CHAPTER 1

INTRODUCTION

1.1. Introduction
1

Job satisfaction of employees describes about the problem of decrease in the

overall performance of the company with decrease in the level of job satisfaction
of employees.

There is relationship

between employee productivity and

employee perceptions of job satisfaction or dissatisfaction, job satisfaction and

health, job satisfaction and motivation. Routine work often leads to job
dissatisfaction.
Job satisfaction is one of the important techniques used to motivate the
employees to work hard. A happy employee or a satisfied employee is a productive
employee. Job satisfaction is very important because most of the people spent time
of their lives at their working place. A highly satisfied worker has better physical
and mental well being .When a person says that he has high job satisfaction it
means that he really like his job and feels good about it.
According to E.A Locke Job satisfaction

is a pleasurable or positive

emotional state resulting from the appraisal of ones or job experience.

Benzy Foods and Beverages expect to have a workforce that is
motivated and committed to a high level and quality performance. The quantity and
of output per hour worked increased productivity seems to be a byproduct of
improved quality of working life.

Job satisfaction is also linked to a healthier work

force and has been found to be a good indicator of longevity. A company can help
to create j o b satisfaction by putting systems in place that will ensure that workers
are challenged and then rewarded f o r being successful. In the present study, the
company is aspiring to create a work environment that enhances job satisfaction,
need to incorporate the following:

A stable, secure work environment that includes job security /

Continuity

Training and other professional growth opportunities

Up-to-date technology

Competitive salary and opportunities for promotion

Flexible work arrangements, possibly including telecommuting

Opportunities to take responsibility a n d direct ones own work

Interesting work that offers variety and challenge and allows the worker

Opportunities to put his or her signature on the finished product

1.2. Significance of the study

Job satisfaction of employees can be an important indicator
of how Employees feel about their job and a predictor of work behavior such as
institutional citizenship absenteeism and turnover. Further employee satisfaction
can partially meditate the relationship
of personality variable and deviant able or positive emotional state

resulting from the appraisal of once job experience .It refers to the persistent feeling
towards distrainable aspect of the situation. Hence the study of job satisfaction of
employees is important, for an employee of institution and it play vital role in
human resources department of the institution for its effectiveness.

1.3. Scope of the study

This study helps to know the job satisfaction employees at Benzy Food and
Beverages Private Ltd, Ponnani. They have an excellent HRD that always strives for
the betterment of job satisfaction of employees. The study also helps to identify the
motivating factors and welfare activities that effect the employee satisfaction.
1.4 Objectives of the study
Primary objectives:

To analyze the employee satisfaction level

at Benzy foods and

beverages Pvt. Ltd, Ponnani.

Secondary objectives:

To asses employee relation in the organization.

To know the employees suggestion in order to welfare facility.

To evaluate the employees team work in the organization.

1.5. Research Methodology

Research methodology is a way to systematically solve the research
problems provides various steps that can be adopted by the researcher in studying
the research problems. Research in common parlance refers to a search for
knowledge. The term research refers to the systematic method consisting of
enunciating the problem, formulating a hypothesis, collecting the facts or data,
analyzing the facts and reaching certain conclusions either in the form of solution(s),
4

towards the concerned problem or in certain generalizations for some theoretical

formulation. The main aim of research is find out the truth which hidden and which
has not been discovered yet.

TYPE OF RESEARCH
In this study Descriptive Research method has been followed.
Descriptive Research:
This is kind of research structure which is concerned with describing the
characteristics of the problem. In this way the main purpose of such a research
design is to present a descriptive picture about the marketing problem on the basis of
actual facts. For this it is important to obtain the complete and actual information
about the subjects.
Methods of data collection
Data may be obtained from primary as well as secondary data. The time and
thus happen to be original in character. The methodology used in the study involves
the collection of data through primary and secondary means with in the period of 6
weeks.
Collection of data

Source

Primary data

Questionnaire

Secondary data

Organization records, website, published

books and periodicals.

Collection of data
The task of data collection begins after a research problem has been defined
and research design was checked out. While deciding about the method of data
collection to be used for study, the researcher should keep in mind two types of data.
They are primary data and secondary data
5

.
Primary data :
Primary data are those data, which are collected for the first time. In other
words the primary data are original in character. These data is collected by the
researcher or through investigators or enumerators for the first time. When the
researcher himself trying to collect the data for his particular purpose from the
source available it becomes primary data. In this research, the researcher collected
the primary data through questionnaire method.
Questionnaire method:
A questionnaire is a device for securing answers to questions by using a form
which the respondents fill themselves. It consists of a number of questions printed or
typed in definite order on a form or set of forms. The main purpose of a
questionnaire is to collect information from people who are widely distributed and to
achieve success in collecting reliable and dependable data.
Secondary data:
Secondary data are those which have already been collected by someone which have
already been passed through statistical process collection of secondary data has the
advantages of being less expensive and less time consuming, for this research,
secondary data one collected for this purpose and used organizational records and
website for collecting relevant information.
Sample size
The sample size of this study is 50 employees. It includes executives and lower
level employees.

Sampling Method
For this study 50 employees are taken from all among 200 employees including top
level executives. Here I have used the convenience sampling method. Convenience
is a type of non -probability sampling which involves the sample being drawn from
that part of the population which is close to hand. That is, a sample population
6

selected because it is readily available and convenient. The researcher using such a
sample cannot scientifically make generalizations about the total population from
this sample because it would not be representative enough.

1.6. Tools and Techniques used

To analyze the data collected, the present study has made use of the simple tool
percentage method. In this study it is also make use of the graphical representation
of data. For this study bar charts, pie charts etc are used.

1.7. PERIOD OF THE STUDY

This study is conducted on the duration of 21 days from .

1.9. LIMITATIONS OF THE STUDY

Due to time constraints and busy schedules of the employees it was

difficult to interact with them completely.

Convenient sampling was used and hence all the limitations pertaining to this
may also become part of the finding of the study.

The sample size was limited to 50.

This sample size is not sufficient enough to reflect factual image of the
organization

The study had the inherent l i m i t a t i o n o f sampling t e c h n i q u e .

CHAPTER 2
REVIEW OF LITERATURE

2.1.THEORETICAL FRAMEWORK
Assuring job satisfaction, over the long term,

requires

c a r e f u l planning and effort both by management and by workers. Managers are

encouraged to consider such theories as Herzbergs (1957) and Maslows (1943)
creating a good blend of factors that contribute to a simulating, challenging,
supportive, and rewarding work environment

is vital. Because

of the relative

prominence of pay in the reward system. It is very important that salaries be tied
t o job responsibilities a n d that pay increases b e tied to performance rather t h a n
seniority.
So, in e s s e n c e , job satisfaction is a product

of the events and

conditions that people experience on their jobs. Brief (1998) wrote: if a persons
work is interesting, her pay is fair, her promotional opportunities are good, her
supervisor

is supportive, and her coworkers

are friendly, then a situational

approach leads one to predicts she is satisfied with her Job. Very simply put, if the
pleasures associated with ones job outweigh the pains, there is some level of job
satisfaction
Searching

for a job usually attempted amidst a stressful

work

environment, using a variety of method a n d strategies. Sometimes, the strategies

used to get particular job may not be the same for another. However, you have to
employ different strategies f o r different f i e l d s , depending on the situation.
Sometimes you have to seed strategies to make your existing w o r k more
satisfying.

Two important strategies are:

1)

Job search strategy

2)

Job satisfaction strategy

Job Search Preparation: It is impossible to find a job if you dont

know what you actually want to do because t h i s will be the first question
asked by any placement agency. There are many books and online sites
that can guide you with career details and help you in selecting a career.

Implementing your job search: First you will have to select a job site.
After i d e n t i f y i n g t h e potential e m p l o y e r s t h a t interest
you, track d o w n and visit their Websites. Larger companies

display

the job opportunities their sites. Where you can post your resume.

Follow Up: After having identified a job, send your resume and a cover
letter to the recruiter or hiring manager. Then call to see is they have
relieved it. Never assume that every email you send is received. You
should not just depend on the website information. Networking is often
the most efficient way to find a job.

JOB SATISFACTION STRATEGY

Lack of job satisfaction leads to an environment which is full of stress. The
reasons are many for example, conflict

with co-workers, conflict with the

supervisor, not being paid well, lack of growth, fear

of losing a job due to downsizing. Sometimes the job itself causes a sense of
dissatisfaction. To handle this, you must take some time off and think about all the
things that motivate or inspire you. People tend to approach their work with different
viewpoints. Some on the cause of dissatisfaction, there are many strategies to
improve your job satisfaction.

Improve Your Job Skills By being a confident communicator and a

highly organized person ; you can increase your job skills Develop Your
Own Project Take a project that motivates you and
10

gives you a sense of

control because working on something

you care can actually boost

yourselfconfidence.

Developing

and

encouraging

employee

motivation

requires

that

management fully understand how to ignite both the intrinsic and extrinsic
motivators for employees and to implement policies and practices that are
successful in energizing your team.

Evaluation of a Stru ctural M odel Relat ing Jo b Satisf

action,

Organizational

Commitment,

and

Precursors

to

Voluntary Turnover
An integrative model of the determinants of overall job satisfaction,
organizational commitment, and precursors to voluntary turnover was proposed.
Job satisfaction and organizational commitment w e r e proposed to arise from
overlapping sets of work environment perceptions . A non- recursive relationship was
hypothesized b e t w e e n c o m m i t m e n t as satisfaction. Affect (satisfaction and
commitment) was proposed to mediate the effects of work environment perceptions
on precursors to voluntary turnover .The model was eva lua ted u sin g
obtained from

da ta

1 , 87 0 em plo yees o f a U. S telecommunications firm.

Hypotheses relating to determinants of commitment and turnover cognitions were

largely supported. An asymmetric reciprocal relation was supported b e t w e e n
overall job satisfaction

and organizational commitment. Future research needs

discussed include specification of different causal models f o r different forms of

employee turnover.

11

2.2.REVIEW OF LITERATURE

Centers and Cantril (1946) have conducted their studies on job satisfaction in
relation to the marital status of workers and found that married workers like
their jobs more than unmarried workers do.

Gannon and Hendrickson (1967) conducted an exploratory study of the career

orientation and job satisfaction of wives employed in retailing businesses as
either clerks or officer workers. The findings showed that the women were more
satisfied with their jobs when job involvement was high.

Blum and Naylor (1968) have indicated that the level of job satisfaction and
commitment to work are the results of various attitudes an employee holds
towards his job, towards factors related to his job and towards life in general.

Seybolt (1976) explored the relationship between three characteristics of the

work environment (pay, job variety and task complexity) and job satisfaction
and the moderating effect of level of education on these relationships. The
results showed that individuals with grade school education in jobs with low
variety were significantly more satisfied with their work than those with high
school or college education in low variety jobs.

Snyder and Ferguson (1976) investigated the empirical relationship between

self-concept and job satisfaction. The sample consisted of 600 employees of
Ohio University and of business establishments located in or near Athens, Ohio.
Sixty nine per cent of the sample were females and thirty six per cent of the
12

sample were clerical workers. The authors concluded thatin job satisfaction
research, self-concept can serve as an independent variables only to a limited
degree.

Prakasam (1976) has found that occupational level has some influence over the
satisfiers and dissatisfiers of employees. In higher level occupations, motivator
factors act as satisfiers but in lower level occupations both motivators and
hygienic factors seem to act as satisfiers and dissatisfiers.

Pathak (1977) has found that the most important job characteristics sought by
the high job satisfied group belonging to both the higher and the lower
hierarchies and the low job satisfied group belonging to the lower hierarchy is
the opportunity for advancement.

Rahman (1994) in his study of job satisfaction of supervisors in the garment

industry suggest that open communication, job security, supervisory status,
recognition for good work and overtime are considered more important for job
satisfaction than job status, working environment and autonomy in work.

Lakshminarayan and Prabhakaran (1994) states that textile workers with

less job satisfaction have more job stress and who have more job satisfaction
have less job stress. Job satisfaction and job stress are inversely related, i.e., the
more job satisfied individual will have less job stress. They suggested that
employee counselling should aim at coping strategies to reduce job stress.

13

CHAPTER 3
INDUSTRY AND COMPANY
PROFILE

14

3.1. INDUSTRY PROFILE

Coconut is a traditional plantation crop grown in India for last 3000 years.
Coconut plan tree is a Bhooloka Kalpavisha the all giving free or the tree of
heaven and the fruit of wealth. The Coconut palm is considered as the tree of life.
Kerala contributes the major portion of the coconut production in India. The main
production from the coconut is coconut oil, coconut milk, power etc. Kalpavriksha
the tree of life provides as with the gift of coconut. A heavenly fruit, possess
healthy and medical properties. All products of coconut are used in some way or
other in our daily life. It is a multi product tree crop: The four major internationally
coconuts. Copra the dried kernel is chief commercial product from coconut ,
which is mainly used for oil extraction.
For thousands of years, coconut of year coconut oil been used as cooking oil,
and still a staple in the diets of many people living in the tropical areas. Coconut oil
from Malabar copra is widely accepted throughout the world because of its last
and aroma. Benco coconut oil extracted from Malabar copra is a healthy
naturally

saturated vegetable product .Copra making and oil milling are the

traditional industry in Kerala which still follow the age old processing methods.
There are about ten thousand copra making units and one thousands coconut oil
milling units the state. Since the nut characteristics of coconut from Kerala are for
superior to that from other state, coconut processing units in the state stand gain in
comparison

to units located in other states.

Modern methods of drying kernel and extracting of coconut oil using more
efficient expeller

are yet to dent into this sector.Units which adopt such

technologies have a edge over traditional units in terms of quantity of output.

15

Such units are showing performing well. Milling and edible varieties of
copra have been showing an increasing demand from upcountry markets.
Also there is scope for exploring export markets, especially in the countries in gulf
region for

Coconut oil and other kernel products, because Indian coconut products enjoy a
refutation as quality products. Export to these

centers already begun

but the

quantum exported is yet topic up/ The marketing of edible copra especially in the
northern and western India markets will not pose any problem .In its place
coconut chip packed in consumers pack will find ready acceptance. Since demand
for edible copra market could be captured by coconut chips .
Dedicated coconut manufacturer is gaining momentum

in recent past

because of its varied use in confectioneries, sweet making in biscuits and bakeries.
The present production of this item is around 25000 tones about 60 units spared all
aver India. The demand for this item is expected to double in the next 5 years.
Desiccated coconut from India find market in gulf region in spite of the fact that its
share is quite small .The industry has great potential in the coming years.
The pure natural coconut oil filtered and packed in sleek containers
commence more than double, the price of pure coconut oil. What is more, the same
coconut oil in the value added category commence two to three times the value of
packed natural oil category and four seven times the price of loose natural oil .Little
wonder, brands are proliferating in the value added sector and extension of know
brands from corporate like Hindustan levers, Godres, Marico and Dabour into
value added products is perceptively on the rise.

16

COMPETITORS

1.

Nihar
Nihar Coconut Oil is a brand of pure coconut oil that has used the platform of

purity to become the market leader in the eastern region. The brand is particularly
strong in the states of Bihar and Jharkhand. Nihar coconut oil speaks to young
others

whose lives around their families. Aware and educated, they take great

pride in shouldering their family responsibilities, and want to buy only the best for
their family.

2.

Kera
KERA Brand of coconut oil is produced by Kerafed from copra of the I

finest quality , directly procured from coconut growers in Kerala - the land of
coconuts .The

copra thus procured is processed

using the most modern

technology. In the selection and processing of copra , KERAFEED employs

strict quality control measures to ensure product superiority and purity .A unique
two stage filtering process is employed by KERAFEED

to retain the original

aroma and flavor of coconut oil for the period .

3.

KPL Shudhi
KPL with over years of experience in coconut oil is the strongest players
17

in the coconut oil market sector. KPL HAS Extremely stringent conditions for the
procurement of copra. Only quality copra from selected areas are taken so as to
ensure the quality of coconut oil copra is again sun dried and cooked in ideal
temperature to move all the excess moisture to ensure longer shelf life. The quality
standards maintained inside the factory by KPL are the best in the industry.
Technically trained and experienced personal oversee each aspect of the production
process.

4.

Parachute
Parachute is premium edible grade coconut oil, a market leader in its

category. Synonymous with pure coconut oil in the market, Parachute is positioned
on the platform of purity .In fact over a time it has become the gold standard for
purity. From a loosely available commodity to a path breaking brand, Parachute
pioneered the switch from coconut oil sold in tins to plastic . Parachute is also
available in pouch packs, to service the rural sectors, increasing Penetration

5. KLF NIRMAL
KLF Nirmal is premium brand of coconut oil gingelly oil processed to
exacting standards and sports the Nirmal logo, the symbol of purity. Processed
using patented VSIC technology, Nirmal produces premium grade coconut oil and
gingelly (sesame) oil. Both products are available in convenient packs.

18

3.2. COMPANY PROFILE

Benzy Foods and Beverages Pvt. Ltd . is touching new heights its
innovative product AGMARK graded coconut oil. Benzy Foods and . Beverages
Pvt . Ltd. Is a Akbar Group Enterprises, visionary guidance of Mr. K.V Abdul
Nazar.
The company

great in promoting the healthiest coconut oil

manufactures the most modern and sophisticated plant, located at Ponnani, in the
Malappuram district , Kerala , India . An ISO-9001-2000 certified company. Benzy
Foods and Beverages are marketing its products in all d major cities in India.
BENCO is the trademark of Benzy Foods and Beverages Private Ltd,
Ponnani. Benco has established modern manufacturing unit .The best copra is
available in north of Kerala . Benco produces oil selected quality of Malabar copra.
The modern coconut processing plant facilities of drying the copra in thermal fluid
dryers. Others dry the copra in sun dust and other foreign articles contaminated
with copra. More over most of produces dry the copra in the ordinary dryers with
support sulphur in rain .They by lot of carbon and sulphur are added in copra. But
the copra used doesnt contain any impurities, chemical and pesticide residue.
BENCO coconut oil is an edible grade and can be used for hair and body
massage, can be given to infants as it is easily digestible and products made from
coconut oil are given to elderly people. Since the BENCO coconut oil is produced
temperature the content of lauric acid vitamin
19

E are more than in any other

coconut oil.

HISTORY AND GROWTH OF THE COMPANY

The Akbar group of companies is a much respected and respond name in
the travel trade and auxiliary industries. Headquarters situated at Mumbai, the
organization has grown leaps and bounds under the dynamic and effulgent
leadership of Mr. V Abdul Nazar, Chairman and Managing Director of Akbar
Group , along with the constant support and effort of his accomplishment senior
management cadre and professional staff . Today the Akbar group of companies
has a turnover of Rs 1800/-

cores. It is established in 1978

and rank as the

foremost leading travel agency in India. Akbar Group provides the following
services, Benzy tours and travels,Benzy holiday tour packages, Hotels, Restaurants,
Exclusive Gulf Visa Processing Services , Petrol Pumps and Auto Mobile
Workshops.
Unwilling to the rest travels, for the dynamic vision of Mr. K.V Abdul
Nazar to think big guts grits and glory combined with his razor sharp business
acumen, helped the organization to notch success to success. The Akbar group
gradually spread their wings to various other fields and formed sub groups. The
Akbar Group diversified into food and beverage market there by setting up Benzy
Food and Beverage Pvt. Ltd

Benco is the trademark of Benzy Food and Beverages Pvt. Ltd. Benzy
has been established as a modern manufacturing unit. The best copra is available in
the north of Kerala. Benco produce coconut oil from best quality Malabar copra.
The commercial production of coconut oil in the brand name Benco
20

started in July 2003. It still in growth stage. In the early stage only a few persons
were working in the manufacturing and other units. The company is using well if
coconut oil from best quality Malabar copra. The best copra is available i n the north
of Kerala.
The company has well developed marketing network .Benco is now
available at each and every comer of the Kerala. It is also marked in the state of
Tamilnadu, Karnataka, Maharashtra, Andrapradesh, Hyderabad and Delhi. The real
war of marketing is doing through the advertisement. A lot of c o m p a n i e s are
trying to complete in this particular field. But this not affecting Benzy Food and
Beverage Pvt. Ltd.
But Benco is still developing is market even without any remarkable
advertisement. Now Benco achieved second largest and quality coconut oil in the
field .Benco coconut oil has been graded as addible oil and can be used for hair and
body massages too. It can be given to infants as it

easily digestible. The product

made from coconut oil can be given to elderly people. Also the Benco coconut
oil contains more percentage of cupric acid and vitamin E, than in any other
coconut oil.
Four types of pack sizes are available for the company that is pet bottles, pouches,
HDPE bottles and liter Jerry cans. Pet bottles are available in
1000ml, 500 ml, and 100 ml, pet bottle are mainly used for cooking.

Vision:
C o c o n u t oil from Gods own country

- Kerala thats BENCO

Coconut oil for you- Calling itself healthiest edible coconut oil in the earth.
We take great

pride in promoting the healthiest

coconut

oil

manufactures in the most modern and sophisticated plant, located at Ponnani ,

Malappuram District of

Kerala, an ISO certified company, Benzy Food is

21

marketing its product the entire major cities of India.

MISSION:
To deliver to our customers services confirming at all times clearly agreed
requires.

ORGANIZATIONAL STRUCTURE
MANAGING
Organizational
structureDIRECTOR
is the frame work of relationship of

individuals, working at various levels to accomplish t h e organizational goals. It

shows the authority and responsibility relationship between the various positions in
the organization

by showing who reports of them. The following chart

demonstrates the overall picture of Benzy and Beverages Pvt. Ltd.

GENERAL MANAGER

MANAGEMENT REPRESENTATIVE

ORGANIZATIONAL CHART

HR MANAGERFINANCE MANAGER
MARKETING MANAGER
PRODUCTION MANAGER

SUPERVISOR

ACCOUNTANT AREA SALES MANAGER

PURCHASE MANAGER

QUALITY CONTROLLER

22

EMPLOYEES/WORKERS

FUNCTIONAL DEPARTMENTS

Production department

Marketing department

Personnel department

Finance department

PRODUCTION DEPARTMENT
Production / operation management is concerned with the
efficient and effective transformation of inputs in to desired outputs.

PRODUCT PROFILE
The Akbar group diversified into food and beverages market there by
setting up Benzy food and beverages Pvt. Ltd Benco is the trademark of Benzy
23

Foods and Beverages Pvt. Ltd.

MARKETING DEPARTMENT
Marketing is the process of providing the right products of the right
quality in the right place t the right time.Benco coconut oil mainly marked in the
following states: Kerala , Tamil Nadu, Karnataka , Mumbai, Hyderbad, Delhi in
Benzy Foods and Beverages , marketing executives should achieve

the Target

each month target fixation for marketing executives helps to increase the sales
volume.

PERSONNEL DEPARTMENT
The commercial production of coconut oil in the brand name BENCO
started in July 2003. It is still in growth stage. The existing staffs of the company are
very energetic and co-operative. In this organization staffs are divided in to three
categories. They are:

Executives
Supervisors
Workers

The working times is from 9am to 1pm and 2pm to 5pm. Almost all workers
are from local areas .This organization will kept attendance register and records.

Training
Training is the act of increasing the knowledge and skill of employees for
doing a particular job. Each head of the Department provides training to selected
candidates. The HODS shall identify all the training needs of the employees in their
departments. Technically qualified personal and appointment shall be given functional
t r a i n i n g of major functions for a period of 3 months. After the completion of the
training feedback forms shall be used to gets the feedback of Both in internal/external
training programs .The following are the topic or area of training programs:
24

Safety
ISO system awareness
Expeller maintenance and operation
Copra drying
Boiler operation
Packing and labeling
Filtering and cloth cleaning
marketing

FINANACE DEPARTMENT
Capital Structure:
In Benzy and Beverages Pvt. Ltd Capital is raised in two ways, i.e, and equity
capital provided by the owner of the company and long term borrowings from the
bank.

25

Options

Number of respondents

Percentage (%)

Below 1 year

10

20

1-5 years

10

20

5- 10 years

20

40

Above 10 years

10

20

Total

50

100

CHAPTER 4
DATA ANALYSIS AND
INTERPRETATION

Table 1: Years of working

26

Chart 1 : Years of working

Below 1 year

1-5 years

5- 10 years

Above 10 years

20%

20%
20%

40%

Inference
Out of 50 respondents, 20 % of them are worked for below one year ,another 20% of
them are worked for 1-5 years and 40% of them worked for 5-10 years. Rest of them
are worked in this company for above 10 years.

Table 2: Feel about your Job in the organization

27

Options

Number of respondents

Percentage (%)

Frustrating

Tedious

10

Routine

16

Satisfactory

27

54

Interesting

10

20

Total

50

100

Chart 2: Fe e l about your job in the organisation

60
50

54

40
Number of
respondents

30
20
10
0

20

16
0

Percentage (%)

10

Inference
Out of 50 respondents, no one is frustrated with the feel about job in the organisation
,10% of them are feel that is tedious,16% of them are routine,54% of them are
satisfactory,20% of them are think that working condition is interesting.

28

Options

Number of respondents

Percentage (%)

Excellent

10

Good

24

48

Satisfactory

13

26

Bad

16

Total

50

100

Table 3: Working condition in the company

Chart 3: Working condition in the company

Excellent

Good

Satisfactory

Bad

16% 10%
26%

48%

29

Options

Number of respondents

Percentage (%)

Highly satisfied

Satisfied

26

52

Neutral

15

30

Dissatisfied

10

Total

50

100

Inference
Out of 50 respondents,10% of them think that working condition is excellent,26% of
them are satisfactory,16% of them are think that working condition is bad,48% of
them think that they are good with the working condition is good.

Table 4: Flexibility of schedule

Chart 4 : Flexibility of schedule

60
50

52

40
30
20

Percentage (%)

10
0

Number of
respondents

30
10

30

Options

Number of respondents

Percentage (%)

Heavy

16

Medium

32

64

Light

10

20

Total

50

100

Inference
Out of 50 respondents, 52 % of them are satisfied with flexibility of schedule in
the company, only 8 % of the respondents are highly satisfied , 30 % of respondents
are neutral and 10 % of them are dissatisfied.

Table 5: Workload in the organization

Chart 5 :Workload in the organisation

Heavy

Medium

20%

16%

64%

31

Light

Options

Number of respondents

Percentage (%)

Highly satisfied

25

50

Satisfied

20

40

Neutral

Dissatisfied

Total

50

100

Inference
Out of 50 respondents,16% of people are said that work load is heavy in the
organization,64% of them are commented that workload is medium, rest of them are
commented that light

Table 6: satisfied with the location of the organization

Chart 6 : Satisfied with the location of the organisation

60
50
40
30

50
40

20

Number of
respondents

10

Percentage (%)

32

Inference
Out of 50 respondents, 50 % of them are highly satisfied with the location of the
organization in comparison to others, 40% of the respondents are satisfied , 2 % of
respondents are neutral and 8 % of them are dissatisfied.

Table 7: Satisfied with the working hours of the organization

Options

Number of respondents

Percentage (%)

Highly satisfied

16

32

Satisfied

27

54

Neutral

14

Dissatisfied

Highly dissatisfied

Total

50

100

Table 7 : Satisfied with the working hours of the organisation

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

14%
32%

54%

33

Neutral

Options

Number of respondents

Percentage (%)

Always

24

48

Sometimes

14

28

Not at all

12

24

Total

50

100

Inference
Out of 50 respondents, 32 % of them are highly satisfied with the working hours of
the organization , 54% of the respondents are satisfied , 14 % of respondents are
neutral opinion.

Table 8: Unity in the workplace

Chart 8 : Unity in the workplace

60
50
40

48
Number of
respondents

30

Percentage (%)

28

20

24

10
0

Always

Sometimes

Not at all

Inference
Out of 50 respondents, 48 % of them say they have a unity in the organization,28%
of them are sometimes unity in the organization and 24% of them are not at all.

34

Options

Number of respondents

Percentage (%)

Always

25

50

Often

10

20

Sometimes

10

20

Never

10

Total

50

100

Table 9: Freedom in the workplace

Chart 9: Feel freedom in the workplace

10%

Always

20%

50%

Often
Sometimes
Never

20%

Inference
Out of 50 respondents, 50 %of people have feel freedom in the work place, 20 % of
them have often feel freedom in the work place,another 20% of people have
sometimes feel freedom in the company and other 10 % have never feel freedom in
the organization.

35

Options

Number of respondents

Percentage (%)

Highly satisfied

12

24

Satisfied

20

40

Neutral

16

Dissatisfied

10

20

Highly dissatisfied

Total

50

100

Table 10: Satisfied salary package provided by the company

Chart 10 : Satisfied package provide by the company

45
40
40
35
30
25
24
20
15
16
10
5
0
Highly satisfied
Neutral

Number of
respondents
Percentage (%)
20

0
Highly dissatisfied

Inference
Out of 50 respondents, 24% of them are highly satisfied with the package provide
by the company in comparison to others, 40% of the respondents are satisfied , 16%
of respondents are neutral, and 20 % of them are dissatisfied.

Table 11: Opportunity to develop skills

36

Options

Number of respondents

Percentage (%)

Yes

32

64

No

18

36

Total

50

100

Chart 11 : Opportunity to develop skills

Yes

No
64

36

32
18

Number of respondents

Percentage (%)

Inference
Out of 50 respondents,64 % of them have an opinion yes,and other 36 % of people
say no for opportunity to develop skills.

Table 12: management support for your ideas in companys

37

Options

Number of respondents

Percentage (%)

Always

30

60

Sometimes

20

40

Never

Total

50

100

Chart 12 : Management support for your ideas in company's decision

Always
Sometimes

40%

Never
60%

Inference
Out of 50 respondents, 40 % of people have feel that always management support
their ideas in companys decision, another 60% of them are feel that management
support their ideas in the companys decision.

Table 13: satisfaction in the training programs

38

Options

Number of respondents

Percentage (%)

Highly satisfied

10

Satisfied

25

50

Neutral

16

Dissatisfied

10

20

Highly dissatisfied

Total

50

100

Chart 13 : Satisfaction in the training programs

60
50

50

40

Number of
respondents

30

Percentage (%)

20
10

16

20

10

0
Highly satisfied

Neutral

4
Highly dissatisfied

Inference
Out of 50 respondents, 10% of them are highly satisfied with the training
programs of the company in comparison to others, 50% of the respondents are
satisfied , 16% of respondents are neutral, and 20 % of them are dissatisfied,4 % of
them are highly dissatisfied.

Table 14: Utilization of the capabilities of employees

39

Options

Number of respondents

Percentage (%)

Strongly agree

16

Agree

22

44

Neither agree or
disagree
Disagree

11

22

Strongly disagree

10

Total

50

100

chart 14:Utilisation of capabilities of employees

10%

Strongly agree
16%

Agree
Neither agree or
disagree

22%

Disagree
8%

Strongly disagree

44%

Inference
Out of 50 respondents, 16% of people are strongly agree with the utilization of the
capabilities of employees, 8% of the respondents are neither agree or disagree , 44%
of respondents are agree, and 22 % of them are disagree and other 10 % of them are
strongly disagree with utilization of the capabilities of employees.

Table 15: Satisfaction with the superior subordinate relationship

40

Options

Number of respondents

Percentage (%)

Highly satisfied

16

Satisfied

27

54

Neutral

10

Dissatisfied

10

20

Highly dissatisfied

Total

50

100

Chart 15 : Satisfaction with the superior - subordinate relationship

60
54

50
40

Number of
respondents

30

Percentage (%)

20
10

20

16

0
Highly satisfied

10
Neutral

0
Highly dissatisfied

Inference
Out of 50 respondents, 16 % of them are highly satisfied with the relationship
between subordinate and superior relationship in the company , 54% of the
respondents are satisfied , 10 % of respondents are neutral and 20 % of them are
dissatisfied.

Table 16: Recommend this company to friends and relatives

41

Options

Number of respondents

Percentage (%)

Yes

27

54

No

23

46

Total

50

100

Chart 16: Recommend this company to friends and relatives

Yes

No
54
46

27

23

Number of respondents

Percentage (%)

Inference
Out of 50 respondents,54 % of them are ready to recommend this company to
relatives and friends, and other 46% them are not ready to recommend this company
to friends and relatives.

Table 17: Job security

42

Options
Highly satisfied

Number of
respondents
20

Percentage
(%)
40

Satisfied

18

36

Neutral

18

Dissatisfied

Highly
dissatisfied
Total

50

100

Chart 17 : Job security

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

Neutral

4% 2%
18%

40%

36%

Inference
Out of 50 respondents, 40 % of them are highly satisfied with the job security of
the organization in comparison to others, 36% of the respondents are satisfied , 18%
of respondents are neutral and 4% of them are dissatisfied,other 2% of them are higly
dissatisfied.

Table 18: Consideration of grievances of workers by

management
43

Options

Number of respondents

Percentage (%)

Yes

35

70

No

15

30

Total

50

100

Chart 18 : consideration of grievances of workers by management

30%
Yes
70%

No

Inference
Out of 50 respondents,70 % of them have an opinion yes,and other 36 % of people
say no about grievance of workers by management.

Table 19: Existing grievance handling system in the organization

44

Options
Highly satisfied

Number of
respondents
8

Percentage
(%)
16

Satisfied

15

30

Neutral

10

20

Dissatisfied

16

32

Highly
dissatisfied
Total

50

100

Chart 19:Existing grievance handling system in the organisation

Highly satisfied

2% 16%

Satisfied

32%

Neutral
Dissatisfied
30%

Highly dissatisfied

20%

Inference
Out of 50 respondents, 16 % of them are highly satisfied with the existing
grievance handling system in the organization, 30% of the respondents are
satisfied,20% of them are neutral,32% of them are dissatisfied,2% of them are highly
dissatisfied.

45

CHAPTER 5
FINDINGS & SUGGESTIONS

46

4.1 FINDINGS
1) Most of the workers those who are worked for 5 10 years are satisfied than
others
2) Majority of the respondents are feeling good with the working condition and
satisfied with their current job.
3) Most of the respondents are satisfied with the flexible working schedules of the
company.
4) Many of the respondents having opinion of workload is heavy in the organization.
5) Respondents are satisfied with the norms of the organization and they do feel that
free to express their opinion and suggestions.
6) Organization finds space to spent and conduct programs on developing individual
skills and also helps to develop career growth.
7) Organization having a practice of providing training programs for the fresh blood
as well as to the existing employees
8) Respondents are agreed with the statement that superiors maintain healthy and
friendly relationship with subordinates
9) Majority of the respondents are highly satisfied with the job security which is
provided by the company
10) Majority of the respondents are satisfied with the salary package.
11) Majority of the respondents have to reduce the fact that organization fail to handle
the existing grievance among employees.
12) 30% of respondents dissatisfied in the case of freedom in the workplace.
13) Most of the employees commented that in the case of salary they are dissatisfied.

47

4.2 SUGGESTIONS
1) By enhancing the training and development programs company
can easily achieve productivity and profitability.
2) Company must take initiation to reduce workload of the
employees.
3) Organization should take necessary steps to improve the existing
grievance handling system.
4) The company should need to allow some degree of freedom at
workplace.
5) The company must take steps to hike the salary package.
6) Organization must include all the employees in the decision
making.

48

CONCLUSION
The study is emphasized on Employees job satisfaction used by BENZY FOOD
& BEVERAGES PVT LTD ponnani. The sample size of my survey was 50%. I have
tried to my best to get maximum out of survey. After analyzing the result of my
questionnaire I have arrived at a conclusion, that job satisfaction place a important
role in this current scenario where the competition is very high and

49

BIBILIOGRAPHY
1. Gupta k shashi, human resource management,
Kalyani publishers, Newdelhi(2002)
2. K aswathappa, Human resource and personnel management,
Tata-Micraw-Hill publishing co-ltd.(1997)
3. LM Prasad, Human Resource Management,
Sulthan Chand& Sons Educational Publishers,Newdelhi

Websites:
1) Shodhganga.inflibnet.ac.in
2) www.hr.about.com
3) www.article.com
4) www.benco.co.in

50

APPENDIX

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