INTRODUCTION

Human resources are one of the most important assets of the organization & assessing it current value is both important and difficult, but it must be done if this resources utility is to be optimized, the performance of their resource will determine the overall effectiveness of the organization. On method of evaluating their value is through the assessment of the climate of the organization. They are working in the research data shows that the job satisfaction does have an equates on the overall organization effectiveness. Organization is made up of people there for if people do not change then the organization can not change for obtaining the full co-operation & enthusiastic support of the members in achieving the organizational objectives, the organization must satisfy their needs and insurer their feelings. Every organization is different and less a unique feelings and character beyond its structures characters these each org, deals with its members in a distinct way through its policies on allocation of resources, commune action pattern reward and penalty leader ship and decision making style etc. the org policy and connection with regard to all these and a cluster of other related activities influence the feelings attitudes and behavior of its members and results in the creation of a unique organizational climate. HOPPOCK describes job satisfaction as "physiological and environmental circumstances that cause a person fruitfully to say I am satisfied with my job". Thus job satisfaction tends to be a dependent variable. These variables may be in the form of favorableness with which employee view their work, various attitudes the person holds towards his job, towards factors and towards his life. In the words of E.A.LOKE job dissatisfaction can also be defined as a "the unappeasable emotion state resulting from the appraisal of one's job as frustrating unblocking the attachment of one's job valves or as entitling disvalues''.

INDUSTRY PROFILE
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Introduction to chocolate or confectionery

Candy bars, Milk shakes, cookies flavored coffee, even cereal and Medicine chocolate is a key ingredient in many foods infact it ranks as the favorite flavor of Most Americans and yet few of as know the unique origins of this popular treat. The story of chocolate spans more than 2000 years and now circles the globe. The tale began in the tropical rain forest of central and South America where cacao (kah kow) first grew. Chocolate is made from the seeds of the cacao tree.

Chocolate History
The tasty secret of the cacao (kah khow) tree was discovered 2000 years ago in the tropical rain forests of the Americans. The pods of this tree contain seeds that can be processed into chocolate. continents. The first people known to have made chocolates were the ancient cultures of Mexico and Central America. These people including the Maya and Aztecs Mixed ground cacao seeds with various seasoning to make a spicy, frothy drink. Later, the Spanish conquistadors brought the seeds back home to Spain, where new recipes were created. Eventually, the drinks popularity spread through out Europe. Since then, new technologies and innovations have charged the texture and taste of chocolate, but it still remains one of the worlds favorite flavors. Select which part of chocolates long history youd like to explore first. The story of how chocolate grew from a local Mesoamerican beverage into a global sweet encompasses Many cultures and

INTODUCTION: Chocolates History at a glance.

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Chocolates roots in Ancient Mesoamerica

We tend to think of chocolate as a sweet candy created during modern times. But actually, Chocolate dates back to the ancient peoples of Mesoamerica who drink chocolates as a better beverage. For these people, chocolate wasnt just a favorite food it also played an important role in their religious and social lives.

The ancient Maya grew cacao and made it into a beverage

The first people clearly known to have discovered the secret of cacao were the classic period Maya (250 900 C.E[A.D]). The Maya and their ancestors in Mesoamerica took the tree from the rain forest and grew it in their own back up roll, where they harvested, fermented, roasted and ground the seeds into a paste. When Mixed with water, Chile peppers, corneal, and other ingredients, this paste made a frothy, spicy chocolate drink. The Aztecs adopted cacao By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica. The Aztecs traded with Maya & other peoples for cacao & often required that citizens and conquered peoples pay their tribute on cacao seeds a form of Aztec Money. Like the earlier Maya, the Aztecs also consumed their bitter chocolate drink seasoned with spices sugar was an agricultural product unavailable to the ancient Mesoamericans. Drinking chocolate was on important part of Maya and Aztec life Many people on classic period Maya society could drink chocolate at least on occasion although it was a particularly favored beverage for loayality. But in Aztec society, primarily rules, priests, decorated soldiers, and honored Merchants could partake of this sacred brew.

Chocolate also played a special role on both Maya and Aztec royal and religious events priests represented cacao seeds on offering to the goods and served chocolate drinks during sacred ceremonies. Chocolate: A contemporary confection: For hundreds of years, the chocolate

making process remained relatively unaltered. But by the mid 1700s the blossoming industrial revolution saw the emergence of innovations that changed the future of chocolate. A steady stream of new inventions and advertising helped set stage for solid chocolate candy to become the globally favored sweet it is today. Take a more detailed look below at the different ways people obtained, Made and used cacao in the recent past & present. The creamy chronicle of chocolate Did you know that chocolate was first cultivated and consumed by the Mayans and Aztecs? By the year 1000 AD. The beans were being used as currency. The Aztecs believed that drinking chocolate, which was the undiluted, on sweetened liquor from the fermented cacao beans, would bring great wisdom understanding and energy. Its use was reserved for the rating and priestly classes. In 1492 Columbus was given some of the cacao beans and took then back to Spain, but he didnt know how to process and ferment them. In 1519 Cortez descended upon the Aztecs were convinced that Quetzalcoatl had returned as prophesied and they tried to get him to leave by once again playing him with chocolate. The 100-years secret It didnt work very well, as Cortez organized the area as a Spanish colony but it did introduce Cortez to not only the consumption but the processing of chocolates. They took the beans and the process back to Spain. The Spanish added sugar and honey to the bitter liquid and then fell in love with it. As in the Americans, its use was

reserved for member of the court. Chocolate was kept a secret by the Spanish court for almost a hundred years. Bakers chocolate In 1755 the processing of chocolate Moved back to the new world when john Hanau and James baker opened a processing house in Massachusetts which was beginning of the company now known as bakers chocolate. Now for the science staff Cocoa batter as a trigly cevide which begins to soften at 75 f., and Melts at 97 f. It is a highly saturated fat which consists principally of the fatty acid stearic acid, which is found in higher concentration in chocolate that in any other food. Stearic acid is rapidly converted by the liver into oleic acid , a mono unsaturated that neither raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils. Chocolate does contain caffeine, but not much one ounce of milk chocolate usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a six-ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee contains 100-150 Mg. Chocolate does not cause acne. It does obtain a protein that in habits bacterial growth on teeth and since it meets at body temperature and melts off ones teeth, the sugar in chocolate does not cling to ones teeth. Why we love Chocolate The loveliest thing about chocolate, the thing that makes us all so happy when we eat it is that it contains the highest concentration in any food of phenyl ethylamine, which is the chemical produced in the brain when a person is in love. Watch this space for more information about chocolate from peter book chocolatier, where we fall in love with chocolate a new every day.

How Phyllis invented chocolate covered popcorn 5

Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the company is chocolate covered popcorn which she calls a pare gift from God was created by accident. It was back in 1984 when I had my first little. Chocolate shop on San macro square, that I inadvertently invented it. She said: All the San macro merchants were giving away from samples at the annual holiday magic celebration, and I had a shop fall of very expensive hand made items that I couldnt afford to give away. I ran down to the theater, got some fresh popcorn and sprinkled chocolate on it so we have something to give too. This past holiday seasons peter Brooke sold more than 5tons of chocolate covered popcorn. Its turned into our most popular item, laughs Geiger. A true holiday blessing!.

Introduction to confectionery
In India confectionery industry is one among the earliest establishment industries. It has a large market and potential to grow so many folds. At the national companies that are in market are Nutrine. Parrys, ravalgon, parley, perfetty, van Elle, Cadburys, National products etc. Confectionery consumption is primarily confined to children. The competition resulting in plenty of varieties. The consumer can choose whatever he wants from the market. Confectionery as a product is in early growth stage. But the demand has been

observed to be increasing gradually over a long period of time. The word confectionery was derived from the Latin word confection which means Preparation. In other words A place where the sweets are made is called confectionery. It consists of both chocolates and biscuits.

Confectionery is of two types:6

 Sugar Confectionery. Flavors confectionery.

Sugar Confectionery
Sugar confectionery means sweets in which sugar is the main ingredient either they consists of sugar in very fine crystal from dispersed in sugar maintained in a solution of careful blend of different types as sugar i.e. boiled sweets, toffees or caramels, fate, milk, nuts are employed to obtain a variety of flavors and textures. Before the 9th century sweets candies were the monopoly of apothecaries who made them to hide the taste of their drugs.

Flavors Confectionery
Flavors confectionery consists of parties and fancy cakes having flavours as their basis sweetens and mixed with variety dairy products such as butter and eggs.

COCOA AND CHOUDATE

Chocolate was derived from cocoa been see of tree Theo bream Cocoa originally wild in central America and is not cultivated in the tropical bet coca powder contains cocoa butter added to compensate for increased bulk due to inclusion of sugars. Eating Chocolate can be derived into two types Molded confectionary Covertures Confectionery covertures for converting fruits, nut biscuits, preserves and other centers need high proportion of better than chocolate for molding into block. The manufactures of sugar coated nuts etc., known as DRAGEES is said to have been introduced by ROMAN, JULIUS, DRAGATUS, and BONSONS were first made in the 13th century. Pastries in the 15th century and fondants in the 17th. The great present day volume of manufactures is due to introduction of automatic and semi automatic machines about the middle of the century.

Confectionery industry of India

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In literal sense confectionery means hard boiled sweets. If it is a cold profession family confectioneries were there from 18th century India. Thus industry can be classified into two sectors they are: Organized sector Un Organized Sector

Organized sector
Major confectioneries in the organized sector are as follows: Nutrine Parrys Parle Ravalgon Cadbury Nestle Ninkeys Orton Gypteen Hicksets There are six firms producing in organized sector They are 1. 2. 3. 4. 5. 6. Nutrine confectionery co. LTD Parrys confectionery co. LTD Cadburys confectionery co. LTD Parle Confectionery co.LTD Ravalgon Confectionery co. LTD Nestle Confectionery co. LTD

Each company is having specialization in their respective field.

Unorganized sector
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It consists of small scale units of confectionery whose scale of operations is limited to their local areas they are firms producing in organized sector. They are: Nutrine Parrys Parle Ravalgon Cadbury Nestle

Each company is having specialization in their respective fields

Nutrine also contributes to the Agro Industry as follows:1. Nutrine is the largest industrial consumes f India liquid glucose in the country. 2. Nutrine is one of the largest industrial consumers of crystallize sugar in the country. 3. Nutrine is one of the largest consumers of flavours in the country. environment in confectionery. 5. Nutrine has also developed a unique bio catalyst process for production of liquid glucose. 4. Nutrine consumes substantial quantities of soya Powder for protein

COMPANY PROFILE
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Introduction
Nutrine confectionery company limited (NCCL) is the flags ship company of nutrine group spanning diverse products and services like confectionery, fruit bars, chewing gum, granite marketing and surface transport. The NCCL is the manufacturing and Marketing of confectionery products since 1952. Market research and product quality and range have been the key factors of success. Establishment NCCL was established in 1952 by late B.V. Reddy a graduate from national University, Adyar, (Madras). The chanedor of this university then was Sri. Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing unit to produce different type of candies. After the demise of Sri. B. V. Reddy, his son Sri V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of the industry Sri. V. Dwarakanath Reddy gains in valuable insight into the confectionery manufacturing and Marketing. He is a visionary bound by an obsessive commitment to quality and uncompromising faith in business ethics. The management of the Nutrine group & currently headed by Sri. V. Dwarakanath Reddy nephew Sri. V. Vikram Reddy, Managing director, has been given valuable guidance to the functional management. Crucial functional area are being efficiently monitoring by directors Sri. V. Madhusudhan Reddy and Sri. V. Dinesh Reddy. Company Status : Indias highest selling sweets. The leader in the confectionery industry in India as well as an organized sector. Its holds 35% market share in India. Nutrine of the Business Year of Establishment : : Sugar Boiled Confectionery. The NCCL was established on February 1953 by Late Sri. B. Venkatarama Reddy, a graduate form national University, Adyar. No. of workers : Around 482 workers on all over factory. 10

Annual Sales turnover Company Capital Principal Export market

: : :

225.3 Crores 2009 2010 30 Crores in 2003. NCCL, Exports confectionery products to

Various international markets via., Australia, Middle East Europe, south Africa and New Zealand. Every effort is being made to establish Nutrine household name as international player in order to establish the brand strength in many international markets. Manufactures Products Production setup Production setup No. of workers : : : : More than 70 varieties of candies, toffees, Fruit bars and lozenges. NCCL produces its confectionery with a main Factory at Chittoor 100 tonnes per day (rated capacity) Sr. Clerks Jr. Clerks Grade I Grade II Grade III Grade IV Driver Total Number of staff : Mangers Officer Trainers Total Total number of employees working is Contractors No. of verities in PDN Mahalacto 11 : : 25 2 1 5 22 349 104 1 484 13 58 7 78 562 42

Eclairs Cookies Assay Deuble hit Carmella Company share : 30% - 50%

Nutrine Confectionery Company began as an idea around 1950 and became a reality in 1953. Well meaning friends as also skeptics told him he had no chance against the old brand name that had been for decades synonyms for confectionary in India. But, B.V. Reddy merely said, They must be room for one better brand in this vast country.

Quality
Quality that was the key. Never compromise Profits will come in good time. Put yours money into quality. Maintain it at all cost

That was what B.V. Reddy thought us.

He would fight for his rights that were a matter of principles. He would never knowingly trespass on anothers rights that too was a matter of principle. He left us in 1964. but the tradition has not left us it never will.

Location Factors
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Nutrine Confectionery limited is situated in the border town of Chittoor on the national Highway4 in AP. The company is established in an area when the basis raw materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies in an advantageous, horticultural belt where tropical fruits like mango, banana and papaya are grown in abundance. Nutrine produce its confectionery with a main factory at various centers.

Diversification
Since 1985 Nutrine has diversified into other food products like chewing gums, instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp, processed fruits .Nutrine has a wide range of more than 72 varieties of candies, toffees, lozenges etc. Being the leader in the industry for more than a decade. Nutrine has always endeavored to satisfy the customers changing wants and desires with its special emphasis on quality range and cost effectiveness.

Research and Development

Nutrine is the only company in India producing dehydrated fruit bars, using an innovative technology. Nutrine has a well equipped research laboratory. Where continuous product testing and product development is organized nutrine produces its confectionery with a main factory at Chittoor and with packing arrangements at various centers nutrine enjoy a high market share of 34% in confectionary in the organized sector in china.

Exports
Nutrine exports confectionery gums and fruit bars to Canada, Djibouti, Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some products to Dubai, New Zealand and Africa. It is concentrating mainly on the domestic market.

Company Growth & Performance

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For a small scale unit, which manufactures only candies in the early 60s Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core, multi production and has been the single largest manufacturing company of confectionery and toffees in India since 1982. The production strength and the quality assurance given to the market the company is due to the biz acumen of the bound members particularly chairman Sri. V. Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of sophisticated machinery imported form many equipped R&D laboratory where continuous research and development and production of dimensions to biz philosophy by the nutrine corporate.

Manpower
Today Nutrine has more than 560 employee including worker on employment rolls. Nutrine CCL has build in a reputation of excellent employee relationship continuously reinforced by generous benefits offered which includes free uniform, Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea dresses intuits eve of the festival to the family school uniform, fees and stationery. Current operations and future outlook NCCL exports confectionery products to international market Via., Australia, Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has international Marketing plans to reach the further markets. Nutrine is actively planning to diversify into processed food processing units. with superior technology for maintaining high quality standard and hygiene factors at every stage of procurements, preservation, processing, canning and packaging. The new plant which would go into commercial production in April 2002 planned and commissioned on HACCP & ISO standards.

Corporate Image
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Nutrine have built up an evitable corporate image among most consumers by effective advertising strategy and promotional input while investing in brand promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its brand strategy in India.

IT Strategy
Nutrine is seriously perusing integrated IT strategy for Phased automation of all its business processes while strategically evolving SCM<CRM<ECOM. Technologies.

Board of Directors
Mr. A.B.Godrej Mr. Vivk Mathur Mr. S.Gunasekaran Mr.B.Gia Suddin Mr.G.S.Srinivas Chairman Managing Director EVP-pso Unit Head Manager HR

Employee Relationship
Nutrine Confectionery Company limited has built up a reputation of excellent relationship reinforced by generous benefits to the employees free clothing on the eve of festivals. There is only one recognized workers union out of two registered unions and the industrial relations are maintained peacefully.

Trade unions
The following are the trade unions commonly formed in NCCL. TNTUC INTUC

Working conditions
Working conditions in NCCL are very good, the employee have been provided good ventilation and good atmosphere at work place there are three shifts for workmen. They are 15

1st shift 2nd shift 3rd shift General shift

Computerized attendance recording system:Attendance recording system is working on computer. The employee will be given an identify card/punching card at the joining of company. The employee had to record their attendance by inserting their punch card in the punching machine at their entering and leaving the company at time office. The employee should not leave the premises of the company without written permission.

Leave particulars
Earn leave Casual leave National and festival holidays : : : As per factory act 12 days 10 days

Various Departments in the Confectionery

Nutrine Confectionery Company limited has 10 sectors as its various departments like.

Raw Materials departments

The company has a raw materials department, which takes care or provision of raw materials required for the manufacture of products and also availability of raw materials.

Production Department
In this department the company looks after the production process, which further divided into three sub departments Viz., 16

 Confectionery department Toffee department Wrapping department

Confectionery department
In this department the company produces more than 45 varieties of hard body confectioneries.

Toffee Department
In this Zone the company manufactures more than 75 varieties of toffees.

Wrapping Department
This department deals with the packing of the final products. The company has automated the wrapping section.

Quality controlled Department

This department looks after the quality of the product, which has a well equipped state of the art R&D laboratory to check the quality of the products.

Workshop
It has its own well-equipped workshop it deals with the machinery. This department under takes the repairs and snags besides Maintenance.

Finance department
This department looks after all the cost transactions & maintains looks of accounts from all the department of the company.

Competitions
In the confectionery field the major competitors of the Nutrine are 17

 Parle Parrys Rovalgon Cadbury Nestle Vanmelle ITC Popular & leading brands of Nutrine are Nutrine Mahalacto Nutrine cookies Honey fab Assay Chocolate clairs NCCL has a well equipped research a development laboratory where continuous product testing and product development is organized. During the recently held AD ASIA conference at Jaipur, Nutrine was selected as the BEST BRAND among fast moving consumer goods industry, become of its inherent, innovative product development capabilities. The company has modernized its plant by importing sophisticated card manufacturing machinery from Robert Bosh of Germany for making hygienic confectionery. The markets imported are the 5 or 6 markets of its kind in the world with the use of these markets Nutrine sold to produce good quality confectionery with exacting standards. 17 with sustained supple from the valued stocked, Nutrine is growing stranger in the markets & retaining its no 1 position with the facilities available & those to be decided in the coming years, Nutrine will energy as one of the big food giants in the country on the next few years.

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The Government of Andhra Pradesh has conferred Best Management Award. On 1st May, 2003 for then out standing performance in maintenance of industrial relations & labor welfare.

Product Profile Products of Nutrine Confectionery company limited

Chocolate clairs Nutrine Maha lacto Wild coffee Amras Super star delite Ginger caps Chumma chumma Dishum Naturo fruit bar Top cream assortments Twin treat assortments Espresso toffee Nutrine royal (pista, badam, kajur, kesar) Caramella (mango, coconut, chaco, kesar) Nutrine gold Nutrine white clairs Soft heart Pineapple toffee Orange candy Lacto bon bon Fruit mix candy Sunshine fruit Assorted confecionery 19

Gulkand Mango soft center Pineapple toffee Clubby Milky caramel Assay Nutrine cookies (coconut, elachi) Maruel Sunshine fruit Nutrine lollipop Bullest jar Mixed caraways Turkey eggs Coconut punch

The Major brands of Nutrine are Product Name Elachi cookies Kakanaka Cookies Maha Lacto Assay Nutrine Gold Lollipop Dishum Product cost NCK NCKS NML ASA NGL LLP DSM

VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE Type of confectionery Brand Name: Flavor 20

Kokanaka Cookies elachi chocolate chocolate clairs

Coconut Elachi Chocolate Centre Covered with Geamy caramel Milk, Butter, Mall Mango,

Haud Boiled

Mahalacto Nutrine, coconut crunch Wild keffy, Assay, super Assortment, Dishum , Carmella

Amras Nutrins Gold, Gulkland Vanilla, Rose, Coconut Toffee Coffee Vanilla Twin treat top delite cream coconut pineapple, Orange grape coconut balck current mango. Lollipop Ginger, Gingermint, Eucalyptus (OLE)

Lollipops Lozenges

Nutrine Lollipops Coolers

The company is looking at introducing nut based chocolates, eclairs and candies with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized sugar boiled confectionary industry, Rs.1/- currently is the highest price point and less than 10% of its market estimated at Rs.750/- crore, canes from it Nutrine is trying to increase the revenue share of its Rs.1/- category and 15% from the present 7%. The company is planning to gradually face out the 25 paisa category which accounts for around 35% of its product portfolio in the next 2 or 3 years. This category results in maximum loses for the company as it does not enable it to pass on the excise duty it increase to the customer.

REVIEW OF LITERATURE

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Job satisfaction may be defined as "reintegration of effect produced by individual's perception of fulfillment of his needs in relation to his work and the situations surroundings it". - Sinha. The father of scientific management, Taylor's approach to job satisfaction was based on a most pragmatic and essentially pessimistic philosophy that man is motivated by money alone. That the workers are essentially "stupid and phlegmatic" and that they would be satisfied with work they get higher economic return from it. But now as time elapses new dimensions increasing understanding of new variables and their interplay, the field of job satisfaction has beco0me difficult to comprehend. What is job satisfaction? The term job satisfaction was brought to lime light by Hoppock. He observed that job satisfaction is combination of psychological, psychological and environment circumstances that cause a person to say," I am satisfied with my job", such a description indicates the variety of variables that influence the satisfaction of the individual. Perhaps, one way to define job satisfaction may be to say that it is the end state of feelings, it emphasizes the fact the feelings is experienced after a task is accomplished (or) an activity has taken place. The feelings could be positive (or) negative depending upon whether need is satisfied (or) not and could be a function of efforts of the individual on one hand and on the other the situational opportunities avail able to him. Motivation, attitude and job satisfaction: Motivation implies the willingness to work (or) produce. A person may be talented and equipped with all kinds of abilities and skills but may have no will to work. Satisfaction, on the other hand, implies a positive emotional state which may be totally unrelated to productivity.

Attitudes and pre-disposition that make the individual be having in a characteristics way across situation. They have pre cursors to behavior and determine 22

its intensity and direction. Job satisfaction, on the other hand, is an end-state of feelings, which may influence subsequent behavior. Morale and job satisfaction: Job satisfaction is an important dimension of morale. Morale is a general attitude of the workers and related to group while job satisfaction individual feelings, which could be caused by variety of factors including group. This point has been summarized by sinha. When he suggests that industrial morale is s collective phenomenon and job satisfaction is a distributive one. In the words job satisfaction refers to general attitude towards work by an individual workers. On the other hand, morale is a group goals and confidence in the desirability of these goals. Measurements of job satisfaction: One of the useful components of job satisfaction in porter's questionnaire I the degree of importance attached to the various aspects of job leading to job satisfaction. Some aspects may be necessary for the successful completion of the job with having much importance for the person such as tools, interdependence of task, coworkers, rules and regulations and supervision etc, .on the other hand, there may be other aspects of the job that may not only lead to successful completion of the job but also carry some value to the person (Authority, freedom, challenge, participation etc,.). People may vary on the degree of importance they attach to these aspects of the job. Job and the importance attached to the various aspects of job contribute extensively in our understanding of he construct, job satisfaction. In Indian context one of the first few satisfaction measures developed by researches is the S-D inventory by pestonjee. It mainly covers four areas and the representatives items under each one of the area are:

1. Job:

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Nature of works, hours of works, fellow workers, and opportunities on the job for promotion and advancement, overtime regulation, interests in work, physical environment, machines and tools etc. 2. Management: Supervisory treatment, participation rewards and punishment, praise and blame leave policy favoritism, etc. 3. Social Relation: Neighbours, Friends and associates, attitudes towards people in community, participation in social activities, caste, barriers etc. 4. Personnel Adjustment: Emotionalism, health, home and living condition, finance, relation with family members etc. These are including both on the job and off the job factors. What satisfies Indian Employees? In his study American employee's hoppock identifies six factors that contributed to job satisfaction among them. They may be as: The way individual reacts to unpleasant situations. The facility with which he adjusts himself to other persons His relative status in the social and economic group with which he identifies himself. The nature of the work in relation to the abilities, interest and preparation of the Security Loyalty Most Indian studies on job satisfaction, on the other, have concerned themselves with the specific aspects of the work. These studies on managers/supervisors have sensationally used on of the following three methodologies of data collection. 24

workers.

1. A variety of factors are providing to respondents and they are asked to rank them in terms of their contributions to their job satisfaction. 2. Using the rank order system, the respondents have been provided the list of six

motivators (achievement, recongnition, responsibility, workitself, advancement, growth) and ten hygiene factors[ supervisors, company policy and administration, working condition, interpersonal relationship with superior, peer and subordinate, status salary job security and factors in personal life. 3. Another set of studies, particularly dealing with managers and supervisors has used porter's need satisfaction questionnaire. Here the respondents have been asked to indicate the existing satisfaction to need as well as the ideal satisfaction that they would like to have. Managers and supervisors: The results of a representation sample on the question of what satisfies sample managers/supervisors, the following conclusion were drawn: A variety of jobs ranking factors have been identified by managers/supervisors. Expect for two factors in domestic life and adequate money all of them relate to job content category. So, it is achievement, responsibility, recognition feeling of worth (or) relationship with co-workers that seem to satisfy Indian managers/supervisors most. Responsibility ranks as the top most factors contributing to the job satisfaction of managers/supervisors. This is followed by work itself. Surprisingly the next rank is shared by two context trends of what satisfies Indian managers/supervisors seem to highlight the motivations (or) context factors as stipulated by Herzberg and others.

Job satisfaction and accidents: Not very long ago Sigmund Freud made the statement that "accidents just do not happen", suggesting there by that perhaps chance is not the only thing to which 25

accidents could be attributes. Some years later, the concept of accidents process was proposed indicating that the accidents behavior is not a random phenomenon but could be predicted. Some people tend to be more prone to accidents than others. Studies have shown a variety of variables that seem to explain at least to some extent, the reasons why accidents take place. These could be reason one's personal life, word itself and environment in which one is working. According to kirehner accidents are the means of venting anger and frustration and getting attention. Research on the relationship between job satisfaction and accidents, generally shows that the higher satisfaction with the job, the lower is the rate of accidents. Though it is difficult to explain such relationship. But generally a satisfied employee would not be careless or negligent and would encounter lesser possibilities of running into an accidents situation. The more favorable attitude towards job would make him more positively inclined to his job and there would be a lesser probability of getting to an unexpected, incorrect or uncontrolled event in which either his action or the reaction of an object or person may result in personal injury. Job satisfaction and absenteeism: In everyday life certain contingencies. Require a little extra effort on the part of come to work. A minor problem with bicycle, drizzle, a small tiff with spouse and several such incidents has a tremendous impact on the work attendance. For a dissatisfied worker these may be major reason for missing the work but for a satisfied worker these may be major reason missing the work these may be irrelevant. The fact, however, remains. That the absence from work, irrespective of the process of output. Most research on absenteeism and job satisfaction show that the higher the rate of absenteeism, the job satisfaction.

Job satisfaction and adjustment: If the employee is facing problems in general adjustment, it is likely to affect his work, life. Although it is difficult to define adjustment most psychologist and 26

organization behaviorists have been able to narrow it down to what they call neuroticism and anxiety. Generally deviation from socially expected behavior has come to be identified as neurotic behavior. Anxiety on the other hand is generally see as a mental state of vague tear and apprehension, which influence the mode of thinking. Adjustment problems usually show themselves in the level of job satisfaction. People with lower level of anxiety and low neuroticism have been found to be more satisfied with their jobs. Job satisfaction and unionism: In the India context where unions are strong persuasive, to think of job satisfaction without unionism would be very unrealistic. If the organizational climate personnel policies and practices of management are seen as dissatisfying, most workers tend to look up at the union official to settle their grievances. Not only this, the dissatisfaction of the employees with in the work and work environment is often exploited by union leaders to gain membership and support of the work force. It suggested that the greater the job satisfaction, the less favorable was the attitude towards the union. Job satisfaction and productivity: It is generally assumed that a satisfied employee will also be a productive employee. Given the limited opportunities for job openings and large number of people aspiring for them, to get a job itself may be very satisfying. In order to retain the job, the employee may be tempted to please the management by producing more. Hence here may be a positive correlation between job satisfaction and productivity.

Job satisfaction and personal characteristics: When a person comes to work, I bring with him his total personality, his attitude, likes and dislikes, his personal characteristics and these, in turn, influence the 27

satisfaction he drives from his work. As work is one of the necessary aspects of the total life experience of an individual, it become important to examine how his personal characteristics influence his job. Personal characteristics here refer to such bio-social variables as age, marital status, education, length of service and income etc. Age: The relationship between and Job satisfaction could be complex. Generally one would expect that as the person would grow older would get greater satisfaction with his job particularly because of the experience and therefore the case with which he would be able to perform it. Marital status: Generally, one would assume that with increasing responsibility placed on an individual because of marriage, he would value his job little more than an unmarried employee. Education: From studies it is assumed that, it is reasonable to assume that the educated would be more frustrated in routine jobs. Numbers of dependants: It is found that there is not much relationship between number of dependants and the job satisfaction. Income: The significance of income to the workers today Indian condition, higher income should lead to higher job satisfaction.

Year of experience: If one goes by the general understanding, perhaps a person his just starting his carrier would be more satisfied with it because of initial enthusiasm, which might wear 28

of after a while. However, as soon as he reaches a period close to retirement, his satisfaction should again increases because of the lack of alternative opportunities available to him. Job satisfaction and organization objectives: A study of the relationship between satisfaction and organization objectives may throw a variety issues which may help organization to develop organizational level plans to include greater satisfaction, help the employees to develop an identity with the organization.

OBJECTIVE OF THE STUDY

Primary objectives

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To study the overall job satisfaction of supervisors in NUTRINE

Confectionery company limited

Secondary objectives
To measure the level of satisfaction among supervisors in NUTRINE

Confectionery company limited To measure the relation between human relation and job satisfaction. To find out most disturbing factors which influence their performance in job. To give amicable and practical suggestions to improve job satisfaction of

supervisors in NUTRINE Confectionery company limited. To study the growth opportunity programs and training program in NUTRINE

Confectionery company limited.

NEED FOR THE STUDY

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HR are one of the most important assets of the organigation and assigning its value is both important and difficult but it must be done if this resource utility is to be optimized one method of evaluating these value is through assessment of job satisfaction and the research shows that the job satisfaction does have an impact on the over all effectiveness of the organigation job satisfaction refers to general attitude of the employees towards this job inspite of the fact no study has been able to accurately measure and the quality of the satisfaction the area of the job satisfaction is still an interesting and is worth explosing in the field of personnel management.

SCOPE OF THE STUDY

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To gain practical knowledge of the system & procedure of various

departments in an organigation.

To have an exposure of the was to environment.

To know the structural hierarchy of the organigation.

To collect the information regulation the attitude of employees in the

organigation.

LIMITATION OF THE STUDY

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Employees had fear that the information will be disclosed with top

management. Time available for the study was less so small sample sized was taken. It is not possible to collected the information from all the employees in the

organization. Research was limited to NCC Ltd., Chittoor branch only

RESEARCH METHODOLOGY
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DATA SOURCES : Primary Data : The information collected for the purpose at land. The primary data was collected from supervisors of Nutrine confectionary Company Limited. Secondary data : The information is already present having been collected in the purpose the secondary data was from journals training manual of nutrine confectionary company limited and previous record works. RESEARCH INSTRUMENT : The research instrument used for the purpose of conduction survey is or structured questionnaire. Structural questionnaire : The questionnaire are standardized in this questionnaire that is the questions presented in exactly in the same manor to all the respondents. Type of questions : Close ended and open ended questions. Research method : The research method adopted was survey method. Type of Survey : Sample survey was adopted. Population:
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Population is complex lot define in terms of constituent parts namely elements, sampling, sampling units, extents time. The population of study was finite. Type of sampling: Canveniena sampling was adopted. Sampling unit: The respondents who are to be surveyed. supervisors of nutrine confectionery company ltd. Sample Size : A sample size of 70 respondents was taken. Analytical Tools : The collected data was analyzed with the help of simple percentages and pie diagrams. The sampling unit was

DATA ANALYSIS AND INTERPRITATION

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1. Opinion on Job Environment

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 1

Respondents 45 60 30 15

% of Respondents 30 40 20 10

Inference:
From the above table, 30% of the employees highly satisfied, 40% of the employees are satisfied, 20% of the employees are Dissatisfied and other 10% of employees are Neutral about Job Environment. 2. Opinion about Employees Job

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Response Highly Satisfied Satisfied Dissatisfied Dont Know

Respondents 30 60 30 30

% of Respondents 20 40 20 20

Chart - 2

Inference:
From the above table, 20% of the employees highly satisfied, 40% of the employees are satisfied, 20% of the employees are Dissatisfied and other 20% of employees are Neutral about Employees Job.

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3. Opinion about Shift Timings

Response Highly Satisfied Satisfied Dissatisfied Dont Know

Respondents 45 75 30 00

% of Respondents 30 50 20 00

Chart - 3

Inference:
From the above table, 30% of the employees highly satisfied, 50% of the employees are satisfied, 20% of the employees are Dissatisfied and other 0% of employees are Neutral about Shift Timings.

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4. Opinion about Salary Pay-scale

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 4

Respondents 15 60 75 00

% of Respondents 10 40 50 00

Inference:
From the above table, 10% of the employees highly satisfied, 40% of the employees are satisfied, 50% of the employees are Dissatisfied and other 0% of employees are Neutral about Salary Pay-scale.

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5. Opinion about management Co-ordination

Response Highly Satisfied Satisfied Dissatisfied Dont Know

Respondents 30 60 30 30

% of Respondents 20 40 20 20

Chart - 5

Inference:
From the above table, 20% of the employees highly satisfied, 40% of the employees are satisfied, 20% of the employees are Dissatisfied and other 20% of employees are Neutral about management Co-ordination.

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6. Opinion about Overall Job Security

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 6

Respondents 15 45 60 30

% of Respondents 10 30 40 20

Inference:
From the above table, 10% of the employees highly satisfied, 30% of the employees are satisfied, 40% of the employees are Dissatisfied and other 20% of employees are Neutral about Overall Job Security.

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7. Opinion about Satisfaction with Superiors

Response Highly Satisfied Satisfied Dissatisfied Dont Know

Respondents 45 60 30 15

% of Respondents 30 40 20 10

Chart - 7

Inference:
From the above table, 30% of the employees highly satisfied, 40% of the employees are satisfied, 20% of the employees are Dissatisfied and other 10% of employees are Neutral about Satisfaction with Superiors.

8. Opinion about facilities provided by the organization to the Employees 42

Response Highly Satisfied Satisfied Dissatisfied Dont Know

Respondents 30 45 45 30

% of Respondents 20 30 30 20

Chart - 8

Inference:
From the above table, 20% of the employees highly satisfied, 30% of the employees are satisfied, 30% of the employees are Dissatisfied and other 20% of employees are Neutral about facilities provided by the organization to the Employees.

9. Opinion about Safety Measures followed by the organization

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Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 9

Respondents 45 45 45 15

% of Respondents 30 30 30 10

Inference:
From the above table, 30% of the employees highly satisfied, 30% of the employees are satisfied, 30% of the employees are Dissatisfied and other 10% of employees are Neutral about Safety Measures followed by the organization.

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10. Opinion organization

about

Performance

appraisal

system

followed

by

the

Response Highly Satisfied Satisfied Dissatisfied Dont Know

Respondents 30 30 30 60

% of Respondents 20 20 20 40

Chart - 10

Inference:
From the above table, 20% of the employees highly satisfied, 20% of the employees are satisfied, 20% of the employees are Dissatisfied and other 40% of employees are Neutral about Performance appraisal system followed by the organization.

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11. Opinion about Employees job responsibilities

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 11

Respondents 30 45 30 45

% of Respondents 20 30 20 30

Inference:
From the above table, 30% of the employees highly satisfied, 30% of the employees are satisfied, 20% of the employees are Dissatisfied and other 20% of employees are Neutral about Employees job responsibilities.

12. Opinion about Policies followed by the Organization 46

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 12

Respondents 30 45 15 60

% of Respondents 20 30 10 40

Inference:
From the above table, 20% of the employees highly satisfied, 30% of the employees are satisfied, 10% of the employees are Dissatisfied and other 40% of employees are Neutral about Policies followed by the Organization.

13. Opinion about the T&D programmes to the employees

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Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 13

Respondents 45 45 30 30

% of Respondents 30 30 20 20

Inference:
From the above table, 30% of the employees highly satisfied, 30% of the employees are satisfied, 20% of the employees are Dissatisfied and other 20% of employees are Neutral about the T&D programmes to the employees

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14. Opinion about Satisfaction with employment terms & conditions of the organization

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 14

Respondents 30 45 15 60

% of Respondents 20 30 10 40

Inference:
From the above table, 20% of the employees highly satisfied, 30% of the employees are satisfied, 10% of the employees are Dissatisfied and other 40% of employees are Neutral about Satisfaction with employment terms & conditions of the organization

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15. Opinion about the Organization Environment

Response Highly Satisfied Satisfied Dissatisfied Dont Know Chart - 15

Respondents 45 45 45 15

% of Respondents 30 30 30 10

Inference:
From the above table, 30% of the employees highly satisfied, 30% of the employees are satisfied, 30% of the employees are Dissatisfied and other 10% of employees are Neutral about the Organization environment.

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FINDINGS
Morality of the respondents doesnt have freedom to take decisions. This shows centralization in structure. Employees feel that they are very important person in the deportment, which shows their level of commitment. Employees in NCCL Can see themselves in a better position in near future which indicates the carrier growth on the company. Company successful in providing good working conditions. Employees in the NCCL feel that they are being planned in right position were their skills are utilized completely. While very few disagreed with the above. Mesarity of the respondents feel that they are under paid. Employees in the NCCL have good relation ship with their peers, superiors and sub-ordinates. All most all the employees have positive attitude of the management towards security as employees feel highly secured in NCCL. Half of the Employees are not satisfied with the personal development. Employees in NCCL are satisfied with the company policies and procedures. Employees in all dept are well planned while performing their activities. On the whole employees in NCCL have Job Satisfaction the contributing factors for their satisfaction are good relationship, Working conditions, Company polices and other benefits.

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SUGGESTIONS
Since mesarity of the people feel that they are not underpaid, this causes dissatisfaction. To avoid that company may introduce different assertive schemer through which pay and productivity can be minimized. As employees feel that they doesnt have freedom to take decision which affects job satisfaction adversely; employees should have some degree of Freedom decisions at their workplace. Some employees have low level of commitment has they feel they are not much important in the dept they can explained how important there in the deportment. Some of the employees felt that their skills are not utilized completely; proper measure can be taken job design and placement. As more than half of the people not satisfy their personal development, company may provide carrier development programmes were people can achieve their personal and profit ional goals. Supervisors require more encouragement from the mgt since many of them are not satisfied with the encouragement given by the mgt. Supervisors are not having complete freedom to make decisions. The suggestions and opinions of supervisors should be taken into consideration and they most be recognized well by the mgt. Mgt hat to provide decision making power at least in their related works to invite new kind of ideas.

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CONCLUSION
The study on job satisfied of supervisors in Nutrine Confectionary Company Limited highlights that almost all the supervisors are satisfied with their job, which implies that Nutrine Confectionery Company Limited taken almost care of its supervisors. The reason behind the success of the unit is its efficient human resources Nutrine Confectionery Company limited has realized the important of human resources and has taken almost care to full fill their needs, which is evident from the recent development. Hence the doubt of its success is not left to the judgment of others. No doubt, Nutrine Confectionery Company Limited will keep up reputation and receive many more awards at international level in the years to come. The rights steps at the right place taken by the company have always helped and will help the concern to move up in the success line.

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QUESTIONNAIRE
Name Age Department Designations Experience Qualification Salary 1. a. Highly Satisfied c. Dissatisfied 2. a. Highly Satisfied c. Dissatisfied 3. a. Highly Satisfied c. Dissatisfied 4. a. Highly Satisfied c. Dissatisfied 5. a. Highly Satisfied c. Dissatisfied : : : : : : : How is your Job environment? b. Satisfied d. Highly Dissatisfied How do you feel about your Job? b. Satisfied d. Highly Dissatisfied Are you satisfied with shift timings? b. Satisfied d. Highly Dissatisfied Are you satisfied with your salary pay scale? b. Satisfied d. Highly Dissatisfied How is your management co ordination? b. Satisfied d. Highly Dissatisfied

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6. a. Highly Satisfied c. Dissatisfied 7. a. Highly Satisfied c. Dissatisfied 8. a. Highly Satisfied c. Dissatisfied 9. the organization? a. Highly Satisfied c. Dissatisfied 10. organization? a. Highly Satisfied c. Dissatisfied 11. a. Highly Satisfied c. Dissatisfied 12. organization? a. Highly Satisfied c. Dissatisfied

How satisfied are you with the overall job security? b. Satisfied d. Highly Dissatisfied How satisfied are you with your superiors? b. Satisfied d. Highly Dissatisfied How is the Organization facilities provide to the employees? b. Satisfied d. Highly Dissatisfied Are you satisfied with the safety measurement followed by b. Satisfied d. Highly Dissatisfied How is the performance appraisal system followed by the b. Satisfied d. Highly Dissatisfied What do you feel about your job responsibilities? b. Satisfied d. Highly Dissatisfied Are you satisfied with the policies followed by the b. Satisfied d. Highly Dissatisfied 55

13. a. Highly Satisfied c. Dissatisfied 14. of the organization? a. Highly Satisfied c. Dissatisfied 15. a. Highly Satisfied c. Dissatisfied

How are the T&D programmes to the employees? b. Satisfied d. Highly Dissatisfied Are you satisfied with the employment terms & conditions b. Satisfied d. Highly Dissatisfied How is the organization environment? b. Satisfied d. Highly Dissatisfied

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BIBLIOGRAPHY

HUMAN RESOURCE MANAGEMENT PERSONNEL / HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT AN INFORMATION SYSTEMS APPROACH

P. SUBBA RAO

STEPHEN ROBBINS

WAYNE F CASCIO

Websites:www.nutrinesweets.com www.nr.com www.orgo/jobperfection/satisfaction.com www.quwstionsurvey.com www.hrm.com www.geogle.com

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