple dimensions.

One area of disagreement is whether job

satisfaction has multiple dimension Researchers like porter

and Lawyer define job satisfaction as a unidimensional

construct; that is you are generally satisfied or dissatisfied with

your job. In contrast, Smith, kendall and Hulin argue that job

satisfaction is multidimensional; that is you may be more or

less satisfied with your job, your supervisor, your pay your

workplace, etc

For the purposes of our work, we follow porter &

Lawyer and define job satisfaction as people’s affective

(emotional) response to their current job conditions. We also

carefully distinguish job satisfaction from its consequence.

Desire to stay with an organization is not a symptom f job

satisfaction, it is a consequence of job satisfaction. As an

independent factor desire to stay is also affected by other

factors such as employees’ job security expectation about their

future success in the organization ,etc.



Sources of confusion

Negative is strong than positive.

Dissatisfaction seems to be more motivating than

satisfaction .In a similar way, people often react more

immediately and visibly to pain than to a pleasant stimulus.

Diminishing returns:

Frequently, there is not a simple relationship

between satisfaction and its consequent. For example: the

greater the dissatisfaction, the greater the motivated to quit.

Once people are basically satisfied, they are no longer

motivated to quit. How will their behavior be different if they

are wildly satisfied with their jobs? They will still not be

motivated to quit. Thus, once employees are satisfied with

jobs, being wildly satisfied may not produce significantly

different behavior. This effect can cause managers to under–

estimate just how motivating job satisfaction really is.

What are the statistically significant factors that affect

job satisfaction?

Bavendam Research identified six factor that

influenced job satisfaction when these six factors were high,

job satisfaction was high. When the six factors were low, job

satisfaction was low. These factors are similar to what we have

found in all organizations.


Job Satisfaction is influenced by:

Opportunity

Strees

Leadership

Fair Rewards

WorkStandards

AdequateAuthority


Opportunity.

Employees are more satisfied when they have

challenging opportunities at work. This includes chances to

participate in interesting projects; jobs with a satisfying degree

of challenge and opportunities for increased responsibility.

Important; this is not simply “promotional opportunity”. As

organizations have become flatter, promotions can be rare.



people have found challenge through projects. Team

leadership, special assignment-as well as promotions.

Actions:

promote from within when possible.

Reward promising employees with roles on interesting

projects.

Divide jobs into levels of increasing leadership and

responsibility.



It may be possible to crate job titles that

demonstrate increasing levels of expertise which are not

limited by a viability of positions they simply demonstrate

achievement .

Stress.

When negative stress is continuously high, job

satisfaction is low. Jobs are more stressful if they interfere with

employees’ personal lives or are a continuing source of worry

or concern.

Actions:

promote a balance of work and personal lives. Make

sure that senior managers model this behavior.

Distribute work evenly (fairly )within work teams.

Review work procedures to remove unnecessary

“red tape”or bureaucracy.

Manage the number of interruptions employees

have ti endure while trying to do their jobs.

Some organizations utilize exercise or “fun” breaks

at work.

Leadership.

Employees are more satisfied when their manager are

good leaders. This includes motivating employees to do a good

job, striving for excellence or just taking action.

Actions:



Make sure your managers are well trained. Leadership

combines attitudes and behavior. It can be learned.

People respond to managers that they can trust and

who inspire them to achieve meaningful goals.



Work standards.

Employees are more satisfied when their entire

workgroup takes pried in the quality of its work.

Actions:

Encourage communication between employees and

customers. Quality gains importance when employees

see impact on customers.

Develop meaningful measures of quality. Celebrate

achievements in quality.3

Trap:

Be cautions of slick “packaged” campaigns that are

perceived as superficial and patronizing.

Fair Rewards.

Employees are more satisfied when they feel they

are rewarded fairly for the work they do. Consider employees

responsibilities, the effort they have put forth, the work they

have done well and the demands of their jobs.

Actions:

Make sure rewards are for genuine contributions to the

organization.

Be consistent in your reward policies.



If your wages sure competitive, make sure employees

know this.

Reward can include a variety of benefits and perks

other than money.

As an added benefit, employees who are rewarded

fairly, experience less stress.

Adequate Authority.

Employees are more satisfied when they have adequate

freedom and authority to do their jobs.

Actions:

When reasonable:

Let employees make decisions.

Allow employees to have input on decisions that will

affect them.

Establish work goals but let employees determine how

they will achieve those goals. Later reviews may identify

innovative “best practices.”

Ask, “If there were just one or two decisions that you

could make, which ones would make the biggest

difference in your job?”



Thesecret :

One thing that makes humans unique is ability to

focus energy. Whether to heat a home or to cut steel with a

laser, focusing energy where it’s needed produces significant

results. As a manager, you need to know what is important

problem is more likely to produce measurable benefits to the

organization.

The actual cases unique to your organization can

only uncovered through a proper analysis. Bavendam research

Inc. has developed a survey process that identifies underlying

cases of the factors such as:

Retention/turnover

Productivity

Teamwork

Communication

Job satisfaction

and much more.

You can chose from standard, semi-custom

analyses. We even help you manage the improvement projects

once they begin.



CHAPTER – 2



INDUSTRIAL PROFILE



INDUSTRY PROFILE

India has been known as the original home of sugar

and sugarcane. Indian mythology supports the above fact as it

contains legends showing the origin of sugarcane.

India is the second largest producer of sugarcane

next to Brazil. Presently, about 4 million hectares of land is

under sugarcane with an average yield of 70 tones per

hectare.

India is the largest single producer of sugar

including traditional cane sugar sweeteners, khandsari, and

Gur equivalent to 26 million tones. Even in respect of white

crystal Sugar, India has ranked No. 1 position in 7 out of last 10

years.

Traditional sweeteners Gur & Khandsari are

consumed mostly by the rural population in India. In the early

1930’s nearly 2/3 rd of sugarcane production was utilized for

production of alternate sweeteners. Gur & khandsari. With

better standard of living and higher incomes, the sweetener

demand has shifted to white sugar. Currently, about 1/3rd

sugarcane production is utilized by the Gur & khandsari

sectors. Being in the small scale sector, these two sectors are

completely free from controls and taxes which are applicable

to the sugar sector.

The advent of modern sugar processing industry in

India began in 1930 with grant of tariff protection to the Indian

sugar industry. The number of sugar mills increased from 30 in

the year 1930 -31 to 135 in the year 1935-36 and the



production during the same period increased from 1.20 lakhs

tones to 9.34 lakhs tones under the dynamic leadership of the

private sector.

The era of planning for industrial development

began in 1950-51 and Government lay down; targets of sugar

production and consumption, licensed and installed capacity,

sugarcane production during each of the Five Year Plan

periods. The targets and achievements during various plan

periods are given below.

GROWTH OF INSTALLED CAPACITY OVER THE YEARS

Year No. of factories in operation

Installed capacity (L/tones)

Actual sugar production (L/tones)

1950-51 139 16.7 11.0

1955-56(I) 143 17.8 18.9

1960-61(II) 174 24.5 30.2

1965-66(III) 200 32.3 35.4

1973-74(IV) 229 43.1 39.5

1978-79(V) 299 59.1 58.4

1985-86(VI) 339 72.7 70.2

1990-91(VII) 377 98.5 120.5

1995-96(VIII) 415 127.6 164.3

1999-2000 423 161.8 182.0

2000-2001 437 168.2 185.1

2001-2002 433 176.8 185.3

2002-2003 453 180.0 201.0

2003-2004(E) 461 185.0 170.0



2004-2005 190 205.0 192.0

E-Estimated

The small size new units licensed by the government

were supported with a scheme of announced on 25th

November, 1975 known as Sampth committee Incentive. It

provides r percentage of free sale quota to both new sugar

factories and expansion in existing in existing units. This I to a

mushrooming growth of relatively small sized sugar units in

the county.

Under the policy of licensing, Government initially

permitted small sized new units of 1250 capacity only and later

on increased the minimum economic size of plant to 2500 TCD.

Similarly capacity expansions initially allowed up to 3500 TCD

only were subsequently raised to 1 TCD and finally these

expansion limits were withdrawn in 1990.

As a result, the industry has grown horizontally with

an all India per unit average capacity of 500 TCD. As against

this, this has been consolidation and move towards larger per

unit capacity I over the world, as would be evident from the

following table



STATEMENT SHOWING DISTRIBUTION OF SUGAR MILLS WITH CANE CRUSHING CAPACITY AND SUGAR PRODUCTION PER UNIT IN VARIOUS COUNTRIES

Country No. of units Average cane crushing per day (tones)

Average cane crushing per unit (tones)

Thailand 45 10307 140540

Australia 28 9216 183321

Brazil 213 9168 64018

South Africa 13 6877 137769

Mexico 67 4749 71015

Colombia 10 4590 214900

Cuba 156 4229 45538

Hawaii 9 4111 44111

Mauritius 16 3195 42970

India 430

*Based on 1998-99

2527 35000

Source: High Power Committee

Government enacted the Sugar Development Fund

Act & Rules which provide for levy of. Per qtl. Of sugar known

as Sugar Development Fund (SDF). The SDF is utilized for

granting term loans to sugar mills for modernization and

grants of research projects in the sugar r besides creation of

buffer stocks as and when required to ensure price stability. A



number of I are in the process of expanding their capacities

and modernizing their plant with the assistance: from SDF.

Government delicensed sugar sector in August,

1998. It is now open to entrepreneurs to set up r mills without

a license but at a distance of 15 kms away from the existing

factory. Sugar unit’s r free to expand their capacity and also

put up higher capacity new units. This should help to

consolidate and expand their capacities wherever cane

potential exists

NT POSITION

I Indian Sugar industry am the second largest agro-processing industry in the country.

No. of sugar factories established 507

Total Capital Employed Rs. 50,000 Crores

Total Annual Turnover Rs. 25,000 Crores

Total Payment to Cane growers Rs. 18,000 Crores

Contribution to Central & State Exchequers

Rs. 17,000 Crores + 800 Crores

Direct Employment: Rural Educated 5.00 Lakhs

Farmers / Families involved in Sugarcane (7.5% of Rural

Population)

45 Million

In global sugar economy, the Indian sugar industry has

achieved a number of milestones.

Largest Sugar Producer in 7 out of 10 years.



Second Largest Area under Cane/Cane Production.

Amongst the cost-effective industries with its field cost

(Sugar cane) being the second lowest, despite small land-

holdings and low productivity

Fourth efficient processor of sugar despite low capacity of

its sugar plants as compared to very large-size plants in

other parts of the world.

POLICY

The present policy of partial decontrol 10% of

production by each unit is supplied for public distribution

system i.e. as levy sugar at Govt. notified prices admittedly

below 20% of the actual cost of production. The levy sugar is I

to the public irrespective of their economic status. The balance

90% is sold in the free market against monthly\issued by the

Government. This policy has been continuing since 1967-68

except for brief periods of de-control me during the years of

surplus production and accumulated sugar stocks.

Government announces the Statutory Minimum

Price (SMP) for sugarcane every year based on

recommendations of the Commission for Agricultural Costs and

Prices (CACP). In the year 3-04, Government announced Rs.

73.00 per quintal linked to a basic recovery of 8.5%. For every

1% increase in recovery, the grower gets a premium of

Rs.0.85./qtl. In actual practice, the sugar pays much higher

prices than SMP.



COMPANY PROFILE



COMPONY PROFILE

The farmers in this area were very eager to have sugar

factory. Most of the villages in Chikodi, Raibag and Athani

Taluka have fertile land and are situated near by Krishna River.

The founder Shree Chidanand. B. Kore and chief promoter

Shree Shantappa. Y. Mirji felt it necessary to start the factory

in this area and the factory was registered by the support of

Shareholders on 5th March 1969.

The factory is located 10 Kms away from Chikodi town in

Belgaum District.

INDUSTRIAL LICENCE NUMBER

1. The factory was got industrial license number for its

original project as 1-25/N-250/CC dated 16/10/1970.

2. For the first phase expansion factory got industrial

license number LI-450 (82) dated 05/07/1982 for the

2000 TCD.

3. For the second phase of expansion got industrial license

number as LI-408 (92) dated August 1992 for the

3500TCD.



COST OF THE PROJECTS

The factory spent Rs. 337.00 lakhs as its original project.

For the first phase expansion factory incurred cost of

Rs.349.00 lakhs

For the second phase expansion the factory spent of Rs.

2700.00 lakhs.

FACTORY STRUCTURE

Shree D.K.S.S.K as one of the best working co-operative

sugar factories in our state commencing it first production

during the year 1974-75 with an initial capacity of 1250 TCD. It

had expanded its capacity in 2 phases during 1984-85 and

during 1994-95. The present crushing capacity is 3500TCD;

through crushing capacity is 3500TCD and daily crushing on an

average 4500TCD.

AIMS & OBJECTIVE OF THE COMPANY

The object of the society is to encourage proper

development of Agricultural Industrial amongst members on

Co-operative lives by promotions of principal and methods of

Co-operative and joint forming methods so as to secure best

merits of modern large scale agriculture production to the

owners of lands and for this propose.



a) To encourage self-help, thrift and co-operate amongst

members.

b) To acquire lands either by way of purchase or otherwise

for cultivation of sugar cane and other cost and for

erection of building. Go downs staff quarters etc and for

installations of machinery’s.

c) To manufacture sugar jogger and their by products out of

sugar-cane grown and supplied by members of the

society and other and to sell the same to the best

advantage

d) To under take such other activities as are identical and

conductive to the development of the society etc

e) To acquire and install machinery for the utilization of the

product and buy raw material and sell finished product is

the course of utilizing and marketing the by products.

ADMINISTRATION DPAETMENT

The most of work of the department is future

planning as a standardization of time and work and dealing

with other companies.

The work of administration department is

conceptual decision taking with the permission of Chairman,

Director, M.D and senior manger.

ENGINEERING DEPARTMENT

In DKSSKN the engineering department looks after

mechanical, civil construction, improving production method,

simplifying of work and power generation, and also deals with



good working condition, maintenance of go down, installation

of machinery etc.

CANE DEPARTMENT

In DKSSK cane department deals with

registration of sugar cane with growers, good quality

maintenance, developing high yield varieties and also term

loans and subsides to the farmers who are growing sugar cane

for this company and now giving seeds of sugar cane to grow

variety sugar cane and this department has consultant to

consult sugar cane and I/p.

ACCOUNTS / FINANCE DEPARTMENT

The DKSSKN chikodi sugar company’s growth in term of

turnover and profitability besides investment in the block

assets and working capital has been satisfactory over a period

of time. Unless proper accounting of the various transactions

of the company taking place out systematically, the real

control on the various functional areas of the company will be

lost to management.

All the transactions of the company will be accounted on

the accrual basis only except where deviations are permitted

by the management through its accounting policies.

MAIN FUNCTIONS ARE AS FOLLOWS

Registration and scrutiny of sale orders pertaining to

equipment and spare parts.



Preparation and submission of invoice to customers for

payment.

Accounting of sales and sales realization.

Receipt of cash, cheque and bank drafts etc and issue of

official receipts for the same

Follow up are watch for transfer or receipt of funds to

and from regions or district offices.

Operation of bank accounts

Maintenance of journal, expense ledger and general

ledger.

DKSSK HAS SOME DEVELOPMENT PROGRAMME FOR

CANE

The unit is undertaking cane development programs,

which will be a part of its activities they are.

1) Loans are provided to formers to take up new variety

of cane activities

2) Subsidies are provided to formers.

3) Presumed and by products is supplied to former on

fertilizers free to work.

PROCESS DEPARTMENT

Process department is given integral part of the

organization. It looks after work of different process of sugar

cane into the consumer sugar.



PROCESS OF CANE

Cane will be crushed in five mills; juice will be

transferred to boiling stations. In the boiling station for the

purpose of purification sculpture and lime powder will be

added proportionality.

BY-PRODUCT OBTAINED AND USED FOR

The following by products are obtained from the process

1. Molasses: molasses is used in alcohol industry as chief

raw material and for feeds manufacturing.

2. Presumed: presumed is used for fertilizers.

3. Biogases: biogases is used in paper factory for

manufacturing paper and cardboard and used for boilers

for fairing purposes.

It is also used as fuel for producing electricity. It is used

for running high-pressure boilers.

PURCHESE DEPARTMENT

Purchasing procedure very concededly according to the

needs of the organization and authority delegated to porches

manager the successes of organization is based on effective



inventory management system and interrupted production

schedule this is achieved with adequate purchasing function.

OBJECTIVES

1. To receive purchase requisition from the stores

department production centers or any other authorized

sources.

2. To invite quotations from a number of suppliers.

3. To make arrangements for the purchase of appropriate

quantities at any given times.

4. To ensure the purchase of the correct quality under

trade or brand name by sample, description.

5. To follow up the orders placed.

6. To receive incoming suppliers, verity quantity test and

inspect them.

7. To arrange for the stores and issue of materials.

SOCIAL AND WELFARE ACTIVITY

It also know as personal department, which deals

with the workers or employees. In this department the main

role is sets the wage rate of workers, total house of work. It



also attends to the problem of the workers and also solves

turn.

The following are the facilities given to the employees or

workers.

1. Half an hours rest interval

2. Canteen facilities

3. Weekly holiday (every Sunday)

4. 15 days holiday in a year

5. 12 days casual leave in a year

6. 12 days sick leave in a year

7. Medical treatment

8. Provident fund

9. Employees pension

10. Death come retirement relief fund

11. Sport and recreation facilities etc



POLLUTION CONTROL PROGRAMME

To arrest fly ashes and dust emerged out of boilers

the factory has installed a machine called dust controller.

Further the factory has installed efficient treatment plant to

neutralize the efficient by using lime.

SHORT ANALYSIS

STRNGTHS:

Well established since long time.

Strong network from all aspects- location, transports, and

infrastructure.

Good financial supports whenever needed are provided

by both state and central governments.

Located in the heart of city.

Concept of multi joint-product.



New power plant, which is constructing now is needed for

future growth.

WEAKNESS:

Absent of motivating incentives.

Lot of training required for all levels of employees.

Improper planning of investment for future growth.

OPPORTUNATIES:

Can implement change in technology.

Frame proper policies and procedures.

Restructuring of manpower.

Re- engineering.

THREATS:

Other units.

Competition.

Decrease in sugar growth.

Diversified resources such as raw material due to many sub units

initialization.

MC KINSEY 7S MODEL



Hard Ss

The first three elements are strategy, structure and

system are considered as hardware of success, the meet four

elements are style, staff, skills and shared values / super

ordinate goals are the software of any company.

According to the 7’s model

1) STRATEGY


Structure

SharedValues

System

Strategy

Skills Style

Staff


The way in which a business aims to improve its

position in relation to its competition is embodies in its

strategy or the way of doing something in an

organization

In DKSSK, introduce new technologies and products

strategies importance in time with national objective to

improve quality reliability

Of products there by attaining the international

standards.

2) SYSTEM

System refers to how the production system,

distribution, information system and security system is

maintained in its company.

a. Production system

The process of production consisting of input of

sugar come and output of sugar.

b. Distribution system



The distribution system of the precuts produced is in the

following way;

Direct sales are made with in the state and outside the

state.

Indirect sales are made outside the country and the depot

sales are also made.

The producers are also sold directly to the consumers or

sold to the wholesales.

c. Information system

Structure of information system


CHAIRMAN

MANGING

SENIOR GENERAL

HEAD OF THE DEPARTMENT

SECTION


d. Security system

The DKSSK has strict security system.

In the maintenance of accounts after the record

have been closed, the records are kept in the room and closed

the room is opened only with permission of higher authority. If

the visitors went to inter they have to take prior permission

with the authority and after entering they are not suppose to

go any dept other then the department from whom they took

the permission.

3) STRUCTURE:

The following department carries out the general

admission of the company and this is downwards

communication in the company. The information flows from

the top level of management to the lower levels.

4) STYLE

The style which is portrayed to outside world is

derived from the style and behaviors exhibits inside

organization. The internal style of the organization effects new

staff feels things and does their jobs. Therefore an organization

is reflection of its structure.

5) SHERED VALUES /SUPER ORDINATE GOALS.



Shared values are refers to company policies. In

Mysore Sugar Company limited the following policies are

maintained.

Quality policies

Environment policies

T.P.M. policies (Total productivity management)

QUELITY POLICY

Quality leading to customer satisfaction shall be the top priority, this shall be achieved by complying to the requirements of the quality management system and continuously improve its effectiveness.

ENVIRONMENT POLICY

The DKSSK is committed to comply with the requirement of relevant environment regulation and standers by implementing environment management system and the continually improve its effectiveness.

TOTAL PRODUCTIVE MANAGEMENT

The DKSSK is committed in maximizing limited is committed in maximizing overall plants effectiveness to make Mysore sugar company a world class company through total productive manufactured by

Promoting automates maintenance culture. Involving all employees and building culture. Minimizing the losses and reduced the cost.

6) STAFFGood hard working citizen play essential role in the

development of nation. The employees are responsible for the successes are failure of company.



The company has totally 819 workers are working is the company. They are divided as follows

No. Of workers

1) Permanent worker 330 2) Seasonal workers 279

3) Consolidated worker 60

4) Daily wage worker 150

819

Company is playing salary of 60,00,000 per month to its workers.

7) SKILLS

Skills here refer to how the training will be given to the employees and employees. The training will be given in 2 months they are

a) On the job

This is one of the oldest methods; the individual place is on the regular job and taught the skill necessary to perform that job on the job training has the advantage of given first hand knowledge and experience under the actual working conditions. This training is given to employees.

b) Off the job

In this methods trainee is separated from the job situations and his attention is focused upon learning the related to his future job performance. There is an opportunity for freedom of expression for the trainees.



SHREE D.K.S.S.K.N.-CHIKODI,

Taluka – chikodi, dist.- Belgaum

Nmae of the Organization : Shree D.K.S.S.K.N.-

Chikodi.

Location : Nanadi Village.

Tal.-Chikodi, Dist.- Belgaum

Karnataka.

Redg. Office : Chikodi.

Ph. No. – 08338-276931 To 35

Fax : 08338 – 276105

E-Mail – [email protected]

Construction : Building Layout, Garden &

Light

Facilities.

Capacity : 5500 tones sugar cane

crashing / day.

20.7 M. W. Power Generation.

30 K.L.P.D. Restrified Spirit.

Turnover : 450 to 500 Crores / Anum.

Employees : 775.


mailto:[email protected]


Major Customers : All registered sugar

traders.

K.P.T.C.L.

All registered excise

contractors.

Competitors : Halsiddhanath S.S.K.N.

Shree Datta S.S.K.N. (Pvt Ltd.)

Ugar Sugar Workers.

Shree Guru Datta, Takali (Kolhapur).



PRODUCT PROFILE



PRODUCT PROFILE

PROCUREMENT

The factory obtains the sugarcane, which is

required from more than 1000 farmers and by the company

farms and others raw materials which are required for the

operation is taken from the vendor there vendors will be

evaluated on basis of price and quality and then the required

raw materials will be taken for the efficient vendors.

The transport of sugar cane from framers to the

factory will be engaged throng lorries, which will be taken

through bidding at time of harvesting, and also farmers

themselves supply by their own bullock carts or by tractors.

CANE WEIGHMENT

There are 12 outlaying weighbridges situated round

about Chikodi for delivering the sugarcane from the farmers.

Double check has been provided over the weigh of

cane transported from out stations.



OPERATIONS

The sugarcane, which is carried by lorries or other,

will be directly fed to the machine where the initial process

starts. At the starting point these are knives which cuts sugar

cane bunches into individual sugar care.

After this in the next step there are sharp cutter,

which cuts the sugarcane, bunches into very small pieces.

Then it will go to trade marbs (a series of rollers used for

crushing purpose) for crushing. Then the juice produced will go

for further processing and the Bagasse will be lift out their

itself. Then they add flocculent (used for mud setting) milk

sanitation etc and then after it will go through pans and

masscuite for this masscuite they will add sodium Hydro

Sulphite ( to bleach the masscuite ) and it will be separated out

and the molasses will be send to distillery and they white sugar

will be bagged.



BY PRODUCTS OF SUGAR MANUFACTURER

The chief by products of sugar manufacturing are

1. Bagasse

Bagasse is the by-product of sugar left behind after

cursing of sugar cane. It is used as a fuel in the sugar

factory boiler. Excess Bagasse finds use as raw materials

in paper manufacturing industry.

2. Molasses

Molasses is a by product of sugar refining chiefly

used for alcohol production. The entire molasses out

put is routed to the distillers unit, which is

maintained by the organization.

3. Press mud

Press mud is the by-product generated by cane

juice filtration during sugar manufacture, currently.

Press mud is used as a fertilizer in sugar cane

cultivation.



FLOW CHART OF SUGAR MANAFACTURING

Weighed cane-hauled to crushing yard

Cane unloaded on to the carrier

Cane cut into pieces

Crushed in successive mills

Juice treated with line and surplus dry chaff fed into boilers & Hearted as fuel

Subsider

Sucm clear juice

Filter cake used clear evaporatesAs manure juice

Concentrated syrup Surplus syrup to vacuum pans

Boiler to mane cite



Centrifugal

Sugar molasses

Bagging

Dispatching power alcohol portable alcohol

THE FOLLOWING STATEMENT SHOWING YEARLY SUGAR CANE CRUSHED, PRODUCTION AND AVERAGES.

Year CrushedSugar-cane

(inTones)

Production (in

Quintals)

Average

1974-751975-761976-771977-781978-791979-801980-811981-821982-831983-841984-851985-861986-871987-881988-891989-901990-91

980771600142204902304802423360139225182601249800225635113834224702305305377224485928407550469226522048

90604149667212088215961218769133360167758232040242258107200214334272887356579429835305114445883890888

10.8211.0910.4910.6710.0810.4410.8810.7010.5510.3210.1311.0810.4811.1011.1411.0510.56



1991-921992-931993-941994-951995-961996-971997-98 1998-991999-002000-012001-022002-032003-042004-05

468922409158405230544627637165396649638040833457890709720041734954805047421461494488

40578634292319326444103584600335792549762738170740086614749604005660312395310534334

11.5611.0412.5212.1710.8311.1711.5811.2812.0111.7011.8011.9010.2010.81





2.b1) Research Objective :

The main objective of the study is find the attitude of

employees towards job Satisfaction among the

employees of Shree D.K.S.S.K.N. Chikodi

To study about the employees moral in that company.

To study about their attitude regarding the working

conditions of the organisation.

To know about the employee recosnisation and rewards system in the organization.



METHODOLOGY

Our factory is situated in the R. S. No. 184, 185, 186 of

village Nandi. At times the surrounding land was purchased in

phases. Now different activities of the factory are going on in

159 acres of land. The road from Chikodi Examba and from

Chikodi, Ankali has been tarred. The facility of Govt. bus

schedules has been developed. Due to such facilities now the

3500 TCD power sugar factory with 20.7 Mega watt power unit

and 30 KLPD power discovery components are in operation.

Aryak sabatting machine ahgnment is in its last phase. These

are facilities like 200 hostels building and granted primary

schools one none granted convent school and a high school.

There is one social hall, one dining hall, Telephone booth. The

cite of factory has developed into a town. To express their

gratitude to the man, Shri. Chidanand Kore the Board of

Directors and the workers of the factory have established his

status infront of the office and have facilitated the workers the

people to express their gratitude to him.



ABOUT THE COMPANY

The construction of the factory was started after

receiving the order for commitment of construction. The

machinery of capacity 1250 M. Tones was purchased from M/.

Walchandnagar Industries at the cost of Rs. 146.50 lacks and

the assembly work was started. The assembly if machinery

started actually on 27.10.73. The assembly work was

completed within a period of 1 year.



OBJECTIVE OF SAMPLING

It should be representative of the population from which

it is drawn.

The information collected should be accurate. The quality

and degree of etails supplied through sample survey

investigation should be more exhaustive.

It should be able to utilize there sources available for

research investigation.

To obtain the desired data either with maximum precision

subject to given cost at minimum cost with prescribed

precision.

SELECTING A SAMPLE

The population of the study is all the workers that

are working in Shree D.K.S.S.K.N. CHIKODI.

For the purpose of Project work sample of 100

employees or respondents have covered. Also while

administering Questionnaire care was taken to ensure that the

sample ration is the representative or the population.

In collecting of data the questions were

administered orally by me or employees themselves convinced

interest in filling up the questionnaire.



2.b4) DATA COLLECTION OF EMPLOYERS :

The data was collected using the questionnaire. I

made a personal interview of the employees. With the help of

this questionnaire the data was collected.

a) Pre-Pilot Observation :

For the purpose of collecting the information of

the company I have personally met the heads of the

various departments and collected the information.

a) Final Observation.

The final information is collected through

questionnaire were the multidimensional questions were asked

to collect the information.



2.b5) SOURCES OF DATA COLLECTION.

a) Secondary Data :-

These are the sources where the data are

developed for some purpose other than the problem at hand

out are applicable to the present investigation.

I have referred some library books, general books,

magazines for my study considering above steps of data

collection methods. I have decided to collect the primary data

for my research work, because when our research project

needs more date we have to collect primary data.

b) Primary Sources :

Information, which we have been gathered for the

first time, called primary data, primary research can be

quantitative or qualitative.

I have selected the Survey method or Questionnaire method for collecting the primary data from the employees.



2.B6) ANALYSYS OF THE STUDY

Classification and Tabulation covered fragments of

observation and Responses into understandable and orderly

statistics suitable for future analysis and interpretation.

In the study the data gathered are usually in the

form of a heap of filled questionnaire. These are not I use

unless arranged in a systematic manner.

I have tried to analyze the data collected during my

survey work on The Attitude of JOB SATISFACTION in the

employees of shree D.K.S.S.K.N. CHIKODI

In the research I have observed that most of them

are proud to work in that organization.



2.B7) PERIOD OF THE STUDY :-

They Period of the study consists of two months

starting from May 15th 2006 to July 15th 2006.



2.B8) UNIQUENESS OF THE STUDY

The study was conducted on the unique topic i.e.

the Job satisfaction. The study concludes with an view that,

attitude of workers towards job is an important factory for

future development of the company.



2.b9) LIMITATIONS OF STUDY

There existed some respondents who refused to

respond and these respondents who did not participate in the

survey may be distinct and might have affected the result of

the study.

The sample was chosen randomly which might not

to be an actual representative of the total population, due to

which there may be an error.

The information given by few Employees were

deemed to the correct in the beginning and later on were

found to be partially incorrect which caused inconvenience.

Even after assuring the respondents that the data

will not be made public and will be used for the study only, still

they were heritable to reveal certain information.

Many of the respondents gave a negative the answer in order to finish the interview quickly, which has affected the study.



CHAPTER – 3



SHREE D.K.S.S.K.N.-CHIKODI,

Taluka – chikodi, dist.- Belgaum

Nmae of the Organization : Shree D.K.S.S.K.N.-

Chikodi.

Location : Nanadi Village.

Tal.-Chikodi, Dist.- Belgaum

Karnataka.

Redg. Office : Chikodi.

Ph. No. – 08338-276931 To 35

Fax : 08338 – 276105

E-Mail – [email protected]

Construction : Building Layout, Garden &

Light

Facilities.

Capacity : 5500 tones sugar cane

crashing / day.

20.7 M. W. Power Generation.

30 K.L.P.D. Restrified Spirit.

Turnover : 450 to 500 Crores / Anum.

Employees : 775.


mailto:[email protected]


Work Shifts : 3 Shifts / 8 hours per

shift

(no Holiday)



Q.1 ). Are you proud to work for the company?

Yes No

TABLE 1 : Number of employees to work in the company.

No. of respondents Percentage

Yes 73 73%

No 27 23%

Total 00 100%

INTERPRETATION :

First of all the employees must feel proud of themselves to work

in organization. So I have selected this as a first question in the questionnaire.

So among the 100 employees that I contacted 73% of the employees feel

themselves proud of working the organization, and remaining 27% of them are

not proud.


No. ofRespondent

s


Q.2). Do you think the company cares about its people?

Yes No

TABLE 2 : Number of employees thinking that the

company cares their

people.

Attributes No. of respondents

Percentage

Yes 71 71%

No 29 29%

Total 100 100%

INTERPRETATION :


No. ofRespondents

Attributes


Every organization has to cares its employees in all

aspects. In this organization 71% of the employees say that

the company cares them. But the other 29% of the employees

feel that the company will not care them.

Q.3 ). Are you optimistic about the future of the company?

Yes No

TABLE 3 : Views of employees regarding the optimistic about the future of the

company

Attributes No. of

respondents

Percentage

Yes 61 61

No 39 39

TOTAL 100 100

INTERPRETATION :

To tell about the optimistic of the future of the

company, 61% of the employees say that they are optimistic

about the future of the company. And 39% are not optimistic

about the future of the company.


Attributes

No. ofRespondents


Q.4) Do you feel that working for the company will lead to the

kind future you want ?

Yes No.

TABLE 4 : Table showing the employees future in the

company.

Attributes No. of

respondents

Percentage

Yes 72 72

No 28 28

TOTAL 100 100

INTERPRETATION :

Every one is not satisfied with everything. Some

feel that they have a future working in the company. But Some

feel that they don’t have any future with working in the

company. So amount the 100 employees I have surveyed 72%

of the employees say that they have a good future working in

the company.

Q.5) Do you feel more committed to a career with the

company this year than I did a year ago?


No. ofRespondents

Attributes


Yes No

TABLE 5 : Numbers of employees committed to a career with the company this

year than they did in the previous year.

Attributes No. of

respondents

Percentage

Yes 75 25

No 25 25

TOTAL 100 100

INTERPRETATION :

Amount the 100 employees surveyed 75 employees

say that they are more committed to a career with the

company this year than that they did in the previous year. And

other i.e. 25 employees say that they are not.


No. ofRespondents

Attributes


Q.6) Are you Satisfied with your job ?

Yes No.

TABLE 6 : Employees attitude regarding the job satisfaction.

Attributes No. of

respondents

Percentage

Yes 78 78

No 22 22

TOTAL 100 100

INTERPRETATION :

Amount the 100 employees surveyed most of them

say that they are satisfied with their job. i.e. 78 of them say

that they are satisfied with their jobs and remaining 22 of them

say that they are not satisfied with their jobs.


No. ofRespondents

Attributes


Q.7 ). Do you feel that they company is a strong

competitor in key growth areas?

Yes No No idea

TABLE 7 : Employees feeling that the company is a strong competitor in key

growth areas.

Attributes No. of

respondents

Percentage

Yes 45 45

No 24 24

No Idea 31 31

TOTAL 100 100

INTERPRETATION :

Most of them say the company is a strong

competitor in there field. Among the 100 employees surveyed

45 of them say Yes, 25 Say No, and the others say that they

don’t have a any idea of the competitor prevailing the market.


Attributes

No. of Employees



No. ofRespondents


Q.8) How much satisfied are you with that the leaders in your work environment are positive role models?

More satisfied Less Satisfied Dissatisfied

TABLE 8 : Employees attitude regarding that the leaders in their work environment are positive role models

Attributes No. of respondentsPercentage

More Satisfied 55 58Less Satisfied 26 26Dissatisfied 19 19

INTERPRETATION :

Here in all the remaining question I have used the

multidimensional question, because the may not be only

satisfied or dissatisfied they may be more satisfied, Less

satisfied.

In the table we see that 55 of them are more

satisfied with their leader who works in with them. 26 are less

satisfied and 19 are dissatisfied.


Attributes

No. ofRespondents


Q.9). How much satisfied are you with that your supervisor

keeps you well informed about what’s going on in the

company?

More satisfied Less Satisfied Dissatisfied

TABLE 9 : Employees attitude regarding that, their supervisors keep well informed about the happenings in the company.


More satisfied 31 31Less satisfied 36 36Dissatisfied 33 33

INTERPRETATION :

Many different activities happen in the organization everyone will not

know what is happening in the company. So it is the duty of the supervisors to

provide information to every one. So among 100 employees 31 of them are

more satisfied with the supervisors who give information about what happens

in the company. 36 of them are less satisfied and 33 of them are not satisfied.


Attributes

No. ofRespondents


Q.10). How much satisfied are you with that your views and participation are valued?

More satisfied Less satisfied Dissatisfied

TABLE 10 : Employees attitude regarding, that their views and participation are valued.



INTERPRETATION :

The participation of each and every employee in

organization is very important. The employees are motivated

when there view and participation are valued.

Among the 100 employees I surveyed 40 of them say they are more satisfied, 25 of them say that they are less satisfied, and 35 of them say they are dissatisfied.


Attributes

No. ofRespondents


Q.11). How much satisfied are you with the professionalism of the people with whom you work?

More satisfied Less satisfiedDissatisfied

TABLE.11: Attitude of employees regarding, the professionalism of the people with whom they work.

Attributes No. of respondents Percentage


INTERPRETATION:

56% of the respondents say that they are satisfied

with the professionalism of the people with whom they work.

And 21% of the respondents say that they are less satisfied

and 23% of the respondents sat they are dissatisfied the

professionalism of the people with whom they work.


Attributes


Q.12). How much satisfied are you with the team spirit in

your work environment?

More satisfied Less satisfied

Dissatisfied

TABLE-12: Attitude of employees regarding, the team spirit in

their work environment.


Percentage

More satisfied 53 53

Less satisfied 27 27

Dissatisfied 20 20


Attributes

No. ofRespondents

No. ofRespondents


INTERPRETATION:

There much be team spirit among the employees,

because it increases the efficiency of the worker regarding the

work. In the table we can see that 55% of the employees are

more satisfied with the team spirit in the work environment.

27% are less satisfied and 20% are dissatisfied.

Q.13). How much satisfied are you with the morale of the

people with whom you work?


Dissatisfied

TABLE-13: Employees attitude towards the morale of the with

whom they work.


Percentage



Dissatisfied 33 33


Attributes

No. ofRespondents


INTERPRETATION:

Among the 100 employees surveyed 40 of the

respondents say that they are more satisfied with the morale

of the people with whom they work. 27 of them say are less

satisfied, and 33 of the respondents say that they are

dissatisfied.

Q.14). How much satisfied are you with your own morale?

More satisfied Less satisfied Dissatisfied

TABLE-14: Employees attitude towards their own morale.

Attributes No.of

respondents

Percentage



Dissatisfied 18 18

INTERPRETATION:

42% of the Respondents say they are more satisfied with

their own morale.


Attributes

No. ofRespondents


40% of the respondents say they are less satisfied with

their own morale.

18% are dissatisfied.

Q.15). How much Satisfied are you with that your work

gives you a feeling of personal accomplishment?


Dissatisfied

TABLE-15: Employees attitude towards, their work giving

them a feeling of personal accomplishment.

Attributes No. of

respondents

Percentage



Dissatisfied 22 22

INTERPRETATION:

63% of the employees say that they are more satisfied

with their work, which gives them personal accomplishment.

15% of the employees are less satisfied.

And 22% of the employees are dissatisfied.


Attributes

No. ofRespondents


Q.16). How much satisfied are you with receive

appropriate recognition for your contributions?

More Satisfied Less Satisfied

Dissatisfied

TABLE 16 : Employees attitude towards, that they

receive appropriate recognition for their contribution.

Attributes No. of

respondents

Percentage

More Satisfied 41 41

Less Satisfied 38 38

Dissatisfied 21 21

INERPRETATION :

41% of the respondents say they receive a good recognition for their

contribution.


Attributes


38% of the respondents say they are less satisfied.

21% of the respondents say they are dissatisfied.



Q.17). How much Satisfied are you with the empowerment

you have to influence the quality of your work?


Dissatisfied

TABLE 17 : Attitude of employee towards the empowerment, and its influence

on quality of work.

Attributes No. of

respondents

Percentage



Dissatisfied 25 25

INTERPRETATION :


Attributes

No. of Respondents


57% of the respondents say they are More Satisfied with

the empowerment they have to influence on the quality of

work.

18 % of them say are Less Satisfied.

25% of the respondents say they are dissatisfied.

Q.18).How much Satisfied are you with your ability to

maintain a reasonable balance between your family life and

your work lift. ?


Dissatisfied

TABLE 18 : Employees attitudes towards their ability to maintain a reasonable

balance between their family and work left.

Attributes No. of

respondents

Percentage



Dissatisfied 14 14


Attributes

No. of Respondents


INTERPRETATION :

63% of the respondent’s option is that, they are more

satisfied with their ability to maintain reasonable balance

between their family and work lift. And 23% of the respondents

are less satisfied, and 14% of the respondents are dissatisfied.

Q.19). How much Satisfied are you with that compensation

matches your responsibilities.?


Dissatisfied

TABLE 19 : Employees attitude towards, the compensation

matching their respondents.

Attributes No. of

Respondents

Percentage



Dissatisfied 24 24


No. ofRespondents


INTERPRETATION :

31 % of the employee are more satisfied with the

compensation matching the responsibilities.

45% of them say they are less satisfied with the

compensation matching the responsibilities.

24% of them say they are dissatisfied.


Attributes

No. of Respondents


Q.20). How much Satisfied are you with your overall job

security?


Dissatisfied

TABLE 20 : Attitude of employees towards, their overall job security.

Attributes No. of Respondents Percentage



Dissatisfied 25 25

INTERPRETATION :

60% of the respondents are more satisfied with their

overall job security.

15% of the respondents are less satisfied with their

overall job security.

25% of the respondents are dissatisfied.

Q.21). How much satisfied are you with the amount and

frequency of informal praise and appreciation you receive from

your supervisor?


Dissatisfied


Attributes

No. ofRespondents


TABLE 21 : Employees attitude towards the amount and frequency of informal

praise and appreciation they receive from their supervisor.

Attributes No. of

Respondents

Percentage



Dissatisfied 22 22


Attributes

No. ofRespondents


Q.22). Considering the changes underway in the company,

which of the

following best describes your attitude?

I am enthusiastic and personally committed to the

changes.

I am willing to go along with the changes.

I am undecided this time.

I am not in favor of the changes.

TABLE 22 : Employee attitude towards the changes underway in the company

Attributes No. of Respondents Percentage

Enthusiastic and

personally committed

to changes.

23 23

Willing to go along the

changes

35 35

Undecided 15 15

Not in favor of change 27 27

INTERPRETATION :

23% of the respondents are personally committed

to changes.

35% are willing to go along the changes.

15% are still undecided.

27% are not in favor of changes.


Attributes


INTERPRETATION :

45% of the respondents are more satisfied with the

amount and frequency of informal praise and appreciation they

receive from your supervisor.

33% of the respondents are Less Satisfied with the amount and

frequency of informal praise and appreciation they receive

from your supervisor. 22% are dissatisfied.



CHAPTER – 4



FINDINGS :

In the survey it was found that seventy eight percent of the

respondents were satisfied With their Job.

In the survey it was found that 73 percent of the

respondents are proud of working in the company.

In the survey it was found that they are more satisfied with

their overall security, Among the 100 respondents I have

surveyed 60 of them are most satisfied.

According to the survey 64 percent of the respondents are

optimistic about the future of the company.

It was found that 72 percent of the respondents say that

they have better future in the company.

It was found that the company is strong competitor in the

key area, 45 percent of the respondents say that the

company is a strong competitor in the key growth area 24

percent say that it is not a strong competition prevailing in

the market.

In the survey it was found that only 31 percent of the

employees are more satisfied with that the supervisor keeps

them well informed about what's going on in the company,

36 percent of the respondents say that they are less

satisfied.



40 percent of the respondents say that there views and

participation are valued 25 of them say that they are less

satisfied. And 35 percent of the respondents dissatisfied.

In the survey it was found that most of them are less

satisfied with compensation they receive i.e. 45 percent of

the respondents say that they are less satisfied with the

compensation they receive in regard to their

responsibilities.

By observation it was found that the employees like the

system of Greeting the employees on their Birthday's and

Weddings Anniversary's.

It was found they like the training system of the company.



RECOMMENDATIONS :

The company has to give appropriate recognition to the

employees for their contribution. Since most of them (48%)

are grouped under Less Satisfaction. So measures have to be

taken place in order to recognize the employees for their

contribution. Most of the are less satisfied with their morale.

So measures have to be taken to increase the moral of the

employees.

There must be transparency in providing the appropriate

compensation which must match there responsibilities.

Whenever the company wants to make any changes consider

the employees. The Views of the employees should be

considered while making any changes.

The supervisors must inform all the employees about what's

going on in the company.



CONCLUSIONS :

The Objective of the study was the study about the

“attitude of the employees towards job satisfaction” in

D.K.S.S.K.N. Chikodi. The study helped in knowing how much

the employees are satisfied in the work environment. The

study is concluded with the view that, attitude of workers

towards job is an important factors for future development of

the company.

Shree D.K.S.S.K.N. is a company were more than

775 employees are working. The company is taking much of

the care about the employees. Most of the employees feel

themselves proud of working in such a big organization. The

company has to informed all employees about the happenings

that take place in the come.



ANNEXURE



QUESTIONNAIRE

Dear Sir / Madam

Name :

Address :

Designation :

Employee No. :

Q-1). Are you proud to work for the company?

Yes No

Q-2). Do you think the company cares about its people ?

Yes No

Q-3). Are Optimistic about future of the company?

Yes No

Q-4). Do you feel that working for the company will lead to the

kind future

you want ?

Yes No



Q-5). Do you feel more committed to a career with the

company this year that

I did a year ago?

Yes No

Q-6). Do you feel that the company is a strong competitor in

key growth

areas?

Yes No

Q-7). How much satisfied are you with your job?

Yes No

Q-8). How much satisfies are you with that the leaders in your

work

environment are positive role models?


Dissatisfied

Q-9). How much satisfied are you with that your supervisor

keeps you well

informed about what’s going on in the company?


Dissatisfied

Q-10). How much satisfied are you with that your views

and participation are

valued?




Dissatisfied

Q-11). How much satisfied are with the professionalism of

the people with

whom you work?


Dissatisfied

Q-12). How much satisfied are you with the teams spirit in

your work?


Dissatisfied

Q-13). How much satisfied are you with the morale of the

people with whom

you work?


Dissatisfied

Q-14). How much satisfied are you with your own morale?


Dissatisfied

Q-15). How much satisfied are you with that your work gives

you a feeling of

personal accomplishment?




Dissatisfied

Q-16). How much satisfied are with that you receive

appropriate recongnition

for your contributions?


Dissatisfied

Q-17).How much satisfied are with the empowerment you have

to influence the

quality of your work?


Dissatisfied

Q-18). How much satisfied are you with your ability to

maintain a reasonable balance between your family life &

your work life?


Dissatisfied

Q-19). How much satisfied are you with that your

compensation matches your

responsibilities?


Dissatisfied

Q-20). How much satisfied are you with your overall job

security?




Dissatisfied

Q-21). How much satisfied are you with the amount and

frequency of informal

praise and appreciation you receive from your

supervisor?


Dissatisfied

Q-22). Considering the changes underway in the company,

which of the

following best describe your attitude?

I am enthusiastic and personally committed to the

changes.

I am willing to go along with the changes.

I am undecided at this time.

I am not in favor of the changes.

Thank You,

Signature



COODING THE QUESTIONS FOR THE QUESTIONNAIRE






