This document summarizes a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. The objectives of the study were to examine job satisfaction levels and how they are impacted by relationships with management, promotion opportunities, compensation, work environment and other factors. The research methodology included distributing questionnaires to collect primary data from a sample of 100 employees. Secondary data was also gathered from company records. Statistical analysis was used to analyze the collected data.
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
This document is a project submitted for a Master's degree in Business Administration. It examines employee engagement at SRF Limited in Chennai, India. The project includes an introduction outlining the research objectives and methodology. It provides background information on SRF Limited, describing its operations, global presence, research and development facilities, and history. The project also includes chapters on the literature review, findings from employee and HR manager surveys and analysis, conclusions, and suggestions.
Project report on employees satisfactionMonika Deswal
Jio Assistant is an AI assistant developed by Anthropic to be helpful, harmless, and
honest. It aims to be helpful for users, harmless by avoiding offensive, toxic or dangerous
behaviors, and honest about what it can and cannot do.
22
ABOUT RELIANCE JIO WI-FI
Reliance Jio Wi-Fi is a free public Wi-Fi service provided by Reliance Jio Infocomm
Limited across India. It allows users to access high-speed internet through Wi-Fi hotspots set
up by Jio.
Key Features of Reliance Jio Wi-Fi:
- Free of Cost: The Wi-Fi service is completely free for
A study on employee motivation at prabhuram millsSubodh G Krishna
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
This document provides a profile of Bharat Sanchar Nigam Limited (BSNL), the largest public sector telecom company in India. It discusses BSNL's vision, mission, objectives, organizational structure, services offered, and the demographic status of telecom penetration in Andhra Pradesh. Key points include that BSNL has over 4.5 lakh employees serving over 35 million customers across India, with a vision to become the largest telecom service provider in Asia. It offers various telecom services including landlines, mobiles, broadband and aims to expand telecom network coverage.
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
This document is a project submitted for a Master's degree in Business Administration. It examines employee engagement at SRF Limited in Chennai, India. The project includes an introduction outlining the research objectives and methodology. It provides background information on SRF Limited, describing its operations, global presence, research and development facilities, and history. The project also includes chapters on the literature review, findings from employee and HR manager surveys and analysis, conclusions, and suggestions.
Project report on employees satisfactionMonika Deswal
Jio Assistant is an AI assistant developed by Anthropic to be helpful, harmless, and
honest. It aims to be helpful for users, harmless by avoiding offensive, toxic or dangerous
behaviors, and honest about what it can and cannot do.
22
ABOUT RELIANCE JIO WI-FI
Reliance Jio Wi-Fi is a free public Wi-Fi service provided by Reliance Jio Infocomm
Limited across India. It allows users to access high-speed internet through Wi-Fi hotspots set
up by Jio.
Key Features of Reliance Jio Wi-Fi:
- Free of Cost: The Wi-Fi service is completely free for
A study on employee motivation at prabhuram millsSubodh G Krishna
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
This document provides a profile of Bharat Sanchar Nigam Limited (BSNL), the largest public sector telecom company in India. It discusses BSNL's vision, mission, objectives, organizational structure, services offered, and the demographic status of telecom penetration in Andhra Pradesh. Key points include that BSNL has over 4.5 lakh employees serving over 35 million customers across India, with a vision to become the largest telecom service provider in Asia. It offers various telecom services including landlines, mobiles, broadband and aims to expand telecom network coverage.
A study on work environment and commitment of employeesProjects Kart
This document discusses a study on work environment and employee commitment. The objectives are to evaluate the company structure, difficulties implementing personnel policies, and employee satisfaction with the work environment. The study examines employees at T.T. Minerals and collects data through interviews and questionnaires about factors like job roles, welfare facilities, pay, promotion, supervision, and working conditions. The limitations include the small sample size of 50 employees and potential for biased responses.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
A study of job satisfaction in relation to employee engagementdeshwal852
The objective of the study was to measure the relationship between the job satisfaction and employee engagement. For this purpose the investigator selected 80 employees working in hospitality sector from Gurgaon and Ghaziabad region. Employee engagement scale given by Alfas et al. was used. The collected data were processed by applying ‘r’ test. It was used to find out the relationship between job satisfaction and employee engagement. The result of the study reveals that there was positive relationship between job satisfaction and employee engagement.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
This document discusses a research report on how physical, psychological, and environmental factors impact job satisfaction for non-managerial employees at a garment firm. The researcher conducted a literature review, developed hypotheses around factors like promotions, pay, and work environment. A questionnaire was distributed to 50 randomly sampled non-managerial employees to collect data on their satisfaction levels and the influence of factors. The data was analyzed and charts showed most employees had high satisfaction with health & safety and co-workers, while around a quarter had low satisfaction with pay. The findings provide insight into what factors most influence job satisfaction for these employees.
The document discusses the importance of employee engagement for organizations and defines employee engagement as the level of commitment an employee feels toward their job, colleagues, and organization. It explains that engaged employees are motivated to contribute to the success of the organization. The document also highlights how conducting various fun activities can help keep employees engaged within their roles and with the organization beyond just their core job responsibilities.
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
A study on level of employee job satisfaction conducted at bharathi associate...Projects Kart
The document summarizes a study on employee job satisfaction at Bharathi Associates Ltd. It discusses the introduction, problem statement, objectives, scope, research methodology, and industry profile related to the food processing industry in India. The key objectives of the study are to measure and understand job satisfaction levels among employees and identify factors that motivate them. It aims to provide suggestions to improve company growth and perspectives.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
This document summarizes a summer internship project on employee engagement at Pantaloons Fashion & Retail Limited. It includes an introduction outlining the objectives and methodology of the study. Over the course of 7 weeks, the intern organized various engagement events for employees and collected data through questionnaires and interviews. The intern maintained records, onboarded new employees, and supported various HR functions. The document provides details of the intern's weekly activities and certifications from the academic and corporate guides.
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
This document is a project report submitted by C. Kalaiselvi to SRM School of Management in partial fulfillment of an MBA degree. The report studies job satisfaction of employees at Madras Cements Pvt Ltd. It includes an introduction defining job satisfaction, a literature review discussing theories of job satisfaction and its impact on employee performance. It also provides the company profile and outlines the research methodology and objectives of studying factors influencing job satisfaction levels at Madras Cements. Tables of data collected from employee surveys through questionnaires are presented for analysis.
The document discusses training and development programs and their impact on employee performance and productivity. It begins by defining training and development and their objectives for both employees and organizations. It then outlines the research methodology used in a study, which included questionnaires distributed to 25 employees. The analysis found that most employees are actively involved in training and feel it helps boost skills, morale, and achieve goals. Training sessions typically last 1-3 hours and include both on-the-job and off-the-job components. The document concludes that regular training leads to improved employee performance and productivity.
This document is a project report submitted for a Bachelor of Commerce degree. It examines employee satisfaction at Ebenezer Printpack (P) Ltd in Thrissur, Kerala. The report includes an introduction discussing the importance of human resources and employee satisfaction to organizational success. It also outlines the objectives, research methodology, and limitations of the study. The report contains literature review, data analysis and interpretation, findings, suggestions, and a conclusion regarding levels of satisfaction among employees at Ebenezer Printpack. Tables and figures present survey results on various factors influencing job satisfaction.
This document provides background information on a case study about employee engagement at Tata Steel's West Bokaro Division in India. It includes:
1) An introduction to Tata Steel, which was established in 1907 and is now one of the largest steel companies in the world.
2) Details about the West Bokaro Division, which began operations in 1947 and has since expanded production capacity through multiple modernization phases.
3) An overview of the key activities at West Bokaro, which involve coal mining, beneficiation processes like washing, and transporting products to a railhead for distribution.
The document provides context for a case study on employee engagement that will be conducted at the Q-ACD
Final Project Report on Recruitment & SelectionMdsamim143
The document is a summer training report submitted by Md. Samim for their Master of Business Administration (MBA) program. It discusses their training at Skope Business Ventures Pvt. Ltd., a recruitment firm, where they explored the topic of recruitment and selection processes. The report includes an introduction of the company, acknowledgements, table of contents, and initial chapters covering the objectives of the study and introductions to recruitment, factors affecting recruitment, sources of recruitment, and recruitment policies and philosophies.
A project report on training and development with special reference to sahara...Projects Kart
This document discusses training and development. It defines training and development as improving existing employee skills and exploring potential skills to improve organizational effectiveness. The goals of training and development are to improve individual, organizational, functional, and societal outcomes. Training provides skills, education, development, ethics training, and teaches decision making. Models discussed include the systems model, which involves analyzing needs, designing training, developing materials, implementing, and evaluating training. The importance of training is also highlighted, such as increasing productivity, building team spirit, and improving organizational culture, climate, quality, and profitability.
The document is a questionnaire for a client seeking to develop a website for their television channel. It asks questions about goals, target audience, website architecture, design components, content, functionality, and timeline to help inform the design and development of the website. The client is asked to provide details about the purpose of the site, intended user experience, site sections, visual style preferences, desired content and features, and desired launch date.
This survey asks bank customers questions about loyalty programs offered by their bank. It asks which bank they use, if they are aware of and enrolled in any loyalty programs, how they would rate the program, if it has encouraged loyalty, and if they would recommend it to others. It also has open-ended questions for suggestions and complaints about their loyalty program.
A study on work environment and commitment of employeesProjects Kart
This document discusses a study on work environment and employee commitment. The objectives are to evaluate the company structure, difficulties implementing personnel policies, and employee satisfaction with the work environment. The study examines employees at T.T. Minerals and collects data through interviews and questionnaires about factors like job roles, welfare facilities, pay, promotion, supervision, and working conditions. The limitations include the small sample size of 50 employees and potential for biased responses.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
A study of job satisfaction in relation to employee engagementdeshwal852
The objective of the study was to measure the relationship between the job satisfaction and employee engagement. For this purpose the investigator selected 80 employees working in hospitality sector from Gurgaon and Ghaziabad region. Employee engagement scale given by Alfas et al. was used. The collected data were processed by applying ‘r’ test. It was used to find out the relationship between job satisfaction and employee engagement. The result of the study reveals that there was positive relationship between job satisfaction and employee engagement.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
This document discusses a research report on how physical, psychological, and environmental factors impact job satisfaction for non-managerial employees at a garment firm. The researcher conducted a literature review, developed hypotheses around factors like promotions, pay, and work environment. A questionnaire was distributed to 50 randomly sampled non-managerial employees to collect data on their satisfaction levels and the influence of factors. The data was analyzed and charts showed most employees had high satisfaction with health & safety and co-workers, while around a quarter had low satisfaction with pay. The findings provide insight into what factors most influence job satisfaction for these employees.
The document discusses the importance of employee engagement for organizations and defines employee engagement as the level of commitment an employee feels toward their job, colleagues, and organization. It explains that engaged employees are motivated to contribute to the success of the organization. The document also highlights how conducting various fun activities can help keep employees engaged within their roles and with the organization beyond just their core job responsibilities.
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
A study on level of employee job satisfaction conducted at bharathi associate...Projects Kart
The document summarizes a study on employee job satisfaction at Bharathi Associates Ltd. It discusses the introduction, problem statement, objectives, scope, research methodology, and industry profile related to the food processing industry in India. The key objectives of the study are to measure and understand job satisfaction levels among employees and identify factors that motivate them. It aims to provide suggestions to improve company growth and perspectives.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
This document summarizes a summer internship project on employee engagement at Pantaloons Fashion & Retail Limited. It includes an introduction outlining the objectives and methodology of the study. Over the course of 7 weeks, the intern organized various engagement events for employees and collected data through questionnaires and interviews. The intern maintained records, onboarded new employees, and supported various HR functions. The document provides details of the intern's weekly activities and certifications from the academic and corporate guides.
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
This document is a project report submitted by C. Kalaiselvi to SRM School of Management in partial fulfillment of an MBA degree. The report studies job satisfaction of employees at Madras Cements Pvt Ltd. It includes an introduction defining job satisfaction, a literature review discussing theories of job satisfaction and its impact on employee performance. It also provides the company profile and outlines the research methodology and objectives of studying factors influencing job satisfaction levels at Madras Cements. Tables of data collected from employee surveys through questionnaires are presented for analysis.
The document discusses training and development programs and their impact on employee performance and productivity. It begins by defining training and development and their objectives for both employees and organizations. It then outlines the research methodology used in a study, which included questionnaires distributed to 25 employees. The analysis found that most employees are actively involved in training and feel it helps boost skills, morale, and achieve goals. Training sessions typically last 1-3 hours and include both on-the-job and off-the-job components. The document concludes that regular training leads to improved employee performance and productivity.
This document is a project report submitted for a Bachelor of Commerce degree. It examines employee satisfaction at Ebenezer Printpack (P) Ltd in Thrissur, Kerala. The report includes an introduction discussing the importance of human resources and employee satisfaction to organizational success. It also outlines the objectives, research methodology, and limitations of the study. The report contains literature review, data analysis and interpretation, findings, suggestions, and a conclusion regarding levels of satisfaction among employees at Ebenezer Printpack. Tables and figures present survey results on various factors influencing job satisfaction.
This document provides background information on a case study about employee engagement at Tata Steel's West Bokaro Division in India. It includes:
1) An introduction to Tata Steel, which was established in 1907 and is now one of the largest steel companies in the world.
2) Details about the West Bokaro Division, which began operations in 1947 and has since expanded production capacity through multiple modernization phases.
3) An overview of the key activities at West Bokaro, which involve coal mining, beneficiation processes like washing, and transporting products to a railhead for distribution.
The document provides context for a case study on employee engagement that will be conducted at the Q-ACD
Final Project Report on Recruitment & SelectionMdsamim143
The document is a summer training report submitted by Md. Samim for their Master of Business Administration (MBA) program. It discusses their training at Skope Business Ventures Pvt. Ltd., a recruitment firm, where they explored the topic of recruitment and selection processes. The report includes an introduction of the company, acknowledgements, table of contents, and initial chapters covering the objectives of the study and introductions to recruitment, factors affecting recruitment, sources of recruitment, and recruitment policies and philosophies.
A project report on training and development with special reference to sahara...Projects Kart
This document discusses training and development. It defines training and development as improving existing employee skills and exploring potential skills to improve organizational effectiveness. The goals of training and development are to improve individual, organizational, functional, and societal outcomes. Training provides skills, education, development, ethics training, and teaches decision making. Models discussed include the systems model, which involves analyzing needs, designing training, developing materials, implementing, and evaluating training. The importance of training is also highlighted, such as increasing productivity, building team spirit, and improving organizational culture, climate, quality, and profitability.
The document is a questionnaire for a client seeking to develop a website for their television channel. It asks questions about goals, target audience, website architecture, design components, content, functionality, and timeline to help inform the design and development of the website. The client is asked to provide details about the purpose of the site, intended user experience, site sections, visual style preferences, desired content and features, and desired launch date.
This survey asks bank customers questions about loyalty programs offered by their bank. It asks which bank they use, if they are aware of and enrolled in any loyalty programs, how they would rate the program, if it has encouraged loyalty, and if they would recommend it to others. It also has open-ended questions for suggestions and complaints about their loyalty program.
AN EMPLOYEE PERCEPTION TOWARDS HR PRACTICESYOGESH KUMAR
This study primarily tells about the various perception levels of the working human forces categorized under varying aspects of the standpoint policies of any management organization..The study essentially focuses on two majorly occurring HR practices namely PA and T&D...
A project report on to study the welfare facilities provided in the bahety ch...Babasab Patil
The document discusses Bahety Chemicals and Minerals Pvt Ltd, a small-scale chemical company located in Dandeli, India. It provides details about the company's history, facilities, products, finances, and use of the McKinsey 7S framework for organizational analysis. Specifically, it notes that the company offers welfare facilities like housing, medical care, transportation, and a canteen for its workers. It also discusses the company's plans for expansion into new products and markets.
Tata Tea is the largest tea brand in India, owned by Tata Group. It is the world's second largest tea company with a presence in over 60 countries. Tata Tea has subsidiaries in Australia, Great Britain, United States, Czech Republic and India. The company manufactures 70 million kg of tea annually in India through 54 tea estates. With annual turnover of US$1.5 billion, Tata Tea owns popular brands in India such as Tata Tea, Tetley, Kanan Devan, Chakra Gold, and Gemini. The company focuses on consumer branding and uses campaigns such as 'Jaago Re' for social marketing.
Tata Tea Gold is a premium tea brand owned by Tata Global Beverages. It has a 15% market share in India and competes with brands like Taj Mahal and Red Label Special. A survey of consumer perceptions found that while Tata Tea Gold is seen as highly available, Taj Mahal is perceived to have the best flavor and freshness. The market for packaged tea leaves in India is fragmented, with many budget and unbranded options available. Tata Tea Gold differentiates itself on product quality and social marketing campaigns to target youth and empower women.
Project Report And Market Survey of McDonald’s- Cbse class 12 Entrepreneurshi...Dan John
I assure you that this project of mine will fetch you a very good score. Attach the pictures provided towards the end of this project on the backside of the page which is adjacent to the relevant page. I have given certain instructions in the project, starting with the word 'Attn'; follow those and remove them before the submission.
Good Luck!!
Tata Tea is India's largest tea brand owned by Tata Global Beverages. It has a presence in 40 countries and owns 27 tea estates in India. The company has five major brands in the Indian market. Its marketing objective is to increase sales by Rs. 900 crore for 2007-08 and increase profits by 30% by decreasing operational costs through new technologies. The company's Marcom plan targets middle and upper-middle income households through advertising on TV, print and point-of-purchase material with the goal of making Tata Tea the number one brand in India.
This document provides an overview of a study on employee motivation at Hyderabad Industries Ltd. in Thrissur, India. The study aims to identify factors that motivate employees and help the organizational functions at Hyderabad Industries. It discusses how employee motivation is important for managers to maximize output and develop employee talent. The research problem focuses on what factors help motivate employees at Hyderabad Industries. The study will collect primary data through questionnaires and interviews with employees to analyze factors like pay/benefits, promotions, work conditions, relationships, and job security that influence motivation levels. It seeks to provide suggestions to improve company performance through effective employee motivation strategies.
This document provides an overview of a study on employee motivation at Hyderabad Industries Ltd. in Thrissur, India. The study aims to identify factors that motivate employees and help the organizational functions at Hyderabad Industries. It discusses how employee motivation is important for managers to maximize output and develop employee talent. The research problem is to understand what factors help motivate employees at Hyderabad Industries. The study will collect primary data through questionnaires and interviews with employees to analyze factors like pay/benefits, promotions, work conditions, relationships, and job security that influence motivation levels. It seeks to provide suggestions to improve company performance through effective employee motivation strategies.
Quality of work life is the degree to which individuals are able to satisfy their important personal needs while employed by the firm. Quality satisfaction, motivation, involvement and commitment individuals experience with respect to their lives at work Quality of work life is a process in organizations, which enables its members at all levels to participate actively and effectively in shaping the organization environment, methods, and outcomes. The objective of the study is to help the organization to know the level of satisfaction of the workers and executives at various hierarchical levels, towards the facilities and welfare amenities provided by them and also to find out the challenges and difficulties faced by the management in providing better quality of Work life to the employees. Most of the employees covered under my study have not been found to be feeling any stress in their jobs and related working environment. It has been an interesting revelation that there is no employee in ORGANISATION, is working here just for the sake of the job and most of the employees are not only comfortable with ORGANISATION, but also feeling proud of being in the company There should be no communication gap between the team leader and group members. The communication flow must be improved to make it smooth to maintain cordial inter personal relations in the organization. The training and development programs have to be more effectively planned and implemented.
Synopsis for employee satisfaction program with reference to Pescafresh VaishnaviDesai21
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
Effective supply chain management as a strategic advantage conducted at tss l...Projects Kart
1. The document discusses supply chain management at TSS, a cooperative society in Sirsi, India that has been operating since 1913.
2. TSS is a major player in the arecanut industry, procuring arecanut from farmers and distributing it to major domestic markets. Karnataka accounts for 46% of India's arecanut production, with Uttara Kannada contributing 11%.
3. The study aims to analyze TSS's supply chain management and understand customer expectations to help the management address any issues and better serve customers. Primary and secondary data will be collected through questionnaires and existing reports.
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
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Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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A Study on Employees Job Satisfaction @ Enjayes Spices and Chemical Oils LImited, V- Kottayam, Pathanamthitta
1. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page1
1.1 INTRODUCTION
The industrial development in any country depends among other things on a satisfied
labour force. It has often been said that a happy employees is generally, that employee
who is satisfied with his job. Job satisfaction is very important because most of the
people spend a major portion of life at their working place. Moreover, Job satisfaction
has its impact on the general life of the employees also, because a satisfied employee is
a contended and a happy human being. A highly satisfied worker has better physical
and mental wellbeing. Human resource is of paramount importance for the success of
any organization. It’s a source of strength. It is concerned with the human being.
Human resource is the total knowledge, abilities, skills, talents and aptitudes of an
organizations work force. The resourceful of various categories of people and other
people available to the organization can be treated as human resource. In the present
complex environment, no business or organization can exist and grow without
appropriate human resource .Human resource is a term used to describe the individuals
who comprise the workforce of an organization, although it is also applied in labour
economics to, for example, business sectors or even whole nations. Human resource is
also the name of the function within an organization charged with the overall
responsibility for implementing strategies and policies relating to the management of
individuals (i.e. the human resources).This function title are often abbreviated to the
initials ‘HR’.
Human resources are a relatively modern management term, coined in the 1960s. The
origins of the function arose in organizations that introduced ‘welfare management’
practices and also in those that adopted the principles of ‘scientific management’. From
these terms emerged a largely administrative management activity, coordinating a range
of worker related processes and becoming known, in time as the ‘personnel function’.
Human resources progressively became the more usual name for this function, in the
first instance in the United States as well as multinational corporations, reflecting the
adoption of a more quantitative as well as strategic approach to workforce management,
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demanded by corporate management and the greater competitiveness for limited and
highly skilled workers.
Human Resource Management (HRM) is the strategic and coherent approach to the
management of an organization’s most valued assets-the people working there who
individually and collectively contribute to the achievement of the objectives of the
business. The terms “human resource management” and “human resources” (HR) have
largely replaced the term “personnel management” as a description of the processes
involved in managing people in organizations. In simple words, HRM means
employing people, developing their capacities, utilizing, maintaining and
compensating their services in tune with the job and organizational requirement.
The Human Resources Management (HRM) function includes a variety of activities,
and key among them is deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs, recruiting and training
the best employees, ensuring that the human resource function is performed efficiently.
This research was conducted to study the employees job satisfaction and how it affect
on the work of employees. The research was conducted in, Enjayes Spices & Chemical
Oils Ltd, Vallicode Kottayam, Pathanamthitta.
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1.2 OBJECTIVES OF THE STUDY
Primary Objective
To study the job satisfaction level of employees in Enjayes Spices & Chemical
Oils Ltd.
Secondary Objective
To study job satisfaction with respect to relationship between management and
employees.
To measure job satisfaction with respect to promotion opportunities.
To find out the satisfaction level of employees with respect to welfare measures,
participation in decision making and career advancement.
To find out the job satisfaction of the employees in relation to the working
environment.
To find out the satisfaction level of employees with respect to job security.
To know the employee satisfaction with respect to the present compensation
package provided by the company.
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1.3 SCOPE OF THE STUDY
The scope of the study is to know about the organization, its structure, the function
performed by various departments and to know the overall performance of the
organization. The study will help to get a practical exposure and also help to identify the
factors that promote satisfaction among employees. This in turn would improve
customer service, effective time management in each organization. The project was
conducted in Enjayes Spices & Chemical Oils Ltd, Vallicode Kottayam,
Pathanamthitta.
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1.4 RESEARCH METHODOLOGY OF THE STUDY
Research methodology means a scientific method of conducting research. It gives an
outlay of the study. Research methodology is way to systematically solve the research
problem .it may be understood as a science of studying how research is done
scientifically. It is the study of various steps that are generally adopted by a research in
studying his research problem along with the logic behind them. Thus, when we talk of
the research methods but also consider the logic behind them.
1.4.1 RESEARCH DESIGN
A Research design is purely and simply the framework for the study that guides the
collection and analysis of data. It is a blue print that is followed in completing a study.
There are 3 types of research design :-
1. Descriptive research design
2. Exploratory research design
3. Casual research design
In this project, Descriptive research design is adopted
The descriptive design study describes the characteristics of a particular problem or an
individual or a group. Descriptive study includes specific predictions concerned with
study, facts and characteristics concerning an individual, a group or situations. Most of
the social research is based on descriptive research studies, the questions related to
‘what’, ‘why’, ‘where’, and ‘who’ need to be answered.
1.4.2 SAMPLING TECHNIQUES AND SAMPLE SIZE
Sampling is the process of using a small number of items or parts of a larger population
to make conclusions about the whole population. If information is collected only from a
representative part of universe, we say that the data are collected by sampling. The
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study of sample reveals the characteristics of universe. Different types of sampling are
Random Sampling and Non-random sampling.
Random Sampling: This type of sampling is based on chance selected
procedures. The basis of Random Sampling is that the procedure of randomization
should not be thought of as unplanned or scientific. The different types of Random
Sampling are Simple Random Sampling, Stratified Sampling, Systematic sampling and
Cluster sampling.
Non Random Sampling: This is a type of sampling in which units of the sample
are selected on the basis of personal judgment or convenience. In non random sampling
the probability of any member of the population sampling is quite arbitrary as
researchers rely heavily on personal judgment. The different types of non random
sampling are Judgment sampling, Convenience Sampling, Quota sampling and
snowball sampling.
Sample Size: The whole number of sample unit on which survey is conducted is known
as sample size in this survey, sample size is 100 employees
1.4.3 SOURCES OF DATA
The methodology used for the project work is the collection of the primary data and
secondary data.
Primary data
Data regarding the study of satisfaction among employees are procured directly from
the employees through a structural question redistributed to them. An informal
discussion was also done with the HR Manager to get information on satisfaction.
Secondary data
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The secondary data for conduction the study were collected from various books,
records, journals, newspaper and the internet. Data regarding the study of satisfaction
among employee were collected from the office of Enjayes Spices And Chemical Oils
Ltd and various records and manuals of the company.
1.4.4 DATA ANALYSIS TOOLS AND TECHNIQUES
The various tools used for collecting the data are as follows:
Questionnaire
Questionnaires refer to forms filled in by respondents alone. Questionnaires were handed
to the respondents in field and ask them to fill it. This method can be adopted for the
entire population or sampled sectors.
Observation
Observation is either an activity of a living being, such as a human, consisting of
receiving knowledge of the outside world through the senses, or the recording of data
using scientific instruments. The term may also refer to any data collected during this
activity. An observation can also be the way you look at things or when you look at
something.
Interviews
In interviews information is obtained through inquiry and recorded by enumerators.
Structured interviews are performed by using survey forms. The interviewer in one-to-
one conversation collects detailed personal information from individuals using oral
questions.
1.4.5 STATISTICAL ANALYSIS
“Statistical Analysis” is a process of inspecting, cleaning, transforming, and
modeling data with the goal of highlighting useful information, suggesting conclusions,
and supporting decision.
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The tool for analyzing the data is used for the study is:
1) Percentage method
2) Chi-square analysis
1. Percentage method
The percentage is used for making comparison between two or more series of data. It is
used to classify the opinion of the respondent for different factors. It is calculated as
Percentage:
Number of observations
Total number of observations
X 100
2. Chi-square analysis
Chi-square analysis in statistics is to test the goodness of fit to verify the distribution of
observed data with assumed theoretical distribution. Therefore it is a measure to study
the divergence of actual and expected frequencies.
The formula for computing chi-square is as follows.
The calculated value of chi-square is compared with the table of chi square for the given
degrees of freedom at the specified level of significance. If the calculated value is
greater than the tabulated value then the difference between the observed frequency and
the expected frequency are significant. The degrees of freedom is (n-2) where ‘n’ is
number of observed frequencies and in case of contingency table the degrees of
freedom is (C-1)(R-1) where C is number of columns and R is number of rows.
Chi-square = ∑ {(O-E) 2 / E}
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1.5 DURATION OF THE STUDY
The project was a detailed study on the topic “Study On Employees Job Satisfaction”
was successfully completed within the time period of Two Weeks with the guidance and
support from the project guide.
1.6 LIMITATIONS OF THE STUDY
The findings are only based on the information given by the respondents.
The study has been based on data collected from various departments. Hence
there is a chance for miss assumption.
Some of the employees refused to answer the questionnaire as they feared that
the management might take action on them.
The survey was done during the working hours.
Illiteracy of the respondents, during the data collection using questionnaire.
Due to the shift arrangement it was difficult to collect data from most of the
employees.
It is very difficult to get to know about details of employees job satisfaction
from organization within the limited time and span of 14 days.
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2.1 REVIEW OF LITERATURE
The purpose of literature review is to identify the problem statement, understand the
secondary data that has been gathered in the field of study and make new findings on
the problem statement.
Hoppock defined job satisfaction as any combination of psychological, physiological
and environmental circumstances that cause a person truthfully to say I am satisfied
with my job (Hoppock, 1935).According to this approach although job satisfaction is
under the influence of many external factors, it remains something internal that has to
do with the way how the employee feels. That is job satisfaction presents a set of factors
that cause a feeling of satisfaction.
Vroom in his definition on job satisfaction focuses on the role of the employee in the
workplace. Thus he defines job satisfaction as affective orientations on the part of
individuals toward work roles which they are presently occupying (Vroom, 1964).One
of the most often cited definitions on job satisfaction is the one given by Spector
according to whom job satisfaction has to do with the way how people feel about their
job and its various aspects. It has to do with the extent to which people like or dislike
their job. That’s why job satisfaction and job dissatisfaction can appear in any given
work situation.
Job satisfaction represents a combination of positive or negative feelings that workers
have towards their work. Meanwhile, when a worker employed in a business
organization, brings with it the needs, desires and experiences which determinates
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expectations that he has dismissed. Job satisfaction represents the extent to which
expectations are and match the real awards. Job satisfaction is closely linked to that
individual's behavior in the work place (Davis et al., 1985).
Job satisfaction is a worker’s sense of achievement and success on the job. It is
generally perceived to be directly linked to productivity as well as to personal well-
being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded
for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s
work. Job satisfaction is the key ingredient that leads to recognition, income,
promotion, and the achievement of other goals that lead to a feeling of fulfillment
(Kaliski, 2007). Job satisfaction can be defined also as the extent to which a worker is
content with the rewards he or she gets out of his or her job, particularly in terms of
intrinsic motivation (Statt, 2004).
The term job satisfactions refer to the attitude and feelings people have about their
work. Positive and favorable attitudes towards the job indicate job satisfaction.
Negative and unfavorable attitudes towards the job indicate job dissatisfaction
(Armstrong, 2006). Job satisfaction is the collection of feeling and beliefs that people
have about their current job. People’s levels of degrees of job satisfaction can range
from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes
about their jobs as a whole. People also can have attitudes about various aspects of their
jobs such as the kind of work they do, their coworkers, supervisors or subordinates and
their pay (George et al., 2008).
Job satisfaction is a complex and multifaceted concept which can mean different things
to different people. Job satisfaction is usually linked with motivation, but the nature of
this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction
is more of an attitude, an internal state. It could, for example, be associated with a
personal feeling of achievement, either quantitative or qualitative (Mullins, 2005). We
consider that job satisfaction represents a feeling that appears as a result of the
perception that the job enables the material and psychological needs (Aziri, 2008).
The importance of job satisfaction specially emerges to surface if had in mind the many
negative consequences of job dissatisfaction such a lack of loyalty, increased
12. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
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absenteeism, increase number of accidents etc. Spector (1997) lists three important
features of job satisfaction. First, organizations should be guided by human values.
Such organizations will be oriented towards treating workers fairly and with respect. In
such cases the assessment of job satisfaction may serve as a good indicator of employee
effectiveness. High levels of job satisfaction may be sign of a good emotional and
mental state of employees. Second, the behavior of workers depending on their level of
job satisfaction will affect the functioning and activities of the organization's business.
From this it can be concluded that job satisfaction will result in positive behavior and
vice versa, dissatisfaction from the work will result in negative behavior of employees.
Third, job satisfaction may serve as indicators of organizational activities. Through job
satisfaction evaluation different levels of satisfaction in different organizational units
can be defined, but in turn can serve as a good indication regarding in which
organizational unit changes that would boost performance should be made.
Christen, Iyer and Soberman (2006) provide a model of job satisfaction presented in
Figure 1 in which the following elements are included:
Job related factors
Role perception
Job performance
Firm performance.
Locke and Latham (1990) provide a somewhat different model of job satisfaction.
They proceed from the assumption that the objectives set at the highest level and high
expectations for success in work provides achievement and success in performing tasks.
Success is analyzed as a factor that creates job satisfaction.
FACTORS OF JOB SATISFACTION
Job satisfaction is under the influence of a series of factors such as: The nature of work,
Salary, Advancement opportunities, Management, Work groups and Work conditions.
When talking about factors of job satisfaction the fact that they can also cause job
dissatisfaction must be kept in mind. Therefore the issue weather job satisfaction and
job dissatisfaction are two opposite and excludable phenomena? There is no consensus
regarding this issue among authors.
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Herzberg’s Two Factor Theory is probably the most often cited point of view. In fact
the main idea is that employees in their work environment are under the influence of
factors that cause job satisfaction and factors that cause job dissatisfaction. Therefore al
factors that have derived from a large empirical research and decided in factors that
cause job satisfaction (motivators) and factors that cause job dissatisfaction (hygiene
factors)
CONCEPTS OF JOB SATISFACTION
Lu, While, and Barriball (2005) mentioned the traditional model of job satisfaction
focuses on all the feelings about job of an individual. However, what makes a job
satisfying or dissatisfying does not depend only on the nature of the job, but also on the
expectations that individuals have of what their job should provide.
Maslow (1954 cited in Huber, 2006) arranged human needs along a five level
hierarchy from physiological needs, safety and security, belonging, esteem to self-
actualization. In Maslow’s pyramid, needs at the lower levels must be fulfilled before
those rise to a higher level. According to Maslow’s theory, some researchers have
approached on job satisfaction from the perspective of need fulfillment (Regis & Porto,
2006; Worf, 1970). Job satisfaction as a match between what individuals perceive they
need and what rewards they perceive they receive from their jobs (Huber, 2006).
However, overtime, Maslow’s theory has diminished in value. In the current trend, the
approach of job satisfaction focuses on cognitive process rather than on basic needs in
the studies (Huber, 2006; Spector, 1997).
Another approach as proposed by Herzberg (Herzberg et al., 1959; cited in Huber,
2006) is based on the Maslow’s theory. Herzberg and colleagues built Herzberg’s
motivation hygiene theory of job satisfaction. Theory proposed that there are two
different categories of needs, which are intrinsic (motivators) and extrinsic (hygiene)
factors. Theory postulates that job satisfaction and/or is dissatisfaction is the function of
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two need systems. Intrinsic factors are related to the job itself. Intrinsic factors seem to
influence positively on job satisfaction. The motivators include advancement, growth
and development, responsibility for work, challenging, recognition, and advancement.
In other words, extrinsic factors are closely related to the environment and condition of
the work. The hygiene relate to job dissatisfaction including supervision, company
policy and administration, working condition and interpersonal relation.
Lephalala, Ehlers, & Oosthuizen, 2008; Shimizu et al., 2005). This theory has
dominated in the study of job satisfaction, and become a basic for development of job
satisfaction assessment (Lu et al., 2005).Some previous theories have proposed many
factors contributed to job satisfaction such as the Maslow’s hierarchy of needs and the
set of Herzberg’s motivation-hygiene theory. This study is going to measure job
satisfaction in two categories, including motivator and hygiene factors, which are
related to Herzberg’s theory.
MEASURING JOB SATISFACTION
Usually job satisfaction is measured by using general scientific research methods such
as the questionnaire. Some of the most commonly used techniques for measuring job
satisfaction include:
Minnesota satisfaction questionnaire and
Job description index
The Minnesota Satisfaction Questionnaire is a paper-pencil type of a questionnaire and
can be implemented both individually and in group, but it does not take sex differences
into consideration. This questionnaire has one short form and two long forms that date
from 1967 and 1977. In fact 20 work features in five levels are measured with this
questionnaire. Responding to this questionnaire usually takes between 15-20 minutes.
The 1967 version of the Minnesota Satisfaction Questionnaire uses the following
response categories:
Not satisfied
Somewhat satisfied
Satisfied
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Very satisfied
Extremely satisfied.
The 1977 version of the Minnesota Satisfaction Questionnaire uses the following
response categories:
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied and
Very dissatisfied.
If compared it’s obvious that in a way the 1977 version of this questionnaire is more
balanced compared to the 1967 version.
This questionnaire the following aspects of job:
Co-workers
Achievement
Activity
Advancement
Authority
Company Policies
Compensation
Moral Values
Creativity
Independence
Security
Social Service
Social Status
Recognition
Responsibility
Supervision-Human Relations
Supervision-Technical
Variety
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The Job Description Index is one of the most widely used techniques for measuring job
satisfaction. It is a simple and easily applicable method. The measurement of strength
and weakness within each factor are assign as in which field improvement and changes
are necessary.
This questionnaire allows acquisition of information on all major aspects of work and
takes sex differences into consideration. This questionnaire was first introduced in 1969
and it measures five major job satisfaction aspects with a total of over 70 potential job
descriptions.
The factors considered by the job description index are:
The nature of work
Compensation and benefits
Attitudes toward supervisors
Relations with co-workers and
Opportunities for promotion.
MEASUREMENTS OF JOB SATISFACTION
Measuring job satisfaction is difficult, for it is abstract personal cognition that only
exists in the mind of individual. However, most researchers select a more objective and
in-depth survey instrument (Spector, 1997). Spector suggested using an existing job
satisfaction scale for the following advantages:
It has been reported to exhibit acceptable levels of reliability
It has been used a sufficient number of times to provide norm
It has been used in research to provide good evidence for construct validity
Using known scales saves the considerable cost and time necessary to a develop
scale. The Job Satisfaction Survey (JSS) was developed in 1985s (Spector, 1985).
This scale assesses employee attitudes about the job and aspects of job from 9
separate facets of the job satisfaction:
Pay and pay raises
Promotional opportunities
Fringe benefits
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Contingent reward
Supervision
Coworker
Nature of work
Communication within the organization
Operating procedures.
The scale was summated rating scale format which is the most popular for job
satisfaction scales. It consisted of 36 items and ranged on a 6-point Likert scale.
EFFECTS OF JOB SATISFACTION
Job satisfaction causes a series of influences on various aspects of organizational life.
Some of them such as the influence of job satisfaction on employee productivity,
loyalty and absenteeism are analyzed as part of this text.
The preponderance of research evidence indicates that there is no strong linkage
between satisfaction and productivity. For example a comprehensive meta-analysis of
the research literature finds only a.17 best estimate correlation between job satisfaction
and productivity. Satisfied workers will not necessarily be the highest producers. There
are many possible moderating variables, the most important of which seems to be
rewards. If people receive rewards they feel are equitable, they will be satisfies and this
is likely to result in greater performance effort. Also, recent research evidence indicates
that satisfaction may not necessarily lead to individual performance improvement but
does lead to departmental and organizational level Improvements. Finally there are still
considerable debate weather satisfaction leads to performance or performance leads to
satisfaction (Luthans, 1998).
Employee loyalty is one of the most significant factors that human resource managers in
particular must have in mind. Employee loyalty is usually measured with the Loyalty
Questionnaire and can cause serious negative consequences when not in a high level.
Usually three types of employee loyalty are considered: affective loyalty, normative
loyalty and continuity loyalty. Affective loyalty has do with the cases when an
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employee feels an emotional connection to the company, normative loyalty is a sort of
loyalty that appears in cases when the employee feels like he owes something to the
company and continuity loyalty comes as a result of the fact that the employee does not
have an opportunity to find a job somewhere else.
Research conducted by Vanderberg and Lance (1992) during which they surveyed
100 professionals in the information services for five months showed a strong relations
between job satisfaction and employee loyalty. Their research proved that the higher the
degree of job satisfaction the higher is the level of employee loyalty.
Employee absenteeism causes serious additional costs for companies, therefore
managers are in permanent issue of ways how to decrease and reduce it to its minimum.
Probably, the best way to reduce employee absenteeism would be through a increase in
the level of employee satisfaction. Even though the effects are modest the fact that job
satisfaction contributes to decreasing the level of employee absenteeism remains. So
satisfaction is worth paying attention to, especially since it is potentially under your
control – unlike some of the other causes of absenteeism (e.g. illness, accidents). But as
we said circumstances can alter this equation. As a manager you could be implicitly
encouraging absenteeism by enforcing company policies. If people are paid for sick
days, and if they must be “used or lost” this is pretty Strong encouragement for
employees to be absent. In other words, you’ve helped create a culture of absenteeism
that can overcome the “satisfaction” effect. (Sweney and McFarlin, 2005)
When satisfaction is high, absenteeism tends to be low; when satisfaction is low,
absenteeism tends to be high. However as with the other relationships with satisfaction,
there are moderating variables such as the degree to which people feel their jobs are
important. Additionally, it is important to remember that while high job satisfaction will
not necessarily result in low absenteeism, low job satisfaction is likely to bring about
high absenteeism.
Hagedorn (2000) departs from Herzberg and colleagues’ (1993) work by bundling
motivators and hygiene’s into a single category (albeit with separate sub-categories) and
separating the influence of workplace relationships and culture into its own category
‘environment’. Hagedorn’s model is adapted slightly in this study by including
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‘institutional resources’ as a sub-category within the motivators and hygiene’s.
Institutional resources include satisfaction with twelve types of institutional physical,
financial and human resources. The rationale is that institutional resources can also be
considered mediators for job satisfaction because a lack of resources hinders
performance, similar to policies and other hygiene factors.
The deprivation/domination paradigm postulates that the higher the deprivation of a
need, the higher its need strength. An early review concluded that the
deprivation/domination paradigm was only partially supported for self-actualization,
and not supported for safety, belongingness and esteem needs (Wahba & Bridwell,
1976). On the basis of this review, many researchers have assumed that the proposition
is not supported (Wicker, Brown, Wiehe, Hagen & Reed, 1993). This assumption
may be inaccurate however, as many of the studies included in the review have
methodological limitations. These limitations concern: a) the operationalisation of need
strength; and b) establishing causality.
In Alderfer’s (1969) study, subjects were asked to rate how much more of the
following factors they would like to have in their jobs; pay, fringe benefits, love, status,
and growth. Similarly, in Graham and Balloun’s (1973) study, subjects were asked
how much improvement they wanted in their physiological, security, social and self-
actualization needs. These measures of need strength were then correlated with
corresponding measures of satisfaction.
Hall and Nougaim (1968) conducted a longitudinal study on managers, interviewing
them annually for five years. The participants rated the importance of and satisfaction
with a number of needs including safety, affiliation, achievement and esteem, and self-
actualization. Inconsistent with Maslow’s (1954) theory, the correlations between the
satisfaction of needs and the importance of needs were positive.
Wicker et al’s (1993) findings are inconsistent with Maslow’s (1970) theory, they
suggest that the correlations may have been inflated by halo-effects or carryover rating
bias. They postulate that the ratings may be affected by a general motivation factor, and
by earlier ratings. To control for such effects, deviation scores were computed and
correlated. Deviation scores are calculated by subtracting the grand mean over all
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scales for a need from the mean of that need on each particular scale. This removed a
need-means factor from the data, “reducing any biasing effect on correlations resulting
from mean differences among needs” (Wicker et al., 1993)
3.1 INDUSTRY PROFILE
INDUSTRY
Industry is concerned with the extraction of raw materials from the nature and various
other process of transforming these raw materials in to consumable goods. It deals with
the function of converting or transforming these materials extracted from nature and to
make them fit for human use or consumption. In brief, industry deals with the
production of goods of value.
SMALL SCALE INDUSTRY
ESCOL is operating as a small scale industry. It is significant segment of Indian
economy. The basic objectives underlying the development of small and medium scale
industries are the increase in the supply of manufactured goods, the promotion of capital
formation, the development of indigenous entrepreneurial skills and the creation of
employment opportunities. In addition they includes such socio economic goals or the
decentralization and dispersal of manufacturing activities from the metropolitan and
non-metropolitan and rural areas, reduction of regional economic imbalances within a
country and the entrepreneurial and a managerial activities and skills as well as of
technology throughout the country.
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Small scale industries have an important role to play in the development of our country.
Every economy needs the existence, development and growth of small scale enterprises.
They play very important role and the main objectives of small scale industry are;
To generate large scale employment opportunities with relatively low capital
investments.
To find solution for the unemployment of our country.
To promote balanced regional development of the nation.
ADVANTAGES OF SMALL SCALE INDUSTRY
They are capital light.
They are labour intensive.
They are skill light.
They are quick yielding.
According to recent estimates, about 90% of the industrial units in USA and France
come under the small scale industries sector. The small scale industries in India give
employment to 107 lakh persons. The small scale industry is more flexible.
INDIAN SPICES INDUSTRY
Spices are largely grown in different parts of the world for culinary, medicinal use and
also for food flavoring, coloring, and preservation. Get complete Indian spices
information overview, insight into the Indian and global spices trade and also get general
information of spices on Indian spice market.
Indian Spices Market
India is famous for its spices that are widely used in industries like pharmaceutical,
neutraceuticals, perfumery, toiletry and cosmetics. Indian spices are one of the major
suppliers of pepper to a large number of countries.
Growth in Spices Market
The Indian spice market has shown remarkable growth in spice and culinary herbs
exports. Indian spices manufacturers are making substantial efforts to improve the
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quality of spices backed up by technological advancement in order to tap the
international market. Advanced technologies such as carbon dioxide extraction, cry
grinding, encapsulation of spice oil is being undertaken to ensure high quality of spices
and their derivatives.
Market for Spice oils and Oleoresins
India is also leading in the field of spice derivatives, meeting almost 70% of the total
demand of spice oils and oleoresins. The country is providing value added products and
thus achieved repute in the international community. With a focus on strong R&D, the
Indian Manufacturers are developing new products, implementing organic method of
production for providing organic spices and herbs, which command a 10-30% premium.
SPICE EXPORT FIGURES
India is one of the major Asian production and trading centre of spices, its derivatives
and also culinary herbs. India’s spice exports account for about 39% of the total exports
in terms of volume and around 22% in terms of exports value. India meets almost 65%
of the global demand for derivatives like spice oils and oleoresins.
Table - 1
MAJOR SPICE MARKET EXPORTED
Chillies 33%
Seed spices 22%
Turmeric 11.4%
Spice Oils and Oleoresins 7.7%
Pepper 8.07 %
Cardamom 11.14%
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Ginger 22.7%
Fennel 14.1%
Fenugreek 11.2%
Tamarind 0.09%
Nutmeg and Mace 1.1%
Source : www.wikipedia.com/-majorspicemarketexported
Major Markets for Indian Spices
India has traditionally been associated with providing spices such as cloves to the rest of
the world. As a result of appropriate climatic conditions, low labour rates, use of
advanced technology and provision of safe and high quality spices, India is now
emerging as one of the leading exporters of a variety of spices and culinary herbs to a
large number of countries.
COUNTRIES IMPORTING INDIAN SPICES
India is exporting superior quality spices to a large number of international destinations.
The volume and value of spice trade with these countries is also on a rise. Some of the
major importers are:
U.S.A
U.K
Germany
Japan
Srilanka
U.A.E
Malaysia
China
Nepal
Bangladesh
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Singapore
Saudi Arabia
France
Netherlands
Canada
SPICE INDUSTRY OVERVIEW
India has traditionally been known for its spice and culinary herb production. It is one of
the largest spice producing and consuming country. Its strategic location, climatic
conditions, advanced production processes and availability of cheap labour makes it
advantageous for the producers to ensure large scale production of quality spices and
herbs.
India's Share in the Global Spice Market
The Indian spice industry is booming with a substantial increase in exports over the past
few years. India accounts for nearly 45% and 30% in terms of volume and value in the
world spice trade.
The booming global spice market also poses good opportunities for the Indian spice
industry to provide quality spices at competitive prices. India faces stiff competition
from China, Malaysia and Pakistan in terms of pricing of the products. Manufacturers
should therefore ensure consistency in supply, product quality, pricing and marketing
strategy to increase the share in exports.
Producers are incorporating latest methods and technologies to ensure higher quality of
spices and herbs. India is one of the prime exporters of pepper, chillies, turmeric, seed
spices and spice derivatives to the rest of the world. USA, EU, Japan and Srilanka
import these Indian spices in large volumes.
India's share in Global Spice Derivative Market
Spice derivatives can be categorized into spice oil, oleoresins and essential oils. The
demand for spice derivatives is also increasing due to the hygiene, standardization and
consistency factor. India contributes nearly 70% to the world spice derivative market. It
exports largely to the US, EU etc. Indian southern states including Kerala, Karnataka
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and Tamil Nadu provide concentrated oils and oleoresins for use in perfumery,
pharmaceuticals, foods processing and industrial chemical industry.
Government Initiative
Indian Government is providing financial assistance to farmers, growers and spice
producers and has also taken certain steps to ensure the availability of better quality
spices, more hygienically processed spices in order to boost exports. Indian spice board
also provides financial and technical assistance to farmers.
India is known as 'the home of spices'. From the ancient times India has been a hub of
spice cultivation, processing and export. Spices are well-known as appetisers and are
considered essential in the culinary art all over the world.
Apart from adding colour, flavour and taste, consumption of spices provide infinite
health benefits. For instance, spices intensify salivary flow. They cleanse the oral cavity
from food adhesion and bacteria, they help to check infection and caries and protect the
mucous membrane. Spices act as stimulant to the digestive system and helps digestion in
many ways. Stroke frequency and blood pressure can be diminished or augmented by
means of spices. Some may even be a substitute for your costly beauty products and
even medicines.
Here are the top 10 kitchen spices that have healing effects:
1. Fenugreek (methi): It is mainly used as a green leafy vegetable and seeds are
used for seasoning and preparing masalas. It also has many medicinal uses.
2. Coriander (dhania) leaves/seeds: All parts of the coriander plant are edible, but
the fresh leaves and the dried seeds are commonly used in cooking. Seeds can be roasted
or heated on a dry pan briefly before grinding to enhance and alter the aroma.
3. Chillies (mirch): Your eyes may start watering just with the name of it, but you
would be surprised to know that these spicy ones have healing power too. They have
been used externally to relieve pain and internally to cure anything from yellow fever to
the common cold.
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4. Turmeric (haldi): Although usually used in its dried, powdered form, turmeric is
also used fresh, much like ginger. Turmeric is sometimes also used as an agent to impart
a rich, custard-like yellow colour to the dishes.
5. Clove (laung): Cloves can be used in cooking either whole or in a ground form,
but as they are extremely strong, they are used sparingly. Cloves promote enzymatic
flow and boost digestive functioning..
6. Cinnamon (dalchini): An aromatic smelling bark, cinnamon is widely used in
most kitchens. It is principally employed in cookery as a seasoning and flavouring
material.
7. Black Pepper (kali mirch): Pepper is one of the oldest and most important of all
spices. It is usually dried (known as peppercorn when dried) and used as a spice and
seasoning. Black pepper is useful in relieving flatulence.
8. Cardamom (elaichi): Cardamom is the "queen of spices"; it is one of the most
valued spices in the world. Cardamom has a strong, unique taste, with an intensely
aromatic fragrance. Cardamom is used chiefly in medicines to relieve flatulence and for
strengthening digestion activities.
9. Cumin (jeera)/Carom (ajwain): Cumin and Carom seeds are both used for
cooking and also possess many medicinal properties. They are a good source of iron and
keeps immune system healthy.
10. Asafoetida (hing): Asafoetida is used as a digestive aid, in food as a seasoning.
Its odour, when uncooked, is so strong that it must be stored in airtight containers
otherwise the aroma will contaminate other spices stored nearby.
The uses and benefits of spices
Spices are used and imported from India since ages. Many of these spices like
cardamom, clove, nutmeg, ginger etc., are inseparable ingredients of the Indian 'Masala
Chai'. This shows that spices form the basis of not only food in India but also for making
a good cup of tea. Though these spices provide innumerable benefits they should be
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used sparingly. The excessive use of spices in food can cause harm to the health. Try to
make specific use of these spices. This will help you to make optimal use of the
resources provided by nature. Strike the right balance and add some spice to your life.
Organic spices
Organic spices are those spices that are grown using organic farming method. Indian
organic spices are grown without or with only limited use of pesticides and other
synthetic fertilizers, growth regulators. A number of countries provide technological and
financial assistance to farmers and producers for using organic method of producing
spices including chilies, ginger, turmeric, cumin, fennel, fenugreek, coriander, and dill
etc.
Indian Organic Spices Market
The Indian organic spices market is comparatively small at present (According to
estimates, it is a little more than 1% of the total spice demand). Indian organic spices
market is growing, which can be attributed to the desire to consume natural, wholesome
products that is further driving the consumption of spices overall.
International Trade in Organic Spices
The international circuit is witnessing a growth in the trade of organic spices and herbs.
More and more countries are encouraging the farmers and other growers to produce
spices using organic methods of farming. North America and Europe are one of the
major organic spice markets. The organic spices and herbs production has served the
fresh market and according to certain survey conducted, organic spices command a 10-
30% premium in the international market.
Application of Organic Spices
Organic spices are used mainly for food flavoring and preservation. However, spices
have medicinal, aromatic properties that also make them useful in a number of industries
including:
Perfumes
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Cosmetics
Medicine
There are various spice extraction methods being employed these days for extracting
essential oils from different spices and herbs. The quality of oil and spice extraction
depends on the kind of method used for extracting oil. Below are few of the major spice
extraction methods being used these days:
Steam Distillation : One of the most popular method for extracting oil from
spices, the process involves heating the water to produce steam, which is a
carrier of volatile chemicals present in the spice.
Hydrodistillation : This is one of the oldest methods of extraction used. The
spice is fully immersed in hot water. The result is a soup, which carries aromatic
molecules of the plant.
Solvent Extraction : Many herbs and spices cannot be extracted from
distillation method, so solvent extraction is the safest method for extracting high
quality oil.
Carbon Dioxide Extraction : This method is also being popularly used for oil
extraction from different spice. Carbon Dioxide in liquid form is used as a inert
and safe liquid solvent for extracting aromatic molecules.
SPICE PRODUCTION AREAS
The spice production areas or centers’, its derivatives and culinary herbs are
concentrated in the moderate and semi-tropical regions of the world. These laces are
suited for a particular spice or herb due to their climatic conditions and other factors
including low wage rates, sound infrastructure etc.
Global spice production areas/centers
Total global production of spices has rapidly increased since the 1960s, from 1.7-million
metric tons in 1965 to 6.6-million metric tons in 2005 (see Table 7). It shows that
production techniques and therefore yields have increased and land cultivated has risen
to meet growing global consumption of spices.
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India leads the world in spice production, with some 3.1-million metric tons in 2004, or
just under half of world production. China is the second largest producer, with 692,000
metric tons in 2004, or 10.5% of total world production, followed by Indonesia’s
448,000 metric tons or 6.8%. However, one must keep in mind that more tons do not
necessarily represent greater export earnings; many spices like saffron, which is more
valuable per ounce than gold, have high value-to-weight ratios. South Asia (India,
Pakistan and Nepal) is the leading region, producing 55% of world production. South
East Asia (Indonesia, Vietnam and Thailand) follows with 13.2% and East Asia (China)
produces 10.5%. The EU and the middle East have been increasing their production of a
variety of spices through new production techniques, including greenhouses, drip
irrigation and farming technology improvements. Nonetheless, only some spices can be
grown profitably in these environments (even with the help of technology), while others
cannot be grown in developed countries at all.
Indian Spice Production Areas/Centre’s
The production of spices and herbs is widely distributed in a number of Indian states.
Southern states of Karnataka, Kerala, and Tamilnadu are one of the major areas
producing quite a few spices, states of Rajasthan and Uttar Pradesh are also apt for
growing spices like Garlic, Mustard, Fennel, Turmeric etc.
3.2 COMPANY PROFILE
Seven decades of tradition in the trading of spices and herbs enabled Enjayes to venture
into the high-tech area of Essential Oils & Spice Oleoresins processing in 1980.Enjayes
Spices & Chemical Oils Ltd is the brain child of an adventurous team of Enjayes men.
ENJAYES SPICES AND CHEMICAL OILS LTD, a 100% Export Oriented Unit,
Approved by Govt. of India is manufacturing from vide variety of spices herbs and
aromatics plants. The kind of success Enjayes Products had over the years in largely due
to its stress on stringent quality and strong commitment to customer’s satisfaction in all
the respects.
LOCATION
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The company is located in Central Travancore the picturesque Spices Hill and it is the
ideal location for harvesting good quality raw material. (A mere 3-hour drive from
Cochin Airport or 2-hour drive from Trivandrum Airport).
The experience of the promoters in the field has contributed to the setting up of the
present state-of the art factory for manufacturing essential oils and spice oleoresins.
Spices of the apt quality are processed as per the buyer’s requirement. The factory’s
location in the spice – growing belt of points of the company are manned by skilled
hands. Located in the Spice belt of Kerala, Enjayes an abundant supply of garden-fresh
Spices and Herbs. Further, the five purchase points Enjayes has throughout the state, are
manned by trained and specialized personnel. Centralized scientific facilities for
warehousing, cleaning ,drying and sorting of raw spices are factors that make Enjayes
all the more efficient.
100% EXPORT ORIENTED UNIT
ESCOL (Enjayes Spices And Chemicals Oils LTD) comes under 100% export oriented
unit scheme. Under this scheme, it will have exemption from excise and custom duties.
Being 100% export oriented unit, it has the advantage of importing raw materials
without waiting for prior permission. Also excise duty on machineries imported,
petroleum products etc are exempted. The company gets time to time benefits of income
tax as per budget.
CERTIFICATE OF RECOGNITION
The company’s stress on maintaining quality and ensuring consumer satisfaction has
paid off quite well. Mr. N.S John, Managing Director received the National Award for
the best entrepreneur from the President of India in 1987.A series of other recognitions
followed suit
They include the following:
The Best Productivity Award
Udyog Patra Award
Bharatiya Udyog Jyothi Award
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Vikas Ratna award
National Unity award
The Hind Gaur Award
Chart - 1
3.2.1 ORGANISATIONAL CHART OF ESCOL
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FUNCTIONAL DEPARTMENTS
General Manager
Marke
ting
Mgnr
Sales
Mgnr
Asst
Mgnr
Staff
R & D
Product
Developm
ent Mgnr
Scientis
t
Scientis
t Staff
Chemis
t
Horticul
arilist
Chemic
al
Enggr.
Purchase
Asst.
Mgnr
Store
Supervi
sor
Store
Staff
Store
Keeper
Prrod
uction
Cheif
Controller
Supervi
sors
Operat
ors
Helpers
Supervi
sors
Operat
ors
helpers
Supervi
sors
Operat
ors
helpers
Finance
Finance
Manager
Assistant
Finance
Manager
Sr.
Accountant
Officers
Accounts
Officers
Accounts
Assistants
H . R
Manager
H.R
Public
Relatio
ns
Officer
Assistant
Manager
(P&A)
Estate
Supervisor
Front Officer
Office
Assistants
Other Admn.&
Supporting Staff
Quality
Control
Analyst
Chemis
t
Chemist For
General
Work
Staff
Production
Chemist
Chemist
For
Gemeral
Work
Staff
Export
Supervi
sor
Asst
Staff
Helper
Legal
Asst
Asst.
Staff
Managing Director
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Organization includes several complicated functional area for reducing the bad of
complication. The business house and industry divide the whole organization into several
departments and divisions. This is very useful to ensure smooth and efficient
management of all functional area. The executive director is essential for the smooth
running of the organization. The different departments are;
HUMAN RESOURCE DEPARTMENT
PRODUCTION DEPARTMENT
MARKETING DEPARTMENT
FINANCE DEPARTMENT
PURCHASE DEPARTMENT
QUALITY DEPARTMENT
RESEARCH DEPARTMENT
EXPORT DEPARTMENT
3.2.2 HUMAN RESOURCE DEPARTMENT
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Chart - 2
The hierarchical structure of Human Resource Department is given below
Every organization is made up of people, acquiring their services, developing their
skills, motivating them to higher levels of performance, and ensuring that they continue
to maintain their commitment to the organization are essential to achieve organizational
objectives. Organizations that are able to acquire, develop, stimulate and keep
outstanding workers will be effective and efficient; ineffective or inefficient
organizations risk the hazards of stagnating or going out of business. Human resource
thus creates organizations and makes them survive and prosper. If human resources are
neglected or mismanaged, the organization is unlikely to do well. The focus of human
resource management is to develop the latent potential of a workforce so that it can
contribute to the achievement of organizational goals. In Enjayes spices and chemical
oils Ltd., HR department is under the directorship of HR manager and also excellent
Manager H R
Public Relations Officer Assistant Manager (P & A)
Estate Supervisor
Front Officer
Office Assistants
Other Administration
&
Supporting Staff
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assistant managers and section officers assist him for smooth running of department
function.
The objectives of the HR department as follows
Individual development.
Cordial relationship between employer and employees.
Effective molding of human resource as contracted with physical resource.
Proper fulfillment of the function of the department like recruitment, transfer.
Training, placements etc.
Proper orientation and introducing of new employers.
Providing better working condition and other facilities.
Good relation with trade unions.
Personal research function.
HR FUNCTION
1 Manpower planning
Project manpower requirements
Taking stock of existing manpower
Manpower development
2 Recruitment
Recruitment is a process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. The quality and the number of
persons to be recruited is a very important deciding factor during recruitment .If an
organization fails to procure the services of persons with required qualifications, skill
and caliber continuously, a time may come ultimately when all the qualified persons
retire and the organization is certainly bound to suffer. Therefore, the importance of
recruitment and selection of the right type of persons at the right time is indispensible to
the organization.
In the company the recruitment of unskilled workers is done through in direct basis i.e.
after the manpower planning the company handed over the duty of recruitment to
external agencies. The vacancies of management staff filled through direct selection
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procedures. The company gives advertisement in leading newspapers for selecting the
qualified personals.
3 Selection
Selection is the process of planning the right person in the position at right time. The
selection of managerial staff mainly done through written tests and interviews and the
selection of technical staff are made on the basis of their technical knowledge and
experience. In the selection procedure of Workers the company searches for their skills
and physical health.
4 Induction and placement
For technical staffs they will appoint person as apprentice through ITI Centre from one
year. At this time they will be having stipend. If the performance of them is satisfactory
to the concern’s requirements them they are absorbed. At this stage their salary will be
fixed.
5 Training
The company provides on the job training to the Employees. Under this system, the
training is given at the work place itself by his immediate supervisor. The principle
behind this training is learning by doing. The concern also conducts classes to impact
knowledge to the employees about new techniques adopted by the concern.
6 Wages and salary administration
This is fully controlled by H.R department. The H.R officers make the pay role and
forward it to the finance department about the salary and wages to be paid to the
employee. The HR department keeps track of the employee attendance. They will
calculate how much pay should be given to the employees to the number of days
worked; this includes deduction of money for the PF, ESI etc.
The salary includes basic wages, fixed daily allowance, variable DA Incentive for
attendance, incentives or extra wages. The working hours of office and laboratory are
from 9am to 5pm. The production is done in three shifts that is form 8am to 4pm, from
4pm to 12 midnight, from 12 midnight to 8am.
7 Promotion policy
It is the responsibility of the perusal department of the concern to develop an effective
promotional policy. It should be in writing and must be understood by to that there is no
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change of suspicion on the part of any employee. The policy should consider merit,
seniority, potential and attendance of the employees. In this organization the promotion
policy is based on the merit and seniority.
8 Performance appraisal
The officers are appraised yearly and workers are appraised by every month. The
appraisal is done by each department through their head by a questionnaire.
9 Retirements
The company is not provides any voluntary retirement scheme (VRS). As the
governments rule the employee has retires in 58 year the retirement they will get gratuity
and provident fund.
INDUSTRIAL RELATION
Company can always keep good industrial relation in the organization. The company the
employees and employer are in good terms. So there is an atmosphere of peace and
justice.
1 Grievance procedure
It is the procedure for handling employee grievance. In the company the employee
grievance are handling through the following procedure.
The inured party hands over the written complaint to the section officer directly.
If the section officer is failed to solve the employ grievance he forward the complaint
to HR manager.
The HR manager feels any difficulty to solve the problem the top management
directly entered to the grievance settlement.
Discipline
The discipline actions are vented with the managing director. But the disciplinary action
and enquiries are conducted.
The HR department of the company is very strict on its disciplinary policies for e.g. In
the attendance if any in-disciplinary activities found, then the immediate superior will
give the showcase notice to concern employee. And if it is a minor case, the employee
asked to apologies. If it is a major mistake then he will be suspended under pending
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enquiry and once the enquiry is completed, the HR manager will take action as per the
findings of the enquiry.
3.2.3 PRODUCTION DEPARTMENT
Chart - 3
The hierarchical structure of Production Department is given below :
Production is the process by which conversion of raw materials and other inputs in to
finished products. Production management deals with a recognized part of almost every
company. It is the primary function of management. Production system consist of inputs
at one end and outputs are connected by a series of operations processors, storage and
inspections. The department responsible for the manufacturing or creation of a product.
ProductionManager
Supervisor
1
Supervisor Supervisor
Operators Operators
Helpers Helpers
Operators
Helpers
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The department includes Stores Department, Quality Control Department, and
Maintenance Department.
Functions of Production Department
The unit cost of the product should be estimated carefully and effort should be
made stick to the cost standards.
Setting of proper manufacturing schedules to ensure timelines.
Optimum utilization of inputs of production like men, materials and machines.
The Production Department deals with the production, packing and
transportation of goods.
The company has to produce goods in accordance to the standards set by the
customers who have given the orders.
Basically the goods are classified into
Fast moving goods
Medium moving goods
Slow moving goods
Fast moving goods are those goods which are regularly produced even though no orders
have been received. They are produced anticipating regular markets. Pepper Oleoresin,
capsicum oleoresin, turmeric oleoresin etc are some of the examples of fast moving
goods. Medium moving goods are those goods which are produced in twice the
proportion in which it is ordered.
For example, if one tone of a medium moving good is ordered, then the company will
produce two tones of it. Examples of medium moving goods are nutmeg oleoresin,
ginger oleoresin etc.
Slow moving goods are those which are produced in a proportion same as that of the
order received. Clove oleoresin are some of the examples of slow moving
goods.Production capacity of the company is 3000 metric tons of raw materials per
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annum. The shipment of goods is done on order basis. For transportation of the finished
goods large containers are hired on contract basis.
3.2.4 MARKETING DEPARTMENT
Chart – 4
The hierarchical structure of Marketing Department is given below :
Marketing is the performance of business activities that direct the flow of goods and
services from producer to customer or user. Marketing is the total system of interacting
business activities designed to plan, price, promote and distribute want satisfying
products and services to present and potential customers.
Marketing is the performance by which seller find buyers and by which goods and
services move from producers to consumers. It is so important to an industry that about
half the cost of goods and services results from the marketing process. ESCOL is the
MarketingManager
SalesManager
Asst. Manager
Staff
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market leader in the southern region of the country, competition is quite strong as there
are many players at present, in this industry.
The elements of marketing mix are:
Product
Price
Promotion
Place
3.2.5 FINANCE DEPARTMENT
Chart - 5
The hierarchical structure of Finance Department is given below :
The Finance Department plays an important part in any company. It deals with the
financial matters of the company. The main functions of the Finance Department are
procurement of funds for the organization and management of the same. For the proper
functioning of a business, adequate finance is a must. Finance has to be raised to invest
Finance Manager
Asst. Manager
Sr. Accounts Officers
Accounts Officer
Accounts Assistants
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in the business. A business with a shortage of finance will not move on smoothly. The
department prepares the final accounts for the company.
ESCOL started as a private company in 1980. It’s got converted into public company in
1995.Shares are issued through private placement method Mr. N.S John is the Chairman
and Managing Director of the Co. His family owns 70% of the shares. The remaining is
owned by other private parties. The total capital of the Co. is Rs. 7.50 crores.
Even though it is a public company, it is not a listed company and hence its shares are
not distributed widely. In order to meet any additional fund requirements, personal
arrangements are made.
The company provides credit facility to its customers. The company allows 40 to 60
days to credit period. To obtain correct payments, the company insures its receipts on
Export Credit Guarantee Corporation of India Ltd on the basis of shipment details.
The different modes of payment are
Advance payment
Letter of credit
Documents on purchase
Cash against documents
The company’s Finance Department tries its maximum to obtain maximum grants from
the Central Government, like Vishesh Krishi Upagi Yoagana (VKUY). Also they will
try on avail maximum incentives form the customs department and excise department on
the basis of being an exporting company. For example excise duty on machineries
imported, petroleum products etc are exempted. For imports of raw materials they don’t
have to pay customs duty. Also the Finance Department sees to it that the company is
getting time to time income tax benefits as per the budget.
3.2.6 PURCHASE DEPARTMENT
Chart - 6
The hierarchical structure of Purchase Department is given below :
Purchase Manager
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The Purchase Department handles all the purchases for the company. About 90% of the
raw material is raw spice. It is very expensive. The analytical chemist will check the
quality of raw materials imported by the company. The suppliers provide free
transportation of the commodities for the company. As a result the company doesn’t
incur any transportation charges.
The Purchase Department keeps accurate records of the inventory. The purchased raw
materials are stored in huge godowns. There is a store supervisor to see that inventory
details are properly recorded. Even though the company purchases the raw materials in
bulk, it cannot convert it into finished goods immediately as the company is practicing
batch production method. Hence it is very important that over stocking of raw materials
be avoided. It will also help the company from blocking its working capital in the raw
materials. Also the stores supervisors sees the under stocking of raw materials is also
avoided.
3.2.7 QUALITY CONTROL DEPARTMENT
Chart - 7
The hierarchical structure of Quality Control Department is given below :
Stores Supervisor
Stores Staff
Quality Control Manager
Store Keeper
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ESCOL is having an efficient Quality Control Department. For ensuring quality
products to the customers, the company is vigilant from the purchasing stage itself. It is
the responsibility of the analytical chemists to check the quality of raw materials
purchased and of the production chemists to check the quality of the final products.
Enjayes is well equipped with the most modern equipments. It is having the
sophisticated instruments like
Gas Chromatograph - identify solvent residue in finished product.
Spectrophotometer - detect color value and pungent principles of different
spices
Polarimeter - detect optical notation
Refractometer - detect refractive index
The importers will expect high quality oils and oleoresins when placing an order. The
company will have to abide this by providing the quality product. Also the company gas
to satisfy the international standards for exporting such goods. Catering to the quality
conscious customers around the globe, Enjayes feels that quality is the key element
behind its resounding success.
3.2.8 RESEARCH DEPARTMENT
Chart – 8
The hierarchical structure of Research Department is given below :
Analytical chemists Production chemists
Chemists for general workers Chemists for general workers
Scientists
Product Development Manager
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Research and development department is an important section of a company. It plays an
important role in pushing forward the company to the future. The Research and
Development department is entailed with finding new products, developing new
products and improving the existing products. The company believes that in the
competitive world of business, it has to improve or update its product from time to time.
Otherwise it may lose its market share or even be pushed out from the market.
ESCOL is having a highly efficient Research and Development Department. It consists
of a team of experienced scientists, chemists, chemical engineers, horticulturists etc.
They work in close laison with the company’s production and marketing departments. A
full fledged Research and Development Department, with its team of Research
Scientists, Chemists and Chemical Engineers ensure uniform standards of quality for the
products.
3.2.9 EXPORT DEPARTMENT
Chart – 9
The hierarchical structure of Export Department is given below :
Horticulturalist
Chemists
Chemical Engineers
Export Manager
Scientist Staff
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A company, like ESCOL which is 100% export oriented unit, has to fulfill a lot of
procedure.
The company should first register itself with Spices Board. The company must submit
export details, quarterly to the spices board. Moreover it should get clearance from the
customs department. To export goods the company has to submit certain per shipment
documents to Customs Department and post shipment documents to the party as per
payment terms.
Export Documents
The export documents are mainly grouped into two as:
1. Pre-shipment documents
2. Post-shipment documents
The important pre-shipment documents are:
Export Invoice
Packing list
A.R.E.1 Form
G.R Form/SDF
Shipping bill
The pre-shipment documents submitted to the customs will be thoroughly checked by
them. They also examine the products to make sure that it is as per the pre-shipment
documents. If satisfied, they will declare it as cleared and will seal the container.
Supervisor Legal Asst.
Assistance Staff Assistance Staff
Helpers
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The important post-shipment documents are:
Bill of Lading/Airway bill
Generalized system of preference or GSP
Insurance (original)
Invoice (original)
Packing list
After getting the approval of these documents, the following documents should be
submitted to the bank for getting the foreign money.
Order
Bill of exchange
Invoice
Packing list
Bill of lading/Airway bill
Analytical data
Generalized system of preference or GSP
GR form
Special customers invoice(required for export to USA/Canada)
Insurance
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3.3 PRODUCT PROFILE
Enjayes Spices And Chemical Oils Ltd is one of the leading procedures of oils and
oleoresins. The company is producing standard quality products. All the products of the
company are exported to foreign countries.
PRODUCT RANGE
1. Essential oils
2. Spice oils
3. Oleoresins
4. Natural food colors
5. Dehydrated products
PRODUCTION DETAILS
The production of oil, oleoresin, natural food colors and dehydrated products is a long
and very complicated process. It requires skilled workers. At ESCOL, the batch
production method is followed. Usually certain spices are extracted in double stage but
single process is also there. The process of extracting oil and oleoresins from raw spices
will generally be the same in all companies. But the proportion of solvents used for
extracting resin from raw spice will be different for different companies. The proportion
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of solvents used by the companies is kept as a trade secret. Sometimes, rare solvents are
also used for boosting extractions.
ESCOL manufactures products such as:
1. ESSENTIAL OILS
Essential oil has traditionally been used for therapeutic value. These oils have the
properties of the spice or herb they are derived from. These aromatic and volatile oils are
extracted from the leaves, stems, and flowers of a plant. Essential cooking oil is are of
complex composition and contains aldehydes, alcohols, esters, phenol in varying
proportions. Since these specialty oils have a very strong aroma and are highly volatile,
they are used as a raw material in flavoring and perfumes.
These steam distilled spice derivatives are primarily extracted from spices and herbs, in
the raw form. Since these oils are highly concentrated, they need to be diluted before
usage.
ESSENTIAL OIL PRODUCTION METHOD
Steam Distilled
Solvent Extracted
Cold Pressed
Hydro Diffused
Carbon Dioxide Extraction
Use of essential oils
The essential oils are traded in high volume and are particularly consumed in the flavor,
personal care, industrial and pharmaceutical industries. These spice derivatives can have
various benefits including anti septic and anti microbial action, for a healing and
soothing effect. Some of the products in which these essentials used are:
Soaps
Cosmetics
Perfumery
Confectionary
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Chewing Delicacies
Aerated Drinks
Syrups
2. SPICE OILS
Spice oil is a spice derivative that is extracted generally by steam distillation process.
The spice essential oil distilled off from the spices at the initial stage before subject to
solvent extraction. Spice oil are the volatile components present in spices and provide
the aroma and flavor of the spice they are made from.
Popular Spice Oil
Spice essential oil is traded in large volumes for use in a number of industries. Some of
the extensively traded oils are as follows:
Clove oil
Cinnamon oil
Pepper oil
Ginger oil
Cardamom oil
Nutmeg and mace oil
Mint oil
Use of Spice oil
Food processing
Beverages
Pharmaceuticals
Chemicals
Aromatherapy
Personal hygiene products: e.g. tooth paste, mouth washes and Aerosols
3. OLEORESINS
After the extraction of oil, the remaining de-oiled powder or flake is dried and is charged
in extraction batteries for solvent extraction. The de-oiled powder will be treated with
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solvents like hexane, acetate, ethyl acetate, menthol etc. The mixture is called
MISCELLA. The solvent absorbs resin out of the de-oiled powder. After a fixed time,
the solvents are withdrawn which contain resin. This process is known as Washing. It is
carried out for at least five times, This process is stopped on by when the concentration
falls below 5%.After this process, the solvent and resin is separated in a separator. When
this resin is mixed with oil, it becomes oleoresin. Spice Oleoresins are essentially the
concentrated liquid from obtained from spices. This spice derivative has the same
character and property of the spice it is obtained from. Oleoresins are popularly used for
food flavoring in the food processing industry.
USE OF SPICE OLEORESIN
Spice oleoresins find wide application in a number of industries for its strong flavor and
aroma.
Meat Caning
Beverages
Pharmaceuticals
Perfumery
Confectionary
Tobacco
Sauces
ESCOL extracts oils and oleoresins from almost all the spices. Both these items are
exported to more than 20 countries. Oil is extracted form a lot of spices and herbs. They
are stated as follows:
Ajowan
Black pepper
Celery/ Terpene
Cardamom
Calamus
Carrot seeds
Curry leafs
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Clove
Cumin
Celery seed
Cardamom seeds
Davana
Dill
Fenugreek
Green pepper
Ginger
Garlic
Lemon grass
Mace
Nutmeg
Parsley seed
Palmarosa
Turmeric
Oleoresin is extracted from the following spices
Anis
Black pepper
Celery
Capsicum
Coriander
Cumin
Curry leaf
Cinnamon
Dry clove bud
Fenugreek
Ginger
Mace
Nutmeg
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Onion
Paprika
Turmeric
White pepper
The packing of the product is of food grade packing. Epoxy coated steel drums, high
density polyethylene drums and aluminium cans are used for packing the finished
products.Essential oil is the aroma part of the raw material that is spices while oleoresins
are the total principle of raw materials.
Essential oil is volatile oil. Oleoresins are mixture of the oils and resins. The mixing
proportion is in accordance to the demand of the customers. The solvents used by the
company for extracting resin are kept as a trade secret. The Dehydrated Product
produced by the company is Dehydrated Green Pepper.
4.1 PERCENTAGE ANALYSIS
4.1.1 EMPLOYEES RESPONSE ABOUT THE NATURE OF WORK
Table No. 4.1.1
Sl. No Work No. of
Respondents
Percentage
1 manageable 60 60
2 Non manageable 40 40
Total 100 100
(Source: Primary data)
Figure No. 4.1.1
EMPLOYEES RESPONSE ABOUT THE NATURE OF WORK
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(Source: Primary data)
INTERPRETATION
From the above table, it can be found that 60% of the selected respondents are come
under manageable, and 40% of the respondents are come under non manageable.
4.1.2 EMPLOYEES RESPONSE TOWARDS THE AVAILABILITY OF
MACHINES AND EQUIPMENTS FOR WORK
Table No. 4.1.2
Sl.No Ranking No .of Respondents Percentage
1 Highly satisfied 17 17
2 Satisfied 48 48
3 Dissatisfied 10 10
4 Highly dissatisfied 11 11
5 No opinion 14 14
Total 100 100
(Source: Primary data)
Figure No. 4.1.2
0
10
20
30
40
50
60
70
MANAGEABLE NON MANAGEABLE
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EMPLOYEES RESPONSE TOWARDS THE AVAILABILITY OF
MACHINES AND EQUIPMENTS FOR WORK
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that majority of the respondents (48%) are satisfied
with the availability of machines and equipments required for the work. 17% are highly
satisfied and 10% are dissatisfied with the statement. 11% of the respondents are highly
dissatisfied and 14% of respondents have no opinion about the availability of machines
and equipments required for work.
4.1.3 EMPLOYEES RESPONSES ABOUT THE SUPERIOR SUPPORT
Table No. 4.1.3
Sl.No Ranking No. of
Respondents
Percentage
1 Highly satisfied 5 5
2 Satisfied 37 37
3 Dissatisfied 14 14
4 Highly dissatisfied 9 9
5 No opinion 35 35
Total 100 100
0
10
20
30
40
50
60
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY
DISSATISFIED
NO OPINION
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(Source: Primary data)
Figure No. 4.1.3
EMPLOYEES RESPONSES ABOUT THE SUPERIOR SUPPORT
(Source: Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (37%) are satisfied
with their superiors support. About 5 % of the respondents are highly satisfied. 14 % of
the respondents show dissatisfaction and 9 % of the respondents are highly dissatisfied
with their superior. 35% of the respondents have no opinion about the statement.
4.1.4 EMPLOYEES OPINION ABOUT THE SATISFACTION LEVEL
WITH PRESENT JOB
Table No. 4.1.4
Sl.No Ranking No. of
Respondents
Percentage
1 Highly Satisfied 40 40
2 Satisfied 20 20
3 Neutral 30 30
4 Dissatisfied 10 10
5 Highly dissatisfied 0 0
0
5
10
15
20
25
30
35
40
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY
DISSATISFIED
NO OPINION
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Total 100 100
(Source: Primary data)
Figure No. 4.1.4
EMPLOYEES OPINION ABOUT THE SATISFACTION LEVEL WITH
PRESENT JOB
.
(Source: Primary data)
INTERPRETATION
From the above table, it is clear that 40% of the selected respondents are Highly
Satisfied and 20% of the respondents are satisfied, and 30% of respondents remain
neutral opinion, and remaining 10% of the respondents are dissatisfied on their present
job.
4.1.5 EMPLOYEES OPINION ABOUT THE MANAGEMENT’S
HELPFULNESS AND SYMPATHETIC TO EMPLOYEES
PROBLEMS IN WORKSTATION
Table No. 4.1.5
Sl.No Ranking No. of
Respondents
Percentage
1 To Large Extent 70 70
2 To Some Extent 30 30
Total 100 100
(Source: Primary data)
0
10
20
30
40
50
HIGHLY
SATISFIED
SATISFIED NEUTRAL DISSATISFIED HIGHLY
DISSATISFIED
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Figure No. 4.1.5
EMPLOYEES OPINION ABOUT THE MANAGEMENT’S HELPFULNESS AND
SYMPATHETIC TO EMPLOYEES PROBLEMS IN WORKSTATION
(Source: Primary data)
INTERPRETATION
70% of the employees feel that the management is sympathetic To Large Extent in their
problems faced at workstation and 30 % feels that they are Some Extent sympathetic
towards the workstation.
4.1.6 EMPLOYEES RESPONDS ABOUT THE COMPANY’S TRAINING
IMPROVE PERFORMANCE, IF YES, THEIR LEVEL OF
SATISFACTION WITH THE TRAINING PROVIDED
Table No. 4.1.6
Sl.No Ranking No. of
Respondents
Percentage
1 Satisfied 90 90
2 Not satisfied 10 10
Total 100 100
(Source: Primary data)
0
10
20
30
40
50
60
70
80
TO LARGE EXTENT TO SOME EXTENT
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Figure No. 4.1.6
EMPLOYEES RESPONDS ABOUT THE COMPANY’S TRAINING IMPROVE
PERFORMANCE, IF YES, THEIR LEVEL OF SATISFACTION WITH THE
TRAINING PROVIDED
(Source: Primary data)
INTERPRETATION
About 90% of the employees are satisfied with the training provided by the company to
improve their performance and the rest 10 % are not satisfied with the training provided
by the company.
4.1.7 EMPLOYEES OPINION ABOUT THE COMPANY’S CAREER
ADVANCEMENT OPPORTUNITIES
Table No. 4.1.7
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 7 7
2 Good 33 33
3 Fair 20 20
4 Poor 34 34
0
10
20
30
40
50
60
70
80
90
100
SATISFIED NOT SATISFIED
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5 Very poor 6 6
Total 100 100
(Source: Primary data)
Figure No. 4.1.7
EMPLOYEES OPINION ABOUT THE COMPANY’S
CAREER ADVANCEMENT OPPORTUNITIES
(Source: Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (34%) are having
poor opinion about the company’s career advancement opportunities. About 7 % of the
respondents are having excellent opinion and 20% are having fair opinion about the
statement. 33% of the respondents show a good opinion and 6% are of having very poor
opinion about the company’s career advancement opportunities.
4.1.8 EMPLOYEES OPINION ABOUT THE JOB SECURITY
Table No. 4.1.8
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 17 17
2 Good 36 36
3 Fair 15 15
0
5
10
15
20
25
30
35
40
EXCELLENT GOOD FAIR POOR VERY POOR
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4 Poor 20 20
5 Very poor 12 12
Total 100 100
(Source:Primary data)
Figure No. 4.1.8
EMPLOYEES OPINION ABOUT THE JOB SECURITY
(Source: Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (36%) are having
good opinion about the job security. About 17 % of the respondents are having
excellent opinion and 15% are having fair opinion about the statement. 20% of the
respondents show a poor opinion & 12% are of having very poor opinion about the job
security.
4.1.9 EMPLOYEES OPINION ABOUT THE PRESENT COMPENSATION
PACKAGE
Table No. 4.1.9
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 9 9
2 Good 32 32
3 Fair 41 41
0
5
10
15
20
25
30
35
40
EXCELLENT GOOD FAIR POOR VERY POOR
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4 Poor 10 10
5 Very poor 8 8
Total 100 100
(Source:Primary data)
Figure No. 4.1.9
EMPLOYEES OPINION ABOUT THE PRESENT COMPENSATION
PACKAGE
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (41%) are having
fair opinion about the present compensation package. About 32% of the respondents
are having good opinion and 9% are having excellent opinion about the statement. 10%
of the respondents show a poor opinion &8% are of having very poor opinion about the
company’s compensation package.
4.1.10 EMPLOYEES OPINION ABOUT THE BENEFITS PROVIDED BY THE
COMPANY
Table No. 4.1.10
Sl.No Ranking No. of
Respondents
Percentage
0
5
10
15
20
25
30
35
40
45
EXCELLENT GOOD FAIR POOR VERY POOR
63. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page63
1 Excellent 15 15
2 Good 39 39
3 Fair 28 28
4 Poor 10 10
5 Very poor 8 8
Total 100 100
(Source:Primary data)
Figure No. 4.1.10
EMPLOYEES OPINION ABOUT THE BENEFITS PROVIDED BY THE
COMPANY
(Source: Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (39%) are having
good opinion about the benefits provided by the company. About 28% of the
respondents are having fair opinion and 15% are having excellent opinion about the
statement. 10% of the respondents show a poor opinion &8% are of having very poor
opinion about the benefits provided by the company.
4.1.11 EMPLOYEES OPINION ABOUT THE WORKING ENVIRONMENT
Table No. 4.1.11
Sl.No Ranking No. of Percentage
0
10
20
30
40
50
EXCELLENT GOOD FAIR POOR VERY POOR
64. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page64
Respondents
1 Excellent 22 22
2 Good 48 48
3 Fair 25 25
4 Poor 3 3
5 Very poor 2 2
Total 100 100
(Source:Primary data)
Figure No. 4.1.11
EMPLOYEES OPINION ABOUT THE WORKING ENVIRONMENT
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (48%) are having
good opinion about the working environment. About 25% of the respondents are
having fair opinion and 22% are having excellent opinion about the statement. 3% of
the respondents show a poor opinion & 2% are of having very poor opinion about the
working environment.
4.1.12 EMPLOYEES OPINION ABOUT THE INTER-PERSONAL
RELATIONSHIP WITH IN THE ORGANIZATION
Table No. 4.1.12
0
10
20
30
40
50
60
EXCELLENT GOOD FAIR POOR VERY POOR
65. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page65
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 21 21
2 Good 47 47
3 Fair 12 12
4 Poor 10 10
5 Very poor 10 10
Total 100 100
(Source:Primary data)
Figure No. 4.1.12
EMPLOYEES OPINION ABOUT THE INTER-PERSONAL RELATIONSHIP
WITH IN THE ORGANIZATION
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (47%) are having
good opinion about the inter-personal relationship with in the organization. About 12%
of the respondents are having fair opinion and 21% are having excellent opinion about
the statement. 10% of the respondents show a poor opinion &10% are of having very
poor opinion about the inter-personal relationship with in the organization.
0
10
20
30
40
50
EXCELLENT GOOD FAIR POOR VERY POOR
66. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page66
4.1.13 EMPLOYEES OPINION ABOUT THE WELFARE MEASURES
PROVIDED BY THE COMPANY
Table No. 4.1.13
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 12 12
2 Good 35 35
3 Fair 39 39
4 Poor 10 10
5 Very poor 4 4
Total 100 100
(Source:Primary data)
Figure No. 4.1.13
EMPLOYEES OPINION ABOUT THE WELFARE MEASURES PROVIDED BY
THE COMPANY
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (39%) are having
fair opinion about the welfare measures provided by the company. About 35% of the
respondents are having good opinion and 12% are having excellent opinion about the
0
10
20
30
40
50
EXCELLENT GOOD FAIR POOR VERY POOR
67. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page67
statement. 10% of the respondents show a poor opinion & 4% are of having very poor
opinion about the welfare measures provided by the company
4.1.14 EMPLOYEES OPINION ABOUT EMPLOYEE MOTIVATION WITH
IN THE ORGANISATION
Table No. 4.1.14
Sl.No Ranking
No. of
Respondents Percentage
1 Very effective 16 16
2 Effective 23 23
3 Average 44 44
4 Less effective 12 12
5 Very less effective 5 5
Total 100 100
(Source:Primary data)
Figure No. 4.1.14
EMPLOYEES OPINION ABOUT EMPLOYEE MOTIVATION WITH IN
THE ORGANISATION
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (44%) are having
average opinion about the employee motivation towards the organization. About 23%
of the respondents are having an effective opinion and 16% are having very effective
0
5
10
15
20
25
30
35
40
45
50
VERY EFFECTIVE EFFECTIVE AVERAGE LESS EFFECTIVE VERY LESS
EFFECTIVE
68. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page68
opinion about the statement. 12% of the respondents show an effective opinion & 5%
are of having very less effective opinion about the employee motivation towards the
organization.
4.1.15 EMPLOYEES OPINIONABOUT THE PROMOTIONAL POLICY OF THE
ORGANIZATION
Table No. 4.1.15
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 6 6
2 Good 10 10
3 Fair 45 45
4 Poor 34 34
5 Very poor 5 5
Total 100 100
(Source:Primary data)
Figure No. 4.1.15
EMPLOYEES OPINION ABOUT THE PROMOTIONAL POLICY OF THE
ORGANIZATION
(Source:Primary data)
INTERPRETATION
0
5
10
15
20
25
30
35
40
45
50
EXCELLENT GOOD FAIR POOR VERY POOR
69. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page69
From the above table it is inferred that maximum no of respondents (45%) are having
fair opinion about the promotional policy of the organization. About 34% of the
respondents are having poor opinion and 10% are having good opinion about the
statement. 6% of the respondents show an excellent opinion & 5% are of having very
poor opinion about the promotional policy of the organization.
4.1.16 EMPLOYEES RESPONSE ABOUT THE COMPAMNY POLICIES
REALLY HELPFUL TOWARDS WORK
Table No. 4.1.16
Sl.No Ranking No. of
Respondents
Percentage
1 To Some Extent 60 60
2 To Large Extent 40 40
Total 100 100
(Source: Primary data)
Figure No. 4.1.16
EMPLOYEES RESPONSE ABOUT THE COMPAMNY POLICIES REALLY
HELPFUL TOWARDS WORK
70. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page70
(Source:Primary data)
INTERPRETATION
60% of the employees feel that the company policies really protect their interest towards
the work. 40% of them feel that their interests towards work are not protected.
4.1.17 EMPLOYEES OPINION ABOUT THE PARTICIPATION IN DECISION
MAKING
Table No. 4.1.17
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 13 13
2 Good 18 18
3 Fair 37 37
4 Poor 23 23
5 Very poor 9 9
Total 100 100
(Source:Primary data)
0
10
20
30
40
50
60
70
TO SOME EXTENT TO LARGE EXTENT
71. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page71
Figure No. 4.1.17
EMPLOYEES OPINION ABOUT THE PARTICIPATION IN DECISION MAKING
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (37%) are having
fair opinion about employee participation in decision making. About 23% of the
respondents are having poor opinion and 18% are having good opinion about the
statement. 13% of the respondents show an excellent opinion & 9% are of having very
poor opinion about employee participation in decision making.
4.1.18 EMPLOYEES RESPONSE TOWARDS TREATMENT OF ACCIDENT
AND INJURY IN THE COMPANY
Table No. 4.1.18
SI.
No.
Ranking
Number of
respondents
Percentage of responds
1 Highly Satisfied 25 25
2 Satisfied 70 70
3 Neutral 5 5
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
0
5
10
15
20
25
30
35
40
EXCELLENT GOOD FAIR POOR VERY POOR
72. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page72
Total 100 100
(Source: Primary data)
Figure No. 4.1.18
EMPLOYEES RESPONSE TOWARDS TREATMENT OF ACCIDENT AND
INJURY IN THE COMPANY
(Source:Primary data)
INTERPRETATION
70% of the respondents are satisfied and 20% of the respondents are highly satisfied
and 5% of the respondents have neutral opinion.
4.1.19 EMPLOYEES OPINION ABOUT CO-ORDINATION BETWEEN
DIFFERENT DEPARTMENTS
Table No. 4.1.19
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 15 15
2 Good 31 31
3 Fair 45 45
4 Poor 5 5
0
10
20
30
40
50
60
70
HIGHLY
SATISFIED
SATISFIED NEUTRAL DISSATISFIED HIGHLY
DISSATISFIED
73. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page73
5 Very poor 4 4
Total 100 100
(Source:Primary data)
Figure No. 4.1.19
EMPLOYEES OPINION ABOUT CO-ORDINATION BETWEEN DIFFERENT
DEPARTMENTS
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (45%) are having
fair opinion about co-ordination between different departments. About 31% of the
respondents are having good opinion and 15% are having excellent opinion about the
statement. 5% of the respondents show a poor opinion & 4% are of having very poor
opinion about co-ordination between different departments.
4.1.20 EMPLOYEES OPINION ABOUT CHANCES TO DEVELOP MULTI
SKILLS IN ORGANIZATION
Table No. 4.1.20
Sl.No Ranking No. of
Respondents
Percentage
1 Excellent 6 6
2 Good 32 32
3 Fair 43 43
4 Poor 12 12
5 Very poor 7 7
0
5
10
15
20
25
30
35
40
45
50
EXCELLENT GOOD FAIR POOR VERY POOR
74. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page74
Total 100 100
(Source:Primary data)
Figure No. 4.1.20
EMPLOYEES OPINION ABOUT CHANCES TO DEVELOP MULTI SKILLS
IN ORGANIZATION
(Source:Primary data)
INTERPRETATION
From the above table it is inferred that maximum no of respondents (43%) are having
fair opinion about chances to develop multi skills in organization. About 32% of the
respondents are having good opinion and 12% are having poor opinion about the
statement. 7% of the respondents show a very poor opinion & 6% are of having
excellent opinion about co-ordination between different departments.
4.2 CHI-SQUARE (2
) test
Chi-square test is to test the goodness of fit to verify the distribution of observed data
with assumed theoretical distribution. Therefore it is a measure to study the
divergence of actual and expected frequencies. The formula for computing chi-
square is as follows.
0
5
10
15
20
25
30
35
40
45
EXCELLENT GOOD FAIR POOR VERYPOOR
Chi-square = ∑ {(O-E) 2 / E}
75. A Study on Employees JobSatisfaction atEnjayes Spices & Chemical Oils Ltd
V.N.S Collegeof Arts and Science; Konni Page75
The calculated value of chi-square is compared with the table of chi-square for the
given degrees of freedom at the specified level of significance. If the calculated value
is greater than the tabulated value then the difference between the observed
frequency and the expected frequency are significant.
Degree of freedom = (R – 1) (C – 1)
Whereas,
O = Observed frequency
E = expected frequency
R = number of row
C = number of columns
4.2.1 CHI-SQUARE WITH OPERATIVE FUNCTIONS OF
ORGANIZATION
Table - 4.2.1
List of operative functions of the company and the respective level of Satisfaction
4.2.1 CHI-SQUARE WITH OPERATIVE FUNCTIONS OF ORGANIZATION
Table - 4.2.1
List of operative functions of the company and the respective level of Satisfaction
Null Hypothesis (Ho) : There is no significant relationship between
operative functions of the organization and job
satisfaction
Alternate Hypothesis (H1) : There is significant relationship between
operative functions of the organization and job
satisfaction.