A SYNOPSIS ON

“A CASE STUDY ON JOB SATISFACTION AND HEALTH OF

EMPLOYEES”
AT
HERITAGE FOODS IND LTD
BY
ANCHAL SINGH
(HALL TICKET NO: 212921672088)
Synopsis for project to be submitted for the award of the
degree of
MASTER OF BUSINESS ADMINISTRATION
OSMANIA UNIVERSITY
2021-2023

AURORA’PG COLLEGE, NAMPALLY

 INTRODUCTION

Job satisfaction is one of the major interests to the field of organizational behavior and the
practice of HRM. Job satisfaction is not the same as motivation. It is linked to productivity
motivation mental and physical health absenteeism and general life satisfaction.

Job Satisfaction reflects employees’ attitude towards their job and commitment to an
organization it is employees’ feelings or state of mind regarding the nature of their work. Job
satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job as
achieving or facilitating the achievement of one’s job value.

There are three important dimensions to job satisfaction

Job satisfaction is an emotional response to a job situation. It can’t be seen only inferred

Job satisfaction is often determined by how well outcomes meet or exceed expectations

Job satisfaction represents several related attitudes.

Job satisfaction refers to a person’s feelings of satisfaction on the job, which acts as a

motivation to work.

Job satisfaction is defined as the extent to which an employee feels self-motivated, content &
satisfied with his/her job. Job satisfaction happens when an employee feels he or she is
having job stability, career growth and a comfortable work life balance. This implies that the
employee is having satisfaction at job as the work meets the expectations of the individual.

A satisfied employee is always important for an organization as he/she aims to deliver the
best of their capability. Every employee wants a strong career growth and work life balance
at workplace. If an employee feels happy with their company & work, they look to give back
to the company with all their efforts. Importance of job satisfaction can be seen from two
perspectives i.e. from employee and employer perspective:

For Employees: Job satisfaction from an employee perspective is to earn a good gross
salary, have job stability, have a steady career growth, get rewards & recognition and
constantly have new opportunities.

For Employers: For an employer, job satisfaction for an employee is an important aspect to
get the best out of them. A satisfied employee always contributes more to the company, helps
control attrition & helps the company grow. Employers needs to ensure a good job
description to attract employees and constantly give opportunities to individuals to learn and
grow.

The positive effects of job satisfaction include:

1. More efficiency of employees of workplace if they are satisfied with their job.

2. Higher employee loyalty leading to more commitment.

3. Job satisfaction of employees eventually results in higher profits for companies.

4. High employee retention is possible if employees are happy.

Job Satisfaction Factors

Job satisfaction is related to the psychology of an employee. A happy & content employee at
a job is always motivated to contribute more. On the other hand, a dissatisfied employee is
lethargic, makes mistakes & becomes a burden to the company. The elements & factors
which contribute to job satisfaction are:

1. Compensation & Working conditions: One of the biggest factors of job satisfaction are
the compensation and benefits given to an employee. An employee with a good salary,
incentives, bonuses, healthcare options etc is happier with their job as compared to someone
who doesn’t have the same. A healthy workplace environment also adds value to an
employee.

2. Work life balance: Every individual wants to have a good workplace which allow them
time to spend with their family & friends. Job satisfaction for employees is often due a good
work life balance policy, which ensures that an employee spends quality time with their
family along with doing their work. This improves the employee's quality of work life.

3. Respect & Recognition: Any individual appreciates and feels motivated if they are
respected at their workplace. Also, if they are awarded for their hard work, it further
motivates employees. Hence recognition is one of the job satisfactions factors.

4. Job security: If an employee is assured that the company would retain them even if the
market is turbulent, it gives them immense confidence. Job security is one of the main
reasons for job satisfaction for employees.

5. Challenges: Monotonous work activities can lead to dissatisfied employees. Hence, things
like job rotation, job enrichment etc can help in job satisfaction of employees as well.
6. Career Growth: Employees always keep their career growth part as a high priority in their
life. Hence, if a company helps groom employees and gives them newer job roles, it enhances
the job satisfaction as they know they would get a boost in their career.

There are several theories given which help in evaluating & measuring job satisfaction of
employees at workplace. Some of them are:

- Hierarchy of Needs by Maslow

- Hygiene Theory by Herzberg

These help in understanding the parameters or factors which influence job satisfaction of
employees at workplace.
STATEMENT OF PROBLEM

The Statement of the study is very vital. Not only the Human Resource department can use the

facts and figures of the study but also the marketing and sales department can take benefits from

the findings of the study.

1.2 NEED AND NATURE OF STUDY

Job satisfaction of the employees is important if the employees are satisfied then only the
organization can function smoothly, and increases in productivity, faces competition among
competitors.

If employees are satisfied with their job, they will carry a positive attitude. Hence the study
has been undertaken to measure the satisfaction of the employee towards their job which is
necessary for the organization to make sound decisions.

Job delight of the personnel is vital if the personnel are glad then simplest the employer can
characteristic smoothly increases its production, faces competition.

If personnel are glad with their job they will deliver a superb attitude. Hence the take a look
at has been undertaken to assess worker job delight which is essential for the company to
make sound.
1.3 OBJECTIVES OF THE STUDY

1. To measure the level of employee satisfaction towards their job.

2. To study the various factors determining job satisfaction of the employee.
3. To study the impact of job satisfaction on the overall growth of the employees in
HERITAGE FOODS IND LTD.
4. To measure the level of pleasure of supervisors HERITAGE FOODS IND LTD
5. To measure the connection, human relation and job pleasure
6. To find out the maximum distaining factors which impact their overall performance in
the job
7. To deliver amicable and practical pointers to enhance the job delight of supervisors in
HERITAGE.
8. To study the boom possibility programmers and training programmers in notice
confectionery limited.
1.4 SCOPE OF THE STUDY

The scope of the study is clear as we analyse the need of the employees during which their
morale and treating a friendly atmosphere, which also enriches their work life, can also be a
possible scope.

The study considers only the perceptual elements of employees and does not focus on
ground realities. The scope of study cover: work conditions, compensation, extra benefits,
conveyance treatment of superiors, colleagues, duly timings, grievance redressal mechanism
and promotion policy.
Definition:

A careful consideration of study regarding a particular concern or problem using

scientific methods. According to the American sociologist Earl Robert Babbie, “Research
is a systematic inquiry to describe, explain, predict, and control the observed
phenomenon.

Philosophy:

Job satisfaction and loyalty are keywords when companies want to create extraordinary
results.
Job satisfaction creates loyal employees, who on average contribute 2.7 times more to the
company’s bottom line. Similarly, satisfied employees are 12% more efficient than
dissatisfied ones.
That is why it is essential to recruit, develop and retain staff with the right professional,
personal and behavioural competences.
Take advantage of our more than 25 years of management experience and psychological
insight to foster desire, knowledge and ability among your employees and managers.
Create a genuine feeling of joint ownership of your corporate strategy by involving your
employees.
Behavioural profiling and help with creating a common language, appropriate behaviour and
an open feedback culture can ensure maximum job satisfaction.
These are all things that contribute to loyalty and satisfaction, which has positive effects on
everyone, both internally and externally.
1.5 RESEARCH METHODOLOGY

Research Methodology – is a way to systematically solve a research problem. It is a science

of studying how research is done scientifically. It aims to give the work plan of research. It
provides training in choosing methods materials, scientific tools and techniques relevant for
the solution of the problem. The basic principle in the research has been adopted in the
overall methodology. The following methodology has been used for meeting the
requirements,

• Defining objectives

• Developing the information sources

• Collection of information • Analysis of information

• Suggestion

The methodology followed for collection, analysis and interpretation of data is explained
below

1.RESEARCH DESIGN

4.DATA
ANALYSIS 2.COLLECTION METHOD

3.SAMPLE
DESIGN
 RESEARCH METHODOLOGY
1. RESEARCH DESIGN:
There are generally three categories of research based on the type of
information required, they are

RESEARCH DESIGNS

EXPLORATORY RESEARCH
DESCRIPTIVE
RESEARCH CASUAL RESEARCH

The research category used in this project in descriptive research, which is focused on the
accurate description of the variable in the problem model. Consumer profile studies, market
potential studies, product usage studies, Attitude surveys, sales analysis, media research and
prove survey s are the, Examples of this research. Any source of information can be used in
this study although most studies of this nature rely heavily on secondary data sources and
survey research.

2 .DATA SOURCE:

PRIMARY DATA:

It is collected through the questionnaire, a formalized instrument of asking information

directly from respondent demographic characteristics, attitude, belief and feelings through
personal contracts. Structured and on disguised from of questionnaire is used and consists of
multiple-choice questions RESEARCH DESIGNS EXPLORATORY RESEARCH
DESCRIPTIVE RESEARCH CASUAL RESEARCH23
SECONDARY DATA:

Internal secondary data about the Mother Dairy included formal data, which is generated
within the organization itself, were obtained through concerned head in the organization
External secondary data generated by source the organization was used such as public
available data provided by the reports of the companies. All this information is of great
importance and conceptualizes and illuminates the core of the study.

DATA SOURCE

SECONDARY DATA
PRIMARY DATA • Formal data obtained through head of the organization.
• questionnaire • Journals
• internet

3. SAMPLE DESIGN:

a) Sampling unit:

The study is directed towards the executive of managerial level.

b) Sample size:

Sample size of 100 is taken in this study.

4.DATA ANALYSIS:

Simple analysis method is followed for analysing the data pertaining to different dimensions
of employees. Simple statistical data like percentage are used in the interpretation of data
pertaining to the study. The results are illustrated by means of bar charts.
Statistical tools used:

Percentage method:Percentage method is used in making comparison between two or more

series of data. This is used to describe relationship.

Percentage of respondents = (No of respondents x 100)

Total respondents

The method of study followed in this project (in brief):

Sample size : 100

Data collection method : Primary and Secondary.

Duration of study : 45 days.

Analysis : Through percentage method.

LIMITATIONS OF THE STUDY:

 The suggestions given in the study may not be applicable to entire organization. The
study will have some questions related to organization and personal information
which the employees would not like to reveal.

 Some personnel were reluctant to reply the question as they felt that the evaluations
expressed by means of them can be misunderstood through the management resulting
in problems for them.
 An in-depth analysis was not feasible ensure areas because it turned into considered to
be exceptionally confidential.

 A qualitative parameter like Employee’s Satisfaction requires a deeper understanding

of the underlying elements influencing worker satisfaction. This calls for extra time
than turned into to be had for the task observe.
 THEORETICAL REVIEW

Job satisfaction

Describes how content an individual is with his or her job. 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 work position. 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 rate of pay, work responsibilities, variety of tasks,
promotional opportunities, the work itself and co-workers.

History

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These
studies (1924–1933), primarily credited to Elton Mayo of the Harvard Business School,
sought to find the effects of various conditions (most notably illumination) on workers’
productivity. These studies ultimately showed that novel changes in work conditions
temporarily increase productivity (called the Hawthorne Effect). It was later found that this
increase resulted, not from the new conditions, but from the knowledge of being observed.
This finding provided strong evidence that people work for purposes other than pay, which
paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job
satisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management,
argued that there was a single best way to perform any given work task. This book
contributed to a change in industrial production philosophies, causing a shift from skilled
labour and piecework towards the more modern of assembly line and hourly wages. The
initial use of scientific management by industries greatly increased productivity because
workers were forced to work at a faster pace. However, workers became exhausted and
dissatisfied, thus leaving researchers with

new questions to answer regarding job satisfaction. It should also be noted that the work of
W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylor’s work.
Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation
for job satisfaction theory. This theory explains that people seek to satisfy five specific needs
in life – physiological needs, safety needs, social needs, self-esteem needs, and self-
actualization. This model served as a good basis from which early researchers could develop
job satisfaction theories.

Job satisfaction can also be seen within the broader context of the range of issues which
affect an individual's experience of work, or their quality of working life. Job satisfaction can
be understood in terms of its relationships with other key factors, such as general well-being,
stress at work, control at work, home-work interface, and working conditions.
 2.2 ARTICLES

ARTICLE : 1
TITLE : Employee job satisfaction.
AUTHOR : Mitul Deliya, Bhavesh Parmar and Patel.K.K. (2012) 105.
ABSTRACT : they investigated that both modern and traditional retailers will co - exist in
India for some time to come, as both of them have their own competitive advantages. The
kirana has a low – cost structure, convenient location and customer intimacy. Modern retail
offers product width and depth and a better shopping experience. With the Indian economy
currently growing approximately 9 percent annually, rising consumption and the low per
capita availability of retail space in India. There is room for both modern and traditional retail
in India for several generations to come.
ARTICLE : 2
TITLE : Employee job satisfaction.
AUTHOR : Manju Rani Malik (2011) 91.
ABSTRACT : aimed to explore the components of retail customer satisfaction and also
investigates the relationship between each of the retail customer satisfaction components and
customers satisfaction level. Product characteristics, Price factor, Physical Aspects,
Promotional Schemes and Personal interaction of retail customer satisfaction were studied.
The study have identified that location, variety of products and reasonable price are the major
motivating factors that influence the customers to visit the retail outlets and emphasis on
facilities such as parking, physical aspects, availability of variety of branded and non -
branded products at reasonable price by the retailer will increase the revenue. There were
numerous studies in the area of consumer satisfaction, Consumer expectations on services,
comparative study on consumer satisfaction towards organized retailing and many. So this
study analyses the consumer attitude that is the basis for consumer satisfaction, towards one
of the existing and growing format among the organized retailing that is departmental stores
in Coimbatore city.
ARTICLE : 3
TITLE : Employee job satisfaction.
AUTHOR : ArpitaKhare and Sapna Rakesh (2010) 87.
ABSTRACT : have highlighted that organized retailing in the form of which malls is
poised to develop exponentially in India. Malls are transforming the landscape of Indian
retailing and consumer attitudes towards shopping. The upsurge of mall activity poses a
question of how much malls are responsible for generating sales and consequently generating
profits. The paper was directed at retailers with stores in the malls and describing their
opinions about what generates consumer traffic and profits in malls. The retailer‘s selection
of malls is driven by the business potential offered by malls. The findings of research
demonstrate that an assortment of factors is responsible for mall traffic. These may be
categorized under entertainment facilities, services, ambience and mall management.

ARTICLE : 4
TITLE : Employee job satisfaction.
AUTHOR : Ranjith P.V. and Rajesh Nair (2009) 68.
ABSTRACT : discussed service quality is perceived as a tool to increase value for the
consumer, as a means of positioning in a competitive environment consumer satisfaction,
retention and patronage. Despite its strategic importance, the Indian retailers do not have an
appropriate instrument to measure service quality. The paper discusses use of Retail Service
Quality Scale to assess overall service quality levels of retail stores. Personal Interaction,
Appearance, Reliability, Problem-solving and policy are five factors which define service
quality.
ARTICLE 5

TITLE: A Study On Employee Job Satisfaction With Special Reference To Krishnagiri

District Co-Operative Spinning Mills Ltd.

AUTHOR : S.RAJA, V. VIJAY ANAND

ABSTRACT:Job satisfaction refers to one’s feelings towards one’s job. If the employees
expectations are fulfilled (or) the employees get higher than what he / she feels satisfied. If
the job satisfaction increases organization commitment will increased. This results in the
higher productivity. The main objectives of this paper are to assess the job satisfaction: to
identify the effectiveness of job satisfaction and to find out the several factors like personal
and organizational factors influencing job satisfaction: to identify the effectiveness of job
satisfaction and to find out the several factors like personal and organizational factors
influencing job satisfaction of employees.

ARTICLE 6

TITLE : Job Satisfaction and Employee Loyalty: A study of Academicians.

AUTHORS: Mrs. Shweta Rajput, Mr. MayankSinghal, Mr. Shiv kantTiwari

ABSTRACT: Job satisfaction and Employee Loyalty represents one of the most key
challenges faced by the managers today when it comes to managing their employees.
Employees are the most valuable resource for all organizations; the longer an employee
works for a company the more valuable it becomes. Many researchers have been conducted
in various sectors to demonstrate the impact of Job satisfaction on employee loyalty.
Employee loyalty is all about employees being committed for the success of the organization
with a strong belief that working with that particular organization is their best option. The
aim of the study was to find the impact of job satisfaction on employee loyalty in case of
academicians. This study also finds out various factors underlying job satisfaction and
employee loyalty
ARTICLE 7

TITLE: Factors affecting employee job satisfaction: A comparative study of conventional

and Islamic insurance

AUTHORS : Khalil-Ur Rahman, WaheedAkhter and SaadUllah Khan

ABSTRACT: This paper attempts to investigate the factors that affect job satisfaction of
sales agents from Islamic and conventional insurance of Pakistan using Herzberg two-factor
motivation theory. Using multi-stage stratified random sampling, we received a total of 318
usable responses . A multiple regression and hierarchal regression model including 11
hygiene–motivational factors were used to examine job satisfaction in the presence of
moderating factor perception. The outcomes regarding Herzberg two-factor theory were
entirely distinctive between those two direct sales groups with the presence of moderating
variable perception.

ARTICLE 8

TITLE: A happy employee job satisfaction is a productive employee

AUTHORS : Gupta and Joshi

ABSTRACT: It is an important technique used to motivate the employee job satisfaction

to work harder .it had often said that , a happy employee is a productive employee.it is very
important because most of the people spend a major of their life at work place.
ARTICLE 9

TITLE: Changes in hrm and employee job satisfaction ,evidence from the workplace

employment relations survey

AUTHOR : Brown forde

ABSTRACT:A number of other measures of job quality are found to have increased over
this period as well. It also finds a decline in the incidence of many formal human resource
management practices. The paper reports a weak association between formal human resource
management practices and satisfaction with sense of achievement. Improvements
inperceptions of job security, the climate of employment relations and managerial
responsiveness are the most important factors in explaining the rise in satisfaction with sense
of achievement between 1998 and 2004. We infer that the rise in satisfaction with sense of
achievement is due in large part to the existence of falling unemployment during the period
under study, which has driven employers to make improvements in the quality of work.

ARTICLE 10

TITLE: Employee job satisfaction as related to organizational climate and occupational

stress

AUTHORS : Jain and Jabeen

ABSTRACT: It concluded that there is no significant difference between managers and

engineers in terms of their Employee Job Satisfaction Satisfaction and14 both the groups
appeared almost equally satisfied with their jobs. When the managers and engineers were
compared on organizational climate, it was found that both the groups differed significantly.
Managers scored significantly high on organizational climate scale than the engineers
indicating that the managers are more satisfied due to the empowerment given to them.
2 INDUSTRY PROFILE

The Indian food industry is poised for huge growth, increasing its contribution to world food

trade every year. In India, the food sector has emerged as a high-growth and high-profit

sector due to its immense potential for value addition, particularly within the food processing

industry.

Accounting for about 32 per cent of the country’s total food market, The Government of

India has been instrumental in the growth and development of the food processing industry.

The government through the Ministry of Food Processing Industries (MOFPI) is making all

efforts to encourage investments in the business. It has approved proposals for joint ventures

(JV), foreign collaborations, industrial licenses, and 100 per cent export oriented units.

Market Size

The Indian food and grocery market is the world’s sixth largest, with retail contributing 70

per cent of the sales. The Indian food processing industry accounts for 32 per cent of the

country’s total food market, one of the largest industries in India and is ranked fifth in terms

of production, consumption, export and expected growth. It contributes around 8.80 and 8.39

per cent of Gross Value Added (GVA) in Manufacturing and Agriculture respectively, 17 per

cent of India’s exports and six per cent of total industrial investment. The Indian gourmet

food market is currently valued at US$ 1.3 billion and is growing at a Compound Annual

Growth Rate (CAGR) of 20 per cent. India's organic food market is expected to increase by

three times by 2021.

The online food ordering business in India is in its nascent stage, but witnessing exponential

growth. With online food delivery players like FoodPanda, Zomato, TinyOwl and Swiggy

building scale through partnerships, the organised food business has a huge potential and a

promising future. The online food delivery industry grew at 190 per cent year-on-year with

an estimated Gross Merchandise Value (GMV) of US$ 300 million in 2021.

 COMPANY PROFILE
The Heritage Group, founded in the year 1992 by Sri Nara Chandra Babu Naidu, is one of the
fastest growing Private Sector Enterprises in India, with five-business divisions viz., Dairy,
Retail, Agri, Bakery and Renewable Energy under its flagship Company Heritage Foods
Limited (Formerly known as Heritage Foods (India) Limited). The annual turnover of
Heritage Foods crossed Rs.1726.99 crores in financial year 2015-14.

Presently Heritage’s milk products have market presence in Andhra Pradesh,Telangana,

Karnataka, Kerala, Tamil Nadu, Maharashtra, Odisha and Delhi and its retail stores across
Bangalore, Chennai and Hyderabad. Integrated Agri operations are in Chittoor and Medak
Districts and these are backbone to retail operations and the state of art Bakery division at
Uppal, Hyderabad, Telangana.

In the year 1994, HFIL went to Public Issue to raise resources, which was oversubscribed 54
times and its shares are listed under B1 Category on BSE (Stock Code: 519552) and NSE
(Stock Code: HERITGFOOD)

Sri Chandra Babu Naidu is one of the greatest Dynamic, Pragmatic,

Progressive and Visionary Leaders of the 21st Century. With an objective of bringing
prosperity in to the rural families through co-operative efforts, he along with his relatives,
friends and associates promoted Heritage Foods in the year 1992 taking opportunity from the
Industrial Policy, 1991 of the Government of India and he has been successful in his
endeavour.

At present, Heritage has market presence in all the states of South India. More
than three thousand villages and five lakh farmers are being benefited in these states. On the
other side, Heritage is serving more than 6 lakh customer’s needs, employing more than 700
employees and generating indirectly employment opportunity to more than 5000 people.
Beginning with a humble annual turnover of just Rs.4.38 crores in 1993-94, the sales
turnover has reached close to Rs.300 crores during the financial year 2005-2006.

Sri Naidu held various coveted and honourable positions including Chief
Minister of Andhra Pradesh, Minister for Finance & Revenue, Minister for Archives &
Cinematography, Member of the A.P. Legislative Assembly, Director of A.P. Small
Industries Development Corporation, and Chairman of Karshaka Parishad.

Sri Naidu has won numerous awards including " Member of the World
Economic Forum's Dream Cabinet" (Time Asia), "South Asian of the Year " (Time Asia), "
Business Person of the Year " (Economic Times), and " IT Indian of the Millennium " (India
Today).

Sri Naidu was chosen as one of 50 leaders at the forefront of change in the
year 2000 by the Business Week magazine for being an unflinching proponent of technology
and for his drive to transform the State of Andhra Pradesh.