Sunrich Aqua Report

SCHOOL OF MANAGEMENT SCIENCE, SRTMUN, SUB-CENTRE Department of MBA
EXECUTIVE SUMMARY
The project titled "A study of Employee Job satisfaction in Sun rich Aqua Ltd., Latur”
Undertaken in Sunrich Aqua Ltd. industry is mineral water manufacturing company.
Company manufactures products in the form of water bottles; water pouch the project
report is about the satisfaction of employees and how the organization maintained the
satisfaction level of worker in the workplace. Which factor are they considered for
satisfaction of employees and how they affect on the output of employees. 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, several factors such as
compensation and benefit promotions, training, work tasks, co-workers, supervisors, etc.
affect the job satisfaction of employees. A satisfied employee is a valuable asset for the
company.
Job satisfaction survey can give the most valuable information the perception’s and causes.
For satisfaction/dissatisfaction among the employees attitude towards job satisfaction may
be either positive or negative this positive feeling can be re-in forced and negative feelings
can be rectified. This survey can be treated as the most effective and efficient way, which
makes the workers to express their inner and real feelings undoubtedly. For any future
course of action / development, this involves employee’s participation is considered. The
management will get a picture decor employee's acceptance and readiness.
The determinants of job satisfaction are as follows:
1. General Working Conditions,
2. Grievance handling procedures.
3. Fair evaluation of work done.
4. Job security.
5. Company prestige.
6. Working hours etc.
So the satisfied employees are the goodwill and important asset of an organization. The
main aim of the study is to analyze and examine level of job satisfaction among the Sunrich
Aqua Ltd. employees and to know the problems faced by the employees.
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CHAPTER 1
INTRODUCTION
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CHAPTER 1
1. INTRODUCTION
Human is resource considered to be the most valuable asset is any organization. It is the
sum-total of inherent abilities acquire knowledge and skill represented by the talents and
aptitudes of employed persons who comprise executive supervisor and the rank and file
employees. It may be noted hear that human resource should be utilized to the maximum
possible extended in order to achieve individuals and organizational goals. It is thus the
employee perform ultimately decide and attainment of goals however employee
performance large extend influenced by motivation and job satisfaction. The term relates to
the total relationship between an individual and the employer for which he is paid.
satisfaction does mean the simple feeling state accompanying the attainment of any goals;
the end state is feeling accompanying the attainment by and the impulse its . Satisfaction
does mean absence of motivation at work. Research workers differently described the
factor contributing the job satisfaction and job dissatisfaction. The survey made regarding
the job satisfaction in Sunrich Aqua Ltd. will facilitate and enables the management lo
know the perceptions and inner feelings regarding the job they are performing on day-to-
day basis. The term satisfaction reveals and focuses on the likes and dislikes of the
employee of Sunrich Aqua Ltd. In this particular study the researcher's tries to identify
the causes for satisfaction and dissatisfaction among the employees. So this is the most
effective and selective instrument for diagnosing and peeping into the employee's
problems.
Job satisfaction survey can give the most valuable information the perceptions and causes.
For satisfaction/dissatisfaction among the employees attitude towards job satisfaction may
be either positive or negative. This positive feeling can be re-in forced and negative feelings
can be rectified. This survey can be treated as the most effective and efficient way, which
makes the workers to express their inner and real feelings undoubtedly, for any future
course of action/development, which involves employee's participation, is considered. The
management will get a picture their employee's acceptance and readiness.
This survey also enables to avoid misinterpretations and helps management in solving
problems effectively. It is the observed during study some of the employees accepted the
proposal survey research. A perfectly contentment and satisfaction motivates an
employees to be confident with a high moral, it is an asset to organization as a whole. Thus
the high motivation and morale of an employee make him to remain in the organization
into encourage him to face cut throat competition and gives him enough dynamism to face
challenges Very human being possess him own unique resource, it properly channels it by
supportive and the supplement, ultimately for achieving organization goals, As proper
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breathing and diet is necessary to healthy human being so as is contentment to the job
satisfaction. This contentedness ultimately acts as a key factor to human resource
development.
The further of scientific management Taylors (1911) approach to job satisfaction was
based on a most programmatic & essentially pessimistic philosophy that main in
motivation by money alone. That the workers are essentially 'stupid & phlegmatic' & that
they would be satisfied with work if they get higher economic benefit from it. But with the
passage of time Taylor solely monetary approach has been changed to a more humanistic
approach has come a long way from a simple explanation based on money to a more
realistic but complex approach to job satisfaction New dimensions of knowledge are added
every day & with increasing understanding of the new variables & their inter play, the field
of job satisfaction has become difficult to comprehend.
The term Job satisfaction was brought to limelight by Hoppock (1935). He reviewed 32
studies on job satisfaction conducted prior to 1933 & observed that job satisfaction is a
combination of psychological, physiological & environmental circumstances that cause a
person to say. "I am satisfied with my job'. Lock defines job satisfaction as a "pleasurable or
positive emotional state resulting from the appraisal of one's job or job experiences". To
the extent that a person's job fulfills his dominant need & is consistent with his
expectations & values, the job will be satisfying.
1.1 DETERMINANTS OF JOB SATISFACTION:

There are two types of variables which determine the job satisfaction of an
individual. These are:
a) Organizational variables; and
b) Personal variables.
a) ORGANIZATIONAL VARIABLES:
1. OCCUPATIONAL LEVEL:
The higher the level of the job, the greater is satisfaction of the individual this is
because higher level the jobs carry greater prestige and self-control.
2. JOB CONTENT:
Greater the variation in job content and the less repetitiveness with which the tasks
must be performed, the greater is the satisfaction of the individual involved.
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3. CONSIDERATE LEADERSHIP:
People like to be treated with consideration. Hence considerate leadership in higher

results job satisfaction than inconsiderate leadership
4. PAY AND PROMOTIONAL OPPORTUNITIES:
All other things being equal these two variables are positively related lo job satisfaction.
5. INTERACTION IN THE WORK GROUP:
Here the question is: when is interaction in the work group a source of job satisfaction
and when it is not? Interaction is most satisfying when.
(a) It results in the cognition that other person's attitudes are similar to one's own.
Since this permits the ready calculability of the others behavior and constitutes a
validation of one's self;
(b) It results in being accepted by others; and
(c) It facilitates the achievements of goals,
B) PERSONAL VARIABLES:
For some people, it appears most jobs will be dissatisfying irrespective of the
organizational condition involved, whereas for others, most jobs will be satisfying.
Personal variables like age, educational level, sex, etc. are responsible for this
difference.
(1) AGE:
Most of the evidence on the relation between age and job satisfaction bolding such
factor occupational level constant. Seems to indicate that there is generally a positive
relationship between the two variables up to the pre-retirement years and then there is
sharp decrease in satisfaction. An individual aspires for better and more prestigious
jobs in later years of his life. Finding his channels for advancement blocked his
satisfaction declines.
(2) EDUCATIONAL LEVEL:
With educational with occupational level held constant there is a negative relationship
between the references group which the level and job satisfaction. The higher the
education, the higher individual looks to for guidance to evaluate his job rewards.
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3) ROLE PERCEPTION:
Different individuals hold different perceptions about their role, i.e. the kind of
activities and behaviors they should engage in to perform their job successfully. Job
satisfaction is determined by this factor also. The more accurate the role perception of
an individual, the greater his satisfaction.
(4) SEX:
There is as yet consistent evidence as to whether women are more satisfied with their
jobs no than men, holding such factors as job and occupational level constant. One
might predict this to be the case, considering the generally low occupational aspiration
of women.
Some other determinants of job satisfaction are as follows:
(i) General Working Conditions.
(ii) Grievance handling procedure.
(iii) Fair evaluation of work done,
(iv) Job security.
(v) Company prestige.
(vi) Working hours etc.
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1.2 STATEMENT OF PROBLEM:

In Sunrich Aqua Limited Company due to lack of employees Job Satisfaction use employee
cannot de work properly and desired output can't produce so the organization cannot
achieve their targets and goals.
1.3 OBJECTIVES OF THE STUDY:

The main aim of the study is to analyze and examine level of job satisfaction among the
Sunrich Aqua Ltd. employees and to know the problems faced by the employees The
specific objectives are as follows:
1. To observe the level of satisfaction among of employees relating to the nature of the job
and other factors.
2. To identify the extent of job satisfaction in the Sunrich Aqua Ltd employees and its
impact on the job performance of the employees.
3. To examine satisfaction regarding the salary and other benefits of its employees.
4. To suggest suitable measures to improve the overall satisfaction of the employees in the
organization.
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1.4 SCOPE OF THE STUDY:

In the survey an attempt has been ma to analyze the job satisfaction of employees of
Sunrich Aqua Ltd Latur. The scope of the study is limited to Sunrich Aqua Ltd. Latur plant
only.
The Head office is situated at LATUR. The study tries to understand the level of satisfaction
among the employees of Sunrich Aqua Ltd. Latur. It further explains the area on which
employees are mostly dissatisfied. Job satisfaction of the employees has been analyzed on
the basis of the following job related factors.
 Salary and monetary benefits.
 Job Satisfaction.
 Working Environment.
 Employees Participant.
 Freedom of Expressions.
 Nature of Job.
 Interest Taken By Supervisors.
 Supervisors And Sub- Coordinate relationship
 Medicare And Loans
 Conveyance
 It is helpful to identify level of satisfaction towards motivation.
 The study is helpful to the organization for identify the area of dissatisfaction of the
employee.
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1.5 IMPORTANCE OF THE STUDY:

The study of Employee satisfaction is of utmost importance for employees to remain happy
and also deliver their level best.
Satisfied employees are the ones who are extremely loyal towards their organization and
tick to it even in the worst scenario.
They do not work out of any compulsion but because they dream of taking their
organization to a new level. Employees need to be passionate towards their work and
passion comes only when employees are satisfied with their job and organization on the
whole.
Employee satisfaction leads to a positive ambience at the workplace. People seldom crib or
complain and concentrate more on their work.
The first benefit of employee satisfaction is that individuals hardly think of leaving their
current jobs. Employee satisfaction is essential to ensure higher revenues for the
organization.
Satisfied employees tend to adjust more and handle pressure with ease as compared to
frustrated ones. Employees who are not satisfied with their jobs would find a problem in
over small thing and be too rigid. They find it extremely difficult to compromise or cope up
with the changing times, On the other hand, employees who are happy with their jobs
willing participate in training programs and are eager to learn new technologies, software's
which would eventually help them in their professional career. Satisfied employees accept
challenges with a big smile and deliver even in the worst of circumstances.
1.6 LIMITATIONS OF THE STUDY:

 Collecting information from people during the working hours was also critical.
 The employees do not show any interest in filling the questionnaire because they
thought that it is not beneficial for them.
 Due to busy with their work, co-operation of the respondent were less.
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2. ORGANIZATION PROFILE:
ABOUT ORGANIZATION OWNER- MUNDADA FOOD PRODUCTS,
HEAD OFFICE- MIDC, LATUR
ADDRESS: G-12. MIDC, LATUR, KALLAM ROAD, LATUR MIDC, LATUR.

Sunrich Aqua PVT. Ltd. Is a mineral water manufacturing company with an ISI mark
started in 2005. It is private limited company which is situated in MIDC Latur.
It is local company Sunrich Aqua Pvt. Ltd. is pleased to introduce ourselves as a fast
growing mineral water company. It is engaged in manufacturing and marketing of 20 lit
Mineral water jars exclusively & is coming up with a Gutka company in year 2009. They
proudly follow the specifications of Bureau of Indian Standards and ensure to provide
hygienic ionized mineral water at very competitive rates. The company slogan is "We don't
challenge to be no. 1 but nobody can pace us second to anyone regarding product &
services". SUNRICH AQUA
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2.2 PRODUCT RANGE:

The uniqueness of Sunrich brand is that they manufacture & process packed drinking
water in 20liters jars. only 20 liters jars are made of PET material which is worldwide
accepted durable, long lasting & food grade plus is non-toxic odorless & sparking in
appearance in need. Sunrich is much focused on manufacturing, processing & filling of 20
exclusively to ensure you low safe water Sunrich Aqua is coming up with ½ liter pouch & 1
liter bottles.
Sunrich Aqua undergoes some terms for supply of 20 liter. Mineral water
jars:
l. Free delivery at your doorstep.
2. Provide clear pots without any deposits or rent for the consumption of daily one jar.
3. Rate for 20 lit. Mineral water jars is from Rs. 30-7o depending upon the quantity order &
transportation.
4. For the consumption of 20 jars daily Sunrich Aqua provide hot and cold water dispenser
machines without any charges. The machine are provided for the consumption of Sunrich
water only, The maintenance of the dispenser machine is provided by company & provides
the technical person for the repairing machines.
5. For the consumption less than 20 jars daily company provide hot and cold water
dispenser machines on rental basis or outright at very competitive rates i.e. Monthly rent it
is around Rs.500/- and deposit is taken Rs. 2000. The maintenance and repairing of
machine is responsibility of the company and provide technical person for the repairing
machines.
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6. Payments: According to consumption, the bills were sent on monthly basis. The
payments were made before or on 10th of every month. Deposits and rents of the machines
were paid in advance. All rates are excluding vat.
2.2 WHY ONE SHOULD USE, SUNRICH PACKAGED DRINKING WATER?

As the water supplies today are stretched to meet the demands of the ever increasing
population, more and more people in the urban areas are looking towards bottled drinking
water to meet some of their demands, while safety and health remain the most important
considerations they aren't always founded on facts. Hence arises the need for having
specific standards, especially in the wake of certain water related disasters.
WHO publishes Guidelines for Drinking water Quality based on which countries
their own national standards? Though stricter standards are applied for control in
packaged drinking water, at is not always easy to maintain such standards because of long
periods and higher temperature of storage also there is no agency to detect fraud at the
level of manufacture or distribution.
Keeping the above considerations in mind it is necessary to formulate policies

which do not separate it from health and develop an integrated food and water resource
management.
So it is necessary to detect the physical, chemical and microbiological contents

like E. coli, Salmonella. Shigella, V. cholerae, V. parahaemolyticus, ClBotulinum, ClWelchii,
Yeast & Mould etc. in various brands of packaged drinking water by conducting
appropriate tests So it is necessary to make the consumer and the authorities more
conscious and aware of the safety and hazards (if any) of consuming packaged drinking
water.
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2.3 RAW WATER SOURCE:

Sunrich raw water does not come from any open or ground source which ensures germ
free water quality it is not hard water i.e. free form absorbed salts of calcium and
magnesium which make causes kidding stone and arthritis.
2.4 WATER TREATMENT PROCESS:

The uniqueness of Sunrich water is that it not only goes through ultraviolet radiations.
Sand filters. Activated Carbon Filters and Micro filters but also advanced techniques of
Pesticide Removal Filters and ionization. These treatments improve overall enthusiasm
and working performances of human beings and proved to be anti-carcinogenic. Due to
ozone toxic substances are thrown outside the body. It also improves blood circulation.
Pesticide removing is the most necessary process in water purification. As pesticides are
carcinogenic and may cause stomach ache and total destruction and disturbances in
digestive systerns severely. Chlorination and DE chlorination is done for Sunrich water as
limited chlorine it necessary as it serves to destroy deactivate disease producing micro-
organisms and overall improvement in water quality. But over dosage may form
carcinogenic compounds so to fulfill primary purpose of chlorination and eliminate any
adverse effects proper testing is performed. This is one of the examples how Sunrich cares
for you, your body and peaceful mind also.
2.5 TESTING OF WATER:

Sunrich water undergoes through a stringent quality check at every stage of bottling. It
undergoes FIFTY TESTs according to Bureau of Indian Standards specifications. Sunrich
water is tested daily as BIS specifications in a well-equipped own house laboratories.
Physical and chemical testing of water is performed in own chemical Laboratory. Also
microbiological testing is performed in own microbiological laboratory. Further tests are
performed on a monthly basis by the third party i e. BIS approved Laboratory like Pesticide
Residues testing and much more.
2.6 WORKERS HYGIENE AND FACTORY HYGIENE:

Sun rich knows how important to you pure water and performs our best to provide you
pure water. The delivery boys, workers and other employees get training programs
regarding feet and personal hygiene and factory hygiene. The transport vehicles are also
well manned fleet and maintained hygienically.
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2.7 MACHINERY & EQUIPMENT:

All machines like Water Treatment, Bottling, Lab equipment etc. will come under these
Utilities:
 Water Electricity Air Conditioning, air compressor etc.

 Liaison Expenses: sense & other Government License expenditure.
 Consultancy Charges: Like ISI Consultancy project funding etc.
 Building Cost Construction, interior cost.
2.8 MINERAL WATER/PACKAGED DRINKING WATER PROJECT CONSISTS

OF FOLLOWING:
RAW WATER SOURCE PET BOTTLE BLOWING MACHINE

Raw Water Transfer PET BOTTLE Rinse, Fill, cap, Label Machine
Raw Water Storage POUCH Form, Fill & Seal machine
Water Treatment System GLASS Rinse, Fill & Seal machine
Water Testing Facility 20 Liter JAR Washing & Filling Machine
Production Machineries Injection Molding Machine
2.9 WATER SOURCE:

Water should be collected from the source which should be well protected, available easily.
Un-contaminated. Sources can be anything viz. Bore well water Line, Closed Ring Well
Municipal Supply Line or other source where treatment is possible.
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2.10 WATER TRANSFER:

Water is transferred to Raw water Storage
Tanks using proper pumping system and un-
contaminating piping work. Either
Submersible Pump or surface mounted
Centrifugal pump can be used with good
quality UPVC or CPV Cross piping can be used
for this application.
Water Treatment System:

Complete purification system comprising
of :
 Raw Water feed Pump.

 Chlorine dosing system.
 Multi Media Filtration for Coarse
filtration.
 Activated Carbon Filtration.
 Water Softening Anti Scalene.
 Treatment Process Reverse Osmosis Or Nano Ultra Filtration.
 Purified Water Storage in Stainless steel tank.
 Transfer Pump in stainless steel.
 Micron Cartridge Filtration (0.2 Micron).
 UV Sterilization.
 Ozone Disinfection.
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2.11 SEMI AUTO BLOW MOULDING

MACHINE:
Semi Auto Blow Molding Machines are engineered to

perfectly match up with the specific working needs of
different related industry sectors. Providing for
optimum molding interface, these machines can also
be availed in different technical specifications as per
clients’ requirement for PET Blowing. Further these
can be made available in different working capacities
from 600, 1200 and 2000 bottles on per hour basis.
FEATURES:
 Highly functional range of Semi Auto Blow

Molding.
 Machines made available in Fully & Semi-
Automatic operation support Suitable for
meeting.
 The process application demands Filling
Machines for PET Bottles.
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2.12 FILLING MACHINES FOR PET BOTTLES:

offered are made available by us in world class design standards that meet the filling needs
of PET bottles With the machines finding Application in different industry sectors, the
precision construction standards of the systems assist in ensuring these matches up with
the specific process needs at client's end, some areas these are used in include for filling of
products like natural juice, milk, mineral water, synthetic juice, carbonated drink and
others.
Features:
 Rich industry experience in offering filling machinery interface for PET bottles.
 Machines made available in Fully & Semi-Automatic working possibilities.
 Can handle filling of PET bottles in different functional capacities.
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3. THEORETICAL BACKGROUND:
3.1 WHAT IS EMPLOYEE SATISFACTION?
Employee satisfaction is the individual employee's general attitude towards the job. is also
an employee's cognitive and affective evaluation of his or her job. Several factor such
Compensation and benefit, promotions, training, work tasks, coworkers, supervisors. Etc.
affects the job satisfaction of employees. A satisfied employee is a valuable asset for the
company the concept of job satisfaction traditionally has been of great: interest to social
scientists concerned with the problems of work in an industrial society. (Spector. 1997) A
number of consequences have been shown to result from job satisfaction/dissatisfaction,
both with respect to the workers' psychological well-being and with respect to the effective
functioning of organizations. Despite the large number of studies that have dealt with these
issues however, there has been little commutation of knowledge much of this difficulty
stems from problems in comparing studies and estimating trends due to difference in
measurement of job satisfaction, sampled populations and time periods of these,
differences in measurement techniques are especially problematic since a multitude of
indicators have been developed (Spector, 1997) and it is questionable whether they all
measure the same thing. An illustration of this is the various controversial research results
regarding to the relationship between job satisfaction and several demographic variables,
such as age and gender. (Snyder and Dietrich, 1992; Ang, Goh and Koh, 1993) So research is
necessary to examine the different ways of measuring job satisfaction. Such knowledge
would help researchers in assessing the dependence of their inferences regarding the
causes and consequences of job satisfaction on the indicators they have used to measure
the concept, and would thus facilitate the comparison of research findings. Job satisfaction
is closely related to the gratification of needs. It is composed of effective. cognitive and
behavioral elements. These elements vary in air intensity and consistency from one
individual to another. Thus, job satisfaction is the satisfaction is the satisfaction derived
from any pursuit directed by the process of fulfillment of the needs. It is the favorableness
or un-favorableness with which employees view their work. Results from specific attitudes
of employees in three areas viz.. Specific job factor. And individual adjustment on the job
and group relationship. Job satisfaction may refer either to a person a group considering
job satisfaction at the overall attitude of well-being with regard to job and its environment.
It is not difficult to know how an employee feels about his job The feeling about job is
directly affected by the job factors like salary, kind of work performed. Supervision,
working conditions opportunity for advancement etc. However, the alone some factor
affecting job satisfaction are not restricted to the on-the-job environment alone Some
factors pertaining to life away expectations, from work's are housing conditions. Health,
temperament desire expectation neurotic tendencies, unconscious conflicts etc. Therefore,
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it possible to effect of an individual's personal and social adjustment on job satisfaction, job
satisfaction has important implications on quality of work experience, Employees' mental
health and physical adjustment ultimately, it may have a direct or indirect effect on
organizational effectiveness influencing productivity, absenteeism, turn-over and other
aspect of employee's behavior. However, its measurement poses complex problems. An
interesting approach is to find out the difference between what an employee expects about
a particular factor and his actual experience with that factor the differential gap identified
by employee along with the importance attached to the factor by him gives a clear
understanding extent and nature of the his job satisfaction.
Another approach is the appraisal of one's perceived job values which sure congruent with
the basic needs. The study of job satisfaction is replete with valuable concepts. But these
concepts have been updated in the passage time. To have an understanding of the nature of
job satisfaction some important approaches have been presented here. The early
approaches to study the job satisfaction have focused on determining the proportion of
satisfied and dissatisfied workers. They have attempted to identify the determinants of job
satisfaction. Confining themselves to the examination of social-economic and demographic
characteristics like age, education, length of service, marital status etc., this inquiry has led
to the development of job context oriented approaches. Job contextual factors are the
factors surrounding the job like pay, working condition, job security etc. with the increased
interest in various aspects of the job there has been a change in the focus from the job
contextual factors to the factors relating to job content. Job content factors are extrinsic to
the job and are environment centered. They are recognition, responsibility, growth,
advancement and achievement. Both contextual and content approaches failed to provide
complete meaning to job satisfaction. Hence, individual differences' approaches have been
developed. These approaches focused on the needs of the individual, his expectations and
personality. Job satisfaction was considered as a function of extent to which worker
fulfilled by his job. The job characteristics models Propounded by Hackman and Lawler and
Hackman and Oldham have postulated that employee with high growth need strength
would experience more hob satisfaction than the employee with low growth need strength.
Though this the model have considerate the job characteristics which are related to
technology, they have ignored the social climate of a workplace.
To fill up gap, social-technical systems an approach technical as well has been made
Popular. According to this determine as social facts of a work place were considered as
factors that job the job satisfaction. These approch suggest the dynamic nature of the
concept of job satisfaction.
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3.2 THEORIES OF JOB SATISFACTION:

Job satisfaction theories have a strong overlap with theories explaining human motivation.
The most common and prominent theories in this area include: Maslow's needs hierarchy
theory; Herzberg's motivator-hygiene theory: these theories are described and discussed
below.
4. HIERARCHY OF NEEDS:
Although commonly known in the human motivation literature, Maslow's' needs hierarchy
theory was one of the first theories to examine the important contributors to job
satisfaction. The theory suggests that human needs form a five-level hierarchy consisting of
physiologic needs, safety, belongingness/love, esteem. and self-actualization. Maslow's
hierarchy of needs postulates that there are essential needs that need to be met first (such
as, physiological needs and safety). Before more complex needs can be met (such as,
belonging and esteem).
Maslow's needs hierarchy was developed to explain human motivation in general.

However, its main tenants are applicable to the work setting. And have been used to
explain job satisfaction. Within an organization, financial compensation and healthcare are
some of the benefits which help an employee meet their basic physiological needs safety
needs can manifest itself through employees feeling physically safe in their work
environment, as well as job security and/or having suitable company structures and
policies. When this is satisfied, the employees can focus on fooling as though they belong to
the workplace. This can come in the form of positive relationships with colleagues and
supervisors in the workplace, and whether or not they feel they are a part of their team/
organization. Once satisfied the employee will seek to feel as though they are valued and
appreciated by their colleagues and their organization. The final step is where the
employee seeks to self-actualize, where they need to grow and develop in order to become
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everything they are capable of becoming although it could be seen as separate, the
progressions from one step to the next all contribute to the process of self-actualization.
Therefore, organizations looking to improve employee job satisfaction should attempt to
meet the basic needs of employees before progressing to address higher-order needs.
However, more recently this approach becoming less popular as it fails to consider the
cognitive process of the employee and, in general, lacks empirical supporting evidence, In
addition, others have found fault with the final stage of self-actualization. The lack of a clear
definition and conceptual understanding of self-actualization, paired with a difficulty of
measuring it makes it difficult to measure what the final goal is or when it has been
achieved.
4.1 MOTIVATOR-HYGIENE THEORY:

Herzberg's motivator-hygiene theory suggests that job satisfaction and dissatisfaction are
not two opposite ends of the same continuum, but instead are two separate and at times,
even unrelated concepts. Motivating factors like pay and benefits, recognition and
achievement need to be met in order for an employee to be satisfied with work. On the
other hand, 'Hygiene' factors (such as, working conditions, company policies and structure,
job security. interaction with colleagues and quality of management) are associated with
job dissatisfaction. Dissatisfied Neutral Satisfied.
Figure 2: Graphical Representation of Herzberg's Description of satisfiers and

Dissatisfies
Because both the hygiene and motivational factors are viewed as independent, it is possible
that employees are neither satisfied nor dissatisfied. This theory postulates that when
hygiene factors are low the employee is dissatisfied, but when these factors are high it
means the employee is not dissatisfied (or neutral, but not necessarily satisfied whether or
not an employee is satisfied is dependent on the motivator factors. Moreover, it is thought
that when motivators are met the employee is thought to be satisfied. This separation may
aid in accounting for the complexity of an employee's feelings, as they might not feel both
satisfied and dissatisfied at the same time; or neither satisfied nor dissatisfied. Whilst the
Motivator Hygiene theory was crucial in first distinguishing job satisfaction from
dissatisfaction, the theory itself has received little empirical support. Herzberg's original
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study has been criticized for having been conducted with a weak methodology. As a result,
subsequent attempts to test this theory have obtained mixed results with some researchers
supporting it and others not. The concept of job satisfaction has been developed in many
ways by amity different researchers and practitioners One of the most widely used
definition in organization research is that Locke (1976), who defines job satisfaction as a
pleasurable or positive emotional state resulting from the appraisal of one's job or job
experience others have defined it as simply how content an individual is with his or her
job: whether he or she likes the job or not. In assessed at both the global level (whether or
not the individual is satisfied with the job overlay), or at the fact level (whether or not the
individual is satisfied with different aspects of the job), Spector (997) lists 14 common
facets: Appreciation. Communication. Co-workers, Fringe benefits. Job conditions, Nature of
the work, organization. Personal growth. Policies and procedures. Promotion
opportunities, Recognition, Security, and Supervision. A more recent definition of the
concept of job satisfaction from and Judge (2003), is Hulling who have noted that job
satisfaction includes multidimensional psychological responses to an individual's job, and
that these personal responses have cognitive (evaluative), affective emotional), and
behavioral components. Job satisfaction sales vary in the extent to which they assess the
affective feelings about the job or the cognitive assessment of the Affective job satisfaction
is a subjective construct representing an emotional feeling individuals have amount their
job. Hence, affective job satisfaction for individuals reflects the degree of pleasure or
happiness their job in general induces, Cognitive job satisfaction is a more objective and
logical evaluation of various facets of a job. Cognitive job satisfaction can be one-
dimensional if it comprises evaluation of just one facet of a job, such as pay or maternity
leave, or multidimensional if two or more facets of a job are simultaneously evaluated.
Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises
from specific job facets, but rather gauges the extent to which those job facets are judged by
the job holder to be satisfactory in comparison with objectives they themselves set with
other jobs. While cognitive job satisfaction might help to bring about affective job
satisfaction, the two constructs are distinct, not necessarily directly related, and have
different accident and consequences. Job satisfaction also be seen within the broader
context of the range of issues which can affect an individual's experience of work, or their
quality of working life. Job satisfaction can be understood in terms of its relationships with
other key factors, such as general well-being, at work, control at work, home-work
interface, and working conditions. A study title “analyze of factors affecting job satisfaction
of the employee public and private sector”. In India concluded that in in India employee
tends to love their job if they get what they believe is an important attribute of a good job
weightage factor of each such attribute on exhaustive has been calculated reasons sectors
and tenders wise study of job satisfaction has provided consistent picture with respect to
distribution of data set analyzed showed that most of the employee in 9nida are not
Page 22
satisfied with their job except for few like mail in common sector and female in educational
sector total job satisfaction level of the mail is found to be higher than that of woman. Total
job satisfaction level in manufacturing sector is found to be very low.
The assessment of job satisfaction through employee announce survey become common
place in 1930’s. Although prior that time there was beginning interest in employee attitude
there were only a handful of study published Latham bud-worth note that are in 1934 was
one first psychologist to used newly developed attitude measurement technique to assist
factory worker attitudes. They also not that in 1935 HOPPOK conducted a study focused
explicitly on job satisfaction hat is affected by both the nature of the job and relationship
with co-workers supervisors job satisfaction can be indicative a work behavior such as
organizational citizenship , and withdrawal behaviors such as absenteeism, turn over.
Further, job satisfaction can partly mediate the relationship of personality variable deviant
work behavior.
One common research finding is that job satisfaction corrected with life satisfaction. This
co-relation is the reciprocal, meaning people who are satisfied with the life tend to be
satisfied with their job and people who are satisfied with their job tend to be satisfied with
life, however some research has found that job satisfaction is not significantly related to
life satisfaction when other variable such as non-work satisfaction and core sale evaluation
are taken into an important finding for organizations to note is that job satisfaction has a
rather tenuous correlation to productivities on the job. This is vittles piece of information
research and business, as the idea that job satisfaction and job performance are directly
related to one another is obtained sited in the media in some non-academic literature. A
recent meta-analysis found surprisingly low correlation between job satisfaction and
performance. Further the Meta analyzing the relationship between can be moderated by
the job complexity that such for high complexity the correlationship between satisfactions
higher than for job of low to moderate complexity. additionally, one longitudinal study
indicated that among work attitude job name over commitment are potentially Besting that
increasing job satisfaction intentions Recent research good strategies for reducing
absenteeism and has also show that intention to quit alone an and behaviors. short- the
relationship of satisfaction to as often assumed and can be influenced by a of different as
straight the motion that "a happy worker number work-related constructs and
organizational is a productive worker should be the foundation of important than decision-
making For example, employee personality may even be more satisfaction in regards to
performance.
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5. REWARDS AND JOB SATISFACTION:

The first aspect that comes to mind when we think abort causes for job satisfaction is the
rewards a person gets while doing their job. Rewards can take a monetary form (money) or
be a more intangible reward, like the feeling a person might get when doing a job that helps
others (a nurse, for example). We can even think of a reward as the prestige you get for
actually doing a job Gas with a judge or other politicians). You see, rewards are in the eyes
of the beholder and are different for each person. which is why motivating a person with
rewards means you must apply the correct reward to the person that is receiving it. For
example, rewarding a nurse for a job well done monetarily might not be the best call
(beyond paying her salary, of course when a reward like a gift from her patients might be
more appreciated In some cases, rewards can take the shape of opportunity to move up in
the company. Someone working hard and wanting to get ahead in an organization might
feel rewarded if they are promoted. That promotion (and the recognition that comes with
is a means of recognizing the work the employee does and makes the employee feel better
about their job and the company, thus enriching their overall job satisfaction. One aspect of
job satisfaction that is not really reward-related is job security. Let’s face it some people
obtain job satisfaction from knowing the company they are in is stable and not going
anywhere. There are individuals who feel this is the most important aspect of a job, and
having a stable company makes them feel secure, which helps promote job satisfaction.
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5.1 JOB SATISFACTION AND PERFORMANCE:

Relationship between how satisfied to a people is with their job and their actual job
performance is open to because discussion and debate You see, hard to correlate those two
aspects Company, when people are asked it's be a ABC company certain percentage if they
get job satisfaction from working at ABC company what negative will say yes because they
think if the say no, there could if his negative consequence. After all, “if you tell your boss
you’re not satisfied your job, what if reply is Then I guess you better you leave?” Thus,
while we understand there is a correlation between satisfaction and performance. It’s hard
to definitively nail it down without survey error being present.
ONE THING IS CERTAIN:
There are two basic views of satisfaction and performance, and they are inverted to one
another. One believes that satisfaction leads to performance, while the other believes
performance leads to satisfaction. In effect, we are saying if someone is happy with their
job they will perform better, but in order to be satisfied, they have to perform in their job to
get that satisfaction. It is somewhat of a revolving door, and again, it is hard to distinguish
between whether satisfaction drives performance or if performance drives satisfaction.
Regardless of your viewpoint, it does not take a lot of thought to realize that if someone a
high level of job satisfaction, they will probably have has other hand, if someone is a high
level of performance. On the high level of performance. not satisfied with their job, they
probably will not have the same.
Job satisfaction is the level of contentment a person feels guarding his or her job. This
feeling is mainly based on an individual's perception of satisfaction Job satisfaction can be
influenced by a person's ability to complete required tasks, the level of communication in
an organization, and the way management treats employees.
JOB SATISFACTION FALLS INTO TWO LEVELS:
Affective job satisfaction and emanative job satisfaction Affective job satisfaction is a
person's emotional feeling about the job as a whole. Cognate job satisfaction is how
satisfied employees feel concerning s aspect of their job, such as pay, hours or benefits.
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5.2 MEASURING JOB SATISFACTION:

Many organizations face challenges in accurately measuring job satisfaction, as the
definition of satisfaction can differ among various people within an organization. However,
organizations realize that workers' level of job satisfaction can impact their job
performance and thus determining metrics is crucial to creating strong efficiency.
Despite widespread belief up the contrary, studies have shown that high performing
employees do not feel satiated with their job simply as a result of to high level titles
increased pay. This lack of correlation is an significant concern for organization. Since.
Studies also reveal that the implementation of pose HR practices in financial gain for the
organizational. The cost of employees is quite high, and creating satisfaction relevant to the
return on this investment is paramount simply put “positive work environments and
increased shareholder value are directly related.”
Some factors of job satisfaction may rank as more important than others, depending on
either on each workers needs and personal and professional goals. To create benchmark
for measuring and ultimately creating job satisfaction, managers in an organization can
employ proven methods such as the Job Descriptive Index on or the Minnesota satisfaction
Questionnaire These assessments help management define job satisfaction objectively
(MSQ). Important Factors Typically, five factors can be used to measure and influence job
satisfaction:
1. Pay or total compensation
2. The work itself (i.e., job specifics such as projects, responsibilities)
3. Promotion opportunities (i.e. expanded responsibilities, more prestigious title)
4. Relationship with supervisor 5. Interaction and work relationship with co-workers.
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Chapter 2
REVIEW OF LITERATURE
Page 27
Chapter 2
REVIEW OF LITERATURE
6. REVIEW OF LITERATURE:
Job satisfaction represents one of the most complex areas facing today's managers when it
comes to managing their employees Many studies have demonstrated an unusually large
impact on the job satisfaction on motivation of workers, while the level of motivation has
an impact on productivity, and hence also on performance of business organizations.
Unfortunately in our region, job satisfaction has not still received the proper attention from
neither scholars nor managers of various business organizations.
6.1 DEFINITION AND IMPORTANCE OF JOB SATISFACTION:

Despite it’s vide usage in scientific research, as well as in everyday life, there is still no
general agreement regarding what job satisfaction is. In fact there is no final definition on
what job represents. Therefore before a definition on job satisfaction can be given. the
nature and importance of work as a universal human activity must be considered.
Different authors have different approaches towards defining job satisfaction. Some of the
most commonly cited definitions on job satisfaction are analyzed in the text that follows:
HOPPOCK defined job satisfaction as,
“Any combination of psychological, physiological and environmental circumstances that

cause a person truthfully to say I am satisfied with my job”.
According to this approach although job satisfaction is under the influence of many
external factors, it remains something internal that has to do with the way how the
employee feel That is job satisfaction presents a set of factors that cause a feeling of
satisfaction Vroom in is definition on job satisfaction focuses on the role of the employee in
the workplace. Thus he defines job satisfaction as affective orientations on the part of
individuals toward work roles which they are presently occupying (vroom, 1964 one of the
most often cited definitions on job satisfaction is the one given by Spector according to
whom job satisfaction has to do with the way how people feel about their job and its
various aspects.
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The extent to which people like or dislike their job. That's dissatisfaction can appear in any
why job satisfaction and job combination of given work situation. Job satisfaction
represents positive or negative feelings that workers have meanwhile, when a worker
employed in towards their work. Desires and experiences which a business organization,
brings with one satisfaction represents the extent determinates expectations that he has
dismissed. Job satisfaction is closely linked to which expectations are and match the real
awards. Job that individual's behavior in 1985), Job satisfaction is a worker's sense of e
work place (Davis generally achievement and success on the job. this is perceived to be
directly linked to productivity well as to personal well-being. job satisfaction implies as
efforts. Job doing a job one enjoys, doing it well and being rewarded for one's satisfaction
further implies enthusiasm and happiness with one's work. Job satisfaction is the key
ingredient that leads to recognition, income, promotion, and the achievement of other goals
that lead to a feeling of fulfillment.
Job satisfaction can be defined also as the extent to which a worker is content with the
rewards he or she gets out of his or her job. Particularly in terms of intrinsic motivation.
The term job satisfactions refer to the attitude and feelings people have about their work.
Positive and Favorable attitudes towards the job indicate job satisfaction. Negative and
unfavorable attitudes towards the job indicate job dissatisfaction. Job satisfaction is the
collection of feeling and beliefs that people have about their current job. People's levels of
degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction.
In addition to having attitudes about their jobs as a whole. People also can have attitudes
about various aspects of their jobs such as the kind of work they do. their co workers,
supervisors or subordinates and their pay (George et al., 2008) Job satisfaction is a complex
and multifaceted concept which can mean different things to different people Job
satisfaction i usually linked with motivation, but the nature of this relationship is not clear.
Satisfaction is not the same as motivation. Job satisfaction is more of an attitude, an internal
state We consider that job satisfaction represents a feeling that appears as a result of the
perception that the job enables the material and psychological needs (Aziri, 2008). Job
satisfaction can be considered as one of the main factors when it comes to efficiency and
effectiveness of business organizational. In fact the new managerial paradigm which insists
that employees business organizations. Should be treated and considered primarily as
human beings that have their own wound, needs personal desires is a very good.
Indicator for the importance of job satisfaction in contemporary companies. When

analyzing job satisfaction the logic that a satisfied employee is a happy employee and a
happy employee is a successful employee. The importance of job satisfaction specially
mergence to surface if had in mind the many negative consequences of job dissatisfaction
such a lack of loyalty, increased absenteeism, increase number of accidents etc. Spector
(1997) lists three important futures of job satisfaction. First, organizations should be
Page 29
guided by human values such organizations will be oriented towards treating workers
fierily and with respect. In such cases the assessment of job satisfaction may serve as a
good indicator of employee state of High levels of job satisfaction may be sign of a good
emotional and mental employee second, use behavior of workers depending on their
satisfaction will affect the functioning and activities of the organization's business. From
this it can be concluded that job satisfaction will result in positive behavior vice versa and
dissatisfaction from the work will result in negative behavior of employees. Third, lob
satisfaction may serve as indicators of organizational activities Through job s evaluation
different levels of satisfaction in different organizational units can be define but in turn can
serve as a good indication regarding in which organizational unit changes that would boost
performance should be made. Christen, Ayer and Sober man (2006) provide a model of job
satisfaction presented in Figure 1 in which the following elements are included:
Job related factors, Role perceptions, Job performance and Firm performance.
6.2 FACTORS OF JOB SATISFACTION:

Job satisfaction is under the influence of a series of factors such as: The nature of work,
Salary, Advancement opportunities, management, Work groups and Work conditions.
When talking about factors of job satisfaction the fact that they can also cause job
dissatisfaction must be kept in mind. Therefore the issue weather job satisfaction and job
dissatisfaction are two opposite and excludable phenomena? There is no consensus
regarding this issue among authors Herzberg's Two Factor Theory is probably the most
often cited point of view. In fact the influence of factors the main idea is that employees in
their work environment are under that cause job satisfaction and factors that cause job
dissatisfaction.
Therefore all factors that have derived from a large empirical research and divided in
factor that cause job satisfaction of {motivator} and factor that causes job dissatisfaction.
 Hygiene factor of motivator

 company policy Achievement
 Supervision Recognition
 Interpersonal relations work itself
 Work conditions Responsibility
 Salary Advancement
 Job security
Their research proved that the higher the degree of job satisfaction the higher is the level
employee loyalty. Employee absenteeism causes serious additional costs for companies.
Therefore managers are in permanent pursue of ways how to decrease and reduce it to its
Page 30
minimum. Probably, the best way of reduce employee absenteeism would be through a
increase in the level of employee satisfaction. The main idea behind this approach is that
the higher the degree of job satisfaction is the lower employee absenteeism should be. Even
though the effects are modest the fact that job satisfaction contributes to decreasing the
level of employee absenteeism remains. Satisfaction is worth paying attention to, especially
since it is potentially under your control unlike some of the other causes of absenteeism
(e.g. illness, accidents). But as we said circumstances can alter this equation. As a manager
you could be implicitly encouraging absenteeism by enforcing company policies. If people
are paid for sick days. And if they must be "used or lost" this is pretty strong
encouragement for employees to be absent. In other words, you've helped create a culture
of absenteeism that can overcome the "satisfaction" effect. (Sweeny and Marlin, 2005)
When satisfaction is high, absenteeism tends to be low; when satisfaction is low.
Absenteeism tends to be high. However as with the other relationships with satisfaction,
there are moderating variables such as the degree to which people feel their jobs are
important. Additionally, it is important to remember that while high job satisfaction will
not necessarily result in low absenteeism.
Job satisfaction is likely to bring about high absenteeism. but satisfaction represents one of
the most complex areas facing today's managers when it comes to managing their
employees, although thousands of papers and research have been conducted on job
satisfaction all over the world. The job satisfaction on the motivation of workers, while the
level of motivation has an impact on productivity and hence also on performance of
business organizations. There is a considerable impact of the employee's is work and the
level of overall job satisfaction financial perceptions for the nature of compensation has a
great impact on the overall job satisfaction of employees.
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CHAPTER 3
RESEARCH METHODOLOGY
Page 32
CHAPTER 3
RESEARCH METHODOLOGY:
7. RESEARCH METHODOLOGY:
Research Methodology is way to systematically so he a research problem.
It explains the various steps that are generally adopted problem. Following is the brief
methodology adopted for the completion of this project report.
Research is a purposeful, precise and systematic search for new and

values. Research as a process knowledge, skills, and attitudes formulation involves defining
and redefining problems, hypothesis after careful organizing and evaluating data deriving
deductions, interference an conclusions testing.
7.1 RESEARCH DESIGN:

A research design purely and simply a basic frame work or plan for study that guide the
collection of data and analysis of the data. In this study we have adopted descriptive
research design in collection and analyzing the data. A research design is the determination
and start of the general approach and strategy adopted for a particular study or project.
The research has undertaken a comprehensive plan of the sequence of operation for the
descriptive study to achieve the research objectives with the arrangement of condition for
collection and analysis of data. The present research is regarding the implementation of
several of employee job satisfaction in Sunrich Aqua Ltd. Latur. The study is made in
order to know which employee satisfaction techniques does the company utilizes and
whether employees are satisfied or not with the current technique utilized in the company.
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the purpose with economy in procedure. The
research design is the conceptual structure within which the research is conducted; it
constitutes the blue print for the collection, measurement and analysis of data. As such the
design includes an outlines of what the researchers will do from writing the hypothesis and
operational implications to the final analysis of data.
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7.2 RESEARCH DESIGN OF EMPLOYEE SATISFACTION IN SUNRICH AQUA

LTD.:
 The study is to learn and know the Factories Act provisions followed at Sunrich the
study is made of the data gathered from the organization.
 The study is carried out in the form of report.
 In this case, the secondary data is required for e.g. data collected from the
organization's profile, website, etc.
7.3 METHOD OF RESEARCH:

Method of research is the way to systematically solve the research problem. It may be
understood as a science how research is done scientifically with research problem along
with the logic behind them. It is necessary for the researcher to know not only the research
methods or techniques but also the methodology. The method chosen for the research is
questionnaire method and the respondent for the survey had been selected through
random sampling. Following are the methods used in the research report: Ex post facto
descriptive research: In this type of research it is a quasi-experimental study examining
how an independent variable, present prior to the study in the participants, affects a
dependent variable. A quasi- participants are not randomly assigned. Experimental study
simply means.
7.4 SAMPLING:
Simple random sampling method is used in this research. The collection of data was by
distribution of questionnaires and asking questions to the employees. Simple Random
sampling is unrestricted .Random selection principle, where each population element has a
known non-zero chance of selection, is used in Simple random sampling. The term
sampling means a part of population or subset from a set of unit which is provided by some
process or other usually by deliberate selection with the object of provided by some
process or other usually by deliberate selection whit the object of investigating the
properties of the parent population is impossible task hence sampling. The survey that is
carried on using the given sample is called as survey there are methods of sampling used
for different methods of sampling used researcher.
The concept of sampling can be explained with an examination of the tea testing when a
person takes a sip of tea .He is actually testing the whole tea by testing of a part of a. In
sampling i of examining all the time only a few are examined as representation and the
conclusion are draw.
Page 34
SAMPLE SIZE:
The sample size I have taken for my project study is 20.
RESEARCH INSTRUMENT:
Questionnaire with close ended questions was used for collection of data.
JUSTIFICATION OF THE METHOD:
Why Questionnaire method?
l. Questionnaire has the tendency to draw accurate and precise information
2. Though it has been in annexure in English questionnaire provided but it has been
converted into Marathi for most of the workers.
3. Questionnaire provides structure the interviews, which helps in obtaining.
4. A true picture of the over the situations.
5 Questionnaire helps in data processing and in data interpretation.
RESEARCH AT SUNRICH
This indicates descriptive research, applied research, quantitative research, fact finding
research method.
DATA COLLECTION METHOD: Data collected for the project was the primary and
secondary data.
Method of data collection: The data source was collected through the employers in the
personnel and other department by undertaking the primary and second research Primary
data was collected by observation of HR member's activity and through questionnaires.
Secondary data is that data which was already collected by someone else and which
already exists. The source of this data includes websites, annual reports and documents of
the company. Analysis of data: After the data has been collected, it's the time to analysis it.
Thus analysis of the data requires a number of closely related operations by explaining the
data through various ways like tables, charts and theory Preparation of the report: The
final step is to prepare the report of what has been done. The report has been prepared
according to the report writing principal the objectives, clarity in presentation of ideas and
uses of charts have been maintained throughout report.
Page 35
7.4 HYPOTHESIS:
It is known fact to all that keeping a employee happy is management's responsibility as to
get the work done perfectly. But, to feel happy is employee's perception. So a satisfied
employee is essential element for improving efficiency and effectiveness.
 Job satisfaction is greater motivator, which keeps the employees always in high
morals.
 Job satisfaction among employees result in increasing the perception of the
organization.
Job satisfaction reduces the resistance among employees for the new implementations.
NULL HYPOTHESIS: there is no significant relationship between age and employee job
satisfaction.
ALTERNATIVES HYPOTHESIS: there is significant relationship between age and employee

job satisfaction.
LIMITATIONS OF THE STUDY:
 Collecting information from people during the working hours was also critical.
 The employees do not show any interest in filling the questionnaire because they
thought that it is not beneficial for them.
 Due to busy with their work, co-operation of the respondent were less.
7.5 TOOLS OF DATA COLLECTION:
A) PRIMARY DATA:
This includes
1. QUESTIONNAIRE METHOD:
The present research work makes use of structured questionnaire to elicit information
from various employees. Some information is also collected by unstructured questions.
The data collected from source and which was not used for other research is called as
Primary data. This is the process where first-hand information was collected. The
researcher derives it after completing certain activities. This process is highly time
Page 36
consuming and al expensive. Under the survey method of collecting primary data a
detailed examination is carried out to go get the require data. This was done by personal
interview of the respondents. That, For questionnaire is prepared and the employee to be
interviewed is questioned on this basis. The method opted by me in this research was
personal interview method. For this very purpose I prepared the questionnaire was and
directed towards the employees of the Sunrich Aqua.
B) SECONDARY DATA:
This including company magazine, journals, facts sheets and publications. Books related to
disciplinary action and reference of standing orders acts 1946 websites and other websites
related to and search engines personal findings.
1. Human Resource Management.

2. Websites of Shree industries Pvt. Ltd.
I used interment, company reports and employee reports as secondary data source for this
project. Also referred newspapers, magazines as secondary source of data.
STATISTICAL TOOLS USED:
The main statistical tools used for the collection and analyses of data in this project are:
 Pier Charts
 Tables.
Page 37
CHAPTER 4
DATA PRESENTATION, ANALYSIS &

INTERPRETATION
Page 38
CHAPTER 4
8. DATA PRESENTATION, ANALYSIS & INTERPRETATION
1. Brand awareness regarding the companies of packed drinking water

in Latur city?
COMPANIES PERCENTAGE RESPONDENT

YES NO TOTAL YES NO% TOTAL
%
Meridian Aqua 33 17 50 66 34 100
Sunrich Aqua 41 09 50 82 18 100
Oxy Fresh 30 20 50 60 40 100
Kirti Gold 24 26 50 48 52 100
Others 16 34 50 32 68 100
INTERPRETATION: the brand awareness is the concept which is very popular in all the
organization. The brand awareness means the customer is personally known to the brand
which is available with the product. The various companies are carrying out the publicity
for their products to increases the brand awareness among the targeted customers.
CONCLUSION: The brand awareness is very important part of any organization and with the
help of various advertising campaigns company tries to increase their brand awareness among
the customers. The Meridian aqua company of packaged drinking water is on the 2 and position
in brand awareness and the Sunrich aqua is having the maximum brand awareness. So from the
above data we conclude that these companies are taking more efforts on the advertising and the
other activities which are helpful for brand awareness.
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2. Did you see any promotional campaign or advertise of packaged

drinking water?
OPINION RESPONDENT PERCENTAGE
Yes 39 78
No 11 22
Total 50 100
INTERPRETATION: the advertise is the inseparable part of any companies the advertising
is showing by any company for increasing the sale, brand awareness, brand perception etc.
the most the companies are trying to the sale as well as the brand image so they have to
advertise more. In this survey we see that the 78% customers are see advertise of the
companies.
CONCLUSION: the packed drinking water companies are the low budgeted companies
which are always trying to reduced the investment cost on advertise. This is the reason
why they do not focus more on advertising and that’s why ratio of this advertise is only
78% in the Latur city.
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3. If yes, then which companies mostly do advertisement?
YES NO TOTAL YES NO% TOTAL

%
Meridian Aqua 32 07 39 82 18 100
Sunrich Aqua 36 03 39 92 08 100
Oxy Fresh 26 13 39 66.5 33.5 100
Kirti Gold 17 22 39 43.5 56.5 100
Others 11 28 39 28 72 100
INTERPRETATION: the advertising is the very important part of any company an this is
always beneficial for company to increase their business and the related activities. The
purpose behind this question is to find out the average ratio of all the packaged drinking
water companies which invest more money on adverting and do maximum advertising of
their products.
CONCLUSION: The advertising always shows the good impact of the brand and with the
advertising the company is well known in all the segments, where the sale is impossible to
the company. The Sunrich aqua is the company which invests more on advertising and does
maximum advertising their brand and after that the meridian aqua and the Oxyfresh follow
the list.
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4. SHOP TYPE:
TYPES OF SHOP RESPONDENT PERCENTAGE
Juice Cold Drink And Food Shop 08 16

General Store Or Kirana Store 07 14
Pan Shop 06 12
Dairy Or Medical 09 18
Tea Hotel 02 04
Restaurant And Bar 18 36
Total 50 100
INTERPRETATION: in any organization the middleman palys a very important part and
with the help of these people the company is trying to supply their product to the
customers. The middlemen buy their product in bulk quantity and sell it the small quantity.
In these types of companies of companies the middleman are the distributors. So the
purpose behind this question is to out the types of shop which mostly purchases the
product of packed drinking water. And bar so the company has to focus on these types.
CONCLUSION: the most of the retailers are the owners of restaurant. This question shows
that the maximum no of retailers i.e. 36% are owners of restaurant and bar, their buyers of
packed drinking water are the owners of dairy or medical shop.
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5. Types of brands known in current market by retailers.
YES NO YES NO%

Meridian Aqua 38 12 76 24
Sunrich Aqua 43 07 86 14
Oxy Fresh 29 21 58 42
Kirti Gold 21 29 42 58
Others 12 38 24 76
INTERPRETATION: the retailers are the between the company customers which interact
daily with the customers. The various distributors which visited the shops and the
customers helps the retailers to know the various brands which are popular in the markets
and which are newly coming in the market. In this project this question because that brand
awareness is the most important concept which mostly impacts on the retailers mind.
CONCLUSION: the brand awareness program plays a very important role in the success of
any business organization. Every company wants to increase their market share. For this
they use the brand awareness program regularly. In this question we see that the
maximum numbers of customers i.e. the meridian qua which is having 76% awareness
among the retailers. For increasing the brand awareness the company will increase their
advertising and the distributors should visit each and every retailers shop in Latur city.
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6. Mostly purchase brand of packaged drinking water by retailers.
COMPANIES RESPONDENT PERCENTAGE
Meridian Aqua 14 28
Sunrich Aqua 18 36
Oxy Fresh 07 14
Kirti Gold 05 10
Others 06 12
Total 50 100
INTERPRETATION: the purchasing of product depends on the different reason which are
price, availability, profit, quality etc. the reason of this question is to find out the markets
numbers of retailers i.e. 36%purchase the brand Sunrich aqua and after that the brand
meridian aqua is purchased byb28% of the retailers.
CONCLUSION: the buying process and selling process is commonly practiced in all
companies and with the help of this, they make profits. The retailers are the important
middleman between the company and the customers. From the above graph we can say tat
the Sunrich has the maximum markets share in current market and it is also the preferable
product by the retailers.
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7. Monthly consumption of packaged drinking water ( no. of cartons).
MONTHLY CONSUMPTION RESPONDENT PERCENTAGE
Meridian Aqua 08 16
Sunrich Aqua 17 34
Oxy Fresh 11 22
Kirti Gold 09 18
Others 05 10
Total 50 100
INTERPRETATION: In Latur city, the maximum numbers of retailers purchase the carton
of the packaged drinking water which contains 12 bottles per cartons and they sale it to the
customers one by one so when they buy the cartoon they order in bulk. The purpose
behind this question is to know the maximum demand by retailers per month.
CONCLUSION: retailers are the middlemen between the company and the customers. They
know the actual demand of the customers and orders as per the demands. The maximum
numbers of the retailers i.e. 25-50 cartons per month from the distributors and 222%
retailers purchase the 50-100 cartoons per month.
Page 45
8. Size of pack mostly purchased by the customers.
Size Of Pack RESPONDENTS PERCENTAGE
1 Ltr. Bottle 16 32
2 Ltr. Bottle 07 14
20ltr Bottle 08 16
20 Ltr. Chilled Jar 12 24
½ Ltr. Bottle 04 08
Any other 03 06
Total 50 100
INTERPRETATION: the retailers are the person who directly connect with the customers
and who know the all the information which is relates with the customers like what
problem they face, price is retailers is they actually meet the customers and sale the
company’s product. And also this question is helping the researches to find out the mostly
demanded product of the packaged drinking water company.
CONCLUSION: this is the retailers’ survey which shows the maximum demanded product
in the market by the customers. They survey show that 1 liters bottles and 20 liters jar the
products which are mostly purchased by the customers.
Page 46
9. What attract you the most in choice of packaged drinking water?
ATTRACTION RESPONDEN
PERCENTAGE
PARAMETERS TS
Quality Of The Product 08 16

Margin Provided 13 26
Schemes 09 18
Service Provided By 11 22
Dealer
Any Other 05 10
Any Other 04 08
Total 50 100
INTERPRETATION: in the current market the packaged drinking water companies are
trying to attract the maximum retailers to purchase their product because the competition
is very high in this market. Once the retailer to purchases switches the brand then it is
generally not easy to return back to the last brand. The purpose behind this question is to
find out the factors which retailers mostly in section the packaged drinking water.
CONCLUSION: The retailer is the part of the company which buys the product of the
company in bulk quantity from the distributors and sells it is in the smaller quantity to the
customers. So company tries to find out the factors which are helpful for the company in
order to attract maximum no of retailers. From the above figure we see that 26% of the
retailer are attract toward the margin which is provided by the company and the second
most attracting factor is service provided by the distributors.
Page 47
8. DATA PRESENTATION, ANALYSIS & INTERPRETATION:

Q.1) Responses regarding whether the respondents are satisfied with the workplace of an
organization.
INTERPRETATION:
In above graph shows that 70% of respondents are satisfied, 20% respondents are highly
satisfied and remaining 10% respondents are neutral about In physical working conditions
in the workplace. Most employees are satisfied it may be because of the organization
provides good workplace environment or facilities such as good furniture, ventilation,
refreshment, safety equipment’s etc.
The term physical working conditions are presented. It refers to the surroundings within
which somebody works, taking into account aspects such as temperature, air quality
Lighting. Safety, cleanliness, and noise, working conditions are at the core of paid work and
employment relationships. Generally speaking, working conditions cover a broad range of
topics and issues, from working time (hours of work, rest periods, and work schedules to
remuneration, as well as the physical conditions and mental demands that exist in the
workplace.
Page 48
Q.2) Responses regarding working environment of organization:
INTERPRETATION: In above graph shows that 40% of respondents say environment is

autonomy, 40% respondent says participative and 20% says are satisfactory about
working environment of organization. The working environment of an organization must
good because it directly effects on the productivity or output of the worker. So the
participative and autonomy is the good environment for the organization and here the
Sunrich Aqua Ltd maintained in good extent.
The work environment can involve the social interactions at the workplace, including
interactions with peers, subordinates, and managers. Generally, and within limits,
employees are entitled to a work environment that is free from harassment. A hostile work
environment exists when unwelcome sexual conduct interferes with an employee's job
performance, or creates a hostile, intimidating, or offensive work environment. The term
work environment can also be associated with the physical condition of the building.
Healthy work environments will be free from problems associated with sick building
syndrome, which is often due to poor ventilation or off-gassing of chemicals used during
construction. The accumulation of molds and mildew may also lead to sick building
syndrome, the autonomy and participative working environment is good for the employees
of Sunrich Aqua Limited.
Page 49
Q.3) Responses regarding whether the respondents are satisfied with top
management of organization:
INTERPRETATION: In above graph shows that 45% of respondents are satisfied, 50%
are highly satisfied and 5% are neutral about to management of the organization The
results reveal positive correlation between top management leadership, employee
empowerment, job satisfaction, and customer satisfaction. Employee empowerment are
improved levels of job satisfaction are facilitated by top management leadership and
commitment to the TQM goal of customer satisfaction by creating an organizational climate
that emphasizes total quality and customer satisfaction. Effective strategies for achieving
employee empowerment and job satisfaction, together with top management leadership
roles in a TQM environment. The top management of Sunrich Aqua Limited is good
according to the most of the employees. The top management team of a company controls
decision making that affects everyone from the president down to entry-level employees.
Those decisions, along with the way the management members treat the staff, affect the
success of the company. Understanding those effects helps the management team make
changes as necessary to improve the achievement of the company.
Page 50
Q.4) Reponses regarding whether the respondent are satisfied with

compensation policy of the organization.
are highly satisfied and 5% are neutral about compensation policy of the organization, The
effective compensation strategy makes people feel the success and they speak about their
successes with their friends build the extremely excellent competitive advantage among
the competitors as the people feel, the organization really values the success and it can pay
the successful employees.
The effective compensation strategy manages the personnel expenses of the organization,
but it supports the performance management and differentiates the employees as the
successful ones are not motivated to search for a new job opportunity. The good
compensation strategy does not provoke employees to search the web lob boards during
the working hours, it makes them to focus on delivering the results as they can be
highlighted and they feel the highlight in their salaries. The successful compensation
strategy gains the competitive advantage and can speed up the innovation processes and
improve the management practices in the organization.
Page 51
Q.5) Responses regarding weather respondents are satisfied with the

working hours of the organization:
INTERPRETATION: in above graph shows that 70% of respondents are satisfied,15%

ar highly satisfied and 15% are neutral about working hours of the organization. The job
satisfaction involves several different spheres such as satisfaction with pay, promotion
opportunities, fringe benefits, job security, shifts, and hours of works and the
importance/challenges of the job. The study finds that satisfaction is significant based on
pay and benefits and job itself.
The hours of working are the main factors for the workers because there has link between
working hours and output produced by the workmen. So the most of the respondents
(employee) are satisfied and agree with working hours on workplace. The adequate and
accurate working hours results in minimize the backtracking of the material and wastageof
the raw material. The some respondents are only neutral about the working hours on job
so there is need of analyze why they are only in stage of neutral.
Page 52
Q.6) Response regarding whether the respondents are satisfied with

overall career proposal of the organization.
INTERPRETATION: in above graph shows that 70% of respondents are satisfied, 15%
are highly satisfied, 5% are neutral and 5% are dissatisfied about career prospect of the
organization. The most of the respondents (employees) are satisfied the overall career
prospect of the organization. Because of it may be the organization have good planning and
prospective of their employees.
The career prospect as education of employee as diploma, courses etc. by the organization,
having successfully completed the Master’s specialization in strategy and organization, you
will be well- equipped to follow a range of promising career paths. Our graduate have
embanked on career as junior consultant with renowned consultancy firms and as business
analysis for organization operating in variety of industries. Others have set up their own
business or obtained management position with multinational companies. So the Sunrich
aqua limited has the good career prospect towards employee.
Page 53
Q.7) Response regarding whether the respondents are satisfied with

welfare policy provided to employee by the organization.
INTERPRETATION: In above graph shows that 95% of respondents are satisfied and
5% ate dissatisfied about the welfare facilities provided to employees by the organization.
The employees Sunrich Aqua Limited indicates that we are satisfied about the welfare
facilities provided by the organization, yes it is good. The welfare facilities as, they provide
better physical and mental health to workers and thus promote a healthy work
environment. Facilities like housing schemes, medical benefits, and education and
recreation facilities for worker's families help in raising their standards of living. This
makes workers to pay more attention towards work and thus increases their productivity.
Employers gel stable labour force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation. Employee
welfare measures increase the productivity of organization and promote healthy industrial
relations thereby maintaining industrial peace. The social evils prevalent among the labour
such as substance abuse, erc are reduced to a greater extent by the welfare policies.
Page 54
Q.8) Response regarding which factors motivate employee mostly?
INTERPRETATION: In above graph shows that 30% of employees feel that salary
increment is the motivator, 35% feel that work recognition is good motivator, 20% feels
that motivational talk is good motivator, 10% feels that leave is the good motivator and
remaining 5% respondents feels that promotion is the good motivation factor for
employee. Motivators for employees today need to reflect the changing nature of work and
the relationship between manager employees. This isn't to say that shaping behaviors by
use of money, for example, doesn't have its place in today's workplace. We know, however,
that money is a short-term motivator. It's not a reliable long-term solution given today's
dynamically changing, complex work environment plus the number of disengaged,
unhappy employees points the way to finding more long-term motivators to inspire
employees to do great works. So the most of the employees feels that the work recognition
is the best motivator for them but the 30% of the employees are feels that salary increment
is the good motivator for them. Taking a deeper look at motivating employees, we know
now that employees' overall wellbeing is vital to performance. So it stands to reason that
improving employee wellbeing is a useful motivator. While money is important to our
wellbeing, most employees adjust their lifestyles over time to the increase in pay or bonus.
Reducing the benefit to financial well-being.
Page 55
Q.9) Response regarding whether the respondents are agree with the
promotion of salary and work is suitable.
INTERPRETATION: In above graph shows that 60% of respondents are strongly agree.
25% are only agreed and 15% respondents are neutral about the proportion of salary and
work suitability. Wage system is suitable under following situations: (l) when productivity
of an employee cannot be measured precisely. (2) Where quality of products is more
important than the quantity produced. (3) Where individual employees do not have any
control over production. (4) Where close supervision of work is possible (5) where work
delays are frequent and beyond the control of workers so the respondents are strongly
agree about the proportion of salary and work suitability.
Page 56
Q.10) Response regarding whether the respondent are satisfied with the
promotion policy of the organization.
are highly satisfied, 5% are dissatisfied and 5% are neutral about the promotion policy of
the organization. The promotion policy adopted by the organization is good and adequate
future workforce because the policies are updated and good as 75% respondents are
satisfied and the next level is highly satisfied that is 15%. So we can say that the employees
are agree and happy about the promotion policy of organization. It may be promotion tools
as in monetary benefits, leave and rewards offered by the organization Promotion
stimulates self-development and creates interest in the job. According to Yoder,
"promotion provides incentive to initiative, enterprise and ambition; minimizes discontent
and unrest; attracts capable individuals; necessitates logical training for advancement and
forms an effective reward for loyalty and cooperation, long service etc." The purposes and
advantages of promotions are to: recognize employee's performance and commitment and
motivate him towards better performance.
Page 57
Q.11) Response regarding overall satisfaction with the job in

organization.
INTERPRETATION: In above graph shows that the overall satisfaction with job as 55%
respondents says excellent, 35% says very good and 10% respondents say only well. It may
be because of organization maintained better wages policies and facilities in the workplace
Employee satisfaction is the level of contentment an individual feels toward their job. It is a
facet of employment that is seldom discussed, but is a very important element in any
workplace. It is important for businesses to monitor and understand satisfaction levels, and
for good reason: the level of satisfaction employees feel toward their job is directly related
to how successfully they perform their job. How long they remain at their current place of
employment, and most importantly, it impacts the collective culture of the business. The
satisfaction level is excellent and good because of the factors such as fair wages, good
relations, co-ordination, co-operation, physical working conditions, flexibility, recognition
working environment and all workplace conditions in the organization. is a result of good
employee relations maintained by the organization so the organization is successful to
satisfy the workforce. Therefore the overall employee satisfaction level is go% in the
Sunrich A Ltd Latur.
Page 58
CHAPTER 5
FINDINGS, CONCLUSION AND

SUGGESTIONS
Page 59
CHAPTER 5
FINDINGS, CONCLUSION AND SUGGESTIONS

9. FINDINGS, CONCLUSION AND SUGGESTIONS:
9.1 FINDINGS:
The findings of the study show that most of employees (respondents are satisfied and agree
about the organization overall performance.
1) It is found that most of the employees are satisfied with workplace of the organization.
2) As employees about working environment replies that the environment is Participative

and some employees think that environment is autonomy.
3) This is good thing that the most of the employees are satisfied and highly satisfied with
the top management and authority of organization.
4) The study finds that the most of employees are satisfied about the compensation policy
and plans of an organization, so it shows that the organization is successful in satisfy our
employees and it linked with the high motivational levels of employees.
5) It observed that the no difference exists between working hours and work content so
the most of the employees are satisfied.
6) The study finds that the organization has planned and maintained the career prospect of
the employees, so the most of employees are satisfied with overall career prospect.
7) The study finds that the motivation factors are different for each employee and the
salary and work is suitable to them.
8) Majority of the employees feel that there should be an incentive wage scheme for
efficient work in the organization.
9) The management should be more helpful and sympathetic towards the problems faced
by the workers at the workstation.
Page 60
9.2 CONCLUSIONS:
The table showing overall satisfaction of all employees:
% Level of
Sr. % of overall
Question
No. High satisfaction level
Satisfaction
Satisfaction
The physical working
1 conditions in the workplace 70 20 90
are?
How is the working
2 40 50 95
environment?
Are you satisfied with to
3 45 50 95
management?
In how much extent are you
4 satisfied with the compensation 75 20 95
policy of the organization?
The working hours are
5 70 15 85
satisfactory?
Overall career prospect of
6 75 5 80
organization.
The facilities provide to
7 95 5 100
employee are?
Do you agree that the
8 proportion of salary and the 25 60 85
work is suitable?
Are you satisfied with
9 promotion policy of the 75 15 90
organization?
Rate your overall satisfaction
10 35 55 90
with your job?
Average
60.5% 29.5% 90%
Therefore the overall employee satisfaction level is 90% in Sunrich Aqua Ltd Latur. The
employees are fully satisfied with the welfare facilities provided by the organization and
minimum level of satisfaction in the proportion of salary and work suitability and the
working hours in the organization.
Page 61
From above research have concluded that maturity of employee of Sunrich Aqua, strongly
satisfied, job satisfaction likely closely to work motivation. It may be viewed at one level ,as
an outcome of being able to succeed in acting in the according with ones motivation in this
sense satisfaction arises not perform of the job but from the ability to have need or motive
satisfied. It is assumed that have levels motivations will have psychological and behavioral
come satisfaction and organize output, lower absenteeism and lower likelihood or leaving
the Job satisfaction is favorable or unfavorableness with which employees view their work
and it is affected by both the internal and extern environment of the organization.
The results of the analysis induct that employee or Sunrich Aqua are more with job
content, status, dignity and respect they receive, job security, promotion and career
opportunity and recognition they get from the boss.
Research studies indicate that there can be satisfaction with the specific activity of the job,
with place and working condition under which the job is performed with specific factors
such as economic rewards, security, or social prestige etc. satisfied employees have long
tenure in the organizations. The results of the study indicate that the organization is
successful to hold human resource and satisfy them.
 Almost all the employees are satisfied with the wages paid to them.
 Employees are satisfied with the present working conditions and feel secure about
their job.
 Management shares a very good relation with the workers.
 Employees are satisfied with the facilities provided to them and are free to expire
their views freely to the management.
 Employees are satisfied with the training provided to them in improving their
performance.
 Overall the employees of Sunrich Aqua Ltd. are having a very high job satisfaction
and hence they are working with great enthusiasm and zeal to achieve organizations
goals.
Page 62
9.3 SUGGESTIONS:
i. To maintain the sustainable development and hold the workforce is needed as per
in current stage.
ii. There is need of change the working ours in the organization according the
employee.
iii. The satisfaction level is 90% of employees but there is need of to change some
areas of satisfaction by the organization.
Page 63
10. BIBLIOGRAPHY REFERENCES:
SR
REFERENCES
NO.
"Management and organizational behavior". Dr. P. Subba Rao, Himalaya publishing
1. house New Delhi.
2. Research Methodology Methods and Techniques: Kothari C. R.: willey Eoster: New
Delhi.
3. Aswathappa, K., Human Resource Personal Management.
CB. Memoria, Human Resource Management.
4. Deith Davis, "Human Relation at Work", Tata Mc Graw Hill Publications
5. Tripathi, "Personnel management industrial Relations"
6. P. Subba Rao, "Essentials of Human Resources and industrial Relations"

7. Hoppock, R. (1935). Job Satisfaction, Harper and Brothers, New York p. 47 g Spector,
P. E. (1997) Job satisfaction: Application, assessment, causes and consequences
Thousand Oaks, CA, age Publications,
8. Armstrong, M. (2006). A Handbook of Human resource Management Practice, Tenth
Edition, Kogan Page Publishing, London, p. 264.
Page 64
ANNEXURE-I
6.1 QUESTIONNAIRE
A STUDY OF EMPLOYEE SATISFACTION IN SUNRICH AQUA LTD. LATUR
A) Profile of respondent:…………………………………………………………………………………….....
Name of respondent: ……………………………………………………………………………………………..
Designation: …………………………………………………………………………………………………………..
Present position: ……………………………………………………………………………………………………
Gender: male / female
AGE:
18- 25 years
26-33 years
34-11 years
Above 42
EXPERIENCE:
0-5 years
6-10 years
11-15 years
16-20 years
21-25 years
QUALIFICATION:
M Phil
Masters
Graduate
SSC/HSC
Page 65
SALARY:
Less than 10,000
10,000 to 20,000
20,000 to 30,000
30,000 to 40,000
More than 40,000
Page 66
1. The physical working conditions in the workplace are?
a) Highly satisfied c) Satisfied
b) Dissatisfied d) Highly Dissatisfies
e) Neutral
1. How is the Working Environment?
a) Participative c) Whimsical
b) Autonomy d) Satisfactory
e) Whimsical
2. Are you satisfied with Top management?
a) Highly satisfied d) Neutral
b) Satisfied e) Highly Dissatisfies
c) Dissatisfies
3. In how much extent are you satisfied with the compensation policy of the
organization?
a) Highly satisfied d) Highly Dissatisfied
b) Dissatisfied e) Neutral / Neither agree
c) Satisfied nor disagree either
4. The working hours are satisfactory?
a) Highly satisfied d) Dissatisfied
b) Satisfied e) Neutral
c) Highly Dissatisfied
Page 67
5. The overall career prospect of the organization is?
a) Highly satisfied d) Satisfied
b) Dissatisfied e) Neutral
c) Highly Dissatisfied
6. The welfare Facilities provided to employees are?
a) Highly satisfactory d) Dissatisfactory
b) Satisfactory e) Neutral
c) Highly dissatisfactory
7. Which of the following factors motivates you most?
a) Salary increase d) Motivational talk
b) Leave e) Work recognition
c) Promotion
8. Do you agree that the Proportion of salary and the work is guidable?
a) Strongly agree d) Strongly disagree
b) Disagree e) Neutral
c) Agree
9. Are you satisfied with promotion policy of the organization?
a) Dissatisfied d) Highly satisfied
b) Highly satisfied e) Average
c) Satisfied
Page 68
10. Rate your overall satisfaction with your job?
a) Excellent d) Very good

d
b) Not good e) Good
d d
d c) Not at all.
Page 69

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SCHOOL OF MANAGEMENT SCIENCE, SRTMUN, SUB-CENTRE Department of MBA

The determinants of job satisfaction are as follows:

1. General Working Conditions,

2. Grievance handling procedures.

3. Fair evaluation of work done.

6. Working hours etc.

1.1 DETERMINANTS OF JOB SATISFACTION:

a) Organizational variables; and

People like to be treated with consideration. Hence considerate leadership in higher

4. PAY AND PROMOTIONAL OPPORTUNITIES:

5. INTERACTION IN THE WORK GROUP:

(b) It results in being accepted by others; and

(c) It facilitates the achievements of goals,

(2) EDUCATIONAL LEVEL:

Some other determinants of job satisfaction are as follows:

(i) General Working Conditions.

(ii) Grievance handling procedure.

(iii) Fair evaluation of work done,

(iv) Job security.

(v) Company prestige.

(vi) Working hours etc.

1.2 STATEMENT OF PROBLEM:

1.3 OBJECTIVES OF THE STUDY:

1.4 SCOPE OF THE STUDY:

 Salary and monetary benefits.

 Interest Taken By Supervisors.

 Supervisors And Sub- Coordinate relationship

 Medicare And Loans

1.5 IMPORTANCE OF THE STUDY:

1.6 LIMITATIONS OF THE STUDY:

HEAD OFFICE- MIDC, LATUR

ADDRESS: G-12. MIDC, LATUR, KALLAM ROAD, LATUR MIDC, LATUR.

2.2 PRODUCT RANGE:

2.2 WHY ONE SHOULD USE, SUNRICH PACKAGED DRINKING WATER?

Keeping the above considerations in mind it is necessary to formulate policies

So it is necessary to detect the physical, chemical and microbiological contents

2.3 RAW WATER SOURCE:

2.4 WATER TREATMENT PROCESS:

2.5 TESTING OF WATER:

2.6 WORKERS HYGIENE AND FACTORY HYGIENE:

2.7 MACHINERY & EQUIPMENT:

 Water Electricity Air Conditioning, air compressor etc.

2.8 MINERAL WATER/PACKAGED DRINKING WATER PROJECT CONSISTS

RAW WATER SOURCE PET BOTTLE BLOWING MACHINE

2.9 WATER SOURCE:

2.10 WATER TRANSFER:

Water Treatment System:

 Raw Water feed Pump.

2.11 SEMI AUTO BLOW MOULDING

Semi Auto Blow Molding Machines are engineered to

 Highly functional range of Semi Auto Blow

2.12 FILLING MACHINES FOR PET BOTTLES:

3.2 THEORIES OF JOB SATISFACTION:

Maslow's needs hierarchy was developed to explain human motivation in general.

4.1 MOTIVATOR-HYGIENE THEORY:

Figure 2: Graphical Representation of Herzberg's Description of satisfiers and

5. REWARDS AND JOB SATISFACTION:

5.1 JOB SATISFACTION AND PERFORMANCE:

ONE THING IS CERTAIN:

JOB SATISFACTION FALLS INTO TWO LEVELS:

5.2 MEASURING JOB SATISFACTION:

1. Pay or total compensation

2. The work itself (i.e., job specifics such as projects, responsibilities)

3. Promotion opportunities (i.e. expanded responsibilities, more prestigious title)