Project Report

On
“Study of Employees Satisfaction in Saras Dairy”

STUDY OF EMLPOYEES SATISFACTION , HUMAN RESOURCE

IN AJMER DAIRY

Subject: - “HUMAN RESOURCE

MANAGEMENT”

Submitted to
“Dr. S.S Chouhan”

BHAGWANT UNIVERSITY

NAME OF THE STUDENT:

AMIT KUMAR MANCHANDIA

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TABLE OF CONTENTS
Cover Of Final Report
Table of Contents---------------------------------------1
Certificate------------------------------------------------2
Declaration-----------------------------------------------3
Preface----------------------------------------------------4
Acknowledgement--------------------------------------5
Introduction of Saras----------------------------------6
Rajasthan cooperative dairy federation------------ 11
AZDUSS----------------------------------------------------13
Manager’s desk-------------------------------------------14
Activities of the department----------------------------18
Quality Assurance----------------------------------------20
1.general dairy food safety standard----------------21
2. analytical technique-----------------------------------21
3. objective-------------------------------------------------21
4. scope-----------------------------------------------------21
Pasturization----------------------------------------------21
Human resource management-----------------------23
Contract employment----------------------------------25
Objective of my Study---------------------------------26
My daily schedule---------------------------------------27
Attitude----------------------------------------------------27
Types of attitude----------------------------------------28
Job satisfaction------------------------------------------29
Employees satisfaction contents--------------------33
Employees satisfaction--------------------------------34
Research Methodology-------------------------------39
Data Analysis & Interpretation:-
Employees Satisfaction Survey---------------------40
Conclusion-----------------------------------------------47
Questionnaire-------------------------------------------50

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 CERTIFICATE

This is to certify that the project work entitled “A Study of Emplyees Satisfaction of Ajmer
Dairy.”Is a piece of bonafide work done by Amit Manchandia, student of Bhagwant University,
under my guidance and supervision for the partial fulfillment of the course MBA. To the best of
my knowledge and belief the Project Report embodies the work of the candidate himself and has
been duly completed. Simultaneously, the project Report fulfills the requirements of the rules and
regulations related to the summer internship of the institute and I am assured that the project is
up- to the standard both in respect to the contents and language for being referred to the
examiner.

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 DECLARATION

I hereby declare that the project report entitled “A Study of Employees Satisfaction in Ajmer
Dairy.” Is the produce of my sincere effort. This Summer Internship Project Report is being
submitted by me alone, at Bhagwant University, Ajmer for the partial fulfillment of the course
MBA, and the report has not been submitted to any other Educational institutions or for any other
purpose whatsoever.

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 PREFACE

After one year of MBA this training is a chance to expose myself to the real business world and
to give my theoretical knowledge a practical aspect, a training of this sort is of great help.

I chose Ajmer Dairy as a platform to apply my skills. I opted for a HUMAN RESOURCE
project, as the manpower is most important for a firm to produce. My project is to study and
analysis “ Job satisfaction of employees satisfaction in Ajmer Dairy.

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 ACKNOWLEDGEMENT

All the words seems dwarf when I attempt to describe the valuable guidance, realistic,
supervision and support of Mr. Digvijay Singh under whose guidelines and instruction I am able
to complete this project. No words can express my feelings of heartfelt gratitude and reverence
for Mr. Digvijay Singh whose ready assistance, time and knowledge were always thee for me
whenever the need arose for it. I also want to thank Mr. H.S Rathore (H.R) , Mr. P.N Sharma ,
whose ready assistance provided me the guidance for my project. They were very much
supportive to me in providing the right and needful information.

I am very much indebted to Dr. S.S. Chowhan (Head of the MBA dept.) , Miss Sweta Goyal
(Faculty HR) of Bhagwant University ,Ajmer without whose consent this training would not be
materialized.
I extended my sincere thanks to all my faculty members, my colleagues for their advice and help
without which the work would not have been possible.

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 BROAD PROFILE OF DAIRY INDUSTRY

THE CO-OPERATIVE MOVEMENT: OPERATION FLOOD

The co-operative management in the milk sector has made considerable progress since
inception of flood program in making increased quantity of milk available by paying
remunerative prices for a vast majority of milk producers in the country. The operation flood
programme of dairy development in the co-operative sector based on the Anand pattern.

The National Dairy Development Board was created to promote, finance and support producer-
owned and controlled organizations. NDDB’s programme and activities seek to strengthen farmer
cooperative and supportive national policies that are favourable to the growth of such institutions.

ABOUT NDDB

PHILOSOPHY
Cooperation is the preferred form of enterprise, giving people control over the resources they
create through democratic self-governance.
Self-reliance is attained when people work togethe, have a financial stake, and both enjoy the
autonomy and accept the accountability for building and managing their own institutions.
Progressive evaluation of the society is possible only when development is directed by those
whom it seeks to benefit.

Technological innovation and the constant search for the better ways to achieve our objectives
is the best way to retain our leading position in a dynamic market.
While our methods change to reflect changing conditions, our purpose and values must
remain constant.

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GENESIS:

The National Dairy Development Board (NDDB) was founded to replace exploitation with
empowerment, tradition with modernity, stagnation with growth, transforming dairying into an
instrument for the development of India’s rural people.

NDDB began its operations with the mission of making dairying a vehicle to a better future
for millions of grassroots milk producers. The mission achieved thrust and direction with the
launching of “Operation Flood”, a programme extending over 26 years and which is used World
Bank loan to finance India’s emergence as the world’s largest milk producing nation. Operation
flood’s third phase was completed in 1996 and has to its credit a number of significant
achievement.

As on March 2001, india’s 96000 dairy cooperative integrated through a three tier
cooperative structure — “The Anand Pattern”, owned by more than 10 million farmer, procure an
average of 17 million liters of milk everyday. The milk is processed and marketed by 170 milk
producers cooperative union which ,in turn own 15 state cooperative milk marketing federation.

CONSTITUTION

Operation Flood—I was launched in 1970 with assistance from the World Programme in the
form of food aid of 1,26000 tones of skimmed milk powder and 42,000 tones of butter oil. The
proceeds from the sales of these commodities were used in the development of 27 rural sheds in
10 states and setting up dairies in the hinterland and in four metropolitan cities of the country.

Operation Flood—II commenced in 1981 with the objective of building a national milk grid
linking 136 rural milk sheds in 22 states and union territories with urban demand centers and
creating infrastructure to support a viable dairy industry. This programme was implemented with
a World Bank credit of US $ 150 million.

Operation Flood —III was carried out in 1985-86.Its objective was to consolidate the gains
accured in the earlier phases. The main focus was on achieving financial viability of the milk
unions/state federation.
Significant achievement of Operation Flood—III programme include organizing 72000 dairy co-
operative societies and 170 milk sheds into a membership of 9.3 million farmers in 22 states .

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DAIRY COOPERATIVES

Diary Cooperative account for the major shares of processed liquid milk marketed in the
country. Milk is processed and marketed by 170 milk producers cooperative unions, which
federate into 15 state cooperative milk marketing federations.
The Dairy Board’s programme and activities seek to strengthen the functioning of Dairy
cooperatives, as producer-owned and controlled organizations. NDDB supports the development
of dairy cooperatives by providing them financial assistance and technical expertise, ensuring a
better future for India’s farmers.

Over the years, brand created by cooperative have became synonymous with quality and value.
Brands like Amul (GCMMF) , Vijaya (AP) , Verka (Punjab) , Saras (Rajasthan) , Nandini
(Karnataka) are those that have earned customer confidence..

Some of the major Dairy cooperative federation include:-

Andhra Pradesh Dairy Development Cooperative Federation Ltd.(APDDCF)
Bihar State Cooperative Milk Producer Federation Ltd.

ORGANIZATION:

The federation is a state level apex co-operative organization owned by its member union each
of which , in turn is owned the dairy co-operative societies in its area of operation which are
themselves owned by farmer member.
The federation has a board of directors which has overall responsibility for the planning policies,
financial resources mobilization and management, member and public relation as well as liaison
with agencies of the state and central government, financing institutions etc. the federation has a
chief executive designated as managing director.

OBJECTIVES:

To carry out activities for promoting production, procurement, processing and marketing of
milk & milk products for the economic development of animal husbandry/ farming
community.
Organize and provide technical inputs.
Erection of dairy, chilling plant, cattle feed plant for unions.
Study of problems of mutual interest of federation and milk unions.
Impart training and orientation to dairy cooperative members.
Advise, assist and guide milk unions.
Undertake audit and accounts supervision.
Encourage fodder production etc.

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32
THE THREE TIER STRUCTURE:

The dairy co-operative movement operation is a three tier system wherein farmer members own
dairy cooperative societies (DCS) which own district Milk producer union. The unions
collectively own Rajasthan co-operative Dairy Federation (RCDF).
Dairy co-operative Society.
Milk Unions
State Level

DAIRY CO-OPERATIVE SOCIETY:

At the village level the functional unit is the Dairy Co-operative Societies (DCS) . It is managed
by the farmers, elective representatives, who can only be producers. It provide input services to
the milk producers. One is the secretary of the DCS and is controls milk collection and the
accounts, anothe is the chairman of the society who defends the rights of the milk producers.
The following activities take place at this level :-

Collection of milk from individual milk producers.

Initial testing of milk for its composition .
Payment to the milk producers on the basis of the quality of milk supplied.
Monitor all the working of all the unions.

MILK UNIONS:

It functions at the District level of state. The village societies are federated into a district union
run by elected representative of the village societies. These are autonomous bodies. They decide
the price of the product in their own by way of demand and supply in the market.
Ajmer Zila Dugdh Utpadak Sahakari Sangh ltd. Is one of the milk union and thee are 18 more
milk unions in overall Rajasthan.
It has the following responsibilities :
Development of village milk cooperative network .
Procurement of milk from DCS.
Processing and marketing milk.
Selling of cattle feed and related inputs
Promotion of cross breeding through AI and NS
Promotion of fodder development and general support and
Supervision of DCS.

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RAJASTHAN CO-OPERATIVE DAIRY FEDERATION:

Its function at the state level. It provides service and support to unions. The district unions are
federated into a State Dairy Federation, which is managed by the elected representative of the
District Unions, the federation takes all the major policy matter decision regarding It’s District
Unions as State Level by Managing Director of RCDF.

It is responsible for the following activities :

Marketing within outside state.
Liaison with the government & NGO agency.
Mobilization of resources.
Coordinating and planning programmes / projects
Monitor all the working of the unions.

FEDERATION

UNION
UNION UNION

DCS DCS DCS DCS

DCS DCS DCS

DCS DCS

DCS

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 TECHNICAL INPUTS:
In the addition to provision of a regular and remunerative market for milk to farmers the dairy
cooperative development programme also provides input and services for promoting animal
health and production enhancement of milky animals.

(a) ANIMAL HEALTH PROGRAMME(AH):

Veterinary service like first aid, medical treatment and vaccinations are being provided to the
members by milk unions.
DCS First aid is provided at the village at DCS.
Regular scheduled services are provided by the mobile units and at veterinary camps.
Emergency services provide veterinary care at the farmer’s doorstep.

(b)CATTLE FEED

Balanced cattle feed is being manufactured by four cattle feed plants viz. Ajmer, Bikaner, jodhpur
& Nadbai. The milk unions make feed available to the farmers via village cooperative socities.
The available range of cattle feed, high energy feed, calf starter and cattle feed supplements like–
Urea Molasses Bricks and Mineral mixture.

AUTOMATION

The milk collection and testing system at village DCS have been automated with the installation
of Electronic Milk Tester( EMT) and Auto Milk Collection Station . At present 9555 EMT &
AMCS are operational at DCS level.
Milk reception, weighment and testing at dairy plants and chilling centres have been modernized
with the installation of Automated Raw Milk Reception Dock (ARMRD).

AJMER ZILA DUGDH UTPADAK SAHAKARI SANGH LIMITED

(AZDUSS)

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INTRODUCTION:

AZDUSS, popularly known as Ajmer Dairy, was established in the year 1972 with an initial
capital of 25,000 lts. Per day as part of Operation flood programme. It was established by the
National Dairy Development Board (NDDB) under the aegis of Rajasthan Co-operative Dairy
Federation (RCDF), Jaipur.
Presently, Ajmer dairy has a liquid milk handling capacity of more then 1 lakh liter per day. It has
a raw milk storage capacity of 30000 liter per day and pasteurized milk storage capacity of
1,05000 LPD. Its ghee making capacity is 5 ton per day which gives an annual production of 300
ton per annum. In addition to this, it has 2 chilling centers at Beawer and Vijaynagar and 7 milk
tankers that take care of transportation of milk.

Ajmer Dairy’s organizational structure comprise of Managing Director at the apex. The second
level of the organizational hierarchy comprise of Manager (Procurement and Input), Manger
(plant) , Manager (MIS) , Purchase Manager, Stores Manger , HR Manger and Marketing
Manager.
The Manager (Procurement and Inputs), is furthe assisted by Project Officer looking after various
wings such as farmers organization, Input, Training and Dairy project independently. They are
furthe assisted by Assistant Project Officer and field staff under each wing. On othe hand, the
Plant Manager is assisted by a Deputy Manager (Production) , Deputy Manager (Quality) and
Deputy Manager (Engineering). The Marketing Department is structured with an overall In-
charge of liquid milk and products with an Assistant Manager and Field Staff under him.

MAIN AIMS:
To provide good quality of milk to consumers at reasonable rates.
Availability of good quality of milk to consumers.
To provide reasonable price of milk to milk producers.
To contribute in country development.

MISSION:

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 To maintain the top position in the mil k market.
To provide maximum satisfaction to the consumers.

CORPORATE VALUES:

To produce and market, best quality milk products at reasonable prices to the consumer and in
the contribution of complete development of the country.

TRAINING AND EXTENSION:

Eight milk unions viz… Ajmer, Bhilwara, Bikaner, Ganganagar, Jaipur, Jodhpur, Kota and
Udaipur are operating centres whee training is provided for several area related to DCS operation
for say DCS secretary, Management Committee members, AI workers, milk tester, and first aid
worker, chairman orientation, dairy animal management and various refreshe courses.

BOARD OF MEMBERS IN ORGANIZATION:

Thee are overall eleven board members including the chairman. These members are elected from
the various zones into which the Ajmer Dairy is divided, some of these are:
NAME ZONE DESIGNATION
SH. RAM CHANDRA
CHOWDHARY AJMER CHAIRMAN

SMT. SAMPATI
DEVI MASUDA DIRECTOR

SH.PRABHU SINGH RAMPURA DIRECTOR

From the Managing Director ’s Desk:

The Managing Director of AZDUSS Ltd., Ajmer is Mr. Jeevan

Prabhakar. His future plans and strategies for the betterment of the
organization are:

“To provide better milk procurement price along with technical input service to member
producers & to procure maximum milk and to provide safe & good quality milk and milk

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products at competitive price to consumer. Thrust will be for better financial health of milk
union”

Interview of the Managing Director of AZDUSS Ltd., Ajmer

I interviewed the Managing Director of the organization Mr. Jeevan Prabhakar on 10st July
2009. Here is the excerpt from the interview.

Question 1: Do you inspect the plant regularly?

Answer: Yes, I inspect the plant daily.

Question 2: What do you observe while inspecting the plant and the office?
Answer: House keeping, hygienic condition, people are at work place.

Question 3: What is the cooperation level of your employees?

Answer: Cooperative

Question 4: What are your future plans and strategies?

Answer: Strengthening milk procurement and milk marketing.

Question 5: Do you organize events or seminars for your customers to make them aware
about your products?
Answer: Yes

Question 6: Do you conduct staff meeting for smooth working and better coordination?
Answer: Yes.

Question 7: Does any conflict arise between your staff members? If yes, what do you do
to resolve the conflict?
Answer: Conducting joint meeting.

Question 8: Do you provide training to your staff?

Answer: Yes

Question 9: What measures do you take to ensure smooth functioning of the

organization?
Answer: Discipline, timely payment and personal benefits of staff.

Question 10: Who is responsible for setting prices of Saras products?

Answer: R.C.D.F., state body and milk union.

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32
 THE NAMES Of DAIRY PLANTS IN RAJASTHAN

Ajmer Dairy Plant

Alwar Dairy Plant
Barmer Dairy Plant
Banswara Dairy Plant
Bharatpur Dairy Plant
Bhilwara Dairy Plant
Bikaner Dairy Plant
Churu Dairy Plant
Hanumangarh Dairy Plant
Jaipur Dairy Plant
Jalore Dairy Plant
Kota Dairy Plant
Nagpur Dairy Plant
Pali Dairy Plant
Raniwara Dairy Plant
Sikar Dairy Plant
ShriGanganagar Dairy Plant
Tonk Dairy Plant
Udaipur Dairy Plant

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ACTIVITIES OF DEPARTMENTS

MARKETING

The marketing activities of the federation include providing support to the Milk Unions in milk
and milk products within and outside the state. RCDF is presently marketing milk and milk
products under SARAS brands.
Fresh milk of different composition and long shelf life tetra pack milk is being marketed in
rural and urban areas. The federation is a major supplier of the tetra pack milk to the armed
forces.

RCDF is also marketing various fresh milk products in SARAS brand, which are— Chhach,
Lassi, Shrikhand, Paneer, Dahi ,Ghee and Skimmed milk powder.

SARAS MILK PARLOUR serving a complete range of milk products is operational at 428
points in Rajasthan . Presently SARAS brand is being marketed through a network of 17,000
outlets.

MILK PROCUREMENT:

As all of Saras products are milk based, the entire Milk Procurement department plays a
critical role in defining the quality of the end product that reaches its customers. Ensuring regular
collection of fresh and pure milk right from the farmer to the factory and ascertaining the
freshness of milk all across the milk procurement process, is the responsibility of Milk
Procurement department, consisting of food technologists working at the collection centers and
veterinary doctors providing service to the farmers.

ADMINISTRATION:

Efficient management of all administrative affairs of Saras Limited is the job of the
Administration department. From legal matters to general day-to-day operations of the office, the
Administration department ensures that all affairs run smoothly.

FINANCE & ACCOUNTS:

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 The Finance and Accounting departments at Sarass are responsible for the total financial
management of the different businesses of the company. From the usual accounting statements
and sheets to risk and portfolio management, the team ensures that every rupee coming into and
out of the Companies' pockets is properly documented and audited.

PRODUCTION:

Modern technology is part and parcel of Production at Sarass. The state-of-the-art plant set up at
Beawer Road has a processing capacity of more than 1,25000 litres of milk per day,
Professionally qualified human resource efficiently works night and day to maintain highest
hygiene standards.

SUPPLY & DISRIBUTION:

This department ensures timely and effective distribution of the products to different shops and
stores spread all across Ajmer District. From transportation management to obtaining route
permits and approvals, is done by this department.

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QUALITY ASSURANCE:

RCDF possesses a specialized central quality control laboratory which monitors adheence to
quality standards through random sampling of milk, milk products, cattle feed, packing material
etc. each dairy plant has its own laboratory to which RCDF staff provides advise and technical
support.
Established in the year 1990 the Central Quality Control Laboratory in RCDF is engaged in
monitoring the quality standards of milk and milk products, packing material, effluent treatment
so as to ensure their conformance which laid down respective standards of BIS., Ag-mark and
pollution control board. Ambit of activities cover all aspects right from collection of milk to
finished products by programme such as clean milk production and ISO—9002 certification. In
addition to this all the major milk plants and cattle feed plants too have their own laboratories to
ensure the QAP and TQM at first place.
Committed to production of quality products has resulted in dairy plants at Ajmer, Alwar,
Bhilwara, Bikaner, Ganganagar, Jaipur & Udaipur being registered under ISO– 9002.
Quality Assurance is strictly followed in Saras. Qualified food technologists at this department
ensure that highest quality parameters are adheed to through all steps of production and that the
products reach the consumers as per promise.

DAIRY FOOD SAFETY STANDARDS (For Milk & Milk Products)

INTRODUCTION

Dairy products are a rich and convenient source of nutrients for customer / consumers. The
purpose of this Food Safety Standard is to provide guidance to ensure the safety and suitability of
milk and milk products to protect consumers’ health and to facilitate trade. All foods have the
potential to cause food borne illness, and milk and milk products are no exception as dairy
animals may carry human pathogens. Such pathogens present in milk may increase the risk of
causing food borne illness. Moreover, the milking procedure, subsequent pooling and the storage
of milk carry the risks of furthe contamination from man or the environment or growth of inheent
pathogens. Furthemore, the composition of many milk products makes them good media for the
outgrowth of pathogenic microorganisms. Potential also exists for the contamination of milk with
residues of
veterinary drugs, pesticides and other chemical contaminants.

The purpose of this standard is to:

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GENERAL DAIRY FOOD SAFETY STANDARDS

Provide guidance in implementing the proper hygienic control of milk and milk products
throughout the food chain for its suitability & safety to ensure public health when consumed.

ANALYTICAL TECHNIQUES

Provide analytical techniques to be employed for milk and its products analysis.

OBJECTIVE

The objective of this Standard is to apply the recommendations to the particular case of milk and
milk products. It also provides guidance towards meeting the requirements contained in the Dairy
Food Safety Standards.

SCOPE

This Standard applies to milk and its products for Production, storage, transportation, analysis,
processing and handling of milk and milk products by farmers, milk processors, distributors and
retailers whee applicable .

PASTEURIZATION

The terms Pasteurization, “Pasteurized" and their grammatical variations shall be taken to refer to
the Process of heating every particle of milk or milk products to at least 63°C and holding it at
such temperature continuously for at least 30 minutes or heating it to at least 72°C and holding it
at such temperatures for at least 15 seconds or any other approved temperature time combination
equivalent there to, that will serve to give a negative phosphatase test and cooled immediately to
a temperature of not more than 200C

SKIMMED MILK / LOW FAT MILK

Milk which after the extraction of milk fat by mechanical contains such fat 0%. It shall contain
not loss than 9.0 percent of milk solids (SNF) othe than milk fat.

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DOUBLE TONNED
Milk which after the extraction of milk fat by mechanical contains such fat1.5%. It shall contain
not loss than 9.0 percent of milk solids (SNF) othe than milk fat.

GOLD
Fat – 6.0%
Snf- 9%

DESI GHEE

The clarified fat derived from milk or curd and free from added coloring matter or preservative,
with permitted anti-oxidants. It shall have a characteristics pleasant natural color & flavor; it shall
conform to the following
a) Milk fat Min 99.6%
b) Moisture not more than 0.5%
c) FFA (as oleic acid) not more than 10 gms. without anti-oxidant and 0.4 % with anti-oxidant)
d) BR value at 40°C 40.0 to 43.5 e) Rectified Alcohal 25ml f) Richet
value not less than 25 (not defined in codex)

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DAHI or CURD

A product obtained by the lactic acid fermentation of at least pasteurized milk.

a) Milk fat not less than 3.5%
b) Milk solids not less than 9.0%

Milk products of Saras dairy, Ajmer

Types of milk

Rs.21/liter

Rs.20/liter

Rs.18/liter

Fresh Milk Products of Saras dairy, Ajmer

Rs.6

Rs.5

Rs 27 and Rs.125

Rs. 110 and Rs. 220

Rs.8

Rs.9

Rs.10

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HUMAN RESOURCE:

The Human Resource department at Saras Limited spearheads the recruitment process to ensure
that the finest human resource is taken on board at Saras. Resumes of candidates are carefully
filed and documented for current or future reference. The department, besides carrying out
succession planning, maintains and implements HR policies pertaining to employment, retention
and superannuation. Assessing training needs of employees and ensuring adequate training is also
carried out by the professional HR team at Saras.

The company believes that the best way to become integrated into their organization is to start
contributing to it and to become accepted as part of its working community

. For this reason the company concentrates on:

• Placing an employee in an initial job which starts to use strengths and matches stated
interests.
• Providing an orientation program which helps understand the Company and its
environment.
• Introducing an employee early in the career to the people development system and giving
him/ he feedback on own performance from the first year.
• In cases where traineeships are provided, these are designed to bring employee up to the
standard of skill and knowledge required in the shortest practicable time.
• The principle of early job responsibility is followed wherever the company can.

HRD ACTIVITIES:

The unit has got well equipped training center to facilitate periodical HRD activities,
vocational training to students, customers training etc. HRD programmed are periodically
arranged.

WELFARE PROVISION:

1. Conducive working condition

2. Uniform is provided.
3. Provision for subsidized canteen.
4. Workers are provided with various welfare policies like provident fund, gratuity,
insurance policy, compensation policy.
5. Medical facility is also given to the employees.

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ALLOWANCES:

1. CCA: City Compensatory Allowance- Rs. 240/- per annum.

2. HRA: 20% of basic pay
3. Washing Allowance: Rs 150/- for all
4. DA: 22%

CONTRACT EMPLOYMENT:-

The reality of the contract being the dominant mode of employment needs to be accepted
and having done that, measure to improve condition of the work need to be ensured. We may
not stop the industry employing flexible labour but we can always ensure their exploitation is
checked. It is clear that employers chase labour reforms mostly for the attached flexibility of
hiring and firing workers at will and get hold of cheap labour. It is also preferred because it
spares them the trouble of dealing with labour directly. TUs oppose it because a hire-and –fire
regime will hurt organize labour more, thus undermining their core constituency. While the
debate is on going, the ground reality is that a majority of new employments are contractual
and at terms unfavourable to the workers.

LABOUR CONTRACTOR IN AJMER

There are five contractors in Ajmer Dairy for various activities like carat washing, ghee,
packing, computers and security.

Name OF Contractor Job Under Contract

1. Gokul Ram Gurjar Labour (100- 135)

2. Gokul Ram Gurjar Carat Wash and Can wash (15- 20)
3. Govind Ram Gurjar Ghee packing (10-20)
4. Maheshwari Computers 20 nos.
5. Security Service Bhilwara 54 nos.

Contract labour as a percentage of total employment has increased from 10% in 2000 to 35%
in 2008. This trend was evident both in the case of public sector from 5% to 15% and private
sector from 10% to 30%.
Objective of the study:

32
To prepare a report after analysis and interpretation of finding from survey
and by applying various methods of job satisfaction and employees
satisfaction which influence the nature of employees towards their jobs.

FACTUAL :- Analysis of facts (results) derived from the Employees

Satisfaction Survey.

• To find the problem related with the employees working environment.

• To find that employees has problems related to their superiors
• To analysis whether employees are satisfied with their jobs.
• To analysis that employees are satisfied with the facility given to them.
• To find the solution regarding the problems according to the survey.

My Daily Schedule

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My tasks at the On Job Training are to study the working of the Saras plant, gather complete
information about Saras, visit to plant and understand the working of both machines and labours.
Discuss problems which they are facing and conduct employees satisfaction survey.

The daily schedule that I follow to complete these tasks is:

 Sign in at the company office at 10:00 AM

 Make a plan for the whole day between 10:15 AM to 10:30 AM
 Visit the plant to understand the working of the plant from 10:30 AM to 12:00 PM.
 Collect information about the Saras dairy from various departments from 12:00 PM-01:00PM
 Lunch time is from 01:00 PM to 02:00 PM.
 Talk with the Employees & Labours about their problems and about their satisfaction from
02:00 PM to 03:00 PM
 Discuss with my company guide the tasks for the next day from 03:00 PM to 04:00PM.
 Sign out of the company office at 04:00 PM.

ATTITUDE:-

The importance of attitude in understanding psychological phenomenon was given formal

recognition early in the history of social psychology. From the time of the concept’s entry in to
the language of psychology until now, interest in attitude has been strong and growing. However,
over the years attitudes have been studied with differing emphasis and methods.

FEATURES OF ATTITUDE:

• Attitudes affect behavior of an individual by putting him ready to respond favorably to

things in his environment.
• Attitudes are acquired through learning over a period of time. The process of learning
attitudes starts right from the childhood and continues throughout the life of a person.
• Attitudes are invisible as they constitute a psychologied phenomenon which cannot be
observed directly. They can be observed by observing the behavior of an individual.
• Attitudes are pervasive and every individual has some kind of attitude towards the objects
in his environment. In fact, attitudes are forced in the socialization process and may relate
to anything in the environment.

Attitude alone do not influence behavior but these acts with other factors in the individual
influencing behavior, such as personality, perception, motivation, etc. Further, attitudes are also
affected by the individual dimension as well as the objects, persons, and ideas. Attitudes have
been through as serving four functions and thee by influencing the behavior. These are
instrumental, ego defensive, value orientation and knowledge.

32
METHODS OF ATTITUDE CHANGE:

There are various methods through which a positive change in attitudes may be brought. In the
social context, Cohen has suggested four methods for attitude change.
They are:

• Communication of additional information.

• Approval and disapproval of a particular attitude.
• Group influence, and
• Inducing engagement in discrepant behavior.

From the organization point of view, a Manager can take following actions in brining change in
attitudes of its organizational members.
• Group action
• Persuasion through leadership
• Persuasion through communication and
• Influence of total situation.

TYPES OF ATTITUDES:
A person can have thousands of attitudes, but Organizational Behaviour focuses our attention on
a very limited number of work-related attitudes. These work-related attitudes tap positive or
negative evaluations that employees hold about aspects of their work environment. Most of the
research in OB has been concerned with three attitudes: job satisfaction, job involvement, and
organizational commitment.

JOB SATISFACTION:
The term job satisfaction to an individual’s general attitude towards his or he job. A person with a
high level of job satisfaction holds positive attitudes about their job, while a person who is
dissatisfied with his or he job holds negative attitudes about the job. When people speak of
employee attitudes, more often mean job satisfaction.

JOB INVOLVEMENT:

The term job involvement is a more recent addition to the OB literature while thee isn’t complete
agreement over what the tem means. A workable definition states that job involvement measures
the degree to which a person identifies him with his or he job and considers his or he perceived
performance level important to self worth. Employees with a high level of job involvement
strongly identify with and really care about the kind of work they do.

32
ORGANIZATIONAL COMMITMENT:
The third job attitude is organizational commitment, which is defined as a state in which an
employee identifies with a particular organization and its goals, and wishes to maintain
membership in the organization. So, high job involvement means identifying with one’s specific
job, while high organizational commitment means identifying with one’s employing organization.

ATTITUDE SURVEYS:

When questions to judge the feelings and opinions of employees. It is a comprehensive and
sensitive method. Attitude survey represents a formal and systematic way of ascertaining
employees attitudes and training needs. These surveys provide a concrete evidence of
management’s interest in employees and provide a channel of upward communication.
Employees get opportunity to express their dissatisfaction and frustrations.
However, morale surveys involve judgment and bias and can be useful only if they are properly
and regularly conducted.

There are some guidelines which are used to do the Attitude survey :
• Ensure full support of top management.
• Assign responsibility for the conduct of survey and feedback to proper persons.
• Decide in advance the objectives of the survey and information needed.
• Select appropriate measuring device – interview or questionnaire.
• Design questionnaire properly and pretest it in a small pilot study.
• Select the respondent carefully.
• Keep the identity of the respondent confidential.
• Develop right administration and scoring techniques.
• Make plans for dealing with lack of response/ indifferent response.

32
JOB SATISFACTION:

"Job satisfaction is defined as "the extent to which people like (satisfaction) or

dislike (dissatisfaction) their jobs"
This definition suggests job satisfaction is a general or global affective reaction that individuals
hold about their job. While researches and practitioners most often measure global job
satisfaction, thee is also interest in measuring different "facets" or "dimensions" of satisfaction.
Examination of these facet conditions is often useful for a more careful examination of employee
satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay,
job conditions, supervision, nature of the work and benefits."
Job satisfaction, a worker's sense of achievement and success, is generally perceived to be
directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a
job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction
further implies enthusiasm and happiness with one's work. The Harvard Professional Group
(1998) sees job satisfaction as the keying redient that leads to recognition, income, promotion,
and the achievement of other goals that lead to a general feeling of fulfillment.

For the organization, job satisfaction of its workers means a work force that is motivated and
committed to high quality performance. Increased productivity and the quantity and quality of
output per hour worked seems to be a byproduct of improved quality of working life. It is
important to note that the literature on the relationship between job satisfaction and productivity
is neither conclusive nor consistent.
However, studies dating back to Hezberg's (1957) have shown at least low correlation between
high morale and high productivity, and it does seem logical that more satisfied workers will tend
to add more value to an organization. Unhappy employees, who are motivated by fear of job loss,
will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is
also a temporary one, and as soon as the threat is lifted performance will decline.
Tangible ways in which job satisfaction benefits the organization include reduction in complaints
and grievances, absenteeism, turnover, and termination; as well as improved punctuality and
worker morale. Job satisfaction is also linked to a more healthy work force and has been found to
be a good indicator of longevity. And although only little correlation has been found between job
satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying
or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the
"bottom line."
No wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories,
and soon grass will grow on the factory floors. Take away my factories, but leave my people, and
soon we will have a new and better factory"

CREATING JOB SATISFACTION:

Organizations can help to create job satisfaction by putting systems in place

32
that will ensure that workers are challenged and then rewarded for being successful.
Organizations that aspire to creating a work environment that enhances job satisfaction need to
incorporate the following:
o Flexible work arrangements, possibly including telecommuting.
o Training and othe professional growth opportunities.
o Interesting work that offers variety and challenge and allows the worker
opportunities to "put his or he signature" on the finished product.
o Opportunities to use one's talents and to be creative.
o Opportunities to take responsibility and direct one's own work.
o A stable, secure work environment that includes job security/continuity.
o An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members.
o Flexible benefits, such as child-care and exercise facilities.
o Up-to-date technology.
o Competitive salary and opportunities for promotion

Good management has the potential for creating high morale, high productivity, and a sense of
purpose and meaning for the organization and its employees. Empirical findings show that job
characteristics such as pay, promotional opportunity, task clarity and significance, and skills
utilization, as well as organizational characteristics such as commitment and relationship with
supervisors and co-workers, have significant effects on job satisfaction. These job characteristics
can be carefully managed to enhance job satisfaction.
Of course, a worker who takes some responsibility for his or he job satisfaction will probably find
many more satisfying elements in the work environment.
Everett (1995) suggests that employees ask themselves the following questions:

• When have I come closest to expressing my full potential in a work situation?

• What did it look like?
• What aspects of the workplace were most supportive?
• What aspects of the work itself were most satisfying?
• What did I learn from that experience that could be applied to the present situation?

Workers' Roles in Job Satisfaction

32
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or he
own satisfaction and well-being on the job. The following suggestions can help a worker find
personal job satisfaction:

 Seek opportunities to demonstrate skills and talents. This often leads to more challenging
work and greater responsibilities, with attendant increases in pay and othe recognition.
 Develop excellent communication skills. Employers value and reward excellent reading,
listening, writing, and speaking skills.
 Know more. Acquire new job-related knowledge that helps you to perform tasks more
efficiently and effectively. This will relieve boredom and often gets one noticed.
 Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often result in recognition as well as in increased responsibilities and
rewards.
 Develop teamwork and people skills. A large part of job success is the ability to work
well with others to get the job done.
 Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
 See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This helps to give meaning to one's existence, thus
playing a vital role in job satisfaction.
 Learn to de-stress. Plan to avoid burnout by developing healthy stress management
techniques.

Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort both by
management and by workers. Managers are encouraged to consider such theories as
Hezberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a
stimulating, challenging, supportive, and rewarding work environment is vital. Because of the
relative prominence of pay in the reward system, it is very important that salaries be tied to job
responsibilities and that pay increases be tied to performance rathe than seniority.
So, in essence, job satisfaction is a product of the events and conditions that people experience on
their jobs. Brief (1998) wrote: "If a person's work is interesting, he pay is fair, his promotional
opportunities are good, his supervisor is supportive, and he coworkers are friendly, then a
situational approach leads one to predict he is satisfied with he job". Very simply put, if the
pleasures associated with one's job outweigh the pains, this is some level of job satisfaction.

CONTENTS

SHOWING EMPLOYEE SATISFACTION STAFFS

32
 i) Introduction
ii) Importance of Employee satisfaction
iii) Factor influence Employee satisfaction
iv) Factors considered for this Project:-

1. Working Condition
2. Relationship with superiors and Colleagues
3. Motivation and Recognition
4. Salary
5. Welfare facilities
6. Job Security
7. Grievance Handling
8. Performance Appraisal
9. Training
10. Management Practices
11. Opportunity for Development
12. Quality Policy

v) Objectives
vi) Scope and Limitation of Study
Vii) Employees Satisfaction Survey
Viii) Data Analysis and Interpretation
ix) Conclusion

EMPLOYEES SATIFACTION

Employee satisfaction is the individual employee’s general attitude towards the job. It is also an
employee’s cognitive and affective evaluation of his or her job.

32
Importance of employee satisfaction for organization

• Enhance employee retention.

• Increase productivity.
• Increase customer satisfaction
• Reduce turnover, recruiting, and training costs.
• Enhance customer satisfaction and loyalty.
• More energetic employees.
• Improve teamwork.
• Higher quality products and/or services due to more competent, energized employees.

Factors influences to employee satisfaction

1. Organization development factors
• Brand of organization in business field and comparison with leading competitor.
• Missions and Vision of organization.
• Potential development of organization.

2. Policies of compensation and benefits factors

• Wage and salary
• Benefits
• Rewards and penalties

3. Promotions and career development factors

• Opportunities for promotion.
• Training program participated or will do.
• Capacity of career development

4. Work task factors

• Quantity of task
• Difficult level of task

5. Relationship with supervisor factors

• Level of coaching
• Level of assignment for employee
• Treatment to employee etc

6. Working conditions and environment factors

• Tools and equipment
• working methods
• Working environment

32
7. Corporare culture factors
• Relationship with coworkers
• Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors

• Competencies and personalities of employee are suitable for job?
• Expectations of employee are suitable for policies of organization?

In this project factors that are taken into consideration for the employee satisfaction are:
Work Environment:

Work environment is the atmosphere to which the employee is actually exposed. This constitutes
a major portion of the influence on the employees. This typically included the quantum of work
allotted, nature and complexities, system being followed, support from colleagues etc.

Relationship with the Superiors and Subordinates:

Healthy and cordial relationship in the department will not only provide healthy environment but
also paves way for smooth flow of work, increases productivity and qualitative performance.

Relationship with Colleagues:

Better understanding and friendly relations with colleagues is necessity for a good environment.
Joining hands together and helping each other enhance stability and confidence among
themselves that contributes to the security and improve performance as a whole.

Motivation and Recognition:

The level of performance of an employee is a function of his abilities. If there is a strong positive
motivation, the output increases and decreases if it is negative. Motivation is a core element of
management which shows that every human being earnestly seeks a secure, friendly and
supportive relationship that gives him a sense of warmth and recognition in groups that are most
important to him.

Salary:

Salaries are influenced by the size of the company, by a specific industry and in part by the
contribution of the incumbent to the process of decision making. The bigger the firm, the greater

32
is the compensation to the employees. The more attractive the salary, the more attractive will be
the performance of the employees.

Job security:

A person who is satisfied with the current job would continue to remain in the same job. So job
security plays a crucial role in the maintenance of job satisfaction among employees.

Grievance handling:

This is a corrective measure however important when grievances or difficulties or constraints

enter in on employee’s job. The approaches of management, time taken to provide counter
measures etc are the constraints of this factor.

Performance appraisal:
Most firms do not have a choice whether or not it should appraise its personnel and their
performance of the hired personnel will be evaluated by someone at sometime.

Management practices:

The approach of the management towards employees in the interfaces like appraisal and reward
schemes, permitting employees in the interfaces like appraisal and reward schemes, permitting
employees to participate in the organizational issues etc, is also determining the employee
satisfaction. This company has set employee of the year award etc, ensures positive management
approach. These approaches have made the employees to have a good view over their job.

Opportunities for development:

This is a factor strongly related to the higher order needs of the employees on their personal
development. Many people like a challenging job, since that assures them to think and undergo
series development measures. This factor is an essential one for satisfaction of permanent
employees.

Quality policy:

Quality is a core concept that rules today’s business. It is a non comprising factor of any industry
in today’s business world. Companies would adopt themselves to the recognize quality standards
to sustain in the market and to provide a better working condition to the employees and job
security. The study on employee satisfaction is relatively recent phenomenon. It can perhaps he
said to have begun in earnest with the famous Hawthrone experiment conducted by Elton Mayo

32
at western electrical company in 1920s. During the course of their investigation, however they
became convinced that the factors of social nature were affecting employee satisfaction with the
job and productivity. Since the Hawthrone studies, there has be enormous output of work on the
nature, causes, correct employee satisfaction.
The traditional model of employee satisfaction is that it consist of training and development,
salary, management style, quality policy than an individual has about his work. The total body of
influence of the job, the nature of the job itself, the pay, the promotion prospects, nature of
supervision and so on, where the sum total of influences gives to rise to the feeling of employee
satisfaction, the employee is satisfied, where in total, they give rise to psychological and
environmental circumstances that cause a person truly to say “I am Satisfied”. Employee
satisfaction means a pleasurable positive emotional state resulting from the appraisal of one’s
feelings.

OBJECTIVES

Primary Objective:

To find out the present level of employees satisfaction in Ajmer Dairy at two levels namely
executives & staffs.

Secondary Objective:

• To analyze the satisfaction level of employees.

• To analyze work conditions.
• To study the job security level among the employees.
• To study how far the employees are satisfied with the training activities of the company.
• To study the welfare activities of the company.
• To study relationship between employees and supervisors.

SCOPE AND LIMITATION OF THE STUDY

SCOPE OF THE STUDY:

The success of an organization depends upon ability of his employees. It is said that “A happy
employee is producing employee“. This study was conducted to know the satisfaction level of

32
workers. It helps in identify the problems of the workers and reason for those problems. It is used
to rectify some problems by giving suggestions and recommendations. It also refers to general
attitude of employees towards his job.

LIMITATION OF THE STUDY:

Any research study will be restricted in scope by certain inherent limitations that are caused by
research design sampling procedure and respondent reflection.
• Due to lack of time the sample size is restricted to 10 and hence accuracy will be less.
• Lack of cooperation of respondents.
• Chances of respondents bias are true in this study
• Since study is limited to particular unit only the conclusion may not have universal
validity in it.

RESEARCH METHODOLOGY

• Research Methodology is a systematically solve the research problem. It has many

dimensions and research methods constitute a part of the research methodology.

32
 • Thus when we talk about research methodology, we do not only talk of the research
methods but also consider the logic behind the methods. We use in context of our research
study, so that research results are capable of being evaluated either by researcher himself
or by others

• To effectively carry out in research, I would use the following research process, which
consists of series of actions or steps.

METHOD OF CONDUCTING RESEARCH:

I prepared questionnaire to know employees satisfaction level, Apart from this, a questionnaire
was prepared to know the satisfaction level of employees working on contract basis. Thus the
survey consisted of two phase, first in which survey of non contractual employees and other of
contractual employees. For permanent employee’s there is a provision for performance Appraisal
on the basis of which decisions regarding promotions and Job rotation are considered.

PHASE-I: Employee Satisfaction Survey

To conduct this Survey the prepared questionnaire was distributed to employees from Process ,
packing, QC and Administration Departments 10 employees participated in the survey. On an
average from each department 2 employees of Managerial and Supervisor level.

PHASE-II: Labour Satisfaction Survey

The next survey was the survey of the contractual employees. The aim of this survey was to
whether the employees working on contract basis being provided with all facilities as per
agreement. For this the prepared questionnaire was being filled by contractual employees. There
are four Jobs which were given on contract basis. They also narrated their problem along with
their views to solve them.

DATA TABULATION AND ANALYSIS:-

The size of the sample taken for employees satisfaction was 10 and for the contractual labour’s
satisfaction survey was 10. The categorization of contractual labour was as follows:
I. Labour Contract—3
II. Ghee Packing—2
III. Computers—3
IV. Security—2

DATA ANALYSYS AND INTERPRETATION:

EMPLOYEES SATISFACTION SURVEY

32
Q1. There are basically 8 Departments which employees working in, that are Packing, Pant
(Production, Q.C), Procurement and Input, Fresh goods storage, Marketing/ Sales,
Administration, Purchase, Finance.

Q2. Gender

Interpretation:

According to survey I had done was most of the workers there are male and very
few female workers are doing work there. Female workers are working in
Administration Department, Finance and Marketing Departments Only.

Q3. . How long have you worked for Company?

32
Interpretation:

According to the survey this is to know that no employees should be recruit so far
since 10 years and only from contract the employees are hired. As I had asked this
question from 10 people and all are working here since last 10 years, and according
to the data provided by the HR department Approx. 132 seats are vacant.

Q4. Would you refer a friend to apply for job at this place?

32
Interpretation:

By the survey, it is found that the maximum of employees that are working in the
company Probably not/ Definitely not refer their friend or any relatives to join
Ajmer Dairy. The reason was not sure some things of poor Organization Structure
and some are not satisfied with their Salary.

Q5. I would choose SARAS DAIRY again if I had a job choice to make.

32
Interpretation:

According to the survey, it was found that 4 out of 10 was Strongly Disagree to
think of Joining the Job again if they got a chance and 3 of them Somewhat
Disagree, 1- 1 was Strongly Agree and Somewhat agree that if they got anpther
chance to join the company then they will grab it. 1 of them was Not Decided yet
what he would do.

Q6. Please state your honest opinions regarding the following statements (Tick inside )

32
 Statements Opinions

Strongly Agree Neutral Disagree Strongly

Agree Disagree

1. If I do a good Job I will be rewarded

5 3 0 1 1

2. I get what I need to do my Job well 5 4 0 1 0

6 3 1 0 0
3. the condition I worked in are good

4. I am interested in my Job 7 3 0 0 0

0
5. I am proud to work in this company. 8 2 0
0

Interpretation:

By the survey I found that most of the employees are agree that he will be
rewarded, the condition which they are working are good and they are proud of
being the part of the company. On the other hand only one employee was Disagree
by that workers are not rewarded as they do good job.

Q7. What is the best thing about working for this company?

Interpretation:

As this question is a open ended question so this question has many answers,
according to the survey ,I found that many employees think that—company’s

32
 facilities was the best thing, as they were provide with Uniform, Medical Facility
and other benefit provided by the company.

Q9. How would you rate your manger in each of the following areas? Please assign a rating on a
scale from “POOR” to “EXCELLENT” (Tick Inside.)

Statements Opinions

Poor Average Good V. Good Excellent

1. Communication 1 1 4 3 1

2. Planning and Organizing 2 1 5 2 0

3. Directing and Coordinating 2 3 4 1 0

4. Job/ Technical knowledge 0 2 6 2 0

5. Interpersonal Relationship 0 3 4 2 1

Interpretation:

According to the survey , it was found that managers are good in every field that is
communication with the employees, planning, directing, technical knowledge and
interpersonal relationship. On the other hand very few was agree that managers are
excellent by their work.

Q10. Please indicate your level of agreement with each of the following statements.
Statements Opinions

32
 V .Dissatisfied Dissatisfied Neutral Satisfied V. Satisfied

1. Salary 0 1 1 6 2
0 0 2 7 2
2. Frequency Amount Of Bonus

3. Connection Between Pay&

Performance 1 1 0 5 3

4. Workload 0 2 0 6 2
5. Flexibility Of Work Hours
0 1 1 5 3
6. Job Security 0 0 1 8 1

7. Communication with your 2 1 1 4 2

Superiors

8. Overall Relations with your

superior. 0 1 0 5 4

9. Access to company-Sponsored 5 2 0 2 1
training and Seminar

10. Overall Satisfaction with your Job.

0 2 2 4 2

32
CONCLUSION:
My Observation of Saras Dairy (AZDUSS Ltd., Ajmer)
Now I have completed four months as an intern in Saras Dairy (AZDUSS Ltd., Ajmer) and
during these four months as a trainee I carefully observed various aspects of the organization.
Here, I am presenting my observations and findings using the Constant Sum Scale. I have
divided a total of 100 points into various attributes that I observed. The maximum marks that can
be allotted to a factor are 10. The various attributes that I observed and the points I allocated to
each observation are presented below in tabular format.

Table 6
RECOMMENDATIONS

32
On careful observation of the Saras dairy during the training period,
I have the following suggestions for Saras dairy, which on proper
implementation may provide a big boost to it.

1) The policy that an organization must follow in order to run successfully

is…..

FINDINGS

o Employees are not completely satisfied with their job although their salary is good enough.

o Employes are not getting value to their work.

o Most of employees think that they are not on their actual path.

o Most of the employees think that the organization haven’t fulfill their promises, what they do in
beginning especially regarding Promotion.
o There is negatively comparison between peers especially regarding targets.

o They often feel overworked.

32
SUGGESTIONS AND RECOMMENDATIONS

• To increase the job satisfaction level of the employees the company should concentrate
mainly on the incentive and reward structure rather than the motivational session.

• Ideal employees should concentrate on their job.

• Educational qualification can be the factor of not an effective job.

• Company should give promotion to those employees who deserves it.

32
EMPLOYEES SATISFACTION SURVEY

Hello:

You are invited to participate benefit survey. Your survey responses will be strictly confidential
and data from this survey will be reported only in the aggregate. Your information will be coded
and will remain confidential.
Thank you very much for your time and support.

Q1. Which of the following best describes the department you work in?

o Customer Service
o Finance/ Accounts
o MIS
o Sales/Marketing
o Human Resource
o Production
o Others (please specify…………………..)

Q2. What is your Gender?

o Male
o Female

Q3. How long have you worked for Company?

o 3 months-1 years
o 1 years-3 years
o 3 years- 6 years
o 6 years-10 years
o 10 year- above

Q4. Would you refer a friend to apply for job at this place?

o Definitely
o Probably
o Not Sure
o Probably Not
o Definitely Not

32
 Q5. I would choose SARAS DAIRY again if I had a job choice to make.

o Strongly Agree
o Somewhat Agree
o Undecided
o Somewhat Disagree
o Strongly Disagree

Q6. Please state your honest opinions regarding the following statements (Tick inside )

Statements Opinions

Strongly Agree Neutral Disagree Strongly

Agree Disagree

6. If I do a good Job I will be rewarded

7. I get what I need to do my Job well

8. the condition I worked in are good

9. I am interested in my Job

10. I am proud to work in this company.

Q7. What is the best thing about working for this company?

……………………………………………………………………………………………………

……………………………………………………………………………………………

32
 Q8.what bothers you the most about working for this company?
……………………………………………………………………………………………..
Q9. How would you rate your manger in each of the following areas? Please assign a rating on a
scale from “POOR” to “EXCELLENT” (Tick Inside.)

Statements Opinions

Poor Average Good V. Good Excellent

6. Communication

7. Planning and Organizing

8. Directing and Coordinating

9. Job/ Technical knowledge

10. Interpersonal Relationship

Q10. Please indicate your level of agreement with each of the following statements.
Statements Opinions

32
 V .Dissatisfied Dissatisfied Neutral Satisfied V. Satisfied

11. Salary

12. Frequency Amount Of Bonus

13. Connection Between Pay&

Performance

14. Workload

15. Flexibility Of Work Hours

16. Job Security

17. Communication with your

Superiors

18. Overall Relations with your

superior.

19. Access to company-Sponsored

training and Seminar

20. Overall Satisfaction with your Job.

Q11. What would the company do to enhance your Satisfaction as a Company Employee?

……………………………………………………………………………………………..

……………………………………………………………………………………..

32
LABOUR SATISFACTION SURVEY FOR CONTRACT POLICIES AT AJMER DAIRY

This survey is purely for Academic purpose:

1. Name: Age:
Department:
Tenure:

2. Do you have any written Agreement of terms and conditions applied on you?

( ) Yes ( ) No

3. Are you satisfied with the contract’s policies applied on you?

( ) Yes ( ) No

4. The wages paid to you by the contractor are:

( ) Satisfactory ( ) Neutral
( ) Not Satisfactory

5. Are you paid extra amount in cases of extra work done by you i.e. beyond working hours
(overtime)

( ) Yes ( ) No

6. Do you have knowledge about deduction for P.F and E.S.I based on Govt. policies?

( ) Yes ( ) No

7. The system of wages paid to you are proper?

32
 ( ) Yes ( ) No

8. Do you make use of E.S.I benefits given to you?

( ) Yes ( ) No

32