4 main final1

Job satisfaction among the employees of GRSL.

1.1 ABOUT THE EDIBLE OIL INDUSTRY IN INDIA.

INDUSTRY OVERVIEW

INDIA is worlds leading economy in edible market. India‟s annual consumption is
10 million tones vis-à-vis china‟s 14.5 million tones. However, India‟s per capital
consumption 10.2 kgs pre annum is considerably lower compared to global
standard. India is also a leading producer of oil seed, contributing 9% to 12% of
world oil seed production. India is estimated to account for around 6% of the
world production of edible oils. Through it has the largest cultivated area under oil
seeds in the world. India is the 5th largest producer of oil seeds in the world,
behind US, China, Brazil, and Argentina. Since 1995, Indian share in world
production of oil seeds has been around 8 to 10%.

Edible oil processing consists of three operations: crushing and expelling
(separating oil from the solids) solvent extraction (to chemically remove residual
oil from oil cake solids), and oil refining. In many countries these three separate
processing operations are conducted by one vertically integrated plant. In India,
only a share of oil seed production undergoes solvent extractions and oil refining.

Edible oils constitute and important component of Indian households expenditure
on foods. A large population and steady economy growth is important contributor
to India‟s increasing consumption and exports. The following table shows the
import of edible oil made from November 2006 to September 2007.

Particulars Qty in million tones.
Palmolein 102502
Refined soybean oil 3120
Crude palm oil 2624632
Sunflower oil 192795
Soybean oil 1225010
Total 4154059

Table 1.1

D.L.Patel Institute of Management and Technology, Vidhyanagri, Himmatnagar Page 1


MARKET STRUSTURE

India was the world largest importer in edible oil during last three to five years
ahead of the European Union and china. Development in the oil seed product
sector is an important area of concern for both Indian policy maker and world
commodity markets. The demand for oils, rather than meal has been the key
driver of the sector and, with relatively low annual per capita oil consumption of
about 11kgs (24 pounds),there is broad scope of continued growth in vegetable
oil consumption and trade. Policy interventions in the market have been
substantial, including high tariff on oil imports, prohibitive tariff and no tariff
barriers for oil seeds, and regulation restricting plant scale and technology use in
domestic processing. Although the goal is to promote self sufficiency and protect
small farmers, current policies have corresponded with rising imports, limited
production gains inefficient processing and marketing and heavy taxation of
consumer. Future demand growth and change in domestic and tread policies
may have significant impact of global oilseed and markets.

Recent ERS(economic research service ) research has examined policies and
performance in India‟s oilseed and oilseed product sectors, and the extent to
which more open trade polices for edible oils in the 1990‟s have the affected
price volatility in world and domestic market. Ongoing research focuses on.

Analyses of alternate scenarios examining the potential impacts of liberalization
of imports of oilseeds and oils, and of increased of processing and marketing
efficiency in the oilseed and oilseed‟s products sector, on Indian and global
markets.



CONSUMPTION PATTERN

INDIA is a vast country and inhabitants of several of regions have developed
specific preference for certain oils largely depending upon the oils available in the
region. For example people in the south and west prefer groundnuts oil while
those in the east and north use mustard/rapeseed oil. Like wise several pockets
in the south have a preference for coconuts and sesame oil. Inhabitants of
northern plain are basically hard fat consumer and therefore, prefer vanaspati, a
term used to denote a partially hydrogenated edible oil mixture. Vanaspati has an
important role in our edible oil economy. Its production is about 1.2 million tones
annually. It has around 10% share of edible oil market.

It has the ability to absorb a heterogeneous variety of oils, which do not generally
find direct marketing opportunities because of consumer preference for traditional
oil such as groundnut oil, mustard oil, sesame oil, rice bran and cotton seed and
oils from oilseeds of tree and forest origin had found their way to the edible pool
largely through vanaspati route. Of late, things have changed. Through
technological means such as refining, bleaching and deodorization all oils have
been rendered practically colorless , order less and test less and, therefore, have
become easily interchangeable in the kitchen. Never oils which were not known
before they have entered the kitchen, like those of cottonseed, sunflower, palm
oil or its liquid fraction (Palmolein) soya bean and rice bran.

These stand to have a strong and distinctive test referred by most traditional
customer. The share of raw oil, refined oil and vanaspati in the total edible oil
market is estimated at 35%, 55% and 10% respectively.



MAJOR FEATURES OF EDIBLE OIL ECONOMY

There are two major features, which have very significantly contribution to the
development of this sector. one was the setting of the technology mission on oil
seed in 1986.this gave a trust to governments efforts for augmenting the
production of oilseeds .this is evident by the impressive increase in the
production of oilseeds from about 11.3 melon tones in 1986-87 to 24.8 mullion
tones in 1998-99. There was some setback in 1999-2000 because of the
unseasonal rein followed by inclement whether. The production of oilseeds
decline to 20.7 million tones in 1999-2000 Hover, the oilseed production in 2005-
06 is estimated to be 27.73 million tons the other dominant feature which has had
significant impact on present status of edible oil seeds, oil industries has been
the programme of liberalization under which the governments economic policy
allows greater freedom to the open market and encourages healthy competition
and self regulation rather than protection and control. Control and regulation
have been relaxed resulting in a highly competitive market dominated by both
domestic and multinational players.



GLOBAL SCENARIO OF EDIBLE OIL

 Industry
India is one of the largest importers of edible oil in the world, next only to
china and US India imports palm oil mainly from Malaysia and Indonesia
and soybean oil from Argentina and Brazil. with invention of biodiesel,
about 15%-20% production of the vegetable oil is being directed towards
the biodiesel and with rising global demand the availability of the edible oil
like palm oil for edible purposes has tightened living to spurt in their global
/ domestic prices.

 Major players in India.
The major players in edible are as follows.

Name of the Company Location Deals In

Ruchi Soya Indore Groundnut oil, soya bean oil,
sunflower oil, muted oil, palm oil
and vanaspati.
K.S.Oil M.P. Mustard oil, vanaspati, soya
refined oil
Sanvaria Agro Oil M.P. Refined soya been oil, lecithin
Jayant Agro Organic BARODA Castor based products
Vimal Oil and Foods GUJARAT Cottonseed, groundnut, soya,
mustard and palm.
Gokul Refoils and Solvent Ltd. GUJARAT

Table 1.2

OPPORTUNITIES AND THEATS OF INDAINS EDIBLE INDUSTRIES



 OPPORTUNITIES

 Investment Opportunities
The edible oil industries is now one of the leading sustainers of the
positive annual economic growth rate India has enjoyed for over
and decade now. India demand for edible oil has being growing at
the rate of 8-9% per annum. The national demand for edible oil is
projected to reach over 110.25 laces. MT in 2005 up from 100.96
laces MT in 2001. National production as of 2001 stood at 54.54
laces MT making India a new importer of edible oil in the tune of
over 46.92 laces MT.
This gives investment opportunities into the edible oil industry
 Strategic Location
India is strategically poisoned within the south of the Asian
continent that includes the SAARC countries, an economic
grouping with a market of over 1500 million people. This location
gives India a commanding importance as a base for regional trade
and investment.
 Predictable and Stable Economic environment
Since 1985, India has been on the path of economic reconstruction
and development, which has made here the new face of emerging
Asia. The economic reforms undertaken, coupled with political
stability, have contributed to growth rates averaging 6.5% over the
last decade. Inflation has consistently been maintained bellow 6%.
India is now rated the second best improving countries in the Asian
continent after china.

 Cheap but quality labor



The quality of labor force is one of Indians main strength. With 100
of universities and polytechnics, all levels of skills and tanning
needed to run the edible oil industry are adequately covered.
India‟s labor cheap compare to that most developed countries.
Trained, trainable as well as unskilled labor is readily available for
prospective investor in the sector to utilize.

 Positive macroeconomic factors for edible oil industry
 Population growth
 Per capita income
 Purchasing power and oil seeds crop
 Threats
 Monsoon dependent agriculture

Raw material supply of edible oil industry is directly related with the
agricultural production of oil seeds. That agricultural production in
India has a fluctuating trend is now a new thing. Agriculture here
still depends largely on monsoon rains and the intensity of the latter
has significant influence on production. Significantly, even the
agriculturally rich state with better irrigation network; have
witnessed sharp changes in their production of late.

 Health consciousness

Now a day, people are becoming more and more health
consciousness and they avoid foods cooked in edible oils.
Increasing health awareness and impact of oils usage on individual
cholesterol levels directly related with demand of edible oil.



1.2 ABOUT THE COMPANY

Name & Address

Gokul Refoils & Solvent Ltd.

State Highway No:-41, Nr, Sujanpur patia,

Sidhpur-384151, Gujarat (India)

Web Site

www.gokulgroup.com

Form of Organization

Public Ltd.

Scale of Organization

Large Scale

Promoters

MR.BALVANTSINH RAJPUT

MR.KANUBHAI THAKKAR

Bankers

- STATE BANK OF INDIA IN SIDHPUR

- DEVEOPMENT CREDIT BANK IN AHMEDABAD

- Chartered Accountant – Prakash Agrawal

Auditor

MR.M.R.PANDHI & Associates



Benefits Given

 15% Bonus to Employee
 Welfare facilities
 Group insurance
 Free medical check-up
 Loan facility

PRODUCTION UNIT

At Sidhpur

State Highway No:-41, Nr, Sujanpur patia,

Sidhpur-384151, Gujarat (India)

Phone: +91-2767-222075

Fax : +91-2767-223475

At Gandhidham Unit

89, meghpar – borichi, Galpadar Road, Nr. Sharma Resort,

TA – Anjar, Dist. Kutch -370110. Gujarat (India)

Phone: +91-2836-247078/79

Fax : +91-2836-247080

Email: gdham@gokulgroup.com

At Surat Unit

Wed Prakash sing,

B-13 Mahalaxmi Housing Society,



Behind Kamrej Police Station,

Kamrej Char Rasta, Kamrej.

Corporate Office

“GOKUL HOUSE”, 43-shreemali Co-op. Housing Society Ltd.

Opp. Shikhar Building, Navarangpura,

Ahmadabad – 380009, Gujarat (India)

Phone: +91-79-66304555/66615253/54

Fax : +91-79-66304543

Email: gsrl@gokulgroup.com

Export inquiry office

Mr. Joseph chettiar

GOKUL REFOILES & SOLVENT LTD.

# a 321, Gokul Arcade, Off. Andheri Sahar Road,

Mumbai 400 057 (India)

Phone Tel: (DID) +912267061650 (HP) +91 9867165503

(Gen) +91 22 67061649.

Fax: +91 22 67061648

Email: joseph@gokulgroup.com



NETWORK (India):

North Zone:

 Delhi
 Himachal
 Punjab
 Jammu & Kashmir
 Chandigarh
 Uttaranchal

West Zone:

 Gandhidham
 Sidhpur
 Rajasthan
 Maharashtra

East Zone:

 Guwahati
 Assam

South Zone:

 Looking for goods agents.

NETWORK (outside of India):

 Kuvet
 Indonesia
 South Korea
 France
 Netherlands



 China
 Taiwan
 Thailand
 Japan



INTRODUCTION

The year 1993 saw the birth of „Gokul Refoils & Solvent Ltd.‟ (GRSL), at Sidhpur.
The history of Gokul is the one of innovation and adventure, of risks taken and
bold decisions made. The seeds of this successful corporate conglomerate were
sown way back in the 80s by two farsighted men, Balvantsinh Rajput and
Kanubhai Thakkar with a vision to lead the industry.

The company is mainly engaged in the business of refining vegetable oils
including seed procurement, processing, solvent extraction and marketing of
edible oils.

The present operation of the company may be broadly categorized under three
heads:

 Trading
 Manufacturing
 Marketing

The company, for its trading operations sources various vegetable oils in either
crude or refined from domestic as well as international markets and sells them in
bulk either directly or through brokers. It purchases mustard, rapeseed,
groundnut, and sunflower seeds from different local and surroundings markets
and imports Palmolein and soya bean oil from international markets.

The total sale of the company is divided in three major areas:

 Institutional sale
o Govt. Institution
o Civil suppliers
o Indian Tibetan Border Force
o Institutions
 Wholesale in tanker loads to different parts of the country.



 Retail market in packed tins under its trademarks „GOKUL‟.



VISSION AND MISSION OF THE GROUP

Vision

To become the most preferred and admired brand globally,
through quality products and advanced technologies & processes,
Aimed at bringing immense delight to all the stakeholders.

Mission

 To reach every kitchen of Indian family by delivering best quality products

with delicious taste.
 To become a true Indian MNC with Pan India presence and operations

across the globe.
 To develop most preferred and admired edible oil brands in India.
 To create best value proposition to investors, vendors & society.
 To uphold the principles of Corporate Governance.



CORPORATE VALUE

The emphasized verse in the GRSL ethics book is „Excellence‟. The company
stresses on:

 An Environmental friendly approach
 Producing superior quality product
 Complete customer satisfaction

PROMOTERS:

Mr. Balvantsinh Rajput, Chairman and Managing Director

Mr. Balvantsinh Raj put, aged 46 years, a resident Indian national, and is a
promoter of our company.

Mr. Balvantsinh Raj put started as a commodity trader and has come a long way
in establishing a fortune of the group the past 25 years he had experience of
more than 2 decades, both in edible and non edible oil business.

He started his carrier in the year 1982 by setting up an oil meal of 50 TTD
capacities. Latter in the year 1992 he laid the foundation of our company. Is
associated with various trade associations and is an active politician. In 2007 he
was sitting on M.L.A. of Gujarat legislative assembly representing Sidhpur
constituency.



He is a Co-Chairman of SEA imported vegetable oil processing committee. He is
actively involved in the day to day functions of the company. He looks after
administration, production facilities with government agencies.

Mr. Kanubhai Thakkar, Managing Director

Mr. Kanubhai Thakkar, aged 47years, a resident Indian national, is a promoter of
our company.

Mr. Kanubhai Thakkar, along with Mr. Balvantsinh Raj put has been instrumental
in the formation of the group. He" started as a commodity trader and has over 2
decades of experience inedible oil. He is the recipient of the “Oil man of the year”
award in the year 2005 from “globe oil India”

He is actively involved in the business development activities and major
expansion initiatives undertaken by the group. He plays a vital role in the hedging
activities undertaken by the group. He was instrumental insetting up two
subsidiaries in Mauritius and Singapore to establish a presence in global market.
Under his able leadership our company is expending its Surat plant and setting
up the new soya bean plant.

Presently he is the chairman of western zone solvent extractors association of
the India and an office bearer of various committees like, SEA International Oil



and Oil meal Trade Council, SEA Imports Vegetable Oil Processors Council,
SEA Castor seed and Oil Promotion Council.

BOARD OF DIRECTORS

SR. NO NAME OF THE DIRECTOR DESIGNATION

1 Mr. Balvantsinh C. Raj put Chairman
2 Mr. Kanubhai J. Thakkar Managing Director
3 Mr. Dinesh H. Sharma Whole time Director
4 Dr. Rashidali Khan Independent Director
5 Dr. dipuba Devada Independent Director
6 Mr. Piyushchandra Vyas Independent Director
7 Mr. Karansinhji Mahida Independent Director
8 Mr. Jayant Parimal Independent Director

Table 1.3



ORGANATIONAL CHART

Graph 1.1



QUALITY STANDARDS:-

ISO 9001:2000

Product Profile:

 Refined Cottonseed Oil
Gokul Refined oil is very stable oil with a long self life. This oil does not
deteriorate even at high temperatures. Also, its bland flavor retains the taste of
the food in which it is used. It is ideal for deep frying and for commercial use.

Available in:
 Pouches: 1 ltr.
 Tins: 15 ltr, 15kg.
 Pet Bottle : 1 ltr
 Jerry Canes: 5 ltr, 15 ltr.

 Refined groundnut Oil

Gokul refined groundnut Oil is traditionally preferred oil for deep-frying as it
preserves the natural aroma of the food cooked/fried in it. It is a source from the
best groundnut oil available in the country. Crystal clear oil. It is light to consume
and is the preferred oil among various consumers.

Available in:
 Pouches: 1 ltr.
 Jar: 5 ltr.
 Pet Bottle : 1 ltr
 Tins: 15 ltr.



 Refined Cooking Oil

Gokul refined cooking oil, which is refined Palmolive, is clear and order less oil
that to bring out the aroma of the food cooked in it is extremely stable to high
temperatures especially during frying and it help us to maintain the flavor of your
food. Thus, making it an excellent cooking medium for deep-frying it is used in
the preparation of fried snacks like French fries and potato wafers. It also source
of vitamin A and vitamin E.

Available in:
 Pouches: 1 ltr.
 Tins: 15 ltr.
 Pet Bottle: 1 ltr.

 Refined Vegetable Oil
Gokul “vanaspati” refined vegetable oil is a simple blend of refined soya bean oil
and refined Palmolein oil. By imbibing the qualities of both these oils i.e. deep
frying property of Palmolein and nutritive value of soya bean, you can get the
goodness of both oils in one healthy well balanced oil.

Available in:
 Pouches: 500 ml. 1 ltr.
 Jar: 15 ltr.
 Tins: 15 ltr.

 Refined mustard oil
Gokul mustard oil made from the first press of the mustard in the traditional way
by slowly crushing the best mustard seeds in a temperature controlled
environment to retain its pungency and natural properties. Its high pungency
level enhances the taste of the food cooked in it and helps stimulate your



appetite. It also helps in keeping pickle fresh for a longer duration while retaining
the traditional flavor

Available in:

 Tins: 15 kg.

 Refined Sunflower Oils
Gokul sunflower oil is light nutritious, healthy that is easy to digest. it consist
mostly of polyunsaturated fatty acids and is low in saturated fats rich in vitamins,
Gokul refine sunflower oil goes through the highly specialized process of
winterization that removes almost all the wax containing in the oil, making it the
lightest oil available today.

Available in:
 Pouches: 1 ltr.
 Jar: 2 ltr. 5ltr. 15 ltr.
 Tins: 15ltr.

 Refined Soya bean Oil
Gokul refined soya bean oil is light, order less and healthy oil. Most importantly, it
consist OMG3 (omega 3) an essential PUFA which need to supplement from
outside source soya bean is the preferred oil of many house hold across the
world.



Available in:
 Pouches: 500ml. 1 ltr.
 Tins: 15 ltr.
 Jerry cans: 5 ltr. 15 ltr.
 Liner carton: 200ml.



DISTRIBUTION CHANNEL

GRLS is planning to expand his network throughout India appointing new
dealers, distributers, C&F agents and advertisements.

Production department

Carrying Forwarding
Department

Dealers/distribution

Whole seller

Retailer

Consumer

Graph 1.2



ADVERTISEMENT

Launched new TV ad campaign featuring Cottonseed Oil with its benefits

Some print advertisement given in daily newspaper.

Launch Ad- divaya bhaskar, Gujarat

Launch Ad-Sandesh, Gujarat

Launch Ad-Gujarat Samachar Gujarat

Out door advertisement

Placed hoardings at prime location

Brand ambassador and punch line

Beauty Queen Sridevi is an official Brand Ambassador for the GRSL.



GROWTH OF GRCL

Gokul Refoils and solvent limited established by Mr. Balvantsinh Raj put and Mr.
Kanubhai Thakkar. It was established in 1993. This unit produced edible oil. At
first this unit cruse the mustered but demand of crushed mustered was so more,
so that they purchased six expeller machines and also made silo for store the
mustered. Through expeller machines they get raw oil and cake. They made oil
storage tanks for stores raw oil. And after they established solvent plan for get
the benefit to cake which has 6% oil. Through this plant they repose on cake and
get oil from cake. At last they get deoiled cake. This deoiled cake exported
outside of the country and in country.

After success of Sidhpur plant they established their unit in Gandhidham. This
unit produced mustered oil, custard oil, and repressed oil a plant is going on. This
established for getting benefit of government policy. Government declare this
zone as a special economic zone (SEZ) and who established their plan in this
zone they get special benefit for production, marketing etc. so that they
established their unit at Gandhidham. Another plant of GSRL at Surat also. This
is new plant of it so there isn‟t more machinery and other services.

Kandala is the nearest port for export-import. GSRL exports their deoiled cake
through this port. All most all the export their deoiled cake through this port. All
most all the export-import of Gujarat, Rajasthan and other nearest area.



AWARDS & RECOGNITION

The journey of GRSL from the year 1992 to this stage has been appreciated
through various Awards awarded by recognized and reputed organizations. With
the consistent encouragement for the dedication and good work done from
various business associations, the company grew leaps and bounds to reach to
the heights today.

Awards

 SEA Award in the year 2008-09, 2006-07 & 2004-05 for Highest Exporter
of Rapeseed Extraction.
 „Oil Man of the year‟ award from GLOBOIL India in the Year 2005 to Mr.
Kanubhai Thakkar – MD, GRSL



 The Solvent Extractors Association of India for being the Platinum
Sponsor at 4th International Seminar on Castor Seed, Castor Oil and its
Value added Products.
 Central Organization for oil and industry trade in the year 2005 for
supporting All India Seminar on Rabi Oilseeds Crops.
 Central Organization for oil and industry trade in the year 2008 for
supporting All India Seminar on Kharif.

 Award from Gujarat Edible Oil Traders Association.
 Award from Traders Association during 27th All India RABI Seminars.

 Malaysian Palm Oil promotion Council in the year 2005 for promoting the
Palm oil in India.



2.1: OBJECTIVE OF RESEARCH:-

 To find the level of satisfaction from work among the employees of GRSL.
 To identify an individuals affective response towards his/her wok.
 To identify the relationship between job satisfaction and other variables
such as gender, personality, class and age, etc.
 To identify workers preference about the work environment, conditions
and safety. etc.
 To know the influence of psychological need on job such as level of
supervision, recognition, opportunity etc.
 To identify weather the workers are satisfies wit the payment, allowances
and other enhancing factor toward job.
 To identify weather employees are satisfies wit the job environment, sites
and plants, security, work load, etc
 To reveal the factors which is able to increase the job satisfaction?
 To identify the level of span of control and to take work smoothly from
employee which improve job satisfaction.
 To identify the level of requirement of job rotations, enlargement,
enrichment and interest of employees in it.



2.2 Scope and Limitation of the study

 As the job satisfaction is very sensitive topic & many organizations will not
be agree to divulge this secrecy of their organization because it is directly
related to organization reputation.
 Another problem with this study is that most of the employees don‟t know
the essence of the job satisfaction and its exact meaning also due to
illiteracy and lack of awareness.
 This approach is segmental approach to know the approach of respondent
to various segments like pay, working condition, span of control,
superiority, subordinate relationship etc, but, it has some pitfalls like one
may be quite satisfied with his/her job as a whole but not with some
element and visa-versa.
 And the major thing is that this study is only confined one organization so
we can‟t take it as universal true.



2.3 RESEARCH METHODOLOGY

Research designing is nothing but it is preplanning of conducting research work.
For to conduct successful and systematic research work, formation of research
designing must be required in research work. Significance of research designing
has increase in the world of research.

TYPE OF RESEARCH:-

Here we have applied following types of research in this study.

Descriptive research:-

Descriptive research includes survey and facts findings inquiries of different
kinds. The major purpose of descriptive research is description of the state of
affairs as it exits at present. In business research, we generally use the term Ex.
Ex post factor studies also included attempts by researcher to discover causes
even when they can not control the variables.



A. TYPES OF DATA
Primary data:
Primary data have been collected through questionnaire, personal
interview and observation for study.
Secondary data:
Secondary data have been collected through company‟s record and past
information. We have also used sites of company and little literature
review.
Quantitative data:
Quantities data have been collected from the questioner and the
company‟s records.
Qualitative data:
Qualitative data have been also collected through data collection and
interpretation.



B. METHOD OF DATA COLLECTION:

Here researcher describes which method he has applied during research
development.

Observation:

This method implies the collection of information by way of investigator‟s own
observation, without interviewing or during interviewing the respondents. The
information obtained relates to what is currently happening and is not collected
by either the past behavior or future intentions for attitudes of respondents. This
method is no doubt an expensive method and the information provided by this
method is also very limited.

Schedule with interview:

Researcher has to prepare schedule containing relevant questions. In this
method researcher interviews to the respondents by personal containing it them
and asked the questions to the respondents. Data are collected by feeling of the
schedules by researcher on the bases of replies given by respondents.

Literature review:

Here researcher has used literature review method for the reference of the
subject. Researcher has used literature review method for formulation of
research and its application.

Historical method:

Researcher has used historical method for the secondary data collection from the
industry web side n other guidance from company documents of past records.



Universe of the study:

GOKUL REFOILS AND SOLVANT LTD., SIDHPUR. Have 450 employees
among the different departments which are being taken as universe of the study.

Sample unit:

Sampling unit means to which region you have taken for survey. Researcher has
taken individual interview of respondent in GRSL.

Sample size:

Sample of 60 respondents where selected for the study of job satisfaction by
random sampling. The middle and top level employees of the entire department‟
via, Personal, account, marketing, production, store etc.

Sampling procedure:

Researcher has selected group-sampling method for employees of the GRSL.

Questioner:

Researcher has use both open ended and close ended questions in questioners.



2.4 REVIEW LITURATURE

Definitions
Employee satisfaction surveys help employers measure and understand their
employees' attitude, opinions, motivation, and general satisfaction with their work
environment. Use employee satisfaction surveys to inform employee decision
making, benefits, work needs and more.

How to measure employee satisfaction

 Use an employee engagement or employee satisfaction survey.

 Conduct confidential focus group meetings with employees.

 conduct and analyze exit interviews

 Measure voluntary employee turnover and compare to your industry
benchmarks.

Herzberg’s theory
What people make some people like their job?

Herzberg‟s and his associates discovered through their extensive research, that
the factor contribute the job satisfaction and dissatisfaction where different
dissatisfaction was associated with condition of surrounding job(working
condition, pay, security, quality of supervision, interpersonal relation)rather than
the work itself, the factor prevent negative reaction, referred to them as hygiene
factor. While satisfaction is associated with work itself or to outcomes directly
derived from the nature of job, achievement, advancement and recognition
because such factor were associated with high level of job satisfaction. Herzberg
calls them motivators. However the theory is useful for describing a condition that
people find satisfaction and dissatisfaction on the job.



How to improve employee satisfaction

The success of your business depends on having a motivated workforce.
Properly motivated employees do their job better and achieve a higher level of
performance. The right employee strategies can encourage loyalty, dedication
and self awareness in the pursuit of excellence. In contrast lack of employee
loyalty will cost your company money, time and lost customers. Employee loyalty
can best be defined as employees dedicated to the success of the organization.
To be successful,

Employees recommend your organization to prospective customers and recruit
new employees by word of mouth. The employees' satisfaction level with their
current job may determine if they are actively seeking employee outside your
organization. Depending on your business and industry, lack of employee
satisfaction can lead to talks of bringing in a union.

 Empower them. Show trust in your team by giving them the authority to
make decisions. Be available when needed, but allow your staff flexibility
in how they accomplish business objectives.

 Stand up for employees. Support your staff when they encounter
roadblocks. If someone on your team makes a mistake, avoid rushing to
judgment. Instead, help the person learn from the situation and take steps
to ensure it doesn't happen again.

 Recognize achievements. Praise employees for their accomplishments
and reinforce the behaviors you would like others to emulate. Low-cost
rewards such as an occasional free lunch or movie passes can be highly
motivational.

 Provide advancement opportunities. In addition to competitive
compensation and benefits, invest in training and development to help



employees build new skills. If budgets are tight, look for other ways to
promote career development, such as mentoring programs.

Variables which contribute to Employee satisfaction:

 Overall Individual satisfaction: Employees be should satisfy with the
organization as a great place to work.

 Work Environment: Employees have to feel satisfied with the
environment within which they work for it would result in high productivity.

 Communication Methods: When administrative policies and all important
announcements are communicated to the employees, it boosts their
morale. The methods chosen for communication also play an integral role.
Some of the methods that could be used are intranet, monthly newsletters,
weekly meetings etc...

 Compensation and benefits: This is the most important variable for
employee satisfaction. Employees should be provided with competitive
salary packages and they should be satisfied with it when comparing their
pay packets with those of the outsiders who are working in the same
industry.

How To Creating Employee Satisfaction

 Flexible work arrangements, possibly including telecommuting.

 Training and other professional growth opportunities.

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

 Opportunities to use one's talents and to be creative.

 Opportunities to take responsibility and direct one's own work.



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

 An environment in which workers are supported by an accessible
supervisor who provides timely feedback as well as congenial team
members.

 Flexible benefits, such as child-care and exercise facilities.

 Up-to-date technology check.

 Competitive salary and opportunities for promotion.

Graph 2.1 http://www.personabesthr.com



Employee’s Roles in Satisfaction

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

 Seek opportunities to demonstrate skills and talents. This often leads to
more challenging work and greater responsibilities, with attendant
increases in pay and other recognition.

 Develop excellent communication skills. Employer‟s 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.



3.1 ANALYSES AND INTERPRETATION

Q-1: Are you satisfied with job and the position you have hold in the
organization?

Response Frequency Percentage
satisfied 45 75%
Partially satisfied 12 20%
Not satisfied 3 5%
Table 3.1

JOB SATISFACTION AMONG
0%
EMPLOYEES
5%
20%

Responce
satisfied
75%
Partialy satisfied
Not satisfied

Graph 3.1

Analyses and interpretation:

when respondent were asked the question that are you satisfy with the job and
position you have hold in the organization researcher have got findings that 75%
of the employees are satisfies.20% respondent are partially satisfied, and 5% are
dissatisfied.

So, we can conclude that major of the respondent are happy with GRSL.



Q.2:- IS the interpersonal relationship is sound among the employees of
GRSL?

Very good 38 63%
Good 13 22%
Average 7 12%
Bad 2 3%
Very bad 0 0%
Table 3.2

Level of interpersonal relation
0%

12% 3%

Very good
22% good
63% Average
Bad
Very bad

Graph 3.2


This table reveals that 63% of the employee agree that the interpersonal relation
among the GRSL employees are very good, 22% said that good, 12% are from
bad opinion.



So, we can conclude that the relation, sharing of information and communication
network is very much sound in GRSL.

Q-3:- Relationship & coordination among the employees and the top level
management to achieve the goal.

Very good 10 17%
good 36 60%
Average 8 13%
Bad 4 7%
Very bad 2 3%
Table 3.3

relationship between management
and employees
3%
7% 17%
13% Very good
good
Average
Bad
60%
Very bad

Graph 3.3




For harmonious environment there should be coordination between employees
and top level management and achievement of goal. When employees are being
asked, 60% views are in favor of good relationship, 17% are of very good, 13%
of average and 7% are of bad.

So, we can conclude that company should improve proper communication
network.

Q -4:- which kind of mode of payment you are receiving?

Fix payment(salary) 47 78%
Daily 4 7%
payment(wages)
Performance 9 15%
wise(commission)
Table 3.4



Types of payment structure

15%
7% Fix payment(salary)

Daily payment(wages)
78%
Perforemance
wise(commission)

Graph 3.4


The above chart show that 78% of the employees receives fix payment by why of
salary , 15%of the employees receives on performance wise like
commission,7%are of daily payment i.e. wage bases.

And we conclude that the employees have more interest in higher compensation.

Q- 5:- Is the compensation in the organization satisfactory?

Satisfied 33 55%
Partially satisfied 19 32%
Not Satisfied 8 13%
Table 3.5



satisfaction from compensation

13%

satisfied
32% 55%
Partialy satisfied
Not satisfied

Graph 3.5


Compensation is the main factor which improves the satisfaction level among the
employees. From the above conclusion we come to know that 55% of the
employees are satisfied, 32% are partially satisfied and 13% are dissatisfied. It
also reveals that the employees are interested in the incentives.

Q-6:- how much work load you are facing in routine work?

High 24 40%
Medium 27 45%
Low 9 14%
Table 3.6



Level of work load

15%
40%

High
Midium
45% low

Graph 3.6


As we try to know the level of satisfaction we should take in concern the factor
stress and work load which minimizes satisfaction level.45% respondent feels
medium level of work load, 40% fells high level of work load and 15% feels low
level of work load. So, we can conclude that the level of work load in GRSL is at
average level.

Q-7 Do management considers your innovative ideas regarding production
process, quality improvement, packaging, color, etc?

Every time 36 60%
Few time 22 37%
Never 2 3%
Table 3.7



Innovetive idea

3%

37%
Every time
60% Few time
Never

Graph 3.7


To achieve the goal smoothly every organization requires efficient and innovative
employees. In the survey 60% of the respondent says that GRSL considers and
take in concern their innovation and skills every time, 37%said that they are
being concerned few time, and 3% respondents said that they had not been
concerned. So, we can interpret that company‟s attachment towards the
employees is not as expected.



Q -8:- are you satisfy with the quality of physical working condition, work
environment and safety facilities?

Very good 17 28%
Good 32 54%
Average 9 15%
Not good 2 3%
Table 3.8

Working condition

3%
15% 28%

Very good
Good
Average
54% Not good

Graph 3.8


Working condition and environment are the fundamental things related to job
satisfaction. From our findings we found that 54% of respondent are in favor of
good, 28% are in favor of very good,15% favor about average and 3% view are
about not good. From the above analyze we can able to know that higher number



of respondent are satisfies with the working condition and environment.

Q-9:- is the welfare activity like provident fund, life insurance policies,
health consciousness are satisfactory?

Response frequency Percentage
Yes 43 63%
No 17 37%
Table 3.9

Walefare aspect

38%

Yes
62%
No

Graph 3.9


Promotional activities are the most basic motivational factors which improves the
job involvement among the employees too.63% of our respondent are satisfies
with the promotional policies of the GRSL. And 38% are denied to say yes.



Findings show that the satisfaction level is not much higher in subject of
promotional activities.

Q-10:- Is the training and development programme in the organization
efficient?

Excellent level 14 23%
Moderate level 37 62%
Poor level 9 15%
Table 3.10

Effect of training

15% 23%

Exellent level
Moderate level
Poor level
62%

Graph 3.10




To improve the level of job satisfaction, job interest and job involvement the
training and development programme plays an important role, our findings
reveals that 62% respondent feels its moderate level in company,23% response
about excellent and 15% have said that it‟s poor. So, from the above analyses
we can interpret that the effect of training has productive effects among
employees.

Q -11:-considering the future of the organization would you continue with
this job?

Yes 29 48%
Probably yes 24 40%
No 7 12%
Table 3.11



future openion

12%

48%
Yes
40% Probably yes
No

Graph 3.11


It is general belief that if the person is working in the organization for long time it
means his job satisfaction must be high and our findings also near to it. Data
shows that48% of employees is ready to continue with GRSL. 40% says
probably yes, and 12% are not ready. So that we can able to know that most of
the employees are satisfies wit group of GRSL.

Q -12:- do you think the GRSL should change its policy?

Yes 49 82%
No 11 18%
Table 3.12.1



opinion

18%

Yes
No
82%

Graph 3.12.1

As 82% of respondent‟s opinion are for minor changes in company‟s policies , we
have take their opinion in which subject they need change and the questions
reveals the following findings,,

If yes, then in which area you require the change?


Wage structure 17 35%

Ship duty 12 25%

Healthy environment 6 12%

Involvement of employees 8 16%

Performance base 6 12%
payment

Table 3.12.2



Suggestion
Wage structure

12%
35% Ship duety
16%

Healthy environment
12%
25% Involvement of
employees
Perforemance base
payement

Graph 3.12.2


35% of the respondent want change in wage structure, 25%wants change in ship
duty, 12% preferences for healthy environment, 16% want more involvement with
higher level management, and 12% want performance base payment



4.1 Findings

 When the respondent ask to give response about their overall satisfaction
of the job considering all factors like salary, working condition, relation with
superior with subordinate and other facilities provided to them we found
that the job satisfaction among the employee of GRSL is very good.
 Out of 60 respondent i.e. 45 respondent (75%) are satisfies with the job
and the company should improve the interpersonal relationship among the
employees whose satisfaction level is slightly low.
 Major of the respondent i.e. 38 (60%) are satisfies with the relation of
employees and top management at good level so the management should
improve communication with the employees.
 33 respondents (52%) said that payment structure is good but the
remaining respondent interested in payment according to performance so
the company should make few change in wage structure.
 Most of the respondent 47(45%) complain about the work load so the
management should adopt the training and development, outsourcing, job
rotations etc.
 The finding show that the level of involvement of the employees toward
the job is 60% which is less then expected so the company should rotate,
enlarge and enrich the job.
 Company should improve working environment and interaction with
employees.
 Out of 60 respondents few respondent are having interested to improve
welfare policies of the company so the management should take it in
concern.
 Few respondents have given suggestion to change in performance base
payment, change in ship duty, improvement in ecological environment and
working atmosphere. It is also considerable for job satisfaction.



4.2 Recommendation

 As our study shows there is positive relation between experience,
compensation, employee involvement and promotional activities
are interrelated organization may give attention to improve job
satisfaction.
 To improve the level of job satisfaction organization should
consider the job and the factor related to job like working condition,
training and motivation and additional payment of wage according
to performance and skill.
 Organization should provide the record system and job appraisal
system to check the performance and motivation.
 The organization should design job content of each employee
appropriately.
 The organization should enhance the participative activities.
 Through training and development programs company should try to
reveal the interest for job and to grab out the ridership quality.



4.3 Conclusion

From research and findings we come to know that the level of satisfaction
among the employees of “GOKUL REFOILS & SOLVENT LTD” is at
excellent level.
The interaction, coordination, involvement, and the working environment
are found at good level in the organization.
But to minimize the small level of dissatisfaction organization should
concern the opinion and suggestion of the employees to achieve the
vision and mission through smooth way.



Questionnaire

Dear respondent,

We, being the management student are supposed to prepare a
questionnaire as a part of our research, so we seek your kind help to assist
us by answering few questions. We assure you that the information
provided by you will use for academic purpose only.

Thanking you,

Bhavin M. Parmar

D.L.P. Institute of Management

Consumer Name:
……………………………………………………………………….………….

Contact No :( m)………………………...... (R)….…………………….….

Address………………………………………………………………………..
…………………………………………………………………………….........

__________________________________________________________________

Q-1: Are you satisfied with job and the position you have hold in the
organization?

Satisfied

Partially satisfied

Not satisfied



Q.2:- IS the interpersonal relationship is sound among the employees of
GRSL?

Very good

Good

Average

Bad

Very bad

Q-3:- Relationship & coordination among the employees and the top level
management to achieve the goal.

Very good

Good

Average

Bad

Very bad

Q -4:- which kind of mode of payment you are receiving?

Fix payment (salary)

Daily payment (wages)

Performance wise (commission)



Q- 5:- Is the compensation in the organization satisfactory?

Satisfied

Partially satisfied

Not satisfied

Q-6:- how much work load you are facing in routine work?

High

Medium

Low

Q-7 Do management considers your innovative ideas regarding production
process, quality improvement, packaging, color, etc?

Every time

Few times

Never time

Q -8:- are you satisfy with the quality of physical working condition, work
environment and safety facilities?

Very good

Good



Average

Not good

Q-9:- is the welfare activity like provident fund, life insurance policies,
health consciousness are satisfactory?

Yes No

Q- 10:- Is the training and development programme in the organization
efficient?

Excellent level

Moderate level

Poor level

Q -11:-considering the future of the organization would you continue with
this job?

Yes

Probably yes

No

Q -12:- do you think the GRSL should change its policy?

Yes no

If yes, then in which area you require the change?



Wage structure

Ship duty

Healthy environment

Involvement of employees

Performance base payment

Bibliography

Book review

k.aahwathappa: HR and personnel management (2006)
l.m.prashad: organizational behavior hall of Indic pvt.ltd. (2004)

Website

http://www.gokulgroup.com
http://www.edibleoil.com
http://www.google.com


4 main final1

Empfohlen

Empfohlen

Weitere ähnliche Inhalte

Was ist angesagt?

Was ist angesagt? (20)

Ähnlich wie 4 main final1

Ähnlich wie 4 main final1 (20)

Kürzlich hochgeladen

Kürzlich hochgeladen (20)

4 main final1