Chapter I

I.
INTRODUCTION
1.1 GENERAL INTRODUCTION

Satisfaction refers to the level of fulfillment of once needs, wants and desire.
Satisfaction depends basically upon what an individual wants from the world, and what he gets.
Employee satisfaction is a measure of how happy workers are with their job and working
environment. It is sure that there may be many factors affecting the organizational effectiveness
and one of them is the employee satisfaction. Having good relationships with the colleagues,
high salary, good working conditions, training and education opportunities, career
developments or any other benefits may be related with the increasing of employee satisfaction.
Many measures support that employee satisfaction is a factor in employee motivation,
employee goal achievement and positive employee morale in the work place.
Satisfaction is fulfillment of a need or desire and the pleasure obtained by such a

fulfillment. Satisfaction is a good measure to evaluate personal attitude to the professional
activity of enterprises. It also expresses a level of happiness of a person in his professional
environment connected with interpersonal relations with colleagues and superiors. Employee
satisfaction is a key part of successful business. Knowing the employee needs and achieving
satisfaction are the basis for successful business activities the employee feedback is most
important source of information for improving product and services. Satisfied and convinced
employees ensure the company’s success in the long term. Research has shown that companies
that encourage or engage their employees to provide ideas or suggestions have a consistently
higher employee retention rates, productivity and job – satisfaction.
Managers within companies or organizations are primarily responsible to ensure the

tasks or job is done through employees in the right way. To achieve this, these managers must
ensure that they have a competent personnel department for the recruitment of the best
employees that are capable to do the job. For the company to optimize employee’s performance
there is need for the employees to be sufficiently motivated. Therefore, motivation in theory
and practice becomes a difficult subject touching on several disciplines. Although a lot of
scholarly research has been written on motivation, this subject is not clearly understood and
more often than not poorly practiced. On this score, to best understand how motivation can
impact on employee´s performance one must understand human nature. In as much as
motivation impacts on employee performance, there is need to blend the appropriate
motivational tools with effective management and leadership to achieve this goal.
“Motivation is the result of processes internal or external to the individual that arouses
enthusiasm and persistence to pursue a certain course of action”. Motivated employees are
always looking for better ways to do a job. This statement can apply for corporate strategists
and to production workers who are looking for better ways to do a job. When people actively
seek new ways of doing thing, they usually find them. It is the responsibility of mangers to
make employees look for better ways of doing jobs. An understanding if the nature of
motivation is helpful in this context. A Motivated employee generally is more quality oriented.
This is true whether we are talking about a top manager spending extra time on data gathering
and analysis for a report, or a clerk taking extra care when filing important document. In either
case, the organization benefits, bi-cause individuals in and outside the organization see the
enterprise as quality conscious. A clear understanding of the way motivation works helps a
manager make his employees quality oriented.
Methods of Motivation
 Positive reinforcement / high expectations

 Effective discipline and punishment
 Treating people fairly
 Satisfying employees needs
 Setting work related goals
 Restructuring jobs
 Base rewards on job performance
1.2 INDUSTRY PROFILE
Dairying is a complementary part of agriculture and animal husbandry industry. It
ensures long-term production of milk from milk cattle, buffaloes, goats and sheep. It may be
either processed on-site or transported to a dairy factory for processing and eventual sale. Dairy
farming has been part of agriculture for thousands of years. Historically it has been one part of
small, diverse farms. In the last century or so larger farms doing only dairy production has
emerged.
It requires high-cost storage and transportation as it spoils quickly without cooling. It is

obviously a costly affair which is beyond the reach of marginal farmers. Therefore, dairy
industries in many countries are organization along co-operative lines. Milk producer
cooperatives work in the interest of farmer members and united deal for the benefit of farmers.
In many places the cooperatives have their own processing plants and they do their own
marketing. The dairy sector is highly localized. Dairy products are mostly consumed in the
country or region where they are produced. As milk is a bulky and perishable product, only a
small fraction of global production is traded internationally. It throws light on status of milk
production worldwide and studies position of India.
The chapter provides a detail description of practice of dairy in India; it covers aspects
like history, milk production, milk cattle population, feed and fodder, import-export and the
future scope of dairy in India. The dairy industry of India has grown from an almost completely
unorganized but vastly complex industry of a large magnitude to an organized industry during
the last 55 years with an annual milk production of about 29 million metric tons in the year
1979-80. India’s milk production in 2001 is forecasted at 81 million tones. In India it took
nearly 30 years to achieve self- sufficiency in milk production. The country had produced 123
million tones of milk in 2010-11, 127.9 million tons in 2011-12. The annual growth rate for
production of milk is increased about 5% in 2011-12 as compared to 2010-11. India continued
to rank third amongst the countries of the world. The first two position being held by Union of
Soviet Socialist Republics and United States of America.
The dairy development in India has twin objectives of increasing total milk supply on
commercial basis and diversifying agricultural structure by developing dairy as a
supplementary or principal occupation which would help increasing the income of the small
and marginal agriculturists and/or landless laborers. Dairy industry occupies an importance
place in Indian economy. It embraces the production of milk, its preparation for sale as well as
manufacture of dairy products.
The growth of Indian dairy section has been spectacular during the past three decades.
The Indian dairy industry is not only a vital producer of an essential food item but it also is one
of the largest employers in the country in both the rural sector as well as the semi urban and
urban region. It gives an opportunity to about eight cores families across India. Apart from the
nutritional importance of milk for human consumption, dairying provides employment to the
vest number of persons with no means of production of their own and put them to productive
work so as to enable them to contribute to the national product and earn their share in it. It
processes tremendous potential for providing employment to the massive rural population. It
can equitably distribute the gain and thus assists even the weakest sections of our society.
Further, milk is one of the few commodities which give the producer a large share of what the
consumer pays for it. Thus, dairying is a very important instrument for the up liftment of the
rural economy of our country. Dairy development on modern lives will generate additional
income and employment in rural areas itself and can act as an effective instrument for social
change in rural India.
The composition of the milk production in India has been dominated by buffalo milk
with 76 percent of the total milk production as compared to 94 percent of cow milk in the total
production of milk in the ward. The importance of cow continues as a supplier of cheap milk
as also bullocks. Livestock keeping in general and dairying in particular has been the integral
part of Indian agriculture. In additional, dairying provides a source of nutrition and additional
income to our farmers.
Inefficient and poor maintenance of large number of cattle in the context of available
resources could be responsible for the fact that although there are 12 percent more dairy
animals in India than four leading countries put together, India produces less than 12 percent of
the milk produced by these leading countries of the world.
1.2.1 DAIRY INDUSTRY IN INDIA
Dairy industry plays a dynamic role in India's agro-based economy. Dairy is now a
highly specialized field today that involves production, procurement, storage, processing and
distribution of dairy products. The dairy industry involves processing raw milk into products
such as consumer milk, butter, cheese, yogurt, condensed milk, skimmed milk powder and ice
cream, using processes such as chilling, pasteurization, and homogenization.
India is the largest producer and consumer of milk in the world. The Indian dairy sector
is characterized by a very large number of small herds. Production of milk from buffaloes
exceeds that of cows, which are considered sacred by Hindus. India has an extensive
government supported dairy cooperative structure. Milk from the small herds is collected by
the cooperatives with centralized cooling facilities and transported to the end-users in urban
centers. Most of the milk produced (over 80%) is distributed as liquid milk for home
consumption or manufacturing of traditional products .India surpassed the US in 1998 with a
production of 92 million tones to become the largest milk producing country in the world. In
2006, India's milk production crossed 100 million tones, representing 15% of world milk
production. From being milk impoverished nation to the top producer has been an astonishing
success.
About 110,000 dairy cooperative village societies, involving 12 million farmer

members had been organized by 2003-04 to supply milk to processing units and directly to
consumers. Until the early 1990s, milk processing was reserved for the cooperative sector
through licensing. As part of the domestic economic reforms and commitments to the WTO
regulations, the Indian dairy sector was liberalized in a phased manner starting in 1991. The
government removed all restrictions on setting up new milk processing capacity in March
2002.
The dairy scene with an anticipated milk production of 127.9 million tones, an increase
of around 5 per cent over the year 2010-11, India continued to be the Largest milk producing
nation in 2011- 12. This accounted for about 17 per cent of world milk production. More
people in India now consume milk. The 66th Round of National Sample Survey Organization
data on consumer expenditure showed that while 85 per cent of the population in urban areas
consumes milk in their homes, it is 76 per cent in rural areas.
The dairy cooperatives collected 10.5 million tones of milk, an increase of around 10
per cent as compared to 2010-11. Milk marketing by the cooperatives stood at 8.6 million
tones, an increase of around 4 per cent compared to the previous year.
1.2.2 MILK PRODUCTION IN SOUTH REGION.
State 2010-2011 2011-2012

Kerala 688 802
Tamil nadu 2097 2161
Karnataka 3742 4277
puducherry 35 80
Andhra pradesh 1371 1503
1.3 COMPANY PROFILE
Most Rev V. Jerome Dhas (Bishop of Kuzhithurai)
Fr. D. Jerald Justin ( Managing Director)
Nanjil Milk Plant is a name to reckon with in today’s dairy manufacturing industry in
India. A company that associates itself with quality and latest technology, Nanjil Milk Plant has
been marketing high quality dairy products under its brand “NANJIL”, which today has
become a trusted name among dairy products. The company is owned and managed by
promoters having over 20 years’ experience in the field of dairy products and have given Nanjil
Milk its standing in the competitive markets. Setting standards of excellence in its entire range
of dairy products, Nanjil Milk is today considered a class apart even by its competitors. It’s
well known brand NANJIL MILK and NANJIL GOLD is a result of this enterprise, thus
creating a league of its own.
Our mission is to have a strong commitment towards integrity, quality and creation of
value for our clients. To deliver quality products comparable to that of global products, our
organization believes in the pursuit of excellence as its guiding force. Every business
proposition we undertake has our seal of quality commitment. Our commitment to quality,
innovation and product integrity have resulted in the trust, loyalty of our diverse clients. A
commitment that we do and we will continue to firmly stand by and deliver.
become a trusted name among dairy products.
The consumption of milk was very low in the villages of kanyakumari district.Because
of high cost, the milk and products are not affordable to poor strata of the society. The
available of fresh milk was also a dream to the kanyakumari District.In order to provide fresh
and poor milk to the village people as well as self-employment.“THE NANJL MILK PLANT”
was established in the year of 2000.
Nanjil milk plant easy implemented through “Integrated Dari Development

Programmers (IDDP)” which was a unit of ; kottar social service society (KSSS)” how changed
to Kuzhithurai Integral Development Social Services (KIDSS)”. Providing the fresh and quality
milk to the village people is the main objective of this company. This is being achieved very
much by the past records. The important goal of the company is to retain its loyal customer and
make this product too familiar to the people who are all non-aware about the products of
Nanjil Milk Plant. The milk plant has made the activates for the importantance of cattle
production as well as their productivity, This company is no maturing into a prestigious
institution in the pursuit of beginning a “While revolution” in the District of Kanyakumari .
WORKING HOURS
 Total period of workers for each employee is fixed irrespective of the nature of
the job and the categories of the workmen. All the employees are required to
work 8 hours in a day.
WORKING HOURS IN A DAY
(Total 8 hours of work in a day with three shifts. they are)
 1 shift - 6 am to 2 pm
 2 shifts- 2 pm to 10 pm
 3 shifts – 10 pm to 6 am
TOTAL STAFF
(NANJIL INTEGRATED DAIRY DEVOLPMENT)
 Total staff – 450 members

 Nanjil milk plant – 300 members
 Nanjil agro - 150 members
1.3.1 LOCATION OF THE COMPANY
The Nanjil Milk Plant is located in a village is called Mulagumoodu which is 20kms
away (west) from the town of Nagercoil, the head quarters of the district.The village is linked
by the National Highway No .47
The Milk Pant is 40 km s away from (west) .Cape Comerin ,the southernmost trip of
India. It also 50kms away from Trivandrum Airport. The nearest railway station is Palliyadi
(5kms) and the nearest Harbor is Colachel (10 kms).The Nanjil Milk Pant is situated in a
Eco- friendly atmosphere.
1.3.2 GROWTH OF THE COMPANY
The company’s growth has two stages;
FIRST STAGE
 At first stage the Nanjil milk plant has commenced as a project through kottar
social service society (KSSS). Capturing the market was the only aim in the
beginning .The procurement and sale was the only target in the stage. The long –
term and short –term objectives were created in order to achieve the goal.
SECOND STAGE
 The marketing of the product has been commercialized in this stage by

organizing the inter-stage business in Kerala. The business process is carried on
the basis of providing quality and fresh milk which is healthier too.
1.3.3 OBJECTIVE OF THE COMPANY
 Increasing the revenue of the farmers and empowering them to save through a
rotary fund.
 Promoting economic and eco-friendly sources of energy.
 Increasing the cattle population and their productive potential for a white
revolution.
 Training the farmers to raise cattle in a more scientific manner and to produce
clean and quality milk.
 Installing a pasteurization plant to ensure regular purchase and to promote dairy
products.
 Establishing a commercial network for marketing dairy products.
Agricultural sector is a neglected sector in the Indian sub continent. Though agriculture
is the lifeline base for about 70% of the people of India, it has been sidelined by the various
governments of India. In this context the plight of marginal farmers and the agricultural
laborers is really pathetic. A large section of such people remains under the poverty line. The
situation is not better in Tamil Nadu state or in Kanyakumari district. All the more their
agonies have been intensified due to the scant rainfall and severe drought. This situation has
deeply diminished the fortunes of the farmers and reduced their revenues to a great extent.
They have been placed in utter hopelessness. At this juncture, the Integrated Dairy
Development Programme has come as a heavenly boon for them. The loan assistance,
employment offers and the self-employment opportunities have helped many a family survive
starvation. Moreover, the programme has inculcated the habit of drinking milk and which
makes the people healthy. The cattle population as well as their productivity has been
increased. Quality milk production also has been ensured. The programme has formed able
leaders from among the farmers. The programme is gradually maturing into a prestigious
institution in the pursuit of bringing about a 'WHITE REVOLUTION' in South India.
1.3.4 NANJIL MILK PLANT
become a trusted name among dairy products.
MISSION
Our mission is to have a strong commitment towards integrity, quality and creation of
value for our clients. To deliver quality products comparable to that of global products, our
organization believes in the pursuit of excellence as its guiding force. Every business
proposition we undertake has our seal of quality commitment. Our commitment to quality,
innovation and product integrity have resulted in the trust, loyalty of our diverse clients. A
commitment that we do and we will continue to firmly stand by and deliver.
VISION
‘Service in each and every drops of milk’

1.4 PRODUCT PROFILE
The following product by nanjil milk plant ,milk is the main product and the by-
product of milk are aslso produced.
 Milk
 By-products ghee
 Butter milk
 Butter
 Khova
 Yogurt(curd)
 Ice-cream
 Milk powder
 Paneer
MILK
 Pasteurized homogenized toned milk

 Pasteurized toned milk
 Pasteurized double toned milk
 Pasteurized toned special
PASTEURIZED HOMOGENIZED TONED MILK
Contains 3.0 % fat and 8.5 % non- fat solid. Ideal for whitening tea/coffee and for the
preparation of solid curd. since the milk homogenized, Whitening capacity is more and less
amount of milk will be sufficient for whitening tea/coffee.The milk will not stick to vessels on
heating and hence washing of used vessels is easier. Fat will not settle at the top since the milk
is homogenized .Available in 500 ml sachets.
PASTEURIZED TONED MILK
Contains 3.0%fat and 8.5 % non-fat solids.fat will settle at the top of milk is kept still
for some times. Available in 500 ml sachets
PASTEURIZED DOUBLE TONED MILK
Contains 1.5 % fat and 9.0 % non –fat solid, Can also whitening tea/coffee and for the
preparation of milk based drinks like fruit shakes. Fat will not settle at the top since the milk is
homogenized. Available in 500 ml
PASTEURIZHED TONED MILK- SPECIAL
Pasteurized toned milk in which fat is 3.5 % and SNF is 8.5 % milk is also
homogenized to have smaller and uniform fat globules leading to no cream – line formation
,more full-bodied flavor &better mouth feel.
BUTTER MILK
Butter milk is in a ready to dragnets in which natural product such as ginger, salt etc.
are mind or taste. Nanjil butter milk is available in convenient 200 ml throw away packets.
BUTTER
Butter prepared from the cream of milk contains 81% fat and less than the 15.6 %
water. This is available in convenient 100 gm,200gm and 500 gm family packs. Available in
salted and unsalted varieties.
KOHA
Milk koha is a tasty product which is in the solid taste.
It is prepared from milk by adding sugar and boiling it until the required final product is
thicker. It is solid under the brand name Nanjil koha.
YOGURT (CURD)
Yogurt making is a process made from milk. The Nanjil curd is solid in the quantities of
200 ml and 500 ml .
ICE CREAM
Made from pure milk (unlike many private brand who ‘frozen desserts’ “made from
cheap vegetable fats in the guise of ice – cream),this is real ice cream made available in various
flavored and packs .production hygienically in ISO 9001-2008 and HACCP certified
production facility.
MILK POWDER
Dairy whitener is a partially skimmed milk powder with added sugar. It is ideal for
preparation of various delicacies. It can also be used as a whitener from tea and coffee. The
Dairy whitener is packed under Nitrogen and has solubility and a fine granular texture.
GHEE
Contains 99.7 % of milk fat. Manufactured by melting cream under hygienic

conditions. Ghee has the ideal golden yellow colour due to presences of natural carotene in cow
milk .No artificial colors or flavors are added in ghee. Natural aroma and flavor of ghee is
retained since ghee is produced directly from fresh cream instead of going in for melting stored
butter
PANEER
Pannier also called chenna is a milk product made by congulating bold hot whole milk
with citric or lactic acid and subsequent drainage of whey. It is a fresh source of milk protein
and has flavor and smooth texture. It is used in preparation of various dishes.
II. REVIEW OF LITERATURE
2.1 INTRODUCTION
Mira Singh and Pestonjee (1990), hypothesized that Job Satisfaction is

influenced by the levels of Occupation, Job involvement and Participation. The sample
for the study consisted of 250 officers and 250 clerical cadres belonging to a
Nationalised bank in Western India. The study confirmed the hypothesis and it was
found that Job Satisfaction of the Bank employees was positively affected by the
Occupational level, Job involvement and participation.
Balgir (1991) attempted to understand hygiene-motivational factors as

postulated by Hergeberg based on their need priorities that dominate the minds of
Indian Managers while continuing service in their respective Organisations. The results
revealed that Job Satisfaction, Salary, Job Security, better chances of promotion,
happy Personal life, high Position and friendly social circle are some of the motivating
factors in that order which strongly influence Indian Mangers.
Mathew (1991) tested the relationship between Satisfaction and Organisational

commitment with a Non-recursive model that permitted the simultaneous examination
of the influence of satisfaction on commitment and the influence of commitment on
satisfaction. The study highlighted that the two variables were reciprocally related but
that the influence of satisfaction on commitment was stronger.
Mehra and Mishra (1991) in their study explored the potential moderator effect
of mental health on the Intrinsic Job Satisfaction-Occupational stress relationship. The
study was conducted on 250 blue collar industrial workers of UPTRON India Ltd. The
findings of the study showed that mental health has a moderating effect on the Intrinsic
Job Satisfaction-Occupational stress relationship.
Dhar and Jain (1992) carried out an investigation amongst academicians. The
investigation explored the nature of relationship between Job Satisfaction, Job
Involvement, Age and Length of service. An important finding of the study was that Job
Involvement and Job Satisfaction are positive correlates which imply that involvement in
Job increases Job Satisfaction and vice-versa.
Syeed (1992), made an endeavour to determine the relationship between
employee Job Satisfaction and Organisational effectiveness. The sample for the study
consisted of 44 supervisors of a public sector undertaking which was randomly drawn
from a single unit of the Company. The main objective of the study was to relate
satisfaction with Organisational effectiveness along with personal attributes such as age,
education, pay, length of service etc. the study revealed that Job satisfaction facets had
more explanatory power than the personal attributes of respondents. It was clear from the
study that the Organisation through its human resource development policies and
practices created better environment for employees, resulting in greater satisfaction
which in turn enhanced Organisational effectiveness.
Rama Devi (1997) conducted a study on faculty Job Satisfaction and their
views on management of the two universities in Andhra Pradesh. The sample
consisting of 200 teaching faculty and 100 members were selected randomly from each
university and the attempt was made to measure Job Satisfaction of the faculty in
universities of Andhra Pradesh. The study found that the factors such as freedom in
job, scope for self-improvement, income and job security were causing satisfaction
while bureaucratic rules, no recognition for work and routine work were causing
dissatisfaction to them.
Sarri and Judges (2004), article provided greater understanding of the research
on employee’s attitudes and Job Satisfaction. The article identified three gaps between
Human resource practice and the scientific research in the area of employee attitudes in
general and the most focal employee attitude in particular –Job satisfaction: the causes of
employee attitudes, the result of positive or negative job satisfaction and how to measure
and influence employee attitudes. Suggestions for practitioners are provided on how to
close the gaps in knowledge and for evaluating implemented practices.
Worrell (2004) examined and described the levels of Job Satisfaction and
relationship between the variables in a national sample of school psychologists belonging
to the National Association of School Psychologists (NASP). Data were collected through
mailed survey packets including a data form including Minnesota Satisfaction
Questionnaire. 234 full time practitioners responded. Result indicated that
90% of school psychologists were satisfied or very satisfied with their jobs. The
findings showed a gradual increase in overall satisfaction when compared to 1982 and
1992 that reported being satisfied or very satisfied with their jobs. Participants in the
current sample were more satisfied with their job security, independence and creativity.
Santhapparaj (2005) studied the Job Satisfaction of the women managers working
in automobile Manufacturing Industry in Malaysia. It was based on primary survey from
200 women managers. The study investigated the relationship between specific aspects of
Job Satisfaction and the personal characteristics of women managers. It was also aimed to
retest the Herzberg’s Two-Factors theory. The correlation analysis showed that there was a
significant negative correlation between education level and pay, promotion people on
present job and job in general. The percentage of overall satisfaction was 75.59%. The
results did not support the Hezberg’s theory and concluded that no separate and distinct
factors lead to job satisfaction or dissatisfaction, but if they were together contributed to
job satisfaction or dissatisfaction. The study reveals that there was a need for change in
the Organisational culture and the management should create the
environment for social and organisational network. The factor which was relatively less
satisfied was the pay and this can be improved only through dialogue which involve cost to
the organisation and the less level of satisfaction on present job could be easily improved
by job rotation, providing challenging job and so on.
III. RESEARCH METHODOLOGY
Research methodogy is a scientific and systematic to solve research problem. The
methodology adopted for different from one another.
3.1 TITLE OF THE STUDY

A study on Employee Job Satisfaction And Motivation at Nanjil Milk PVT Ltd
Mulakumoodu.
3.2 OBJECTIVES OF THE STUDY

 To Identify the Job Satisfactory level of the whole employees.
 Perception of employees towards Management.
 Find current motivation policy how much effective to employee.
 To examine the relationship between motivation and productivity of employees.
 To learn the factors that influences the motivation.
3.2 SCOPE OF THE STUDY

The scope of the study is that by analyzing the job satisfaction of the employees, then
organization further improve themselves with more benefits and facilities to overcome the
drawback and improve the performance level of employees.
 It is helpful to identify the employee level of satisfaction towards motivation.

 The study is helpful to the organization for identifying the area of dissatisfaction
of the employee.
 The study and its findings will very much useful to the company itself. Because
company could know about their strength and weakness regarding their
motivational activities.
 The study will help to highlight the impact of motivators on productivity.
 This study will be useful to the government. Because government is the prime
authority to ensure the welfare measures to all employees within the region.
 It helps to make policy implementation in Organization.
 The study will give some help to research scholars to refer close motivational
methods and its influence on employee’s productivity.
3.3 DATA COLLECTION

The data collected or the present study constitute primary and secondary data.
PRIMARY DATA
This research was based on the primary data which is collected from the employees
through structured questionnaire.
SECONDARY DATA
The Secondary data was gathered through sources like published reports, brouchers and
journals etc from the company.
3.4 SAMPLING METHOD

Sampling is generally the process of selecting the respondents from the desired
population.
SAMPLING SIZE
Out of a total population of 450 employees belonging to various departments, the study
was carried-out by collecting data from 100 respondent.
3.5 RESEARCH DESIGN

A research design purely and simply a basic frame work or plan for study that guide the
collection of data and analysis of the data. In this study we have adopted descriptive research
design in collection and analyzing the data.
3.6 DATA ANALYSIS

The collected primary data were converted into suitable tables for the purpose of
analysis. Suitable statistical techniques such as Simple percentage were used in this project.
3.7 TOOLS USED FOR ANALYSIS

The following tools are used for analyzing the project report is,
a) chi-square
b) percentage
c) weighted average method
d) correlation analysis.
3.9 PERIOD OF THE STUDY
The study was conducted from January to March 2019.

3.10 LIMITATION OF THE STUDY
a) Could not interact with senior managers because they are always busy with their
work.
b) Due to busy with their work, co-operation of the respondent were less.
c) A minor fraction of the employees were hesitated to reveal the actual data.
IV .DATA ANALYSIS AND INTERPRETATION
4.1 PERCENTAGE METHOD
Table 4.2.1
Age
Age No.of Respondents Percentage
Below 40 years 53 53
40-45 years 28 28
45-50 years 17 17
Above 50 years 2 2
Total 100 100
Source: Primary Data
Chart 4.2.1 Age
100
90
80
70
60
50
40
30
20
10
0
below 40 years 40-45 years 45-50 years above 50 years total
Interpretation:
From the above table found that 100 respondents 53% of them below the age of 40, 28%
of them are between 40-45, 17% of them are between 45-50,2% of them are above the age of 50.
Table 4.2.2 Gender
Gender No.of Respondents Percentage
Male 77 77
Female 23 23
Total 100 100
Chart 4.2.2 Gender
100
90
80
70
60
50
40
30
20
10
0
male female total
Interpretation:
From the above table it was found that out of 100 respondents 77% of them are male
respondents and 23% of them are female respondents.
Table 4.2.3
Marital Status
Marital Status No.of Respondents Percentage
Married 67 67
Unmarried 33 33
Total 100 100
Chart 4.2.3 Marital Status
100
90
80
70
60
50
40
30
20
10
0
married unmarried total
Interpretation:
From the above table it was found that out of 100 respondents 67% of them are married
and 33% of them are unmarried.
Table 4.2.4
Educational Qualification
Educational Qualification No.of Respondents Percentage
SSLC 41 41
HSC 27 27
Diploma 20 20
Degree 12 12
Total 100 100
Chart 4.2.4
Educational Qualification
100
90
80
70
60
50
40
30
20
10
0
SSLC HSC diploma degree total
Interpretation:
From the above table it was found that out of 100 respondents 47% of them are SSLC
and 27% of them are HSC and 20% of them are Diploma and 12% of them are Degree.
Table 4.2.5
Work experience
Work Experience No.of Respondents Percentage
Below 10 years 10 10
10-15 years 32 32
15-20 years 40 40
Above 20 years 18 18
Total 100 100
Chart 4.2.5 Work experience
100
90
80
70
60
50
40
30
20
10
0
below 10 years 10-15 years 15-20 years above 20 years total
Interpretation:
From the above table it was found that out of 100 respondents 40% of them are having
15-20 years, 32% of them are having 10-20 years, 18% of them are having above 20 years and
10% of them are having below 10 years of work experience.
Table 4.2.6 Satisfied with current salary
Particulars No.of Respondents Percentage
Strongly Agree 26 26
Agree 34 34
Neutral 38 38
Disagree 2 2
Strongly Disagree 0 0
Total 100 100
Chart 4.2.6 Satisfied with current salary
100
90
80
70
60
50
40
30
20
10
0
strongly agree neutral disagree strongly total
agree disagree
Interpretation:
From the above table it was found that 26% of the respondents are strongly agree, 34%
of the respondent are agree, 38% of the respondents are neutral and 2% of the respondents are
disagree and 0% of the respondents are strongly disagree.
Table 4.2.7 Co-workers wages
Agree 54 54
Neutral 8 8
Disagree 8 8
Total 100 100
Chart 4.2.7 Co-workers wages
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.8 Other people working in same field
Agree 38 38
Neutral 18 18
Disagree 6 6
Total 100 100
Chart 4.2.8 other people working in same field
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.9 Satisfied with health benefits
Agree 44 44
Neutral 22 22
Disagree 4 4
Total 100 100
Chart 4.2.10 Satisfied with health benefits
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.10 Company provide with necessary benefits
Agree 24 24
Neutral 26 26
Disagree 8 8
Total 100 100
Chart 4.2.10 Company provide with necessary benefits
100
90
80
70
60
50
40
30
20
10
0
strongly agree neutral disagree strongly toptal
agree disagree
Interpretation:
Table 4.2.11 Company’s benefits options
Agree 30 30
Neutral 12 12
Disagree 8 8
Total 100 100
Chart 4.2.11 Company’s benefits options
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.12 Compared to other company’s benefits
Agree 46 46
Neutral 10 10
Disagree 8 8
Total 100 100
Chart 4.2.12 Compared to other company’s benefits
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.13
Flexible working hours, long lunch time, extra vacation days, time off
Agree 50 50
Neutral 12 12
Disagree 8 8
Total 100 100
Chart 4.2.13
Flexible working hours, long lunch time, extra vacation days, time off
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.14
Interesting projects, support, appreciation
Agree 24 24
Neutral 26 26
Disagree 12 12
Total 100 100
Chart 4.2.14
Interesting projects, support, appreciation
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.15
Job security
Agree 37 37
Neutral 24 24
Disagree 16 16
Total 100 100
Chart 4.2.15
Job security
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.16
Security in your life with job
Strongly Agree 8 8
Agree 42 42
Neutral 22 22
Disagree 18 18
Total 100 100
Chart 4.2.16
Security in your life with job
100
90
80
70
60
Column2
50
Column1
40
Series 1
30
20
10
0
agree disagree
Interpretation:
From the above table it was found that 8% of the respondents are strongly agree, 42% of
the respondent are agree, 22% of the respondents are neutral and 18% of the respondents are
Table 4.2.17
Satisfied with initial amount
Agree 22 22
Neutral 10 10
Disagree 30 30
Total 100 100
Chart 4.2.17
Satisfied with initial amount
100
90
80
70
60
Column2
50
Column1
40
Series 1
30
20
10
0
agree disagree
Interpretation:
Table 4.2.18
Possibilities of promoted
Agree 22 22
Neutral 20 20
Disagree 30 30
Total 100 100
Chart 4.2.18
Possibilities of promoted
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.19
Appreciation with your contributions
Agree 34 34
Neutral 16 16
Disagree 12 12
Total 100 100
Chart 4.2.19
Appreciation with your contributions
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.20
Compensation with responsibilities
Agree 30 30
Neutral 20 20
Disagree 14 14
Total 100 100
Chart 4.2.20
Compensation with responsibilities
100
90
80
70
60
Column2
50
Column1
40
Series 1
30
20
10
0
agree disagree
Interpretation:
Table 4.2.21
Safe with working place
Agree 24 24
Neutral 26 26
Disagree 6 6
Total 100 100
Chart 4.2.21
Safe with working place
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.22
Supporting equipment
Agree 36 36
Neutral 28 28
Disagree 4 4
Total 100 100
Chart 4.2.22
Supporting equipment
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.23
Satisfied with lighting and cleanliness
Agree 34 34
Neutral 20 20
Disagree 1 1
Total 100 100
Chart 4.2.23
Satisfied with lighting and cleanliness
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.24
Satisfied with training and re-training
Agree 32 32
Neutral 29 29
Disagree 10 10
Total 100 100
Chart 4.2.24
Satisfied with training and re-training
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
Table 4.2.25
Discussions with supervisor
Agree 43 43
Neutral 20 20
Disagree 8 8
Total 100 100
Chart 4.2.25
Discussions with supervisor
100
90
80
70
60
50
40
30
20
10
0
agree disagree
Interpretation:
4.3 WEIGHTED AVERAGE METHOD
Table 4.3.1
Opinion about employee job satisfaction
Particular SA A N D SD Total Weighted Rank

average
Enjoy 24 29 30 14 3
working 357 23.8 VII
and (120) (116) (90) (28) (3)
performing
Usually 49 17 24 6 4
come to 401 26.73 I
work (245) (68) (72) (12) (4)
Future 36 32 18 9 5
success 385 25.67 III
with (180) (128) (54) (18) (5)
company
Work 42 16 23 11 8
fulfills and 373 24.87 V
basic needs (210) (64) (69) (22) (8)
Appreciated 29 23 33 13 2
with work 364 24.26 VI
place (145) (92) (99) (26) (2)
Feeling of 45 20 25 6 4
self- 396 26.4 II
fulfillment (225) (80) (75) (12) (4)
Know and 35 15 40 10 0
understand 375 25 IV
the goal of (175) (60) (120) (20) (0)
the
company
Changes 17 29 36 17 1
company 344 22.9 VIII
leadership (85) (116) (108) (34) (1)
Chart 4.3.1
Opinion about employee job satisfaction

9
8
7
6
5
4
3
2
1
0
Interpretation
From the above table, it was found the most of the respondents find the usually nice to
come to work are satisfactory so, it is ranked I, then the opinion of feeling of self-fulfillment
must be satisfactory so it is ranked II, then most of the respondents are satisfied with the feel
about the future success with the company so it is ranked III, then the opinion of know and
understand the direction and goal most of the respondents are satisfied so it is ranked IV, most
of the respondents are satisfied with the work fulfills and basic needs so it is ranked V, most of
the respondents are satisfied with the appreciated at work place so it is ranked VI, most of the
respondents feel that the enjoy working everyday and performing are not much satisfactory so it
is ranked VII and most of the respondents feel that the changes the company leadership has made
is must be improved so it is ranked VIII.
4.4 CHI SQUARE METHOD
AIM:
To test significant relationship between the age and promoted in your work.
H0: There is no significant relationship between the age and promoted in your work.
H1: There is a significant relationship between the age and promoted in your work.
Table 4.4.1
Chi square table
Particulars Below 40 40-45 years 45-50 years Above 50 Total

years years
Strongly 8 5 3 2 18
agree
Agree 11 7 4 0 22
Neutral 13 5 2 0 20
Disagree 15 9 6 0 30
Strongly 6 2 2 0 10
disagree
Total 53 28 17 2 100
FORMULA
X2= Σ (O-E) 2/E
EXPECTED FREQUENCY = (ROW TOTAL X COLUMN TOTAL) / GRAND TOTAL
O - Observed frequency
E - Expected frequency
Table 4.4.2
Computation table for X2
O E O-E (O-E)2 (O-E)2/E
8 9.54 -1.54 2.37 0.25

5 5.04 -0.04 0.0016 0.0003
3 3.06 -0.06 0.0036 0.001
2 0.36 1.64 2.69 7.47
11 11.66 -0.66 0.44 0.038
7 6.16 0.84 0.7 0.113
4 3.74 0.26 0.07 0.019
0 0.44 -0.44 0.19 0.43
13 10.6 2.4 5.76 0.54
5 5.6 -0.6 0.36 0.064
2 3.4 -1.4 1.96 0.58
0 0.4 -0.4 0.16 0.4
15 15.9 -0.9 0.81 0.05
9 8.4 0.6 0.36 0.043
6 5.1 0.9 0.81 0.16
0 0.6 -0.6 0.36 0.6
6 5.3 0.7 0.49 0.09
2 2.8 -0.8 0.64 0.23
2 1.7 0.3 0.09 0.053
0 0.2 -0.2 0.04 0.2
2
Calculated value X = 11.3
Degree of freedom:
= (Row – 1) (Column -1)
= (5-1) (4-1)
= 4x3
=12
Level of Significance =0.05
From the table:
X^2(0.05) = 5.6809
Calculated value < Table value
5.6809<11.33
Therefore H1 is accepted.
Inference:
From the result of the chi square analysis it is concluded that the Alternative hypothesis
(H1) is accepted.
4.5 KARL PEARSON’S CORRELATION OF COEFFICIENT
AIM
Analysis between the compensation and safe for work place
X- Compensation
Y- Safe for work place
Table 4.5.1
Karl person’s correlation
X Y X2 Y2 XY
34 42 1156 1764 1428

30 24 900 576 720
20 26 400 676 520
14 6 196 36 84
2 2 4 4 4
Σ X= 100 Σ Y= 100 Σ X2= 2656 Σ Y2= 3056 Σ XY= 2756
FORMULA
r = (N ΣXY –ΣX ΣY) / √ N Σ X2 - (ΣX)2 x √ N Σ Y2 – (ΣY)2
r = 0.9
Inference
From the result see that the value of r is between 0 and 1. So there is a strong correlation
between compensation and safe for work place.
CHAPTER V
FINDINGS, SUGGESTIONS AND CONCLUSION
5.1 FINDINGS
 Persentage of the respondents belong to the age group below 40 years.
 Most of the respondents are male employees.
 Most of the respondents were married.
 Most of the respondents were educated.
 Most of the respondents work experience 15-20 years.
 Persentage of the respondents are neutral about the current salary.
 Most of the respondents are agree with the co-workers wages.
 Most of the respondents are strongly agree with the other people working in the same
field.
 Most of the respondents are agree with the satisfied health benefits.
 Most of the respondents are strongly agree with the company provide necessary benefits.
 Most of the respondents are strongly agree with the understand company benefits options.
 Most of the respondents are agree with the company’s benefits compared to other
company’s benefits.
 Most of the respondents are agree with the flexible working hours, long lunch time, extra
vacation days, time off.
 Most of the respondents are agree with the job security at working place.
 Most of the respondents are disagree with the possibilities to be promoted in work.
 Most of the respondents are agree with the training and re-training at work place.
 Most of the respondents are neutral about the enjoy working everyday and performing at
best.
 Most of the respondents are strongly agree with the work fulfills and basic needs.
5.2 SUGGESTIONS
Particulars Suggestions for Strengths

Improvements
Wages and Benefits  Salary  Variety of benefits
 Fairness of wages available.
system.  Favorability of benefits
compared to other
companies.
Expectations  Feeling of success  Security of workplace.

given by work.  Possibilities to take
 Promotion initiative.
Work Environment  Supporting equipment  Safety

 Occupational
healthcare
Motivation  Fulfillment of basic  Pleasure of working
needs every day.
 Money  Future success at the
 Compensation company.
 Recognition  Benefits
5.3 CONCLUSION
This research has to attempt to find out the extend of employee job satisfaction and
motivation received by the employees NANJIL MILK PVT LTD MULAKUMOODU and
present study also analyzing the out put of quality of work life in employee job satisfaction and
motivation. From this study it has be understood that majority of the respondent are satisfied
with the pursuing employee satisfaction and motivation .The study has given a great expenses
and first hand knowledge about the organization by adopting the suggestion the company can
improve the motivation.
BIBLIOGRAPHY
REFERENCES
 Armstrong Michael 2006, A Handbook of Human Resource Management Practice 10th

edition, Cambridge, UK, University Press.
 Armstrong Michaels, Murlis Helen 2007. Rewards Management: A Handbook of

Remuneration Strategy and Practice. London. Kogan Pages Limited.
 Beardwell Ian, Holden Len 1994. Human Resource Management, a contemporary

perspective. UK. Pitman Publishing.
 Berger, Lance A. 2000. The compensation handbook: a state-of-the-art guide to

compensation strategy. USA. McGraw-Hill, Inc.
 Bittel Lester R., Newstrom John W. 1992. What every supervisor should know: the
complete guide to supervisory management. USA. McGraw-Hill, Inc.
 Bogardus, Anne M. 2007. PHR/SPHR: Professional in Human Resources certification

study guide. Indianapolis. Wiley Publishing, Inc.
 Briscoe Dennis R., Schuler Randall S. 2004. International Human Resource
Management, Second Edition. UK. Routledge.
 Carol W. Ellis 2005. Management skills for new managers. USA. AMACOM.
QUESTIONNAIRE
A STUDY ON EMPLOYEE JOB SATISFACTION AND MOTIVATION IN

NANJIL MILK PVT LTD MULAKUMOODU
GENERAL INFORMATION
1. Name:
2. Age:
a) Below 40 years ( ) b) 40-45 years ( ) c) 45-50 years ( ) d) Above 50 years
3. Gender
a) Male ( ) b) Female ( )
4. Marital status: a) Married ( ) b) Un married ( )
5. Designation:
6. Educational Qualification:
a) SSLC ( ) b) HSC ( ) c) Diploma ( ) d) Degree ( )
7. Total work experience
a) Below 10 years ( ) b) 10-15 years ( )
c) 15-20 years ( ) d) above 20 years ( )
SA –Strongly agree
A –Agree
N –Neutral
D –Disagree
SD –Strongly disagree
JOB SATISFACTION
SL.NO WAGES SA A N D SD
1 How satisfied are you with your current

salary?
2 How do you feel about the fairness of the
wages system at your work place compared
to
a) Your co-workers wages
b) Other people working in the same field?
SL.NO BENEFITS SA A N D SD
1 How satisfied are you with your health

benefits?
2 How well does the company provide you
with the necessary benefits?
3 How well do you think you understand the

company's benefit options?
4 How do you find the company’s benefits

compared to other companies’ benefits in the
industry?
5 How satisfied are you with the amount of

other benefits your employer offers?
a) Flexible working hours, long lunch time,
extra vacation days, time off…
b)Interesting project,support, appreciation…
SL.NO EXPECTATION SA A N D SD
1 How do you feel about the job security of

your work place?
2 How satisfied are you with the feeling of
success and security in your life brought by
your job?
possibilities to take initiative at your work?
4 How do you feel about the possibilities to be

promoted in your work?

appropriate appreciation for your
contributions?
6 How satisfied are you with the compensation
you get compared to your work
responsibilities?
SL.NO WORK ENVIRONMENT SA A N D SD
1 How safe do you find your working place?

2 How satisfied are you with the supporting
equipment you are using to help your job?
3 How satisfied are you with the lighting and
cleanliness of your working place?
4 How satisfied are you with the training and
re-training at your work place?
5 Are you satisfied with the discussions with
your supervisor on ways to improve your
workplace environment?
MOTIVATION
SL.NO PARTICULAR SA A N D SD
1 How much do you enjoy working everyday

and performing at your best?
2 Would you say that it is usually nice to
come to work?
3 How optimistic do you feel about your
future success with the company?
4 How well do you think your work fulfills
your basic needs?
5 How well do you think you are appreciated
at your work place?
6 How satisfied are you with the feeling of
self-fulfillment that your work gives you?
7 How well do you think you know and
understand the direction and goals of the
company?
8 How are you satisfied with the changes that
company leadership has made?
HIGHLIGHTS OF THE COMPANY
 Equity ownership status of the company : Private
 Operational status : Manufacturing and Marketing
 Marketing status : Inter-National
 Year of starting : 2000
 Marketing strategy : Agent
 Recruitment policy : Interview
 Wage payment :Monthly
 Achievement : ISO 9001:2015 Certified organization

ISO 22000:2005 Certified organisation

Chapter I

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Chapter I

Uploaded by

Copyright:

Available Formats

I.

1.1 GENERAL INTRODUCTION

Satisfaction is fulfillment of a need or desire and the pleasure obtained by such a

Managers within companies or organizations are primarily responsible to ensure the

 Positive reinforcement / high expectations

It requires high-cost storage and transportation as it spoils quickly without cooling. It is

About 110,000 dairy cooperative village societies, involving 12 million farmer

1.2.2 MILK PRODUCTION IN SOUTH REGION.

State 2010-2011 2011-2012

Most Rev V. Jerome Dhas (Bishop of Kuzhithurai)

Fr. D. Jerald Justin ( Managing Director)

Nanjil milk plant easy implemented through “Integrated Dari Development

WORKING HOURS IN A DAY

(Total 8 hours of work in a day with three shifts. they are)

(NANJIL INTEGRATED DAIRY DEVOLPMENT)

 Total staff – 450 members

1.3.2 GROWTH OF THE COMPANY

The company’s growth has two stages;

 The marketing of the product has been commercialized in this stage by

‘Service in each and every drops of milk’

 Pasteurized homogenized toned milk

PASTEURIZED HOMOGENIZED TONED MILK

PASTEURIZED DOUBLE TONED MILK

PASTEURIZHED TONED MILK- SPECIAL

Milk koha is a tasty product which is in the solid taste.

Contains 99.7 % of milk fat. Manufactured by melting cream under hygienic

Mira Singh and Pestonjee (1990), hypothesized that Job Satisfaction is

Balgir (1991) attempted to understand hygiene-motivational factors as

Mathew (1991) tested the relationship between Satisfaction and Organisational

3.1 TITLE OF THE STUDY

3.2 OBJECTIVES OF THE STUDY

3.2 SCOPE OF THE STUDY

 It is helpful to identify the employee level of satisfaction towards motivation.

3.3 DATA COLLECTION

3.4 SAMPLING METHOD

3.5 RESEARCH DESIGN

3.6 DATA ANALYSIS

3.7 TOOLS USED FOR ANALYSIS

3.9 PERIOD OF THE STUDY

The study was conducted from January to March 2019.

4.1 PERCENTAGE METHOD

Age No.of Respondents Percentage

Chart 4.2.1 Age

Gender No.of Respondents Percentage

Chart 4.2.2 Gender

Marital Status No.of Respondents Percentage

Chart 4.2.3 Marital Status

Educational Qualification No.of Respondents Percentage

Work Experience No.of Respondents Percentage

Chart 4.2.5 Work experience

Particulars No.of Respondents Percentage

Chart 4.2.6 Satisfied with current salary

Particulars No.of Respondents Percentage

Chart 4.2.7 Co-workers wages

Particulars No.of Respondents Percentage

Chart 4.2.8 other people working in same field

Particulars No.of Respondents Percentage

Chart 4.2.10 Satisfied with health benefits

Particulars No.of Respondents Percentage

Chart 4.2.10 Company provide with necessary benefits

Particulars No.of Respondents Percentage

Chart 4.2.11 Company’s benefits options

Particulars No.of Respondents Percentage