A STUDY ON

“JOB SATISFACTION”

DR REDDY’S LABORATORY

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 ABSTRACT
Employment fulfillment portrays how substance an individual is with his or her
activity. It is a generally ongoing term since in earlier hundreds of years the
employments accessible to a specific individual were frequently foreordained by the
control of that individual's parent. There are an assortment of components that can
impact an individual's degree of employment fulfillment. A portion of these variables
incorporate the degree of pay and advantages, the apparent reasonableness of the
advancement framework inside an organization, the nature of the working conditions,
authority and social connections, the activity itself (the assortment of undertakings
included, the intrigue and challenge the activity creates, and the clearness of the
expected set of responsibilities/prerequisites).

The more joyful individuals are inside their activity, the more fulfilled they are said to
be. Occupation fulfillment isn't equivalent to inspiration, in spite of the fact that it is
plainly connected. Employment configuration plans to improve work fulfillment and
execution strategies incorporate occupation revolution, work expansion and
occupation advancement. Different impacts on fulfillment incorporate the
administration style and culture, worker association, strengthening and independent
workgroups. Occupation fulfillment is a significant property which is much of the
time estimated by associations. The most well-known method for estimation is the
utilization of rating scales where workers report their responses to their employments.
Questions identify with relate of pay, work obligations, assortment of errands, limited
time openings the work itself and colleagues.

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 CONTENT

CH. NO. PARTICULARS PAGE

NO.

CHAPTER -1 INTRODUCTION

OBJECTIVES OF THE STUDY

NEED FOR THE STUDY
SCOPE OF THE STUDY
RESEARCH METHODOLOGY

LIMITATIONS OF THE STUDY

LETERATURE REVIEW
CHAPTER -2
CHAPTER -3 COMPANY PROFILE

INDUSTRY PROFILE

CHAPTER-4 DATA ANALYSIS & INTERRETATION OF

THE STUDY
CHAPTER -5 FINDINGS OF THE STUDY
SUGGESTIONS CONCLUSIONS

BIBLIOGRAPHY

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 CHAPTER- I
INTRODUCTION

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 INTRODUCTION
HR are a standout amongst the most significant resources of the association
and Assessing it current worth is both significant and troublesome, however it must be
done if this assets utility is to be advanced, the presentation of their asset will decide
the general adequacy of the association.
On technique for assessing their worth is through the evaluation of the atmosphere of
the association. They are working in the examination information demonstrates that
the activity fulfillment has a likens on the general association viability.
Association is comprised of individuals there for in the event that individuals don't
change, at that point the association can not change for acquiring the full co-activity
and excited help of the individuals in accomplishing the hierarchical goals, the
association must fulfill their needs and back up plan their sentiments.

Each association is extraordinary and less a remarkable sentiments and character past
its structures characters these each organization, manages its individuals in a
particular manner through its arrangements on distribution of assets, collective
activity example reward and punishment administration and basic leadership style and
so forth the association strategy and association with respect to all these and a group
of other related exercises impact the emotions frames of mind and conduct of its
individuals and results in the formation of a special authoritative atmosphere.

Thus work fulfillment is a result of authority rehearses correspondence parthur,

persevering through the fundamental attributes the working relationship among
individual and divisions of the association.

Worker work fulfillment isn't equivalent to inspiration. It is a greater amount of a

frame of mind, an inward condition of the individual concerned. It could, for instance,
be related with an individual sentiment of accomplishment.

Worker work fulfillment is a person's enthusiastic response to the activity itself. It is

his mentality towards his activity.

Definitions:

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"Representative occupation fulfillment is a general frame of mind towards one's
activity: the contrast between the measure of remuneration specialists get and the sum
they accept they ought to get."

- P. Robbins

"Worker work fulfillment does not appear to decrease nonattendance, turnover and
maybe mishap rates".

- Robert L. Kahn

Representative occupation fulfillment is characterized as "The measure of by and

large positive effect (or feeling) that people have towards their employments."

- Hugh J. Arnold and Daniel C. Feldman

"Representative employment fulfillment is the measure of joy or happiness related

with a vocation. On the off chance that you like your activity strongly, you will
encounter high representative occupation fulfillment . In the event that you disdain
your activity strongly, you will experience work disappointment."

By Andrew J DuBrins,

Representative employment fulfillment is one piece of life fulfillment. The earth

impacts the activity. Correspondingly, since an occupation is significant piece of life,
Employee work fulfillment impacts one's general life fulfillment. Supervisor may
need to screen the activity and prompt workplace as well as the representative's
mentalities towards other piece of life.

NEED FOR THE STUDY:

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Occupation fulfillment of the representatives is significant on the off chance that the
workers are fulfilled, at that point just the association can work easily builds its
generation, faces rivalry.

On the off chance that representatives are happy with their activity they will convey
an uplifting frame of mind. Thus the examination has been embraced to evaluate the
representative employment fulfillment which is essential for the association so as to
settle on cool headed choices.

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 SCOPE OF THE STUDY

The activity fulfillment alludes to an individual's sentiment of fulfillment on their

activity. It is not quite the same as individual to individual. The specialist has
estimated the degree of employment fulfillment in DR REDDYS LABORATORY
LIMITED
The examination considers the effect of 10 factors on employment fulfillment it
focuses on the impact of components as a rule, however no selective investigation is
made on them.

The examination considers just the perceptual components of workers and does not
concentrate on ground substances. The extent of study spread: work conditions,
remuneration, additional advantages, transport treatment of bosses, associates,
properly timings, complaint redresal instrument and advancement strategy.

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 OBJECTIVES OF THE STUDY

To think about the general employment fulfillment of bosses in DR REDDYS

constrained,

To measure the degree of fulfillment among administrators in DR REDDYS

lab rotary pvt ltd

To measure the relationship and human relations and employment fulfillment.

To discover the most distaining factors which impact their presentation in the
activity.

To give genial and functional proposals to improve work fulfillment of chiefs

in DR REDDY'S

To contemplate the development opportunity software engineers and Training

programs in DR REDDY'S LABAROTARY.

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 RESEARCH METHODOLOGY

RESEARCH DESIGN:

Research Design is characterized as the particular of techniques and methods for

obtaining the data required. For the most part the examination configuration is any of
the accompanying three sorts DESCRIPTIVE, EXPLORATORY and CASUAL.

DESCRIPTIVE STUDY:

Graphic investigation/examine is set apart by the earlier details of explicit research

questions. The specialist definitely knows a generous sum about the exploration issue
before the venture is started. Consequently this is picked for my examination.
RESEARCH INSTRUMENT:

HR research has a one principle research instruments in gathering essential

information. That is polls.

So as to separate direct data from the respondents, a pre-tried poll was get ready and
the equivalent was regulated to the respondents.

DATA SOURCES:

Information implies a gathering of certainties, all things considered, measurable

information is an accumulation of actualities in numerical figures.

The information sources are normally distinguished utilizing the sort of information
required. There are two sorts of information.

1. Primary information

2. Secondary information

PRIMARY DATA:

The direct data by the specialist by methods for perception up close and personal
addressing, phone meeting and mailing poll is called essential information. Essential
information comprises of unique data assembled for a particular reason

Wellsprings OF PRIMARY DATA;-

With the end goal of present examination, the essential information gathered from
respondents by reaching them by and by.

SECONDARY DATA:

Auxiliary information comprises of data that as of now exists some place, having been
gathered for another reason

LIMITATIONS

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 Time factor is the principle limitation for the investigation .

Sampling blunder isn't thought about.

The data given by the example casing is thought precise by specialist.

As the strategy received is Random Sampling, result may not be exact and
trustworthy.

As the example size is 100, entire of the realities couldn't be gathered.

The discoveries of the examination are kept distinctly to the inquiry posed in the
poll and through close to home meetings.

Project span period 45 Days.

The investigation has been conveyed in DR REDDYS LABORATORY LTD as it

were.

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 CHAPTER-II
INDUSTRY PROFILE
&
COMPANY PROFILE

INDUSTRY PROFILE

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The Biologic Industry creates, delivers and markets drugs bookkeeper for use as
meds. Biologic organizations can accord on the whole enveloping as well as cast
drugs. They are responsible to a variety of laws and guidelines pertinent the
protecting, testing and business of medications. The capital point of an exact Biologic
Industry is to propel examination and convey tranquilizes in change in accordance
with provid e blossom tribulation for the people in the societ y. The Biologic Industry
like added ventures is exposed to pursue emphatic standards and guidelines.

The Biologic Industry needs to pursue ru les about patent, business as healthy as
testing of medications that are selected to appear to the bazaar as prescriptions. Since
the beginning of the Biologic Industry in the nineteenth century, it has secured a
proceeded with way and now it has turned out to be one of the a great deal of
influencing and recognized industry in the apple with both fight and approval on its
part.

Pharmaceutical Industry is real bottomless demeaned on high the advancements and

disclosures that are manufactured to look for new kinds of medications and aswell to
look for new tender of drugs. One can aswell contrasts aural the business pertinent the
previously mentioned biologic or address and modified organizations aural the
Biologic Industry loo k to pursue d ifferent ways for the previously mentioned thing.
Biologic Analysis and Biologic Innovation are two real viewpoints in the Biologic
Industry:

MEDICATION DISCOVERY:

Medication Analysis is an activity through which dormant medications are exhorted

or found. It has been empiric in the cultivated that a great deal of the medications
were created by organization of detaching the alive essential from cures which are
adequate in qualities or through expansion friendly of examination acknowledged as
unintentional revelation.

This move is made progressed thereafter the examination is done and an issue is
articular as an inactive medication. The improvement takes homestead a while later
that as the essential is irate into a drug. So this is aswell exhorted as a very

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significant activity and has bounteous emphasize in the Biologic Industry. For the
native time ever, in 2006, all-around spending on pronouncement biologic packed
$643 billion,

indeed, even as development impeded to some degree in Europe and North America.
The United S tates represents about divided of the inside and out biologic market,
with $289 billion in yearly, deals pursued by the EU and Japan. Developing markets,
for example, China.

Russia, South Korea and Mexico outpaced that showcase, growing a huge81
percent.US aggregation advance was kept up even while included top businesses saw
moderated or no development. Desp ite this, the biologic business is — and has been
for a considerable length of time — the a great deal of helping of all organizations in
the U.S. In the commemoration Fortune 500 surve y, the p harmaceutical industry
bested the record of the a great deal of helping enterprises, with an affirmation of
17%on income.

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Indian Biologic Industry today is the forefront operator of India's science-based
industry with cutting edge arrangement capacities in the roundabout real esatate of
biologic achieve and innovation. A terrible sorted out division, the Indian Biologic
Industry is evaluated to be account $4.5billion, developing at about 8to9persent every
year. It

positions ver y top on the planet, in understanding of innovation, unrivaled and ambit
o f prescription icines produce. From basic cephalalgia pills to refined

a n t I b I o t I c s a n d c o m p l e x c a r d I a c o m p o u nd s , a l m o s t e v e r y t
yp e o f soporific is presently created indigenously.

It assumes a key job in declaration and edible improvement in the essential grounds of
meds, brags of prevalent makers and proliferating units acclimated by definitive
experts in USA and UK. Sweeping organizations related with this zone acknowledge
irate helped and advance headed this actuating improvement in the practiced 53 years
and put India on the Biologic guide of the world.

The biologic region is horrendous overflowed with included than 20,000 enrolled
units. It has communicated intensely in the bear two decades. The curve 250 biologic
organizations authority 70% of bazaar with bazaar mallet captivation nearly7%of the
bazaar share. It is an intensely blasted bazaar with seven sum hostility and
government sum control. The biologic business in India meets about 70%of the
nation's intrigue for total medications, biologic intermediates, biologic details,
synthetic concoctions, tablets, cases, orals and injectibles. There are around 250
abundant units and around 8000 Small Scale Units, which life systems the measure of
the biologic business in India (counting 5Central Public Area Units). These units
fallout the total ambit of biologic definitions, i.e., medications open for consuming by
patients and around 350 total medications. i.e., synthetic concoctions tolerating
ameliorative sum and adjusted for get together of biologic definition.

Fabricates are chargeless to repercussions any biologic fittingly acclimated by the

Biologic Ascendancy Authority. Innovatively capable and completely confident, the
biologic business in India has low expenses of creation, low R&D costs, cutting edge
exact labor, spine of urban research centers and a gradual addition absolute opposite

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of exchange. The Biologic Industry, with its prosperous precise gifts and investigation
abilities, exact by Intellectual Property organization is capable set to yield on the
widely inclusive market.

Equipped WORKFORCE:

India has a bowl o f framework with top legitimate and complex ampleness as aswell
achieved workforce. It has a cultivated arrangement power and English is much of the
time utilized. Proficient casework are accessible.

Financially savvy CHEMICAL SYNTHESIS:

Its piece of information chronological registry of improvement, praticularly in the

broadness of greater cost-valuable actinic amalgam for arranged biologic atoms is
cultivated . It gives a progressed variet y of total medications and fares grown-up total
medications.

Legitimate and FINANCIAL FRAMEWORK:

India has a multi year old private enterprise and suitably has a strong recognized
system and capable financial markets. There is as of now an acclimated widely
inclusive indu stry and business commu nit y.

Data and TECHNOLOGY:

It has an adequate course of action o f apple - classes educatio nal institutio ns and
acclimated qualities in Informatio n Techno logy.

GLOBALIZATION:

The countr y is focused on a chargeless bazaar encapsulation and globalizatio n. Most

importantly, it has a 70 on-screen character normal chic market, which is ceaselessly
developing.

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CURRENT SCENARIO

THE GROWTH SCENARIO

India's US $ 4 .1 billion biologic industry is developing at the measure of 14 percent

for each year. It is one of the better and a great deal of vanguard a piece of the
creating cou ntries. More than 20,000 enrolled biologic manu factures live in the
countr y. The quiet p harmaceutical industry accomplishment is acknowledged to beat
Rs.260 billion in the financial year 2002, which records aforetime 1 .3% of the inside
and out biologic part. Of this, total medications will accou nt for Rs. 54 bn (21%) and
definitions, the real Rs 210 b n (79%).

Official SUMMARY

This homestead been manufactured befitting in apperception the Indian Biologic

industry, its in advance sum when contrasted with the overall Biologic Industry.
India's US$ 3.1 billion biologic industry is developing at the measure of 14 percent
for every year. It is one of the better and a great deal of vanguard a piece of the
creating nations. The Indian Biologic territory is dreadful overflowed with included
than 20,000 enlisted units. It has communicated intensely in the persevere through
two decades. The curve 250 biologic organizations command 70% of the bazaar with
bazaar mallet captivation about 7% of the bazaar share. It is an intensely blasted
bazaar with astringent sum enmity and government sum control. At that point, we loo
k at the bazaar and heretofore book of P harmaceutical organizations in Ind ia which
expedites us to investigation MATRIX P HARMALABS

FUTURE PROSPECTS

The Indian Pharmaceuticals bazaar is acknowledged to capacity US$55 billion of

every 2020 from US$12.6 billion of every 2009. This was begun in a home "Indian
Pharma 2020: Propelling affirmation and acknowledgment, insight exact potential" by
McKinsey and Company. In the previously mentioned report, it was aswell referenced
that in a progressing heretofore situation, the pharma bazaar has the additional
inactive to capacity US$70 billion by 2020.

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Because of access in the populace of top resources gathering, there is real probability
that they will open a suspended US$ 8 billion bazaar for pack organizations
undertakings sum sedates by 2015. This was assessed in a home Emst and youthful.
The quiet pharma bazaar is assessed to pass up 2015. The blossom torment bazaar in
India to capacity US$ 31.59 billion by 2020.

The bartering of a wide range of biologic medications and prescriptions in the nation
remains at US$ 9.61 billion, which is acknowledged to capacity about US$ 19.22
billion by 2012. Accordingly India would completely turn into a worthwhile goal for
diagnostic preliminaries for all-around monsters.

There was increase house RNCOS pedigreed "Blasting Pharma Area in India" in
which it was anticipated that the biologic plans industry is acknowledged to
heretofore in the previously mentioned dwelling place the biologic business. The quiet
definitions bazaar will proliferate at a commemoration measure of about 17% in 2010
and 2011, inferable from access normal chic populace and quickened urbanization.

Ventures to fortify the Industry:

• Indian organizations charge to show up the fitting item blend for withstanding
moving toward development.

• Core skills will assume a significant job in free the drawing closer of flourishing
Indian Biologic organizations in the section item licenses organization a short time
later 2005.

• The organizations in an achievement to merge their position will acknowledge to

included going to at collusion and growth choices of either organizations or items.

• Research and improvement has reliably shocked the seat in the midst of Indian

COMPANY PROFILE
ABOUT THE COMPANY

Dr. Reddy's research facilities was established by Dr. Anji Reddy, business visionary
researcher, in 1984 the DNA of the organization; is exhausted from its draftsman and
17
his eyes to approve India's native investigation drove all-around biologic total,
.indeed, it is this soul of enterprise that has molded the accumulation to move toward
becoming what it is today. The conglomeration is centered around making and
conveying cutting edge and better articles than exhortation people advance recovering
lives.
Dr. Reddy's is the investigation based accumulation with precise chip tasks. The total
creates, articles and markets a propelled ambit of biologic articles India and abroad.
Dr. Reddy's produces achieved measurement frames, alive biologic fixings,
symptomatic, units, scientific are and biotechnology items. The basal examination
undertakings of Dr. Reddy's centered around scourge diabetes, bacterial diseases and
agony.
Since its introduction to the world in 1984, Dr. Reddy's has claimed to airing the
walkway of examination and increase in blossom sciences R whirlpool's has been a
missions to continue and propel the unrivaled of life, and they; hurls had around two
many years of making safe biologic Solutions with a definitive reason for legitimate
the apple a heather place. Dr. Reddy's complete and bear cutting edge biologic
blossom burden arrangements that people worship longer, recuperating and included
favorable lives. Reddy's comprehensive definitions acknowledge aswell become real
acknowledged in quality-cognizant adjusted markets, for example, the US and
Europe. We are good to go to progress real wings included and blow included lives
past the globe
In 1973, a while later tolerating six years of colleague in the achievement and
achieving of new innovations in total medications from available territory total IDPL,
Hyderabad. Dr Reddy's absitively to alpha up basal medications gathering around
then there were not many included players in the surreptitious region at that finish of
the biologic sum chain.

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In 1975, Dr. Reddy's begun the design of uniloids of which he was the organizer
overseeing head it was fact that they created a move that was to turn into the
verification of the collection in the years to come.
This move was native to gather and carbon R&D class whenever in advance of
essential the design of the plant. In view of the arrangement done in these labs he
complete a bulb in 1976 to produce, for the native time in India, biologic claimed
'metrodinazole' for the investigation of amoebic looseness of the bowels the biologic
turned into a hit.
In 1981, as overseeing overseer of acknowledged organics Ltd; Dr. Reddy's point was
to progress and achieve a propelled range of total medications to authorize the
biologic business to torrent their details. Liberated. There were distant from everyone
else a prop of – biologic organization's around then with the settlement to progress
more up to date medications bit they would not publicize the total to included
formulators. Here, Dr. Reddy's assumed an above job in beat the innovation and get
together of 'sulphamethonazole 'an enemy of bacterial in India. Increase dream was to
do it all alone, in light of the fact that that was the time that his extra concurrence with
association was aswell disintegrating. He understands his fantasy anon from that
point, again the acclimated Dr. Reddy's research centers in 1984. The activity and get
together of methyldopa was a definitive test.
The conglomeration has a few qualifications surprisingly. Getting the native biologic
accumulation from Asia Pacific (outside Japan) to be recorded on the New York
Banal Exchange (on April 11, 2001) is distant from everyone else one a piece of at
that point. What's more, as usual, Dr. Reddy's did it in the a great deal of troublesome
of issues border vast suspicion. Dr. Reddy's came up trumps not the only one
tolerating its cliché oversubscribed but rather aswell adequate the best expecting IPO
that year.
Dr. Anji Reddy's is physically fit acknowledged for his love for examination and
biologic disclosure. Dr Reddy's begun its biologic investigation customized in 1993
and aural three years it achieved its native rupture through by out permitting an enemy
of – diabetes particle to Novo Nor disk jockey in Advance 1997/With this genuine
infant yet relevant advance, the Indian business experienced a prime example turn
around in its heavenly attendant from getting acknowledged as only 'copycats' to
'trailblazers'! Through its prosperity, Dr. Reddy's spearheaded biologic investigation
in India. There are a few such affectations validity in the organization's change from a
total biologic (API) engineer into a precise chip all-around biologic collection today.

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Today , the total articles and markets API(Bulk Actives), Accomplished Dosages and
Biologics in more than 100 nations around the world, in promotion to tolerating a real
capable Biologic Analysis Pipeline. On the off chance that Dr. Reddy's begun its
native enormous move in 1986 from achievement and business total actives to the
quiet (Indian) bazaar to Accomplishment and sending out hard to-make total votes,
for example, Methyldopa to horrendous adjusted past business sectors, it needed to
not the only one influenced legitimate and recognized obstacles but rather aswell
activity intensely acknowledged outlook issues of Indian Pharma getting obvious as
makers of 'modest' and in like manner 'low quality' pharmaceuticals.

MANUFACTURING UNITS:

Cheminor drugs Ltd. Merged in to Dr. Reddy’s Labs in the year 2000-01 restructured
as Strategic Business Units.

Bulk

Branded conception

Generics

R&D arising business

Corporate centermost

Units: Strategic Business Units Bulk has 6units.

3 units in Bollarum

1 assemblage in Jeedimetla.

1 assemblage in Miryalaguda

1unit in PydiBhimavaram

 QUALITY POLICY:

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Dr. Reddy’s is committed to accommodate customer’s articles affair or above
exceptions consistently in agreement of specifications, delivery, abstruse support,
regularity acquiescence & competitive.

Customer Focus:

We are committed to contentment barter by accouterment articles and casework that

beat expectations consistently in agreement of quality, acceleration to market, supply
and competitiveness

Execution Excellence:

We will consistently advance systems, technologies, infrastructure, authoritative

acquiescence and abstruse support.

Competency Building:

We will ensure top akin of adequacy by alluring and application accomplished cadre
in all areas through around-the-clock apprenticeship and development.

Beneficial Partnerships:

We will advance and advance mutually benign relationships with all business
assembly and accommodate abiding amount to all stakeholders. Consistently advance
the procedure, technologies & basement to continuously bigger the superior of articles
produced. Ensure optimum training to all cadre answerable for superior
accompanying activities. Advance mutually benign accord with vendors, adorn the
superior of activity of advisers & accommodate abiding amount of shareholders.

• SOCIAL INITIATIVES:

We at Dr. Reddy’s yield pride in the company’s mission – to advice humans advance
convalescent lives. This cold is accomplished by accretion admission and
affordability of medicines through the company’s generics, API, and branded generics
products, and by acclamation unmet medical needs by addition through its Specialty
and NCE businesses.

We see Social Initiatives as an basic basic of Corporate Social Responsibility. Our

investments in the association accept gone above the adhoc cost of funds, to planned

21
programs in adequacy building. We do this by acknowledging the afterward
organizations:

ORGANIZATION STRUCTURE

Managing
Director

General
Manager

Manager Manager Manager Manager

Human Finance Contracts Marketing &
Resources Division Distribution

BOARD OF DIRECTORS:

Dr’s Anji Reddy, Chairman Late

GV Prasad, Chairman & CEO (Current)

K. Satish Reddy, COO & MD

Abhijit Mukharjee, President Global Genetics

Dr. Cartikeya Reddy, Senior Vice-President & Head Biologics

KB. Shankara Rao, Exicutive Vice-President IPDO

Vilas bholye, Head – Formulations Manufacturing

Dr. Raghav Chari, Senior Vice-President-Proprietary Articles

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Prabir Jha, Senior Vice-President Global Chief HR.

Amit Patel, Senior Vice-President & Head-NA Genetics

Saumen Chakraborty, President-Corporate

Umang Vohara, Chief Financial Officer

VS Vasudevan, Head of Europe Operations.

COMPANY VALUES

Our business practices are guided by accomplished ethical standards of accuracy

candor and transparency. To strive for arete in aggregate they think, say and so. The
ethics that adviser the thoughts and accomplishments are:

• Quality:

Reddy’s are committed to accomplishing the accomplished levels of superior in

aggregate we do to contentment customers, centralized & external, every time.

• Respect for the individual:

We advocate the self-esteem and address of anniversary added by creating an

accessible ability accessory for announcement of angle and account irrespective of
hierarchy.

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 CHAPTER-3
REVIEW OF LITERATURE

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 REVIEW OF LITERATURE

INTRODUCTION TO HRM:
The term human asset can be however of as, "the all out learning, aptitudes,
innovative capacities, gifts and aptitudes of an associations work power, just as the
worth, frames of mind and accepts of the people included.
HRM can be characterized as the arranging, coordinating and controlling of
HR.
HRM is a way to deal with the administration of individuals, in view of four
key standards. In the first place, HR are the most significant resources of an
association and their compelling administration is the way to its prosperity.

Second, this achievement is destined to be accomplished on the off chance that

he individual strategies and systems of the endeavors are firmly connected with, and
make significant commitment to the accomplishment of corporate goals and key
plans.
Third, the corporate culture and the qualities, hierarchical atmosphere and
administrative conduct that exude from that culture will apply a noteworthy effect on
the accomplishment of brilliance. This culture must, thusly, be overseen which
implies that constant exertion, beginning structure the top, will be required to get
them acknowledged and followed up on. At long last, HRM is worried about
coordination getting every one of the individuals from the association included and
cooperating with a feeling of basic reason.

HRM is proactive instead of receptive, that is continually anticipating what

should be done and after that doing it, as opposed to holding on to be determined what
to do about enlisting, paying or preparing individuals, or managing representative
connection's issues as they emerge. The systems for the utilization of HRM or labor
arranging, determination, execution examination, pay organization, preparing and the
executives advancement. In its quintessence, HRM is the subjective improvement of
individuals who are viewed as the most important resources of an association the
sources, assets, and end clients of all item and administrations.

25
 NATURE AND SCOPE OF HUMAN RESOURCE:
Complex Dynamism:
A nearby perception of representative uncovers that they are mind boggling
creatures that are physiological, mental, sociological, moral creatures. In the event
that human factor is appropriately used, it might even demonstrate a dynamic
intention power for running an association else, it turns into an aloof and ruinous
power.
A social System:-
HRM is errand of managing human connections, trim and building up the
human conduct and mentality towards the activity and hierarchical prerequisites.
A difficult Task :-
HRM is a difficult undertaking as representative; authoritative and societal
goals with the accessible assets must be achieved.

Elements of HRM can are comprehensively characterized into two classes,

viz.,
1). Administrative capacities. 2). Employable capacities.
Administrative capacities:-

Administrative elements of faculty the executives include arranging.

Arranging coordinating and controlling, every one of these capacities impact the
usable capacities.

Usable Functions:-
Usable elements of faculty the executives are identified with explicit exercises
of staff the executives viz., work, improvement, pay and relations. Every one of these
capacities are collaborated by overseeing capacities.

1. Employment incorporates work examination, human asset arranging,

enlistment, determination, position, acceptance and direction.

2. HRD improves execution evaluation, preparing, the board

advancement, vocation arranging and improvement, authoritative improvement.

26
 3. Compensation: it incorporates work assessment, pay and pay
organization, motivating forces, incidental advantages and government disability
measures.
Employment fulfillment portrays how substance an individual is with his or
her activity. The more joyful individuals are inside their activity, the more fulfilled
they are said to be. Occupation fulfillment isn't equivalent to inspiration, in spite of
the fact that it is unmistakably connected. Occupation configuration intends to
upgrade work fulfillment and execution, strategies incorporate employment
revolution, work extension and employment enhancement. Different effects on
fulfillment incorporate the administration style and culture, representative association,
strengthening and self-ruling work position . Employment fulfillment is a significant
trait which is regularly estimated by associations. The most well-known method for
estimation is the utilization of rating scales where representatives report their
responses to their employments. Questions identify with rate of pay, work duties,
assortment of errands, limited time openings, the work itself and colleagues. A few
examiners pose yes or no inquiries while others request to rate fulfillment on 1-5 scale
(where 1 speaks to "not in any way fulfilled" and 5 speaks to "incredibly fulfilled").

Definition
Employment fulfillment has been characterized as a pleasurable passionate
state coming about because of the examination of one's activity; a full of feeling
response to one's activity; and a disposition towards one's activity. Weiss (2002) has
contended that activity fulfillment is a mentality yet calls attention to that specialists
ought to obviously recognize the objects of psychological assessment which are
influence (feeling), convictions and practices. This definition proposes that we
structure mentalities towards our occupations by considering our emotions, our
convictions, and our practices.
History
One of the greatest preludes to the investigation of employment fulfillment was the
Hawthorne ponders. These examinations (1924–1933), fundamentally credited to
Elton Mayo of the Harvard Business School, looked to discover the impacts of
different conditions (most strikingly brightening) on specialists' efficiency. These
investigations at last demonstrated that novel changes in work conditions briefly
increment profitability (called the Hawthorne Effect). It was later discovered that this

27
expansion came about, not from the new conditions, yet from the information of being
watched. This finding gave solid proof that individuals work for purposes other than
pay, which made ready for analysts to explore different factors in occupation
fulfillment.
Logical administration (otherwise known as Taylorism) likewise significantly
affected the investigation of occupation fulfillment. Frederick Winslow Taylor's 1911
book, Principles of Scientific Management, contended that there was a solitary most
ideal approach to play out some random work task. This book added to a change in
mechanical creation ways of thinking, causing a move from talented work and
piecework towards the more current of sequential construction systems and time-
based compensations. The underlying utilization of logical administration by
enterprises extraordinarily expanded profitability since specialists were compelled to
work at a quicker pace. Be that as it may, laborers wound up depleted and
disappointed, in this way leaving specialists with new inquiries to answer in regards to
work fulfillment. It ought to likewise be noticed that crafted by W.L. Bryan, Walter
Dill Scott, and Hugo Munsterberg set the pace for Taylor's work.
Some contend that Maslow's chain of command of necessities hypothesis, an
inspiration hypothesis, established the framework for occupation fulfillment
hypothesis. This hypothesis discloses that individuals try to fulfill five explicit needs
throughout everyday life – physiological requirements, security needs, social needs,
confidence needs, and self-completion. This model filled in as a decent premise from
which early scientists could create work fulfillment speculations.
Occupation fulfillment can likewise be seen inside the more extensive setting
of the scope of issues which influence a person's involvement of work, or their nature
of working life. Occupation fulfillment can be comprehended as far as its associations
with other key elements, for example, general prosperity, worry at work, control at
work, home-work interface, and working conditions.
Models of occupation fulfillment
Influence Theory
Edwin A. Locke's Range of Affect Theory (1976) is apparently the most
acclaimed activity fulfillment model. The primary reason of this hypothesis is that
fulfillment is controlled by an inconsistency between what one needs in an occupation
and what one has in a vocation. Further, the hypothesis expresses that the amount one
qualities a given feature of work (for example the level of independence in a position)
directs how fulfilled/disappointed one progresses toward becoming when desires

28
are/aren't met. At the point when an individual qualities a specific feature of an
occupation, his fulfillment is all the more extraordinarily affected both emphatically
(when desires are met) and adversely (when desires are not met), contrasted with one
who doesn't esteem that aspect. To outline, if Employee A qualities independence in
the work environment and Employee B is uninterested about self-sufficiency, at that
point Employee An eventual progressively fulfilled in a position that offers a high
level of self-rule and less fulfilled in a situation with practically no self-rule
contrasted with Employee B. This hypothesis additionally expresses that a lot of a
specific aspect will create more grounded sentiments of disappointment the more a
laborer esteems that feature.
Dispositional Theory
Another outstanding activity fulfillment hypothesis is the Dispositional Theory
Template:JacksonApril 2007. It is an extremely broad hypothesis that recommends
that individuals have intrinsic airs that reason them to have propensities toward a
specific degree of fulfillment, paying little respect to one's activity. This methodology
turned into an outstanding clarification of employment fulfillment in light of proof
that activity fulfillment will in general be steady after some time and crosswise over
vocations and occupations. Research likewise demonstrates that indistinguishable
twins have comparative degrees of occupation fulfillment.

A huge model that limited the extent of the Dispositional Theory was simply
the Core assessments Model, proposed by Timothy A. Judge in 1998. Judge
contended that there are four Core Self-assessments that decide one's air towards
occupation fulfillment: confidence, general self-adequacy, locus of control, and
neuroticism. This model expresses that larger amounts of confidence (the worth one
places on his/her self) and general self-adequacy (the faith in one's very own
capability) lead to higher work fulfillment. Having an inside locus of control (trusting
one has power over her\his claim life, rather than outside powers having control)
prompts

29
 Hoppock (2009) in his study defined job satisfaction as any combination of
emotional, physical and ecological conditions that help a person to agree that he is
satisfied with his job. According to Hoppock method although job satisfaction is
influenced by many factors, it remains a bit internal that depends on the way how
employee feels.
Vroom (2010) definition focuses on the part of the employee in the workplace.
He defined job satisfaction as tender guidelines on the part of individuals toward work
roles which they presently inhabit.
ChitraKhirshnaswamy(2011) says job satisfaction is looked with three scopes,
the Job, employee holding the job, group relation infuencing the individual in and
outside the business. When expectations of both the employer and the employee
match then they are found to be satisfied and become productive, and also tend to
work longer in the organization.
Rajendran (2012) says employee satisfaction is correlated with work culture in
public sector industry.
Armstrong (2013) defined job satisfaction as attitude and feelings employees
have towards their work. Positive and good attitudes regarding job show job
satisfaction. Negative and bad attitudes about the job indicate job dissatisfaction.
George et al (2014) defined job satisfaction as a collection of feeling and
beliefs employee has regarding present job. Employee level of satisfaction can range
from extreme satisfaction to extreme displeasure. In addition to the attitude to job as a
whole, employee also have attitudes about few traits of their jobs like kind of work
they do, coworkers, managers or subordinates and also pay.
Chandrasekar (2015) says organization has to take responsiveness to make a
work environment which enriches the ability of employees to become productive in
order to increase profits. He even argued that employee to employee interactions and
relations are more important than money but management skills and energy are
required to improve the performance of the organization.
Mahmood B. (2016) found that job security and Coworker’s conduct influence
the public sector whereas private sector universities educators are more concerned
with Supervision, Salary and Promotional opportunities. The public and private
university faculty members show variation in the level of job satisfaction.
Gurusamy and Mahendran (2017) say that Salary occupies the First Rank for
defining job satisfaction when compared with other determinants based on their study.

30
 Raziq and Maulabakhsh (2016) found that working environments, career
growth chances, and progresses are the important factors in the job satisfaction and
motivation.
Machado-Taylor et al. (2017) found that job satisfaction depends on several
demographic factors like age, gender and psychology of the employee.
Waaijer et al, (2018) found that temporary employment affects the level of
satisfaction and well-being of workers. Also there might be inequalities between
permanent and temporary employees. Whereas highly educated employees consider
temporary jobs to be stepping stones to permanent jobs.
Clara Viñas-Bardolet (2019) based on his study found that knowledge based
employees are more satisfied than less knowledge employees. The satisfaction of
knowledge based employees depends mainly on the financial and nonfinancial
rewards given by the firm.

31
 CHAPTER-IV
DATA ANALYSIS
&
INTERPRETATION

32
 DATA ANALYSIS
1. Job provides scope to achieve goals?
Response Respondents % of Respondents
Strongly Agree 20 26.67
Agree 24 32
Neutral 10 13.33
Disagree 12 16
Strongly 9 12

24
25
20
No.of respondents

20

15 12
10 9
10

0
Strongly Agree Neutral Disagree Strongly
Agree

Interpretation:-
From the above table, it is clear that, 32 % of employees agree that
there is scope for achieving goals and 26% of them are strongly are agreed.

33
2. Freedom to take decision?

Response Respondents % of Respondents

Strongly Agree 5 6.67
Agree 10 13.33
Neutral 15 20
Disagree 20 26.67
Strongly 25 33.33

25
25
20
No.of respondents

20
15
15
10
10
5
5

0
Strongly Agree Neutral Disagree Strongly
Agree

Interpretations:-

From the above table, 13 % of employees agreed that they have The
freedom to take decision with the decision taking and 33% of employee doesn’t
have freedom to take decision.

34
3. Better position in near future?

Response Respondents % of Respondents

Strongly Agree 21 26.67
Agree 32 42.33
Neutral 10 13.33
Disagree 7 9.33
Strongly 5 6.67

Respondants

Strongly Agree
7 5 21
Agree
10
Neutral
32
Disagree
Strongly

Interpretations:-

From the above table, 42 % of employees agree that they can see themselves in a
better position in near future and 26% strongly agree that they can place
themselves in a better position very few disagrees for the above.

35
4. Working under in human working conditions:

Response Respondents % of Respondents

Strongly Agree 25 33.33
Agree 30 40
Neutral 11 14.67
Disagree 4 5.33
Strongly 5 6.67

Respondants

4 5
25 Strongly Agree
11
Agree
Neutral
Disagree
Strongly
30

Interpretation:-

From above table 40% of employees agree with the working conditions are
human and 33% of employees strongly agree.

36
5. Placing in a right place

Response Respondents % of Respondents

Strongly Agree 18 24
Agree 27 36
Neutral 13 7.33
Disagree 9 12
Strongly 8 10.67

30 27

25
No.of respondents

20 18

15 13
9 8
10

0
Strongly Agree Neutral Disagree Strongly
Agree

Interpretation :-

From the above table, 24% of the employees strongly agree that they are placed
in right position, 36% of the employees agree, while 23% of the employees
disagree for the above.

37
6. Relationship with your peers?

% of Respond
Response Respondants ants
Strongly Agree 19 25.33
Agree 29 38.67
Neutral 16 21.33
Disagree 6 8
Strongly 5 6.67

29
30

25
No.of respondents

19
20
16
15

10 6 5
5

0
Strongly Agree Neutral Disagree Strongly
Agree

Interpretation:-

From the above table 25% of the employees strongly agreed that they have good
relationship with their peers, 39% said it is good 8% said it is average, 67% said
they have poor relationship with their peers.

7. Your relationship with superior?

38
 Response Respondents % of Respondents
Strongly Agree 10 13.33
Agree 28 37.33
Neutral 25 33.33
Disagree 5 6.67
Strongly 7 9.33

28
30
25
25
No.of respondents

20

15
10
7
10 5
5

0
Strongly Agree Neutral Disagree Strongly
Agree

Interpretation:-

From the above table, 14% of the employees have an excellent relationship with
their superiors, 37% have good relationship 33% of employees are satisfactory
with their relationship with superior, 7% have poor relationship.

39
8. Benefits provided by the company?

Response Respondents % of Respondents

Excellent 12 16
Good 21 18
Average 18 24
Bad 9 12
Very Bad 15 20

25
21

20 18
No.of respondents

15
15 12
9
10

0
Excellent Good Average Bad Varybad

Interpretation:-

From the above table, 16% of the employees said Excellent benefits provided by
the company, 18% of employees Good, 24% of employees have good, 24% off
employees have average 12% of employees have bad, 20% of employees have
very sad opinion.

40
9. How do you feel about work load?

Response Respondents % of Respondents

Relaxed 13 17.33
Normal 45 60
Burden 7 9.33
Over Burden 3 4
Satisfy 8 10.67

Respondents

8 13 Relaxed
3
7 Normal
Burden
Over Burden
45 Satisfy

Interpretation:-

From the above table, 17.33% of the employees have told Relaxed work load,
60% of employees have normal, 9.33% of employees have Burden, 10.67% off
employees have satisfy the work load in the company.

10. How do you feel about responsibility?

41
 Response Respondents % of Respondents
Highly Response 36 48
Response 28 37.33
Not Response 3 4
No Opinion 8 10.67

40 36
35
28
No.of respondents

30
25
20
15
8
10
3
5
0
Highly Response Not No
Response Responce Opinion

Interpretation:-

From the above table, 48% of the employees feel highly Responsible, 37.33% of
employees Responsible, 4% of employees Doesn’t feel Responsibility, 10.67% of
employees no opinion on the responsibilities.

42
11. Qualification of suitable for your job.

Response Respondents % of Respondents

Matriculation 4 5.33
Graduation 20 26.67
PG / Tech 16 21.33
Professional 10 13.33
Over all 25 33.33

Respondents

4 Matriculation
25 20 Graduation
PG / Tech
Professional
10 16 Over all

Interpretation:-

From the above table, 5.33% of the employees said Matriculation for suitable
job, 26.67% of employees have Graduation, 21.33% of employees have PG /
Tech., and 33.33% of employees have over all qualification for the suitable job.

43
12. Satisfied the attitude of the Management?

Response Respondents % of Respondents

Highly Secure 13 44
Satisfied 28 37.33
Dis Satisfied 3 4
Neutral 5 6.67
Highly Decertify 6 8

45
45
40
No.of respondents

35
30
25
20
13
15
8
10 7
3
5
0
Relaxed Narmal Burden Overburden Satisfy

Interpretation:-

From the above table, 44% of the employees highly secured in their position,
37.33% of employees agreed at the attitude to management.

44
13. Your suggestion agreed in your company?

Response Respondents % of Respondents

Agree 23 30.67
Disagree 30 40
Some times 17 2
Never 5 6.67

Respondents

5
17 23 Agree
Disagree
Some times
Never
30

Interpretation:-

From the above table, 30.67% of the employees Agreed their suggestions are
agreed, 40% of employees Disagreed, 22% of employees some times agreed our
suggestions of the company.

45
14. Satisfied with the company rules?

Response Respondents % of Respondents

Highly Satisfied 47 62.67
Satisfied 18 24
Dissatisfied 6 8
Highly Dissatisfied 4 5.33

47
50
No.of respondents

40

30
18
20

10 6 4

0
Highly Satisfied Dis Highly
Satisfied satisfied Dissatisfied

Interpretation:-

From the above table 20% of employees have highly satisfy the personal
development, 32% of employees satisfy, 40% of employees dissatisfy, 8% of
employees highly Dissatisfy with the personal development.

46
 15.Superior reaction towards the complaints?

Response Respondents % of Respondents

Very much concern 20 26.67
Concern 31 52
Indifference 16 21.33
Un concern 8 10.67

Respondents

Very much
8 concern
20
16 Concern

Indifference

31 Un concern

Interpretation:-

From the above table, 26.67% of employees very much concern, 21.33% of
employees indifference with superior reaction.

47
 16. Do you belief in culture, ethics and followed by the company?

Response Respondents % of Respondents

Strongly Agree 21 28
Agree 25 33.33
Neutral 14 18.67
Disagree 8 16.67
Strongly Disagree 7 9.33

25
21
No.of respondents

20
14
15

10 8 7

5 2

0
Strongly Agree Neutral Disagree Strongly
Agree

Interpretation:-

From the above table, 28% of employees belief good culture, ethics follow of
company, 33.33% of employees agree, 18% if employees natural, 16.67% of
employees disagree, 9.33 of employee strongly disagree of company good culture and
ethics.

48
 17. Your over all opinion of the company?
Response Respondents % of Respondents
Excellent 27 36
Good 39 52
Average 6 8
Bad 3 4
Very Bad 0 0

Respondents

6 3 Excellent
27 Good
Average
Bad
39 Very Bad

Interpretation:-

From the above table 36% of employees excellent opinion of the company, 52% of
employees good opinion of the company, 8% of employees Average opinion of the
company, 4% of employees bad opinion, none of employees have very bad opinion
about the company.

49
 18. Your work unit always well planned?

Response Respondents % of Respondents

Always 40 53.33
In Most
Occasions 20 26.67
Some time 9 12
Rarely 6 8
Never 0 0

Respondents

0
Always
9 6
In Most Occasions
40 Some time
20
Rarely
Never

Interpretation:-

From the above table 53.33% of employees always Planned, 26.67% of employees
in most occasions well planned, 12% of employees some times planned for the
company.

50
 CHAPTER-V
 FINDINGS
 SUGGESTIONS
 CONCLUSION
 QUESTIONNAIRE

 BIBLIOGRAPHY

FINDINGS

51
 Profound quality of the respondents doesn't have opportunity to take choices. This
shows centralization in structure
Employees feel that they are big cheese in the deportment, which demonstrates
their degree of responsibility.
Employees in DR REDDYS LTD can see themselves in a superior position in
not so distant future which demonstrates the bearer development on the
organization.
Company effective in giving great working conditions.
Megacity of the respondents feels that they are come up short on.
Employees in the DR REDDYS LTD have great association with their friends,
bosses and sub-ordinates.

All most every one of the representatives have inspirational demeanor of the
administration towards security as workers feel profoundly verified in DR
REDDYS LTD.
Half of the Employees are not happy with the self-awareness.

Employees in DR REDDYS LTD are happy with the organization approaches

and methodology.

Employees in all dept are all around arranged while playing out their
exercises.

On the entire representatives in DR REDDYS INDIA LTD have Job

Satisfaction the contributing elements for their fulfillment are great
relationship, Working conditions, Company polices and different advantages.

52
 SUGGESTIONS

Ethical quality of the respondents doesn't have opportunity to take choices. This
shows centralization in structure
Employees feel that they are big cheese in the deportment, which demonstrates
their degree of duty.

Employees in DR REDDYS LTD can see themselves in a superior position in

not so distant future which demonstrates the transporter development on the
organization.
Company fruitful in giving great working conditions.
Megacity of the respondents feels that they are come up short on.
Employees in the DR REDDYS LTD have great association with their
companions, bosses and sub-ordinates.
All most every one of the workers have inspirational mentality of the
administration towards security as representatives feel very verified in DR REDDYS
LTD.
Half of the Employees are not happy with the self-awareness.
Employees in DR REDDYS LTD are happy with the organization
Employees in all dept are all around arranged while playing out their
exercises.

On the entire representatives in DR REDDYS INDIA LTD have Job

Satisfaction the contributing components for their fulfillment are great relationship,
Working conditions, Company polices and different advantages.

53
 CONCLUSION
Employment fulfillment is a positive methodology about one's occupation
coming about because of an assessment of its attributes. Employment fulfillment
speaks to a frame of mind instead of conduct. They accept that fulfilled workers are
more beneficial than disappointed has been a fundamental principle. An individual
with an abnormal state of occupation fulfillment holds positive sentiments about the
activity. At the point when individuals talk about the worker mentalities as a general
rule they mean employment fulfillment. It is extreme occupation for HR office to
guarantee work fulfillment among staff.

They additionally need a steady sentiment of prosperity, request better work and
family life equalization, and seek the association for satisfying even their locale
needs. These featured desires result in disappointment, and secures genuine position
joy remains an unfulfilled dream all the activity bouncing not withstand. In this way
the general occupation fulfillment of workers at DR REDDYS LABORATORY is
high.

The workers at DR REDDYS LABORATORY have a generally excellent high

respect and regard towards the organization's picture and eventual fate of the
Organization. From the past part information we can infer that the vast majority of the
representatives were happy with the under appeared, Salary Benefits Workload
Culture practices of the organization Incentives Job security Leaves and chance to use
aptitudes and adapt new abilities.

In general representatives in DR REDDYS LABORATORY, HYDERABAD have

Job Satisfaction the contributing variables for their fulfillment are great relationship,
Working conditions, Company polices and different advantages.

HRD improves execution evaluation, preparing, the board advancement, vocation

arranging and improvement, authoritative improvement

Remuneration: it incorporates work assessment, pay and pay organization, motivating

forces, incidental advantages and standardized savings measures

54
 QUESTIONNAIRE

Name:
Age:
Department:
Designation:
Please tick the appropriate
1. Does your job provide scope to achieve your goals? ( )
A) Strongly Agree B) Agree
C) Disagree D) Strongly Disagree

2. Do you have enough freedom to take decision at your work place? ( )

A) Strongly Agree B) Agree
C) Un decided D) Disagree
E) D) Strongly Disagree

3. Can you see yourself in a better position in near future? ( )

A) Strongly Agree B) Agree
C) Un decided D) Disagree
E) D) Strongly Disagree

4. Do you often feel that you are working under in human working conditions?
( )
A) Strongly Agree B) Agree
C) Un decided D) Disagree
E) D) Strongly Disagree

5. Do you feel that you are placed in a right place? ( )

A) Strongly Agree B) Agree
C) Un decided D) Disagree
E) D) Strongly Disagree

55
6. Are you able to maintain social relationship with your peer? ( )
A) Strongly Agree B) Agree
C) Un decided D) Disagree

7. How do you feel about your relationship with your superior? ( )

A) Good B) Satisfaction
C) Poor D) No Opinion
8. How you rate the following benefits provided by the company? ( )
1) Health 2) Loan 3) Housing 4) Security
5) Canteen 6) Bonus 7) Compensation
A) Excellent B) Good
C) Average D) Bad
E) Very Bad
9. How do you feel about your work load? ( )
A) Relaxed B) Normal
C) Burden D) Over Burden
E) Satisfied

10. How do you feel about responsibilities? ( )

A) Highly Responsible B) Responsible
C) Not Responsible D) No Opinion

11. What are the qualification of suitable for your job? ( )

A) Matriculation B) Education
C) PG /Tech D) Other specify
E) Overall

12. Are you Satisfied with the attitude of the management? ( )

A) Highly Satisfied B) satisfied
C) Dissatisfied D) Highly Dissatisfied

56
13. Are your suggestions agree in your organization? ( )
A) Agree B) Disagree
C) Some times D) Never

14. How far are you satisfied with the company rules & Regulations? ( )
A) Highly Satisfied B) Satisfied
C) Not Satisfied D) Highly Dissatisfied

15. Superiors reaction towards the matter you carried to them? ( )

A) Very much Concern B) Concern
C) Difference D) In difference
E) Very much un concern

16. Believe organization has good culture ethics and opinions? ( )

A) Strongly Agree B) Agree
C) Un decided D) Disagree
E) D) Strongly Disagree

17. What is your overall opinion of the company? ( )

A) Excellent B) Good
C) Average D) Bad
E) Very Bad

18. Is your work unit always well planned? ( )

A) Always B) In most Occasion
C) Some Timed D) Never

57
 BIBLIOGRAPHY

HUMAN RESOURCE MANAGEMENT … P. SUBBA RAO

PERSONNEL / HUMAN RESOURCE

MANAGEMENT … STEPHEN ROBBINS

HUMAN RESOURCE MANAGEMENT AN

INFORMATION SYSTEMS APPROACH … WAYNE F CASCIO

Searchingene:- Google

Websites:- www.dr reddys laboratory.co.in

www.quwstionsurvey.com

58