Analyze Job Satisfaction of Employees at Gnfc

A SUMMER INTERNSHIP

& MINI PROJECT REPORT

ON “ANALYZE JOB SATISFACTION OF EMPLOYEES AT GNFC”

AT

SUBMITTED BY: Shehnaz.M.H.Shaikh

Enrollment No.: 097710592013

SUBMITTED TO: SHRI M.H. KADAKIA INSTITUTE OF MANAGEMENT AND COMPUTER STUDIES (MBA PROGRAMME)

AFFILIATED TO: GUJARAT TECHNOLOGICAL UNIVERSITY, A’BAD

GUIDED BY: MRS. RASHMI GHAMAWALA,

ASSISSTANT PROFESSOR,

KIMCOS.

IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

BATCH: 2009-2011

DECLARATION

I SHENAZ SHAIKH here by declare that the project report entitled “Job Satisfaction of employees at GNFC,Bharuch” submitted to KIMCOS, in partial fulfillment of the requirement for the award of degree of Masters of Business Administration (MBA 2ND SEM) is a record of original Summer Internship project work done by me under the guidance of Mrs. Rashmi Gamawala (Lecturer in MBA programme, Manilal Kadakia College of Management and Computer Studies, Ankleshwar) and Mr. N.K. Patadiad ( Addi. General Manager,GNFC)

This project report study is an entirely an outcome of my own efforts and has not been submitted to either any other university or any other institute for any other degree.

Date: Shehnaz.H.Shaikh

Place: Ankleshwar.

ACKNOWLEDGEMENT

I SHEHNAZ SHAIKH. student of Shri Manilal Kadakia College of Management and Computer Studies, express my heartfelt gratitude to my college for giving me an opportunity to learn with the prestigious study of MBA programme. The success of this project depends on the contributions of many people, especially those who spared their valuable time to share their thoughtful ideas and suggestions to improve the report.

It is a matter of pleasure to have this opportunity express my whole hearted sense of gratitude indebted to my respected sir & valuable guide MRS RASHMI GAMAWALA Lecturer (HR) he provided me a lot of good inputs, suggestions and support regarding my project. I also thank our Director MR ANIL SAROGI of Shri Manilal Kadakia College of Management and Computer studies for giving me all necessary guidance and by motivating me in completing the project work. I am also deeply thankful to MR VIKAS PANDYA, who made me realize I can do it and gave me guidance throughout my project.

I am thankful to MR N, K. PATADIA, the Addi. General Manager of HR, GNFC who permitted me to carryout the project in their Organization and for their valuable & useful guidance to me during my research study.

I am thankful to MR Jadeja Sir who was the guide of my project at the for all kinds of help and guidance related to my project.

SHEHNAZ.M.H.SHAIKH

Enrollement No: 097710592013

M.B.A SEM 2ND

PREFACE

Management is the essential ingredient in every organization Endeavour successful management of complex sophisticated technology and skilled personal cannot be possible through institution of trail or error.

A science of management has been developed over the years & modern manager require mastery of science to apply it to the situation.

For holding student after his/her college report student the knowledge that he/she has gained that should be imparted practically. So training is the only way to achieve such expectations.

In today’s competitive world edges is more significant than theoretical knowledge. Today practical training and knowledge also plays a very important role .

As a management student I have got opportunity for my practical through Job Satisfaction of employees at Gujarat Narmada Valley Fertilizer Pvt.Ltd. I am glad to present this project report.

EXECUTIVE SUMMARY

TITLE : Analyze Job Satisfaction of employees at GNFC.

ABOUT THE GNFC

GNFC has been active in a major diversification into industrial chemical, Methanol,

Formic Acid, Acetic Acid, Nitric Acid & into it infrastructure. And also fertilizers products

like Narmada CAN, PHOS, UREA, etc.

BACKGROUND OF THE STUDY

I am preparing this project report to analyze the satisfaction level of employees at

GNFC. I will also study the various factors which influence and are important for

employee satisfaction towards their jobs.

OBJECTIVES :

The main objective of the study is to find out weather employees at GNFC are

satisfied or not.

To find out the factors which influence the job satisfaction of employees

To find out the employee satisfaction towards the welfare facilities.

To analyse the company’s working environment.

To find out willingness of employees to continue GNFC.

RESEARCH METHADOLOGY :

Descriptive research design is used because it focuses on the accurate

descriptive of the variable present in the problem.

TYPE OF DATA : Primary Data

DATA COLLECTION : Data collection through questionnaire.

SAMPLE SIZE: More than 10% of total employee

FINDINGS:-

More than 70 % of employees are satisfied at GNFC. The welfare facilities of GNFC have proved to highly satisfy the employees. The company has sound policies and practices for benefit of its employees.

About 95.56 % of its present employees are willing to continue.

The Top Mgmt has proved to be very co operative with its employees.

CONCLUSION:-

The project report shows the greater satisfaction of the employees at GNFC. The satisfaction of

employees is due to the following factors.

Good job profile.

Working environment

Co-operation from top management.

Salary structures

Welfare facilities.

Training and development facility.

TABLE OF CONTENT

SR No. TOPIC PAGE NO.

01 About the company 1.1 1.2 1.3

02 About the Topics & Literature Review

03 3.1.Research Problems 3.2.Objectives & 3.3.Methodology

04 Data Analysis & Interpretation

05 Finding & Conclusions

06 Suggestions

Bibliography

Appendix

1

1.1 BACKGROUND OF THE COMPANY

GNFC AT A GLANCE

Gujarat Narmada Valley Fertilizer Co.Ltd. (GNFC) was launched on 10th May

1976, with the world’s largest single stream ammonia-urea plant over the year it

has diversified into industrial chemicals, electronics, printed circuits board, and

telecommunication and information technology. Or its various plants, GNFC has

drawn upon world’s finest technologies to produce world class quality products.

GNFC is a joint sector company with shareholding of Govt. Of Gujarat, Gujarat

State Fertilizer Company Ltd. (GSFCL), financial institutions, NRIs, farmers and

general public.

Narmada Chematur Petrochemicals Ltd. (NCPL) is established in 1992 to

manufacture the petrochemicals aniline and toluene di-isocynate (TDI).

Gujarat Narmada Valley Fertilizers Company Ltd. Is located at the north of

Bharuch town on the bank of river Narmada, Bharuch District Of Gujarat. It is well

connected by the Rail and Road Trunk Routes.

2

VISSION AND MISSION STATEMENT

VISSiON

To be a technology driven, environmentally responsible Joint Sector Company

manufacturing Fertilizers, Commodity and Speciality Chemicals maintaining

highest standards of operational excellence and innovation for creating

sustainable value for all stakeholders

MISSION

We shall –

• be the leading provider of Chemicals and Agricultural inputs through

adoption of State of the Art Technologies and Business Processes;

• have a firm commitment to quality, environment, health and safety;

• Enrich human resources and promote teamwork, innovativeness and

integrity;

• Achieve sustainable economic growth based on corporate excellence

driven by ethical business practices, professionalism, dynamism and

social responsibility.

VALUES

Conduct company business on the value of honesty, integrity, respect,

purposefulness, responsibility and care. Mutual benefit in all relationship guides

GNFC’s business character. Reap the fruits of efforts and share them with

stakeholders –shareholders, employees, customers, society, government and

environment.

SETTING MILESTONE ALONG THE WAY

All along its journey, GNFC has been working to fulfil the vision it was built with-

to create all embracing prosperity, GNFC has proved itself to be a paragon for

others to pursue, it’s aim ever focused on getting the highest possible standard.

• GNFC created history in 1981 offering an equity issue of Rs. 436.1 million

shareholders, the biggest ever public share issue in India.

3

• GNFC boast LACS of investors including farms and co-operatives. It has

enrolled thousand of farmer and agriculturists under the umbrella of

Narmada Kissian Pariwar Yojana.

• A un-precedented record of not having lost a single man-hour.

• During the last so many years GNFC has recorded phenomenal growth in

term of production output, viz- Ammonia, urea, methanol formic acid and

acetic acid.

4

GNFC BOARD OF DIRCTORS

Board Of Directors

Shri A. K. Joti IAS Chairman

Shri Guruprasad Mohapatra

IAS Managing Director

Shri M. M. Srivastava

IAS Director

Shri D. J. Pandian IAS Director

Shri P. N. Roychaudhari

IAS Director

Shri H. V. Patel IAS Director

Shri Pankaj Kumar IAS Director

Dr. TT Ram Mohan Director

Shri D. C. Anjaria Director

Dr. Ashok Shah Director

Executive Directors

Shri J. S. Kochar Executive Director – IT

Shri K. C. Jatania Executive Director and Chief Finance Officer

Shri A. D. Modashia Executive Director - (Projects & TS)

Registered Office :

P.O. Narmadanagar – 392 015,

District : Bharuch,

Gujarat, INDIA.

5

ORGANIZATIONAL STRUCTURE AT GNFC

Board of directors

Chairma

Managing

Special director

General manager

Add.General

Chief manager

Senior manger

Manager

Senior officer

Officer

Staff

6

Awards

• National Safety Council, USA: Good Safety Performance • National Productivity Council: Best Productivity - First, Second & Third Prizes,

Best Productivity for Nitrogenous Fertilizers

• Ministry of Labour, GOI: Good Safety Performance (Thrice) • Federation of Indian Chamber of Commerce & Industry (FICCI) : Best

Environment Preservation & Pollution Control • Indian Chemicals Manufacturers Association (ICMA) : Environmental Control &

Safety • Fertilizer Association of India (FAI) : For research paper

Best Technical Innovation - pure CO2 enhancement scheme in Ammonia plant

Best Technical Innovation implemented in fertilizer industry (twice)

Best Overall Performance of an operating unit for P2O5 in complex fertilizers • All India Organization of Employers: Outstanding Contribution in the field of

Industrial Relations • National Energy Conservation Award, Deptt. of Energy, Government of India :

Energy Conservation Award, Second Prize • Government of India: Award for Energy Conservation • Jawaharlal Nehru Memorial National Award: Effective Energy Conservation

Award • National Suggestion Scheme: Two awards for the company, one for the

employee • Indian National Suggestion Scheme (INSAAN) : Prizes in different years (thrice),

Excellence in Suggestion Scheme for the Company, Second Prize to the

employee (twice) • Texaco Development Corporation (TDC), USA : Licensee of the year for

operating gassifier on more than rated capacity for over a decade • Labour & Employment Deptt., Government of Gujarat: Shram Bhushan Award &

Rajya Shram Ratna Award to the employees

7

• Indian Institute of Chemical Engineers (IICE): ICI Award for Excellence in

Process / Product Development • Deptt. of Scientific & Industrial Research, Ministry of Science & Technology, GOI

FICCI: National Award for R&D efforts • World Environment Foundation: Golden Peacock Eco Innovation Award • Fertilizers Association of India: Transfer of Improved Farm Technology Award at

the national level

GNFC has established relationships with a variety of Technology Partners.

• Linde AG , Germany. • BASF, Germany. • Snamprogetti, Italy. • Kemira OY, Finland. • UHDE, Germany. • MES Co., Japan. • Chematur AB, Sweden. • Entrust, USA. • Texaco, USA. • Haldor Topsoe, Denmark. • ICI, UK. • Plinke, Germany. • BP Chemicals, UK. • Toyo Engineering, Japan. • Du Pont, USA. M/s. • Lurgi, Germany

8

PRODUTION

DEPARTMENT

9

Types of products at GNFC

Plant Installed Capacity Plant Technical Collaborator

Ammonia 4,45,500 MTA Air separation, Rectisol and Nitrogen wash units as well

as total engineering of the integrated plant - Linde AG,

Germany - Fuel Oil Gasification -

Texaco, USA - CO Shift Conversion-BASF,

Germany. - Ammonia Synthesis -

Haldor Topsoe, Denmark.Urea 6,36,000 MTA Snamprogetti, ItalyAmmonium Nitrophosphate

1,42,500 MTA BASF – Germany

Calcium-Ammonium Nitrate

1,42,500 MTA UHDE, Germany

Methanol-I 50,000 MTA ICI, UK & Linde AG, Germany

Formic Acid 10,000 MTA Kemira OY, FinlandMethanol-II 1,88,100 MTA ICI, UK & Toyo Engg., JapanMsu 30,600 MTA In-HouseWeak Nitric Acid 2,47,500 MTA UHDE, GermanyConcentrated-Nitric Acid I & II

66,000 MTA Plinke, Germany

Acetic Acid 1,00,000 MTA BP Chemicals, UKSynthesis Gas Generation Unit

201.960 Million NM3 per annum

Jacob, UK and H & G

Captive Power Plant I & II 3,96,000 MWH per annum BHEL, IndiaNitrobenzene (NB) 47250 MTPA Chematur Engineering AB,

SwedenToluene Di-isocynate (TDI) 14000 MTPA Chematur Engineering AB,

SwedenDi Nitro Toluene (DNT) 18356 MTPA Chematur Engineering AB,

SwedenMeta Toluene Di-amine (MTD)

11804 MTPA Chematur Engineering AB, Sweden

10

(A) PRODUCTION PERFORMANCE OF GNFC PLANTS FOR THE YEAR 2009-10 :

PLANTS ACTUAL (MT) CAPACITY UTILIZATION (%)

Ammonia 455,505 100.00

Urea 601,681 94.60

Methanol-I 31,279 62.56

Methanol-II 155,800 82.83

MSU 1,135 3.71

Methyl Formate 20,134 88.31

Formic Acid 15,886 158.86

Acetic Acid 140,140 140.14

WNA 281,049 113.56

CNA-I 33,892 102.70

CNA-II 35,014 106.10

ANP 166,547 116.88

CAN 102,644 72.03

Aniline 33,848 96.71

TDI 12,974 92.67

NB 45,301 95.87

11

(B) DESPATCH/SALE PERFORMANCE OF GNFC PLANTS FOR THE YEAR 2009-10

DESPATCH/ SALE ACTUAL (MT)

Urea 603,109

Methanol 111,511

Methyl Formate 838

Formic Acid 16,477

Acetic Acid 142,914

WNA 58981

CNA 29,311

ANP 167,484

CAN 103,632

AN Melt 48,771

Cal. Carbonate 47,576

Aniline 33,825

TDI 13,129

NB 48

HCL 36,908

12

Human resource

Department

13

Human resource Management

Organisation is made up of the people and function trough people. Without

people organization cannot exist. The Resource of men, money, material and

machinery are collected, co-ordinated and utilized through people. These

resources by themselves cannot fulfil the objectives of an organization. The need

to be united into a team. It is through the combined efforts of people that material

and monetary resources are efficiently for the attainment of common objectives.

HRM is defined as a set of policies, practise and programmes designed to

maximize both personal and organizational goals.

It is the planning, organising directing and controlling of the procurement,

development, compensation, integration, maintanence, and reproduction of

human resource to the END that individual, organisation and society objectives

are achieved.

14

H R DEPARTMENT STRUCTURE.

15

FUNCTION OF HUMAN RESOURCES MANAGEMENT

Managerial Function 1. Planning

2. Organisation

3. Directing

4. Controlling

Operative Function 1. Procurement

Job analysis

HRP

Recruitment

Selection

Placement

Induction

Transfer

Promotion

Separation

2. Development Performance Appraisal

Training

Executive Development

Career Planning and Development

3. Maintenance Health

Safety

Social Security

Welfare Schemes

16

Personal Records

Personal research

Personal audit

4. Compensation

Job Evaluation

Wage and Salary Administration

Bonus and Incentives

5. Integration

Motivation

Job Satisfaction

Participation of employees

TIME OFFICE AND LEAVE MANAGEMENT

Function of time Office

The main function of time office is to record the time at which employee arrives

and leaves the organisation. The other function of time is top record the number

of days the employee was absent ,to note the days on which the employee was

late, how many time in week and so on .The software used by GNFC is ‘oracle’

Database there are two ways in which the time are recorded or noted

(1) DROP CARD SYSTEM This system of recording time is used mainly for the staff level employee.

There is 9 drop in card machines at GNFC. The cards that are to be dropped

in are kept at the time office. When the employee arrives or leaves he/she

has to take the card, drop in the machine and again keep at the right place.

This card is not allowed to keep it with the employee.

17

(2) SWIPE SYSTEM

This system of recording time is mainly used for officer and above level the

card is owned by the employee personally, this card is swipes card/There are

31 swipes Card machines in the corporate office and plant. The officers while

going to their department can swipe the card on their way

There are 4 shifts at GNFC:

• General Shifts [8am to 5 pm]

• A shift [6am to 2pm]

• B shift [2 pm to 10 pm]

• C shift [10pm to 6 pm]

The people at time office prepare a managing maintain information. This

information contains the arrival and the departure time, half day of employee, late

arrival, etc. This information is prepared on daily basis. Considering the

information a combined report is prepared monthly and submitted to the finance

department for the salary purpose.

LEAVE MANAGEMENT

Function of leave Management

The main function of leave management is to maintain the record of leaves

granted refused by the report an employee, which keep the record of the leave of

the entire employee are working in the organisation

TYPES OF LEAVE

The following types of leave be granted to an employee

1. Casual Leave

2. Ordinary Leave

3. Sick leave

4. Extra –ordinary leave

5. Accident & disability Leave

6. Maternity leave

7. Discretion Leave

18

(1) CASUAL LEAVE [CL]

Casual leave may be granted to an employee by the managing Director or by

an authority to which such power is delegated by the Managing Director up to

maximum 14 days in each calendar

Unavailable CL shall be made en-cashable at the end of the calendar. The

encashment shall be made on lines of encashment of OL.

(2) SPECIAL CASUAL LEAVE

(a) 7 days special casual leave shall be granted to make employee if his wife

undergoes sterilization operation.

(b) 6 days special casual leave shall be granted to make employee if he

undergoes vasectomy operation

(c) 14 days special casual leave shall be granted to female employee if she

undergoes non-puerperal sterilization operation

(3) ORDINARY LEAVE [OL]

Application for ordinary leave shall ordinary be submitted at least 15 days

before the date from which leave is required. Ordinary leave shall not be

sanctioned in more than eight spell in a calendar year

(4) SICK LEAVE [SL]

(a) Sick leave shall be admissible to an employee of the company at the rate

of 30 days with half pay per year of service. It shall be computed in spell of

every 4 month. An employee shall be allowed to commute two half pay

sick leaves for one fully pay sick leave. Sick leave may be availed of even

if ordinary Leave is due .Sick leave shall not be availed for less than 1

days .In case of half pay sick leave.

(b) Intervening PH,RH and weekly off in the period of SL shall not be

considered as SL

19

(c) An employee shall be eligible to Ancash SL once in a calendar year after

keeping 45 days SL with full pay in balance .The encashment shall be

made on the lines of OL.

(d) The employee reporting for the duty shall have to produce fitness

certificate from company’s doctor m if so required by leave sanctioning

authority.

(e) An employee on CL, OL and SL with full pay shall draw full pay including

admissible allowance.

(5) EXTRA-ORDINARY LEAVE [EOL]

Extra –ordinary leave calculated at the rate of half month for every year of

service may be granted to an employee when no Ordinary leave or Sick leave

are due to him and The duration of EOL shall not be exceed four month on

any one occasion or in all, beyond which period it will be treated as break in

Service. No pay and allowance are admissible during the period of EOL and

spent on such leave shall not count as duty for purpose.

(6) ACCIDENTS & DISABILTY

A competent authority may grant Accident and Disability Leave to an

employee, who is disabled by injury accidentally inflicted or

caused or incurred in or in consequences of his official position, provided that

such disability is not self-inflected or a result of his wilful negligence. Such as

leave shall not be dubitable to the leave account. Accidents and Disability Leave

may be granted to an employee more than once if the Disability is aggravated or

reproduced in similar circumstances at a later date, but not more than 12 months

leave shall be of any 1 disability.

(7) MATERNITY LEAVE

(a) The MD may grant to a woman employee who has put in at least one year of

Continuous Service, maternity leave for a period which may extend up to

maximum of 3 months.

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(b) A woman employee may be granted leave of any others kinds of admissible to

her in Combination with or in continuation of maternity leave if the request for its

grant is supported by medical certificate.

(c) Maternity leave shall be admissible to an employee for her first two deliveries.

However, such leave shall be admissible for the third delivery provided if any of

the children after her two deliveries is not surviving at the time of third Delivery.

(8) DISCRETIONARY LEAVE

At the discretion of the management, an employee may be granted discretionary

leave not

Exceeding 10 days in a calendar year for the purposes such as

(a) Active participation in sport events of National or International importance

in a Representative capacity.

(b) Active participation in inter-organisational/ inter-national tournament on

behalf of the company.

(c) Appearing in professional examination at the instance and in the instance

and in the Company.

RECRUITMENT AND SELECTION

Recruitment

For Recruitment purpose GNFC mainly focus on the following

Employee exchange

News paper advertisement

Campus interview

Consulting agencies

Internal audit

21

Selection

For selection GNFC has a criterion only first class graduates are selected. After

the resumes are received, they are scrutinized and the candidates are called for

written test. The candidate who clears the written test is further called for further

interview. Thereafter a merit list is prepared by the HR officer, and this list

includes the score of written test as well as interview. And from the merit list

candidate are shortlisted. The short listed candidates for the part of training given

after latter and they joined. After the training is over a written test and a personal

interview is held. And after a merit list is prepared and the candidates are

absorbed in the company.

PROMOTION AND TRANSFER POLICY

At GNFC, the promotional is based on the merit cum seniority. The main

preference is given to the merit; plays an important role in promotion. Mostly the

promotion of the employee is based on merit.

For transfer of an employee, it is based on the need. E transfer is based on the

personal need, organizational need health of an employee etc. In GNFC, the

transfer is done inter department, inter plant, in case of marketing department

transfer is may be taken place.

22

WELFARE ACTIVITIES

There are many welfare activities carried out by GNFC for their employees. Some

are statutory and non0 statutory activities are the activities which the government

says to give every employees. On the other hand non-statutory activities are the

activities which are provided by the company by their own wish to make the

employees happy.

Following are the welfare activities given at GNFC:

1. Uniform

2. Shoes

3. Brief case

4. Housing loans

5. Vehicle loans

6. Marriage loans

7. Festival advances

8. Vehicle allowance

9. Education assistance

10. Township facilities

11. Temple facilities

12. Sports club in township

13. Shopping complex

14. Co0operatives stores

15. School

16. Health centres

17. Provident fund

18. Leave travel concession

19. Medical facilities

20. Hospital

21. Canteen facility.

23

DETAILS IN EMPLOYEE PERSONAL FILE

The employee profile form contain

Full name of employees

Date of birth

Native place

State

Religion

Mother tongue

Categories

Joining details

Joining date

Designation

Grade

Period

Academic qualification

University

Degree

Year of passing

Percentage

Detail of promotion

Date

Design

Grade (Remark if any)

24

SALARY STRUCTURE

GRADE DESIGNATION PAY SCALE

M-1 Executive Director 13800-675-15825-750-18825-825-25425

M-2 General manager 11470-600-13270-675-15790-750-21970

M-3 Addl. General manager 10200-525-11775-600-14175-675-19575

M-4 Chief managers/CS and

CM(legal)

9250-450-10600-525-12700-600-17500

M-5 Sr. Manager 8140-360-9220-395-10800-460-14480

M-6 Manager/ pers. Secy. 7325-300-8225-340-9585-385-12665

M-7 Dy. Mktg./ Sr. Officer/Sr. Civil

Engr./ Sr. Safety Engr./ Sr.

PRO

6220-500-6950-285-8110-310-10590

M-7 Sp Foreman/Officer 5700-240-6420-270-7500-300-9900

M-8 Sp Account officer/ Admin. Officer/

LMO/ Librarian/ Sports

5400-220-6060-250-7060-285-9340

M-8 Sp Charge man / Jr. Officer 5180-210-5810-240-6770-270-8930

HRICS

Software used to assist HRM-Oracle Database is used for data store in GNFC

to assist HRM

25

Marketing Department

26

DEPARTMENTAL STRUCTURE

27

LIST OF COMPETITORS AND DIFFERENCE IN COMPANY’S PRODUCT

FEATURES VS COMPETITORS

Main competitors of GNFC are:

1. GSFC, Vadodara

2. IFFCO, Gujarat

3. KRIBCO, Hazira,(Gujarat)

4. RCF, Thal

5. NFL, Panipat(Punjab)

6. INDOGULF, Jagdishpur

7. DEEPAK, Pune

8. TATA, Babrala(UP)

Difference in company’s product features VS competitors

The main product of GNFC is fertilizers, i.e. Narmada Urea, Narmada Can, Narmada

Phos.

i. Narmada Urea

Urea is manufactured by all the fertilizers company but it is different in

following ways from competitors.

1. Colour

2. Packing (Single packing)

3. Grain size is bigger than competitors

4. No powder contain

5. Narmada Urea contain 46% Nitrogen

6. Technology collaboration- Snamprogetti, Italy

ii. Narmada Can

Narmada Can is different in following ways from its competitors

1. Technology collaboration- UHDE Germany

2. Narmada Can contains 25% - Nitrogen and 8% Calcium

3. Packing (Double packing)

28

iii. Narmada Phos.

Narmada Phos is different from its competitors in following ways

1. Packing (Double packing)

2. Narmada Phos contains 50% Nitrogen and 50% Phosphorous

3. Raw materials (Rock Phosphate)

4. Technology Partners- BASF Germany

MARKETING MIX STRATEGY 4

29

BRAND AVAILABLE AND COMPARITIVE PRICES

“Narmada” is the Brand name for GNFC.

Narmada Urea is the No. 1 brand of GNFC in Gujarat.

Why brand required for company?

To differentiate our product in the market from competitors

To differentiate name, term, logo, symbols from competitors.

To differentiate quality.

Brand equity – Positive differential effect from the customer.

Customer equity – Positive response of customer for the particular brand.

No. Brand name Weight Rupees

1. Narmada Urea 50 kg 235/-

2. Narmada Can 50 kg 515/-

3. Narmada Phos 50 kg 279.75/-

30

GNFC PLANT

RAIL HEAD Dealer/GUJCO Buffer

Retailer e.g. Village Society

TPSU , NKSK

Rail head/ Nodal

Field Warehou

31

TARGET MARKET AND MARKET SHARE

• The GNFC’s main products Fertilizers and their target market or target

consumer is famer.

• IN Gujarat GNFC have major market share in Fertilizers selling.

• The GNFC is also manufacturing the chemical and their customers are

small. Medium and large industrial enterprises in public, private and

multinational sectors.

Market Share

The percentage of market share shown in the following table

Sr no

Products Market share GNFC

Market share other

Market share import

1.

2.

3.

4.

5.

6.

7.

8.

Methanol

Acetic Acid

Formic Acid

CNA

Weak Nitric Acid

Ammonium Nitrate (melt)

Aniline

TDI

25%

34%

68%

43%

30%

14.3%

26.3%

3.9%

16.3%

56.9%

70%

20%

46.9%

60.6%

18.6%

-

-

65.7%

PROMOTIONAL MEASURES

Various promotional programmes are carried out to sustain the brand of the

company, to educate the farmers, to create the awareness about their product

among the farmer.

Following are the various activities are:

1. With the farmers: Mean Two way communication

• Demonstration Farm

• Farmer Meetings

• Slide show

32

• Agricultural fairs

• Plant Visit

• Crop Seminars

• Young Farmer training programmes

• Exhibition etc.

2. To the farmers: Means one way communication

• Magazines

• Wall Painting

• Poster

• Trolley painting etc

3. The GNFC also having laboratories like

• Soil testing

• Tissue culture

Promotional Tools

Sales Promotion: Demonstration, Contests, Exhibition etc.

Publicity: Press notes, Speeches, Annual report, Donation public relation etc.

Personal selling: Sales presentation, Sales workshop, Incentive Programmes

33

POSITION OF THE COMPANY’S PRODUCTION IN PLC

GNFC stand on the peak stage in PLC.

1. All the fertilizer products of GNFC are in the growth stage because now a

day’s are

aware of growing crop by scientific approach.

2. All the chemical product use by the different industries to make some other

products, so we cannot say about the chemical product in which stage

they are

SALES VOLUME/ SALES REVENUE

Sales volume during the year 2007-08

Product Sales (MT)

Urea

Ammonium Nitro Phosphate

Calcium Ammonium Nitrate

Methanol

Formic Acid

Acetic Acid

Concentrated Nitric acid

Aniline

Toluene Di- Isocynate

6,44,474

1,94,158

1,35,134

1,41,252

17,405

1,55,515

22,356

38,451

16,145

34

CUSTOMER SATISFACTION MEASURES AND IMPORTANCE OF CUSTOMER FEEDBACK

Seller market is converted in to buyer market. The company have to produce

those products only that satisfy the customer want and demand.

Customer satisfaction measures

• Repeated Purchase

• After sales service

• Sales Volume increase

Importance of Customer feedback

• To know the product image in the market

• To attract customer

• To change market strategy

• To change in the product like packing, price, quantity etc.

Tool to get feedback from the customer

1. NKSK (Narmada Khedut Sahaya Kendra) at every Tehsil.

2. GNFC provide postcard to the customer or farmer to get the feedback from

therm.

STRATEGY FOR SURVIVAL IN MARKET

Government has identified essential product and government has establish ECA (

Essential Commodity Act). Fertilizer is come under essential product it is the

basic need of farmer.

GNFC applying following pricing method and strategy

• Government fixes the price of Narmada Urea and Narmada Phos.

• The cost of production of Urea and Phos more than MRP but the

difference is paid by government as subsidy.

• Government control the quality of Narmada Can.

35

PACKAGING

Packaging – Packaging is physical action provide handling convince

Packaging is of two types as under

1. Primary Packaging – Tube packaging

2. Secondary Packaging – Safety of product

Packaging done in GNFC:

• Narmada Urea is packed in %0 kg pack in double stitching plastic bag.

• Narmada Phos is packed in double packing in 50 kg bag.

• Narmada can is also packed in double backing in 50 kg bag.

DEMONASTRATION FARM

Demonstration farming is another method of promoting the companies activities.

It aim is to informing the farmer about the various benefit of using fertilizer.

Land Available

• 30 Acre fertile land

• 20 Acre fruit land ( Mango, Lemon, Chikoo etc)

Activities

• Net house

• Green house

• Vermi compost house

• Computerise water pump

Objective of Demonstration Farm

• To demonstrate the use of fertilizer.

• To introduce new cropping pattern.

• To develop hi-tech agriculture complex.

• To demonstrate the use of plant effluent water.

• To develop planned a forestation the industrial environment.

36

Different Agro Project

• Nursery areas

• Net home technology

• Vermi compost house

• Medicinal crop (plant)

• Agro foresting

• Orchard

• Field crop

Service Provided to Farming community

1. Organising farmer Visits.

2. Supply of high quality vegetable seeding.

3. Supply of Earth-worm for vermi project.

4. Supplying of medicinal plant.

5. Technical advice of farmer of surrounding area.

6. Organising agricultural extension official visit.

7. Class room presentation and slide show on hi-tech agriculture.

SOIL TENSTING LABORATORY

• Soil testing laboratory was started in the year of 1983.

• Soil sample are coming from all over Gujarat and irrigation water is also

tested.

• The basic task is to provide agriculture regarding guidelines.

• I measure the content of Nitrogen, Potash and Phosphorus and

recommend the farmer about the required content of them and gives

advice to them how much fertilizer is in the land.

• Lab also check content of irrigation water such as Calcium, Sodium,

Magnesium, Sodium Carbonate and Sodium Bicarbonate and give the

grade of good, bad and medium.

37

• The company expenditure per sample is Rs. 100 and company provides

free of cost to the farmer.

• The main objective of the lab is to increase the agricultural productivity.

TISSUE CULTURE LABORATORY

Tissue culture laboratory is another method to promote the activities of company

Define plant tissue culture?

Plant tissue culture is a technique where tissue, cells or organs are isolated from

mother plant, grown on artificial medium under aseptic conditions.

Name leading plant tissue culturist of India, Gujarat

• Prof M. Swaminathan

• Prof N.M. Bhandari

• Dr. Lakshmi – sitha

• Dr. K. G. Ramavat

• Prof. Bapat

Types of tissue culture

• Meristem-Tip culture

• Emryo Culture

• Callus Culture

• Protoplast Culture

Advantage and disadvantage of plant tissue culture

1. A small amount of plant tissue is needed as the initial explants for regeneration

of millions of colonel plant.

2. Many plant species are highly resistant to conventional propagation method;

over this TC technique provide a possible alternative for these species and help

in bulking up new cultivators rapidly of important trees that would otherwise take

many year to bulk up by conventional methods

3. Disease free, Uniform, Vigorous plant can be produce in short span of time

though meristem tip culture.

38

4. Round the year production can be generated

5. Seasonal constraints is not there.

Disadvantage

1. Expensive equipment, sophisticated facilities with trained manpower are

needed.

2. Though higher order precaution are taken to take care of contamination there

are changes of heavy culture loss.

Stage of plant tissue culture

• Selection stage

• Initiation

• Multiplication

• Elongation

• Rooting

• Primary hardening (Green house)

• Secondary hardening (Net house)

Major hormones are used in culture media

Auxins Cytokinins and GA3( Gibberelic acid)

IAA (Indole acetic acid) Kinetine

NAA (Naphthalene acetic acid) BAP (6- Bezly amino purine)

IBA ( Indole butric acid) Zeatine

2,4-d Trichlorophenoxy acetic acid

39

Purchase department

40

Introduction Purchase is the heart of any organisation. Since it is directly proportional to the

profit because purchase is related to the buying activities therefore lesser the

price of the raw materials or the spares is required lesser will be the requirement

of the capital and hence greater will be the profit.

Purchase department has to co-ordinate with people working in both internal as

well as external environment. The person working in the purchase department

should know each and every technical detail of the material required in their

production facilities whether it is in the form of raw material or any spare part of

plant.

They should be aware of each and every vendor that sells the product used as

raw material and spares as this sort of information is necessary during the crucial

period at times. They should also be aware that which technical spares is

imported from other counties and it is difficult to purchase that spares within a

certain time frame and this could be borrowed from other organisation using the

same spares.

The purchase department should also keep in mind that if they purchase in

excess inventory cost will rise and if their order is lower in quantity then there will

be the production hold up so their order should match up economic order quantity

so both inventory cost and also production will run smoothly.

In GNFC purchase department has to almost buy 1, 50,000 different item in

different quality and quantity from different source i.e. National as well as

International. So for the smooth and easy management of purchasing activity

there are different group of different items.

Purchase department lays emphasis on 6 R’s during purchase:

1. Right Quantity

2. Right Quality

3. Right Time

4. Right Source

5. Right Price

41

FUNCTION OF PURCHASE DEPARTMENT

• Purchase department is the channel between user and supplier

• Purchase department provide material to user department at less cost,

less time, less effort and at right place

• Purchase department also helpful in forward planning as per the present

market condition

• Purchase department is helpful in marketing relation between vendor and

company.

• Purchase department register incident recovered from end user or

planning department and selects the vendor from float inquiry to vendors.

They after purchase department get quotation and open them.

• By marketing ARC it stops the vendors to change prices, quality and move

away from the contracts.

• After receiving materials. The purchase department inform the finance

department for time being payment.

• When the received material is not as per the user requirement, then

purchase department informs to the supplier for replacement base on the

term and condition.

• Purchase department help in reducing lead-time.

PURCHASE PROCEDURE

The Procurement of raw materials, machineries, and its spares, maintenance

item include consumable etc is done by purchase department. The procedure for

the procurement is as follows :

I. Preparation of purchase requisition (Indent)

II. Tender issued

III. Vendor analysis

IV. Quotation (Rate tabulation)

V. Comparative statement

VI. Financial approval

VII. Placement of order

VIII. Delivery

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IX. Inspection

X. Master receiving Voucher (Acceptance)

XI. Payment of supplier.

Procedure for Imported materials

While most of the procedural part remains same as that of other item, the

difference lies in the mode of payment which is though letter of credit and issuing

of tender by Global tender in Newspaper or Online bidding system. However,

Procurement of imports involves large sum and hence seemingly minor

commercial point also carries significant financial implication. Almost care in

being taken to curtail procurement cost as much possible by negotiating various

commercial terms to commercial term to company advantage. Incoming imported

materials are bought though GNFC’S authorized consolidation contractors (Air &

Sea Freight forwarders). Consignments are cleared from Mumbai customs by

appointed CHA (Custom House agent) after payment of due custom duty etc then

forwarded to GNFC site.

PACKING MATERIALS

Packing material consist of HDPE bags. Threads for stitching and HDPE carboys

( Blue for Formic Acid & Black for Acetic Acid).

HDPE Bags

Weight of HDPE bags:

Bags Weight

Urea Bags 130 gm

Imported Urea bag 130 gm

Imported MOP bag 108 gm

Imported DAP bag 120 gm

CAN bag 112 gm

ANP bag 112 gm

SSP bags 112 gm

43

Yearly consumption of HDPE bags:

Bags Consumption

Urea 128 Lac bags

ANP 44 Lac bags

CAN 30 Lac bags

Types of bag are used

Urea is packed in simple HDPE bags but ANP & CAN is packed in thin inner

coated plastic bag.

Supplier of HDPE bags:

Mostly HDPE bags are supplied from Ahmadabad.

Printing of bags:

Front and back printing on Urea and ANP and in CAN only front side.

Urea printing is Green and Postal red colour.

ANP printing is Black colour.

CAN printing is Green colour.

HDPE Carboys

Weight, Capacity, Colour and price of carboys:

Carboys Weight Capacity Price (All

inclusive)

Formic Acid 2 kg 35 litre 224 per

carboys

Acetic Acid 2 kg 35 litre 223 per

carboys

Suppliers of carboys are Daman and Silvassa.

44

Threads

Thread is used for stitching of the bags. Poly propylene thread is used.

Price of thread is Rs 102 per kg

Supplier of thread is Bhavnagar.

45

Stores Department

46

TYPES OF STORES

In GNFC there is only central store. It handles all stores related activities for all

plant (Urea plant, Methanol plant, Formic acid plant, ANP plant, and Acetic acid

plant etc.)

MATERIAL HANDLING EQUIPMENT

1. Handling carts

2. Forklifts

3. Cranes

4. Tractors

MATERIAL MANAGEMENT

Activities of stores department are covered under six six functional areas as

under:

1. Receipt section

2. Custody section

3. Packing material stores

4. Inventory control/ welfare group

5. Steel yard and project stores

6. Disposal of scrap and surplus

7. Aniline/ TDI group(NCPL)-all activitirs

MATERIAL CODING SYSTEM Codification is a process of allotting a code after logical grouping & sub grouping

considering materials of construction, types, end-application, size etc.

Items has 9 digits code.

4 digits code indicate- Instrument

5 digits code indicate- Electrical spares

6,7,8 digits code indicate- Mechanical spare parts

9 digits code indicate- General consumable.

47

Dispatch And Logistics Department

48

DEPATMENTAL STRUCTTURE

49

MODE OF DISPATCH AND LOGISTICS

Road and Railway are used as a mode of dispatch in GNFC.

Road

• In GNFC 300km to 400 km are economical to dispatch by road.

• It is very expensive to dispatch products beyond 400 km by the road.

• 35% o total production is dispatched by road.

Railway

• Beyond 400 km GNFC uses railway to dispatch its products.

• Railway is cheaper to dispatch.

• GNFC has its own siding where the rake is placed, loaded and dispatched.

• 65% of total production is dispatched by rail.

DISPATCH PROCEDURE AND FORMAT.

GNFC has categorized its procedures and format in 3 tiers.

1st tier

• GNFC has its own retail outlet.

• NKSK-Narmada Khedut Sahaya Kendra own GNFC depot.

• NKSK is only in Gujarat only.

2nd tier

• Wholesaler to retailer to consumer

3rd tier

• Consumer co-operative in other states.

• Farmers in other stats buy fertilizers from co-operatives.

50

Administration Department

51

DEPARTMENTAL STRUCTURE

52

TRANSPORT AND FOREIGN TRAVEL

There are 7 sub sections in Transport & Foreign travel.

1. Transport

2. Foreign travel

3. Industrial photograph

4. Reception

5. Establishment section

6. Statutory

7. General administration

1. Transport: The main function of transport section is to arrange vehicle for company.

Company has some own vehicles.

Company have 10 permanent drivers.

Some vehicles are hired on ARC (Annual Rate Contract) basis.

Some are hired on short term duration hiring basis.

Company have contract with two parties,

- Om Travel &

- Maa Travel.

GNFC has 10 vehicles from Om travels and 5 vehicles from Maa

travels on Annual Rate Contract basis.

In GNFC transport facility is given as follows:

MD and Jt. MD given separate cars.

GNFC provide AC vehicles to Chief Manager and below Chief Manager

Non-AC vehicles are provided.

Exclusive vehicles for security department (1 Tata sumo & 2 motor

cycles).

4+1 Ambulance are in GNFC (2 Travera, 2 Maruti Van & 1 Qualis).

Company has 6 school bus ( 4 buses are 56 sitter and 2 buses are 26

sitter).

53

Vehicles are provided at regional office also.( Ahemdabad, Delhi &

Mumbai.)

1 Dead body van.

1 Auto rickshaw on ARC basis.

Some vehicles are for 1 hrs and some are for 24 hrs.

2. Foreign travel: GNFC also sends some of its employees outside the country for company

related work. So it has to give passport, air ticket etc. to their employees.

3. Industrial photograph:

The main function of this section is to arrange photographers for the

photography of all the function held in the GNFC (Plant, Township etc.).

4. Reception:

This section takes care of reception like decoration, painting, receptionist etc.

5. Establishment section: The main functions of this section are as follows:

Safety Programmes.

Training Programmes.

Conference Programme.

Celebration of Independence Day, Republic Day.

Arrangement of food, beverages, GSRTC buses on Meeting.

6. Statutory section: The main functions of this section are:

PUC

Fitness

54

School bus permit

ISO 14001 complain

OHSAS 18001 complain

SANITATION ACTIVITIES

A Sanitation includes sweeping, cleaning and horticulture.

Company does not have any permanent sweeper, all sweeper are in

contact basis.

All sweeper comes 6 o’clock morning.

Horticulture is also on contract basis contractor brought his labour every

day for the gardening of GNFC.

PRINTING AND STATIONARY

Administration department is a service department and supporting the main

function of company.

Administration department is facilitating the job to the various department of the

company.

Areas look after by printing and stationary section:

Issue of computer consumable.

Copier machine.

Printing papers.

Stationary.

Printing and Stationary are n ARC basis.

There is a big store in GNFC for storage of printing and stationary item.

TOWNSHIP ADMINISTRATION

Functions of township administration are:

House provided to the employees.

Electrical.

Sanitary.

55

Grill.

Horticulture.

School for Children.

Hospital.

Swimming Pool.

GUEST HOUSE

GNFC provides guest house facility to the outsiders as per rate pre-decided by

company.

32 room in guest house full.

3 dining halls.

7 VIP room.

Rs. 500 per room.

Rs.25 breakfast.

Rs. 50 lunch.

Rs. 50 dinner.

56

Finance Department

57

DEPARTMENTAL STRUCTURE:

58

SECTIONS O FINANCE DEPARTMENT

1. Bills payment section

2. Establishment section.

3. Marketing Account section

(a) Industrial Product Division.

(b) Fertilizer Product Division.

4. Indirect taxation.

5. Costing and budget section.

6. Banking section.

7. Central account section.

8. Insurance section.

9. Concurrence section.

10. Stores account.

FUNCTIONS OF VARIOUS SECTIONS FINANCE DEPARTMENT

1. Bills payments section In GNFC Bills payments section deal with preparation of bills for making

payments and sending them to bank section. Thus, bills payments

section is a link between payment payers and payment receivers.

Price and quality is generally fixed up before the purchase order placed.

The main function of this department is to compare with MRR received

from the store department and invoice and make bills for payment and

send to bank section for timely payment to the suppliers.

If payment section finds some deviation in amount of invoice and amount

of purchase order then they ask suppliers the reason of deviation.

2. Established section In GNFC establishment section is also known as employee oriented

section it deals with the transaction of employee’s remuneration.

59

Establishment section mainly looks after time office, personnel department

and finance department. In this section mainly salary section is concerned.

Salary related payment include payment of loan, advance, TA, DA etc.

GNFC provide many types of loan to employees. Such as loan for

marriage, housing, section.

3. Marketing Account section: There are two types of product line is available in the GNFC.

a. Fertilizer product.

b. Industrial product.

The different product lines for the purpose of expansion of the business of

the company, it is under active considered of GNFC.

Some times company import Urea from China and Australia and

DAP, MOP from other countries.

GNFC exports the Formic Acid and Acetic Acid.

Excise duty for industrial product is 16.48%.

In case collection of the amount we have to collect post dated

advanced cheque for other customer.

In case of fertilizer BOB cash reach bank system and ICICI CMS

system is work there. So our cash is managed properly.

Marketing accounts section of finance department of GNFC is concerned

with the management of receivables. It takes decision regarding collection

of income.

4. Indirect taxation section There are mainly two types of tax involved in the business.

a. Service tax.

b. Sales tax.

Service tax

Service tax is

established in 1993 in India.

60

Service tax rules & act

are conducted by the central Government in the budget.

Today approximately

104 services in India on which service tax is applicable.

Service provider has

to pay service tax to government.

Very first 5% service

tax has to pay. Than after times it becomes 8% after sometimes

later it becomes 10%.

At present 12%

service tax has to pay.

It can be handled by

the person who can handle central excise and custom duty.

5. Costing and budget section: Budget is the estimates of future need arise according to an orderly basis

covering all of the activities of the enterprises.

In GNFC while

preparing budget they considered estimated sales promotion,

availability of raw material etc. so all departments concern with

different and estimates are budget manual like Marketing,

Personnel, Finance, Purchase, and Administration.

The company prepare

exhaustive operational as well as procurement budget for various

budget centres at the beginning of each financial year i.e. 1st April to

31st March.

Principle budget

factors:

a. Production of the last

few years.

61

b. Production capacity of

plant.

c. Sales of last few

years.

d. Cost of production.

e. Government policy.

6. Banking section:

Bank section is the related to the day to day operation of cash and bank of

the company. Bank section mainly arranges the fund in the company and

reduces the cost of the company’s product.

There are mainly two types of fund at GNFC.

a. Long term funds.

b. Short term funds.

Following banks are the main banks of the company.

a. State bank of India.

b. Bank of Baroda.

c. State bank of

Saurastra.

d. Canara bank.

e. ICICI bank.

f. HDFC bank.

Function of bank section

Fixing cash credit limit.

Deciding amount of

networking capital.

Investing excess fund.

Sanction load from

financial institution

62

Preparation of monthly

report.

Repayment of loan

and interest.

7. Concurrence section Concurrence means pre audit. As per the company policy, no purchase

order is placed without financial concurrence done by section. The main

aim of this section is to get competitive rate.

8. Central account section. The main functions of central account section are:

To prepare Balance

sheet and P/L account as per company rule and accounting

standard.

To prepare quarterly

result as listing agreement with stock section.

To provide various

data to outside agencies.

To maintain fixed

asset register.

9. Insurance section. In GNFC all the plant

are insured. The name of policy of plant at GNFC is industrial all

risk policy.

In prior to this period

there are mainly two types of policy taken by GNFC.

a. Fire policy.

b. General policy.

63

For the purpose of

insurance policy GNFC pay about Rs. 10 crore as a premium for

the one year. It includes all types of insurance policy.

Every year company

compensation Rs. 60 lacs as a premium for the employee

insurance policy.

BUDGETARY CONTROL SYSTEM/ PROCESS

Budget Manual

In GNFC while preparing budget they considered they considered estimated

sales production, availability of raw material etc. so all departments concern

with different and estimations are budget manual like Marketing, Personnel,

Finance, Purchase, and Administration.

Budget Period.

The company prepare exhaustive operational as well as procurement budget

for various budget centres at the beginning of each financial year, .i.e. 1st April

to 31st March.

Principles Budget Factor

Raw material Prices

i.e. Oil, Gas, Rock Phosphate etc.

Repairs and

Maintenance.

Exchange Rate

Current year.

Government subsidy

Government policy.

64

Budget Centres In GNFC head office of the department control or handle the budget of that

particular department budget e.g. for Administration head officer of that

department that means AGM of that department have control over his

department budget.

ACCOUNTING METHOD/ SYSTEM USED

GNFC uses “Double Entry Book Keeping” accounting method.

It includes Voucher entry to P&L A/c and Balance sheet.

65

Mini project

REVIEW OF LITERATURE

INTRODUCTION

Job Satisfaction

Job satisfaction describes how content an individual is with his or her job.

It is a relatively recent term since in previous centuries the jobs available to a

particular person were often predetermined by the occupation of that person’s

parent. There are a variety of factors that can influence a person’s level of job

satisfaction. Some of these factors include the level of pay and benefits, the

perceived fairness o the promotion system within a company, the quality of the

66

working conditions, leadership and social relationships, the job itself (the variety

of tasks involved, the interest and challenge the job generates, and the clarity of

the job description/requirements).

The happier people are within their job, the more satisfied they are said to

be. Job satisfaction is not the same as motivation, although it is clearly linked.

Job design aims to enhance job satisfaction and performance methods include

job rotation, job enlargement and job enrichment. Other influences on satisfaction

include the management style and culture, employee involvement, empowerment

and autonomous workgroups. Job satisfaction is a very important attribute which

is frequently measured by organizations. The most common way of measurement

is the use of rating scales where employees report their reactions to their jobs.

Questions relate to relate of pay, work responsibilities, variety of tasks,

promotional opportunities the work itself and co-workers. Some questioners ask

yes or no questions while others ask to rate satisfaction on 1 – 5 scale 9where 1

represents “not all satisfied” and 5 represents “extremely satisfied”).

Definitions

Job 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 (2007) 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 from attitudes towards our jobs by taking into account

our feelings, our beliefs, and our behaviors.

Importance to Worker and Organization

67

For the organization, job satisfaction of its workers means a work force that is

motivated and committed to high quality performance. Increased

productivityâ€”the quantity and quality of output per hour workedâ€”seems to be

a byproduct of improved quality of working life. It is important to note that the

literature on the relationship between job satisfaction and productivity is neither

conclusive nor consistent. However, studies dating back to Herzberg's (1957)

have shown at least low correlation between high morale and high productivity,

and it does seem logical that more satisfied workers will tend to add more value

to an organization. Unhappy employees, who are motivated by fear of job loss,

will not give 100 percent of their effort for very long. Though fear is a powerful

motivator, it is also a temporary one, and as soon as the threat is lifted

performance will decline.

Tangible ways in which job satisfaction benefits the organization include

reduction in complaints and grievances, absenteeism, turnover, and termination;

as well as improved punctuality and worker morale. Job satisfaction is also linked

to a more healthy work force and has been found to be a good indicator of

longevity. And although only little correlation has been found between job

satisfaction and productivity, Brown (1996) notes that some employers have

found that satisfying or delighting employees is a

Prerequisite to satisfying or delighting customers, thus protecting the "bottom

line." No wonder Andrew Carnegie is quoted as saying: "Take away my people,

but leave my factories, and soon grass will grow on the factory floors. Take away

my factories, but leave my people, and soon we will have a new and better

factory"

Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create

job satisfaction? Organizations can help to create job satisfaction by putting

systems in place that will ensure that workers are challenged and then rewarded

68

for being successful. Organizations that aspire to creating a work environment

that enhances job satisfaction need to incorporate the following:

• 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

• Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job

satisfaction is that there are many factors that affect job satisfaction and that what

makes workers happy with their jobs varies from one worker to another and from

day to day. Apart from the factors mentioned above, job satisfaction is also

influenced by the employee's personal characteristics, the manager's personal

characteristics and management style, and the nature of the work itself.

Managers who want to maintain a high level of job satisfaction in the work force

must try to understand the needs of each member of the work force. For

example, when creating work teams, managers can enhance worker satisfaction

by placing people with similar backgrounds, experiences, or needs in the same

workgroup. Also, managers can enhance job satisfaction by carefully matching

workers with the type of work. For example, a person who does not pay attention

to detail would hardly make a good inspector, and a shy worker is unlikely to be a

69

good salesperson. As much as possible, managers should match job tasks to

employees' personalities.Managers who are serious about the job satisfaction of

workers can also take other deliberate steps to create a stimulating work

environment. One such step is job enrichment. Job enrichment is a deliberate

upgrading of responsibility, scope, and challenge in the work itself. Job

enrichment usually includes increased responsibility, recognition, and

opportunities for growth, learning, and achievement. Large companies that have

used job-enrichment programs to increase employee motivation and job

satisfaction include AT&T, IBM, and General Motors (Daft, 1997).

Good management has the potential for creating high morale, high productivity,

and a sense of purpose and meaning for the organization and its employees.

Empirical findings show that job characteristics such as pay, promotional

opportunity, task clarity and significance, and skills utilization, as well as

organizational characteristics such as commitment and relationship with

supervisors and co-workers, have significant effects on job satisfaction. These

job characteristics can be carefully managed to enhance job satisfaction.

Workers' Roles in Job 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.

70

• 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.

Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort

both by management and by workers. Managers are encouraged to consider

such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of

factors that contribute to a stimulating, challenging, supportive, and rewarding

work environment is vital. Because of the relative prominence of pay in the

reward system, it is very important that salaries be tied to job responsibilities and

that pay increases be tied to performance rather than seniority.

So, in essence, job satisfaction is a product of the events and conditions that

people experience on their jobs. Brief (1998) wrote: "If a person's work is

interesting, her pay is fair, her promotional opportunities are good, her supervisor

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is supportive, and her coworkers are friendly, then a situational approach leads

one to predict she is satisfied with her job" (p. 91). Very simply put, if the

pleasures associated with one's job outweigh the pains, there is some level of job

satisfaction

3.1 Problem definition As per the marketing research, first & main step is identification of the problem. It is

rightly said that “a problem well defined is half-solved”, a poorly defined problem cause

confusion and do not allow the researcher to develop a good research design. So in

order to carry out the research program, the researcher should know the basic problem.

He must be clear in mind the basic problem. A competent researcher will not accept a

research project, until he understands the problem clearly. Problem definition is the core

of research process. As such it denotes the particular most important stop to be

performed. According to researcher’s viewpoint problem identification represents

conversion of management problem into research problem.

After the problem has been chosen, the next and the most important task is to formulate

the problem in precise manner. For this great efforts are required.

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I have conducted my Summer Internship project at GNFC. There I was under the

guidance of Mr.N.K Patadia sir and there while discussing with him we came out to this

topic of mine which was to analyze the satisfaction level of employees at GNFC.

For this purpose I reviewed many reports of past and also studied the a bit about the

policies and practices of the company. Then for further research I conducted a survey

and for this purpose a questionnaire was prepared.

45 sample employees were taken and questionnaire was filled from the. My main

objective was to find out weather the employees at GNFC are satisfied.

Then the other objective was to find out their satisfaction for all the activities carried out

by the organization for their interest.

With my study I found out that more than 70 percent of employees working at GNFC are

satisfied. They have no grieviance towards the top management.

The climate of GNFC is very pleasant and large no of the present employees are willing

to continue at gnfc.

3.2 OBJECTIVE OF THE STUDY.

Main objective

The main objective of the study is to find out weather employees at GNFC

are satisfied or not.

Sub objective

To assess the satisfaction level of employees in GNFC, Bharuch.

To identify the factors which influence the job satisfaction of employees.

To identify the factor which improves the satisfaction level of employees.

To find out the employee satisfaction towards the welfare facilities.

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To find out weather employees are satisfied with the career development

and growth opportunity at GNFC.

To analyse the company’s working environment.

To find out willingness of employees to continue at GNFC.

3.3 SCOPE OF THE STUDY

This study emphasis in the following scope:

To identify the employees level of satisfaction upon that job.

This study is helpful to that organisation for conducting further research.

It is helpful to identify the employer’s level of satisfaction towards welfare

measure.

This study is helpful to the organization for identifying the area of

dissatisfaction of job of the employees.

This study helps to make a managerial decision to the company.

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3.4 RESEARCH METHODOLOGY

Research methodology is the systematic way to solve the research problem. It

gives an idea about various steps adopted by the researcher in a systematic

manner with an objective to determine various manners.

Research Design

A research design is considered as the framework or plan for a study that guides

as well as helps the data collection and analysis of data. The research design

may be exploratory, descriptive and experimental for the present study. The

descriptive research design is adopted for this project.

Research Approach

The research worker contacted the respondents personally with well-prepared

sequentially arranged questions. The questionnaire is prepared on the basis of

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objectives of the study. Direct contract is used for survey, i.e., contacting

employees directly in order to collect data.

Sample size

The study sample constitutes 45 respondents constituting in the research area.

Sampling Area

The study is conducted in employees of GNFC.

Sampling Design

I have used probability sampling in which stratified random sampling is used.

Research period

The research period of the study has from 1st June to 10 July 2010 having 8

weeks of duration.

Definition of data: -

Data is raw material input for any research and takes at least two forms.

Primary data.

Secondary data.

Primary data: -

Primary data means those data, which are collected at first hand especially for

the purpose of the study.

1. Survey research:

Survey are the best suited for descriptive research. Companies

undertake surveys to learn about people’s knowledge, beliefs, preference

and satisfaction, and to measure these magnitudes in the general people.

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Research instruments:

Marketing researchers have a choice of two main research instruments in

collecting primary data:

1. Questionnaire

2. Personal interview

1. Questionnaire: -

It consist of a set of questions presented to respondent for their responses

and awareness. Because of it flexibility, the questionnaire is by the most

common instrument used to collect primary data. Questionnaires need to be

carefully developed, tested and debugged before they are administered on a

large scale.

Secondary data: -

Secondary data are those which are collected

from earlier work & are applicable or usable in the study of research. The process

of secondary data collection and analysis is called desk research.

Collection of secondary data & other information, the secondary sources such as

various library books of marketing & websites are used.

Types of sources of Secondary Data

Internal Sources of Secondary Data

Miscellaneous Report

Accounting Records

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Sales force Report

Internal Exports

External Sources of Secondary Data

Government publication

Non government publication

Syndicated services

Consumer research studies.

LIMITATIONS OF STUDY

However I shall try my best in collecting the relevant information for my research

report, yet there are always some problems faced by the researcher. The prime

difficulties which I face in collection of information are discussed below:-

1. Short time period: The time period for carrying out the research was

short as a result of which many facts have been left unexplored.

2. Lack of resources: Lack of time and other resources as it was not

possible to conduct survey at large level.

3. Small no. of respondents: Only 57 employees have been chosen which

is a small number, to represent whole of the population.

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4. Unwillingness of respondents: While collection of the data many

consumers were unwilling to fill the questionnaire. Respondents were

having a feeling of wastage of time for them.

Data Analysis And Interpretation

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4.1 Analysis of Data

The data are collected through survey and books, reports, newspapers and

internet etc., the survey conducted among the employees GNFC. The data

collected by me were tabulated and analyzed in such a way to make

interpretations.

Various steps, which are required to fulfill the purpose, i.e., editing, coding, and

tabulating. Editing refers to separate, correct and modify the collected data.

Coding refers to assigning number or other symbols to each answer for placing

them in categories to prepare data for tabulation refers to bring together the

similar data in rows and columns and totaling them in an accurate and

meaningful manner

The collected data are analyzed and interrupted using statistical tools and

techniques.

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4.2 ANALYSIS AND INTERPRETATION

1) Which department do you belong to? Production

HR

Finance

Marketing

Others

Preferences No. Of employees Percentage

Production 0 0

HR 7 15.56

Finance 3 6.67

Marketing 0 0

81

Others 35 77.78

Interpretation:-

During my research I have covered employees of all departments. 77.78% of the

employees are from other department

2) What do you feel about the physical working environment of GNFC?

Excellent

Very Good

Good

Bad

Very Bad


Excellent 5 11.11

Very Good 37 82.22

Good 2 4.44

Bad 0 0

Very Bad 0 0

82

Interpretation:-

From the above responses I conclude that about 82.22% of the total surveyed

employees feel that the physical environment is very good.

3) What is your opinion about the welfare facilities provided by the management?

Highly satisfied

Satisfied

Neither Satisfied nor Dissatisfied

Dissatisfied

Highly Dissatisfied


Highly satisfied 32 71.11

Satisfied 9 20


4 8.89

Dissatisfied 0 0

83

Highly Dissatisfied 0 0

Interpretation:-

4) Do you have any mental stress regarding your job at GNFC?

YES

NO

Preference No. Of employees Percentage

YES 4 8.89

NO 41 91.11

84

Interpretation:-

From the above responses of the sample respondents about 91.11% of them feel

no Job pressure on their jobs.

5) Are the work assigned to you according to your skill?

Yes

No


Yes 37 82.22

No 8 17.77

85

Interpretation:-

Here, we can conclude that from among the total surveyed employees majority about

82.22% of them are satisfied with the jobs assigned to them, and 8.89% of them are

highly satisfied, and 15.56% are neither satisfied nor dissatisfied.

6) Are you satisfied with the salary structure of GNFC?

YES

NO


YES 34 75.56

NO 11 24.44

86

Interpretation:-

More than 76% of the surveyed employees are satisfied with the salary they are being

paid by GNFC.

7) Opinion about Promotional policies in your organization?

Highly satisfied

Satisfied


Dissatisfied

Highly Dissatisfied



Satisfied 33 73.33

87


3 6.67

Dissatisfied 3 6.67


Interpretation:-

From these responses we can conclude that about 73.33% of the surveyed employees

feel that there is career development opportunity at GNFC. The company assists

employees in their career development through many ways.

8) Opinion regarding opportunity provided by the organization in developing skills and

talent

Highly Agree

Agree

Neither Agree nor Disagree

Disagree

Highly Disagree


88

Highly Agree 28 62.22

Agree 13 28.88

Neither Agree nor Disagree

4 8.89

Disagree 3 0

Highly Disagree 0 0

Interpretation:-

From the above responses of the respondents we can conclude that the employees

highly agree to the fact that there are opportunities provided by the company for

development of their skills and talents. As a majority of 62.22% of surveyed respondents

have highly agreed to this fact.

9) What do you feel about your company’s policies and practices?

Excellent

Very Good

Good

Bad

Very Bad


Excellent 26 57.78

89

Very Good 22 48.89

Good 4 8.89

Bad 0 0

Very Bad 0 0

Interpretation:-

From the above responses we can conclude that majority of sample employees find

GNFC’s policies and practices excellent.

10) Opinion about co-operation of Top-management

Highly satisfied

Satisfied


Dissatisfied

Highly Dissatisfied


90


Satisfied 38 84.44


2 4.44

Dissatisfied 0 0


Interpretation:-

Majority of about 84.88% are satisfied with the co-operation of top management.

11) Does management recognize your individual contribution towards the work?

Yes

No


YES 34 75.55

NO 11 24.44

91

12) Opinion about your social status being improved after joining GNFC as an employee

Highly satisfied

Satisfied


Dissatisfied

Highly Dissatisfied

92



Satisfied 32 71.11


6 13.33

Dissatisfied 0 0


13) Are you satisfied with the leaves provided to you by the company?

Yes

No


YES 31 68.88

NO 14 31.11

93

14) Are you willing to work with GNFC for further years?

Yes

No


YES 43 95.56

94

NO 2 4.44

Interpretation:-

About 95.56 percentage of the present workforce is willing to continue work at GNFC.

FINDINGS

More than 70 % of employees are satisfied at GNFC.

The welfare facilities of GNFC have proved to highly satisfy the employees. The company has sound policies and practices for benefit of its employees.

About 95.56 % of its present employees are willing to continue.

The Top Mgmt has proved to be very co operative with its employees.

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Majority of about 73.33% of the employees are satisfied with the career

development facility at GNFC, which is due to internal promotion, training etc.

From the research study it is observed that most of the employees are assigned

job according to skills and knowledge in the company.

From the research study it is observed that majority of the employees are

satisfied with the salary structure of the organization.

Most of the employees of the company feel that their social status has improved

after joining the company.

Here from my study I can conclude that most of the employees are satisfied with

the promotional policy of the company, they think that promotional policy is based

on suitability of promoter.

SUGESSTIONS

From the survey it is summarized that almost all employees have full trust on the

management and they are willing to continue with GNFC, but hardly few of them

want to leave due to having good opportunity somewhere else, these few

employees should be given good opportunity.

Good opportunity should be given to all employees through job enhancement and

job improvement.

Employees should be taken into confidence so, they do not fear about job

securities. Employees should be welcomed and encouraged.

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Employees very well co operates with one another, so management should

involve in their team work so they get motivated for best performance.

The management should provide all recreational activities to all the management

as well as to all non-management employees.

The employees who have good guts of leadership should be motivated by

rewards and increment.

The management should identify the problems of employees and try to solve

them.

CONCLUSIONS

The project report shows the greater satisfaction of the employees at GNFC. The

satisfaction of employees is due to the following factors.

Good job profile.

Working environment

Co-operation from top management.

Salary structures

Welfare facilities.

Training and development facility.

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More than 75% of the employees are fully satisfied at GNFC.There are vast career

development facilities provided at GNFC.

In 2007

Analyze Job Satisfaction of Employees at Gnfc

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