4 main final1

Job satisfaction among the employees of GRSL.

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

1.1 ABOUT THE EDIBLE OIL INDUSTRY IN INDIA.

INDUSTRY OVERVIEW

INDIA is worlds leading economy in edible market. India‟s annual consumption is

10 million tones vis-à-vis china‟s 14.5 million tones. However, India‟s per capital

consumption 10.2 kgs pre annum is considerably lower compared to global

standard. India is also a leading producer of oil seed, contributing 9% to 12% of

world oil seed production. India is estimated to account for around 6% of the

world production of edible oils. Through it has the largest cultivated area under oil

seeds in the world. India is the 5th largest producer of oil seeds in the world,

behind US, China, Brazil, and Argentina. Since 1995, Indian share in world

production of oil seeds has been around 8 to 10%.

Edible oil processing consists of three operations: crushing and expelling

(separating oil from the solids) solvent extraction (to chemically remove residual

oil from oil cake solids), and oil refining. In many countries these three separate

processing operations are conducted by one vertically integrated plant. In India,

only a share of oil seed production undergoes solvent extractions and oil refining.

Edible oils constitute and important component of Indian households expenditure

on foods. A large population and steady economy growth is important contributor

to India‟s increasing consumption and exports. The following table shows the

import of edible oil made from November 2006 to September 2007.

Particulars Qty in million tones.

Palmolein 102502

Refined soybean oil 3120

Crude palm oil 2624632

Sunflower oil 192795

Soybean oil 1225010

Total 4154059

Table 1.1



MARKET STRUSTURE

India was the world largest importer in edible oil during last three to five years

ahead of the European Union and china. Development in the oil seed product

sector is an important area of concern for both Indian policy maker and world

commodity markets. The demand for oils, rather than meal has been the key

driver of the sector and, with relatively low annual per capita oil consumption of

about 11kgs (24 pounds),there is broad scope of continued growth in vegetable

oil consumption and trade. Policy interventions in the market have been

substantial, including high tariff on oil imports, prohibitive tariff and no tariff

barriers for oil seeds, and regulation restricting plant scale and technology use in

domestic processing. Although the goal is to promote self sufficiency and protect

small farmers, current policies have corresponded with rising imports, limited

production gains inefficient processing and marketing and heavy taxation of

consumer. Future demand growth and change in domestic and tread policies

may have significant impact of global oilseed and markets.

Recent ERS(economic research service ) research has examined policies and

performance in India‟s oilseed and oilseed product sectors, and the extent to

which more open trade polices for edible oils in the 1990‟s have the affected

price volatility in world and domestic market. Ongoing research focuses on.

Analyses of alternate scenarios examining the potential impacts of liberalization

of imports of oilseeds and oils, and of increased of processing and marketing

efficiency in the oilseed and oilseed‟s products sector, on Indian and global

markets.



CONSUMPTION PATTERN

INDIA is a vast country and inhabitants of several of regions have developed

specific preference for certain oils largely depending upon the oils available in the

region. For example people in the south and west prefer groundnuts oil while

those in the east and north use mustard/rapeseed oil. Like wise several pockets

in the south have a preference for coconuts and sesame oil. Inhabitants of

northern plain are basically hard fat consumer and therefore, prefer vanaspati, a

term used to denote a partially hydrogenated edible oil mixture. Vanaspati has an

important role in our edible oil economy. Its production is about 1.2 million tones

annually. It has around 10% share of edible oil market.

It has the ability to absorb a heterogeneous variety of oils, which do not generally

find direct marketing opportunities because of consumer preference for traditional

oil such as groundnut oil, mustard oil, sesame oil, rice bran and cotton seed and

oils from oilseeds of tree and forest origin had found their way to the edible pool

largely through vanaspati route. Of late, things have changed. Through

technological means such as refining, bleaching and deodorization all oils have

been rendered practically colorless , order less and test less and, therefore, have

become easily interchangeable in the kitchen. Never oils which were not known

before they have entered the kitchen, like those of cottonseed, sunflower, palm

oil or its liquid fraction (Palmolein) soya bean and rice bran.

These stand to have a strong and distinctive test referred by most traditional

customer. The share of raw oil, refined oil and vanaspati in the total edible oil

market is estimated at 35%, 55% and 10% respectively.



MAJOR FEATURES OF EDIBLE OIL ECONOMY

There are two major features, which have very significantly contribution to the

development of this sector. one was the setting of the technology mission on oil

seed in 1986.this gave a trust to governments efforts for augmenting the

production of oilseeds .this is evident by the impressive increase in the

production of oilseeds from about 11.3 melon tones in 1986-87 to 24.8 mullion

tones in 1998-99. There was some setback in 1999-2000 because of the

unseasonal rein followed by inclement whether. The production of oilseeds

decline to 20.7 million tones in 1999-2000 Hover, the oilseed production in 2005-

06 is estimated to be 27.73 million tons the other dominant feature which has had

significant impact on present status of edible oil seeds, oil industries has been

the programme of liberalization under which the governments economic policy

allows greater freedom to the open market and encourages healthy competition

and self regulation rather than protection and control. Control and regulation

have been relaxed resulting in a highly competitive market dominated by both

domestic and multinational players.



GLOBAL SCENARIO OF EDIBLE OIL

Industry

India is one of the largest importers of edible oil in the world, next only to

china and US India imports palm oil mainly from Malaysia and Indonesia

and soybean oil from Argentina and Brazil. with invention of biodiesel,

about 15%-20% production of the vegetable oil is being directed towards

the biodiesel and with rising global demand the availability of the edible oil

like palm oil for edible purposes has tightened living to spurt in their global

/ domestic prices.

Major players in India.

The major players in edible are as follows.

Name of the Company Location Deals In

Ruchi Soya Indore Groundnut oil, soya bean oil,

sunflower oil, muted oil, palm oil

and vanaspati.

K.S.Oil M.P. Mustard oil, vanaspati, soya

refined oil

Sanvaria Agro Oil M.P. Refined soya been oil, lecithin

Jayant Agro Organic BARODA Castor based products

Vimal Oil and Foods GUJARAT Cottonseed, groundnut, soya,

mustard and palm.

Gokul Refoils and Solvent Ltd. GUJARAT

Table 1.2

OPPORTUNITIES AND THEATS OF INDAINS EDIBLE INDUSTRIES



OPPORTUNITIES

Investment Opportunities

The edible oil industries is now one of the leading sustainers of the

positive annual economic growth rate India has enjoyed for over

and decade now. India demand for edible oil has being growing at

the rate of 8-9% per annum. The national demand for edible oil is

projected to reach over 110.25 laces. MT in 2005 up from 100.96

laces MT in 2001. National production as of 2001 stood at 54.54

laces MT making India a new importer of edible oil in the tune of

over 46.92 laces MT.

This gives investment opportunities into the edible oil industry

Strategic Location

India is strategically poisoned within the south of the Asian

continent that includes the SAARC countries, an economic

grouping with a market of over 1500 million people. This location

gives India a commanding importance as a base for regional trade

and investment.

Predictable and Stable Economic environment

Since 1985, India has been on the path of economic reconstruction

and development, which has made here the new face of emerging

Asia. The economic reforms undertaken, coupled with political

stability, have contributed to growth rates averaging 6.5% over the

last decade. Inflation has consistently been maintained bellow 6%.

India is now rated the second best improving countries in the Asian

continent after china.

Cheap but quality labor



The quality of labor force is one of Indians main strength. With 100

of universities and polytechnics, all levels of skills and tanning

needed to run the edible oil industry are adequately covered.

India‟s labor cheap compare to that most developed countries.

Trained, trainable as well as unskilled labor is readily available for

prospective investor in the sector to utilize.

Positive macroeconomic factors for edible oil industry

Population growth

Per capita income

Purchasing power and oil seeds crop

Threats

Monsoon dependent agriculture

Raw material supply of edible oil industry is directly related with the

agricultural production of oil seeds. That agricultural production in

India has a fluctuating trend is now a new thing. Agriculture here

still depends largely on monsoon rains and the intensity of the latter

has significant influence on production. Significantly, even the

agriculturally rich state with better irrigation network; have

witnessed sharp changes in their production of late.

Health consciousness

Now a day, people are becoming more and more health

consciousness and they avoid foods cooked in edible oils.

Increasing health awareness and impact of oils usage on individual

cholesterol levels directly related with demand of edible oil.



1.2 ABOUT THE COMPANY

Name & Address

Gokul Refoils & Solvent Ltd.

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

Sidhpur-384151, Gujarat (India)

Web Site

www.gokulgroup.com

Form of Organization

Public Ltd.

Scale of Organization

Large Scale

Promoters

MR.BALVANTSINH RAJPUT

MR.KANUBHAI THAKKAR

Bankers

- STATE BANK OF INDIA IN SIDHPUR

- DEVEOPMENT CREDIT BANK IN AHMEDABAD

- Chartered Accountant – Prakash Agrawal

Auditor

MR.M.R.PANDHI & Associates

http://www.gokulgroup.com/



Benefits Given

15% Bonus to Employee

Welfare facilities

Group insurance

Free medical check-up

Loan facility

PRODUCTION UNIT

At Sidhpur

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

Sidhpur-384151, Gujarat (India)

Phone: +91-2767-222075

Fax : +91-2767-223475

At Gandhidham Unit

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

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

Phone: +91-2836-247078/79

Fax : +91-2836-247080

Email: [email protected]

At Surat Unit

Wed Prakash sing,

B-13 Mahalaxmi Housing Society,

mailto:[email protected]



Behind Kamrej Police Station,

Kamrej Char Rasta, Kamrej.

Corporate Office

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

Opp. Shikhar Building, Navarangpura,

Ahmadabad – 380009, Gujarat (India)

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

Fax : +91-79-66304543


Export inquiry office

Mr. Joseph chettiar

GOKUL REFOILES & SOLVENT LTD.

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

Mumbai 400 057 (India)

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

(Gen) +91 22 67061649.

Fax: +91 22 67061648






NETWORK (India):

North Zone:

Delhi

Himachal

Punjab

Jammu & Kashmir

Chandigarh

Uttaranchal

West Zone:

Gandhidham

Sidhpur

Rajasthan

Maharashtra

East Zone:

Guwahati

Assam

South Zone:

Looking for goods agents.

NETWORK (outside of India):

Kuvet

Indonesia

South Korea

France

Netherlands



China

Taiwan

Thailand

Japan



INTRODUCTION

The year 1993 saw the birth of „Gokul Refoils & Solvent Ltd.‟ (GRSL), at Sidhpur.

The history of Gokul is the one of innovation and adventure, of risks taken and

bold decisions made. The seeds of this successful corporate conglomerate were

sown way back in the 80s by two farsighted men, Balvantsinh Rajput and

Kanubhai Thakkar with a vision to lead the industry.

The company is mainly engaged in the business of refining vegetable oils

including seed procurement, processing, solvent extraction and marketing of

edible oils.

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

heads:

Trading

Manufacturing

Marketing

The company, for its trading operations sources various vegetable oils in either

crude or refined from domestic as well as international markets and sells them in

bulk either directly or through brokers. It purchases mustard, rapeseed,

groundnut, and sunflower seeds from different local and surroundings markets

and imports Palmolein and soya bean oil from international markets.

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

Institutional sale

o Govt. Institution

o Civil suppliers

o Indian Tibetan Border Force

o Institutions

Wholesale in tanker loads to different parts of the country.



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



VISSION AND MISSION OF THE GROUP

Vision

To become the most preferred and admired brand globally,

through quality products and advanced technologies & processes,

Aimed at bringing immense delight to all the stakeholders.

Mission

To reach every kitchen of Indian family by delivering best quality products

with delicious taste.

To become a true Indian MNC with Pan India presence and operations

across the globe.

To develop most preferred and admired edible oil brands in India.

To create best value proposition to investors, vendors & society.

To uphold the principles of Corporate Governance.



CORPORATE VALUE

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

stresses on:

An Environmental friendly approach

Producing superior quality product

Complete customer satisfaction

PROMOTERS:

Mr. Balvantsinh Rajput, Chairman and Managing Director

Mr. Balvantsinh Raj put, aged 46 years, a resident Indian national, and is a

promoter of our company.

Mr. Balvantsinh Raj put started as a commodity trader and has come a long way

in establishing a fortune of the group the past 25 years he had experience of

more than 2 decades, both in edible and non edible oil business.

He started his carrier in the year 1982 by setting up an oil meal of 50 TTD

capacities. Latter in the year 1992 he laid the foundation of our company. Is

associated with various trade associations and is an active politician. In 2007 he

was sitting on M.L.A. of Gujarat legislative assembly representing Sidhpur

constituency.



He is a Co-Chairman of SEA imported vegetable oil processing committee. He is

actively involved in the day to day functions of the company. He looks after

administration, production facilities with government agencies.

Mr. Kanubhai Thakkar, Managing Director

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

our company.

Mr. Kanubhai Thakkar, along with Mr. Balvantsinh Raj put has been instrumental

in the formation of the group. He" started as a commodity trader and has over 2

decades of experience inedible oil. He is the recipient of the “Oil man of the year”

award in the year 2005 from “globe oil India”

He is actively involved in the business development activities and major

expansion initiatives undertaken by the group. He plays a vital role in the hedging

activities undertaken by the group. He was instrumental insetting up two

subsidiaries in Mauritius and Singapore to establish a presence in global market.

Under his able leadership our company is expending its Surat plant and setting

up the new soya bean plant.

Presently he is the chairman of western zone solvent extractors association of

the India and an office bearer of various committees like, SEA International Oil



and Oil meal Trade Council, SEA Imports Vegetable Oil Processors Council,

SEA Castor seed and Oil Promotion Council.

BOARD OF DIRECTORS

SR. NO NAME OF THE DIRECTOR DESIGNATION

1 Mr. Balvantsinh C. Raj put Chairman

2 Mr. Kanubhai J. Thakkar Managing Director

3 Mr. Dinesh H. Sharma Whole time Director

4 Dr. Rashidali Khan Independent Director

5 Dr. dipuba Devada Independent Director

6 Mr. Piyushchandra Vyas Independent Director

7 Mr. Karansinhji Mahida Independent Director

8 Mr. Jayant Parimal Independent Director

Table 1.3



ORGANATIONAL CHART

Graph 1.1



QUALITY STANDARDS:-

ISO 9001:2000

Product Profile:

Refined Cottonseed Oil

Gokul Refined oil is very stable oil with a long self life. This oil does not

deteriorate even at high temperatures. Also, its bland flavor retains the taste of

the food in which it is used. It is ideal for deep frying and for commercial use.

Available in:

Pouches: 1 ltr.

Tins: 15 ltr, 15kg.

Pet Bottle : 1 ltr

Jerry Canes: 5 ltr, 15 ltr.

Refined groundnut Oil

Gokul refined groundnut Oil is traditionally preferred oil for deep-frying as it

preserves the natural aroma of the food cooked/fried in it. It is a source from the

best groundnut oil available in the country. Crystal clear oil. It is light to consume

and is the preferred oil among various consumers.

Available in:

Pouches: 1 ltr.

Jar: 5 ltr.

Pet Bottle : 1 ltr

Tins: 15 ltr.



Refined Cooking Oil

Gokul refined cooking oil, which is refined Palmolive, is clear and order less oil

that to bring out the aroma of the food cooked in it is extremely stable to high

temperatures especially during frying and it help us to maintain the flavor of your

food. Thus, making it an excellent cooking medium for deep-frying it is used in

the preparation of fried snacks like French fries and potato wafers. It also source

of vitamin A and vitamin E.

Available in:

Pouches: 1 ltr.

Tins: 15 ltr.

Pet Bottle: 1 ltr.

Refined Vegetable Oil

Gokul “vanaspati” refined vegetable oil is a simple blend of refined soya bean oil

and refined Palmolein oil. By imbibing the qualities of both these oils i.e. deep

frying property of Palmolein and nutritive value of soya bean, you can get the

goodness of both oils in one healthy well balanced oil.

Available in:

Pouches: 500 ml. 1 ltr.

Jar: 15 ltr.

Tins: 15 ltr.

Refined mustard oil

Gokul mustard oil made from the first press of the mustard in the traditional way

by slowly crushing the best mustard seeds in a temperature controlled

environment to retain its pungency and natural properties. Its high pungency

level enhances the taste of the food cooked in it and helps stimulate your



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

the traditional flavor

Available in:

Tins: 15 kg.

Pet Bottle: 1 ltr.

Refined Sunflower Oils

Gokul sunflower oil is light nutritious, healthy that is easy to digest. it consist

mostly of polyunsaturated fatty acids and is low in saturated fats rich in vitamins,

Gokul refine sunflower oil goes through the highly specialized process of

winterization that removes almost all the wax containing in the oil, making it the

lightest oil available today.

Available in:

Pouches: 1 ltr.

Jar: 2 ltr. 5ltr. 15 ltr.

Tins: 15ltr.

Pet Bottle: 1 ltr.

Refined Soya bean Oil

Gokul refined soya bean oil is light, order less and healthy oil. Most importantly, it

consist OMG3 (omega 3) an essential PUFA which need to supplement from

outside source soya bean is the preferred oil of many house hold across the

world.



Available in:

Pouches: 500ml. 1 ltr.

Tins: 15 ltr.

Pet Bottle: 1 ltr.

Jerry cans: 5 ltr. 15 ltr.

Liner carton: 200ml.



DISTRIBUTION CHANNEL

GRLS is planning to expand his network throughout India appointing new

dealers, distributers, C&F agents and advertisements.

Graph 1.2

Production department

Carrying Forwarding Department

Dealers/distribution

Whole seller

Retailer

Consumer



ADVERTISEMENT

Launched new TV ad campaign featuring Cottonseed Oil with its benefits

Some print advertisement given in daily newspaper.

Launch Ad- divaya bhaskar, Gujarat

Launch Ad-Sandesh, Gujarat

Launch Ad-Gujarat Samachar Gujarat

Out door advertisement

Placed hoardings at prime location

Brand ambassador and punch line

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



GROWTH OF GRCL

Gokul Refoils and solvent limited established by Mr. Balvantsinh Raj put and Mr.

Kanubhai Thakkar. It was established in 1993. This unit produced edible oil. At

first this unit cruse the mustered but demand of crushed mustered was so more,

so that they purchased six expeller machines and also made silo for store the

mustered. Through expeller machines they get raw oil and cake. They made oil

storage tanks for stores raw oil. And after they established solvent plan for get

the benefit to cake which has 6% oil. Through this plant they repose on cake and

get oil from cake. At last they get deoiled cake. This deoiled cake exported

outside of the country and in country.

After success of Sidhpur plant they established their unit in Gandhidham. This

unit produced mustered oil, custard oil, and repressed oil a plant is going on. This

established for getting benefit of government policy. Government declare this

zone as a special economic zone (SEZ) and who established their plan in this

zone they get special benefit for production, marketing etc. so that they

established their unit at Gandhidham. Another plant of GSRL at Surat also. This

is new plant of it so there isn‟t more machinery and other services.

Kandala is the nearest port for export-import. GSRL exports their deoiled cake

through this port. All most all the export their deoiled cake through this port. All

most all the export-import of Gujarat, Rajasthan and other nearest area.



AWARDS & RECOGNITION

The journey of GRSL from the year 1992 to this stage has been appreciated

through various Awards awarded by recognized and reputed organizations. With

the consistent encouragement for the dedication and good work done from

various business associations, the company grew leaps and bounds to reach to

the heights today.

Awards

SEA Award in the year 2008-09, 2006-07 & 2004-05 for Highest Exporter

of Rapeseed Extraction.

„Oil Man of the year‟ award from GLOBOIL India in the Year 2005 to Mr.

Kanubhai Thakkar – MD, GRSL



The Solvent Extractors Association of India for being the Platinum

Sponsor at 4th International Seminar on Castor Seed, Castor Oil and its

Value added Products.

Central Organization for oil and industry trade in the year 2005 for

supporting All India Seminar on Rabi Oilseeds Crops.

Central Organization for oil and industry trade in the year 2008 for

supporting All India Seminar on Kharif.

Award from Gujarat Edible Oil Traders Association.

Award from Traders Association during 27th All India RABI Seminars.

Malaysian Palm Oil promotion Council in the year 2005 for promoting the

Palm oil in India.



2.1: OBJECTIVE OF RESEARCH:-

To find the level of satisfaction from work among the employees of GRSL.

To identify an individuals affective response towards his/her wok.

To identify the relationship between job satisfaction and other variables

such as gender, personality, class and age, etc.

To identify workers preference about the work environment, conditions

and safety. etc.

To know the influence of psychological need on job such as level of

supervision, recognition, opportunity etc.

To identify weather the workers are satisfies wit the payment, allowances

and other enhancing factor toward job.

To identify weather employees are satisfies wit the job environment, sites

and plants, security, work load, etc

To reveal the factors which is able to increase the job satisfaction?

To identify the level of span of control and to take work smoothly from

employee which improve job satisfaction.

To identify the level of requirement of job rotations, enlargement,

enrichment and interest of employees in it.



2.2 Scope and Limitation of the study

As the job satisfaction is very sensitive topic & many organizations will not

be agree to divulge this secrecy of their organization because it is directly

related to organization reputation.

Another problem with this study is that most of the employees don‟t know

the essence of the job satisfaction and its exact meaning also due to

illiteracy and lack of awareness.

This approach is segmental approach to know the approach of respondent

to various segments like pay, working condition, span of control,

superiority, subordinate relationship etc, but, it has some pitfalls like one

may be quite satisfied with his/her job as a whole but not with some

element and visa-versa.

And the major thing is that this study is only confined one organization so

we can‟t take it as universal true.



2.3 RESEARCH METHODOLOGY

Research designing is nothing but it is preplanning of conducting research work.

For to conduct successful and systematic research work, formation of research

designing must be required in research work. Significance of research designing

has increase in the world of research.

TYPE OF RESEARCH:-

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

Descriptive research:-

Descriptive research includes survey and facts findings inquiries of different

kinds. The major purpose of descriptive research is description of the state of

affairs as it exits at present. In business research, we generally use the term Ex.

Ex post factor studies also included attempts by researcher to discover causes

even when they can not control the variables.



A. TYPES OF DATA

Primary data:

Primary data have been collected through questionnaire, personal

interview and observation for study.

Secondary data:

Secondary data have been collected through company‟s record and past

information. We have also used sites of company and little literature

review.

Quantitative data:

Quantities data have been collected from the questioner and the

company‟s records.

Qualitative data:

Qualitative data have been also collected through data collection and

interpretation.



B. METHOD OF DATA COLLECTION:

Here researcher describes which method he has applied during research

development.

Observation:

This method implies the collection of information by way of investigator‟s own

observation, without interviewing or during interviewing the respondents. The

information obtained relates to what is currently happening and is not collected

by either the past behavior or future intentions for attitudes of respondents. This

method is no doubt an expensive method and the information provided by this

method is also very limited.

Schedule with interview:

Researcher has to prepare schedule containing relevant questions. In this

method researcher interviews to the respondents by personal containing it them

and asked the questions to the respondents. Data are collected by feeling of the

schedules by researcher on the bases of replies given by respondents.

Literature review:

Here researcher has used literature review method for the reference of the

subject. Researcher has used literature review method for formulation of

research and its application.

Historical method:

Researcher has used historical method for the secondary data collection from the

industry web side n other guidance from company documents of past records.



Universe of the study:

GOKUL REFOILS AND SOLVANT LTD., SIDHPUR. Have 450 employees

among the different departments which are being taken as universe of the study.

Sample unit:

Sampling unit means to which region you have taken for survey. Researcher has

taken individual interview of respondent in GRSL.

Sample size:

Sample of 60 respondents where selected for the study of job satisfaction by

random sampling. The middle and top level employees of the entire department‟

via, Personal, account, marketing, production, store etc.

Sampling procedure:

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

Questioner:

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



2.4 REVIEW LITURATURE

Definitions

Employee satisfaction surveys help employers measure and understand their

employees' attitude, opinions, motivation, and general satisfaction with their work

environment. Use employee satisfaction surveys to inform employee decision

making, benefits, work needs and more.

How to measure employee satisfaction

Use an employee engagement or employee satisfaction survey.

Conduct confidential focus group meetings with employees.

conduct and analyze exit interviews

Measure voluntary employee turnover and compare to your industry

benchmarks.

Herzberg’s theory

What people make some people like their job?

Herzberg‟s and his associates discovered through their extensive research, that

the factor contribute the job satisfaction and dissatisfaction where different

dissatisfaction was associated with condition of surrounding job(working

condition, pay, security, quality of supervision, interpersonal relation)rather than

the work itself, the factor prevent negative reaction, referred to them as hygiene

factor. While satisfaction is associated with work itself or to outcomes directly

derived from the nature of job, achievement, advancement and recognition

because such factor were associated with high level of job satisfaction. Herzberg

calls them motivators. However the theory is useful for describing a condition that

people find satisfaction and dissatisfaction on the job.



How to improve employee satisfaction

The success of your business depends on having a motivated workforce.

Properly motivated employees do their job better and achieve a higher level of

performance. The right employee strategies can encourage loyalty, dedication

and self awareness in the pursuit of excellence. In contrast lack of employee

loyalty will cost your company money, time and lost customers. Employee loyalty

can best be defined as employees dedicated to the success of the organization.

To be successful,

Employees recommend your organization to prospective customers and recruit

new employees by word of mouth. The employees' satisfaction level with their

current job may determine if they are actively seeking employee outside your

organization. Depending on your business and industry, lack of employee

satisfaction can lead to talks of bringing in a union.

Empower them. Show trust in your team by giving them the authority to

make decisions. Be available when needed, but allow your staff flexibility

in how they accomplish business objectives.

Stand up for employees. Support your staff when they encounter

roadblocks. If someone on your team makes a mistake, avoid rushing to

judgment. Instead, help the person learn from the situation and take steps

to ensure it doesn't happen again.

Recognize achievements. Praise employees for their accomplishments

and reinforce the behaviors you would like others to emulate. Low-cost

rewards such as an occasional free lunch or movie passes can be highly

motivational.

Provide advancement opportunities. In addition to competitive

compensation and benefits, invest in training and development to help



employees build new skills. If budgets are tight, look for other ways to

promote career development, such as mentoring programs.

Variables which contribute to Employee satisfaction:

Overall Individual satisfaction: Employees be should satisfy with the

organization as a great place to work.

Work Environment: Employees have to feel satisfied with the

environment within which they work for it would result in high productivity.

Communication Methods: When administrative policies and all important

announcements are communicated to the employees, it boosts their

morale. The methods chosen for communication also play an integral role.

Some of the methods that could be used are intranet, monthly newsletters,

weekly meetings etc...

Compensation and benefits: This is the most important variable for

employee satisfaction. Employees should be provided with competitive

salary packages and they should be satisfied with it when comparing their

pay packets with those of the outsiders who are working in the same

industry.

How To Creating Employee Satisfaction

Flexible work arrangements, possibly including telecommuting.

Training and other professional growth opportunities.

Interesting work that offers variety and challenge and allows the worker

opportunities to "put his or her signature" on the finished product.

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

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



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

An environment in which workers are supported by an accessible

supervisor who provides timely feedback as well as congenial team

members.

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

Up-to-date technology check.

Competitive salary and opportunities for promotion.

Graph 2.1 http://www.personabesthr.com

http://www.answers.com/topic/congenial



Employee’s Roles in Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute

to his or her own satisfaction and well-being on the job. The following

suggestions can help a worker find personal job satisfaction:

Seek opportunities to demonstrate skills and talents. This often leads to

more challenging work and greater responsibilities, with attendant

increases in pay and other recognition.

Develop excellent communication skills. Employer‟s value and reward

excellent reading, listening, writing, and speaking skills.

Know more. Acquire new job-related knowledge that helps you to perform

tasks more efficiently and effectively. This will relieve boredom and often

gets one noticed.

Demonstrate creativity and initiative. Qualities like these are valued by

most organizations and often result in recognition as well as in increased

responsibilities and rewards.

Develop teamwork and people skills. A large part of job success is the

ability to work well with others to get the job done.

Accept the diversity in people. Accept people with their differences and

their imperfections and learn how to give and receive criticism

constructively.

See the value in your work. Appreciating the significance of what one does

can lead to satisfaction with the work itself. This helps to give meaning to

one's existence, thus playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burnout by developing healthy stress-

management techniques.

http://www.answers.com/topic/boredom

http://www.answers.com/topic/burnout



3.1 ANALYSES AND INTERPRETATION

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

organization?

Response Frequency Percentage

satisfied 45 75%

Partially satisfied 12 20%

Not satisfied 3 5%

Table 3.1

Graph 3.1

Analyses and interpretation:

when respondent were asked the question that are you satisfy with the job and

position you have hold in the organization researcher have got findings that 75%

of the employees are satisfies.20% respondent are partially satisfied, and 5% are

dissatisfied.

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

0%

75%

20%5%

JOB SATISFACTION AMONG EMPLOYEES

Responce

satisfied

Partialy satisfied

Not satisfied



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

GRSL?


Very good 38 63%

Good 13 22%

Average 7 12%

Bad 2 3%

Very bad 0 0%

Table 3.2

Graph 3.2


This table reveals that 63% of the employee agree that the interpersonal relation

among the GRSL employees are very good, 22% said that good, 12% are from

bad opinion.

63%

22%

12% 3%

0%

Level of interpersonal relation

Very good

good

Average

Bad

Very bad



So, we can conclude that the relation, sharing of information and communication

network is very much sound in GRSL.

Q-3:- Relationship & coordination among the employees and the top level

management to achieve the goal.


Very good 10 17%

good 36 60%

Average 8 13%

Bad 4 7%

Very bad 2 3%

Table 3.3

Graph 3.3

17%

60%

13%7%

3%

relationship between management and employees

Very good

good

Average

Bad

Very bad




For harmonious environment there should be coordination between employees

and top level management and achievement of goal. When employees are being

asked, 60% views are in favor of good relationship, 17% are of very good, 13%

of average and 7% are of bad.

So, we can conclude that company should improve proper communication

network.

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


Fix payment(salary) 47 78%

Daily

payment(wages)

4 7%

Performance

wise(commission)

9 15%

Table 3.4



Graph 3.4


The above chart show that 78% of the employees receives fix payment by why of

salary , 15%of the employees receives on performance wise like

commission,7%are of daily payment i.e. wage bases.

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

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


Satisfied 33 55%

Partially satisfied 19 32%

Not Satisfied 8 13%

Table 3.5

78%

7%

15%

Types of payment structure

Fix payment(salary)

Daily payment(wages)

Perforemance wise(commission)



Graph 3.5


Compensation is the main factor which improves the satisfaction level among the

employees. From the above conclusion we come to know that 55% of the

employees are satisfied, 32% are partially satisfied and 13% are dissatisfied. It

also reveals that the employees are interested in the incentives.

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


High 24 40%

Medium 27 45%

Low 9 14%

Table 3.6

55%32%

13%

satisfaction from compensation

satisfied

Partialy satisfied

Not satisfied



Graph 3.6


As we try to know the level of satisfaction we should take in concern the factor

stress and work load which minimizes satisfaction level.45% respondent feels

medium level of work load, 40% fells high level of work load and 15% feels low

level of work load. So, we can conclude that the level of work load in GRSL is at

average level.

Q-7 Do management considers your innovative ideas regarding production

process, quality improvement, packaging, color, etc?


Every time 36 60%

Few time 22 37%

Never 2 3%

Table 3.7

40%

45%

15%

Level of work load

High

Midium

low



Graph 3.7


To achieve the goal smoothly every organization requires efficient and innovative

employees. In the survey 60% of the respondent says that GRSL considers and

take in concern their innovation and skills every time, 37%said that they are

being concerned few time, and 3% respondents said that they had not been

concerned. So, we can interpret that company‟s attachment towards the

employees is not as expected.

60%

37%

3%

Innovetive idea

Every time

Few time

Never



Q -8:- are you satisfy with the quality of physical working condition, work

environment and safety facilities?


Very good 17 28%

Good 32 54%

Average 9 15%

Not good 2 3%

Table 3.8

Graph 3.8


Working condition and environment are the fundamental things related to job

satisfaction. From our findings we found that 54% of respondent are in favor of

good, 28% are in favor of very good,15% favor about average and 3% view are

about not good. From the above analyze we can able to know that higher number

28%

54%

15%3%

Working condition

Very good

Good

Average

Not good



of respondent are satisfies with the working condition and environment.

Q-9:- is the welfare activity like provident fund, life insurance policies,

health consciousness are satisfactory?

Response frequency Percentage

Yes 43 63%

No 17 37%

Table 3.9

Graph 3.9


Promotional activities are the most basic motivational factors which improves the

job involvement among the employees too.63% of our respondent are satisfies

with the promotional policies of the GRSL. And 38% are denied to say yes.

38%

62%

Walefare aspect

Yes

No



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

promotional activities.

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

efficient?


Excellent level 14 23%

Moderate level 37 62%

Poor level 9 15%

Table 3.10

Graph 3.10

23%

62%

15%

Effect of training

Exellent level

Moderate level

Poor level




To improve the level of job satisfaction, job interest and job involvement the

training and development programme plays an important role, our findings

reveals that 62% respondent feels its moderate level in company,23% response

about excellent and 15% have said that it‟s poor. So, from the above analyses

we can interpret that the effect of training has productive effects among

employees.

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

this job?


Yes 29 48%

Probably yes 24 40%

No 7 12%

Table 3.11



Graph 3.11


It is general belief that if the person is working in the organization for long time it

means his job satisfaction must be high and our findings also near to it. Data

shows that48% of employees is ready to continue with GRSL. 40% says

probably yes, and 12% are not ready. So that we can able to know that most of

the employees are satisfies wit group of GRSL.

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


Yes 49 82%

No 11 18%

Table 3.12.1

48%

40%

12%

future openion

Yes

Probably yes

No



Graph 3.12.1

As 82% of respondent‟s opinion are for minor changes in company‟s policies , we

have take their opinion in which subject they need change and the questions

reveals the following findings,,

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


Wage structure 17 35%

Ship duty 12 25%

Healthy environment 6 12%

Involvement of employees 8 16%

Performance base

payment

6 12%

Table 3.12.2

82%

18%

opinion

Yes

No



Graph 3.12.2


35% of the respondent want change in wage structure, 25%wants change in ship

duty, 12% preferences for healthy environment, 16% want more involvement with

higher level management, and 12% want performance base payment

35%

25%

12%

16%

12%

Suggestion

Wage structure

Ship duety

Healthy environment

Involvement of employees

Perforemance base payement



4.1 Findings

When the respondent ask to give response about their overall satisfaction

of the job considering all factors like salary, working condition, relation with

superior with subordinate and other facilities provided to them we found

that the job satisfaction among the employee of GRSL is very good.

Out of 60 respondent i.e. 45 respondent (75%) are satisfies with the job

and the company should improve the interpersonal relationship among the

employees whose satisfaction level is slightly low.

Major of the respondent i.e. 38 (60%) are satisfies with the relation of

employees and top management at good level so the management should

improve communication with the employees.

33 respondents (52%) said that payment structure is good but the

remaining respondent interested in payment according to performance so

the company should make few change in wage structure.

Most of the respondent 47(45%) complain about the work load so the

management should adopt the training and development, outsourcing, job

rotations etc.

The finding show that the level of involvement of the employees toward

the job is 60% which is less then expected so the company should rotate,

enlarge and enrich the job.

Company should improve working environment and interaction with

employees.

Out of 60 respondents few respondent are having interested to improve

welfare policies of the company so the management should take it in

concern.

Few respondents have given suggestion to change in performance base

payment, change in ship duty, improvement in ecological environment and

working atmosphere. It is also considerable for job satisfaction.



4.2 Recommendation

As our study shows there is positive relation between experience,

compensation, employee involvement and promotional activities

are interrelated organization may give attention to improve job

satisfaction.

To improve the level of job satisfaction organization should

consider the job and the factor related to job like working condition,

training and motivation and additional payment of wage according

to performance and skill.

Organization should provide the record system and job appraisal

system to check the performance and motivation.

The organization should design job content of each employee

appropriately.

The organization should enhance the participative activities.

Through training and development programs company should try to

reveal the interest for job and to grab out the ridership quality.



4.3 Conclusion

From research and findings we come to know that the level of satisfaction

among the employees of “GOKUL REFOILS & SOLVENT LTD” is at

excellent level.

The interaction, coordination, involvement, and the working environment

are found at good level in the organization.

But to minimize the small level of dissatisfaction organization should

concern the opinion and suggestion of the employees to achieve the

vision and mission through smooth way.



Questionnaire

Dear respondent,

We, being the management student are supposed to prepare a

questionnaire as a part of our research, so we seek your kind help to assist

us by answering few questions. We assure you that the information

provided by you will use for academic purpose only.

Thanking you,

Bhavin M. Parmar

D.L.P. Institute of Management

Consumer Name:

……………………………………………………………………….………….

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

Address………………………………………………………………………..

…………………………………………………………………………….........

__________________________________________________________________

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

organization?

Satisfied

Partially satisfied

Not satisfied



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

GRSL?

Very good

Good

Average

Bad

Very bad

Q-3:- Relationship & coordination among the employees and the top level

management to achieve the goal.

Very good

Good

Average

Bad

Very bad

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

Fix payment (salary)

Daily payment (wages)

Performance wise (commission)



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

Satisfied

Partially satisfied

Not satisfied

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

High

Medium

Low

Q-7 Do management considers your innovative ideas regarding production

process, quality improvement, packaging, color, etc?

Every time

Few times

Never time

Q -8:- are you satisfy with the quality of physical working condition, work

environment and safety facilities?

Very good

Good



Average

Not good

Q-9:- is the welfare activity like provident fund, life insurance policies,

health consciousness are satisfactory?

Yes No

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

efficient?

Excellent level

Moderate level

Poor level

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

this job?

Yes

Probably yes

No

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

Yes no

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



Wage structure

Ship duty

Healthy environment

Involvement of employees

Performance base payment

Bibliography

Book review

k.aahwathappa: HR and personnel management (2006)

l.m.prashad: organizational behavior hall of Indic pvt.ltd. (2004)

Website

http://www.gokulgroup.com

http://www.edibleoil.com

http://www.google.com

http://www.gokulgroup.com/

http://www.edibleoil.com/

http://www.google.com/

4 main final1

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