FMCG Ruff

A study on employees Attitude towards working condition at Hajoori &Sons in Surat City
Industry profile
Meaning of FMCG
The Fast Moving Consumer Goods (FMCG) is those consumables which are normally consumed by the consumers at a regular interval. Some of the prime activities of FMCG industry are selling, marketing, financing, purchasing, etc. The industry also engaged in operations, supply chain, production and general management.
FMCG industry economy

Fast-moving consumer goods (FMCG) or consumer packaged goods (CPG) are products that are sold quickly and at relatively low cost. Examples include non-durable goods such as soft drinks, toiletries, and grocery items. Though the absolute profit made on FMCG products is relatively small, they generally sell in large quantities, so the cumulative profit on such products can be substantial. Fast-moving consumer electronics are a type of FMCG and are typically low priced generic or easily substitutable consumer electronics, including lower end mobile phones, MP3 players, game players, and digital cameras, which have a short usage life, typically a year or less, and as such are disposable. Cheap FMCG electronics are often retained even after immediate failure, as the purchaser rationalizes the decision to not return the goods on the basis that the goods were cheap to begin with, and that the cost of return relative to the low cost of pur-
NAVNIRMAN INSTITUTE OF MANAGEMENT
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chase is high. Thus low-quality electronic FMCG goods can be highly profitable for the vendors.
Scope
The term FMCGs refers to those retail goods that are generally replaced or fully used up over a short period of days, weeks, or months, and within one year. This contrasts with durable goods or major appliances such as kitchen appliances, which are generally replaced over a period of several years. FMCG have a short shelf life, either as a result of high consumer demand or because the product deteriorates rapidly. Some FMCGssuch as meat, fruits and vegetables, dairy products, and baked goodsare highly perishable. Other goods such as alcohol, toiletries, prepackaged foods, soft drinks, and cleaning products have high turnover rates. An excellent example is a newspaperevery day's newspaper carries different content, making one useless just one day later, necessitating a new purchase every day.
Main characteristics of FMCGs:

From the consumers' perspective: Frequent purchase Low involvement (little or no effort to choose the item products with strong brand loyalty are exceptions to this rule) Low price From the marketers' angle: High volumes Low contribution margins Extensive distribution networks High stock turnover
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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City Common FMCG products
Some common FMCG product categories include food and dairy products, glassware, paper products, pharmaceuticals, consumer electronics, packaged food products, plastic goods, printing and stationery, household products, photography, drinks etc. and some of the examples of FMCG products are coffee, tea, dry cells, greeting cards, gifts, detergents, tobacco and cigarettes, watches, soaps etc.
Market potentiality of FMCG industry

Some of the merits of FMCG industry, which made this industry as a potential one are low operational cost, strong distribution networks, presence of renowned FMCG companies. Population growth is another factor which is responsible behind the success of this industry.
Leading FMCG companies

Some of the well known FMCG companies are Sara Lee, Nestl, Reckitt Benckiser, Unilever, Procter & Gamble, Coca-Cola, Carlsberg, Kleenex, General Mills, Pepsi and Mars etc.
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Job opportunities in FMCG industry

FMCG industry creates a wide range of job opportunities. This industry is a stable, diverse, challenging and high profile industry providing a wide range of job categories like sales, supply chain, finance, marketing, operations, purchasing, human resources, product development, general management.
History
FMCG are products that have a quick shelf turnover, at relatively low cost and don't require a lot of thought, time and financial investment to purchase. Everything from toothpaste to processed foods and health drinks to body care products comes from FMCG or alternatively called as consumer packed goods. Three of the largest and best known examples of Fast Moving Consumer Goods companies are Nestle, Unilever and Procter & Gamble. The Indian FMCG sector is an important contributor to the country's GDP. It is the fourth largest sector in the economy and is responsible for 5% of the total factory employment in India and captures a market capitalization of around 60,000 crores rupees .This has been due to liberalization, urbanization and increase in the disposable incomes and altered lifestyle of the people. The lower-middle income group accounts for over 60% of the sector's sales and rural markets account for 56% of the total domestic FMCG demand. FMCG sector is expected to grow by over 60% by 2011 and by 2015, the sector is predicted to scale up toUS$33.4 billion.
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THE FACTS ABOUT THE FMCG INDUSTRY

FMCG, otherwise known as CPG, is one of the biggest industries in the world and there are a lot of facts that stand the FMCG industry apart as a career choice: FMCG companies are behind the biggest brands in the world. FMCG is all about names, the products which everyone recognizes from trips to the supermarket or from ads on television. The brands that make up this sector are the high profile ones, the ones everybody knows and loves. Think Coca-Cola, Dettol and Dove. This is an industry that puts you in living rooms, kitchens and bathrooms across the globe The FMCG industry changes fast and is constantly evolving. It's fair to say there is never a dull moment in FMCG. From the pace at which goods leave the shelves to the rate of product innovation and career progression, things move quickly. And it doesn't end there. The brands themselves are changing just as quickly. 40% of brands on the top 100 list twenty years ago have already been replaced by new names today. FMCG firms thrive on employee and customer retention. Employee investment is a big part of the ethos of the FMCG world. Perhaps it's because we understand the importance of loyalty. Customer loyalty can make or break a brand. Take Twinnings, for example a century after they entered the top 100 brand list, they are still there and going strong. So it makes sense for FMCG companies to encourage the loyalty of their employees too.
FMCG companies can beat the recession. This is an industry that has proved itself very resilient to recession with the majority of companies in the sector weathering the financial storm in a way that very few others have managed. Why? Well, consumers will always need to buy the products created by FMCG companies. They may not buy big items like refrigerators or cars in a recession, but floors still need to be cleaned, clothes need to be laundered and aches and pains still need to soothed.
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The FMCG industry thinks bigger and better. This is an industry that offers things on a whole new scale. Where else could you find yourself handling $150 million accounts? Working in FMCG gives you the chance to be a part of some global success stories and influence the way consumers shop for products. FMCG firms are always thinking of the next great discovery or innovation always developing and ever-changing to meet consumer's needs.
Forbes Global 2000
The Forbes Global 2000, released annually by the American business magazine "Forbes," uses composite scores based on sales, profits, assets and market value to rank the top companies. The following 10 companies are Forbes' highest-ranking FMCG companies, in order, among its top 2,000 for 2010: Proctor & Gamble (No. 29 on the overall list), Nestl (36), Anheuser-Busch (70), Unilever (85), Coca-Cola (104), PepsiCo (106), Kraft Foods (109), Philip Morris International (132), British American Tobacco (133) and Nokia (135).
Companies that only partly engaged in FMCG industries may have ranked higher on the "Forbes" list but are not counted here because it is not their primary business. Pharmaceutical companies, for example, can make both over-the-counter FMCG products and prescription drugs, which are not considered FMCG.
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FMCG industry overview:
The FMCG sector in India is at present, the fourth
largest sector with a total market size in excess of USD 13 billion as of 2012. This sector is expected to grow to a USD 33 billion industry by 2015 Fast Moving Consumer Goods (FMCG) goods are all consumable items (other than groceries/pulses) that one needs to buy at regular intervals. These are items which are used daily, and so have a quick rate of consumption, and a high return. FMCG can broadly be categorized into three segments which are: Household items as soaps, detergents, household accessories, etc, Personal care items as shampoos, toothpaste, shaving products, etc and finally Food and Beverages as snacks, processed foods, tea, coffee, edible oils, soft drinks etc.
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Global leaders in the FMCG segment are Nestl, ITC, Hindustan Unilever Limited, Reckitt Benckiser, Unilever, Procter & Gamble, Coca-Cola, Carlsberg, Kleenex, General Mills, Pepsi, Gillette etc. The burgeoning middle class Indian population, as well as the rural sector, presents a huge potential for this sector. The FMCG sector in India is at present, the fourth largest sector with a total market size in excess of USD 13 billion as of 2012. This sector is expected to grow to a USD 33 billion industry by 2015 and to a whooping USD 100 billion by the year 2025. This sector is characterized by strong MNC presence and a well established distribution network. In India the easy availability of raw materials as well as cheap labour makes it an ideal destination for this sector. There is also intense competition between the organized and unorganized segments and the fight to keep operational costs low.
Indian FMCG sector:
The Indian FMCG sector is the fourth largest in the economy and has a market size of US$13.1 billion. Well-established distribution networks, as well as intense competition between the organized and unorganized segments are the characteristics of this sector. FMCG in India has a strong and competitive MNC presence across the entire value chain. It has been predicted that the FMCG market will reach to US$ 33.4 billion in 2015 from US $ billion 11.6 in 2003. The middle class and the rural segments of the Indian population are the most promising market for FMCG, and give brand makers the opportunity to convert them to branded products. Most of the product categories like jams, toothpaste, skin care, shampoos, etc, in India, have low per capita consumption as well as low penetration level, but the potential for growth is huge. The Indian Economy is surging ahead by leaps and bounds, keeping pace with rapid urbanization, increased literacy levels, and rising per capita income. The big firms are growing bigger and small-time companies are catching up as well. According to the study conducted by AC Nielsen, 62 of the top 100 brands are owned by MNCs, and
the balance by Indian companies. Fifteen companies own these 62 brands, and 27 of these are owned by Hindustan Lever. Pepsi is at number three followed by Thumps Up. Britannia takes the fifth place, followed by Colgate (6), Nirma (7), Coca-Cola (8) and Parle (9). These are figures the soft drink and cigarette companies have always shied away from revealing. Personal care, cigarettes, and soft drinks are the three biggest categories in FMCG. Between them, they account for 35 of the top 100 brands.
A look at some factors that will drive growth in this sector

Increasing rate of urbanization, expected to see major growth in coming years. Rise in disposable incomes, resulting in premium brands having faster growth and deeper penetration. Innovative and stronger channels of distribution to the rural segment, leading to deeper penetration into this segment. Increase in rural non-agricultural income and benefits from government welfare programmers. Investment in stock markets of FMCG companies, which are expected to grow constantly.
Some of the challenges this sector is likely to face are: Increasing rate of inflation, which is likely to lead to higher cost of raw materials.
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The standardization of packaging norms that is likely to be implemented by the Government by Jan 2013 is expected to increase cost of beverages, cereals, edible oil, detergent, flour, salt, aerated drinks and mineral water. Steadily rising fuel costs, leading to increased distribution costs. The present slow-down in the economy may lower demand of FMCG products, particularly in the premium sector, leading to reduced volumes. The declining value of rupee against other currencies may reduce margins of many companies, as Marico, Godrej Consumer Products, Colgate, Dabur, etc who import raw materials.
THE TOP 10 COMPANIES IN FMCG SECTOR

S. NO. 1. Hindustan Unilever Ltd.
Companies
2.
ITC (Indian Tobacco Company)
3.
Nestl India
4.
GCMMF (AMUL)
5.
Dabur India
6.
Asian Paints (India)
7.
Cadbury India
8.
Britannia Industries
9.
Procter & Gamble Hygiene and Health Care
10.
Marico Industries
The companies mentioned in Exhibit I, are the leaders in their respective sectors. The personal care category has the largest number of brands, i.e., 21, inclusive of Lux, Lifebuoy, Fair and Lovely, Vicks, and Ponds. There are 11 HLL brands in the 21, aggregating Rs. 3,799 crores or 54% of the personal care category. Cigarettes account for 17% of the top 100 FMCG sales, and just below the personal care category. ITC alone accounts for 60% volume market share and 70% by value of all filter cigarettes in India. The foods category in FMCG is gaining popularity with a swing of launches by HLL, ITC, Godrej, and others. This category has 18 major brands, aggregating Rs. 4,637 crores. Nestle and Amul slug it out in the powders segment. The food category has also seen innovations like softies in ice creams, chapattis by HLL, ready to eat rice by HLL and pizzas by both GCMMF and Godrej Pillsbury. This category seems to have faster development than the stagnating personal care category. Amul, India's largest foods company has a good presence in the food category with its ice-creams, curd, milk, butter, cheese, and so on. Britannia also ranks in the top 100 FMCG brands, dominates the biscuits category and has launched a series of products at various prices.
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In the household care category (like mosquito repellents), Godrej and Reckitt are two players. Goodnight from Godrej is worth above Rs 217 crores, followed by Reckitt's Mortein at Rs 149 crores. In the shampoo category, HLL's Clinic and Sun silk make it to the top 100, although P&G's Head and Shoulders and Pantene are also trying hard to be positioned on top. Clinic is nearly double the size of Sun silk. Dabur is among the top five FMCG companies in India and is a herbal specialist. With a turnover of Rs. 19 billion (approx. US$ 420 million) in 2005-2006, Dabur has brands like Dabur Amla, Dabur Chyawanprash, Vatika, Hajmola and Real. Asian Paints is enjoying a formidable presence in the Indian sub-continent, Southeast Asia, Far East, Middle East, South Pacific, Caribbean, Africa and Europe. Asian Paints is India's largest paint company, with a turnover of Rs.22.6 billion (around USD 513 million). Forbes Global magazine, USA, ranked Asian Paints among the 200 Best Small Companies in the World. Cadbury India is the market leader in the chocolate confectionery market with a 70% market share and is ranked number two in the total food drinks market. Its popular brands include Cadbury's Dairy Milk, 5 Star, clairs, and Gems. The Rs.15.6 billion (USD 380 Million) Marico is a leading Indian group in consumer products and services in the Global Beauty and Wellness space.
Other Large Companies

Just because a company makes famous-brand consumer goods does not necessarily put them in the FMCG sector. General Electric, for example, was ranked by Forbes as the No. 2 company in the world in 2010, and has a familiar brand that appears on such obvious FMCG products as light bulbs. But a quick look at the GE product list shows it's more of a conglomerate than an FMCG company. Among the activities listed on the website are appliances, aviation, consumer products, electrical distribution, energy, finance (business and consumer), healthcare, lighting, media and entertainment, oil and gas, rail, software and services, and water.
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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City Outcome
FMCG sales & profit unaffected despite mayhem In the June quarter, FMCG companies saw an impressive top line growth. However, rising input prices and inflation impacted their profitability. To counter the decreasing profitability, as mentioned above, companies adopted multiple strategies.
As an outcome, if we look at September quarter results, it clearly shows that the FMCG sector is not impacted, despite rise in raw material cost; credit crisis and the global meltdown. The combined net profit of 12 Bombay Stock Exchange (BSE) FMCG index companies has increased by 14% as compared to the same quarter last year. In fact, net profit of 350 BSE500 companies increased 7% in the July-September 2008 quarter, as compared to the same period last year.
The robust net profit was boosted by a 21% increase in net sales of these 12 companies, despite the fact that raw material cost increased by 29% as compared to the same period last year. This clearly indicates that companies were able to offset the input cost hike by passing it on to the consumers as retail prices of goods in this segment increased on an average by 10-20% in the last few months. .
Outlook
There is a huge growth potential for all the FMCG companies as the per capita consumption of almost all products in the country is amongst the lowest in the world. Again the demand or prospect could be increased further if these companies can change the consumer's mindset and offer new generation products. Earlier, Indian consumers were using non-branded apparel, but today, clothes of different brands are available and the same consumers are willing to pay more for branded quality clothes. It's the quality, promotion and innovation of products, which can drive many sectors.
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FMCG industry provides a wide range of consumables and accordingly the amount of money circulated against FMCG products is also very high. The competition among FMCG manufacturers is also growing and as a result of this, investment in FMCG industry is also increasing, specifically in India, where FMCG industry is regarded as the fourth largest sector with total market size of US$13.1 billion. FMCG Sector in India is estimated to grow 60% by 2010. FMCG industry is regarded as the largest sector in New Zealand which accounts for 5% of Gross Domestic Product (GDP).
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Introduction
The brand-SOSYO-was derived from the Latin word socious meaning that which is related society. From Socio it gradually evolved in to SOSYO, a distinctive thirst quencher with q unique taste that defies definition and has been relished over generations. The brand has been given a new, contemporary look ever since its repositioning as a specialty drink in November 98with the catchy base line THE TASTE WITH THE TWIST and now Apna Desh Apna Drink. Besides SOSYO-the company has three other brands in its repertoire, Kashmira Jeera Masala soda,Lemee Misty in the lemon flavor, Lemon Orange in the orange flavor,Ginlim Soda-a gingerly lemon flavor and Hajooris plain Soda. The various packing includes 200ml, 300ml.in the glass bottles (returnable) and 350ml, 500ml.and 1.5ltrs in the pet segment (non returnable)
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HISTORY & FOUNDATION

Once upon a time in pre-Independence India, there was a teenager name Abbas Abdul Rahim Hajoori who sold aerated soft drinks made by British bottles. Young Hajoori had this tremendous thirst to prove that Indian soft drinks compared favourably with foreign brands.It were a thirst that he quenched with the establishment of Hajoori &Sons in Surat. In 1923, Hajoori & Sons set up their factory. Mohsin Abdul Rahim took over the reins of the company after the untimely demise of Abbas Abdul Rahim. The company reached new heights under his guardianship. It was the beginning of a new era for Indias soft drinks market and soft drinks manufacturers.
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Mr.Abbas Abdul Rahim Hajoori
Mr.Mohsin Abdul Rahim Hajoori
Sosyo came to Bombay in 1957 along with three other soft drinks from the Hajoori family of surat.They were On-e-Ka, an orange-based fizz drink that is like Mirinda and Goldspot today; Pineax, a pineapple drink; and, Kashmira Masala Soda, which is a dry soda.Like Canada Dry, suggests Farazdaq helpfully. The company also introduced several sherbet syrups like Footreat and Shoorbat that were made of natural and synthetic fruit extracts, and drinks like Lemee Misty and Lemee Orange. But clearly Sosyo and Kashmira Masala Soda were the winners from the Hajoori stable. They are available all over Gujarat and in Bombay and sold through retailers, restaurants and hotels.Some medical stores also keep them, says Farazdaq. And that is perhaps because kashmira is like a medicinal drink, a digestive. And it is sometimes more popular than Sosyo. Especially with people who eat rich, oily and spicy food.It is like the Sachin Tendulkar of drinks, says Farazdaq proudly.An all -rounder. A very different kind of satisfying drink. Today the parent company, Hajoori & Sons, Surat, has got several franchises for Sosyo. There is Sosyo Products in Bombay, Rainbow Products in Rajkot, Thakkar Soda Factory in Ahmedabad, Happy Bottling Company in Baroda, Shri Siddhi Vinayaka Bottling in Udipi. To become Franchisee for Sosyo (and the Hajoori family is looking actively for franchises to take and promote the soft drink),what you need to have is a washing and bottling machine, a chilling plant, boiler , sand and carbon filters, a reserve osmosis plant (unless you are in Bombay, then you dont need this because the water in Bombay is very good), ultra violet
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lights, micro filters for quality control, and a plate heat exchanger that turns the drink from hot to cold, that introduces carbon-di-oxide, that produces more fizz, and kills all bacteria. With this, and with an introduction to the Hajoori family, you can get into the Sosyo manufacturing business. But you will only add the gas and right percentage of water to the secret Sosyo formula that the family will send you from Surat. You will never be told what it is. The company has fully automated state of the art plant in Surat, Gujarat. Local flavor 89-year old Sosyo wants to be a national brand when it grows up
Abbas Hajoori, Partner, Hajoori & Sons, has big plans for Sosyo When Surat resident Kanak Patel wants to beat the scorching summer heat of a May afternoon, he opens a chilled bottle of Sosyo and downs it in a minute. "It is Surat's own cola," he says. Alluding to its taste, which many liken to rum and soda, he adds with a grin: "You could say this is Gujarat's answer to prohibition." Sosyo is not really a cola, as Abbas Hajoori, Partner, Hajoori & Sons, is quick to point out. The 55-year-old third-generation entrepreneur bottles it at his factory in Bhatpore, 15 km from Surat. He laughs at the mention of prohibition. His family has made the non-alcoholic fizzy beverage, which contains apple and grape, for 89 years.
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THE LOW-DOWN Hajoori & Sons started making a swadeshi soft drink in 1923 Sosyo was originally called 'Whisky No' Its main market is Gujarat, where it is among the top three soft drinks in most locations It plans a nationwide presence by 2016 In 1923, a Dawoodi Bohra Muslim teen named Abbas Abdul Rahim Hajoori, who used to bottle Vimto, a British soft drink, became inspired by Mahatma Gandhi's Swadeshi movement. He gave up Vimto and started manufacturing a soft drink with a unique alcohol-like taste which he named 'Whisky No'. It was a hit in Surat, and its popularity spread beyond the city. The founder died early and his brother took up the reins. In 1957, Whisky No was renamed 'Socio', to suggest a social drink. But people often spelled it 'Sosyo' and "it has been Sosyo ever since," says Hajoori. He proudly shows off a 1962 picture of Jawaharlal Nehru sipping Sosyo during a visit to Navsari district near Surat. Over the years, through franchisees, Sosyo made its mark in several parts of Gujarat, including Ahmadabad, Rajkot, Porbandar and Baroda. It was also sold in Goa, Kochi and Udupi, but distribution to those places was discontinued, as financial problems in the family business made it unviable. "We have survived because we are a strong regional brand," says Hajoori. Bipin Palan, a Sosyo bottler in Porbandar, 685 km from Surat, underscores the brand loyalty the drink commands. "One would go Sosyo-hunting to at least five shops before drinking a Thumps Up, or not drinking anything at all," he says. Despite its ups and downs, especially in the last two decades, Sosyo has given other soft drinks a run for their money. Sevanti Lal, a 55-year-old restaurant owner in Surat, recalls how Sosyo's rivals would pick up entire crates of Sosyo from all over Surat. "They got an incentive of Rs 10 per crate," he says. Multinational cola brands had more might than Sosyo not just on the advertising and sales front but also in procurement, so the Hajoori had their work cut out. "There was a time when the glow signs used by Sosyo were procured by comNAVNIRMAN INSTITUTE OF MANAGEMENT Page 20
petitors for fancy prices," says an advertising professional who wishes to remain anonymous. The Hajoori, however, bear no grudges. "We have brand loyalty and quality taste," says Abbas Hajoori's son Aliasgar, who shapes Sosyo's marketing strategy. The involvement of Ali, as his father Abbas calls him, in the business since 2010 has altered its DNA. "We now focus strongly on marketing and expansion," says Abbas. Ali adds: "We have a 27 per cent market share in Gujarat, and now need a national presence.
In Gujarat, Coca-Cola-owned Thums Up is the top selling soft drink. The next two are Pepsi and Sosyo, with Sosyo sometimes bagging second place. Coke comes fourth. Ali has taken the number of distributors in Surat from just two in 2010 to 40 at present. Sosyo advertises on youth-oriented channels such as MTV, UTV Bindass and UTV Movies, and on FM radio, where its tagline "Apna desh, Apna drink" can be heard all across Gujarat. "We have continued the Swadeshi Legacy in our advertising says Abbas The Hajooris refuse to give away sales numbers, but say that the company spends five per cent of revenues on promotion. "Our volumes in 2010/11 were three times those of the previous year," says Ali.
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Hajoori & Sons General Manager Michael George says the company's marketing strategy was ahead of its time even as far back as 1988, when it roped in beauty queen Poonam Gidwani for a commercial. Abbas adds that the advertisement played in cinema halls and also on Bambino video cassettes. Sosyo may enjoy tailwinds today, but Abbas has not forgotten the turbulent patches. One was after Coke re-entered India, from 1998 to 2001. Another was 2005 to 2009, when MNCs sold 200 ml bottles at Rs 5. "Though gross margins hover between 27 and 30 per cent, price is a critical factor in this business," says Abbas. "It is a volume play." He sees capacity as a constraint. "We cannot keep up with demand even now," he says. But in recent years the business has undergone a metamorphosis, with the company appointing franchisees who double up as bottlers and have their own distribution channels. "We sell them the drink concentrate," says Abbas. Sosyo is currently sold in Australia, the UK, Canada, New Zealand, South Africa, the United Arab Emirates and the US. Exports account for 10 per cent of total turnover. Brand loyalty is strong even among overseas consumers. "I never miss my favourite Sosyo on my visits to Jamnagar," says Meera Watson, who lives in Kansas in the US and has roots in Gujarat. "My cousins there have Sosyo every evening, when they go for a walk after dinner." Diasporic Guajaratis in the US and UK may be happy to know that the Hajooris are in the final stages of negotiation to start bottling and distributing Sosyo in those countries. The Hajooris' ambitious plans require capital. But the family follows Islamic financial principles, which forbid the payment and charging of interest. "We have never borrowed a single rupee for our business," says Abbas. "That is one reason why we have been slow to expand." But there have been benefits, too. "We survived the recession because there were no loans on our books," he says. Hajoori & Sons makes several beverages besides Sosyo, including Kashmira Masala Soda, Lemee Misty, and Lemee Orange. It plans to diversify into packaged water and other drinks. For Sosyo, it plans a pan-India presence by 2016. If all goes according to plan, Sosyo will be going strong at 93.
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MANUFACTURING PROCESS
Hajoori &Sons has a very simple production process. It is divided four stages stated below. 1. Washing stage 2. Inspection stage 3. Filling and sealing stage & 4. Final inspection. 1) Washing stage:
On the conveyor which reaches the washing machine. Production process starts with the loading of the empty bottle in the washing machine. Before that empty bottles are taken from carat and are placed on the conveyor which reaches the washing machine. Bottle is arranged properly and enters the machine in lot of 12 bottles. In the washing machines bottles are passing through the 4 compartments: In the first compartment all the dust and the sand is remove with the plan water. In the second compartment the oil, bacteria etc. In the bottles are removed with the chlorine water.
In the third compartment bottles gets washed with caustic solution 2%, acidic solution 0-2% and gets steamed at 650 C minimum temperatures. In the fourth compartment the second time machine is done with the plane water. After that the bottles comes out of the machine from the other end in the lot of 12 bottles. They come out on the conveyor and moves further for next stage.
2) Inspection stage:
In the inspection stage the bottles are checked three persons. First person checks the bottles when they come out of washing machine. They see whether there is any breakage or defective bottles. Then the second person checks the bottles from the bottom. The person sees if there is any dirt particles stuck to the bottom of the bottle in the mirror placed below the conveyor. Thereafter the third person checks the body portion of the bottle in the light behind the bottle. If anyone finds any mistake in bottle then they pick it up from conveyor and keep it aside and allow the other bottle to move for next stage.
3) Filling and sealing stage:

The filling and sealing to the bottle is done with the help of filler machine and crimping machine. It is a combined activity. The bottles are conveyed to the filler machine through conveyor. The filler machine goes on revolving. It fills the beverage in the bottles and then sends to crimping machine for crowing where the bottles are sealed with crown. When the bottles are being conveyed from filler to crimping machine and if operator finds improper level then he levels the bottle manually and let the bottle go for crowing. Thereafter the bottle moves for next stage.
4) Final inspection:
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After crowing again the bottles are checked whether there is any dirt particles present in the bottle. One person after crowing process checks the bottle in the light. If any dirt particles are found then that bottle is immediately disposed off or else are allowed to move further on conveyor. Again the person keeping the bottle in the carat will check it before keeping in to carat and then carat are transferred to the store.
SOURCES OF RAW MATERIAL

WATER SUGAR Surat Municipal Corporation Shree Kashtoor chand Surat, Ambica Trading Surat CO2 CROWN Marfatia agency Surat Leo tech Rajkot, Bhojani packaging, Sihor Rajkot. GLASS BOTTLE CAUSTIC SODA CARAMON COLOR CITRIC ACID Glass and ceramics Bombay. Shree Ganesh Sayagi Synthetics Bharat starch Baroda, Citrobic Baroda Baroda, Remik trading Co. Udhna Baroda CARTOON PET BOTTLE Balaji Corrogate,Sachin Rajesh Enterprise, Ankleshwar
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Product and Services
Brand Name: HAJOORI AND SONS SOSYO

The soda with extra sparkle, extra bubbles, extra power-refreshing on its own, great in company.
BrandName: HAJOORI AND SONS SOSYO

Lemee Misty Lemon flavour. "Great taste of lemon and lime every time."
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Lemee Orange -Orange Flavour

The Digestive Drink Kashmira Soda - Kashmira is like a medicinal drink, a digestive drink and is very popular,
About Us
With success in soft drink markets, Hajoori & Sons has developed into a full-spectrum Soft Drinks Company with a variety of products. We don't call these as mere products but tastes of people. Our products are : Sosyo >>The Taste with a Twist The brand name"Sosyo" was derived from the Latin "Socious" meaning that that is related to society. From "Socio" it gradually evolved into "Sosyo", a distinctive thirst quencher with a unique taste that defies definition and has been relished over generations. The brand has been given a new, contemporary look ever since its repositioning as a specialty drink in November 98 with the catchy base line "THE TASTE WITH A TWIST". Sosyo - the oldest and only all Indian fizz drink. For decades, it has retained its unique taste and ruled hearts of millions. Sosyo is the only
indigenously made soft drink in India and its people feel Sosyo tastes like alcohol, but it is not. Sosyo is a cider-type fruit type drink made of a heady apple and grape cocktail that packs quite a punch when had absolutely chilled.
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Introduction
Attitude
The importance of attitude in understanding psychological phenomenon was given formal rec ognition early in the history of social psychology. From the time of the concepts entry in to the language of psychology until now, interest in attitude has been strong and growing. However, over the years attitudes have been studied with differing emphasis and methods.
Concept of Attitude
It is necessary to be precise in defining attitudes; because the variety of published definitions and descriptions is almost endless. Like any other concept, attitude may also be defined in two ways, Conceptual and Operational. There is quite a difference in the conceptual defini-
tion of the term attitude, and divergent points of view regarding the concept of attitude have developed.
Major aspects
When the term first entered the field of social phenomenon, it was natural to conceive of attitude as a tendency, set or readiness to respond to some social object. For the first time, ALLPORT noted the definition of attitude, which he had observed follows: contained Attithe words readiness, set or disposition to act. Even ALLPORT has used these terms in defining attitude. He defines attitude as
tude is a mental and neural state of readiness organized throughexperience, exerting a directi ve or dynamic influence upon the individualsresponse to all objects and situations with which it is related.
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Features of Attitude:
Attitudes affect behavior of an individual by putting him ready to respond favorably to
things in his environment. Attitudes are acquired through learning over a period of time. The processof learning attitudes starts right from the childhood and continues throughout the life of a person. Attitudes are invisible as they constitute a psychologies phenomenon which cannot be observed directly. They can be observed by observing the behavior of an individual. Attitudes are pervasive and every individual has some kind of attitude towards the objects in his environment. In fact, attitudes are forced in the socialization process and may relate to anything in the environment.
Attitude, Opinion and Belief

An opinion is generally the expression of one judgment of particular set
facts, an evaluation of the circumstances presented to him. Thurstone defines opinion as a response to a specifically limited stimulus, but the response is certainly influenced by the predisposition with, with the individual is operating, that is, the attitude structure. A difference can also be made between attitude and belief. A belief is an enduring organization of perceptions and cognitions about some aspects o f individual world. Thus, belief is a hypothesis concerning the nature of objects, more particularly, concerning ones judgments of the probability regarding the nature. In this sense, belief is the cognitive component of attitude which reflects the manner in which an object is perceived. The difference between attitude, opinion, and belief exists on conceptual basis. Most researchers believe that these three terms are so closely tied that it is difficult to separate them except on a limited conceptual basis. In the literature, often, there is a considerable
amount of overlapping in these three terms. Most psychologists, however, believe that attitudes are more fundamental to human behavior than are the related aspects. For this reason, more attempts have been made to analyze attitudes as compared to others. Obviously attitudes are an important consideration because of their central position in the process of transforming work. Attitude alone do not requirements in to efforts. Attitude alone do not influence behaviour but these acts with others factors
in the individual influencing behavior, such as personality, perception,motivation, etc. Furth er, attitudes are also affected by the individualdimension as well as the objects, persons, and ideas. Attitudes have been through as serving four functions and there by influencing the behavior. These are instrumental, ego defensive, value orientation and knowledge.
1. Instrumental:
Attitudes serve as a means to reach a desired goal or to avoid an undesired one. Instrumental attitude are aroused by the activation of a need or cues that are associated with the attitude object and arouse favorable or unfavorable feelings.
2. Ego-Defensive:
The ego-defensive functions of attitude acknowledge the importance of psychological thought. Attitude may be acquired by facing threats in the external world or becoming aware of his own unacceptable impulses.
3. Value Orientation:
The value-orientation function takes in to account attitudes that are held because they express a persons self-image, or by cues that engage the persons values and make them salient to him.
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4. Knowledge:
The knowledge function of attitude is based on a per-
sonsneed to maintain a stable, organized and meaningful structure of attitude that provides a standard against which a person evaluates the aspects of his world and serve as the knowledge function too. These functions of attitudes affect the individuals way of interpreting the information coming to him. Since attitudes intervene between work requirements and work responses, information about how people feel about their jobs can be quite usefulinthepredicationworkresponse.Thus,these types of attitudes can portray areas of investigation for making theindividu al and the organization more compatible.
Factors in Attitude Formation

The attitudes are learned. Though there are different approaches as how lear ning works and is acquired by an individual, generally it is held that individuals learn things from the environment in which they interact. Thus, for attitude formation, all these factors must be taken in to account from which people learn. Such factors may be analyzed in terms of groups starting from the family as a group, an individual moves in a closegroup, then to longer groups, and finally to the society as a whole. A part fromthese groups, the individuals psychology which makes up particularly his personality, is also responsible for behavior and attitudes.
Methods of Attitude Change:

There are various methods through which a positive change in attitudes may be brought. In the social context, Cohen has suggested four methods for attitude change. They are Communication of additional information. Approval and disapproval of a particular attitude.
Group influence, and Inducing engagement in discrepant behavior. In some or the other, all these methods involve introducing discrepancies among the elements making up the individuals attitudes in the hope that the elements A study on employees attitude towards the organization will be rebalanced through the effective component of the attitudes. From th e organization p o i n t o f v i e w , a Manager can take following actions in brining change in attitudes of its organizational members. Group action Persuasion through leadership Persuasion through communication and Influence of total situation. These actions involve the analysis of different variables affecting a particular action.
Values and Attitudes

Some researchers see values as consisting of large sets of related attitudes. For example, Fishbein and Ajzen have included two components in attitudesinformational, emotional. Thus, they have taken values a s a part of attitudes. However, some differences exist between values and attitudes. Attitudes are specific and related to distinct objects; people,
or ideas.Values are more general than attitudes, values often contain statement of goodness or badness associated with the attitudes which people hold. Values are, then, beliefs about which attitudes we should have or how we should behave.
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Values and Behaviour

Behaviour of people is influenced by the values which
they hold, particularly in terms of those stimuli which have some valueorientation in the orga nizational context, understanding the influence of individual value system on the behaviour of individ uals in the following manner. Values influence an individual perception about the problems he faces and consequently the decision he makes to overcome those problems. Values influences the way in which an individual looks at the other individual and groups of individuals, that is, interper sonalrelation-
ship. Values become the basis of such interpersonalrelationship interactions. Individuals judge organizational success as well as itsachievement of the basis of their value system. Thus, for some individuals, organizational success may be in the form of hi gh- profit earning irrespective of the means adopted whereas, this may be a mean thing for other individuals. Individuals set limit for the determination of what is ethical or unethical behaviour for themselves as well as for the others. Values determine the extent to which individuals accept organizational pressures and goals. If these do not match with the value held by them, they
thwart the organizational pressures and goals, and even leave the organization. Employees Attitudes towards the Organization: Attitudes are not the same as values, but the two are interrelated. You can see this by looking at the three components of an attitude: cognition, affect and behavior. The belief thatdiscrimination is wrong is a value statement.
Cognitive Component of an Attitude

It sets the stage for the more critical part of an attitude and is reflected in the evaluative statements concerning objects, people or events. The behavioral component of an attitude refers to anintenattitudes
tion to behave in a certain way towards someone or something. I n organizations,
are important because they affect job behaviour.If workers believe, for example, that superiors, auditors, bosses, and time-and-motion engineers are all in conspiracy to make employees work harder for the same or less money, and then it makes sense to try to understand how these attitudes were formed, their relationship to actual job behaviour, and how they might be changed.
Types of Attitudes
A person can have thousands of attitudes, but Organizational Behaviour focuses our attention on a very limited number of work-related attitudes. These work-related attitudes tap positive or negative evaluations that employees hold about aspects of their work environment. Most of the research in OB has been concerned with three attitudes: job satisfaction, job involvement, and organizational commitment.
Job Satisfaction
The term job satisfaction to an individuals general attitude t o w a r d s h i s or her job. A person with a high level of job satisfaction holds positive attitudes about their job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. When people speak of employee attitudes, more often mean job satisfaction.
Job Involvement
The term job involvement is a more recent addition to the OB literature while there isnt complete agreement over what the tem means. A workable definition states that job involvement measures the degree to which a person identifies him with his or her job and considers his or her perceived performance level important to self worth. Employees with a high level of job involvement strongly identify with and really care about the kind of work they do.
Organizational Commitment
The third job attitude is organizational commitment, which is defined as a state in which an employee identifies with a particular organization and its goals, and wishes to maintain membership in the organization. So, high job involvement means identifying with ones sp ecific job, while high organizational commitment means identifying with onesemploying organization.
Attitudes and Consistency

Research has generally concluded that people seek consistency among their attitudes and between their attitudes and their behaviour. This means that individuals seek to reconcile divergent attitudes and align their attitudes and behaviour so that they appear rational and consistent. When there is an in consistency, forces are initiated to return the individual to an equilibrium state.
Cognitive Dissonance Theory

This theory sought to explain the linkage between attitudes and behaviour. Dissonance means an inconsistency. Cognitivedisso-
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nance refers to any incompatibility that an individual might perceive between two or more of his or her attitudes, or between his or her behaviour and attitudes.
Moderating Variables
The most powerful moderates have been found to be the importance of the attitude; specially, its accessibility, whether there exist social pressures, and whether a person has direct experience with the attitude. Important attitudes are ones that reflect fundamental values, self -interest, or identification with individuals or groups that a person values. Attitude that individuals consider important tend to show a strong relationship to behaviour.
Attitude Survey
The preceding review indicates that knowledge of employeeatti-
tudes can be helpful to managers in attempting to predict employee behaviour. But, how does management get information about employeeattitudes. The most popular methods are through the use of attitude surveys.
Attitude and Workforce Diversity

Managers are increasingly concernedwith changing employee attitude to reflect shifting perspective s on racial, gender, and other diversity issues. A comment to a co -worker of the opposite
Job Satisfaction
Job satisfaction is one of the important factors which
havedrawn attention of managers in the organization as well as academiciansVarious studies have been conducted to find out the factors which determine job satisfaction and the way it
influences productivity in the organization. Though, there is no conclusive evidence that job satisfaction affects productivity directly because productivity depends on so many variables, it is still a prime concern for managers. Job satisfaction is the me ntal feeling of favorableness which an individual has about his job. Dubrins has defined job satisfaction in terms of pleasure and contentment when he says that.
Determinants of Job Satisfaction

While analyzing various determinants of job satisfaction, we have to keep in mind that all individuals do not receive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. Therefore, it a ppears that besides the nature o f j o b a n d j o b e n v i r o n m e n t , t h e r e a r e i n dividual variables which affect jobsatisfac-
tion. Thus all those factors which provide a fit among individualvariables, nature of job and situational variables determine the degree of job satisfaction. Let us see what these factors are,
Individual Factors
Individuals have certain expectation from their jobs. If there expectations are met from the jobs, they feel satisfied. These expectations are based on an individuals level of education, age, and other factors.
1. Level of Education
Level of education of an individual is a factor which determines the degree of job satisfaction. For example, several studies have found the negative correlation between the level of education, particularly higher level of education and job satisfaction.
2. Age
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Individuals experience different degrees of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, get gradually reduced, starts rising up to certain stage and finally dips to a low degree.
3. Other factors
Besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favorable social and family life, he may not feel happy at the work place. Similarly, other personal problems associated with him may affect his level of job satisfaction.
Effect of his Job Satisfaction

Job satisfaction has a variety of effects. The effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism, and turnover.
Physical and Mental Health

The degree of job satisfaction affects an individuals physical and mental health. Since, job satisfaction is a typed of mental feeling, its favorableness or unfavorable affects the individual psychologically which for example, Lawler has pointed out that drug abuse, alcoholism, and mental and physical health results from psychologicallyharmful jobs.
Improving Job Satisfaction

Job satisfaction plays a significant role in the organization. Therefore, Managers should take concrete steps to improve the level of job satisfaction. These steps may be in the form of job
re-designing to make the job more interesting and challenging, improving quality of work life,linking rewards with performance, and improving overall organizationalclimate.
Attitude Measurement
Attitudes are subjective attributes of people. They can be regarded as construct in the sense that they are conceptualizations of human qualities that are formed on the sis of either rational consideration or statistical dence. Thus, people may vary along a number of attitudinal dimensions. Keeping this measurement aspect in to consideration, the attitudes might be defined operationally by describing the measurement systems that psychologists use to measure attitudes. Attitude measurement, developedlargely by social psychologists is con cerned with the efforts to tap theseattitudes as they are characteristics of individuals. There are many methods of attitude measurement. The Thurston type of scaling goes back to the early work of Thurston and Chive, which collected a large number of statements relating to the area in which attitudes were to be measured. This statement may be relating to any object about which attitudes were to be measured. The statements are both favorable and unfavorable and are placed in 11 piles, with most favorable one being placed in pile 11. Other statements are placed in between their position depending on the degree of favorability
or unfavorability.The scale is then presented to the respondents. Each respondent checks the statement in pulling together numerous methods dealings with attitude measurement. They are: Self Report Indirect Tests Direct Observation Technique Physical Reaction TechniquesHowever attitude measurement of employees in an organization is mostcommonly carried ou t with self-respect questionnaires uses several scalingmethods. There are three types of attitude scaling which are commonly used in attitude Measurement. They are Thurston type of scale, Likert scale, and semantic differential. With which he agrees his attitude score is then based on the average or the median scale of the statements that he has checked. Soon after Thurston scale, Likert experimented with certain other varieties of attitude scales. Likerts attitude scale uses five points. The statements relating to the measurement of attitude is given to the person concerned and he is asked to check one of the five points given for every statement. These points show the degree of agreement or disagreement with the statement. The Likert scale is considered better as compared to Thurston because of several positive facts. For example, in this scaling, there is no much problem in making numerous statements which will show both positive and negative degree.The semantic differential, an attitude scaling technique that lends itself tovarious applica tions, was developed by Orgood, Suci and Tannenbaum.Therefore, an employee who has a high level of job satisfaction tends to bear attitudes, which are favorable to the organization. Balancing the positives with the negatives is important so that the employees will not be disappointed and become a problem that would have been avoided from the beginning. Attitudes cannot be changed drastically or quickly. There is a reason why people have attitudes; it is a part of them. To change a person takes patience and lots and lots of stalls, especially in a boss-employee relationship where it is more formal. Sometimes, all it takes is a warning in simple words which is to change an unfavorable attitude. When an employee discloses a
mental health problem, try to work out a reasonable accommodation. Give him/her time off from work or a modified work schedule, make physical changes to the work place, or adjust supervisory instructions or training. Many mental health problems are highly treatable and cause only temporary disruptions at work. If an employee with a chronically negative attitude suddenly claims amen-
tal disability, employers have the right to ask for medical certificationand/or, in some situations, a second opinion. However, credible testimony from a family member may be enough, and asking for more may be an invasion of privacy. Check with an attorney before requesting these. Strike before the iron gets hot by including conduct problems in your employee hand book. Develop a policy that clearly delineates the types of behaviour which are not acceptable in your workplace. The above mentioned examples are some which can change unfavorable attitude to a favorable one.
HISTORY Employee Attitude Survey

According to a 2006 study by Gerard Seijts and Dan Crim, "...an employees attitude t oward the job['s importance] and the company had the greatest impact on loyalty and customer service then all other employee factors combined.
Measuring Employee Attitude

Organizations are increasingly interested in retaining right talents while targeting for new talents; measuring employees attitude provides an indication of how successful the organization is in fostering a conducive environment which nurtures great attitude among employees towards their Job and company .
Because attitude is basically a psychological state, care should be taken in the effort of quantitative measurement, although a large quantity of research in this area has recently been developed. The usual measures of employee attitude involve an employee attitude survey with a set of statements using a Likert Technique or scale. The employee is asked to evaluate each statement in term of their perception on the performance of the organization being measured Analyse Survey software is a complete solution for Employee Attitude Survey. The Analyses Survey employee attitude survey solution includes industry standard survey templates, a platform for hosting survey, collecting responses, and an advanced suite of analytical tools for analyzing the results. Building and deploying a employee attitude survey using AnalyseSurvey is very simple, quick and reliable. AnalyseSurvey survey software does not require any programming skills all it takes to design a complete survey is only a few clicks. Responses are automatically computed and presented in an easy to read graphical format in real time. Analyse Survey includes an array of employee attitude survey templates. Mercer global survey reveals employees' attitudes towards work and factors driving motivation Employee loyalty is eroding around the world, according to new global analysis of Mercer's Whats Working survey. The research, conducted among nearly 30,000 employees in 17 geographic markets between the fourth quarter of 2010 and the second quarter of 2011, shows that the percentage of workers seriously considering leaving their organization at the present time has risen since the last time the survey was conducted in each market (between 2003 and 2006 prior to the economic downturn). In many markets, the increase is 10 percentage points or more (see Figure 1). In Asia Pacific, loyalty has eroded considerably since the last time the survey was conducted. Specifically, in India, China and Australia, the increase was 28%, 16% and 15%, respectively, which shows general apathy towards work.
The overall employment deal is changing around the world, causing employees to rethink what they are getting from the employment relationship versus what they are giving," said Brenda Wilson, Asia Pacific Leader for Talent Management at Mercer. "Our research shows that, despite some ongoing economic uncertainty, more employees would consider leaving today for a better opportunity." The survey analysis also shows shifting views on other workforce issues that affect engagement. Worldwide, views on pay and performance issues generally improved, while views on employee benefits generally declined. By market, views were mixed on subjects like career opportunity and leadership.
What motivates employees?

The global analysis also reveals that nonfinancial factors play a prominent role in influencing employee motivation and engagement a finding that could prove useful to employers facing budget constraints. Workers worldwide say that being treated with respect is the most important factor, followed by work/life balance, type of work, quality of co-workers and quality of leadership. Among financial factors, base pay ranks highest globally, at sixth out of 13 factors. It ranks as the top factor in just one market (Hong Kong) and among the top three most influential factors in four other markets China, India, Italy and Singapore.
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While other financial factors, such as benefits and incentive pay, can be important to other aspects of the employment relationship such as attracting, retaining and rewarding employees Mercer's research shows they are considered less important by employees when it comes to their day-to-day motivation and engagement at work. "Employee engagement reflects the total work experience, and a big part of it is how you are treated, what kind of work you do and how you feel about your co-workers, bosses and the general work environment," said Ms Wilson. "Without a doubt, financial factors like pay and benefits are a vital part of the employment deal, but employers need to consider and manage the full range of factors to ensure that their workforce is engaged."
Results by region
Mercer's research shows that the factors most important to motivation and engagement vary by region:
Asia Pacific Results for this region are less consistent by market compared to the Americas and Europe. In Asia Pacific, financial factors ranked higher in importance than they did in all other regions. In fact, base pay was the top factor in Hong Kong and among the top three factors in three other countries (China, India and Singapore). We didn't see that anywhere else but Italy.
"Both non-financial and financial factors play a role in employee motivation, so employers need to recognize and use the full range of factors available to them to drive motivation and engagement," Ms Wilson added. "In many parts of the world, the economic situation is not as strong as it is in Asia Pacific currently, so it is particularly important for employers to think about how to leverage the non-financial factors to boost motivation and engagement."
Americas In addition to the global top five nonfinancial factors respect, work/life balance, type of work, quality of co-workers and quality of leadership working in an environNAVNIRMAN INSTITUTE OF MANAGEMENT Page 47
ment where employees can provide good service to others ranks highly in importance in North and South America. Base pay ranks as the most influential financial factor. In the US, the importance of financial and nonfinancial factors closely mirrored the global findings. Two areas of note that scored higher than the global average were benefits and working in an environment where you can provide good service to others. Areas below the global average for US employees included learning and development opportunities, promotion opportunities and incentive pay/bonus.
Europe Results for the seven European countries included in Mercer's survey show striking consistency. Nonfinancial factors (being treated with respect, work/life balance, type of work and quality of co-workers) are considered most important to employee motivation and engagement at work. Visit http://inside-employees-mind.mercer.com/global for an interactive look at additional global findings from Mercers What's Working survey. The interactive sit e provides a snapshot of the survey findings in all 17 markets, shows data views by region and allows visitors to create custom views of the data featuring their choice of up to six markets.
About this analysis

Mercer's proprietary Whats Working survey, which examines employee views on work, includes more than 100 questions on a range of work-related topics and reflects the overall workforce demographics of the 17 survey markets in terms of age, gender and job level.
To arrive at the results regarding what motivates employees, Mercer asked survey respondents worldwide to consider both current and previous jobs and state how important 13 factors were in influencing their motivation and engagement at work. The top rating of "extremely important" could only be used for the one or two most important factors. Scores are assigned
to an index of 100 to show relative importance by market and globally. Scores near 100 are of middle importance, scores above 100 are more important and scores below 100 are less important.
EMPLOYEE ATTITUDE
Attitude is an integral part of the employee and it has taken them years to develop. Talking to an employee about their attitude won't necessarily change it, or if it does it could just be for show, and you may not get the desired results you wanted and the situation could possibly worsen. You need to consider personality and attitude when looking over someone's review. It shouldn't though make an impact on the way the review is done. For example, if you have someone who is not a people-person and is very shy, you would want to make sure the review does not point that out. It should say something like needs improvement in the communication style with customers. The way you approach the review period should involve knowing how one might react to the review. I think it is always important to get to know your employees and how they would react to certain situations. You never want to put someone in a situation where they do not feel comfortable. I think what should be focused on is the employee's job behavior and how it impacts their performance, because I think job behavior can be measured objectively where attitude/personality cannot. A behavior checklist could be used to describe the employees job behavior in addition to critical incidents which will confirm how the behavior is impacting the employee's job performance. I do believe personality and attitude are important and should be considered, I just don't think there would be a separate section or item on their appraisal that specifically says personality or attitude with a pass or fail so to speak. I think it needs to be included in the appraisal, but it needs to be worded differently in a way that would address the behavior they are displaying. If you can improve the employee's job behavior, it should help to improve their attitude towards work.
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EFFECTS OF EMPLOYEE ATTITUDES Attitude are reasonably good predictors of behavior. they provide clues to an employees behavioral intentions or inclinations to act in ascertain way. Positive job attitudes help predict constructive behaviors; negative job attitude help predict negative behaviours.High or Low scores on job satisfaction, job involvement, and organizational commitment have impact on employee performance, turnover, absence and tardiness, violence and other behaviours.
Employee performance. Employee performance is higher is the employees have higher

level of job satisfaction, job involvement and organizational commitment. Though all this three factors are not the only determinants of employee performance, these contribute to higher or lower performance along with other factors as these three factors affect employee willingness or unwillingness to perform.
Employee Turnover: Employees turnover is the rate of change in the working personnel
of an organization during a specified period. It signifies the extent to which old employees leave and new employees enter into service in a given period. Though there are several factors, both personal and organizational, employee attitudes relating to job satisfaction, job involvement and organizational commitment affect employee turnover highly. Generally employees having positive attitudes towards job satisfaction, job involvement and organizational commitment have much lower turnover rate than those who have negative attitudes towards these factors.
Absence and tardiness: Absenteeism is unauthorized absence from the work place
while tardiness is a type of short period absence ranging from a few minutes to several hours for each event, and it is another way in which employees physically withdraw from active involvement in the organization. Both absence and tardiness may be affected by a number of factors, generally negative attitudes of employees towards job satisfaction, job involvement and organizational commitment bring higher level of absence and tardiness.
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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City Violence: Violence, in various forms of verbal or physical aggression, at workplace is one
of the most extreme consequences of lack of job satisfaction, job involvement and organizational commitment .in fact, frustration caused by violence is used as a defense mechanism to overcome dissatisfaction. Since employees who have high job satisfaction job involvement and organizational commitment do not feel frustrated, they do not tend to involve in violence.
Other Effects: Besides the performance, turnover absence and tardiness and violence, attitudes towards job satisfaction, job involvement and organizational commitment affect employees other aspects of behaviour.In particular, employee demonstrate organizational citizenship behaviors which are discretionary actions that promote organizational success if they have positive attitudes. Organizational citizenship is often marked by its spontaneity, its voluntary nature, its constructive impaction results, its unexpected helpfulness to others, and the fact that it is optional. While understanding employee behavior based on attitudes may pay rich dividend, managing their attitudes requires the analysis of causes that underlie these attitude .based on such an analysis, managers can take measures to change negative attitude
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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City INTRODUCTION
Research is an active, diligent and systematic process of inquiry in order to discover, interpret, and revise facts, events, behaviors or theories or to make practical applications with the help of such facts, laws or theories. The term research is also used to describe the collection of information about a particular subject. Employees attitude towards the organization should be known by the entire organization to reduce the grievance. The main objective is to find out the number of employees who are having positive attitude and or negative attitude and what tends to the same. Here, the general employee opinion survey method has been followed. The questionnaires were directly handed over to the employees of the organization for their responses.
4.2 OBJECTIVES OF THE STUDY

To know the employees attitude towards the organization To know the reasons for the employees positive attitude To know the reasons for the employees negative attitude To know the employees expectations from the organization To make suggestions to improve the attitude of the employees tothe management.
4.3 SAMPLING METHOD

The sample size taken is 180 which has been selected through Stratified Random Sampling. When the markedly heterogeneous group is first sub-divided into groups or stratas in such a manner that all items in any particular group are similar with regard to the characteristic under consideration. From each such strata items are chosen at random. The number of items taken from each group may be in proportion to its relative strength, the sample so formed is called a s stratified.
4.4 TOOLS FOR DATA COLLECTION

Questionnaire is the main tool for data collection. Questionnaire has been distributed to the employees directly and a discussion also has been done.
4.5 STATISTICAL TOOLS USED

The following are the statistical tools used in this project to arrivespecific results. Percentage Analysis: Percentage analysis is a statistical tool, which is used to identify the percentage of responses the respondent has given. Percentage= (No of respondents/Total No. of Samples)X100CHI-Square Test:
4.6 LIMITATIONS OF THE STUDY

This study has some limitations. They are Only 60 sample size has been taken for this study. So, if this study is conducted to maximum persons, it may give accurate overall attitude of the employees.
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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City Q1.Currently at which level are you working in your organization???
Option Top level Middle level Bottom level Total Response 0 27 33 60 Percentage 0% 45% 55% 100%
0%
45% 55%
Top Level Middle Level Bottom Level
Interpretation:
It is interpreted from the above chat that45% of the employees are working at middle level and the remaining 55% employees at bottom level.
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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City Q.2 How long have you work for this company?
Option Less than 1 year 1-2 year 5-10 year Above 10 years Total Response 10 8 25 7 60 Percentage 17% 30% 41% 12% 100%
Column1
12% 17% Less than 1 yr 1-2 yr 5-10 yr 41% 30% Above 10 yr
Interpretation:
It is interpreted from this pie chat that from all the 60 employees working in the organization 12% employees are working from above 10years,17%of the employees are from less than 1 years while 41% of the employees are from 5-10 years ago working for this organization and the remaining 30%are from 1-3 years ago.
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Q.3 How many hours are your working in the organization per day?
Options Less than 5 hours 5-10 hours More than 10 hours Total Response 10 42 8 60 Percentage 17% 70% 13% 100%
Column1
13%
17%
Less than 5 hours 5-10 hours More than 10 hours
70%
Interpretation:
This pie chat shows that 13% of the employees are working in the organization for more than 10 hours per day and the other 17% employees less than 5 hours ,while the remaining 70% are work 5-10 hours per day for the organization.
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Q.4 what is your view about working hours?

Option More than required Less than required Sufficient Total Response 8 9 43 60 Percentage 13% 15% 72% 100%
Sales
13%
More than required 15% Less than required Sufficient
72%
Interpretation:
From this chart we can interpreted that majority of the respondent (i.e72%)are feels that working hours are sufficient,13% respondent feels its more than required, while remaining 15% feels its less than required.
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Q.5What type of environment does your organization offer?

Option Very good Neither good nor bad Not the best Poor Total Response 26 12 13 9 60 Percentage 43% 20% 22% 15% 100%
Sales
15% 43% 22% Very Good Neither Good Nor Bad Not The Best Poor 20%
Interpretation:
Through this chart we can say that 43% of the respondents feel that very good environment is offered by the organization and some respondent 20% and 22% feels than its neither good nor bad or not the best while remaining 15% beliefs it poor.
Q.6Are you satisfied with the layout of the organization?

Option Fully satisfied Satisfied Neutral Dissatisfied Fully Dissatisfied Total Response 20 23 14 1 2 60 Percentage 34% 40% 24% 2% 0% 100%
25 Fully satisfied, 20 20
Satisfied, 23
15
Neutral, 14
10
5 Dissatisfied, 1 0 Fully satisfied Satisfied Neutral Dissatisfied Fully dissatisfied
Interpretation:
From the above chart we can say that majority of the respondent (i.e. 40%) satisfied with
the layout of the organization, followed by 34% respondent are fully satisfied , 2% respondent are dissatisfied,24% respondent being neutral, while none of the respondent considered its fully dissatisfied
Q.7 What is your feeling while working in organization?

Option Pleasure Harassed Neutral Total Response 30 5 25 60 Percentage 50% 8% 42% 100%
Column1
Neutral Pleasure
Harassed
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Interpretation:
This chart show that half of the total respondents (i.e.is50%) they feel pleasure while working,8% feels its harassed, whiles remaining 42% respondent feels its neutral.
Q.8 Do you think your organization provides a healthy working condition?
Option Yes No Total
Response 50 10 60
Percentage 83% 17% 100%
17%
Yes NO
83%
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Interpretation:
From this chart we can say that majority of the respondent i.e. 83% beliefs that organization provides a healthy working condition, while remaining 17% respondent are not feels it healthy.
Q.9 The equipment used by the workers are safe?
Option Yes No Total
Response 47 13 60
Percentage 78% 22 100%
22% Yes No 78%
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Interpretation:
78%respondent is in the favor that equipment provided they are safe, while the remaining 22% respondent feels its not.
Q.10 Proper safety instructions are given to workers before assigning work to them?
Option Yes No Total
Response 45 15 60
Percentage 78% 20% 100%
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25%
Yes No
75%
Interpretation:
This chart shows that proper safety instructions are given to workers as answered by 78% of the respondent, while 20% respondent not in this favor.
Q.11 Management has created an open and comfortable work environment.

Option Fully agree Agree Disagree Fully disagree Total Response 14 40 6 0 60 Percentage 23% 67% 10% 0% 100%
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Column1
50 40 30 Axis Title 20 Fully agree, 14 10 Disagree, 6 0 0 -10 0.5 1 1.5 2 2.5 Axis Title 3 3.5 4 Fully disagree, 0 4.5 5 Agree, 40
Interpretation:
From the above chat we can say that 23% respondent are fully agree with the statement that management created an open environment, majority of respondent 67% are
agree,10%responent are disagree with this while none of the respondent are fully disagree with this.
Q.12 Sufficient training is provided to enable me to do my job well?

Option Yes No Total Response 51 9 60 Percentage 85% 15% 100%
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No 15%
Yes 85%
Interpretation:
85% respondent are says yes that organization provides a sufficient training, while remaining 15%respondent says no.
Q.13 would you recommend others to work for this organization?

Option Yes No Total Response 48 12 60 Percentage 80% 20% 100%
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No 20%
Yes 80%
Interpretation:
80% respondent from the survey says that they will recommend others to work for this Organization, while other 20% was not in this favor.
Q.14 What changes, if any, do you feel need to made in your department to improve working condition?
Option Flexible timing Peaceful Environment Fun at work Response 12 13 10 Percentage 20% 22% 17%
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Reduce work load Provide additional incentives Provide other Facilities No changes Total 8 8 60 13% 13% 100% 5 4 8% 7%
Sales
On changes 13% Provide other Facilities 13% Provide additonal incentives 7% Reduce work load 8% Peaceful Environment 22% Fun at work 17% Flexible Timing 20%
Findings & interpretation:

As the creative work team is there in the organization many suggestions are here to use the resources properly and improve the working condition such as, flexible timings, provide additional incentives, fun at work and other facilities.
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Conclusion
In view of this finding, the study thereby concludes that there the attitude of employees towards working condition in Hajoori & sons is positive. However research shows that only few percentage of employees are dissatisfied with the working condition. Most of the employees of ----- are working from 6-7 years as good working condition reduce labour turnover rate. Due to good working condition employees feel pleasure in the organization. The company is making full efforts to create a favorable working condition by providing sufficient working hours, providing sufficient training, giving complete safety instruction before assigning work to employees. But few employees are not completely satisfied by the working environment as they think the equipments given for some jobs are net safe and they think company do not create open and comfortable work environment.
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6.2 RECOMMENDATION
Though companys most of the employees are satisfied company should work for u nsatisfied employees by involving them in discussion. Company should take care of much because most of the workers are related to production department and production process can be completed by hazardous chemicals only. Company should make one canteen or a library or both for refreshment of employees. Workers participation should be more in decision or policy making as ultimately employees has to follow the rules and regulations. Training or specifically induction training should be provided to each and every employee. Employers should give first preference to their employees than customers and other outsiders. Grievance handling procedure should more improve.
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Annexure
Questionnaire Respected Sir/mam I am student of Navnirman institute of Management conducting survey for my assignment EMPLOYEES ATTITUDE TOWORDS WORKING CONDITIONSI assure you that information given by you will be strictly used for academic purpose only. I respect you to help me in gathering required information by filling the following questionnaire. I will be greatly thankful to you for your kindly co-operate. Sangeeta J.Naik. -----------------------------------------------------------------------------------------------Q.1 Currently at which level are you working in your organization? (A) Top level (C) Bottom Level [ ] [ ] (B) Middle Level [ ]
Q.2How long have you work for this company? (A) Less than 1 year [ ] (C) 5-10 year [ ] (B) 1-2year [ ]
Q.3 How many hours are your working in the organization per day?
(A) Less than 5 hours (C) More than 10 hours [ [ ] ] (B) 5-10 hours [ ]
Q.4 What is your view about working hours? (A) More than required [ ] (C) Sufficient [ ] (B) Less than required [ ]
Q.5What type of environment does your organization offer? (A)Very good (C)Not the best [ ] [ ] (B) Neither good nor bad [ ] (D) Poor [ ]
Q.6Are you satisfied with the layout of the organization? (A) Fully satisfied (C) Neutral [ ] [ ] (B) Satisfied [ ]
(D) Dissatisfied [ ]
(E)Fully Dissatisfied [ ]
Q.7 What is your feeling while working in organization? (A)Pleasure [ ] (B) Harassed [ ] (C)Neutral [ ]
Q.8 Do you think your organization provides a healthy working condition? (A) Yes [ ] (B) No [ ]
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Q.9 The equipment used by the workers are safe? (A) Yes [ ] (B) No [ ]
Q.10 Proper safety instructions are given to workers before assigning work to them? (A) Yes [ ] (B) No [ ]
Q.11 Management has created an open and comfortable work environment. (A) Fully agree (C) Disagree [ ] [ ] (B) Agree (D) Fully Disagree [ ] [ ]
Q.12 Sufficient training is provided to enable me to do my job well? (A)Yes [ ] (B) No [ ]
Q.13 would you recommend others to work for this organization? (A) Yes [ ] (B) No [ ]
Q.14 what changes, if any, do you feel need to made in your department to improve working condition? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________
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PERSONAL DETAIL (FOR SURVEY PURPOSE ONLY)
Name: _________________________________________________ Address: _______________________________________________
Gender: [ ] Male
[ ] Female
What is your age? (A)Upto-30 [ ] (C) 45-60 [ ] (B) 30-45 [ ]
(D) 60 and above [ ]
E-mail ID: ____________________________ Contact No: ____________________________
-------------------------------------------------------------------------------------------------------Thank You for Your Valuable Time & Co-operation.
Page 77

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A study on employees Attitude towards working condition at Hajoori &Sons in Surat City

FMCG industry economy

NAVNIRMAN INSTITUTE OF MANAGEMENT

Main characteristics of FMCGs:

NAVNIRMAN INSTITUTE OF MANAGEMENT

Market potentiality of FMCG industry

Leading FMCG companies

NAVNIRMAN INSTITUTE OF MANAGEMENT

Job opportunities in FMCG industry

NAVNIRMAN INSTITUTE OF MANAGEMENT

THE FACTS ABOUT THE FMCG INDUSTRY

Forbes Global 2000

NAVNIRMAN INSTITUTE OF MANAGEMENT

FMCG industry overview:

The FMCG sector in India is at present, the fourth

NAVNIRMAN INSTITUTE OF MANAGEMENT

Indian FMCG sector:

A look at some factors that will drive growth in this sector

NAVNIRMAN INSTITUTE OF MANAGEMENT

THE TOP 10 COMPANIES IN FMCG SECTOR

ITC (Indian Tobacco Company)

Asian Paints (India)

Procter & Gamble Hygiene and Health Care

NAVNIRMAN INSTITUTE OF MANAGEMENT

Other Large Companies

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

HISTORY & FOUNDATION

NAVNIRMAN INSTITUTE OF MANAGEMENT

Mr.Abbas Abdul Rahim Hajoori

Mr.Mohsin Abdul Rahim Hajoori

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

3) Filling and sealing stage:

NAVNIRMAN INSTITUTE OF MANAGEMENT

SOURCES OF RAW MATERIAL

NAVNIRMAN INSTITUTE OF MANAGEMENT

Product and Services

Brand Name: HAJOORI AND SONS SOSYO

BrandName: HAJOORI AND SONS SOSYO

NAVNIRMAN INSTITUTE OF MANAGEMENT

Brand Name: HAJOORI AND SONS SOSYO

Brand Name: HAJOORI AND SONS SOSYO

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

NAVNIRMAN INSTITUTE OF MANAGEMENT

Attitude, Opinion and Belief

NAVNIRMAN INSTITUTE OF MANAGEMENT

Factors in Attitude Formation

Methods of Attitude Change:

Values and Attitudes

NAVNIRMAN INSTITUTE OF MANAGEMENT

Values and Behaviour

Cognitive Component of an Attitude

tion to behave in a certain way towards someone or something. I n organizations,

Attitudes and Consistency

Cognitive Dissonance Theory

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Name: ___ Address: _

E-mail ID: Contact No: