Project Report

(Project Semester June-July 2018)

“An analysis on employee satisfaction in agricultural warehousing at

LTC Commercial (P) ltd”

Submitted by
(Nandini Swami)
Student ID: 16BBAN059

LTC Commercial (P) LTD

Under the Guidance of

Faculty Internship Guide: Ms. Sunita Sharma Industry Guide:

Ms. Garima Bhatiya
Designation: Assistant Professor Designation: Senior
Manager

Department of School of Management

JECRC UNIVERSITY, JAIPUR

June to August, 2018

 DECLARATION
I, Nandini Swami student of BBA Vth Semester, studying at JECRC
University, Jaipur, (School of Management) hereby declare that the summer
training report on Employee Satisfaction submitter to LTC Commercial (P)
LTD , Jaipur in partial fulfilment of Degree of Bachelor of Business
Administration (BBA) is the original work conducted by me The information
and data given in the report is authentic to the best of my knowledge. This
summer training report is not being submitted to any other University for
award of any other Degree.

(Nandini Swami)
 CERTIFICATE

This is to certify that the project entitled “An analysis on procurement and
manufacturing in warehousing at LTC Commercial (P) LTD" submitted in
partial fulfilment of the requirement for the degree of bachelor’s in business
administration of JECRC University, Jaipur in subject of the seminar report, is
the bona fide project report carried out by Nandini Swami, student of JECRC
University, School of Management under my supervision. No part of this
project report has been submitted before any other degree.
Signature:
Ms. Sunita Sharma
Assistant Professor
JECRC UNIVERSITY
Dated:
 PREFACE

The Storage and Warehousing (S&W) industry is seen as a critical link in a

country’s overall logistics value chain, whose growth and modernization are
imperative to overall economic growth. S&W units have evolved rapidly from
the traditional four-walled, to modern and sophisticated multi-purpose, non-
refrigerated and climate controlled refrigerated (cold) stores which are
equipped with modern facilities of collecting, segregating, sorting and storing
agricultural perishable and non-perishable goods, raw materials and finished
manufactured goods. In India, the S&W sector is evolving, albeit rather
slowly, from a traditional business handling setup to becoming a critical link
in an integrated logistics network. The growth in S&W industry in India is
primarily being driven by growing manufacturing activity, rising and changing
pattern of domestic consumption, increasing international trade, the
emergence of organised retail in the country and increasing private and foreign
investments in infrastructure with the easing of government regulations. With
the change in consumer demand in favour of high value products and
horticultural crops, the importance of modern multi-purpose cold store
warehousing has grown manifold. The number of cold stores and the total cold
storage capacity has increased by nearly 50% and 60% respectively between
2004 and 2014.The National Centre for Cold Chain Development (NCCD,
2015) carried out a comprehensive demand-side analysis of the cold chain
infrastructural capacity in India. The study estimates both the installed and
required capacity across the different cold chain segments. The state-wise
break-up of the installed as well as required capacity has been thus assessed to
highlight the demand and supply mismatch. This analysis is of crucial
significance in the context of a developing economy such as India which has a
large population base to cater to, in the backdrop of their changing dietary
habits and rising demand for perishable items. It is emphasised in this context
that it is the lack of adequate storage facilities which result in loss of
agricultural produce and acts as a major hindrance in ensuring the availability
of good quality products for consumption during off-season period and
stumbling block in realising the objective of food security. The main objective
of this study is to understand the existing structure of the organised S&W
industry in India. This is achieved by analysing its performance at all- India
level based on key industrial financial and economic parameters. Given the
growing dominance of the Refrigerated S&W sub-sector within the overall
S&W sector in terms of its share in overall sector’s value of output and value
added, this study focuses on its performance across states by undertaking
detailed zone-wise analysis (where states are categorised into six zones). The
study also estimates cross-sectional trans log homothetic and non-homothetic
production functions to examine the estimated elasticity of substitution
measures among financial and economic ratios calculated on the basis of unit
specific information in ASI datasets is aimed at deriving: The scope of
analysis is defined by the objectives laid out in this study and the data
available. Data at five-digit level is used for the sub-sectors of the S&W
industry. See Table 1 for NIC-2004 and 2008 codes of the sub-sectors under
the S&W industry as adopted in 2005-06 and 2009-10 five-digit level data
respectively.
ACKNOWLEDGEMENT
It is my pleasure to be indebted to various people, who directly or indirectly
contributed in the development of this work and who influenced my thinking,
behaviour, and acts during the course of study. I express my sincere gratitude
to Mrs. Garima Bhatia, (Senior Manager) worthy for providing me an
opportunity to undergo summer training at LTC Commercial (P) LTD Jaipur. I
am thankful to her for her support, cooperation, and motivation which
provided to me during the training for constant inspiration, presence and
blessings .I also extend my sincere appreciation to Prof.(Dr) Rajeev Jain
(Director) our summer internship in charge Mrs. Sunita Sharma(Assistant
Professor) school of management whose contribution in stimulating
suggestions and encouragement helped me to coordinate in my training period
who provided his valuable suggestions and precious time in accomplishing my
project report. Lastly, I would like to thank the almighty and my parents for
their moral support and my friends with whom I shared my day-to-day
experience and received lots of suggestions that improved my quality of work.
 Executive summary
Theoretical knowledge as well as practical exposure is necessary in a
professional degree. Research project helps us to get familiar with real
environment of business. The research project and title "Employee
Satisfaction” is an original work. I have done this study in LTC Commercial (P)
LTD Jaipur.
The information garnered from employee
satisfaction surveys in agriculture commodities and warehousing give the
management knowledge that directly impacts the bottom line and fosters
positive employee relations in any or all of the following ways:
 Identifying cost-saving opportunities
 Improving productivity
 Reducing turnover
 Curbing absenteeism
 Strengthening supervision
 Evaluating customer-service issues
 Assessing training needs
 Streamlining communication
 Benchmarking the organization's progress in relation to the industry

The aim of my project is to study in detail was to measure the satisfaction

level of the employees in LTC Commercial (P) LTD. Research type is
Descriptive in nature. Both primary and secondary data was obtained. To
collect primary data, a structured questionnaire was designed. Apart from
overall analysis, satisfaction was measured on the basis of various
departments to which the employees belonged.

This exploratory cum descriptive project report is an attempt to

highlight various aspects of employee’s satisfaction, thoroughly analyzing the
reasons of dissatisfaction and finally giving effective suggestions to
management for better functioning at LTC Commercial (P) LTD in Jaipur.
 TABLE OF CONTENT

TITLE
I.
DECLARATION
II.
CERTIFICATE
III.
PREFACE
IV.
ACKNOWLEDGEMENT
VI.
EXECUTIVE SUMMARY
VII.
Chapter-1 Introduction of Title 1-7
1.1 Agriculture Warehousing
1.2 Advantages of Agriculture Warehousing for
agriculture commodities
1.3 Challenges and functions of Warehousing
1.4 Types of Warehouses

Chapter-2 Introduction of the Company

2.1 Introduction of LTC Agriculture (P) LTD 8-11
2.2 About LTC Agriculture (P) LTD
2.3 LTC’s Products and Services

Chapter-3 Experiential Work

3.1 Induction 12-28
3.2 Employee Satisfaction
3.3 Factors affecting Employee Satisfaction
3.4 Research Methodology
3.4.1 Objectives
3.4.2 Scope
 3.4.3 Research Design
3.4.4 Types of Research Design
3.4.5 Sample Design
3.5 Instrument of Data Collection
3.5.1 Instrument of Data Collection

Chapter-4 Data Analysis and Interpretation

29-45
Finding
45-46
Conclusion
47
Bibliography
48
 Chapter-1

Introduction of Agricultural Warehousing

1.0 Introduction

The Storage and Warehousing (S&W) industry is seen as a critical link in a

country’s overall logistics value chain, whose growth and modernization are
imperative to overall economic growth. S&W units have evolved rapidly from
the traditional four-walled , to modern and sophisticated multi-purpose, non-
refrigerated and climate controlled refrigerated (cold) stores which are
equipped with modern facilities of collecting, segregating, sorting and storing
agricultural perishable and non-perishable goods, raw materials and finished
manufactured goods. In India, the S&W sector is evolving, albeit rather
slowly, from a traditional business handling setup to becoming a critical link
in an integrated logistics network.

1.1Agricultural Warehousing

AGRI WAREHOUSING

MEANING & DEFINITION OF AGRICULTURAL MARKETING

The term agricultural marketing is composed of two words -agriculture and

marketing. Agriculture, in the broadest sense means activities aimed at the use
of natural resources for human welfare, and marketing connotes a series of
activities involved in moving the goods from the point of production to the
point of consumption. Specification, the subject of agricultural marketing
includes marketing functions, agencies, channels, efficiency and cost, price
spread and market integration, producer’s surplus etc. The agricultural
marketing system is a link between the farm and the non-farm sectors. In India
Agriculture was practiced formerly on a subsistence basis; the villages were
self sufficient, people exchanged their goods, and services within the village
on a barter basis. With the development of means of transport and storage
facilities, agriculture has become commercial in character; the farmer grows
those crops that fetch a better price. Marketing of agricultural produce is
considered as an integral part of agriculture, since an agriculturist is
encouraged to make more investment and to increase production.

1
 Thus there is an increasing awareness that it is not enough to produce a crop or
animal product; it must be marketed as well as agricultural marketing involves
in its simplest form the buying and selling of

agricultural produce. This definition of agricultural marketing may be

accepted in olden days, when the village economy was more or less self-
sufficient, when the marketing of agricultural produce presented no difficulty,
as the farmer sold his produce directly to the consumer on a cash or barter
basis. But, in modem times, marketing of agricultural produce is different
from that of olden days. In modem marketing, agricultural produce has to
undergo a series of transfers or exchanges from one hand to another before it
finally reaches the consumer.

The National Commission on Agriculture defined agricultural marketing as a

process which starts with a decision to produce a saleable farm commodity
and it involves all aspects of market structure of system, both functional and
institutional, based on technical and economic considerations and includes pre
and post- harvest operations, assembling, grading, storage, transportation and
distribution. The Indian council of Agricultural Research defined involvement
of three important functions, namely

i. Assembling (concentration)
ii. Preparation for consumption (processing) and
iii. Distribution.

A vast majority of the population of India lives in villages and agriculture is

the main profession of people since times immemorial. In the olden times,
the villages were self-sufficient and the population was interdependent.
People exchanged what they produced. The activity of marketing was of an
activity of distribution. As the means of transportation and communication
improved and the economic operations of the countries became more and
more complex, the process of marketing of agricultural produce also became
more and more complex. Newer arrangements for distribution came into
existence in this process the organization of marketing activities underwent a
change.

India has a vast agricultural raw-material base, and in the present times of
liberalization of economy, agriculture is also undergoing a sea change. The
multinational companies are rushing to India in the areas of fast food and
processed foods with the hope of utilizing this vast agricultural base. This has
created opportunities as well as challenges in the area of agricultural
marketing. On one hand, there are opportunities for the marketer, on the other
hand the land holdings of the farmers are getting smaller and smaller.
 2

They are unable to make heavy investments and reap benefits of scale. The
prices of agricultural products are falling, while the cost of inputs is
increasing. This situation has created several newer arrangements in the field
of agricultural marketing in India.

1.2 Advantages for Warehousing for Agricultural Commodities

Agricultural marketing is a specific part of marketing. It is related to

agricultural products only. It is the base of most of the economic activities of a
country. It brings marketable surplus to the market for sale. Farmers will keep
a portion of their produce for self-consumption and cattle and the remaining
portions are left for sale. Higher level of marketable surplus leads to greater
economic development. The importance of agricultural marketing is as
follows:

Optimization of input use and output produced: Agricultural marketing leads

to the optimization of resource use and output management. An efficient
marketing system can contribute to an increase in the marketable surplus by
scaling down the losses arising out of the Agricultural Marketing inefficient
processing, Storage and transportation. A well-designed system of marketing
can effectively distribute the available stock of modern inputs and thereby
sustain a faster rate of growth in the agricultural sector.

Increase in farm income: An efficient Marketing system guarantees to the

farmers better prices for farm products and induce them to invest their
surpluses in the purchase of modern inputs so that productivity may increase.
This again results in increase in the marketed surplus and income of the
farmers.

Widening of markets: A well known marketing system widens market for

products, by taking them to remote corners of the country to areas far away
from the production point e.g. paddy produced in Punjab and Haryana are sold
in remote tribal areas.

Another example is potato. The widening of the market helps in increasing the
demand on a continuous basis and thereby guarantees a higher income to the
producer.

Growth of agro-based industries: The agricultural marketing system helps in

the growth of agro-based industries and stimulates the over all development
process of the economy. Many industries depend on agriculture for the supply
of raw materials e.g. sugar industry, cotton industry, and silk industry.

Price movements: An efficient marketing helps the farmers in planning their

production in accordance with the need of the economy. This work is carried
out through the price signals.
 3

Adoption and spread of new technology: The marketing system helps the
farmers in the adoption of new scientific and technical knowledge.

Employment: The marketing system provides employment to millions of

persons engaged in various activities such as packaging, transportation,
storage and processing.

Addition to National income: Marketing activities add to the Nation's Gross

National Product.

Better living: Any plan of economic development that aims at diminishing the
poverty of agricultural population, reducing consumer food prices, earning
more foreign exchange or eliminating economic waste has to pay special
attention to the development of an efficient marketing for food and
agricultural products.

Creation of Utility: Marketing creates the following four types of utilities of

the product:

Overview of Agricultural Marketing

A. Form Utility: The processing function adds form utility by changing the
raw material into finished products e.g. paddy- rice; Wheat- bread, biscuit,
cake; Milk ghee, cream, cheese, skimmed milk, butter.

B. Place Utility: The transportation function adds place utility to products by

shifting them to a place of need from the place of plenty e.g. potatoes in plain,
milk at urban places.

C. Time Utility: The storage function adds time utility to the products by
making them available at the time when they are needed e.g. tamarind, rice in
offseason.

D. Possession Utility: The marketing functions buying and selling helps in the
transfer of ownership of goods from one person to another in the marketing
system. The points of view of producer, middlemen, and consumers are
different, but each is individualistic and concerned with his profit. From the
producer point of view, it is important to know whether the prices prevailing
in the market enable him to continue to produce or not, and what he should
produce and where and at what time he should sell it. Large-scale production
requires skill to sell it at remunerative price. A consumer looks at marketing
from the point of view of good and the prices at which they are offered.
Middlemen try to increase his profit margin by discharging various marketing
functions. Marketing has greater importance and significance for the society as
a whole than for any of the individual beneficiaries of the marketing process.
 1.3Challenges and Functions OF Warehousing

MEANING & DEFINITION OF AGRICULTURAL MARKETING

The term agricultural marketing is composed of two words -agriculture and

marketing. Agriculture, in the broadest sense means activities aimed at the use
of natural resources for human welfare, and marketing connotes a series of
activities involved in moving the goods from the point of production to the
point of consumption. Specification, the subject of agricultural marketing
includes marketing functions, agencies, channels, efficiency and cost, price
spread and market integration, producer’s surplus etc. The agricultural
marketing system is a link between the farm and the non-farm sectors. In India
Agriculture was practiced formerly on a subsistence basis; the villages were
self sufficient, people exchanged their goods, and services within the village
on a barter basis. With the development of means of transport and storage
facilities, agriculture has become commercial in character; the farmer grows
those crops that fetch a better price. Marketing of agricultural produce is
considered as an integral part of agriculture, since an agriculturist is
encouraged to make more investment and to increase production. Thus there is
an increasing awareness that it is not enough to produce a crop or animal
product; it must be marketed as well as agricultural marketing involves in its
simplest form the buying and selling of agricultural produce. This definition of
agricultural marketing may be accepted in olden days, when the village
economy was more or less self-sufficient, when the marketing of agricultural
produce presented no difficulty, as the farmer sold his produce directly to the
consumer on a cash or barter basis. But, in modem times, marketing of
agricultural produce is different from that of olden days. In modem marketing,
agricultural produce has to undergo a series of transfers or exchanges from
one hand to another before it finally reaches the consumer.

The National Commission on Agriculture defined agricultural marketing as a

process which starts with a decision to produce a saleable farm commodity
and it involves all aspects of market structure of system, both functional and
institutional, based on technical and economic considerations and includes pre
and post- harvest operations, assembling, grading, storage, transportation and
distribution. The Indian council of Agricultural Research defined involvement
of three important functions, namely

i. Assembling (concentration)
ii. Preparation for consumption (processing) and
iii. Distribution.
1.4TYPES OF WAREHOUSES

1. Private Warehousing
2. Public Warehousing
3. Contract Warehousing

Private Warehousing

A firm producing or owning the goods owns private warehouses. The goods
are stored until they are delivered to a retail outlet or sold. Potential advantage
of using a private warehouse is the ability to maintain physical control over
the facility, which allows mangers to address loss, damage, and theft. When
not in use they can rent it out.

The construction and maintenance of private warehousing can be extremely

costly. All the expenses have to be carefully analyzed and evaluated. These
are:
i. Fixed expenses and building and land acquisition costs which are high;
ii. Expenses incurred on ensuring that warehouses are properly equipped with
material-handling equipment like conveyors, fork lifts, hand trucks, racks and
bins, and dock levelers;
iii. The costs of salaries of staff required for peak activity periods which can
be very high since retrenchment during slack periods may not be possible;
iv. Extra payment to be made for work on Saturday and Sundays and holidays;
v. Generator and other services charges are required to be taken into account.
vi. The office and record-keeping equipment necessary for successful
warehousing operations has to be budgeted for;
vii. To this must be added the cost of such item as fuel, air-conditioning,
power and light.
viii. The cost of maintaining insurance records and of the premiums paid for
fire, theft, and also for workmen’s compensation.

Advantages
The advantages and disadvantages of private warehousing as against those of
public warehousing are:
a. Private warehousing offers better control over the movement and storage of
products as required by the management from time to time.
b. There is less likelihood of error in the case of private warehousing since the
company’s products are handled by its own employees who are able to
identify the products of their own company better.
c. If there is sufficient volume of goods to be warehoused, the costs of private
warehousing compare favourably with that of public warehousing. But private
warehouse may not be expected to be packed up to the brim all the while.
Therefore the costs of private warehousing per unit may actually be higher.

Public Warehousing

A public warehouse rents space to individuals or firm needing storage, some

provide wide array of services including packaging, labelling, testing,
inventory, maintenance, local delivery, data processing and pricing.

All the foregoing cost factors operate in public warehousing as well. But in
public warehousing, the expenses are distributed over several other
consignments of other clients. In most instances therefore can render better
service with greater flexibility for the user. A company running a private
warehouse will have to compare costs incurred with the total figure for the
complete service through public warehousing.

Advantages

a. It is generally less expensive and more efficient.

b. Public warehouses are usually strategically located and immediately
available.
c. Public warehousing is sufficiently flexible to meet most space requirements,
for several plans are available for the requirement of different users.
d. Fixed costs of a warehouse are distributed among many users. Therefore the
overall cost of warehousing per unit works out to a lower figure.
e. Public warehousing facilities can be given up as soon as necessary without
any additional liability on the part of the user.
f. The costs of public warehousing can be easily and exactly ascertained, and
the user pays only for the space and services he use.

Contract Warehousing

Contract warehousing is a specialized form of public warehousing. In addition

to warehousing activities such warehousing provides a combination of
integrated logistics services. Thus allowing the leasing firm to concentrate on
its specialty. They provide customized services, e.g. Value Added Services.
 7

Chapter-2

Introduction about the Company

2.1 Introduction of LTC Agriculture (P) LTD

LTC Commercial Company (P) Ltd has established with a motive to provide
complete Agri business solutions under one roof starting from procurement to
Commodity testing and certifications, Professional warehousing with
scientific storage facility, Fumigation to Commodity finance and last but not
least warehouse management services. Our objective also includes safe
guarding the interest of the farmers and traders to provide modern scientific
method enabling them in implementing better farm practices to improve farm
productivity and avoiding distress selling of their produce. Over a period of
time, LTC has built deep business relationship with farmers, Agri enterprises,
Agri processors, Oil millers, flour millers, financial institutes & banks,
exporters and with Indian Agri based commodities exchange like
NCDEX.LTC incorporates many value added services to the existing
corporate, small &large clients by offering them professional warehouse
services across 15 states and more than 100 locations.

These services are delivered through dedicated and skilled manpower. Our
organization is run by team of qualified professional and backed by strong
financial background viz a viz known for adapting modern technology in
tradition business format LTC is known for Customer friendly approach.
Some of the key characteristic will always be integral part of the company and
our biggest strength is trust and reliability of our clients on us.

• Presence in more than 100 locations in India & spread across 12 states.

• LTC is the largest warehousing service provider for NCDEX in India and the
pioneer warehouse service provider for NCDEX Spot in Rajasthan.

• LTC has owned warehouses with 72300 MT of storage capacity at Sri

Ganganagar (16000 MT), Newari (14300 MT), Bikaner (22000 MT), Kota
(20000 MT) having WDRA accreditation and constructed as per the
NABARD rules and owned office in Jaipur & Bikaner.

• In the year 2014-15 we plan to increase our owned capacity by 83000 MT

through constructing new warehouses at Kota, Kadin, Akola & additional
capacity at Bikaner.
 • WMS service to LTC Croupal Sagar.

• State of the art commodity testing laboratories in 7 location and NABL

accreditation.

8
2.2 About LTC Commercial (P) LTD

2007-08
 LTC was accredited with NCDEX.
 LTC Lab was established.
 Operations started with 10000 Sq. Feet space in Bikaner
2009-10
 Construction commenced at Bikaner for agro warehousing park.
 LTC became number one warehouse in Rajasthan in terms of NCDEX
deposits and number one in India for mustard deposits.
 Warehousing Started in Maharashtra, Gujarat ,MP, Delhi, Haryana
2011-12
 Warehousing started in Uttar Pradesh
 LTC gets WDRA certification.
 LTC warehouse and LTC Lab gets ISO certification.
 LTC gets empanelled as a service provider with IndusInd Bank, IDBI and
L&T Finance.
2013
 Warehousing started in Karnataka, Tamil Nadu, & Chhattisgarh
 Cotton Bales and Fertilizer added to commodity portfolio
 LTC empanelled as a service provider with ICICI Bank
2014
 Warehousing started in Uttarakhand & Bihar
 LTC Lab gets NABL accreditation
 LTC empanelled as a Collateral Management with Punjab National Bank

LTC offers modern, scientific, IT enabled storage services for Agro

commodities covering more than 50 locations and over 12 commodities (Guar
Seeds, Guar Gum, Chick Pea, Barley, Mustard, Maize, Groundnut, Coriander,
Wheat, Soy Bean, Cumin, and Cotton Seed Oilcake Etc) across seven states.
LTC has a pan-India presence managing over 250 storage facilities in seven
states under Self Ownership and leased basis over 50 locations in India,
having a capacity of over 4 Lakh MT and admeasuring 30 Lakh sq. ft. ( see
locations )
We deal in both De mat (Storage of commodities in both Physical as well as
Electronic form, deliverable on both Exchange Platform and Spot Market) and
Non De mat (Storage of commodities in physical form only, Deliverable in
Spot
LTC is the largest warehousing service provider for NCDEX in India and the
pioneer warehouse service provider for NCDEX Spot in Rajasthan
LTC has owned warehouses with 50000 MT of storage capacity at Sri
Ganganagar (20000 MT), Newari (10000 MT) and Bikaner (20000 MT);
along with owned weight bridge.
In the year 2012-13 we plan to add 50000 MT of warehouse capacity at Places
like Ganganagar, Bikaner, Kota and Indore.

9
2.3 Products and Services of LTC Commercial (P) LTD

Collateral Management & Commodity Finance

We provide Collateral management & Commodity funding at PAN

India level, our effective and tailor made products inculcate efficiency
and effectiveness in entire agro value chain. We provide Demit/Non
Demit based Commodity Finance services in partnership with our
Associate Banks at the ease of customer. We have collaborated with
NCDEX Spot and various Banks to provide commodity finance via E-
Pledging of Warehouse.
IndusInd Bank and IDBI have empanelled us for Collateral Management
at PAN India level. LTC is the pioneer for E- Pledge based commodity
finance in Rajasthan.

Advisory services

“Consider situation when a mustard processor needs to ensure full

supply of raw material for the whole year at pre decided prices or a
procurement manager of a corporate is in a dilemma -Whether to
purchase a particular commodity at existing price or wait for prices to
go down”
With our hands on approach to commodity risk management we provide
tailor made solutions for all market participants. Our incisive market
research and pragmatic solutions based on type of commodity,
production estimates, risk reward ratio and risk management tools
available distinguish us from peers and other competitors.

10

Testing and Certification

Our testing Lab is located at Bikaner, Rays in Garganega and Kota for
Testing and Certification services of Agricultural Commodities ( We
provide testing services for: Guar Seeds, Guar Gum, Guar Chorogram,
Barley, Mustard, Maize, Groundnut, Coriander, Wheat, Soy Bean, and
Cotton Seed Oilcake ).
The facility is at par with the highest standards of FAO, Internal Quality
Control and Training programs are an ongoing exercise at LTC.
Instrument calibration and checking data validity is an ongoing practice
at LTC.
The various tests carried out are Physio-Chemical, Nutritional
Labelling, Toxic Elements & Mineral, Fatty acids & Cholesterol and
Residual Pesticides.
The Lab personnel consists a mix of employees with strong analytical
skills in the fields of Chemistry, Microbiology, Biotechnology, Food
technology and Management.
LTC Lab is an ISO 9001-2008 certified lab and is in process for NABL
Certification.
LTC Lab an accredited lab for testing agriculture commodities delivered
on NCDEX and N Spot.
We plan to expand Lab facilities at Jaipur, and Indore.
 11
Chapter – 3
Research Methodology
The study of the topic “Employee Satisfaction” has been done through various
sources

The primary source includes the questionnaire method,

The secondary sources include:

 information gathered through surfing the internet;

 different study materials;

EMPLOYEE SATISFACTION

In today’s competitive environment organizations thrive and survive on their

human resources. Values, attitudes, perceptions and behavior, which form
these resources, influence employee performance. It is a key factor in realizing
organizational and individual goals that in turn greatly depends on individual’s
self-motivation and job satisfaction.
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.
Employee satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of one’s job; an affective reaction to one’s job; and
an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is
an attitude but points out that researchers should clearly distinguish the objects
of cognitive evaluation which are affect (emotion), beliefs and behaviors. This
definition suggests that we form attitudes towards our jobs by taking into
account our feelings, our beliefs, and our behaviors. Employee satisfaction is
supremely important in an organization because it is what productivity
depends on. If your employees are satisfied they would produce superior
quality performance in optimal time and lead to growing profits.

12
Satisfied employees are also more likely to be creative and innovative and
come up with breakthroughs that allow a company to grow and change
positively with time and changing market conditions.
Employee satisfaction is one’s attitude towards his job (positive or negative).
Satisfaction in work and the work environment is the basic constituent of
employee job satisfaction. Employee attitudes and values influence their
behavior. Positive outlook and backup from HR helps modify behavior
resulting in higher performance levels.

Employee satisfaction is the terminology used to describe

whether employees are happy, contented and fulfilling their desires and needs
at work. Many measures support that employee satisfaction is a factor in
employee motivation, employee goal achievement, and positive employee
morale in the workplace. Employee satisfaction, while generally a positive in
your organization, can also be a downer if mediocre employees stay because
they are satisfied with your work environment.

To assist employees in achieving their personal goals, at least in so for as these

goals enhance the individual's contribution to the organization. Personal
objective of employees must be met if workers leave the organization is to be
maintained retained & motivated. Otherwise, employee performance &
satisfaction may decline & employee may leave the organization Human
Resource is the important factor of the organization. If this factor is not
satisfied or not work properly then organization cannot achieve their target.
For that purpose, employees are often asked to supply information about the
content of job, given their familiarity within an organization expects accurate
 information about the job as well as organization also concerned about the
employee's reaction to having their jobs analyzed. In order to prevent
employee dissatisfaction uncertainty & anxiety, organization should
communicate the reason for conducting the job analysis & keep the employee
informed about employee satisfaction process.

13
Employees are the most valuable assets of an organization there should be a
conscious effort to realize goals by satisfying needs & aspiration of
employees. Organization must meet their goals by which employees feel
satisfied in their work lines due to the key strength of the company determined
by the human power of the organization. Basically two types of functions
performed by HR Manager these are operative & managerial both functions
are helpful to get the employee satisfaction working in the company.

Factors of Employee Satisfaction

FUNCTIONS OF HRM

Operative Functions
Managerial Functions

EMPLOYEE
SATISFACTION

 Wages
 Nature of Work
 Employee satisfaction surveys are a ROC tool to a measure and
benchmark the satisfaction of employees. Loyal and productive
employees are any business's most ROC asset, yet few take time to
measure their employees' satisfaction. Even fewer track how this
measure moves over time.

 High employee satisfaction levels can reduce employee turnover.

Dissatisfied employees tend to perform below their capabilities,
result in high turnover of staff and leave their jobs relatively quickly
and are not very likely to recommend the company as an employer.

 Employee satisfaction research give employees 'a voice' and also

allow the pinpointing of problematic areas leading to the raising of
staff satisfaction levels, developing and reviewing of staff
management and optimizing corporate communication.

 Issues covered include the current workplace situation, management

styles/attitudes, internal communications, workplace atmosphere,
corporate culture/vision and image.

Employee satisfaction research encompasses many different research

techniques but the measurement of satisfaction is only the first step to
improving employee satisfaction.

Factors Effecting Employee Satisfaction: -

Employee satisfaction can be influenced by a variety of factors, e.g. the

quality of one's relationship with their supervisor, the quality of the physical
environment in which they work, degree of fulfilment in their work, etc..
Numerous research results show
15
that there are many factors affecting the Employee satisfaction. There are
particular demographic traits (age, education level, tenure, position, marital
status, years in service, and hours worked per week) of employees that
significantly affect their satisfaction.
Satisfying factors motivate workers while dissatisfying ones prevent.
Motivating factors are achievement, recognition, the job conducted,
responsibility, promotion and the factors related to the job itself for personal
development. Motivating factors in the working environment result in the job
satisfaction of the person while protective ones dissatisfy him/her.

Insufficient education, inability to select qualified workers for the job, lack
of communications, lack of job definitions, all affect job satisfaction
negatively. It has been asserted that participating in the management, having
the decision making power, independence on the job and the unit where the
individual works, have positive impact upon the job satisfaction. The job itself
(the work conducted), and achievement and recognition at work result in
satisfaction while the management policy, relations with the managers and
colleagues result in dissatisfaction. Factors related to the job itself such as
using talents, creativity, responsibility, recognition have influence on the job
satisfaction.
Age is one of the factors affecting Employee satisfaction.
Studies conducted in five different countries prove that the elder workers are
more satisfied. Chose has also found a meaningful relation between the age
and job satisfaction. There is a strong connection between feeling secure and
saying one is satisfied with a job. People who state their job is secure have a
much larger probability of reporting themselves happy.
Similarly, by some researchers, sex is also found to have an influence on job
satisfaction. Besides, Wahba has found out that male librarians give more
importance to personal development and free decision making in their jobs
than the female librarians, and the female librarians are more dissatisfied
than the male librarians.
16
Job satisfaction and devotion to the job, affected each other reciprocally, and
they have great impact upon performance. The most significant of the factors
affecting performance are economical, technical, socio-political, cultural and
demographical ones.
However, most efforts to improve performance seem to centre on improving
the conditions surrounding the work. These are worthwhile efforts, but they
usually result only in short-term improvements in attitudes and productivity,
and the situation often returns quickly to normal.
There is no strong acceptance among researchers, consultants, etc., that
increased job satisfaction produces improve job performance -- in fact,
improved job satisfaction can sometimes decrease job performance. For
example, you could let workers sometime sit around all day and do nothing.
That may make them more satisfied with their "work" in the short run, but
their performance certainly doesn't improve. The individual's willingness to
get a result, his/her endeavour and expectation of maintaining the result will
push him/her to show the highest performance.
Employee satisfaction varies a lot. (Researches suggests, the higher the
prestige of the job, the greater the job satisfaction). But, many workers are
satisfied in even the least prestigious jobs. They simply like what they do.
Most workers like their work if they have little supervision. The least satisfied
workers are those in service occupations and managers that work for others.
Ethnic and religious orientation is associated to work attitudes, and job
satisfaction is related to education. The difference between the results that
the individual desire and those s/he maintained will affect his/her
satisfaction. There is a consistent relationship between the professional
status and the job satisfaction. High levels of job satisfaction are observed in
those professions which are deemed of good standing in the society.
The workers usually compare their working conditions with the conditions of
the society, under the variable of social conditions.

17
If the social conditions are worse than the individual's working conditions,
then this will result in satisfaction of the individual, as the workers deem
themselves relatively in good position. No meaningful relationship between
the job satisfaction and age, professional experience, education level, level of
wage, and professional group was found. On the contrary, professional
experience has been claimed to increase job satisfaction.

 The job isn’t monotonous, but allows employees to change pace with
varying tasks.
 The job does not waste a person’s time and effort. It has been
planned in such a way that it can be done without exerting energy
uselessly.
 Employees are free to plan their work the way they can do it most
effectively.
 Employees believe they have a reasonable degree of authority over
how their work should be done
 Employees believe they have adequate opportunities for individual
growth and recognition.
 Employees don’t feel too closely supervised, over-instructed or rigidly
controlled.
 Employees see their job as an integral part of the whole company and
each employee is treated as an individual, not merely a cog in the
wheel.
 The answer to the question, “How am I doing?” comes from the job
itself. Thus, employees can correct their own errors and improve their
techniques.
 Superiors offer feedback without causing embarrassment.

In other words, if any employee has to truly enjoy his job and give his best for
the organization the superior has to ensure that the task given to him is not
monotonous, routine, mundane and design
 18
it in such a way that he utilizes his energy to his optimum level and still feel
fresh, plan his work the way he considers doing it best, give him reasonable
degree of authority, responsibility and freedom to perform the way he would
like to start and complete with the job, which will give him opportunities for
growth, development, recognition and status, ensure that he doesn’t feel
closely supervised, treat him as an integral part of the organization, give him
the freedom and autonomy to improve upon their techniques and offer
constructive feedback which enhances his work ethics.

Job Satisfaction is Influenced by:

Opporutnity

Stress

Leadership

Work Standards

Fair Rewards

Adequate authority

Research done by various researcher shows that satisfied,

motivated employees will create higher customer satisfaction and in turn
positively influence organizational performance. Noticing this trend, many
organizations are investing in measuring and quantifying employee’s
opinions and attitudes by incorporating Employees Satisfaction Surveys into
their existing HR and organizational processed. By establishing frequent and
consistent employee feedback processes, enterprises can retain and develop
their most ROC asset: employees.
 19

Benefits of Employee Satisfaction

1. More Accurate Perspective:

Organizations achieve a more accurate view of current policies and a

clearer perspective of issue that are of higher priority to employees than
others, such as benefits versus career development, versus compensation.

2. Increased Employee Loyalty:

By quantifying and analyzing employee attitudes and opinions,

enterprises can identify problem areas and solutions to create a supportive
work environment encouraging a motivated and loyal workforce.

3. Training Needs Assessment:

Employees Satisfaction Surveys aid in developing individual goals and

career potential. With more insight into their opinions and attitudes,
management can establish professional development initiatives.
 20
4. Improved Customer Service:

Because motivated employees are critical to improved organizational

initiatives, such as increasing customer satisfaction, enterprises that value had
striven for greater employee satisfaction ultimately create higher customer
satisfaction.
OBJECTIVES OF THE STUDY

 To find out the importance of already existing policies for bringing

satisfaction among the employees.
 To cultivate healthy relationship between employees and
management.
 To assess the existing satisfaction level of the employees.
 Suggesting new HR policies & programs so as to increase the
satisfaction level of employees.

 To ensure better working condition and smooth functioning in the

organization.

SCOPE

In this project, Focus is on measuring the satisfaction of employee at

LTC Commercial (p) LTD Satisfaction is measured in terms of various
parameters like salary & wages, employee welfare, training & development
etc. This project is relevant for different people as per their need. For the
researcher this project is helpful in getting an academic degree and
intellectual joy of doing creative work that will help in future career. For
students or academicians, it gives the guidelines for conducting such surveys.
It assists the management to take corrective actions in order to give
maximum satisfaction to their employees. This project provides the basis of
innovation identifies the critical areas to satisfy an employee and, is an aid to
decision making.
 21

IMPORTANCE OF THE STUDY

 Reduce employee turnover
 Increase productivity
 Increase efficiency of employee.
 Helpful to achieve organization goal.
 Able to build good public image.

MEANING OF RESEARCH
Research is not an existing bag of techniques. Research is not a fishing

expedition or an encyclopedic gathering of assorted facts. Research is

purposeful investigation. It provides a structure for decision-making. There are

three parts involved in any investigation: -

1. The implicating question posed.

2. The explicit answer proposed

3. Collection, analysis and interpretation of information leading

from the question to the answer. This third part is the defense

that justifies the recommendation and is viewed as research.

Research is a scientific a systematic search for pertinent information

on any topic. It is a systematized effort to gain new knowledge. "Research

comprises defining or redefining, formulating hypothesis, suggestion solution,

collecting, organizing and evaluating data, making deduction and reaching

conclusion and at last carefully testing the conclusion to determine whether

 they fit the formulating hypothesis or not"

22

Through research, an executive can quickly get a synopsis of the

current scenario which improves his information base for making sound

decision affecting future of the enterprise.

Employees Satisfaction Measurement

Review & redesign of questionnaire

(If required)Activity

Sampling of respondents
(Stratified random sampling)

Circulation of questionnaire to the selected sample

Collection & compilation of the completed questionnaire

Analysis & conclusion on the basis of the respond

 Are results
Satisfactory? YES

No
Share in MRM/PPRM
/Review Meeting
A

RESEARCH DESIGN

Research design consist of a decision regarding what, where, when how much

and by what means concerning an inquiry or a search study. Research design

is a conceptual structure within which research is conducted; it provides

guidelines to keep the researcher on the track. It tells the source and design of

the information.

Research design can be broadly classified into following categories:

(1) Exploratory or Formulative

(2) Descriptive and Diagnostic

(3) Hypothesis-testing (Experimental)

(1) Research design in case of exploratory research studies: -

Exploratory research studies are also termed as formulating a problem for

more precise investigation or of developing the working hypothesis from an

operational point of view. The major emphasis in such studies is on the

discovery of idea and insights. As such the research design appropriate for

such studies must be flexible enough to provide opportunity for considering

different aspects of a problem under study

(2) Research design in case of descriptive a diagnostic research

studies: Descriptive studies are those studies which are concerned with

describing the

24

(3) characteristics of a particular individual, or of a group, whereas

diagnostic research studies determine the frequency with which something

occurs or its association with something else. Studies concerned with specific

prediction, with narration of facts and characteristics concerning individual,

group of situation are all example of descriptive research studies.

(4) Research design in case of hypothesis-testing research studies:-

\Hypothesis-testing research studies (generally known as experimental
studies) are those where the researcher tests these hypothesis of casual
relationship between variable. Such studies require procedures that will not
only reduce bias and increase reliability, but will permit drawing inferences
about causality. Usually experiments meet this requirement. Hence, when we
talk of research design in such studies, we often mean the design of
experiment.
TYPES OF RESEARCH USED IN THE PROJECT

The type of research employed in this project is Exploratory cum

descriptive. The exploratory research is used to gain familiarity with the
phenomenon and to achieve new insights into it while descriptive research
used to portray accurately the characteristics and psychological setup of
particular individual.

Sample Size

All items in any field of inquiry constitute a 'Universe' or 'Population'.

A complete enumeration of all the items in the 'Population' is known as a
census inquiry. It can be presumed that in such an inquiry, when all items are
covered, no element of chance is left and highest accuracy is obtained. But in
practice this may not be true. Many a time it is not possible to examine every
item in the population, and sometimes it is possible to obtain sufficiently
accurate results by studying only a part of total population.

25

Sample size in this project work is 50.

SAMPLE DESIGN
The selected respondents constitute what is technically called a
'Sample' and the selection process is called 'Sampling technique'. The survey
so conducted is known as 'Sample survey.' The respondents selected should be
representative of the total population.
A sample design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would
adopt in selecting items from the sample.
The technique adopted in this project is 'Stratified random
sampling'.
STRATIFIED RANDOM SAMPING - If a population, from which a
sample is to be drawn, does not constitute a homogeneous group, stratified
sampling technique is generally adopted in order to obtain a representative
sample. Under stratified sampling, the population is divided into several
subpopulations (strata) that are individually more homogenous than the total
population and then we select items from each stratum to constitute a sample.
Random sampling from a finite population refers to that method of sample
selection which gives each possible sample combination an equal probability
of being picked up and each item in the entire population to have an equal
chance of being included in sample. This applies to sampling without
replacement.

DATA COLLECTION METHOD

The task of data collection begins after a research problem has been
defined and research plan chalked out. There are two types of data viz.
Primary and Secondary.

The Primary data are those which are collected afresh and for the first
time, and thus happen to be original in character. The secondary data, on the
other hand, are those which have already been collected by someone else and
which have already been passed through the statistical process.

26

COLLECTION OF PRIMARY DATA: There are several methods of

collecting primary data, particularly in

surveys and descriptive researchers. Important ones are: - observation method,

interview method, through questionnaires, through schedules, warranty cards,
distributors audits, through projective techniques, content analysis etc.

The method used to collect primary data for this project is through
questionnaires cum personal interviews.

Through Questionnaire: - This method of data collection is quite

popular in case of big enquiries. A questionnaire consists of a number of
questions printed or types in a definite order on a form or set of forms. The
respondents have to answer the questions.

Personal interview: - personal interview method requires

persons known as the interviewer asking questions generally in a face-to-face
contact to the other person known as interviewee.

For primary data collection, respondent is personally

interviewed to answer the questions mentioned in questionnaire.

COLLECTION OF SECONDARY DATA: - There are various

sources of collecting secondary data - published or unpublished.

For secondary data collection, various book, magazines reports,

publications and websites are consulted.

RESEARCH INSTRUMENT
 Many a time the success and failure of a survey depends to a great

extent on the exactness and relevance of the research instrument. The research

instrument chosen for this project is 'Questionnaire'. Quite often questionnaire

is considered as the heart of a survey operation.

27

Hence it should be very carefully constructed. If it not properly set up, then

the survey is bound to fail. This fact requires the main aspects of questionnaire

to be considered carefully viz. the question form question sequence and

question formulation and wording. The questionnaire prepared for this project

is based on Likert-type scale (Consist of a number of statements which

express either a favorable or unfavorable attitude of respondent) & on the

following parameters: -

1. Salary & Wages

2. Working hours, Leaves & Holidays.

3. Health, Safety & Hygiene

4. Employees' welfare

5. Training & Development

6. Career planning & Growth

7. Promotion, Recognition & Reward

8. Performance management system (PMS)

9. Senior Subordinate relationship

 28

S. Response
No. Statements

HS S N D HD

1. My superior communicates clearly as to what is

expected of me.

2. My job is interesting enough to perform it well.

3. The number of holidays provided by ROC is

sufficient

4. The working hour in the company Industrial

Relation satisfied

5. Training & development is satisfactory

6. The responsibility and authority are clearly defined.

7. The safety measures are sufficient

8. Co-operation from co-workers

9. The senior takes immediate & suitable action to

 redress grievance of subordinate.

10. The senior uses normally feedback method in all

these interaction

29

Chapter: 4 Data Analysis and Interpretation

1. SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR

COMMUNICATION WITH SUPERIOR
Table-1

Various Response %age

Highly Satisfied 41

Satisfied 51

Neutral 8

Dissatisfied 0

Highly Dissatisfied 0

Total 100
Graph-1

Highly Satisfied

8%0% Satisfied

41% Neutral
Dissatisfied
51%
Highly Dissatisfied

41% employees are strongly satisfied that superior communicate to them

what they expect and 51% employees are also quite satisfied but 8%

employees are not satisfied with the communication with seniors. So we can

conclude that are employees are satisfied with the level of communication

with seniors.

29

2. SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST IN JOB

Table-2

Various Response %age

Highly Satisfied 20

Satisfied 64

Neutral 16

Dissatisfied 0

Highly Dissatisfied 0

Total 100

Graph-2
 16% 0% 20%

64%

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

20% employees state their job are very interesting and 64% employees also

quite satisfy with the nature of the job they perform but. 16% are not

satisfied. This shows that employees are interested in their job and they can

perform well.

30

3. SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING

HOUR
Table-3

Various Response %age

Highly Satisfied 8

Satisfied 48

Neutral 16

Dissatisfied 24

Highly Dissatisfied 4

Total 100
Graph-3

Highly Satisfied
4%8% Satisfied
24%
Neutral

48% Dissatified
16%
Highly Dissatisfied

31

8% employees are very satisfied with their working hour in the

organization and 48% employees are satisfied with working hour 16% have

neutral attitude towards the working hours while 24% employees are quite

dissatisfied with working hours and 4 % are highly dissatisfied with the

working hours. Working hours should be well defined because the workers

are not satisfied with the working hours.

4. SATISFACTION LEVEL OF EMPLOYEES ABOUT TRAINING &

DEVELOPMENT
 Table-4

Various Response %age

Highly Satisfied 20

Satisfied 48

Neutral 16

Dissatisfied 16

Highly Dissatisfied 0

Total 100

Graph-4

Highly Satisfied
16%0% 20%
Satisfied
16%
Neutral
48% Dissatisfied
Higkly Dissatisfied

20% employees are highly satisfied with training & development Program

provided by company and 48% employees are satisfied with training &

development. 16% employees are ok with training & development but 16%

employees are not satisfied with training & development. There is average

satisfaction among employees towards the training and development.

 32
5. SATISFACTION LEVEL OF EMPLOYEES ABOUT SAFETY
MEASURES
Table-5

Various Response %age

Highly Satisfied 12

Satisfied 72

Neutral 16

Dissatisfied 0

Highly Dissatisfied 0

Total 100
Graph-5

16% 0%12%
Highly Satisfied
Satisfied
Neutral

72% Dissatisfied
Highly Dissatisfied

12% employees are very much satisfied with safety measures. 72%

employees are satisfied and 16% employees are quite satisfied with safety

measures provided by organization.

34
Safety measures at ROC are really good that’s why all employees are highly

satisfied

6. SATISFACTION LEVEL OF EMPLOYEES ABOUT CO-OPERATION FROM CO-

WORKERS

Table-6

Various Response %age

Highly Satisfied 16

Satisfied 72

Neutral 12

Dissatisfied 0

Highly Dissatisfied 0

Total 100
Graph-6

12%0% 16% Highly Satisfied

Satisfied
Neutral
72% Dissatisfied
Highly Dissatisfied

16% employees are very much satisfied with co-operation from their

co-workers and 72% employees are satisfied and 12% employees are quite

satisfied with co-operation from their co- workers. Employees are completely

satisfied with the cooperation that they get from the co-workers.
 7. SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION
TAKEN BY SENIOR FOR EMPLOYEES GREIVENCES

Table-7

Various Response %age

Highly Satisfied 16

Satisfied 48

Neutral 24

Dissatisfied 8

Highly Dissatisfied 4

Total 100

Graph-7

8% 4% 16% Highly Satisfied

Satisfied
24%
Neutral
48% Dissatisfied
Highly Dissatisfied
 16% employees are very much satisfied with action taken by seniors
for employee’s grievances and 48% employees are satisfied and 24%
employees are quite satisfied but 8% employees are dissatisfied action taken
by seniors for employee’s grievances and 4% employees are very dissatisfied.
In general employees are satisfies with the action taken by seniors taken to
solve their grievances.
 8. SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK
METHOD USES BY THEIR SENIOR.

Table-8

Various Response %age

Highly Satisfied 16

Satisfied 68

Neutral 16

Dissatisfied 0

Highly Dissatisfied 0

Total 100

Graph-8

16% 0% 16% Highly Satisfied

Satisfied
Neutral
68% Dissatisfied
Highly Dissatisfied
 16% employees are very much satisfied with feedback method used
by their senior and 68% employees are satisfied and 6 employees are quite
satisfied with feedback method used by their senior. Employees are
completely satisfied with the feedback method that they get.
 9. SATISFACTION LEVEL OF EMPLOYEES ABOUT SHARE
SUFFICEINT INFORMATION ABOUT IMPORTANT POLICY/RULES
AFFECTING THEM

Table-10

Various Response %age

Highly Satisfied 8

Satisfied 64

Neutral 28

Dissatisfied 0

Highly Dissatisfied 0

Total 100

Graph-9

0% 8%
28% Highly Satisfied
Satisfied
Neutral
Dissatisfied

64% Highly Dissatisfied

 8% employees are very much satisfied regarding share sufficient
information by team members to them and 64% and 28% employees are
quite satisfied regarding share sufficient information by team members to
them. All information at shared with the employees that affect them that’s
why employees are highly satisfied with it.
10. SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY

Table-10

Various Response %age

Highly Satisfied 16

Satisfied 32

Neutral 8

Dissatisfied 32

Highly Dissatisfied 12

Total 100

Graph-10

12% 16% Highly Satisfied

Satisfied
32% Neutral
32%
8% Dissatisfied
Highly Dissatisfied
 16% employees are very much satisfied with their salary. 32%
employees are satisfied and 8% employees are quite satisfied but 32%
employees are dissatisfied with their salary and 12% employees are very
dissatisfied with their salary. Salary of ROC should be revised because
employees are not satisfied with it. So as to keep the employees satisfied
salary pattern need to be revised.
FINDINGS

 The overall satisfaction level of employees is satisfactory but there are

some areas where attention of management is needed.
 Employees are highly satisfied with the safety measures used in the ROC.
 The team work and workplace environment is also satisfactory in ROC.
 Dissatisfaction exists in the Training & Development program employed in
the hotel.
 Employees
 Management policies are not discussed with every department before
implementation.
 Need to improve information system.
 Management policy needs to be transparent.
 Need to pay attention on promotion at lower level.

 Conveyance facilities need to be provided.

SUGGESTIONS

 Promotion practices should be well defined & must be done in

practices.
 Adequate rewards must be given to the employee either rewards may
in the form of monitory & non-monitory.
 Employees must be recognized by their potential or efforts apply in
their jobs.
 Adequate welfare activities should be adopted by company in regular
intervals.
 Conflicts should be handled efficiently & proper process should be
adopted.
45
 Grievance should be handled before it turns into "Red Hot Stove".
 Leaders should equally with the entire employee working in the
organization.
 Plans made should be strictly implemented it should not be in papers.
 Company should start its own conveyance facility for the comfort of
employees.
 Company should start Mediclaim & insurance scheme for each
category of employees.
LIMITATIONS

 Sample size does not exactly represent the total population

 Language problem while interacting with few south Indian employees.
 Non-acceptance of few suggestions given by the researcher to
management.
 Response from respondents may be different from actual view.
Respondents might not disclose actual views.

As the study was conducted at one branch (group) only, result involving may
not be true at zonal level

46
CONCLUSION

When we had gone to Hotel Royal Orchid Central we conclude that

employee satisfaction surveys are a tool to measure and benchmark the
satisfaction of employees. High employee satisfaction level can reduce
employee’s turnover. In order to prevent employee dissatisfaction
uncertainty & anxiety, organization should communicate the reason for
conducting the job analysis & keep the employees informed about employee
satisfaction process.
Dissatisfied employees tend to perform below their capabilities, result
in high turnover of staff and leave their job relatively quickly and are not very
likely to recommend the company as an employee.
At last but not least in conclusion, I conclude that employee
satisfaction ultimately create higher customer satisfaction.
 47
BIBLIOGRAPHY

 Kothari, C.R., Research Methodology - Methods and techniques, New

Delhi, Wiley International Ltd., 2005.
 Satrapi, K, Organizational Behaviour, New Delhi, Himalaya Publishing
House, 2002.
 Rao, V.S.P., Human Resource Management - Text & Cases, New Delhi,
Excel Books, 2003.
 Deshpande, Milind V., TQM & ISO, Pune, Symbiosis Centre for Distance
Learning, April, 2002
 Stephen P. Robinsons, Organizational Behaviour, New Delhi, Prentice Hall
of India, 1989
Websites

www.ltcagro.com
www.google.com
www.hrworld.com

48