A Study on Employee’s Satisfaction with special reference to KKR Group of Companies (Nirapara ) , Okkal , Ernakulam

CHAPTER I
INTRODUCTION

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 A Study on Employee’s Satisfaction with special reference to KKR Group of Companies (Nirapara ) , Okkal , Ernakulam

1.1 GENERAL INTRODUCTION

Employee satisfaction is quite simply, how content or satisfied employees are with their
jobs. Employee satisfaction is typically measured using an employee satisfaction survey.
These surveys address topics such as compensation, workload, perceptions of management,
flexibility, teamwork, resources etc.

These things are all important to companies who want to keep their employees happy and
reduce turnover, but employee’s happiness or satisfaction is only a part of the overall
solution. In fact, for some organisations, satisfied employees are people the organisation
might be better off without.

Employee satisfaction and engagement are similar concepts on the surface and many
people use these terms interchangeably. Employee satisfaction covers the basic concerns
and needs of employees. It is a good starting point, but it usually stops of what really
matters.

Employee satisfaction is one of the most important technique used to motivate the
employees. “A happy employee is a productive employee”. A happy employee is generally
that employee who is satisfied with his job and other facilities provided by the company.
Satisfaction is very important because most of the people spent a major portion of their life
at their working place. This project “A study on Employee’s satisfaction in “NIRAPARA
PVT LTD” gives a good idea about the extent of attitudes that individuals have towards
their jobs.

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 A Study on Employee’s Satisfaction with special reference to KKR Group of Companies (Nirapara ) , Okkal , Ernakulam

1.2 INDUSTRY PROFILE

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FOOD INDUSTRY
The food Industry is the complex, global collective of diverse businesses that together
supply much of the food energy consumed by the world population. Only subsistence
farmers, those who survive on what they grow, can be considered outside of the scope of the
modern Industry. Food marketing brings together the producer and the consumer it is the
chain of activities that brings food from “farm gate to plate.” The marketing of even a single
food product can be a complicated process involving many producers and companies. For
example, fifty-six companies are involved in making one can of chicken noodle soup. These
businesses include not only chicken and vegetable processors but also the companies that
transport the ingredients and those who print labels and manufacture cans. The food
marketing system is the largest direct and indirect nongovernment employer in the United
States.
In deciding what type of new food products a consumer would most prefer, a manufacturer
can either try to develop a new food product or try to modify or extend an existing food. For
example, a sweet, flavored yogurt drink would be a new product, but milk in a new flavor
(such as chocolate strawberry) would be an extension of an existing product. There are three
steps to both developing and extending: generate ideas, screen ideas for feasibility, and test
ideas for appeal. Only after these steps will a food product make it to national market. Of
one hundred new food product ideas that are considered, only six make it to. The food
Industry faces numerous marketing decisions. Money can be invested in brand building
(through advertising and other forms of promotion) to increase either quantity demanded or
the price consumers are willing to pay for a product. The consumer, to be brand loyal, must
be able to actively resist promotional efforts by competitors. A brand loyal consumer will
continue to buy the preferred brand even if a competing product is improved, offers a price
promotion or premium, or receives preferred display space. Some consumers have multi-
brand loyalty. Here, a consumer switches between a few preferred brands. The money that
manufacturers invest in developing, pricing, promotion, and placing their products helps
differentiate a food product on the basis of both quality and brand-name recognition. The
food Industry is very competitive and is constantly changing to react to consumer demands
and technological developments. As the world population increases, we are challenged with
new ways to produce and package foods. As a result there is a great demand for young
people to work in food businesses Day by day, wide varieties of new food products have
been increasing in the food Industry. So food Industry has been growing with new food

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products in the variant fields of the food Industry such as in the fast food, sea food, hotel
foods. Thereby people get easily attracted towards this type of food product and their
demand of food products is constantly changing as well. But, even if the food Industry is
very competitive and is constantly changing to consumer demands, one particular type of
food products is standing out of these constant changing demand, i.e .Agro-food products.
Agro food products retain their demand among the people throughout the years. This is
only because of awareness of benefits of agro food products by the people. It has got lots of
benefits. By Consuming, it will not cause any harmful effects to the people.
The most important and useful one in the agro food products is Wheat products. It is believed
that wheat developed from a type of wild grass native to the arid lands of Asia Minor.
Cultivation of wheat is thought to have originated in the Euphrates Valley as early as 10,000
B.C., making it one of the world's oldest cereal crops. In the Mediterranean region, centuries
before recorded history, wheat was an important food. Wheat played such a dominant role in
the Roman Empire that at the time it often was referred to as a "Wheat Empire."
Wheat, which can be produced in a wide range of climates and soil conditions, grows in areas
as far north as the Arctic Circle and as far south as the equator. The production of wheat is so
widespread that it is being harvested somewhere in the world in any given month. But wheat
grows best in regions having temperate climates with rainfall between 12 and 36 inches per
year. The United States ranks fourth in world wheat production, following: 1) China; 2) the
Commonwealth of Independent States; and 3) the European Community (whose major
producers are France, the United Kingdom and Germany).
One of the easiest dietary changes to make, and one that carries a real health punch, is
replacing refined grains with more healthful whole wheat. This one change in diet can have a
significant impact on health, from helping to maintain a healthy weight to helping to avoid
certain kinds of cancer. Recent studies, including one at the University of IOWA, have
suggested that higher levels of whole grain, including whole wheat, in the diet were
associated with a lower risk of both breast cancer and heart disease.
Other studies have associated the consumption of whole wheat and other whole grains with a
reduced risk of diabetes, obesity and cardiovascular disease. The USDA is now
recommending that every adult consume three servings of whole wheat and other whole
grains every day, but most people fall short of this important mark, averaging only one
serving per day.

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Whole wheat and cancer prevention

There is now considerable evidence that a diet rich in whole wheat and other whole
grains plays an important role in lowering a person’s risk of cancer. The major cancer
fighting ingredient of whole wheat is thought to be dietary fiber. Dietary fiber is believed to
play an important role in the prevention of cancer, and whole wheat breads and other
products are rich sources of this dietary fiber.
In addition, whole wheat and other whole grains are thought to reduce levels of serum
insulin. High levels of serum insulin have been associated with higher risk of cancers of the
breast and colon, so lowering these levels may have an effect in the prevention of cancer.
Whole wheat and selenium
Whole wheat and other whole grains can also be rich sources of the mineral known as
selenium, although the actual selenium content of the grain will vary according to the
selenium content of the soil. Vitamin E, however, seems to be present in high amounts in just
about all whole wheat and whole grain products. Vitamin E is thought to be a strong cancer
fighter which has the power to prevent cancer-causing chemicals from doing harm. In
addition, whole grain products like whole wheat bread and crackers also contain many
important micronutrients.
Whole wheat products and other whole grains have been shown to have a significant
impact on overall health, and a diet rich in whole wheat and other whole grains has been
associated with an overall increase in health and an overall decrease in obesity. That may be
because whole wheat is a high energy, nutrient rich and relatively low calorie food. The rich
nature of many whole wheat products seems to promote a feeling of fullness and reduce the
risk of overeating.
Rice was the only food for the South Indians during the past. But after the Second
World War there was scarcity for rice and they were compelled to take wheat as an
alternative food. The high protein content and resultant nutritional value and absence of the
negative factors of rice and also the economy promoted them to substitute rice by wheat to
the extent of 30-35% so that there is almost an equal demand for rice and wheat and their
products.
In the past, rice and wheat flours required for domestic use were made at home by
women, using conventional equipments like stone grinders. Later with the invention of
electricity the conventional grinders have given way to mixies and wet grinders. But it is time
consuming and not at all economical. In the present day scenario, where women are also
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employed or engaged otherwise to assist in making a living for their family, powdered rice
and wheat –ready for use, have gained very much importance
GLOBAL SCENARIO
World food retail sales generate over $4 trillion per year. The Industry has evolved greatly
over the past twenty years thanks to technological advances, keeping pace with growing
demand for convenience foods. This sector calls for greater demand for packaging to ensure
safe, fresh, easy-to-use products. Demand for better quality foods and in greater quantity
means the food Industry drives several other industries such as convenience stores,
supermarkets, hypermarkets and gasoline outlets with grocery sections. Supermarkets and
hypermarkets represent the biggest market share in terms of sales.
Food retail is dominated by outfits in the EU and the US, growing their market share in
emerging nations and small retailers accounting for an increasing share of food sales. The 15
leading global supermarket companies represent around one third of global supermarket
sales. The Industry is not concentrated, with the 50 leading food manufacturers presenting
under a fifth of world packaged food sales. Food manufacturers are developing specialized
product lines to remain competitive and direct growth rather than the traditional approach of
diversifying product portfolios. Regional markets and product lines may be concentrated,
though the global food Industry is not. Areas exhibiting market concentration include sales of
branded goods such as baby food and breakfast cereal.

The food Industry encompasses several categories of food including: dairy, fish & seafood,
eggs, fruit and vegetables, luxury food, organic food, meat & poultry, packaged food, cereal-
based products as well as functional food such as vitamins and nutraceutical.

INDIAN SCENARIO
The Indian food Industry is poised for huge growth, increasing its contribution to world food
trade every year. In India, the food sector has emerged as a high-growth and high-profit
sector due to its immense potential for value addition, particularly within the food processing
Industry.
Accounting for about 32 per cent of the country’s total food market, The Government of
India has been instrumental in the growth and development of the food processing Industry.
The government through the Ministry of Food Processing Industries (MoFPI) is making all
efforts to encourage investments in the business. It has approved proposals for joint ventures
(JV), foreign collaborations, industrial licenses, and 100 per cent export oriented units.

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Market Size
The Indian food and grocery market is the world’s sixth largest, with retail contributing 70
per cent of the sales. The Indian food processing Industry accounts for 32 per cent of the
country’s total food market, one of the largest industries in India and is ranked fifth in terms
of production, consumption, export and expected growth. It contributes around 8.80 and 8.39
per cent of Gross Value Added (GVA) in Manufacturing and Agriculture respectively, 13 per
cent of India’s exports and six per cent of total industrial investment. The Indian gourmet
food market is currently valued at US$ 1.3 billion and is growing at a Compound Annual
Growth Rate (CAGR) of 20 per cent. India's organic food market is expected to increase by
three times by 2020#.
The online food ordering business in India is in its nascent stage, but witnessing exponential
growth. With online food delivery players like FoodPanda, Zomato, TinyOwl and Swiggy
building scale through partnerships, the organised food business has a huge potential and a
promising future. The online food delivery Industry grew at 150 per cent year-on-year with
an estimated Gross Merchandise Value (GMV) of US$ 300 million in 2016.
STATE SCENARIO

Kerala has gained a prominent place in the food Industry with tremendous
production and export growth in spices, tea, seafood, and cashew. With the vastness of
agricultural food production, the state has evolved into a major hub for food processing
Industry. While in the year 2014-15, exports of spices amounted to Rs 3285.34 crore, the
state recorded exports of seafood worth Rs 5166.08 crore and cashews worth Rs 3098.75
crore. The state, with the aid of Kerala Industrial Infrastructure Development Corporation
(KINFRA), which is set up under the Act of the State Legislature, has played a pivotal role in
boosting the food Industry in the country for the past two decades.

Food processing is a very significant sector of Kerala’s Industry. Government of Kerala has
accorded “priority status” to the food processing sector due to its huge potential for
development. Kerala has always been in the forefront with respect to food processing, being a
major exporter of food products. Kerala’s association with food exports to various foreign
countries dates back to 16th century. Therefore, it can be said that Kerala has always been a
“leader state” in food processing. 

Since the time of country’s Independence, products that were exported from Kerala such as
cashew, seafood and spices mainly constituted the traditional industrial sector of Kerala.

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These sectors have over the years evolved into modern food processing sectors. Kerala is a
leading producer of various spices and exports of spices in 2014-15 amounted to Rs 3285.34
crore. In 2014-15, Kerala exported Rs 5166.08 crore worth of seafood and Rs 3098.75 crore
worth of cashews. With respect to cashew, the business has developed to such an extent that
the raw material produced in the state has become insufficient to meet the demand and
therefore raw materials are being imported to be processed and exported. Coffee and tea are
two other products that make significant contributions to exports from the state amounting to
Rs 749.98 crore and Rs 478.21 crore in 2014-15 respectively. 
CURRENT SCENARIO
The Indian food Industry is poised for huge growth, increasing its contribution to world food
trade every year. In India, the food sector has emerged as a high-growth and high-profit
sector due to its immense potential for value addition, particularly within the food processing
Industry.
The scenario of food processing sector in India is as follows:
 In Union Budget 2017-18, the Government of India has set up a dairy processing
infra fund worth Rs 8,000 crore (US$ 1.2 billion).
 Union Budget 2016-17 proposed 100 per cent FDI through FIPB (Foreign
Investment Promotion Board) route in marketing of food products produced and
manufactured in India.
 The Government of India has relaxed foreign direct investment (FDI) norms for
the sector, allowing up to 100 per cent FDI in food product e-commerce through
automatic route.
 Ms Harsimrat Kaur Badal, Union Minister for Food Processing Industries,
Government of India inaugurated the first of its kind Rs 136 crore (US$ 20 million)
mega international food park at Dabwala Kalan, Punjab. She has also expressed
confidence that the decision to allow 100 per cent Foreign Direct Investment (FDI)
in multi-brand retail with 100 per cent local sourcing condition, will act as a
catalyst for the food processing sector, thereby controlling inflation, uplifting the
condition of farmers, and creating more jobs in the country.
 Also, the food processing minister, Ms Harsimrat Kaur Badal is planning to visit
foreign countries, like US, Canada in the time to come to bring in great
opportunities and to tap the potential of Indian food market.

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The food processing sector of India will witness huge growth in the times to come and will
add up to India’s overall growth.

1.3 COMPANY PROFILE

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KKR Group of companies (NIRAPARA)

KKR Group of Companies was established in the year 1976 by an enterprising man,
Mr. K. K. Karnan at Okkal, Kerala, India. He set up a state-of-art manufacturing facility
worth Rs.45 Crores, for rice production that redefined quality standards. As part of his
business strategy he created an ubiquitous brand, Nirapara, to aggressively expand retail
presence. Having introduced high quality branded rice products for the first time; he
revolutionized rice trade in the state with the help of technology and customer focus. KKR
Group emerged as the first company to set up a technologically savvy Quality Assurance and
Control department and microbiology lab. It numbers among one of the few food
manufacturers in the state to be ISO 22000-2005, HCAAP and FDA certified.
  By 2000, KKR Group started focusing on expanding its Distribution network and
retail presence by providing innovative schemes and setting up one of the finest distribution
chain for an FMCG manufacturer. Since then, the brand has marked its presence across 46
countries including UAE, Muscat, Bahrain, Oman, Qatar, Kuwait, USA, Canada, UK,
Switzerland, France, Australia, New Zealand, Singapore, Malaysia, Indonesia, Brunei,
Netherlands, Germany etc. In India, KKR has a partnership with over 350 distributors and
registers its presence across 500,000 retail outlets, including Modern Trade such as Reliance
Retail, Big Bazaar, ABRL, Lulu, Pothy’s, Nilgiris,  etc.
  Today the KKR Group of Companies has a large manufacturing facility of about
30,000 sq. metre spread over 150,000 sq. metre land area. The Group is valued at about INR
1000 Crores. There are over 1600 direct and 1500 indirect staff and KKR is considered an
equal opportunity employer having large number of women engaged in various roles across
its subsidiaries. The Company is manufacturing various products under the categories of rice
& rice products, breakfast powders, spice & spice powders, curry powders & seasonings,
pickles, dessert mixes, sauces, condiments, and edible oils.
The KKR Group - A venture which started out with traditional methods of boiling, sun drying
and milling grew into one of the most modern rice processing houses in India with the latest
world-class technology. Today all the factories under the Umbrella of the brand
“NIRAPARA” boasts of  state-of the-art processing facilities with the most sophisticated
technology in the world, ensuring products that meet the most stringent quality and hygiene
standards.

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Production units of Nirapara are located in the green, pollution-free Okkal Township,
near Kochi in Kerala in South India. KKR Agro Mills, the rice production facility is equipped
with the latest technology in the world for every aspect of processing of paddy, right from
destoning, cleaning, drying, de-husking, bran-removal, polishing to sorting. KKR Agro Mills
was upgraded in 2001 by setting up a 45 Crore Padding processing facility with the latest
Bühler machinery from Germany. Today the total processing capacity of the group stands at
about 700 tonnes of paddy per day, making it one of the largest paddy processors of the state.
Nirapara, after establishing its name in rice, the company diversified its areas of
business and employed state-of-the-art technologies in several other processed food
categories. KKR Flour Mills was started in the year 2000 with a view to cater to the rising
demands of the modern household, introducing ‘easy to cook’ flour mixes to the traditional
breakfast table.
KKR Food Products was established in October 2002; and introduced a wide range of
food products into the market under the brand 'NIRAPARA'. We have since come up with an
exotic and elaborate range of perfectly blended masalas and whole spices. We guarantee
authentic Kerala flavor to our products to ensure the goodness and experience of traditional
homemade foods.
Considering pickles have been an integral part of Indian cuisine; we inherited this
traditional art of pickling and worked our way towards developing and commercializing a
housewife’s job. Nirapara today markets about 45 varieties of pickles both Veg and Non
Veground the globe.
The brand offers numerous products other than rice from whole spices to masala
powders, vegetables to pickles which are nutritionally rich and full of nature’s goodness.
Nirapara is one of the largest selling brands in Kerala today and has become a
household name. NIRAPARA products are now available and sold not only in Kerala but
wherever Malayali population exists. NIRAPARA Products are being exported to 46
countries including theMiddle East, Africa, Australia, UK, Canada and US.
The other prestigious divisions of KKR Group include Vydyaa Ayurveda and
Herbals, Bik Herbals & Extractions, Succor Health Care, Solace Research Pvt Ltd, Bikaura
Power Solutions Pvt Ltd, Chico Poultry and Live Stock, K.K.R Petroleum Products, Five Star
Metals Pvt. Ltd and KKB Fencing Company LLC, Dubai

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1.4 PRODUCT PROFILE

Nirapara manufactures a wide range of products; their main specialties are rice, wheat flour
products, and spice powders. include pickles, tava products, frozen foods, especially for
exporting, and ready-to-eat items.
Rice Varieties
Different rice varieties are dried, separated from the husk and subjected to processing before
being packaged. Rice varieties include matta rice, idly rice, ponni rice, surekha, jaya rice,
cherumani, single boiled, and jeerakasala rice among others.
As a cereal grain, Rice is the most consumed staple food for a large part of the world’s
population, especially in Asia. Since a large portion of the maize crops are grown for
purposes other than human consumption, rice remains the most important grain for human
nutrition and caloric intake, providing more than one fifth of the calories consumed
worldwide. India is one of world’s largest producers of white and brown rice, accounting for
nearly 20% of total rice production. Rice, a basic food crop, is a tropical plant that flourishes
comfortably in hot and humid climes. At Nirapara, every single grain of rice is subject to a
detailed screening to ensure fidelity in size, color and dimension to provide you the best
grains.
Palakkadan Matta Long Grain(Vadi)

Palakkadan Matta Rice (also known as the Rosematta Rice, Kerala Red Rice, or Red
Parboiled Rice) is an indigenous variety of rice grown in Palakkad District of Kerala. It is
different from the regular brown rice. It is widely used in Kerala and Sri Lanka on a regular
basis and is the tastiest among the group. Kerala Matta rice is very rich in the content of
nutrients and is very unique in its taste and color.

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Palakkadan Matta Long Grain(Vadi)

Palakkadan Matta also described as bold red rice with a unique taste because of the
geographical area it is grown in and the peculiar weather there owing to the eastern wind.
Takes lesser time to get cooked when compared among the group and is also.

Jaya Rice

Nirapara signature Jaya rice is one of the popularly used rice varieties in Kerala. Largely
cultivated in Karnataka, Andhra & Kerala, its unique flavour, color, size and crispness makes
it an ideal companion for all traditional Kerala dishes. Jaya Rice variety is preferred in the
southern parts of the state from Alappuzha to Thiruvananthapuram.

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Cherumani Rice

Nirapara z3 Silky Sortex Cherumani Rice (White Parboiled Rice) is a variety of red rice
containing high amount of fibre. Par boiled round rice which is shorter in size is one of the
most popular and preferred rice in Northern Kerala.

Idli Rice

Nirapara Idli Rice, single boiled round short white rice is perfect for the preparation of idly
batter, dosa batter and also used for the preparation of traditional Kerala food items like
puttu, appam, idiyappam and pathiri etc.

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Single Boiled

Ponni Rice

Nirapara Ponni Rice is amongst the most favored ponni rice brand across South India. Ponni
rice is the staple rice variety of Tamil Nadu, Karnataka and Andhra Pradesh and is a very
high yielding healthy rice variant which is genetically designed for optimized cultivation.
Ponni rice has got immense health benefits and is especially beneficial for diabetics and high
blood sugar patients:

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Flour Products
Nirapara ‘s wide array of traditional Kerala rice products stay true to Kerala's unique flavour
while proving to be nothing short of a delectable feast for your taste buds. With supreme taste
and a richness that melts in your mouth, Nirapara's scrumptious rice products have been
making daily breakfast a lingering experience both, in taste and togetherness for families all
over Kerala. Nirapara realises the significance of this seemingly simple meal in bringing a
family together. Its wide array of traditional Kerala rice products stay true to Kerala's unique
flavour while proving to be nothing short.

Appam/Idiyappam Podi

Nirapara Appam Idiyappam Powder is a rice flour which is specially formulated and slightly
varied for the perfect Appams and Noolpottus. Appam is the traditional Kerala break-fast
pancake which is a preferred food variety in Tamilnadu, certain parts of Karnataka and Sri
Lanka.

Easy Palappam Podi

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With Nirapara Easy Palappam podi enjoy the melting softness of the appetizing Kerala
breakfast without losing the traditional taste and texture.

Puttu Podi

Puttu is the favourite breakfast of kids and youngsters in Kerala. Puttu is also famous in
Tamil Nadu. Basically, puttu is steamed cylinders of ground rice layered with grated coconut.

Chemba Puttu Podi

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Wheat based traditional foods are popular in Kerala. Chemba puttu podi is made by using
different variety of rice in a balanced combination. The traditional rice puttu powder is
slightly modified, that introduces wheat flavour into it

Ragi Puttu Podi

Corn Puttu Podi

Nirapara brings you a quick and staple healthy breakfast with the goodness of corn. Corn
puttu is also a tasty appetiser.

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Instant Idiyappam

Healthy, nutritious and yummy Rice Idiyppam, the authentic cuisine of Kerala made in an
instant with Nirapara Instant Idiyappam 

Corn Idiyappam Podi

Pathiri Podi

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NIRAA Wheat Products

Wheat and Wheat based products have been popular with Kerala’s as well as other rice
consuming population since time immemorial. As per the increase in demand for wheat
products, Nirapara has been bringing to the market a wide range of Wheat based products
which is of top quality, healthy, and farm fresh. Whether you're interested in flour, bread,
specialty grains, pancake mixes, cereals, bakery items or even a homemade sandwich, our
wheat products are help you to taste the difference of 100% pure wheat products.
Spices
To help discerning housewives world over prepare curries that are tasty and nutritious while
in essence remaining truly "Keralean", K.K.R Food Products in 2002, launched the
pioneering Nirapara Curry Masala Brand. Using carefully handpicked aromatic spices high in
quality, Nirapara Spices & Curry Masalas are prepared in a completely dust free environment
employing some of the latest advances in Food Processing technology. In order to ensure cent
percent purity, Nirapara Curry Masala Unit is the only food processing unit in India wherein
the products are subjected to a 4 stage process of Steam Sterilisation to render them
completely germ free.
Pickles
The pickle is a side dish without which an Indian meal is incomplete. Prepared in a traditional
manner using a variety of vegetables, masalas and oil, Nirapara pickles is a huge hit with
millions of families within and beyond Kerala. To maintain an international standard in
quality, taste and nutritional value, Nirapara employs the latest technological advances in
producing its line of mouth watering pickles, which are prepared using assorted ingredients of
the highest quality, under the watchful eyes of some of Kerala's well renowned culinary

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experts. Keep our pickles as side dish and enjoy the best traditional Indian cuisine
experience!
Frozen Foods
From South Indian breakfasts like Idli & Idiyappams to tasty snacks Pazham Pori (Banana
Fry) and Uzhunnu Vada ... Nirapara frozen food products are conveniently ready in minutes.
Nirapara uses advanced IQF (Individual Quick Freezing) technology as the method of food
preservation which helps to lock freshness and nutrition. Quick Freezing is a method used for
increasing the shelf-life of perishable foods by subjecting them to temperatures of -18°C to
inhibit the oxidative, enzymatic and microbial changes, which are responsible for the changes
in the flavour and color of foods. From your freezer to the dining table in minutes ... Enjoy
the mouthwatering tastes of South Indian Cuisine.
Malabar Porotta

Veg Samosa

Veg Cutlet

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Punjabi Samosa

Spring Rolls

CHAPTER II

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REVIEW OF LITERATURE

2.1 LITERATURE REVIEW

Savery (1989) highlighted the job satisfaction of nurses in Perth, Western Australia. The job
satisfaction level of the nurses was mainly due to interesting and challenging work which was
followed by a feeling of achievement wherein, he even said salary was ranked as a very low
satisfier. The job satisfaction level increased as the person grew old where in the variables
like gender, time in hospital, position held were controlled. Organizations should always
focus on satisfying the three basic needs (Individual motivators, Employee relationships and
personal relationships) of an employee which will in return help the employees in achieving
job satisfaction.
Melvin (1993) stated that the environmental design of an organization plays a very important
role in job satisfaction at the same time it also plays an important role in employees high job
involvement. A good environmental design of an organization helps in resolving the conflicts
and confusion. The author even cites that it is the responsibility of the management to design
the environment in such a manner that it reduces the dissatisfaction where in the work tasks,
working patterns are properly mentioned.

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MacDermid(1999) studied the job satisfaction level of workaholics. He said there are six
variables of workaholic patterns i.e. Workaholics, Enthusiastic Workaholics, Work
Enthusiastic, Unengaged Workers, Relaxed Workers and Disenchanted Workers. The job
satisfaction level and career satisfaction level was much more in Enthusiastic Workaholics ,
Work Enthusiastic, Relaxed Workers than Workaholics, Unengaged Workers and
Disenchanted Workers because of the future career prospects, working involvement, drive
and work enjoyment.
Beumont (1982) in his article highlights the job satisfaction level of general household in
United States & Britain where in there is a close fit relationship in U.S than Britain. In the
study he found that in U.S there is a positive relationship between Job Satisfaction and age
where as in Britain it was considerably low.
Partridge (1981) studied the job satisfaction level of women in Britain in which he found
that the job satisfaction level of women was more as compared with black men, as they
normally have low expectations from their jobs. At the same time they have a greater feeling
that the alternative jobs available to them differs very less than those available to them.
Saari & Judge (2004) discussed on employee attitudes leading to job satisfaction. The
employee attitude is related to the job, when a person has a liking towards to the job the
satisfaction level increases there by increasing the organization performance as in a whole.
Savery (1987) highlights the effect of motivators on job satisfaction. He states intrinsic
motivators’ helps in achieving job satisfaction. The study says stress being one of the major
reason leading to dissatisfaction therefore it has to be taken care of properly to reduce the
level of dissatisfaction. The immediate supervisor is the person who has a major influence on
job satisfaction. The supervisor helps in increasing the satisfaction level by offering more of
intrinsic motivators like challenging work and career development to the subordinates and he
is the one who provides the most tangible assistance to the subordinate.
Singh & Jain (2013) highlights on employees job satisfaction and its impact on their
performance. Employees’ attitude reflects the moral of the company. Happy employees play
an important role in the areas of customers’ service and sales as they are the one to interact
with the customer on a daily basis. Work environment is the key factor in job satisfaction.
Good work environment and good working conditions leads to job satisfaction at the same
time helps in increasing employee work performance, profitability, customer satisfaction as
well as retention.
Tietjen & Myers (1998) discusses the theories of job satisfaction mentioned by Herzberg
and Lockers. Job Satisfaction is always maximum when an employee is satisfied with the
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work which is assigned to him. A well furnished office and the temperature of the work
environment doesn’t help much where as the base duty allotted in the job and the intrinsic
related feelings of an individual creates a positive attitude in him about the job. Salary, perks
always doesn’t lead to job satisfaction it is the intrinsic feelings of an individual which leads
to job satisfaction.
Witte (2012) highlighted on the group differences aspect in job satisfaction. The study was
done on the banking sector in Belgium. A model was created for testing the hypothesis .The
model was “Job Demand Control support” and the analysis found says that job demand(It is a
psychology which says the job requires certain capabilities)have the highest effect in
explaining satisfaction in relation to the working conditions and less in relation to explaining
satisfaction with job content.
Omey (2007) discusses the relationship between educational level and job satisfaction. He
says though there is a relationship it also says that there is no relationship as well. Higher
educated workers are always satisfied in comparison with the lower educated workers, the
fact being higher educated people obtain a job of better quality. He adds lower educated
workers can also have higher level of job satisfaction from the psychological benefits of a
“good job”. Quality of jobs offered to the employees differs with the educational level
leading to different degree of job satisfaction. Job characteristics have a big role as here one
gets a scope to use his or her own skills. Therefore the author suggests that organizations
should focus more on job quality than educational level.
Oshagbemi (1997) highlights on the effect of ranking on the job satisfaction level of UK
academicians. Rank increases the job satisfaction level of the academics. Based on the
analysis it was found that gender and rank have direct impact on the level of job satisfaction
of university teachers. Female academics in the ranks of senior lecturer, reader and professor
were more satisfied than men in the same rank. Female academics were found to be more
satisfied in regard to pay, promotion, physical conditions/working facilities than men.
Kumari and Pandey (2011) states that public sector and private sector both are equally
important for any nation and these two are the basic requirement for any nation to prosper
and grow. Here the job satisfaction level was tested in relation to job ambivalence (the state
of having mixed feelings or contradictory ideas about something). Higher performance rating
was given to the supervisor when the job ambivalence faced by the employees is less and
vice-e-versa. Job satisfaction and performance has no relation when the job ambivalence
increases towards the job. Therefore, organizations should focus on bringing clarity to the

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employees about their work, the process to be followed for the better understanding of the
job.
Seniwoliba A.J. (2013) studies the job satisfaction level of teachers in public senior high
school in the Temale Metropolis of Ghana and it was found that extrinsic factors i.e. salary,
incentives, working conditions, security (Medical allowance and future pension benefits)
motivates the employees and helps in achieving job satisfaction effectively. Salary and
working conditions play a larger role in job satisfaction and by enlarge organizations should
focus on it always and take steps for improving it. Equal pay for equal rank has to be
preached by organizations.
Nir (2012) studies the importance of teachers’ perceived organizational support on Job
Satisfaction. There are two aspects to satisfaction mainly intrinsic and extrinsic. Earned status
and respect are those of the extrinsic factors which plays an important role in employee
satisfaction. Self-efficacy as an intrinsic factor helps as it promotes individual self-
fulfillment. When organization value its employees contribution, cares about their well being
then employees are satisfied intrinsically and extrinsically.
Silverthrone (2008) studied the contribution of personality variable locus of control on job
satisfaction and related outcomes such as performance and job stress. Findings reveal that
internal locus of control leads to lower level of job stress and higher level of job satisfaction
and performance. External locus of control doesn’t reduce the job stress whereas internal
locus of control leads to performance and satisfaction by reducing the job stress.
Artz (2010) studies the link between Fringe benefits and job satisfaction. Fringe benefits
always don’t lead to job satisfaction. It is always acceptable to an extent where in the
employee has a feeling that he is able to satisfy his needs. Many a times it is found that it
doesn’t match the requirement of the employee leading to dissatisfaction. Therefore,
organizations have to review their system in a better way which will provide fringe benefits
as required and provide employees every opportunity to avail them, ultimately leading to job
satisfaction.
Mudor and Tookson (2011) discusses about the link between human resource management
practices, job satisfaction and finally the turnover. Supervision, training and pay practices
which are the three variables in HRM Practices are very adversely associated with job
satisfaction. Effective jobs help in achieving job satisfaction with continuous training and
good pay. Job satisfaction is directly related to turnover.

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Al-Zoubi (2012) studies the relationship between job satisfaction of various private and
public Jordanian organizations and Salary. He found that salary is not a prime factor that
influences job satisfaction. Though financial effect is fast but has very sort effect.
Job satisfaction is always a long-term requirement by an organization. Therefore,
organizations should think of innovative ways that will enhance all job aspects including
salaries as well as psycho-social variables that enhances the work life quality.
Saleem, Mahmood and Mahmood (2010) study was focused to the mobile telecom services
in Pakistan wherein the effect of work motivation on job satisfaction was studied. Training is
perceived to be a regular ongoing process for systematic progression of employees’ attitude,
skill and knowledge in creating motivation towards their job satisfaction. The HRM system
of the organization helps in resolving the issues of work motivation and job satisfaction .

2.2 THEORETICAL BACKGROUND OF THE STUDY

EMPLOYEE SATISFACTION

CONCEPT

Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desire and need at work. Many measure s meaning that
employee satisfaction is a few factor in employee motivation, employee goal achievement,
and positive employee morale in the work place.

As per Vroom “Employee satisfaction is a positive orientation of an individual towards a

work role which he is presently occupying”

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Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel like part of a family or team.Many companies also participate in team- building
retreats that are designed to strengthen the working relationship of the employees in a non-
work related setting. Camping trips, paintball wars and guided backpacking trips are versions
of this type of team-building strategy, with which many employers have found success.

The main objectives of employee satisfaction are:

 Commissions and Bonuses.

One objective of employee satisfaction is to reward hardworking employees by offering
commission payments and bonuses. The objective to reward hardworking employees with
monetary bonuses is a successful method in maintaining employee satisfaction in work
places.
 Increasing Employee involvement
An objective for increasing opinions and ideas from employees can result in employees
feeling more involved in the business. Employee involvement can result in the employee
feeling as valuable assets to the business.
 Addressing Employee Needs
Addressing employee needs in the workplace is another way of improving and maintaining
the satisfaction. An objective can be to address employee needs by providing the necessary
resources and tools, such as computers, new printers or scanners and additional outsourced
help so the employee can feel accomplished and proud of their work.
 Internal Promotions and Recognition
Internal promotions and professional recognition is another method of maintaining employee
satisfaction within a given company. An objective can be to analyze existing employees and
consider them for the new openings as a method of maintaining employee satisfaction, rather
than hiring new employees for new job positions or openings. Internal promotions show
exiting employees that they are valued and appreciated.

FACTORS INFLUENCING EMPLOYEE SATISFACTION

There are many factors in improving or maintaining high employee satisfaction, which wise
employees would do well to implement. Some of the factors affecting employee’s
satisfaction are

 Brand name of the organisation

 The aim and objective of the organisation

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 Working condition of the organisation

 Salary and wages
 Rewards and penalty
 Relationship between the superiors and employees
 Working methods of the organisation
 Personality of the organisations
 Expectations of the employees

VARIABLES DEPENDS ON EMPLOYEE’S SATISFACTION

Variables classified in to two broad categories namely:

1. Organisational variables

2. Personal variables

ORGANISATIONAL VARIABLES

Employee’s satisfaction plays a very important role in organisational determinants. The

employees spend their major part of time in the organisation so there are number of variable
that affect the employee’s satisfaction.

There are 10 variables comes in the organisational variables

1. Organisational development

Organisational development is an ongoing process through which an organisation develop its

internal capacity to most efficient and effectively mission work and also sustain it in a long
term period of time. It highlight the explicit connection between organizational development
and mission.

2. Policies of compensation and benefits

This is the most important variable for employee satisfaction. Compensation can be defined
as the amount that a worker expects from their job. Employees should be satisfied with
competitive salary packages and they should satisfy with it when comparing with the other
employees salary packages. The following points come under this category.

 Wages and salary

 Rewards and penalties

3. Promotion and career development

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Promotion refers to upward movement of an employee from current job to another that is
higher in pay, responsibilities and/ or organisational level. Promotion promises to bring
enhanced status, better pay, increased responsibilities and better working condition to the
employee. Promotion leads to career development to the employees, so the promotion
determines the degree of satisfaction to the employee. Following are the points come under
this category:

 Opportunity for promotion

 Equal opportunity to men and women
 Training program
 Opportunity for full use of skills and abilities

4. Job satisfaction

Job satisfaction is one of the important technique used to motivate the employees. A happy
employee is a productive employee. A happy employee is generally that employee who is
satisfied with his job and other facilities provided by the company. Satisfaction is very
important because most of the people spent a major portion of their life at their working
place. The points included in job satisfaction is

 Job design
 Task identity
 Recognition
 Responsibilities
 Empowerment
 Quality of task
 Difficult level of task

5. Job security

Job security is an assurance or confidence of employee’s current job. Job security shows a
low probability of losing their job in the near future. It also affected by worker’s
performance, success of the business and current economic environment. Following points
come under this category:

 Transfer facilities
 Accessible or reasonable targets
 Leaves

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6. Working environment and condition

Good working condition is a motivation factor in employee’s satisfaction. Working condition

provide a feeling of safety, comfort and motivation. In other hand poor working condition
brings out a fear of bad health in employee’s mind. The following points come under
working environment and condition.

 Feeling safe and comfort in working condition

 Tools and equipments
 Working methods
 Security guard and parking facilities
 Ventilated room with light, fan and air conditioning
 Neat and clean office place, rest area and wash room

7. Relationship with superior

A good working relationship with superior and employees shows a healthy environment. It
gives productivity, job security, job satisfaction to the employees. Superiors are giving
professional inputs, constructive criticism and general understandings to the employees.
Better relationship shows better output

8. Work group

Group contains a collection of people. One person’s feeling and opinion is differs from
another so the employee’s should understand their task and desires. Group work is
interconnected so effective group shows better performs. The work groups make use of a
remarkable influence on the satisfaction of employee’s. Following points come under these
categories:

 Relationship with the group members

 Group dynamics
 Group cohesiveness
 Need for affiliation

9. Leadership style:

Employee’s satisfaction is greatly enhanced by democratic style of leadership. It is because

democratic leaders promote friendship, respect and warmth relationship among the
employees. Following are the point comes under these categories.

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 Prefer domestic style of leadership

 Friendship, respect and warmth relationship with employees

10. Other factors:

There are some other important variables which affect the level of employee satisfaction in
organisation. Following these points come under this category:

 Group outgoing (feel like a part of family)

 Encouragement and feedback.
 Use of internet and technology for doing job.

PERSONAL VARIABLES

Personal variables also help in maintaining the motivation and personal factor leads to
employee’s satisfaction. Following 5 variables comes under this

 Personality
 Expectations
 Age
 Education
 Gender difference

IMPORTANCE OF EMPLOYEE SATISFACTION FOR AN ORGANISATION

It can understand in 2 areas

1. IMPORTANCE OF EMPLOYEE SATISFACTION FOR AN ORAGANISATION

 Enhance employee’s retention

 Productivity will increase
 Increase the customer satisfaction and loyalty
 Reduce turnover, recruiting and training cost
 Fully energetic employees
 Progress in team work
 Quality goods products and services from employees

2. IMPORTANCE OF EMPLOYEE SATISFACTION FOR EMPLOYEE

 Job security
 Quality work

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 They will create and deliver superior value to the employees

 More organisational commitment
 Productive work

How to improve employee satisfaction

13 steps or things which can improve employee’s satisfaction and loyalty thereby increasing
the organization revenue and profit.

1. Clear, Concise and Consistent Communication

The employees should understand the vision, mission, and objective of the organization. The
effective communication system shows the productive employees.

2. Getting to know your employees and create a team

It can be done by the hiring right employee for right job and clearly defined and
communicated employee expectations. Every organization should spend time to insalll trust
and accountability, lying out clear expectation and securing their commitment to the business
and build a culture around working together to meet challenges, create new advantage, and
propel the business to greater success.

3. Training and other improvement programs:

Provide necessary education, training and coaching that increases employees skills and
shows the employee that you are interested in their success and readiness for new
responsibility.

4. Empower employee across the company

Step up appropriate levels of new responsibility across the company. Push appropriate
decision making and allow people close to the issue to make the call. Make sure your
employee knows that you trust them to do their job to the best of their ability.

5. Work itself

Making job rotation, job enlargement like knowledge enlargement and task enlargement and
task enlargement as well as enrichment.

6. Fair Compensation and Benefits:

Policies of compensation and benefits are most important part of organization. But you
should build your policies at “suitability” not “the best”.

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7. Opportunity for Promotion and Career Development:

Develop programs to promote all titles in the organization and build programs for career
development of each title. Organization should give opportunity to every employee for using
their abilities, skills and creativeness.

8. Monitor Performance and Reward for Contribution:

People naturally keep score. Use this to as advantage by monitoring positive contribution and
behaviour, rewarding as appropriate. Motivate others to reach new performance levels by
knowing how they measure up to expectation. We should build the proper evaluation and fair
and encourage employees perform work.

9. Provide Regular, Honest Feedback:

Don’t wait for a crisis situation to give feedback. Instead, give regular constructive input into
the employee’s performance across a wide variety of issues, build loyalty, challenge to new
levels of performance and keep it real.

10. Build Corporate Culture:

We should focus on making proper communication channel, good and supportive

relationship with coworkers and with supervisor. Employee satisfaction can be increased by
demonstrating respect for everyone in the organization or company.

11. Provide Best Equipment and Safe Working Condition:

Invest in employees by making sure their tools and equipments don‟t keep them from being

successful. Give them the very best tools to deliver the very best performance to the
company, customers and the marketplace. Companies should build occupational health and
safety program.

12. Use of Information Technology:

Creating a work environment in which employees are productive is essential to increased

employee productivity, their satisfaction as well as profits for any organization, corporation
or small business. There is no shortage of information on ways to motivate employees, but
more and more companies are realizing that there is a strong correlation between flexibility
in the workplace and employee satisfaction and productivity. The concept of telecommuting
is certainly not new. However, recent advances in cloud computing and collaboration
software make telecommuting programs easier to implement from a technological standpoint.

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Concerns about cost, security, features and reliability have all been laid to rest with the
introduction of hosted, Software as a Service applications. With an Internet connected
computer, employees can securely access centralized data, collaborate with remote team
members and host interactive web meetings and presentations.

The rise of cloud computing technology and Wi-Fi availability has enabled access to remote
servers via a combination of portable hardware and software. Telecommuting offers benefits
to communities, employers, and employees.

13. Remain Positive:

Organizations should lead the team forward through positive outlook and contribution and
showing their faith in their employees.

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CHAPTER III
RESEARCH METHODOLOGY

RESEARCH
Research is defined as human activity based on intellectual application in the investigation of
matter. The primary purpose for applied research is discovering, interpretation and the
development of methods and system for the advancement of human knowledge on a wide
variety of scientific matters of our world and the universe.
Scientific research relies on the application of the scientific method, a harnessing of
curiosity. This research provides scientific information and theories for the explanation of the
nature and the properties of the world around us. It makes practical applications possible.
Scientific research is funded be public authorities, by charitable organizations and private
groups, including many companies. Scientific research can be subdivided into different
classification according to their academic and application disciplines.

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RESEARCH METHODOLOGY
Research methodology is way to systematically solve the research problem. The research
methodology in the present study deals, data collection methods, sampling methods, survey
analysis and interpretations.
RESEARCH DESIGN
A research design is arrangement of condition for collection and analysis of data in manner
that aims to combine relevance to the research purpose with economy in procedure.
The project work is based upon the Descriptive Research Design. Descriptive research is
the description of the state of affairs as it exists. A descriptive research is concerned with the
detail description of certain functional variables and characteristics of a problem situation.
Descriptive research should define questions, people surveyed and the method of analysis
prior to beginning data collection. In other words, the “ who , what, where ,when, why and
how” aspects of the research should be defined. Such preparation allows one the opportunity
to make any required changes before the costly process of data collection has begun.
SAMPLING
Sampling is that part of statistical practice concerned with the selection of individual
observation intended to yield some knowledge about a population of concern, especially for
purposes of statistical inference. Each observation measures one or more properties (weight,
location, etc.) of an observation entity enumerated to distinguish objects or individuals.
Survey weights often need to be applied to the data to adjust for the sample design. Results
from probability theory and statistical theory are employed to guide practice.

SAMPLING TECHNIQUES
SIMPLE RANDOM SAMPLING
The sampling method used in the study is simple random sampling. In this technique a
sample selected is said to be random or based on probability when each and every element in
the universe is having an equal chance for being included in the sample.
Population
A population is a group of individuals, objects or items from which samples are taken
for measurement. In this study population for the study constitutes the total number of
employee’s i.e.1500.
Sample Size
Since the duration of project was limited, a sample size of 50 was chosen to be studied in
consultation with the company.
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Period of the study

The study was undertaken for a duration of 30 days.
METHODS OF DATA COLLECTION
The present study includes both primary and secondary data sources
I- Primary Data:
Primary data are collected by the researcher for the first time or for the current study.
Primary source includes personal meetings or interviews. As a primary source of data the
researcher had collected the information from different customers, through questionnaire.
II- Secondary Data:
Secondary data is the data that have been already collected and readily available from other
sources. Such data are cheaper and more quickly obtainable than the primary data and also
may be available when primary data cannot be obtained at all. The sources of secondary data
were the;
 Company website,
 Journals, Magazines and other published records of the company.
TOOLS USED FOR DATA ANALYSIS
 Percentage Analysis
The purpose of using ratio or percentage is to simplify the problem of comparison.
Percentages reduce two distributions to a common base, thus make comparison simple.
Data represented by:

 Bar Diagrams
A bar chart or bar graph is a chart with rectangular bars with  lengths  proportional to
the values that they represent. The bars can be plotted vertically or horizontally.
 Pie Charts
A pie chart (or a circle graph) is a circular chart divided into sectors, illustrating
proportion. In a pie chart, the arc length of each sector (and consequently its central
angle and area), is proportional to the quantity it represents

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3.1 OBJECTIVES OF THE STUDY

3.1.1 PRIMARY OBJECTIVE

To study the satisfaction level of the employees at KKR Group of companies ( Nirapara )
3.1.2 SECONDARY OBJECTIVES
 To access the general attitude of the employees towards Nirapara Pvt Ltd.
 To understand the problem of the employees in the working condition.
 To know the employees opinion about work place, pay and benefit .
 To study and analysis the various factors affecting the job satisfaction level .

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3.2 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in KKR Group of companies
Nirapara Pvt Ltd. It is helpful to identify the employee level of satisfaction towards
motivation .The study is helpful to the organization for identifying the area of dissatisfaction
of the employee.
3.3 STATEMENT OF THE STUDY
The study is very important for knowing the satisfactory level of the employees regarding
their job and introducing new satisfactory programs . It help to increase satisfactory level of
employees .

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3.4 LIMITATIONS OF THE STUDY

1. The responses given to questionnaires may not be time or there is a possibility of evasion
2. Time was another major limitation. The allowed time for the study was less.
3. Lack of co-operation from certain retailers and customers due to their work load.
4. The information given by the persons may not be complete because of their busy work
schedules

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CHAPTER IV
DATA ANALYSIS AND INTERPRETATION

Table No: 4.1

Encouragement by Management
Particulars No. of Respondents Percentage
Yes 7 14
No 43 86
Total 50 100
[Source : Primary Data]

Chart No: 4.1

Encouragement by Management

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Yes
14%

No
86%

INTERPRETATION
From the above table, it is clear that 14% of the respondent said they do not receive any
encouragement from the side of management and 86 % of the respondents said that the
management encourages them .

Table No: 4.2

Manager’s opinion about employees
Particulars No. of Respondents Percentage
Yes 12 24
No 38 76
Total 50 100
[Source : Primary Data]
Chart No: 4.2
Manager’s opinion about employees

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Yes
24%

No
76%

INTERPRETATION

From the above table, it is clear that 24% of them feel that the manager do not consider
employees as an asset and 76 % of the respondents say that the manger considers employees
as an asset to the firm .

Table No: 4.3

Counseling Programs
Particulars No. of Respondents Percentage
Yes 15 30
No 35 70
Total 50 100
[Source : Primary Data]

Chart No: 4.3

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Counseling Programs

Yes
30%

No
70%

INTERPRETATION

From the above table,, it is clear that 30% of them said that the organization provides
counseling and 70 % of the respondents said that organization do not provide any counseling
program and

Table No: 4.4

Bonus and Incentives
Particulars No. of Respondents Percentage
Highly Satisfied 14 28
Satisfied 24 48
Dissatisfied 12 24
Highly Dissatisfied 0 0

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Total 50 100
[Source : Primary Data]
Chart No: 4.4
Bonus and Incentives
60

50 48

40

30 28
24

20

10

0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION

From the above table, it is clear that 28% of the respondents are highly satisfied with the
Bonus and Incentive scheme. 48% of the respondents are satisfied and the rest 24% of
respondents are dissatisfied with the same.

Table No: 4.5

Wages and salaries
Particulars No. of Respondents Percentage
Highly Satisfied 11 22
Satisfied 24 48
Dissatisfied 14 28
Highly Dissatisfied 1 2

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Total 50 100
[Source : Primary Data]

Chart No: 4.5

Wages and salaries
60

50 48

40

30 28

22
20

10

2
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION

From the above table,, it is clear that 22% of the respondents are highly satisfied with wages
and salaries provided by the company ,48 % of the respondents are satisfied with wages and
salaries provided by the company , 28% of the respondents are dissatisfied with wages and
salaries provided by the company and 2 % of the respondents are highly dissatisfied with the
same.

Table No: 4.6

Leave policy provided by the firm
Particulars No. of Respondents Percentage
Highly Satisfied 13 26
Satisfied 23 46
Dissatisfied 13 26

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Highly Dissatisfied 1 2
Total 50 100
[Source : Primary Data]

Chart No: 4.6

Leave policy provided by the firm
50
46
45

40

35

30
26 26
25

20

15

10

5
2
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION

From the above table,, it is clear that 26% of the respondents are highly satisfied with the
leave policy provided by the firm, 46 % of the respondents are satisfied with the leave policy
provided by the firm, 26% of the respondents dissatisfied with the leave policy provided by
the firm and 2% of them are highly dissatisfied with the leave policy provided by the firm.

Table No: 4.7

Opinion regarding the working environment
Particulars No. of Respondents Percentage
Highly Satisfied 20 40
Satisfied 20 40

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Dissatisfied 10 20
Highly Dissatisfied 0 0
Total 50 100
[Source: Primary Data]

Chart No: 4.7

Opinion regarding the working environment
45
40 40
40

35

30

25
20
20

15

10

5
0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION

From the above table, it is clear that , it is clear that 40 % of the respondents are Highly
satisfied with working environment and 40% of the respondents are satisfied with working
environment and 20% of the respondents dissatisfied with the same.

Table No: 4.8

Opinion about rules and regulations of the company
Particulars No. of Respondents Percentage
Highly Satisfied 11 22
Satisfied 28 56

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Dissatisfied 11 22
Highly Dissatisfied 0 0
Total 50 100
[Source: Primary Data]
Chart No: 4.8
Opinion about rules and regulations of the company
60
56

50

40

30

22 22
20

10

0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION

From the above table, it is clear that 22% of the respondents are highly satisfied with rules
and regulations of the company , 56 % of the respondents are satisfied with rule regulations
of the company and 22% of them are dissatisfied with the same.

Table No: 4.9

Productivity and efficiency of the firm
Particulars No. of Respondents Percentage
Highly Satisfied 13 26
Satisfied 28 56

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Dissatisfied 9 18
Highly Dissatisfied 0 0
Total 50 100
[Source : Primary Data]
Chart No: 4.9
Productivity and efficiency of the firm
60
56

50

40

30
26

20 18

10

0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION
From the above table, it is clear that 26 % of the respondents are highly satisfied with the
productivity and efficiency of the firm 56 % of the respondents are satisfied with the
productivity and efficiency of the firm and 18 % of them are dissatisfied with the same.

Table No: 4.10

Promotional opportunities
Particulars No. of Respondents Percentage
Highly Satisfied 14 28

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Satisfied 23 46
Dissatisfied 13 26
Highly Dissatisfied 0 0
Total 50 100
[Source: Primary Data]

Chart No: 4.10

Promotional opportunities
50
46
45

40

35

30 28
26
25

20

15

10

5
0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION
From the above table, it is clear that 28% of the respondents are highly satisfied with
promotional opportunities in the firm , 46% of the respondents are satisfied with promotional
opportunities in the firm and 26% of them are dissatisfied with promotional opportunities in
the firm .

Table No: 4.11

Supervision
Particulars No. of Respondents Percentage
Highly Satisfied 12 24
Satisfied 26 52

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Dissatisfied 12 24
Highly Dissatisfied 0 0
Total 50 100
[Source : Primary Data]
Chart No: 4.11
Supervision
60

52
50

40

30
24 24

20

10

0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION
From the above table, it is clear that 24 % of the respondents are highly satisfied with the
supervision ,52% of the respondents are satisfied with the supervision and 24% of the
respondents dissatisfied with the same.

Table No: 4.12

Job Scope
Particulars No. of Respondents Percentage
Highly Satisfied 9 18

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Satisfied 28 56
Dissatisfied 13 26
Highly Dissatisfied 0 0
Total 50 100
[Source : Primary Data]
Chart No: 4.12
Job Scope
60
56

50

40

30
26

20 18

10

0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION
From the above table, it is clear that 18% of the respondents are highly satisfied with scope
for jobs 56 % of the respondents are satisfied with scope for jobs and 26% of the respondents
are dissatisfied with scope for jobs .

Table No: 4.13

Sharing of experiences
Particulars No. of Respondents Percentage

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Yes 38 76
No 12 24
Total 50 100
[Source : Primary Data]
Chart No: 4.13
Sharing of experiences

No
24%

Yes
76%

INTERPRETATION
From the above table, it is clear that 76 % of the respondents do share their experiences and
24 % of the respondents do not share their experiences .

Table No: 4.14

Welfare Facilities
Particulars No. of Respondents Percentage

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Highly Satisfied 14 28
Satisfied 28 56
Dissatisfied 8 16
Highly Dissatisfied 0 0
Total 50 100
[Source : Primary Data]
Chart No: 4.14
Welfare Facilities
60
56

50

40

30 28

20
16

10

0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION
From the above table, it is clear that 28% of the respondents are highly satisfied with welfare
facilities provided by the company 56 % of the respondents are satisfied with welfare
facilities provided by the company and 16% of them are dissatisfied .

Table No: 4.15

Tools and resources
Particulars No. of Respondents Percentage

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Yes 38 76
No 12 24
Total 50 100
[Source: Primary Data]
Chart No: 4.15
Tools and resources

No
24%

Yes
76%

INTERPRETATION
From the above table, it is clear that 76 % of the respondents have tools and resources to do
their job well and 24% of the respondents do not have tools and resources.

Table No: 4.16

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Alignment of Job with Skills

Particulars No. of Respondents Percentage
Yes 40 80
No 10 20
Total 50 100
[Source : Primary Data]
Chart No: 4.16
Alignment of Job with Skills

No
20%

Yes
80%

INTERPRETATION
From the above table, it is clear that 80 % of the respondents job are in alignment with the
skills and 20% of the respondents are not aligned with their job.

Table No: 4.17

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Information given by the Company to the employees

Particulars No. of Respondents Percentage
Often 17 34
Sometimes 24 48
Never 9 18
Total 50 100
[Source : Primary Data]
Chart No: 4.17
Information given by the Company to the employees

Never
18%

Often
34%

Sometimes
48%

INTERPRETATION
From the above table, it is clear that 34% of the respondents says that often they are informed
about the matters affecting them, 48% of respondents said sometimes and the rest 18% rest
18% said they are never informed about the matters affecting them.

Table No: 4.18

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Updating of the employee skills

Particulars No. of Respondents Percentage
Yes 32 64
No 18 36
Total 50 100
[Source : Primary Data]
Chart No: 4.18
Updating of the employee skills

No
36%

Yes
64%

INTERPRETATION
From the above table, it is clear that 64 % of the respondents say that the company spends
time and money in updating the skills of employees and 36% of them says that the company
do not spend time and money in updating the skills of employees.

Table No: 4.19

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Pride of work
Particulars No. of Respondents Percentage
Yes 41 82
No 9 18
Total 50 100
[Source : Primary Data]
Chart No: 4.19
Pride of work

No
18%

Yes
82%

INTERPRETATION
From the above table, it is clear that 82 % of the respondents say that they are proud to work
for the organization and the rest 18% said they are not proud to work for the organization.

Table No: 4.20

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Satisfaction level of employees

Particulars No. of Respondents Percentage
Highly Satisfied 14 28
Satisfied 25 50
Dissatisfied 10 20
Highly Dissatisfied 1 2
Total 50 100
[Source : Primary Data]
Chart No: 4.20
Satisfaction level of employees

60

50
50

40

30 28

20
20

10

2
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION
From the above table, it is clear that 28% of the respondents are highly satisfied with the
organization n 50 % of the respondents are satisfied with the organization , 20% of them are
dissatisfied and 2% of them are highly dissatisfied with the organization.

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CHAPTER V
FINDINGS , SUGGESTIONS AND CONCLUSION

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5.1 FINDINGS
 Most (86 %) of the respondents agree with encouragement by management.
 Most (76 %) of the respondents said that manger consider employees as an asset to
the firm.
 70 % of the respondents said that organization provide counseling program.
 48 % of the respondents are satisfied with the bonus and incentives provided by the
company.
 48 % of the respondents are satisfied with wages and salaries provided by the
company.
 46 % of the respondents are satisfied with the leave policy provided by the firm.
 40 % of the respondents are Highly satisfied with working environment.
 56 % of the respondents are satisfied with rule regulations of the company.
 56 % of the respondents are satisfied with the productivity and efficiency of the firm
and 18 % of them are dissatisfied with the same.
 46% of the respondents are satisfied with promotional opportunities in the firm and
26% of them are dissatisfied with promotional opportunities in the firm .
 52% of the respondents are satisfied with the supervision and 24% of the respondents
dissatisfied with the supervision of the firm.
 56 % of the respondents are satisfied with scope for jobs and 26% of the respondents
are dissatisfied with scope for jobs .
 76 % of the respondents do share the experiences and rest of them do not share the
experiences .
 56 % of the respondents are satisfied with welfare facilities provided by the company
and 16% of them are dissatisfied.
 76 % of the respondents have tools and resources to do their job well and rest of them
do not have tools and resources.
 80 % of the respondents job are in alignment with the skills and rest of them are not
aligned.
 48 % of the respondents said that sometimes they are informed about the matters
affecting them
 64 % of the respondents said that the company spends time and money in updating the
skills of employees .

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 82 % of the respondents said that they are proud to work for the organization .
 50 % of the respondents are satisfied with the organization and 2% of them are highly
dissatisfied with the organization.

5.2 SUGGESTIONS

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 Set new goals and direct for improvement.

 The company should make a good infrastructure also.
 Adopt good strategy to attract more skilled people to apply for the job.
 Try to introduce new promotional opportunities to the employees.
 To provide better salary for the employees based on their working and
experience.

5.3 CONCLUSION

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Employee satisfaction is an essential thing in every organization. “A happy employee

is a productive employee”. In the today’s completive world it becomes very important for a
company to be ahead than its competitors as much as possible. A company can have
advantage and be ahead of its competitors by having best & talented employees working with
them. This alone can make lot of difference and will help the company in long run. It
becomes very important for the company to keep all employees satisfied, as with the increase
in employees satisfaction, level of productivity also increases. Every organization should
develop their own strategies that strengthen the working environment, increases the
employee morale and employee satisfaction that leads to employee’s performance, ultimate
results will be profit.

BIBLIOGRAPHY

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 Vineeth, K M , ‘Research Methodology’, Kalyani Publishers, 2002

 Mdittal A.C, ‘Human Resource Management’, Vikas publishing house Pvt.
Ltd., Delhi 2006.

WEBLIOGRAPHY
 https://www.quora.com/What-is-the-current-scenario-for-food-processing-in-India
 https://www.reportlinker.com/ci02024/Food.html
 http://www.nirapara.com/team/

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ANNEXURE

QUESTIONNAIRE

Respected Sir/Madam,

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I am ALIF KHAN PB, 6th Semester BBA student of Girideepam Institute of Advanced
Learning (GIAL), I am doing a project on the topic “EMPLOYEES SATISFACTION” with
special reference to “NIRAPARA Pvt. Ltd.”

Personal Information

Name:

Gender :

Age :

Qualification :

1. Do you agree that management encourages creativity, innovation and continues

improvement?

Yes No

2. Do you feel that your managers consider employees as the most important asset of this
firm?

Yes No

3. Does your organization organize any counseling programs for the employees?

Yes No

4. Are you satisfied with the bonus and incentives provided by the company?

Highly Satisfied Satisfied

Dissatisfied Highly Disatisfied

5. What is your opinion regarding wages and salaries provided by the company?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

6. What is your opinion about the leave policy provided by the firm?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

7. What is your opinion regarding the working environment?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

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8. Are you satisfied with the rules and regulations of the company ?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

9. Are you satisfied with the productivity and efficiency of the firm?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

10. Are you satisfied with promotional opportunities in the firm ?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

11. Are you satisfied with the supervision ?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

12. Are you satisfied with the job scope?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

13. Does the employees share experience to help each other?

Yes No

14. Are you satisfied with the welfare facilities (Transportation, Canteen, leave, toilet)
provided by the company?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

15. Do you have the tools and resources to do your job well ?

Yes No

16. Does the job in line with your present skills ?

Yes No

17. The company does an excellent job of keeping employees informed about the matters
affecting us ?

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Often Sometimes Never

18. Does the company spends time and money on updating your skills ?

Yes No

19. Do you feel proud to work for this organization ?

Yes No

20. How satisfied are you with the organization?

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

21. Do you have any suggestion to improve the performance of the organization with regard
to working condition, salaries and wages, work etc. ?

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