A

SUMMER INTERNSHIP
&
MINI PROJECT REPORT
ON
ANALYZE JOB SATISFACTION OF EMPLOYEES AT GNFC
AT

SUBMITTED BY: Shehnaz.M.H.Shaikh

Enrollment No.: 097710592013

SUBMITTED TO: SHRI M.H. KADAKIA INSTITUTE OF MANAGEMENT AND

COMPUTER STUDIES (MBA PROGRAMME)

AFFILIATED TO: GUJARAT TECHNOLOGICAL UNIVERSITY, ABAD

GUIDED BY: MRS. RASHMI GHAMAWALA,
ASSISSTANT PROFESSOR,
KIMCOS.
IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
BATCH: 2009-2011

DECLARATION

I SHENAZ SHAIKH here by declare that the project report entitled Job Satisfaction of
employees at GNFC,Bharuch submitted to KIMCOS, in partial fulfillment of the
requirement for the award of degree of Masters of Business Administration (MBA 2ND
SEM) is a record of original Summer Internship project work done by me under the
guidance of Mrs. Rashmi Gamawala (Lecturer in MBA programme, Manilal Kadakia
College of Management and Computer Studies, Ankleshwar) and Mr. N.K. Patadiad
( Addi. General Manager,GNFC)

This project report study is an entirely an outcome of my own efforts and has not been
submitted to either any other university or any other institute for any other degree.

Date:
Place: Ankleshwar.

Shehnaz.H.Shaikh

ACKNOWLEDGEMENT

I SHEHNAZ SHAIKH. student of Shri Manilal Kadakia College of Management and

Computer Studies, express my heartfelt gratitude to my college for giving me an
opportunity to learn with the prestigious study of MBA programme. The success of this
project depends on the contributions of many people, especially those who spared their
valuable time to share their thoughtful ideas and suggestions to improve the report.

It is a matter of pleasure to have this opportunity express my whole hearted sense of

gratitude indebted to my respected sir & valuable guide MRS RASHMI GAMAWALA
Lecturer (HR) he provided me a lot of good inputs, suggestions and support regarding
my project. I also thank our Director MR ANIL SAROGI of Shri Manilal Kadakia College
of Management and Computer studies for giving me all necessary guidance and by
motivating me in completing the project work. I am also deeply thankful to MR VIKAS
PANDYA, who made me realize I can do it and gave me guidance throughout my
project.

I am thankful to MR N, K. PATADIA, the Addi. General Manager of HR, GNFC who

permitted me to carryout the project in their Organization and for their valuable & useful
guidance to me during my research study.

I am thankful to MR Jadeja Sir

who was the guide of my project at the
for all kinds of help and guidance related to my project.

SHEHNAZ.M.H.SHAIKH
Enrollement No: 097710592013
M.B.A SEM 2ND

PREFACE
Management is the essential ingredient in every organization Endeavour successful
management of complex sophisticated technology and skilled personal cannot be
possible through institution of trail or error.

A science of management has been developed over the years & modern manager
require mastery of science to apply it to the situation.

For holding student after his/her college report student the knowledge that he/she has
gained that should be imparted practically. So training is the only way to achieve such
expectations.

In todays competitive world edges is more significant than theoretical knowledge.

Today practical training and knowledge also plays a very important role .

As a management student I have got opportunity for my practical through Job

Satisfaction of employees at Gujarat Narmada Valley Fertilizer Pvt.Ltd. I am glad to
present this project report.

EXECUTIVE SUMMARY
TITLE : Analyze Job Satisfaction of employees at GNFC.
ABOUT THE GNFC
GNFC has been active in a major diversification into industrial chemical, Methanol,
Formic Acid, Acetic Acid, Nitric Acid & into it infrastructure. And also fertilizers products
like Narmada CAN, PHOS, UREA, etc.
BACKGROUND OF THE STUDY
I am preparing this project report to analyze the satisfaction level of employees at
GNFC. I will also study the various factors which influence and are important for
employee satisfaction towards their jobs.
OBJECTIVES :
The main objective of the study is to find out weather employees at GNFC are
satisfied or not.
To find out the factors which influence the job satisfaction of employees
To find out the employee satisfaction towards the welfare facilities.
To analyse the companys working environment.
To find out willingness of employees to continue GNFC.

RESEARCH METHADOLOGY :
Descriptive research design is used because it focuses on the accurate
descriptive of the variable present in the problem.
TYPE OF DATA : Primary Data
DATA COLLECTION : Data collection through questionnaire.
SAMPLE SIZE: More than 10% of total employee

FINDINGS:More than 70 % of employees are satisfied at GNFC.

The welfare facilities of GNFC have proved to highly satisfy the employees.
The company has sound policies and practices for benefit of its employees.
About 95.56 % of its present employees are willing to continue.
The Top Mgmt has proved to be very co operative with its employees.

CONCLUSION:The project report shows the greater satisfaction of the employees at GNFC. The satisfaction of
employees is due to the following factors.
Good job profile.
Working environment
Co-operation from top management.
Salary structures
Welfare facilities.
Training and development facility.

TABLE OF CONTENT
SR No.
01

02
03

04
05
06

TOPIC

About the company

1.1
1.2
1.3
About the Topics & Literature Review
3.1.Research Problems
3.2.Objectives &
3.3.Methodology
Data Analysis & Interpretation
Finding & Conclusions
Suggestions
Bibliography
Appendix

PAGE NO.

1.1 BACKGROUND OF THE COMPANY

GNFC AT A GLANCE
Gujarat Narmada Valley Fertilizer Co.Ltd. (GNFC) was launched on 10th May
1976, with the worlds largest single stream ammonia-urea plant over the year it
has diversified into industrial chemicals, electronics, printed circuits board, and
telecommunication and information technology. Or its various plants, GNFC has
drawn upon worlds finest technologies to produce world class quality products.
GNFC is a joint sector company with shareholding of Govt. Of Gujarat, Gujarat
State Fertilizer Company Ltd. (GSFCL), financial institutions, NRIs, farmers and
general public.

Narmada Chematur Petrochemicals Ltd. (NCPL) is established in 1992 to

manufacture the petrochemicals aniline and toluene di-isocynate (TDI).

Gujarat Narmada Valley Fertilizers Company Ltd. Is located at the north of

Bharuch town on the bank of river Narmada, Bharuch District Of Gujarat. It is well
connected by the Rail and Road Trunk Routes.

VISSION AND MISSION STATEMENT

VISSiON
To be a technology driven, environmentally responsible Joint Sector Company
manufacturing Fertilizers, Commodity and Speciality Chemicals maintaining
highest standards of operational excellence and innovation for creating
sustainable value for all stakeholders
MISSION
We shall

be the leading provider of Chemicals and Agricultural inputs through

adoption of State of the Art Technologies and Business Processes;

have a firm commitment to quality, environment, health and safety;

Enrich human resources and promote teamwork, innovativeness and
integrity;
Achieve sustainable economic growth based on corporate excellence
driven by ethical business practices, professionalism, dynamism and
social responsibility.
VALUES
Conduct company business on the value of honesty, integrity, respect,
purposefulness, responsibility and care. Mutual benefit in all relationship guides
GNFCs business character. Reap the fruits of efforts and share them with
stakeholders shareholders, employees, customers, society, government and
environment.
SETTING MILESTONE ALONG THE WAY
All along its journey, GNFC has been working to fulfil the vision it was built withto create all embracing prosperity, GNFC has proved itself to be a paragon for
others to pursue, its aim ever focused on getting the highest possible standard.

GNFC created history in 1981 offering an equity issue of Rs. 436.1 million
shareholders, the biggest ever public share issue in India.

GNFC boast LACS of investors including farms and co-operatives. It has

enrolled thousand of farmer and agriculturists under the umbrella of
Narmada Kissian Pariwar Yojana.

A un-precedented record of not having lost a single man-hour.

During the last so many years GNFC has recorded phenomenal growth in
term of production output, viz- Ammonia, urea, methanol formic acid and
acetic acid.

GNFC BOARD OF DIRCTORS

Board Of Directors
Shri A. K. Joti

IAS

Chairman

Shri Guruprasad

IAS

Managing Director

IAS

Director

Shri D. J. Pandian

IAS

Director

Shri P. N.

IAS

Director

Shri H. V. Patel

IAS

Director

Shri Pankaj Kumar

IAS

Director

Mohapatra
Shri M. M.
Srivastava

Roychaudhari

Dr. TT Ram Mohan

Director

Shri D. C. Anjaria

Director

Dr. Ashok Shah

Director

Executive Directors
Shri J. S. Kochar

Executive Director IT

Shri K. C. Jatania

Executive Director and Chief Finance Officer

Shri A. D. Modashia

Executive Director - (Projects & TS)

Registered Office :
P.O. Narmadanagar 392 015,
District : Bharuch,
Gujarat, INDIA.
4

ORGANIZATIONAL STRUCTURE AT GNFC

Board of
directors

Chairma
Managin
g
Special
director
General
manager
Add.Gene
ral

Chief
manager
Senior
manger
Manager

Senior
officer
Officer

Staff

Awards

National Safety Council, USA: Good Safety Performance

National Productivity Council: Best Productivity - First, Second & Third Prizes,
Best Productivity for Nitrogenous Fertilizers

Ministry of Labour, GOI: Good Safety Performance (Thrice)

Federation of Indian Chamber of Commerce & Industry (FICCI) : Best

Environment Preservation & Pollution Control

Indian Chemicals Manufacturers Association (ICMA) : Environmental Control &

Safety

Fertilizer

Association

of

India

(FAI)

For

research

paper

Best Technical Innovation - pure CO2 enhancement scheme in Ammonia plant

Best

Technical

Innovation

implemented

in

fertilizer

industry

(twice)

Best Overall Performance of an operating unit for P2O5 in complex fertilizers

All India Organization of Employers: Outstanding Contribution in the field of

Industrial Relations

National Energy Conservation Award, Deptt. of Energy, Government of India :

Energy Conservation Award, Second Prize

Government of India: Award for Energy Conservation

Jawaharlal Nehru Memorial National Award: Effective Energy Conservation

Award

National Suggestion Scheme: Two awards for the company, one for the
employee

Indian National Suggestion Scheme (INSAAN) : Prizes in different years (thrice),

Excellence in Suggestion Scheme for the Company, Second Prize to the
employee (twice)

Texaco Development Corporation (TDC), USA : Licensee of the year for

operating gassifier on more than rated capacity for over a decade

Labour & Employment Deptt., Government of Gujarat: Shram Bhushan Award &
Rajya Shram Ratna Award to the employees
6

Indian Institute of Chemical Engineers (IICE): ICI Award for Excellence in

Process / Product Development

Deptt. of Scientific & Industrial Research, Ministry of Science & Technology, GOI
FICCI: National Award for R&D efforts

World Environment Foundation: Golden Peacock Eco Innovation Award

Fertilizers Association of India: Transfer of Improved Farm Technology Award at

the national level

GNFC has established relationships with a variety of Technology Partners.

Linde AG , Germany.

BASF, Germany.

Snamprogetti, Italy.

Kemira OY, Finland.

UHDE, Germany.

MES Co., Japan.

Chematur AB, Sweden.

Entrust, USA.

Texaco, USA.

Haldor Topsoe, Denmark.

ICI, UK.

Plinke, Germany.

BP Chemicals, UK.

Toyo Engineering, Japan.

Du Pont, USA. M/s.

Lurgi, Germany

PRODUTION
DEPARTMENT

Types of products at GNFC

Plant

Installed Capacity

Ammonia

4,45,500 MTA

Urea
Ammonium
Nitrophosphate
Calcium-Ammonium
Nitrate
Methanol-I

6,36,000 MTA
1,42,500 MTA

Plant Technical
Collaborator
Air separation, Rectisol and
Nitrogen wash units as well
as total engineering of the
integrated plant - Linde AG,
Germany
- Fuel Oil Gasification Texaco, USA
- CO Shift Conversion-BASF,
Germany.
- Ammonia Synthesis Haldor Topsoe, Denmark.
Snamprogetti, Italy
BASF Germany

1,42,500 MTA

UHDE, Germany

50,000 MTA

Formic Acid
Methanol-II
Msu
Weak Nitric Acid
Concentrated-Nitric Acid I
& II
Acetic Acid
Synthesis Gas Generation
Unit
Captive Power Plant I & II
Nitrobenzene (NB)

10,000 MTA
1,88,100 MTA
30,600 MTA
2,47,500 MTA
66,000 MTA

ICI, UK & Linde AG,

Germany
Kemira OY, Finland
ICI, UK & Toyo Engg., Japan
In-House
UHDE, Germany
Plinke, Germany

1,00,000 MTA
201.960 Million NM3 per
annum
3,96,000 MWH per annum
47250 MTPA

Toluene Di-isocynate (TDI)

14000 MTPA

Di Nitro Toluene (DNT)

18356 MTPA

Meta Toluene Di-amine

(MTD)

11804 MTPA

BP Chemicals, UK
Jacob, UK and H & G
BHEL, India
Chematur Engineering AB,
Sweden
Chematur Engineering AB,
Sweden
Chematur Engineering AB,
Sweden
Chematur Engineering AB,
Sweden

(A) PRODUCTION PERFORMANCE OF GNFC PLANTS FOR THE YEAR

2009-10 :

PLANTS

ACTUAL (MT)

CAPACITY UTILIZATION (%)

Ammonia

455,505

100.00

Urea

601,681

94.60

Methanol-I

31,279

62.56

Methanol-II

155,800

82.83

1,135

3.71

Methyl Formate

20,134

88.31

Formic Acid

15,886

158.86

Acetic Acid

140,140

140.14

WNA

281,049

113.56

CNA-I

33,892

102.70

CNA-II

35,014

106.10

ANP

166,547

116.88

CAN

102,644

72.03

Aniline

33,848

96.71

TDI

12,974

92.67

NB

45,301

95.87

MSU

10

(B) DESPATCH/SALE PERFORMANCE OF GNFC PLANTS FOR THE YEAR

2009-10

DESPATCH/ SALE

ACTUAL (MT)

Urea

603,109

Methanol

111,511

Methyl Formate

838

Formic Acid

16,477

Acetic Acid

142,914

WNA

58981

CNA

29,311

ANP

167,484

CAN

103,632

AN Melt

48,771

Cal. Carbonate

47,576

Aniline

33,825

TDI

13,129

NB

48

HCL

36,908

11

Human resource
Department

12

Human resource Management

Organisation is made up of the people and function trough people. Without
people organization cannot exist. The Resource of men, money, material and
machinery are collected, co-ordinated and utilized through people. These
resources by themselves cannot fulfil the objectives of an organization. The need
to be united into a team. It is through the combined efforts of people that material
and monetary resources are efficiently for the attainment of common objectives.
HRM is defined as a set of policies, practise and programmes designed to
maximize both personal and organizational goals.
It is the planning, organising directing and controlling of the procurement,
development, compensation, integration, maintanence, and reproduction of
human resource to the END that individual, organisation and society objectives
are achieved.

13

H R DEPARTMENT STRUCTURE.

14

 FUNCTION OF HUMAN RESOURCES MANAGEMENT

Managerial Function

1. Planning
2. Organisation
3. Directing
4. Controlling

Operative Function

1. Procurement
Job analysis
HRP
Recruitment
Selection
Placement
Induction
Transfer
Promotion
Separation
2. Development
Performance Appraisal
Training
Executive Development
Career Planning and Development
3. Maintenance
Health
Safety
Social Security
Welfare Schemes
15

Personal Records
Personal research
Personal audit
4. Compensation
Job Evaluation
Wage and Salary Administration
Bonus and Incentives
5. Integration
Motivation
Job Satisfaction
Participation of employees

TIME OFFICE AND LEAVE MANAGEMENT

Function of time Office

The main function of time office is to record the time at which employee arrives
and leaves the organisation. The other function of time is top record the number
of days the employee was absent ,to note the days on which the employee was
late, how many time in week and so on .The software used by GNFC is oracle
Database there are two ways in which the time are recorded or noted

(1) DROP CARD SYSTEM

This system of recording time is used mainly for the staff level employee.
There is 9 drop in card machines at GNFC. The cards that are to be dropped
in are kept at the time office. When the employee arrives or leaves he/she
has to take the card, drop in the machine and again keep at the right place.
This card is not allowed to keep it with the employee.

16

(2) SWIPE SYSTEM

This system of recording time is mainly used for officer and above level the
card is owned by the employee personally, this card is swipes card/There are
31 swipes Card machines in the corporate office and plant. The officers while
going to their department can swipe the card on their way
There are 4 shifts at GNFC:

General Shifts [8am to 5 pm]

A shift [6am to 2pm]

B shift [2 pm to 10 pm]

C shift [10pm to 6 pm]

The people at time office prepare a managing maintain information. This

information contains the arrival and the departure time, half day of employee, late
arrival, etc. This information is prepared on daily basis. Considering the
information a combined report is prepared monthly and submitted to the finance
department for the salary purpose.

LEAVE MANAGEMENT

Function of leave Management

The main function of leave management is to maintain the record of leaves

granted refused by the report an employee, which keep the record of the leave of
the entire employee are working in the organisation
TYPES OF LEAVE
The following types of leave be granted to an employee
1. Casual Leave
2. Ordinary Leave
3. Sick leave
4. Extra ordinary leave
5. Accident & disability Leave
6. Maternity leave
7. Discretion Leave
17

(1) CASUAL LEAVE [CL]

Casual leave may be granted to an employee by the managing Director or by
an authority to which such power is delegated by the Managing Director up to
maximum 14 days in each calendar
Unavailable CL shall be made en-cashable at the end of the calendar. The
encashment shall be made on lines of encashment of OL.

(2) SPECIAL CASUAL LEAVE

(a) 7 days special casual leave shall be granted to make employee if his wife
undergoes sterilization operation.
(b) 6 days special casual leave shall be granted to make employee if he
undergoes

vasectomy operation

(c) 14 days special casual leave shall be granted to female employee if she
undergoes non-puerperal sterilization operation
(3) ORDINARY LEAVE [OL]
Application for ordinary leave shall ordinary be submitted at least 15 days
before the date from which leave is required. Ordinary leave shall not be
sanctioned in more than eight spell in a calendar year
(4) SICK LEAVE [SL]
(a) Sick leave shall be admissible to an employee of the company at the rate
of 30 days with half pay per year of service. It shall be computed in spell of
every 4 month. An employee shall be allowed to commute two half pay
sick leaves for one fully pay sick leave. Sick leave may be availed of even
if ordinary Leave is due .Sick leave shall not be availed for less than 1
days .In case of half pay sick leave.
(b) Intervening PH,RH and weekly off in the period of SL shall not be
considered as SL

18

(c) An employee shall be eligible to Ancash SL once in a calendar year after

keeping 45 days SL with full pay in balance .The encashment shall be
made on the lines of OL.
(d) The employee reporting for the duty shall have to produce fitness
certificate from companys doctor m if so required by leave sanctioning
authority.
(e) An employee on CL, OL and SL with full pay shall draw full pay including
admissible allowance.
(5) EXTRA-ORDINARY LEAVE [EOL]
Extra ordinary leave calculated at the rate of half month for every year of
service may be granted to an employee when no Ordinary leave or Sick leave
are due to him and The duration of EOL shall not be exceed four month on
any one occasion or in all, beyond which period it will be treated as break in
Service. No pay and allowance are admissible during the period of EOL and
spent on such leave shall not count as duty for purpose.
(6) ACCIDENTS & DISABILTY
A competent authority may grant Accident and Disability Leave to an
employee,

who is

disabled by injury accidentally inflicted or

caused or incurred in or in consequences of his official position, provided that

such disability is not self-inflected or a result of his wilful negligence. Such as
leave shall not be dubitable to the leave account. Accidents and Disability Leave
may be granted to an employee more than once if the Disability is aggravated or
reproduced in similar circumstances at a later date, but not more than 12 months
leave shall be of any 1 disability.
(7) MATERNITY LEAVE
(a) The MD may grant to a woman employee who has put in at least one year of
Continuous Service, maternity leave for a period which may extend up to
maximum of 3 months.

19

(b) A woman employee may be granted leave of any others kinds of admissible to
her in Combination with or in continuation of maternity leave if the request for its
grant is supported by medical certificate.
(c) Maternity leave shall be admissible to an employee for her first two deliveries.
However, such leave shall be admissible for the third delivery provided if any of
the children after her two deliveries is not surviving at the time of third Delivery.
(8) DISCRETIONARY LEAVE
At the discretion of the management, an employee may be granted discretionary
leave not
Exceeding 10 days in a calendar year for the purposes such as
(a) Active participation in sport events of National or International importance
in a Representative capacity.
(b) Active participation in inter-organisational/ inter-national tournament on
behalf of the company.
(c) Appearing in professional examination at the instance and in the instance
and in the Company.

RECRUITMENT AND SELECTION

Recruitment
For Recruitment purpose GNFC mainly focus on the following

Employee exchange

News paper advertisement

Campus interview

Consulting agencies

Internal audit

20

Selection
For selection GNFC has a criterion only first class graduates are selected. After
the resumes are received, they are scrutinized and the candidates are called for
written test. The candidate who clears the written test is further called for further
interview. Thereafter a merit list is prepared by the HR officer, and this list
includes the score of written test as well as interview. And from the merit list
candidate are shortlisted. The short listed candidates for the part of training given
after latter and they joined. After the training is over a written test and a personal
interview is held. And after a merit list is prepared and the candidates are
absorbed in the company.

PROMOTION AND TRANSFER POLICY

At GNFC, the promotional is based on the merit cum seniority. The main
preference is given to the merit; plays an important role in promotion. Mostly the
promotion of the employee is based on merit.
For transfer of an employee, it is based on the need. E transfer is based on the
personal need, organizational need health of an employee etc. In GNFC, the
transfer is done inter department, inter plant, in case of marketing department
transfer is may be taken place.

21

WELFARE ACTIVITIES
There are many welfare activities carried out by GNFC for their employees. Some
are statutory and non0 statutory activities are the activities which the government
says to give every employees. On the other hand non-statutory activities are the
activities which are provided by the company by their own wish to make the
employees happy.
Following are the welfare activities given at GNFC:
1. Uniform
2. Shoes
3. Brief case
4. Housing loans
5. Vehicle loans
6. Marriage loans
7. Festival advances
8. Vehicle allowance
9. Education assistance
10. Township facilities
11. Temple facilities
12. Sports club in township
13. Shopping complex
14. Co0operatives stores
15. School
16. Health centres
17. Provident fund
18. Leave travel concession
19. Medical facilities
20. Hospital
21. Canteen facility.

22

DETAILS IN EMPLOYEE PERSONAL FILE

The employee profile form contain

Full name of employees

Date of birth

Native place

State

Religion

Mother tongue

Categories

Joining details

Joining date

Designation

Grade

Period

Academic qualification

University

Degree

Year of passing

Percentage

Detail of promotion

Date

Design

Grade (Remark if any)

23

SALARY STRUCTURE
GRADE

DESIGNATION

PAY SCALE

M-1

Executive Director

13800-675-15825-750-18825-825-25425

M-2

General manager

11470-600-13270-675-15790-750-21970

M-3

Addl. General manager

10200-525-11775-600-14175-675-19575

M-4

Chief

managers/CS

and 9250-450-10600-525-12700-600-17500

CM(legal)
M-5

Sr. Manager

8140-360-9220-395-10800-460-14480

M-6

Manager/ pers. Secy.

7325-300-8225-340-9585-385-12665

M-7

Dy. Mktg./ Sr. Officer/Sr. Civil 6220-500-6950-285-8110-310-10590

Engr./ Sr. Safety Engr./ Sr.
PRO

M-7 Sp

Foreman/Officer

5700-240-6420-270-7500-300-9900

M-8 Sp

Account officer/ Admin. Officer/ 5400-220-6060-250-7060-285-9340

LMO/ Librarian/ Sports

M-8 Sp

Charge man / Jr. Officer

5180-210-5810-240-6770-270-8930

HRICS
Software used to assist HRM-Oracle Database is used for data store in GNFC
to assist HRM

24

Marketing Department

25

DEPARTMENTAL STRUCTURE

26

LIST OF COMPETITORS AND DIFFERENCE IN COMPANYS PRODUCT

FEATURES VS COMPETITORS
Main competitors of GNFC are:

1. GSFC,

Vadodara

2. IFFCO,

Gujarat

3. KRIBCO,

Hazira,(Gujarat)

4. RCF,

Thal

5. NFL,

Panipat(Punjab)

6. INDOGULF, Jagdishpur
7. DEEPAK,

Pune

8. TATA,

Babrala(UP)

Difference in companys product features VS competitors

The main product of GNFC is fertilizers, i.e. Narmada Urea, Narmada Can, Narmada
Phos.
i.

Narmada Urea
Urea is manufactured by all the fertilizers company but it is different in
following ways from competitors.
1. Colour
2. Packing (Single packing)
3. Grain size is bigger than competitors
4. No powder contain
5. Narmada Urea contain 46% Nitrogen
6. Technology collaboration- Snamprogetti, Italy

ii.

Narmada Can
Narmada Can is different in following ways from its competitors
1. Technology collaboration- UHDE Germany
2. Narmada Can contains 25% - Nitrogen and 8% Calcium
3. Packing (Double packing)
27

iii. Narmada Phos.

Narmada Phos is different from its competitors in following ways
1. Packing (Double packing)
2. Narmada Phos contains 50% Nitrogen and 50% Phosphorous
3. Raw materials (Rock Phosphate)
4. Technology Partners- BASF Germany
MARKETING MIX STRATEGY 4

28

BRAND AVAILABLE AND COMPARITIVE PRICES

Narmada is the Brand name for GNFC.
Narmada Urea is the No. 1 brand of GNFC in Gujarat.
Why brand required for company?

To differentiate our product in the market from competitors

To differentiate name, term, logo, symbols from competitors.

To differentiate quality.

Brand equity Positive differential effect from the customer.

Customer equity Positive response of customer for the particular brand.
No.

Brand name

Weight

Rupees

1.

Narmada Urea

50 kg

235/-

2.

Narmada Can

50 kg

515/-

3.

Narmada Phos

50 kg

279.75/-

29

RAIL HEAD

Dealer/GUJ
CO Buffer

Rail head/
Nodal

Field
Warehou
Retailer e.g.
Village Society

GNFC PLANT

TPSU , NKSK

30

TARGET MARKET AND MARKET SHARE

The GNFCs main products Fertilizers and their target market or target
consumer is famer.

IN Gujarat GNFC have major market share in Fertilizers selling.

The GNFC is also manufacturing the chemical and their customers are
small. Medium and large industrial enterprises in public, private and
multinational sectors.

Market Share
The percentage of market share shown in the following table
Sr

Products

no

Market share

Market share

Market share

GNFC

other

import

1.

Methanol

25%

26.3%

46.9%

2.

Acetic Acid

34%

3.9%

60.6%

3.

Formic Acid

68%

16.3%

18.6%

4.

CNA

43%

56.9%

5.

Weak Nitric Acid

30%

70%

6.

Ammonium Nitrate (melt)

14.3%

20%

65.7%

7.

Aniline

8.

TDI

PROMOTIONAL MEASURES
Various promotional programmes are carried out to sustain the brand of the
company, to educate the farmers, to create the awareness about their product
among the farmer.
Following are the various activities are:
1. With the farmers: Mean Two way communication

Demonstration Farm

Farmer Meetings

Slide show
31

Agricultural fairs

Plant Visit

Crop Seminars

Young Farmer training programmes

Exhibition etc.

2.

To the farmers: Means one way communication

Magazines

Wall Painting

Poster

Trolley painting etc

3. The GNFC also having laboratories like

Soil testing

Tissue culture

Promotional Tools
Sales Promotion: Demonstration, Contests, Exhibition etc.
Publicity: Press notes, Speeches, Annual report, Donation public relation etc.
Personal selling: Sales presentation, Sales workshop, Incentive Programmes

32

POSITION OF THE COMPANYS PRODUCTION IN PLC

GNFC stand on the peak stage in PLC.
1. All the fertilizer products of GNFC are in the growth stage because now a
days are
aware of growing crop by scientific approach.

2. All the chemical product use by the different industries to make some other
products, so

we cannot say about the chemical product in which stage

they are

SALES VOLUME/ SALES REVENUE

Sales volume during the year 2007-08
Product

Sales (MT)

Urea

6,44,474

Ammonium Nitro Phosphate

1,94,158

Calcium Ammonium Nitrate

1,35,134

Methanol

1,41,252

Formic Acid

17,405

Acetic Acid

1,55,515

Concentrated Nitric acid

22,356

Aniline

38,451

Toluene Di- Isocynate

16,145

33

CUSTOMER SATISFACTION MEASURES AND IMPORTANCE OF

CUSTOMER FEEDBACK
Seller market is converted in to buyer market. The company have to produce
those products only that satisfy the customer want and demand.
Customer satisfaction measures

Repeated Purchase

After sales service

Sales Volume increase

Importance of Customer feedback

To know the product image in the market

To attract customer

To change market strategy

To change in the product like packing, price, quantity etc.

Tool to get feedback from the customer

1. NKSK (Narmada Khedut Sahaya Kendra) at every Tehsil.
2. GNFC provide postcard to the customer or farmer to get the feedback from
therm.

STRATEGY FOR SURVIVAL IN MARKET

Government has identified essential product and government has establish ECA (
Essential Commodity Act). Fertilizer is come under essential product it is the
basic need of farmer.
GNFC applying following pricing method and strategy

Government fixes the price of Narmada Urea and Narmada Phos.

The cost of production of Urea and Phos more than MRP but the
difference is paid by government as subsidy.

Government control the quality of Narmada Can.

34

PACKAGING
Packaging Packaging is physical action provide handling convince
Packaging is of two types as under
1. Primary Packaging Tube packaging
2. Secondary Packaging Safety of product
Packaging done in GNFC:

Narmada Urea is packed in %0 kg pack in double stitching plastic bag.

Narmada Phos is packed in double packing in 50 kg bag.

Narmada can is also packed in double backing in 50 kg bag.

DEMONASTRATION FARM
Demonstration farming is another method of promoting the companies activities.
It aim is to informing the farmer about the various benefit of using fertilizer.
Land Available

30 Acre fertile land

20 Acre fruit land ( Mango, Lemon, Chikoo etc)

Activities

Net house

Green house

Vermi compost house

Computerise water pump

Objective of Demonstration Farm

To demonstrate the use of fertilizer.

To introduce new cropping pattern.

To develop hi-tech agriculture complex.

To demonstrate the use of plant effluent water.

To develop planned a forestation the industrial environment.

35

Different Agro Project

Nursery areas

Net home technology

Vermi compost house

Medicinal crop (plant)

Agro foresting

Orchard

Field crop

Service Provided to Farming community

1. Organising farmer Visits.
2. Supply of high quality vegetable seeding.
3. Supply of Earth-worm for vermi project.
4. Supplying of medicinal plant.
5. Technical advice of farmer of surrounding area.
6. Organising agricultural extension official visit.
7. Class room presentation and slide show on hi-tech agriculture.

SOIL TENSTING LABORATORY

Soil testing laboratory was started in the year of 1983.

Soil sample are coming from all over Gujarat and irrigation water is also
tested.

The basic task is to provide agriculture regarding guidelines.

I measure the content of Nitrogen, Potash and Phosphorus and

recommend the farmer about the required content of them and gives
advice to them how much fertilizer is in the land.

Lab also check content of irrigation water such as Calcium, Sodium,

Magnesium, Sodium Carbonate and Sodium Bicarbonate and give the
grade of good, bad and medium.

36

The company expenditure per sample is Rs. 100 and company provides
free of cost to the farmer.

The main objective of the lab is to increase the agricultural productivity.

TISSUE CULTURE LABORATORY

Tissue culture laboratory is another method to promote the activities of company
Define plant tissue culture?
Plant tissue culture is a technique where tissue, cells or organs are isolated from
mother plant, grown on artificial medium under aseptic conditions.
Name leading plant tissue culturist of India, Gujarat

Prof M. Swaminathan

Prof N.M. Bhandari

Dr. Lakshmi sitha

Dr. K. G. Ramavat

Prof. Bapat

Types of tissue culture

Meristem-Tip culture

Emryo Culture

Callus Culture

Protoplast Culture

Advantage and disadvantage of plant tissue culture

1. A small amount of plant tissue is needed as the initial explants for regeneration
of millions of colonel plant.
2. Many plant species are highly resistant to conventional propagation method;
over this TC technique provide a possible alternative for these species and help
in bulking up new cultivators rapidly of important trees that would otherwise take
many year to bulk up by conventional methods
3. Disease free, Uniform, Vigorous plant can be produce in short span of time
though meristem tip culture.

37

4. Round the year production can be generated

5. Seasonal constraints is not there.
Disadvantage
1. Expensive equipment, sophisticated facilities with trained manpower are
needed.
2. Though higher order precaution are taken to take care of contamination there
are changes of heavy culture loss.

Stage of plant tissue culture

Selection stage

Initiation

Multiplication

Elongation

Rooting

Primary hardening (Green house)

Secondary hardening (Net house)

Major hormones are used in culture media

Auxins

Cytokinins and

GA3(

Gibberelic acid)
IAA (Indole acetic acid)
NAA (Naphthalene acetic acid)
IBA ( Indole butric acid)

Kinetine
BAP (6- Bezly amino purine)
Zeatine

2,4-d Trichlorophenoxy acetic acid

38

Purchase department

39

Introduction
Purchase is the heart of any organisation. Since it is directly proportional to the
profit because purchase is related to the buying activities therefore lesser the
price of the raw materials or the spares is required lesser will be the requirement
of the capital and hence greater will be the profit.
Purchase department has to co-ordinate with people working in both internal as
well as external environment. The person working in the purchase department
should know each and every technical detail of the material required in their
production facilities whether it is in the form of raw material or any spare part of
plant.
They should be aware of each and every vendor that sells the product used as
raw material and spares as this sort of information is necessary during the crucial
period at times. They should also be aware that which technical spares is
imported from other counties and it is difficult to purchase that spares within a
certain time frame and this could be borrowed from other organisation using the
same spares.
The purchase department should also keep in mind that if they purchase in
excess inventory cost will rise and if their order is lower in quantity then there will
be the production hold up so their order should match up economic order quantity
so both inventory cost and also production will run smoothly.
In GNFC purchase department has to almost buy 1, 50,000 different item in
different quality and quantity from different source i.e. National as well as
International. So for the smooth and easy management of purchasing activity
there are different group of different items.
Purchase department lays emphasis on 6 Rs during purchase:
1. Right Quantity
2. Right Quality
3. Right Time
4. Right Source
5. Right Price
40

FUNCTION OF PURCHASE DEPARTMENT

Purchase department is the channel between user and supplier

Purchase department provide material to user department at less cost,

less time, less effort and at right place

Purchase department also helpful in forward planning as per the present

market condition

Purchase department is helpful in marketing relation between vendor and

company.

Purchase department register incident recovered from end user or

planning department and selects the vendor from float inquiry to vendors.
They after purchase department get quotation and open them.

By marketing ARC it stops the vendors to change prices, quality and move
away from the contracts.

After receiving materials. The purchase department inform the finance

department for time being payment.

When the received material is not as per the user requirement, then
purchase department informs to the supplier for replacement base on the
term and condition.

Purchase department help in reducing lead-time.

PURCHASE PROCEDURE
The Procurement of raw materials, machineries, and its spares, maintenance
item include consumable etc is done by purchase department. The procedure for
the procurement is as follows :
I.

Preparation of purchase requisition (Indent)

II.

Tender issued

III.

Vendor analysis

IV.

Quotation (Rate tabulation)

V.

Comparative statement

VI.

Financial approval

VII.

Placement of order

VIII.

Delivery
41

IX.

Inspection

X.

Master receiving Voucher (Acceptance)

XI.

Payment of supplier.

Procedure for Imported materials

While most of the procedural part remains same as that of other item, the
difference lies in the mode of payment which is though letter of credit and issuing
of tender by Global tender in Newspaper or Online bidding system. However,
Procurement of imports involves large sum and hence seemingly minor
commercial point also carries significant financial implication. Almost care in
being taken to curtail procurement cost as much possible by negotiating various
commercial terms to commercial term to company advantage. Incoming imported
materials are bought though GNFCS authorized consolidation contractors (Air &
Sea Freight forwarders). Consignments are cleared from Mumbai customs by
appointed CHA (Custom House agent) after payment of due custom duty etc then
forwarded to GNFC site.
PACKING MATERIALS
Packing material consist of HDPE bags. Threads for stitching and HDPE carboys
( Blue for Formic Acid & Black for Acetic Acid).
HDPE Bags
Weight of HDPE bags:

Bags

Weight

Urea Bags

130 gm

Imported Urea bag

130 gm

Imported MOP bag

108 gm

Imported DAP bag

120 gm

CAN bag

112 gm

ANP bag

112 gm

SSP bags

112 gm
42

Yearly consumption of HDPE bags:

Bags

Consumption

Urea

128 Lac bags

ANP

44 Lac bags

CAN

30 Lac bags

Types of bag are used

Urea is packed in simple HDPE bags but ANP & CAN is packed in thin inner
coated plastic bag.
Supplier of HDPE bags:
Mostly HDPE bags are supplied from Ahmadabad.
Printing of bags:
Front and back printing on Urea and ANP and in CAN only front side.
Urea printing is Green and Postal red colour.
ANP printing is Black colour.
CAN printing is Green colour.
HDPE Carboys
Weight, Capacity, Colour and price of carboys:
Carboys

Weight

Capacity

Price (All

inclusive)
Formic Acid

2 kg

35 litre

224 per

2 kg

35 litre

223 per

carboys
Acetic Acid
carboys

Suppliers of carboys are Daman and Silvassa.

43

Threads
Thread is used for stitching of the bags. Poly propylene thread is used.
Price of thread is Rs 102 per kg
Supplier of thread is Bhavnagar.

44

Stores Department

45

TYPES OF STORES
In GNFC there is only central store. It handles all stores related activities for all
plant (Urea plant, Methanol plant, Formic acid plant, ANP plant, and Acetic acid
plant etc.)
MATERIAL HANDLING EQUIPMENT
1.

Handling carts

2.

Forklifts

3.

Cranes

4.

Tractors

MATERIAL MANAGEMENT
Activities of stores department are covered under six six functional areas as
under:
1.

Receipt section

2.

Custody section

3.

Packing material stores

4.

Inventory control/ welfare group

5.

Steel yard and project stores

6.

Disposal of scrap and surplus

7.

Aniline/ TDI group(NCPL)-all activitirs

MATERIAL CODING SYSTEM

Codification is a process of allotting a code after logical grouping & sub grouping
considering materials of construction, types, end-application, size etc.
Items has 9 digits code.
4 digits code indicate- Instrument
5 digits code indicate- Electrical spares
6,7,8 digits code indicate- Mechanical spare parts
9 digits code indicate- General consumable.
46

Dispatch And Logistics

Department

47

DEPATMENTAL STRUCTTURE

48

MODE OF DISPATCH AND LOGISTICS

Road and Railway are used as a mode of dispatch in GNFC.
Road

In GNFC 300km to 400 km are economical to dispatch by road.

It is very expensive to dispatch products beyond 400 km by the road.

35% o total production is dispatched by road.

Railway

Beyond 400 km GNFC uses railway to dispatch its products.

Railway is cheaper to dispatch.

GNFC has its own siding where the rake is placed, loaded and dispatched.

65% of total production is dispatched by rail.

DISPATCH PROCEDURE AND FORMAT.

GNFC has categorized its procedures and format in 3 tiers.
1st tier

GNFC has its own retail outlet.

NKSK-Narmada Khedut Sahaya Kendra own GNFC depot.

NKSK is only in Gujarat only.

2nd tier

Wholesaler to retailer to consumer

3rd tier

Consumer co-operative in other states.

Farmers in other stats buy fertilizers from co-operatives.

49

Administration Department

50

DEPARTMENTAL STRUCTURE

51

TRANSPORT AND FOREIGN TRAVEL

There are 7 sub sections in Transport & Foreign travel.
1. Transport
2. Foreign travel
3. Industrial photograph
4. Reception
5. Establishment section
6. Statutory
7. General administration

1. Transport:
The main function of transport section is to arrange vehicle for company.

Company has some own vehicles.

Company have 10 permanent drivers.

Some vehicles are hired on ARC (Annual Rate Contract) basis.

Some are hired on short term duration hiring basis.

Company have contract with two parties,

- Om Travel &
- Maa Travel.

GNFC has 10 vehicles from Om travels and 5 vehicles from Maa

travels on Annual Rate Contract basis.

In GNFC transport facility is given as follows:

MD and Jt. MD given separate cars.
GNFC provide AC vehicles to Chief Manager and below Chief Manager
Non-AC vehicles are provided.
Exclusive vehicles for security department (1 Tata sumo & 2 motor
cycles).
4+1 Ambulance are in GNFC (2 Travera, 2 Maruti Van & 1 Qualis).
Company has 6 school bus ( 4 buses are 56 sitter and 2 buses are 26
sitter).
52

Vehicles are provided at regional office also.( Ahemdabad, Delhi &

Mumbai.)
1 Dead body van.
1 Auto rickshaw on ARC basis.
Some vehicles are for 1 hrs and some are for 24 hrs.

2. Foreign travel:
GNFC also sends some of its employees outside the country for company
related work. So it has to give passport, air ticket etc. to their employees.
3. Industrial photograph:
The main function of this section is to arrange photographers for the
photography of all the function held in the GNFC (Plant, Township etc.).

4. Reception:
This section takes care of reception like decoration, painting, receptionist etc.

5. Establishment section:
The main functions of this section are as follows:

Safety Programmes.

Training Programmes.

Conference Programme.

Celebration of Independence Day, Republic Day.

Arrangement of food, beverages, GSRTC buses on Meeting.

6. Statutory section:
The main functions of this section are:

PUC

Fitness
53

School bus permit

ISO 14001 complain

OHSAS 18001 complain

SANITATION ACTIVITIES
A Sanitation includes sweeping, cleaning and horticulture.

Company does not have any permanent sweeper, all sweeper are in
contact basis.

All sweeper comes 6 oclock morning.

Horticulture is also on contract basis contractor brought his labour every

day for the gardening of GNFC.

PRINTING AND STATIONARY

Administration department is a service department and supporting the main
function of company.
Administration department is facilitating the job to the various department of the
company.
Areas look after by printing and stationary section:

Issue of computer consumable.

Copier machine.

Printing papers.

Stationary.

Printing and Stationary are n ARC basis.

There is a big store in GNFC for storage of printing and stationary item.

TOWNSHIP ADMINISTRATION
Functions of township administration are:

House provided to the employees.

Electrical.

Sanitary.
54

Grill.

Horticulture.

School for Children.

Hospital.

Swimming Pool.

GUEST HOUSE
GNFC provides guest house facility to the outsiders as per rate pre-decided by
company.

32 room in guest house full.

3 dining halls.

7 VIP room.

Rs. 500 per room.

Rs.25 breakfast.

Rs. 50 lunch.

Rs. 50 dinner.

55

Finance Department

56

DEPARTMENTAL STRUCTURE:

57

SECTIONS O FINANCE DEPARTMENT

1. Bills payment section
2. Establishment section.
3. Marketing Account section
(a) Industrial Product Division.
(b) Fertilizer Product Division.
4. Indirect taxation.
5. Costing and budget section.
6. Banking section.
7. Central account section.
8. Insurance section.
9. Concurrence section.
10. Stores account.

FUNCTIONS OF VARIOUS SECTIONS FINANCE DEPARTMENT

1. Bills payments section
In GNFC Bills payments section deal with preparation of bills for making
payments and sending them to bank section. Thus, bills payments
section is a link between payment payers and payment receivers.
Price and quality is generally fixed up before the purchase order placed.
The main function of this department is to compare with MRR received
from the store department and invoice and make bills for payment and
send to bank section for timely payment to the suppliers.
If payment section finds some deviation in amount of invoice and amount
of purchase order then they ask suppliers the reason of deviation.
2. Established section
In GNFC establishment section is also known as employee oriented
section it deals with the transaction of employees remuneration.

58

Establishment section mainly looks after time office, personnel department

and finance department. In this section mainly salary section is concerned.
Salary related payment include payment of loan, advance, TA, DA etc.
GNFC provide many types of loan to employees. Such as loan for
marriage, housing, section.
3. Marketing Account section:
There are two types of product line is available in the GNFC.
a. Fertilizer product.
b. Industrial product.
The different product lines for the purpose of expansion of the business of
the company, it is under active considered of GNFC.

Some times company import Urea from China and Australia and
DAP, MOP from other countries.

GNFC exports the Formic Acid and Acetic Acid.

Excise duty for industrial product is 16.48%.

In case collection of the amount we have to collect post dated

advanced cheque for other customer.

In case of fertilizer BOB cash reach bank system and ICICI CMS
system is work there. So our cash is managed properly.

Marketing accounts section of finance department of GNFC is concerned

with the management of receivables. It takes decision regarding collection
of income.

4. Indirect taxation section

There are mainly two types of tax involved in the business.
a.

Service tax.

b.

Sales tax.

Service tax
Service tax is

established in 1993 in India.

59

Service tax rules & act

are conducted by the central Government in the budget.

Today approximately

104 services in India on which service tax is applicable.

Service provider has

to pay service tax to government.

Very first 5% service

tax has to pay. Than after times it becomes 8% after sometimes

later it becomes 10%.
At present 12%

service tax has to pay.

It can be handled by

the person who can handle central excise and custom duty.

5.

Costing and budget

section:
Budget is the estimates of future need arise according to an orderly basis
covering all of the activities of the enterprises.
In GNFC while

preparing budget they considered estimated sales promotion,

availability of raw material etc. so all departments concern with
different and estimates are budget manual like Marketing,
Personnel, Finance, Purchase, and Administration.
The company prepare

exhaustive operational as well as procurement budget for various

budget centres at the beginning of each financial year i.e. 1st April to
31st March.
Principle budget

factors:
a.

Production of the last

few years.
60

b.

Production capacity of
plant.

c.

Sales of last few

years.

d.

Cost of production.

e.

Government policy.

6.

Banking section:
Bank section is the related to the day to day operation of cash and bank of
the company. Bank section mainly arranges the fund in the company and
reduces the cost of the companys product.
There are mainly two types of fund at GNFC.
a.

Long term funds.

b.

Short term funds.

Following banks are the main banks of the company.

a.

State bank of India.

b.

Bank of Baroda.

c.

State bank of
Saurastra.

d.

Canara bank.

e.

ICICI bank.

f.

HDFC bank.

Function of bank section

Fixing cash credit limit.

Deciding amount of
networking capital.

Investing excess fund.

Sanction load from

financial institution
61

Preparation of monthly

report.

Repayment of loan

and interest.

7.

Concurrence section
Concurrence means pre audit. As per the company policy, no purchase
order is placed without financial concurrence done by section. The main
aim of this section is to get competitive rate.

8.

Central account
section.
The main functions of central account section are:
To prepare Balance

sheet and P/L account as per company rule and accounting

standard.

To prepare quarterly

result as listing agreement with stock section.

To provide various

data to outside agencies.

To maintain fixed

asset register.

9.

Insurance section.
In GNFC all the plant

are insured. The name of policy of plant at GNFC is industrial all

risk policy.
In prior to this period

there are mainly two types of policy taken by GNFC.

a.

Fire policy.

b.

General policy.
62

For the purpose of

insurance policy GNFC pay about Rs. 10 crore as a premium for

the one year. It includes all types of insurance policy.
Every year company

compensation Rs. 60 lacs as a premium for the employee

insurance policy.

BUDGETARY CONTROL SYSTEM/ PROCESS

Budget Manual

In GNFC while preparing budget they considered they considered estimated

sales production, availability of raw material etc. so all departments concern
with different and estimations are budget manual like Marketing, Personnel,
Finance, Purchase, and Administration.

Budget Period.

The company prepare exhaustive operational as well as procurement budget

for various budget centres at the beginning of each financial year, .i.e. 1st April
to 31st March.

Principles Budget

Factor

Raw material Prices

i.e. Oil, Gas, Rock Phosphate etc.
Repairs and
Maintenance.
Exchange Rate
Current year.
Government subsidy
Government policy.
63

Budget Centres

In GNFC head office of the department control or handle the budget of that
particular department budget e.g. for Administration head officer of that
department that means AGM of that department have control over his
department budget.

ACCOUNTING METHOD/ SYSTEM USED

GNFC uses Double Entry Book Keeping accounting method.
It includes Voucher entry to P&L A/c and Balance sheet.

64

Mini project

REVIEW OF LITERATURE
INTRODUCTION
Job Satisfaction
Job satisfaction describes how content an individual is with his or her job.
It is a relatively recent term since in previous centuries the jobs available to a
particular person were often predetermined by the occupation of that persons
parent. There are a variety of factors that can influence a persons level of job
satisfaction. Some of these factors include the level of pay and benefits, the
perceived fairness o the promotion system within a company, the quality of the
65

working conditions, leadership and social relationships, the job itself (the variety
of tasks involved, the interest and challenge the job generates, and the clarity of
the job description/requirements).
The happier people are within their job, the more satisfied they are said to
be. Job satisfaction is not the same as motivation, although it is clearly linked.
Job design aims to enhance job satisfaction and performance methods include
job rotation, job enlargement and job enrichment. Other influences on satisfaction
include the management style and culture, employee involvement, empowerment
and autonomous workgroups. Job satisfaction is a very important attribute which
is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs.
Questions relate to relate of pay, work responsibilities, variety of tasks,
promotional opportunities the work itself and co-workers. Some questioners ask
yes or no questions while others ask to rate satisfaction on 1 5 scale 9where 1
represents not all satisfied and 5 represents extremely satisfied).

Definitions
Job satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of ones job; an affective reaction to ones job; and an
attitude towards ones job. Weiss (2007) has argued that job satisfaction is an
attitude but points out that researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviors. This
definition suggests that we from attitudes towards our jobs by taking into account
our feelings, our beliefs, and our behaviors.
Importance to Worker and Organization

66

For the organization, job satisfaction of its workers means a work force that is
motivated

and

committed

to

high

quality

performance.

Increased

productivitythe quantity and quality of output per hour workedseems to be

a byproduct of improved quality of working life. It is important to note that the
literature on the relationship between job satisfaction and productivity is neither
conclusive nor consistent. However, studies dating back to Herzberg's (1957)
have shown at least low correlation between high morale and high productivity,
and it does seem logical that more satisfied workers will tend to add more value
to an organization. Unhappy employees, who are motivated by fear of job loss,
will not give 100 percent of their effort for very long. Though fear is a powerful
motivator, it is also a temporary one, and as soon as the threat is lifted
performance will decline.
Tangible ways in which job satisfaction benefits the organization include
reduction in complaints and grievances, absenteeism, turnover, and termination;
as well as improved punctuality and worker morale. Job satisfaction is also linked
to a more healthy work force and has been found to be a good indicator of
longevity. And although only little correlation has been found between job
satisfaction and productivity, Brown (1996) notes that some employers have
found that satisfying or delighting employees is a

Prerequisite to satisfying or delighting customers, thus protecting the "bottom

line." No wonder Andrew Carnegie is quoted as saying: "Take away my people,
but leave my factories, and soon grass will grow on the factory floors. Take away
my factories, but leave my people, and soon we will have a new and better
factory"
Creating Job Satisfaction
So, how is job satisfaction created? What are the elements of a job that create
job satisfaction? Organizations can help to create job satisfaction by putting
systems in place that will ensure that workers are challenged and then rewarded

67

for being successful. Organizations that aspire to creating a work environment

that enhances job satisfaction need to incorporate the following:

Flexible work arrangements, possibly including telecommuting

Training and other professional growth opportunities

Interesting work that offers variety and challenge and allows the worker
opportunities to "put his or her signature" on the finished product

Opportunities to use one's talents and to be creative

Opportunities to take responsibility and direct one's own work

A stable, secure work environment that includes job security/continuity

An environment in which workers are supported by an accessible

supervisor who provides timely feedback as well as congenial team
members

Flexible benefits, such as child-care and exercise facilities

Up-to-date technology

Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job
satisfaction is that there are many factors that affect job satisfaction and that what
makes workers happy with their jobs varies from one worker to another and from

day to day. Apart from the factors mentioned above, job satisfaction is also
influenced by the employee's personal characteristics, the manager's personal
characteristics and management style, and the nature of the work itself.
Managers who want to maintain a high level of job satisfaction in the work force
must try to understand the needs of each member of the work force. For
example, when creating work teams, managers can enhance worker satisfaction
by placing people with similar backgrounds, experiences, or needs in the same
workgroup. Also, managers can enhance job satisfaction by carefully matching
workers with the type of work. For example, a person who does not pay attention
to detail would hardly make a good inspector, and a shy worker is unlikely to be a
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good salesperson. As much as possible, managers should match job tasks to

employees' personalities.Managers who are serious about the job satisfaction of
workers can also take other deliberate steps to create a stimulating work
environment. One such step is job enrichment. Job enrichment is a deliberate
upgrading of responsibility, scope, and challenge in the work itself. Job
enrichment usually includes increased responsibility, recognition, and
opportunities for growth, learning, and achievement. Large companies that have
used job-enrichment programs to increase employee motivation and job
satisfaction include AT&T, IBM, and General Motors (Daft, 1997).
Good management has the potential for creating high morale, high productivity,
and a sense of purpose and meaning for the organization and its employees.
Empirical findings show that job characteristics such as pay, promotional
opportunity, task clarity and significance, and skills utilization, as well as
organizational characteristics such as commitment and relationship with
supervisors and co-workers, have significant effects on job satisfaction. These
job characteristics can be carefully managed to enhance job satisfaction.

Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute
to his or her own satisfaction and well-being on the job. The following
suggestions can help a worker find personal job satisfaction:

Seek opportunities to demonstrate skills and talents. This often leads to

more challenging work and greater responsibilities, with attendant
increases in pay and other recognition.

Develop excellent communication skills. Employers value and reward

excellent reading, listening, writing, and speaking skills.
69

Know more. Acquire new job-related knowledge that helps you to perform
tasks more efficiently and effectively. This will relieve boredom and often
gets one noticed.

Demonstrate creativity and initiative. Qualities like these are valued by

most organizations and often result in recognition as well as in increased
responsibilities and rewards.

Develop teamwork and people skills. A large part of job success is the
ability to work well with others to get the job done.

Accept the diversity in people. Accept people with their differences and
their imperfections and learn how to give and receive criticism
constructively.

See the value in your work. Appreciating the significance of what one does
can lead to satisfaction with the work itself. This helps to give meaning to
one's existence, thus playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burnout by developing healthy stressmanagement techniques.

Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort
both by management and by workers. Managers are encouraged to consider
such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of
factors that contribute to a stimulating, 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 to job responsibilities and
that pay increases be tied to performance rather than seniority.
So, in essence, job satisfaction is a product of the events and conditions that
people experience on their jobs. Brief (1998) wrote: "If a person's work is
interesting, her pay is fair, her promotional opportunities are good, her supervisor
70

is supportive, and her coworkers are friendly, then a situational approach leads
one to predict she is satisfied with her job" (p. 91). Very simply put, if the
pleasures associated with one's job outweigh the pains, there is some level of job
satisfaction

3.1 Problem definition

As per the marketing research, first & main step is identification of the problem. It is
rightly said that a problem well defined is half-solved, a poorly defined problem cause
confusion and do not allow the researcher to develop a good research design. So in
order to carry out the research program, the researcher should know the basic problem.
He must be clear in mind the basic problem. A competent researcher will not accept a
research project, until he understands the problem clearly. Problem definition is the core
of research process. As such it denotes the particular most important stop to be
performed. According to researchers viewpoint problem identification represents
conversion of management problem into research problem.
After the problem has been chosen, the next and the most important task is to formulate
the problem in precise manner. For this great efforts are required.

71

I have conducted my Summer Internship project at GNFC. There I was under the
guidance of Mr.N.K Patadia sir and there while discussing with him we came out to this
topic of mine which was to analyze the satisfaction level of employees at GNFC.
For this purpose I reviewed many reports of past and also studied the a bit about the
policies and practices of the company. Then for further research I conducted a survey
and for this purpose a questionnaire was prepared.
45 sample employees were taken and questionnaire was filled from the. My main
objective was to find out weather the employees at GNFC are satisfied.
Then the other objective was to find out their satisfaction for all the activities carried out
by the organization for their interest.
With my study I found out that more than 70 percent of employees working at GNFC are
satisfied. They have no grieviance towards the top management.
The climate of GNFC is very pleasant and large no of the present employees are willing
to continue at gnfc.

3.2 OBJECTIVE OF THE STUDY.

Main objective
The main objective of the study is to find out weather employees at GNFC
are satisfied or not.
Sub objective

To assess the satisfaction level of employees in GNFC, Bharuch.

To identify the factors which influence the job satisfaction of employees.
To identify the factor which improves the satisfaction level of employees.
To find out the employee satisfaction towards the welfare facilities.

72

 To find out weather employees are satisfied with the career development
and growth opportunity at GNFC.
To analyse the companys working environment.
To find out willingness of employees to continue at GNFC.

3.3 SCOPE OF THE STUDY

This study emphasis in the following scope:
To identify the employees level of satisfaction upon that job.
This study is helpful to that organisation for conducting further research.
It is helpful to identify the employers level of satisfaction towards welfare
measure.
This study is helpful to the organization for identifying the area of
dissatisfaction of job of the employees.
This study helps to make a managerial decision to the company.

73

3.4 RESEARCH METHODOLOGY

Research methodology is the systematic way to solve the research problem. It
gives an idea about various steps adopted by the researcher in a systematic
manner with an objective to determine various manners.
Research Design
A research design is considered as the framework or plan for a study that guides
as well as helps the data collection and analysis of data. The research design
may be exploratory, descriptive and experimental for the present study. The
descriptive research design is adopted for this project.
Research Approach
The research worker contacted the respondents personally with well-prepared
sequentially arranged questions. The questionnaire is prepared on the basis of

74

objectives of the study. Direct contract is used for survey, i.e., contacting
employees directly in order to collect data.
Sample size
The study sample constitutes 45 respondents constituting in the research area.
Sampling Area
The study is conducted in employees of GNFC.
Sampling Design
I have used probability sampling in which stratified random sampling is used.

Research period
The research period of the study has from 1st June to 10 July 2010 having 8
weeks of duration.

Definition of data: Data is raw material input for any research and takes at least two forms.
Primary data.
Secondary data.

Primary data: Primary data means those data, which are collected at first hand especially for
the purpose of the study.

1. Survey research:

Survey are the best suited for descriptive research. Companies

undertake surveys to learn about peoples knowledge, beliefs, preference
and satisfaction, and to measure these magnitudes in the general people.
75

Research instruments:

Marketing researchers have a choice of two main research instruments in

collecting primary data:
1. Questionnaire
2. Personal interview

1.

Questionnaire: -

It consist of a set of questions presented to respondent for their responses

and

awareness. Because of it flexibility, the questionnaire is by the most

common instrument used to collect primary data. Questionnaires need to be

carefully developed, tested and debugged before they are administered on a
large scale.

Secondary data: -

Secondary

data

are

those

which

are

collected

from earlier work & are applicable or usable in the study of research. The process
of secondary data collection and analysis is called desk research.

Collection of secondary data & other information, the secondary sources such as
various library books of marketing & websites are used.

Types of sources of Secondary Data

Internal Sources of Secondary Data

Miscellaneous Report

Accounting Records

76

Sales force Report

Internal Exports

External Sources of Secondary Data

Government publication

Non government publication

Syndicated services

Consumer research studies.

LIMITATIONS OF STUDY
However I shall try my best in collecting the relevant information for my research
report, yet there are always some problems faced by the researcher. The prime
difficulties which I face in collection of information are discussed below:1. Short time period: The time period for carrying out the research was
short as a result of which many facts have been left unexplored.

2. Lack of resources: Lack of time and other resources as it was not

possible to conduct survey at large level.

3. Small no. of respondents: Only 57 employees have been chosen which

is a small number, to represent whole of the population.

77

4. Unwillingness of respondents: While collection of the data many

consumers were unwilling to fill the questionnaire. Respondents were
having a feeling of wastage of time for them.

Data Analysis And Interpretation

78

4.1 Analysis of Data

The data are collected through survey and books, reports, newspapers and
internet etc., the survey conducted among the employees GNFC. The data
collected by me were tabulated and analyzed in such a way to make
interpretations.

Various steps, which are required to fulfill the purpose, i.e., editing, coding, and
tabulating. Editing refers to separate, correct and modify the collected data.
Coding refers to assigning number or other symbols to each answer for placing
them in categories to prepare data for tabulation refers to bring together the
similar data in rows and columns and totaling them in an accurate and
meaningful manner

The collected data are analyzed and interrupted using statistical tools and
techniques.
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4.2 ANALYSIS AND INTERPRETATION

1) Which department do you belong to?

Production
HR
Finance
Marketing
Others

Preferences

No. Of employees

Percentage

Production

HR

15.56

Finance

6.67

Marketing

80

35

Others

77.78

Interpretation:During my research I have covered employees of all departments. 77.78% of the

employees are from other department

2) What do you feel about the physical working environment of GNFC?

Excellent
Very Good
Good
Bad
Very Bad
Preferences

No. Of employees

Percentage

Excellent

11.11

Very Good

37

82.22

Good

4.44

Bad

Very Bad

81

Interpretation:From the above responses I conclude that about 82.22% of the total surveyed
employees feel that the physical environment is very good.

3) What is your opinion about the welfare facilities provided by the management?
Highly satisfied
Satisfied
Neither Satisfied nor Dissatisfied
Dissatisfied
Highly Dissatisfied
Preferences
Highly satisfied
Satisfied
Neither Satisfied nor

No. Of employees

Percentage

32

71.11

20

8.89

Dissatisfied
Dissatisfied

82

Highly Dissatisfied

Interpretation:-

4) Do you have any mental stress regarding your job at GNFC?

YES
NO

Preference

No. Of employees

Percentage

YES

8.89

NO

41

91.11

83

Interpretation:From the above responses of the sample respondents about 91.11% of them feel
no Job pressure on their jobs.

5) Are the work assigned to you according to your skill?

Yes
No
Preferences

No. Of employees

Percentage

Yes

37

82.22

No

17.77

84

Interpretation:Here, we can conclude that from among the total surveyed employees majority about
82.22% of them are satisfied with the jobs assigned to them, and 8.89% of them are
highly satisfied, and 15.56% are neither satisfied nor dissatisfied.

6) Are you satisfied with the salary structure of GNFC?

YES
NO
Preference

No. Of employees

Percentage

YES

34

75.56

NO

11

24.44

85

Interpretation:More than 76% of the surveyed employees are satisfied with the salary they are being
paid by GNFC.

7) Opinion about Promotional policies in your organization?

Highly satisfied
Satisfied
Neither Satisfied nor Dissatisfied
Dissatisfied
Highly Dissatisfied
Preferences
Highly satisfied
Satisfied

No. Of employees

Percentage

13.33

33

73.33

86

6.67

Dissatisfied

6.67

Highly Dissatisfied

Neither Satisfied nor

Dissatisfied

Interpretation:From these responses we can conclude that about 73.33% of the surveyed employees
feel that there is career development opportunity at GNFC. The company assists
employees in their career development through many ways.

8) Opinion regarding opportunity provided by the organization in developing skills and

talent
Highly Agree
Agree
Neither Agree nor Disagree
Disagree
Highly Disagree

Preferences

No. Of employees
87

Percentage

28

62.22

Agree

13

28.88

Neither Agree nor

8.89

Disagree

Highly Disagree

Highly Agree

Disagree

Interpretation:From the above responses of the respondents we can conclude that the employees
highly agree to the fact that there are opportunities provided by the company for
development of their skills and talents. As a majority of 62.22% of surveyed respondents
have highly agreed to this fact.

9) What do you feel about your companys policies and practices?

Excellent
Very Good
Good
Bad
Very Bad
Preferences
Excellent

No. Of employees
26

88

Percentage
57.78

Very Good

22

48.89

Good

8.89

Bad

Very Bad

Interpretation:From the above responses we can conclude that majority of sample employees find
GNFCs policies and practices excellent.

10) Opinion about co-operation of Top-management

Highly satisfied
Satisfied
Neither Satisfied nor Dissatisfied
Dissatisfied
Highly Dissatisfied
Preferences

No. Of employees

89

Percentage

Highly satisfied

11.11

Satisfied

38

Neither Satisfied nor

4.44

84.44

Dissatisfied
Dissatisfied
Highly Dissatisfied

Interpretation:Majority of about 84.88% are satisfied with the co-operation of top management.

11) Does management recognize your individual contribution towards the work?
Yes
No

Preference

No. Of employees

Percentage

YES

34

75.55

NO

11

24.44
90

12) Opinion about your social status being improved after joining GNFC as an employee
Highly satisfied
Satisfied
Neither Satisfied nor Dissatisfied
Dissatisfied
Highly Dissatisfied

91

Preferences

No. Of employees

Percentage

Highly satisfied

15.55

Satisfied

32

Neither Satisfied nor

13.33

71.11

Dissatisfied
Dissatisfied
Highly Dissatisfied

13) Are you satisfied with the leaves provided to you by the company?
Yes
No
Preference

No. Of employees

Percentage

YES

31

68.88

NO

14

31.11

92

14) Are you willing to work with GNFC for further years?
Yes
No

Preference

No. Of employees

Percentage

YES

43

95.56
93

NO

4.44

Interpretation:About 95.56 percentage of the present workforce is willing to continue work at GNFC.

FINDINGS
More than 70 % of employees are satisfied at GNFC.
The welfare facilities of GNFC have proved to highly satisfy the employees.
The company has sound policies and practices for benefit of its employees.
About 95.56 % of its present employees are willing to continue.
The Top Mgmt has proved to be very co operative with its employees.
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Majority of about 73.33% of the employees are satisfied with the career
development facility at GNFC, which is due to internal promotion, training etc.
From the research study it is observed that most of the employees are assigned
job according to skills and knowledge in the company.
From the research study it is observed that majority of the employees are
satisfied with the salary structure of the organization.
Most of the employees of the company feel that their social status has improved
after joining the company.
Here from my study I can conclude that most of the employees are satisfied with
the promotional policy of the company, they think that promotional policy is based
on suitability of promoter.

SUGESSTIONS

From the survey it is summarized that almost all employees have full trust on the
management and they are willing to continue with GNFC, but hardly few of them
want to leave due to having good opportunity somewhere else, these few
employees should be given good opportunity.
Good opportunity should be given to all employees through job enhancement and
job improvement.
Employees should be taken into confidence so, they do not fear about job
securities. Employees should be welcomed and encouraged.

95

Employees very well co operates with one another, so management should

involve in their team work so they get motivated for best performance.
The management should provide all recreational activities to all the management
as well as to all non-management employees.
The employees who have good guts of leadership should be motivated by
rewards and increment.
The management should identify the problems of employees and try to solve
them.

CONCLUSIONS
The project report shows the greater satisfaction of the employees at GNFC. The
satisfaction of employees is due to the following factors.
Good job profile.
Working environment
Co-operation from top management.
Salary structures
Welfare facilities.
Training and development facility.

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More than 75% of the employees are fully satisfied at GNFC.There are vast career
development facilities provided at GNFC.
In 2007

97