M B A sem 1-modual 5

West Coast Pharmaceutical Works Limited

GROUP-9

Devang patel - 167780592015

Dhaval thakkar - 167780592019

Krushang patel - 167780592065

Pavan Sanghavi - 167780592090

Tejaswi jatta kaul - 167780592113

Jay thakkar - 167780592114

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communication

DEFINITION

• Two-way process of reaching mutual understanding, in which participants not only exchange (encode-decode) information, news, ideas and feelings but also create and share meaning.

• The imparting or exchanging of information by speaking, writing, or using some other medium.

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FORMS OF COMMUNICATION

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INTERNAL EXTERNAL

FORMAL

INFORMAL

Letters, reports, memo,e-mail.Follows company’s chain of command

Letters, reports Speeches, websites and newsreleases.

E-mail, face to face, phone calls.Do not follow chain of command.

Casual communication with suppliers, customers, investors and other outsiders.

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communication

Pre visit

[In group]

During visit

[Question answered by the

HR]

Post visit

[Report, presentation]

Pre communicationThe communication within the group members was totally informal communication.

Informal communication is sometimes called the grapevine and was included in conversations, mails, text messages and phone calls between group members.

Discussion between members includes-

INTERACTING

Interacting between members includes the exchange of ideas and thoughts regarding communication.

BRAINSTORMING

Brainstorming is a group creativity technique by which efforts are made to find a conclusion for a specific problem by gathering a list of ideas spontaneously contributed by its members.

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With the organizationThe members had a written as well as oral communication with the HR through email and through telephonic conversation.

The communication between the members and HR was done through-

Emails Telephonic conversation Messages Visit

A Questionnaire was prepared for understanding the communication within the organisation which was answered by the HR.

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Communication flow

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CEO

DIRECTOR

PRODUCTION MANAGER

EMPLOYES

FINANCE MANAGER

ACCOUNTANT

VICE DIRECTOR

SALES MANAGER

MARKETING MANAGER

(MR)

Internal communicationThis organization has internal as well as external communication.

The INTERNAL COMMUNICATION includes two types

According to the survey, the most preferred mode of communication is written between the employees and the management.

The written communication includes-

House journal Email Newsletter Notice Reports

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oral written

The oral communication is least preferred due to its disadvantage of bad listening. It includes-

Intercom Conferences and Seminars Meeting

The internal communication flow is from the top level management to middle level management to bottom level management.

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External communicationExternal communication is the transmission of information between a business and other person or entity in the company's external environment.

The external environment includes- Customers Financiers and suppliers Educational institutions General public

The organisation’s communication with external area includes-

Publications Company’s policies Memorandum

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Post CommunicationDuring the visit to the organization and the Questionnaire filled by the HR, communication was conducted in 2 ways-

• REPORT - A report was presented which included all the

details regarding the communication format within the organisation.

• PRESENTATION- A formal presentation was made by the group

members.

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COMMUNICATION BARRIERSCertain barriers faced during communicating with the organization

• The Financial data of the organization was not easily available to the outside public.

• The company includes workforce from varied culture which leads to problem in language differences and communication within the company.

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Principle of management

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Define Management

“The process of planning, organizing, leading and controlling the work of organization members and of using all available organization resource to reach stated organizational goal.”

In simple terms we can say that management is art of getting things done through people.

Process of Management

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Planning

Organizing & staffing

Leading

Controlling

PlanningDetermines the course of action to be followed in the future to accomplished organizational objectives.

In every organization planning is important to accomplish the desired goal.

Planning is different strategy for work at different level in every organization there is different levels of work and according to that plan their activities.

Planning in west coastShort term planning

Day to day business planning Production target Daily expense control Arrangement of resources for daily

activity

Long term planning

Vision Mission

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Planning in west coast Pharma

In pharmaceutical industry they follow day to day planning for activities.

For making the strategies they arranged the daily meeting with the concern department and according to that they set the planning for that day.

They used benchmarking in planning process.

Benchmarking means a measurement of the quality of an organization's policies, products, programs, strategies, etc., and their comparison with standard measurements, or similar measurements of its peers.

VISION AND MISSION

Vision is to be leader by providing high quality products with the best service in the industry.

Mission is to discover, develop and market the products with the total customer satisfaction through excellent technology.

“Health is wealth and we are committed to bring health to your life”

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OrganizingIt is a systematic process of structuring, integrating, coordinating task goals, and activities to resources in order to attain objectives.

Types of organizing structure Line organizational functional authority organizational Line and staff organizational Committee organizational Divisional organizational Matrix organizational Hybrid organizational

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Organizing in west coast

In west coast pharmaceutical they follow matrix organization.

Matrix organization

It is a company structure in which the reporting relationships are set up as a grid, or matrix, rather than in the traditional hierarchy. In other words, employees have dual reporting relationships - generally to both a functional manager and a product manager.

They also support the modern structure like team structure in their organization.

Types of production

1. Job production

2. Batch production

3. Mass production

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West coast pharma follow batch production

Batch production means a manufacturing process in which components or goods are produced in groups (batches) and not in a continuous steam.

Batch production

Advantages Less boredom for employees because they are working on more than one product Business can make and offer a variety of product

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StaffingFor staffing organization has two resources i.e. Internal External

West coast pharma is using external resource for recruiting.

In external resources– advertisement in different channels– E advertisement– educational institutes– Labour contractors – employee referrals etc

Staffing process in west coast Following are the steps in recruiting or selection

process Preliminary screening Checking through references Group discussion Personal interview Medical check ups

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Staffing in west coast

Orientation is the part of recruitment process ii is initial process that provides easy access to basic information, programs and services, gives clarification and allows new employees to take an active role in their organization.

TrainingThere are two types of training to be provided to the

Employee i.e.

On the job training

Off the job training

Training in west coast

In the west coast pharma they provide on the job training to the employee.

On the job training taking place in a normal working situation.

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Methods for on the job training Job rotation Coaching Job instructions Committee assignments Internship training

Promotions are given on the basis of performance and experience in the company.

LeadingLeading is the use of influence to motivate employees to achieve organizational goals.

Three components make up the leading function: Motivating employees Influencing employees Forming effective groups. The leading process helps the organization

move toward goal attainment

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ControllingIt is the process of ensuring that actual activities conform to planned activities.

Controlling process Establishment of standards Measurement of performance Comparison of actual and standard

performance Taking remedial actionControlling in west coast

In first step the output standard are to be set.

Performance of the employee is relatively measured.

Concurrent control is followed by the company

Concurrent control means a management technique used to monitor processes and behaviors to ensure they conform to regulations and standards. The monitoring takes place during the

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process or activity, often in real time, with the goal of making adjustments to prevent errors.

Controlling in west coast

Employee discipline system

It is best way to correct employee performance problems. It's also the best way to protect against wrongful termination lawsuits.

Employee discipline system may be reprimand or progressive

Controlling is done in all the fields like finance, purchasing and inventory

Controlling in west coast

In financial control they prepare the budget to control over the flow of finance.– cash budget – cash flow statement– break even analysis – audit process is carried out

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Purchasing control is productivity tool

Leveraging buying power, Committing to a small number of suppliers, working together in supplier-purchaser partnerships are the trends in purchasing control.

Controlling in west coast

Inventory control is to ensure that inventory is just the right size to meet performance needs, thus minimizing the cost.

Methods of inventory control:

Economic order quantity : it is the number of units that a company should add to inventory with each order to minimize the total costs of inventory—such as holding costs, order costs, and shortage costs.

Just in time :is an inventory strategy companies employ to increase efficiency and decrease waste by receiving goods only as they are needed in the

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production process, thereby reducing inventory costs.

ORGANISATIONAL BEHAVIOUR

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ORGANISATIONAL BEHAVIOUR• A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.

• O.B. is the study of human behavior

• The study is about behavior in the organization

• Knowledge about human behavior would be useful in improving an organization's effectiveness.

• OB helps understand the causes of problem, predict its causes and control its consequences.

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Main concepts in OB

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ORGANISATIONAL CULTURE• Organization culture refers to a system of shared meaning held by members that distinguishes the organization from the other organizations.

• why to study organizational culture of an organizations (reasons):

1. Organization culture can have significant impact on a firm’s long-term performance.

2. Organization culture foster commitment to corporate values.

3. It creates a sense of commonality, identity.

4. it creates a social system.

5. It also has impact on job satisfaction as well productivity of the employees, groups, and organization as a whole.

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Characteristics of organizational culture1. Innovation and risk taking: The degree to which employees are encouraged to be innovative and take risks.

2. Attention to details: The degree to which employees are expected to exhibit precision, analysis, and attention to details.

3. Outcome orientation: The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them.

4. People orientation: The degree to which management decisions take into consideration the effect of outcomes on people within the; organization.

5. Team orientation: The degree to which work activities are organized around teams rather than individuals.

6. Aggressiveness: The degree to which people are aggressive and competitive rather than easygoing.

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7. Stability: The degree to which organizational activities emphasize maintaining the status quo.

Culture in west coast pharm. Ltd.• The research conduct in west coast pharmaceuticals LTD. in Ahmedabad.

A survey has been done in west coast Pharma. Ltd. Through questionnaire.

A sample of 40 employees is selected randomly.

Research signifies following things about the culture of the organization: A score of 165 has been calculated by adding the responses by the respondents. A score below 120 describes that there is a closed, structured, task oriented, individualistic, tense, and stability oriented culture. And a score more than 120 describes that there is open, supportive, humanistic, team oriented, easygoing, growth oriented culture. Hence 165 score signifies that the organization has open culture and which in same sense shared by all the employees.

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WEST COAST PHARMA.LTD. Has organic culture which means the organization has no concentration of authority, formal rules and regulations, departmental boundaries etc. There is great deal of emphasis on task accomplishment, team work, and free flow of communication. WEST COAST PHARMA.LTD have participative culture. Employees are more committed to the decisions that are taken through mutual understanding. Group problem solving leads better decision making. Has a strong culture which has significant effect on employees behavior results in low turnover, lower absenteeism, increased cohesiveness, and positive attitude. This strong culture works better than formal rules and regulations and control behavior of the employees in the organization.

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JOB SATISFACTION• “Job satisfaction or employee satisfaction has been defines in many ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual facets of jobs, such nature of work or supervision.”

• A person with high a high level of job satisfaction holds positive feeling about ze jobs], while a person with low levels holds negative feelings about ze job. As positive feeling about ze job results in more performance and vice versa.

• It is very important from OB point of view to study job satisfaction because it is directly related with productivity, performance, profitability, customer satisfaction, work deviation, etc…

• Thus a structured questionnaire was prepared an research was conducted in West Coast Pharma. Ltd. To know the level of satisfaction among the employees.

• Analysis has been done using various test to the impact of various variables on the job satisfaction

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Approaches• There are two approaches two know the level of satisfaction among the employees i.e.

1. Single global rating

2. Summation of job facets.• So, in our research we had used summation of facets approach to know the level of job satisfaction among the employees.

Factors affecting job satisfaction

1. Physical Factors: • Position: A well-written description is one which clearly, concisely and accurately documents the duties and responsibilities of a job. The analysis shows the weak relation between position and job satisfaction.

• Job Promotion: Companies provide promotion to their employees considering experience, service and some companies reward promotions through measuring employee’s talents and capabilities. Using data from the below mentioned analysis we find a positive correlation between promotions and

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job satisfaction. In that situation employees can achieve their individual goals obtaining promotion. Through such a situation, increases employee’s satisfaction and they more contribute to the productivity.

• Job Security: It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within the same type of work profession.

2. Psychological Factors:• Standards: Organisational standards outline the way in which business is to be conducted and govern what is deemed as acceptable behaviour in the workplace.

• Relationship with Senior & Co-workers: It includes relationship with the employees specially those employees at same or nearly same level within the organization.

• Fringe Benefit: It includes those special phases of the company policy, which attempts to prepare

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the worker for some extra benefits like private health care, company car, bonus, pensions, etc...

• Pay: A monetary compensation paid by employer to an employee in exchange of work done. It may be piece rate or time rate depends on the nature of work done and type of organisation.

3. Environmental Factors:• Decision Making: A decision can be defined as a course of action purposely chosen from a set of alternatives to achieve organisational or managerial objectives or goals. Decision making process is continuous. Now the degree to which an employee’s is allowed to participation in the decision making describes the attitude of organisation towards its employees.

• Working condition: The conditions in which an individual or staff works, including but not limited to such things as amenities, physical environment, stress and noise levels, degree of safety or danger, and the like respectively

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MOTIVATIONDefinitions:

Motivation means to provide someone with a motive.

A motivation is an inner state that energies, activates, or moves and that directs behaviour towards goals.

Motivation is the complex forces starting and keeping a person at work in an organization. Motivation is something that moves the person to action and continues him in the course of action already initiated.

Motivation refers to the way in which urges, drives, desires, aspiration, striving or needs direct, control or explain the behaviour of human beings.

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Analysis in West Coast

According to the study done on West Coast Pharmaceutical Ltd., the company motivates the employees by using the Maslow’s Hierarchy Need Theory.This theory proposed by Abraham Maslow states that the most basic level of needs must be met before the individual will strongly desire the secondary or higher level needs.

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According to the analysis done by our team in West coast, we have recorded some data upon the various ways by which the employees of the West Coast company get motivated. These recording have been given below according to the preference of the employees which states that if the scale is above 3 for any preferred motivational need, then the employee feel highly satisfied if he/she is provided that particular need has been fulfilled.

Physiological needs (Food, Water, Rest, Breathing)

4.20

Safety Needs (Safety and Security of Self and Family)

4.275

Social Needs (Belongingness, friends, family, partner)

3.975

Self Esteem Needs (Achievements, Respect)

4.025

Self-Actualisation Needs 4.225

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Inference:According to the study done, the mean score of all the employees in West Coast for all the needs under Maslow’s hierarchy Theory are all greater than the average score, i.e., 3. So we will assume that all employees are highly satisfied with their motivation they are provided with.

CONCLUSIONThe analysis done above means that all employees in the West Coast are highly satisfied with their jobs and the motivational needs they are provided with. The Highest Score among all needs is 4.275 for Safety needs. This means that most of the employees are being motivated by safety needs as compared to all other needs under Maslow’s theory.

Also, the data analysis states that the impact of fulfilling the safety needs in higher than all other needs. This means that employees will feel more satisfies if they have a secured job and a secured family, rather than jumping on to other higher

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needs.

Findings from the research• From the above analysis, opinion in decision making and fringe benefits has strongest relationship with job satisfaction and thus we can say that employees in WEST COAST PHARMACEUTICALS LTD. are satisfied with these two factors respectively.

• Promotion, pay, working environment has also strong impact on the job satisfaction because it also holds positive correlation. These factors have significant effect on the satisfaction. And we say that employees are satisfied with these factors in the organisation.

• A turning point in this research is correlation between job security and job satisfaction. It holds a negative relationship between them. Hence we can say that employees in the WEST COAST PHARMACEUTICALS LTD. are not satisfied with their job security as compared to other organisation.

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• Position, standards, and relationship within the organisation have a positive but weak relationship between them. Hence employees holds moderate attitude towards this factors.

• ANOVA test describes that there is significant difference in at least one of the means. Hence they all are not equal.

• Environment factors hold the strongest relationship with job satisfaction and it seems that employees hold high attitude towards environmental factors.

• With use of data analysis, it is understandable those employees’ personal matters affect their job satisfaction and that employees are expecting the management to make remedial action on

• factors such as psychological, physical and environmental in order to maintain those in favourable manner.

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Recommendations

• The finding of this study indicates that physical, psychological, and environmental factors are affected to the job satisfaction of non-managerial level employees of WEST COAST PHARMACEUTICALS LTD. in AHMEDABAD. Psychological as well as environmental factors both have very strong relationship with job satisfaction and affects more to job satisfaction. Hence we can say those factors affect job satisfaction directly. While physical factors have a weak relationship with job satisfaction and thus can affect job satisfaction sometimes.

• But some other factors may be affecting to their job satisfaction.

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• Management should pay their attention on providing satisfying salary for employee contribution

• Should provide additional benefits (especially financial benefits) to the employees.

• Management should pay attention on providing employee welfare services, health, and safety, job security, working responsibilities and good working environment to employees.

• Management should give more opportunities for promotion and develop their skills and abilities of non-managerial employees.

• Since employees are interested in having Good Corporation with co-workers and seniors, managers should make sure to have a working environment where Good Corporation and mutual respect exist.

Therefore management should maintain proper grievance handling procedure in the company to support to solve their problems.

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Research methodology

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Executive summary

A study on job satisfaction on employees was carried out in West Coast Pharmaceutical Works ltd. the main objective of the research was to find the satisfaction level of employees and the impact of various factors on job satisfaction.

Employee’s satisfaction is essential to the success of any business the important factors that are to be considered in the job satisfaction of the employees are position, promotion, job security, standards, relationship with seniors and co-workers, pay, fringe benefits, decision making, working conditions.

The study was done as a part of inferential research simple random sampling was selected. The primary data was collected by means of questionnaire. The secondary data was collected from internet, and books. A structured questionnaire was given to 40 employees and the data was collected based on the same. The data was analysed using correlation and ANOVA test. Almost care has been taken from the beginning of the preparation of the questionnaire till the analyses, findings, and suggestions. The analysis

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leads over the conclusion that majority of the employees are satisfied and environmental factors have strongest positive relationship with job satisfaction. Opinion in the decision making is the most significant factor that effect the level of job satisfaction.

Introduction

Organizational Behaviour

Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior is "to revitalize organizational theory and develop a better conceptualization of organizational life"

Organizational behavior (OB) is "the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself."

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OB can be divided into three levels. The study of:

1. individuals in organizations (micro-level),2. work groups (meso-level),3. How organizations behave (macro-level).

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Behaviour model

Diagram of Schein's organizational behaviour model, which depicts the three central components of an organization's culture: artefact’s (visual symbols such as office dress code), values (company goals and standards), and assumptions (implicit, unacknowledged standards or biases).

Job Satisfaction

Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not as simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job

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satisfaction) or cognitions about the job (cognitive job satisfaction)

The assessment of job satisfaction through employee anonymous surveys became commonplace in the 1930s. Although prior to that time there was the beginning of interest in employee attitudes, there were only a handful of studies published. Latham and Budworth note that Uhrbrock in 1934 was one of the first psychologists to use the newly developed attitude measurement techniques to assess factory worker attitudes. They also note that in 1935 Hoppock conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and relationships with co-workers and supervisors

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Variables of the Study

There are 3 main factors influencing on Job Satisfaction clustered as physical, psychological and environmental factors as below:

1. Physical Factors:

Position: A well-written description is one which clearly, concisely and accurately documents the duties and responsibilities of a job. The analysis shows the weak relation between position and job satisfaction.

Job Promotion: Companies provide promotion to their employees considering experience, service and some companies reward promotions through measuring employee’s talents and capabilities. Using data from the below mentioned analysis we find a positive correlation between promotions and job satisfaction. In that situation employees can achieve their individual goals obtaining promotion. Through

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such a situation, increases employee’s satisfaction and they more contribute to the productivity.

Job Security: It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within the same type of work profession.

2. Psychological Factors:

Standards: Organisational standards outline the way in which business is to be conducted and govern what is deemed as acceptable behaviour in the workplace.

Relationship with Senior & Co-workers: It includes relationship with the employees specially those employees at same or nearly same level within the organization.

Fringe Benefit: It includes those special phases of the company policy, which attempts to prepare the worker for some extra benefits like private health care, company car, bonus, pensions, etc...

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Pay: A monetary compensation paid by employer to an employee in exchange of work done. It may be piece rate or time rate depends on the nature of work done and type of organisation.

3. Environmental Factors:

Decision Making: A decision can be defined as a course of action purposely chosen from a set of alternatives to achieve organisational or managerial objectives or goals. Decision making process is continuous. Now the degree to which an employee’s is allowed to participation in the decision making describes the attitude of organisation towards its employees.

Working condition: The conditions in which an individual or staff works, including but not limited to such things as amenities, physical environment, stress and noise levels, degree of safety or danger, and the like respectively.

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Literature Review

The main objective under this headline is to address the different kinds of definitions, theories and perspectives, which was viewed by numerous authors and management scientists, with respect to satisfaction. Also through this literature survey, researcher described what are the factors affected to the job satisfaction, outcomes of satisfaction and previous researches related to the job satisfaction. Therefore through a literature survey, researches will be in a position to start.

Job Satisfaction

A Hawthorne study was the one of biggest study of job satisfaction. This study (1924 -1933) was conducted by the Elton Mayo of the Harvard Business School to find out the effect of various conditions of worker’s productivity.

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These studies ultimately showed that novel changes in work conditions temporarily increase productivity. It is called the Hawthorne Effects. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction.

Scientific management also had a significant impact on the study of job satisfaction. Principles of Scientific Management book (Taylor, 1911) was argued that there was a single best way to perform any given work task. This book contributed to a change in industrial productionphilosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. Therefore industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus

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leaving researchers with new questions to answer regarding job satisfaction.

Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life; physiological needs, safety need social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories.

2.5 Factors Affecting Job Satisfaction

There are 6 main factors influencing on Job Satisfaction clustered as physical, psychological and environmental factors as below:

2.5.1 Psychological Factors and Job Satisfaction

Health and Safety: Managing safe and healthy work environments is one of the most important environmental challenges facing

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organizations. Good health and safety brings more benefits that are healthy workers are more productive and can produce at a higher quality. According to Maslow’s Hierarchy, physiological needs are the first stage in job satisfaction

Where as long as the work place is healthy and safe, it will create a pleasant and secure Impression in employee’s mind towards work.

Job Nature: The main source of satisfaction is, of course, job itself. Researches, dedicated to job characteristics and carried out in correlation with working place projecting, testify that the very content of work and autonomy by its implementation represent two most important motivation factors correlated with labour. As research indicated, other main components of job satisfaction are interesting and difficult job without time for tedium and job giving a man one certain status.

Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated

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employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace.

Job Security: Job security is the assurance that a particular employee will have their jobin long term due to the low probability of losing it potentially. Positive job security nature also adds more value to the image and the reputation of an organization as job offered has the guaranteed security and reliable. Also, job security has a great influence in increasing job satisfaction of its employees where once the employee is confident about not losing the job, it will create no mental stress where the employee has its own freedom to fully concentrate on the work they perform.

An employee with a high level of job security will often performs and concentrates better than an employee who is in constant fear of losing a job. Although this fear can increase motivation in certain

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situations, a lack of job security can be a source of distraction and result in excess stress and low morale that hinders an employee's overall performance.

Job promotion:

Companies provide promotion to their employees considering experience, service and some companies reward promotions through measuring employee’s talents and capabilities.

2.5.2 Physical Factors and Job Satisfaction

Payment: Money rewards are multi complex and multisided job satisfaction factor.Money not only gives people an opportunity to satisfy their primary needs, but also fosters satisfaction of higher levels needs.

Those who make more money are little more satisfied than those who make considerably less. Moreover, relatively well paid samples of individuals

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are only trivially more satisfied than relatively poorly paid samples.

Employees more often perceive their salary’s level as a reflection of that how management estimates their contribution to the company’s activity. If employees have an opportunity to choose themselves to some extend independently indulgences from the whole package rendered by the company then they receive greater satisfaction from indulgences receivables and the job in the whole.

Working groups: Direct affect on job satisfaction makes the very nature of work groups. Working group serves for a single worker is a source of support, comfort, advice and enjoyment from the very job. A “good” working group fosters a gaining of a greater joy and pleasure from job. On another hand, when the opposite situation is observed, when it is hard to get along with the people, the given factor imposes negative impact on job satisfaction.

Welfare Services:

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Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. Labour welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status.

Use of skills and abilities:

Everyone has skills and abilities. Some are unique aptitudes and talents, which may include musical abilities (singing, playing an instrument, composing music), artistic skills (drawing, painting, sculpting), athletic skills (running, jumping, throwing), or any other ability that comes easily and naturally. Some skills and abilities are used in daily work life. The company should identify which skills and abilities are available in the employee and should give opportunities for improve them.

2.5.3 Environmental Factors and Job Satisfaction

Working conditions:

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One more factor imposing moderate impact on job satisfaction isworking conditions. If conditions are good (e.g. offices are neat and cosy, clean and engaging), staff could easier manage their job. If bad working conditions were available (e.g. it is hot or noisy in the office), it would be more difficult for employees to implement their work.

Otherwise, working conditions affect job satisfaction similar to working group’s influence. If all were favourably around, there would not be problems with job satisfaction.

Management style & culture: Organizational culture is the organization’s pattern of beliefs, expectations, and values as in company and industry practices. A major organizational factor to which new employees must be socialized is the culture of the group they are joining.

The potential benefits of improved job design are unlikely to be realized, if attention is focused on the content of jobs alone. Equal, if not more important, is the process by which redesign is carried out. This has

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led to recognition of the importance of management style and, increasingly, of organization culture. Central to improving the quality of working life is a participative, open style of management involving employees in decisions that affect them, including the design or choice of the technology itself. Personnel policies, including those related to pay and benefits, should attempt to develop a relationship of trust among all members and sections of the organization, and a confident partnership approach to trade unions.

Research Design & Methodology

Problem Identification of Present Study

1. To study the impact of various factors i.e. Health & safety, Job nature, Job security, Job promotion, Payment, Working group, Welfare service, Uses of skills & abilities, Working condition on job satisfaction

2. To study on job satisfaction on employees was carried out in West Coast Pharmaceutical Works ltd. the identify the research was to find the satisfaction level of employees and the impact of various factors on job satisfaction.

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Research Objectives of Present Study

To empirically study the significance and impacts of physical, psychological & environmental factors on job satisfaction of nonmanagerial employees in West Coast Pharmaceutical Works Ltd. To measure the employees job satisfaction level in West Coast Pharmaceutical Works Ltd. To study the employees perceptions towards organization. To study the attitude of the employees towards their work. To identify the factors that impact job satisfaction. To give suggestion for the growth and perspective of the company.

Data of Study

Sources of Data

Primary Source: The primary data was collected from the respondents by administering a structured questionnaire.

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Secondary data: Apart from primary data collected, the data collected through text books and internet is used for the study.

Sampling

Sample population: There are totally 450 employees working in the organisation.

Sample size: Out of the total strength the sample taken amongst workers i.e. 40 respondents.

Sampling Area: The research was conducted at west coast pharmaceuticals ltd.

Sampling Method: simple random sampling.

Defining Variables

Independent Variable: position, promotion, job security, pay, fringe benefits, relationship with seniors and co workers, standards, decision making, and working environment.

Dependent Variable: Job satisfaction.

Hypothesis Development• H0:µ1=µ2=µ3=µ4=µ5

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Null hypothesis: there is no significant difference between the means.• H1: At least one of the means is different from the others.

Alternate hypothesis:-there is significant difference in at least one of the means.

Methodology, Statistical Tools & Techniques

Research Methodology:

As a measure of data collection, we have made use of a structured questionnaire which includes closed questions in retrieving data and current status of factors affecting job satisfaction at West Coast Pharmaceutical Works Ltd. The questionnaire consists of 33 questions which collect data upon factors which has a direct relevance to physical, psychological and environmental factors which affects job satisfaction of the employees.

Statistical Tools & Techniques:

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Correlation is used to analyse and study the impact rate of physical, psychological, and environmental factors on the job satisfaction of non-managerial employees at west coast pharmaceuticals ltd.

ANOVA i.e. is analysis of variance is used to study that there is significant difference between the means or not. One-way ANOVA is used in the research.

Significance & Expected Contribution of the Study

The significance of the research is that selected organization (West Coast Pharmaceutical Works Ltd) has not undertaken any research in area of the job satisfaction of non managerial employees until this. West Coast Pharmaceutical Works Ltd spends considerable amount of money and time for their employee’s benefits and services. It is most important for the organization to understand those factors which may improve its employee satisfaction where in carrying out an empirical study about physical, psychological and environmental factors affecting job satisfaction level of non- managerial employees of West Coast Pharmaceutical will make it

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easy for the management to understand those factors.

Research Project Individual which they must be focused more on in increasing the job satisfaction level of its employees in which the organization performance can be enhanced and achieve organization goals. By this research we identify and further study what are the individual factors falling under the main three (physical, psychological & environmental) affecting the job satisfaction of non managerial employees of the company and how successful are those provided benefits and services are.

Limitation of the Study Due to the limitation of time the research could not be made more detailed. Due to confidentiality of some information accurate response was not revealed by some of the respondents, hence 100% accuracy cannot be assured.

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Some of the replies of the respondents may be biased. Respondents had marked the answers in questionnaires which may be socially incorrect irrespective of their actual feelings. The study is conducted only in AHMEDABAD.

Analysis & Interpretation

Data Analysis

This research covers the data presentation and analysis of the study. This study covers a sample of 4o employees selected randomly at WEST COAST PHARMACEUTICALS Works LTD. in AHMEDABAD. The employees were of non-managerial level.

Data analysis part will deploy to analyse employees response with respect to each factors i.e. physical,

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psychological, environmental. It clarifies each factor’s relative importance and position among all factors.

Analysis and Interpretation

5.2 Analysis and interpretation of various variables

5.2.1 Physical factors:

5.2.1.1 Position NO. OF RESPONDENTS

POSITION (JOB SATISFACTION)

X Y1 TO 10 3.8 4.26

11 TO 20 3.8 4.1121 TO 30 4 4.231 TO 40 3.9 4.2

r=0.12666

According to data collected data, 6 out of 40 employees had high attitude towards position they hold in the organisation. 23 employees had moderate attitude towards the position they hold in the

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organisation and 11 employees being staying neutral. No employees seem to have low attitude towards position they hold in the organisation

According to analysis of position correlation coefficient is 0.12666 this is positive value but it is not yet strong. It means that as the employee’s attitude towards the position ze holds in the organisation increases there is also increase in attitude towards job satisfaction but not strongly.

Table 5.2.1.2 Promotion

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NO. OF RESPONDEN

TSPROMOTIO

N(JOB

SATISFACTION)

X Y

1 TO 10 4.2 4.26

11 TO 20 4 4.11

21 TO 30 3.9 4.2

31 TO 40 4.1 4.2

r=0.5636

According to collected data, 9 out of 40 employees had high attitude towards promotion they have in the organisation. 24 employees had moderate attitude towards the promotion they have in the organisation and 7 employees being staying neutral. No employees seem to have low attitude towards promotion in the organisation

According to analysis of promotion correlation coefficient is 0.5636 this is positive value and has a strong relationship. It means that as the employee’s attitude towards the promotion in the organisation increases there is also increase in attitude towards job satisfaction.

5.2.1.3 Job security

NO. OF RESPONDENTS JOB SEC.

(JOB SATISFACTION)

X Y

1 TO 10 4.2 4.26

11 TO 20 4.3 4.11

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21 TO 30 4.2 4.2

31 TO 40 4 4.2 r= -0.41762

According to collected data, 14 out of 40 employees had high attitude towards job security they have in the organisation. 19 employees had moderate attitude towards the job security they have in the organisation and 7 employees being staying neutral. No employees seem to have low attitude towards job security in the organisation

According to analysis of job security negative correlation coefficient is -0.41762 this is negative value and has a weak relationship. It means that as the employee’s attitude towards the job security in the organisation increases there is decrease in attitude towards job satisfaction.

5.2.2 Psychological factors:

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5.2.2.1 Standards

NO. OF RESPONDENTS STANDARDS

(JOB SATISFACTION)

X Y

1 TO 10 4.3 4.26

11 TO 20 4.2 4.11

21 TO 30 4 4.2

31 TO 40 4.3 4.2 r= 0.228665

According to collected data, 12 out of 40 employees had high attitude towards rules and standards they have in the organisation. 24 employees had moderate attitude towards the rules and standards they have in the organisation and 4 employees being staying neutral. No employees seem to have low attitude towards standards in the organisation.

According to analysis of standards correlation coefficient is 0.228665 this is positive value and has a weak relationship. It means that as the employee’s

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attitude towards the rules and standards in the organisation increases there is also increase in attitude towards job satisfaction but not strongly.

5.2.2.2 Relationship with seniors and co workers

NO. OF RESPONDENTS

RELATIONSHIP WITH

SENIORS AND COWORKERS

(JOB SATISFACTION)

X Y

1 TO 10 4.3 4.26

11 TO 20 4.3 4.11

21 TO 30 4.3 4.2

31 TO 40 4.6 4.2

r= 0.080845

According to collected data, 22 out of 40 employees had high attitude towards relationship with seniors

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and co workers they have in the organisation. 11 employees had moderate attitude towards the relationship with seniors and co workers they have in the organisation and 7 employees being staying neutral. No employees seem to have low attitude towards relationship with seniors and co workers in the organisation.

According to analysis of relationship with seniors and co workers correlation coefficient is 0.080845 this is positive value and has a weak relationship. It means that as the employee’s attitude towards the relationship with seniors and co workers in the organisation increases there is also increase in attitude towards job satisfaction but not strongly.

5.2.2.3 Fringe benefits

NO. OF RESPONDENTS

FRINGE BENEFITS

(JOB SATISFACTION)

X Y

1 TO 10 4.3 4.26

11 TO 20 3.9 4.11

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21 TO 30 4.3 4.2

31 TO 40 3.9 4.2 r= 0.70014

According to collected data, 13 out of 40 employees had high attitude towards fringe benefits they have in the organisation. 18 employees had moderate attitude towards the fringe benefits they have in the organisation and 9 employees being staying neutral. No employees seem to have low attitude towards fringe benefits in the organisation

According to analysis fringe benefits of correlation coefficient is 0.70014 this is positive value and has a strong relationship. It means that as the employee’s attitude towards the fringe benefits in the organisation increases there is also increase in attitude towards job satisfaction.

5.2.2.4 Pay

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NO. OF RESPONDENTS (PAY)

(JOB SATISFACTION)

X Y

1 TO 10 4.1 4.26

11 TO 20 3.9 4.11

21 TO 30 4.3 4.2

31 TO 40 4.1 4.2

r=0.59409

According to collected data, 12 out of 40 employees had high attitude towards pay they have in the organisation. 20 employees had moderate attitude towards the pay they have in the organisation and 8 employees being staying neutral. No employees seem to have low attitude towards pay in the organisation.

According to analysis of pay correlation coefficient is 0.59409 this is positive value and has a strong relationship. It means that as the employee’s attitude

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towards the pay in the organisation increases there is also increase in attitude towards job satisfaction.

5.2.3.1 Environmental factors

Table 5.2.3.1 Decision making

NO. OF RESPONDENTS

DECISION MAKING

(JOB SATISFACTION)

X Y

1 TO 10 4.6 4.26

11 TO 20 4.2 4.11

21 TO 30 4.2 4.2

31 TO 40 4.2 4.2

r=0.72761

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According to data collected decision making has the strongest relationship or impact on the job satisfaction in west coast pharmaceuticals. About 15 out of 40 respondents had high towards there opinion in decision making in the organisation. 22 out of 40 respondents had moderate attitude towards the decision making and 3 employees being neutral. No employee seems to have negative or low attitude towards decision making in the organisation.

According to analysis on decision making correlation coefficient is 0.72761 which describes that there is strong relationship between decision and job satisfaction and hence, there is positive relationship.

5.2.3.2 Working environment

NO. OF RESPONDENTS ENVIRONMENT

(JOB SATISFACTION)

X Y

1 TO 10 4.2 4.26

11 TO 20 4 4.11

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21 TO 30 4.2 4.2

31 TO 40 4.4 4.2

r=0.59409 According to collected data, 14 out of 40 employees had high attitude towards working conditions they have in the organisation. 20 employees had moderate attitude towards the working conditions they have in the organisation and 6 employees being staying neutral. No employees seem to have low attitude towards working conditions in the organisation.

According to analysis of working conditions correlation coefficient is 0.59409 this is positive value and has a strong relationship. It means that as the employee’s attitude towards the working conditions in the organisation increases there is also increase in attitude towards job satisfaction

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About a Particular test

One way ANOVA i.e. analysis of variance is done to know that if there is any significant difference in means of different variables.

For this independent variable (IV) is job satisfaction

And dependent variables (DV) are: position, promotion, job security, pay, fringe benefits, relationship with seniors and co workers, standards, decision making, and working environment.

H0: µ1=µ2=µ3=µ4=µ5 ….µn

H1: At least one is different or not same

ANOVA: Single Facto

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SUMMARY

Groups Count SumAverag

e Variance

POSITION 40 155 3.875 0.419872

PROMOTION 40 162 4.05 0.407692

JOB SECURITY 40 167 4.175 0.507051

PYSCHOLOGICAL 40 182 4.55 0.253846

STANDARDS 40 168 4.2 0.369231

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RELATIONSHIP 40 175 4.375 0.599359

PAY 40 164 4.1 0.502564

FRINGE BENEFITS 40 164 4.1 0.553846

DECISION MAKING 40 172 4.3 0.369231

ENVIRONMENT 40 168 4.2 0.471795

ANOVA

Source of Variation SS df MS F

P-value F crit

Between Groups

12.4525 9

1.383611 3.106106

0.001277

1.903903

Within Groups

173.725 390

0.445449

Total 186.17 399

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75 As the value of F i.e. 3.1061 is greater than F crit. i.e. 1.9039. Thus null hypothesis is rejected. So we can say there is significant difference in any one of the means and have different levels of impact on the job satisfaction.

Key interpretation:

Physical factors correlation

NO. OF RESPONDENTS

Physical factors

(JOB SATISFACTION)

x Y

1 TO 10 4.0667 4.26

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11 TO 20 4.0333 4.11

21 TO 30 4.0333 4.2

31 TO 40 4 4.2

r=0.3968 According to the analysis r=0.3968 which means that physical factors had positive impact on the job satisfaction. As the value is below 0.5 there is weak relationship but positive.

Psychological factors correlation

NO. OF RESPONDENTS

Psychological factors

(JOB SATISFACTION)

x Y

1 TO 10 4.6 4.26

11 TO 20 4.5 4.11

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21 TO 30 4.6 4.2

31 TO 40 4.5 4.2

r=0.70014

According to analysis r=0.70014 which means that there is very strong and positive relationship between job satisfaction and psychological factors. As the value of r is more than 0.5 it signifies that there is a strong relationship.

Environmental factors correlation

NO. OF RESPONDENTS

Environmental factors

(JOB SATISFACTION)

x Y

1 TO 10 4.4 4.26

11 TO 20 4.1 4.11

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21 TO 30 4.2 4.2

31 TO 40 4.3 4.2

r=0.93939

So far environmental factors have the strongest relationship with the job satisfaction as concluded by the score of r which is 0.93939. Hence there is direct relationship between job satisfaction and environmental factors. And has significant impact on the satisfaction of the employees.

Findings & conclusion1. From the above analysis, opinion in decision making and fringe benefits has strongest relationship with job satisfaction and thus we can say that employees in WEST COAST PHARMACEUTICALS LTD. are satisfied with these two factors respectively.2. Promotion, pay, working environment has also strong impact on the job satisfaction because it also

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holds positive correlation. These factors have significant effect on the satisfaction. And we say that employees are satisfied with these factors in the organisation.3. A turning point in this research is correlation between job security and job satisfaction. It holds a negative relationship between them. Hence we can say that employees in the WEST COAST PHARMACEUTICALS LTD. are not satisfied with there job security as compared to other organisation.4. Position, standards, and relationship within the organisation have a positive but weak relationship between them. Hence employees holds moderate attitude towards this factors.5. ANOVA test describes that there is significant difference in at least one of the means. Hence they all are not equal.6. Environment factors hold the strongest relationship with job satisfaction and it seems that employees hold high attitude towards environmental factors.

With use of data analysis, it is understandable those employees’ personal matters affect their job

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satisfaction and that employees are expecting the management to make remedial action on factors such as psychological, physical and environmental in order to maintain those in favourable manner.

Recommendation

The finding of this study indicates that physical, psychological, and environmental factors are affected to the job satisfaction of non managerial level employees of WEST COAST PHARMACEUTICALS Works LTD. in AHMEDABAD. Psychological as well as environmental factors both have very strong relationship with job satisfaction and affects more to job satisfaction. Hence we can say those factors affect job satisfaction directly. While physical factors have a weak relationship with job satisfaction and thus can affect job satisfaction sometimes.

But some other factors may be affecting to their job satisfaction. Management should pay their attention on providing satisfying salary for employee contribution Should provide additional benefits (especially financial benefits) to the employees.

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Management should pay attention on providing employee welfare services, health, and safety, job security, working responsibilities and good working environment to employees. Management should give more opportunities for promotion and develop their skills and abilities of non managerial employees. Since employees are interested in having Good Corporation with co workers and seniors, managers should make sure to have a working environment where Good Corporation and mutual respect exist. Therefore management should maintain proper grievance handling procedure in the company to support to solve their problems.

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Bibliography

www.academia.edu

www.businessdictionary.com

sielearning.tafensw.edu.au

westcoastin.com

www.investopedia.com

Wikipedia app

www.ehow.com

15th edition, by Robbins, Stephen, Judge, Timothy A., published by Pearson Education, Inc.

9th edition, by Donald R Cooper, Pamela S Schindler, published by McGraw hill.

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Statistics

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Introduction• The ability to describe data in various ways has always been important. The need to organize masses of information has led to the development of formalized ways of describing data.

• The word statistics conveys a variety of meaning to people in different walks of life.

• The word statistics comes from the Italian words statists means (statement).

• The word statistics today refers to either quantitative information or a method of dealing with quantitative or qualitative information.

Definition• Webster’s Third New International Dictionary gives a comprehensive definition of statistics as a science dealing with the collection, analysis, interpretation, and presentation of numerical data.

• Statistics is the science and art of dealing with figure and facts.

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Uses Statistics in our research• It helped in providing a better understanding and exact description of a phenomenon of nature.

• Statistics helped in proper and efficient planning of a statistical inquiry in any field of study.

• Statistical helped in collecting an appropriate quantitative data.

• Statistics helps in presenting complex data in a suitable tabular, diagrammatic and graphic form for an easy and clear comprehension of the data.

• Statistics helps in understanding the nature and pattern of variability of a phenomenon through quantitative observation.

• Statistics helps in drawing valid inference, along with a measure of their reliability about the population parameters from the sample data.

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Basic concepts• Population: - a collection of persons, objects, or items of interest.

• Sample: - a portion of the whole population.

• Types of Statistics

• Parameters: - a descriptive measure of population.

• Statistic: - a descriptive measure of sample.

• Variable: - a characteristic of an entity being studied that is capable of taking on different values.

• Measurement: - when a standard process is used to assign numbers to particular characteristics of the variable

• Data: - recorded measurement is known as data.

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Types of StatisticsInferential

Descriptive

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Types of Data

Nominal Data: which has only two

categories (e.g.

male/female)

Ordinal Data:

Consisting of Numerical

scores

Interval Data:

It measures the distance

between attributes

Rational Data:

It represents rational

numbers like 1/3 without

rounding and to do arithmetic on them

Statistical Techniques

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Parametrical Data:Is a branch of statistics which assumes that the sample data comes from a population that

follows a probability distribution based on a fixed

set parameters.

Non-Parametrical Data

It differs precisely in that set of parameter set which is not fixed and can increase or

even decrease if new relevant information is

collected.

Hypothesis formulation• H0:µ1=µ2=µ3=µ4=µ5

Null hypothesis: there is no significant difference between the means.

• H1: At least one of the means is different from the others.

Alternate hypothesis: -there is significant difference in at least on of the means.

Sampling

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types

Random sampling

Nonrandom sampling

Data Collection• We collected primary data through questionnaire Survey.

• From the Total Population of 450 Employees, we selected 40 employees for our questionnaire survey through simple random technique.

• We collected Ordinal data through our questions format.

Data Preparation and Analysis• We converted our data in tabular form through coding in Excel.

• Data coding became the base for the calculation of means and variances of each factors of study.

• We used two methods for analyzing the collected data.

Correlation Anova Test

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Correlation• Correlations look for relationships between two variables which may not be functionally related. The variables may be ordinal, interval, or ratio scale data. Remember, correlation does not prove causation; thus there may not be a cause and effect relationship between the variables.

Correlation Formula:

• We studied the relationship between different factors affecting Job Satisfaction, they are:

1. Pay and Job Satisfaction

2. Promotion and Job Satisfaction

3. Job security and Job Satisfaction

4. Working environment and Job Satisfaction

5. Fringe benefits and Job Satisfaction

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6. Relationship with seniors and coworkers and Job Satisfaction

7. Others.

Anova Test• In ANOVA, we will compare three or more means and the measure of variability used is variance.

• The goal of ANOVA is to explain the variance in the dependent variable in terms of variance in the independent variables. In a one-way design, there is only one dependent variable and only one independent variable with three or more levels

One Way Anova Assumptions• Randomness & independence of errors

• Independent random samples are drawn

• Normality

• Populations are normally distributed

• Homogeneity of variance

• Populations have equal variances

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Our data Satisfies all the assumptions to apply Anova test.

Anova Test• We studied the variability among the different factors(IV) affecting Job Satisfaction(DV).

Hypothesis for Anova F Test

Null hypothesis(Ho): Factors are interdependent.

Note: IF the Observed value of F test is More than the Critical value of F test than Ho is to be rejected. Value of α=.05

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SUMMARYGroups Count Sum Averag

eVariance

POSITION 40 155 3.875 0.419872PROMOTION 40 162 4.05 0.407692JOB SECURITY 40 167 4.175 0.507051PYSCHOLOGICA

L40 182 4.55 0.253846

STANDARDS 40 168 4.2 0.369231RELATIONSHIP 40 175 4.375 0.599359PAY 40 164 4.1 0.502564FRINGE

BENEFITS40 164 4.1 0.553846

DECISION MAKING

40 172 4.3 0.369231

ENVIRONMENT 40 168 4.2 0.471795

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ANOVA

Source of Variation

SS d MS F P-value

F crit

Between Groups

12.4525

9 1.383611

3.106106

0.001277

1.903903

Within Groups

173.725

3 0.445449

Total 186. 3 107

1775

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Account

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Balance Sheet of JINDAL WORLWIDE LTDcr.

PARTICULAR MAR'16

MAR'15

MAR'14

MAR'13

MAR'12

Sources Of Funds          Total Share Capital 20.05 20.05 20.05 20.05 20.05Equity Share Capital 20.05 20.05 20.05 20.05 20.05Reserves 192.17 152.46 119.06 95.27 80.31Networth 212.2

2172.5

1139.1

1115.3

2100.3

6Secured Loans 287.13 312.37 259.15 133.5 101.4Unsecured Loans 22.83 17.46 37.55 12 1.53Total Debt 309.9

6329.8

3296.7 145.5 102.9

3Application Of Funds          

Gross Block 462.46 428.89 343.84 184.85 122.18

Less: Accum. Depreciation

125.73 79.75 48.4 30.62 24.2

Net Block 336.73

349.14

295.44

154.23

97.98

Capital Work in Progress

0 12.42 3.95 2.16 1.62

Investments 6.07 6.67 6.66 6.66 7.28

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Inventories 111.37 107.51 128.16 72.27 38.15Sundry Debtors 177.6 85.74 89.03 60.14 45.32Cash and Bank Balance 13.52 34.28 11.85 27.21 28.76Total Current Assets 302.49 227.53 229.04 159.62 112.2

3Loans and Advances 74.02 69.69 65.99 61.4 67.7Total CA, Loans & Advances

376.51 297.22 295.03 221.02 179.93

Current Liabilities 180.81 154.38 157.63 118 78.93Provisions 16.32 8.72 7.63 5.23 4.58Total CL & Provisions 197.13 163.1 165.26 123.23 83.51Net Current Assets 179.3

8134.1

2129.7

797.79 96.42

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Profit and loss Account of JINDAL WORLWIDE LTD

cr.PARTICULAR MAR'

16MAR'15

MAR'14

MAR'13

MAR'12

Income          Sales Turnover 1,009.

06840.0

9782.4

3605.9

7503

Net Sales 1,009.06

840.09

782.43

605.97

503

Other Income 0.65 6.29 8.34 2.9 3.33Stock Adjustments 8.77 -21.11 59.15 3.98 1.75Expenditure          

Raw Materials 600.09 503.66

588.97

468.08

387.84

Power & Fuel Cost 70.79 59.14 44.75 34.14 25.38Employee Cost 8.15 6.36 2.67 2.11 1.71Other Manufacturing Expenses

0 0 126.72

50.07 44.04

Miscellaneous Expenses

198.63 161.85

13.88 10.35 7.93

Operating Profit 140.1 87.97 64.59 45.2 37.85

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7Profit Before Tax

50.73 35.21 31.93 19.55 17.15

Reported Net Profit

40.27 26.64 25.06 13.53 15.05

RATIO ANALYSIS of JINDAL WORLWIDE LTD

cr. RATIO MAR'1

6MAR'15 MAR'1

4MAR'13 MAR'12

Inventory Turnover Ratio

9.06 7.8 6.08 8.38 13.18

Working Capital Turnover Ratio

9.56 10.25 10.04 10.11 9.98

Debtor's Turnover Ratio

5.69 9.8 8.76 10.08 11.1

Fixed Assets Turnover Ratio

1.40 2.32 2.60 3.87 5.05

Return On Shareholder's Fund

2 0.42 1.25 0.7 0.75

Return on Assets 5.59 4.00 4.16 3.52 5.24

Debt Equity Ratio 1 1.26 1.42 0.7 0.39

Total Asset To Debt Ratio

0.67 0.65 0.69 0.64 0.60

Proprietory Ratio 0.29 0.25 0.23 0.3 0.34

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Interest Coverage Ratio

2.30 2.39 1.88 1.91 2.45

Current Ratio 1.38 1.37 1.35 1.36 1.38

Quick Ratio 0.97 0.88 0.77 0.92 1.09

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