BAHIR DAR UNIVERSITY

ETHIOPIAN INSTITUTE OF TEXTILE AND FASHION TECHNOLOGY

DEPARTMENT OF LEATHER ENGINEERING

FOURTH YEAR INTERNSHIP PROJECT REPORT

TITLE: CAUSE STUDY ON IMPROVEMENT OF JOB SATISFACTION

IN BAHIR DAR TANNERY

HOSTING COMPANY: BAHIR DAR TANNERY

NAME ID
TEWABE WORKU 0905255UR

UNDER SUPERVISION: MR .ZERIHUN TESHOME

SUBMISSION DATE:

BAHIR DAR, ETHIOPIA

 DECLARATION
I, Tewabe Worku a fourth-year leather engineering student, have undertaken my internship
experience in Bahir Dar Tannery under the guidance of Mr. Zerihun Teshome (Academic
Supervisor) and Mr. Misganew Bitew (company advisor)..
I certify that my work is original and compiled according to the internship report writing
guideline given by the Institute-Industry Linkage office of the Institute.
As the student’s academic supervisor, I certify that the internship report written by the student is
his original work and compiled according to the guideline provided by the institute’s Industry
Linkage office as far as my knowledge is concerned.
Zerihun Teshome
Academic Advisor Signature Date

Tewabe Worku
Student name Signature Date

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 ACKNOWLEDGMENT
First of all, I would like to thank God for his endless guidance through my life and for giving me
a supportive and loving family and friends that are always there through all my success and
failure, supporting, and lifting me up morally.
I would like to give special thanks goes to my helpful industrial adviser Mr. Misganew. He gave
me true help for my whole works to be done smoothly and Mr. Zerihun Teshome (Academic
Advisor) He also gives me the true help for my work and Mr. Nebyu (production manager). My
grateful thank also goes to for all Bahir Dar tannery s.co workers, operators, laboratory
technicians, and stuff. A big contribution and hard worked from all of them, beside this
internship program make me realized the value of working together as a team and as a new
experience in working environment, which challenges us every day.
No forget, great appreciation goes to the rest of the company stuff that help me from time to time
during the internship program. The whole program really brought us together and to know the
true value of friendship and respect of each other. Least but not the last I would like to thanks my
family and friends especially those who works together as inter at Bahir Dar tannery.

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EXECUTIVE SUMMERY
This report contains all the experience, skill and knowledge that I have gained in my four month
internship time at BAHIR DAR TANNERY. It comprises over view of the company and its
manufacturing process, the brief explanation of the project work and varies benefit that I
obtained at Bahir Dar tannery. Chapter one is about background of my hosting company. It has a
brief history of the company; its vision, Mission, main products of the company suppliers,
customers, machineries and utilities and other important information of the company. Chapter
two discusses about a project work which I have done on the preparation of chrome shave solid
waste for leather finishing film. The project contains project title, project statement, objective of
the project, methodology, identified problems and their solutions, result &dissociation,
Conclusion and recommendations. Chapter three presents about my experience during the four -
month internship program. It consists of various benefits and skills that I have improved on the
last four month and references I used are written at the end of this project report.

List of figures
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Figure 1. 1 Organizational flow.......................................................................................................7

Figure 1. 4 production flow chart..................................................................................................19

Figure 1. 5 working environment at BDT.....................................................................................28

List of Table
Table 1 Chemicals and suppliers of Bahir Dar Tannery.................................................................4

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Table 2 machineries in Bahir Dar tanne.........................................................................................5

Table 3 response obtained by interview.......................................................................................27

Table 4 questionaries were conducted on 75 workers and their responses.................................28

Table 5 respondents about facility................................................................................................29

Table of Contents

DECLARATION.........................................................................................................................................i

v
ACKNOLOGMENT...................................................................................................................................ii

EXECUTIVE SUMMERY........................................................................................................................iii

List of figures.............................................................................................................................................iv

List of Table................................................................................................................................................v

CHAPTER ONE..........................................................................................................................................1

BACKGROUND OF THE COMPANY......................................................................................................1

1.1 Historical Background of Bahir Dar Tannery....................................................................................1

1.2 Mission of the company.....................................................................................................................1

1.3 Business Mission of the company......................................................................................................2

1.4 Vision................................................................................................................................................2

1.5 The objectives of the company are:...................................................................................................2

1.6 Value statement of the company........................................................................................................2

1.7 Strategy..............................................................................................................................................2

1.8 Source of Raw Material.....................................................................................................................3

1.9 The selective quality parameter as the raw material for factory.........................................................3

1.10 Main product and services...............................................................................................................3

1.11 Main customer and end user............................................................................................................3

1.12 Accessory and their suppliers..........................................................................................................4

1.13 Chemicals and machines..................................................................................................................4

1.13.1 Chemicals.................................................................................................................................4

1.13.2 Machines...................................................................................................................................5

1.14 Organization workflow....................................................................................................................6

1.15 Process Description for leather production......................................................................................8

1.16 Environment..............................................................................................................................18

1.18 production order flow chart of glove of two rooms........................................................................19

CHAPTER TWO.......................................................................................................................................20

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CAUSE STUDY ON IMPROVEMENT OF JOB SATISFACTION IN BAHIR DAR TANNERY.........20

2.1 INTRODUCTION...........................................................................................................................20

2.2 PROBLEM STATEMENT..............................................................................................................21

2.3 Objective of the study......................................................................................................................21

2.3.1 General objective......................................................................................................................21

2.3.2 Specific objectives....................................................................................................................21

2.4 Scope of the project.........................................................................................................................22

2.5 Limitation of the project..................................................................................................................22

2.6 Literature review..............................................................................................................................22

2.7 Methodology....................................................................................................................................27

2.7.1 Data collection method.............................................................................................................27

2.8 Data analysis....................................................................................................................................28

2.9 Result and discussion.......................................................................................................................30

2.10 Conclusion and recommendation...................................................................................................31

2.10.1 Conclusion..............................................................................................................................31

2.10.2 Recommendation........................................................................................................................32

CHAPTER – THREE................................................................................................................................33

THE OVERALL BENEFITS GAINED FROM THE INTERNSHIP........................................................33

3.1 Introduction.....................................................................................................................................33

3.2 Basic Practical Skills I Improved.....................................................................................................33

3.3 Benefits in Terms of Up Grading Theoretical Knowledge...............................................................34

3.4 Benefits in Terms of Improving Interpersonal Communication Skills.............................................34

3.5 Benefits in Terms of Improving Team Playing Skills......................................................................34

3.6 Benefits in Terms of Improving Leadership Skills..........................................................................34

3.7 Benefits in terms of understanding about work ethics.....................................................................35

3.8 Benefits in Terms of Entrepreneurship Skills..................................................................................35

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REFERRENCE.........................................................................................................................................37

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 CHAPTER ONE
BACKGROUND OF THE COMPANY

1.1 Historical Background of Bahir Dar Tannery

Bahir Dar Tannery was established in 1992 with a total capital of Birr 6 million in the town of
Bahir Dar, 564 km North West of Addis Ababa. It was a government owned integrated sport
glove, manufacturing 100% leather products, including hides and skins. In1995, the factory re-
habited its beam house and finishing section replacing most of the machines and renovating the
rest. Now the tannery produces all stage of skins and hides for exporting and local market in the
form of crust and finished leather. Currently, total capital of the factory is grown up to 11
million.
Its total land holding is 29,000 square meters of which 5,000 square meters are covered by
buildings. The company employed during 2003/2004 E.C. In the company 139 people and 37
working machines are worked.

1.2 Mission of the company

To develop and/or manufacture the finest leather products which could meet the
customer’s expectations in quality, delivery time, and other key standards.
To be a competitive company and to maximize its share in the market all the way through
adopting new technology, process innovations, and world-class business strategies.
To develop and engage on ensuring a healthy and friendly relationship with the
environment and community.
To develop the workforces of the Company through providing on-job or off-job top-notch
trainings and education so as to advance their skills and profession in leather production
industry.
To provide best leather products to the international market through maximum utilization
of the country’s raw materials with continuous generation of wealth to the shareholders
thereby contribute its share to the regional & national economy.

1.3 Business Mission of the company

According to the company’s general management, the mission of the company is to play a
leading role in the domestic and export markets for tannery products.
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The company’s business plan is based on the principles of market oriented strategic planning,
and not only longer on production issue. The transition of Bahir Dar Tannery in to a market-
oriented manufacture requires on-going training programs for all staff in the area of marketing
and sales, production logistics, quality control and assurance, administration and general
managements.

1.4 Vision
To develop its own quality leather brand and become a competent leather industry which
is preferred by the consumers in the global leather market.

1.5 The objectives of the company are:

To manufacture finished quality leather from hides and skins.
To produce goods for wearing leather cloths.
To sell its products on both domestic and foreign market
To engage generally in any other trade or business conductive in order to attain its
objectives

1.6 Value statement of the company

Treating its internal and external customers the way that, they would want to be required
for their product.
Safety of employee to its first priority task. Because, workers are working on an area with
different chemicals and machines that can be harmful for their healthy

1.7 Strategy
Develop one step, shop marketing
Continuously engage in employee and product development
Invest continuously on advanced technology where practical and economical
In calculate cost consciousness without compromising product excellence
Give priority to understand customers’ needs and meet their specific requirements
Develop team spirit and sense of ownership
Embrace open lines of company-wide communication

1.8 Source of Raw Material

The raw material comes from different areas to the company. Those places are:
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 Gojjam (west and east)
Gondar (north and south)
Shewa
Weldieya
Wolo (south and north)

1.9 The selective quality parameter as the raw material for factory
Selection of raw material Free from Ante-mortem and post-mortem defects like:
Detect by Mechanical injuries like Brand marks, barbed wire scratches, holes and
scratches caused by thorns, curry-comb scratches. Hole caused by prods and dung forks,
injuries caused by horns, holes in the grain caused by sharp awns of plants, chafe marks
Detect by diseases like Warts, ulcers, skins diseases, damage to the grain and destruction
of the tissue by parasitic fungi attack

1.10 Main product and services

The main products or service of Bahir Dar tannery is:
Quality finished leather
Sport glove those finishing quality leather and gloves are, dyed and finished, market
gloves and finishing quality leathers are sold on the domestic market and export markets.

1.11 Main customer and end user

The company products can be considered as very basic, for the low income-end of the market.
The company has customer for each of the following product groups, it sells the majority of its
products on the domestic market to only 2 wholesalers, who have an exclusivity agreement with
the company, which stipulates that they are the only possible customer.
Italy, Germany, Poland, and also some Europe courtiers and also the company has its
own sales shop in Addis Ababa town, which sale for people. Seles prices of the
company’s products are based on market prices, but are supposed to be regularly revised
on the basis of the cost prices. However, sales prices of several of the products sold on
the domestic market and on the export, market do not cover the total cost of the products.

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1.12 Accessory and their suppliers
Accessories are materials which are used in the company in addition to raw materials to perform
or complete their work. Such materials are chemicals, spare part suppliers, zippers, treads, etc.

1.13 Chemicals and machines

1.13.1 Chemicals

Chemical is another input material that is used for pre tanning, tanning, post tanning & finishing
process. The chemical supplier of the factory is/are come from different suppliers, Addis Ababa,
china, Indian, Italian and Germany.
Table 1 Chemicals and suppliers of Bahir Dar Tannery

Name of chemical Supplier Address Process to be used

Wetting agent Sthall Italy Soaking
Bacteriaside Sthall Italy Soaking
Antifungal Sthall Italy Soaking, Finishing
Salt Ethiopia Preservation, Pickling
Lime powder Ethiopia liming
Sodium sulfide Sthall Italy Un hairing
Chrome BSF England Tanning
Sulfuric acid BSF England Pickling
Pigment BSF England Finishing
Binder BSF England Finishing

Tanneries vary their processing chemicals when there are new suppliers having better quality and
character for the leather.

1.13.2 Machines
Table 2 machineries in Bahir Dar tannery
No Machine name Number Condition

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1 Beam house dram 5 4 are in work
2 Sample dram 4 3 are in work

3 1 In work
Tanning dram

4 Post tanning drum 5 In work

5 4 In work
Fleshing machine

6 Shaving machine 2 In work

7 Setting machine 1 In work

8 Summing machine 1 In work

9 Splitting machine 1 In work
10 Buffing 5 In work
11 De dusting 1 In work
12 Rotary Staking 2 In work
13 Overhead draying 1 In work
14 Vacuum dryer 1 In work
15 Toggling machine 1 In work

16 Milling dram 1 In work

17 Area Measuring 1 In work
18 Rotary spraying 1 In work

19 Hand spray 1 In work

20 Roller cotter 1 new

1.14 Organization workflow

The organization work flow is start from storage to Beam House section and change to finishing
section it goes to garment section and change to finishing quality and with related office house.
Leather and finally change to sport gloves in all products there are quality controller, after this it
packed and out for sell.
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Figure 1. 1 Organizational flow

1.15 Process Description for leather production

Leather processing essentially consists of series of physical and chemical operations where by
the raw hide or skin of an irregularly shaped, low strength organic material that can petrify Is
given an almost constant thickness and such characteristics as incorruptibly, good flexibility,

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high tensile strength, abrasion resistance and finish with good appearance finally Come out as
finished leather.
Hides and skins have the ability to absorb tannic acid and other Chemical substances that prevent
them from decaying, make them resistant to wetting, and Keep them supple and durable. The
surface of hides and skins contains the hair and oil glands and is known as the grain side. The
flesh side of the hide or skin is much thicker and softer. The tannery operations can be broadly
divided into four sections
Beam House operations
Tanning operations
Post-tanning and
Finishing operations.
Beam house Operations
Before tanning the main important operations for leather manufacturing are done in beam House.
Beam house operations consist of Soaking, Liming, De liming, Bating, Pickling, De pickling and
Degreasing (if necessary) etc. The operations and their objects are given Bellow;
Trimming and Weighting
The process of removing unwanted part of hide or skin is known as trimming. First of all, the
selected tenable hides and skins are trimmed to remove the tail, shoulder, flanks, neck and trim
able portions correctly. Then these are weighted carefully and the Entire chemicals % based on
these weights
Soaking
Soaking is the first tannery operation. During curing, hides and skins lost large amount of its
Physiological content of water and unless the former regains this water during soaking
Operations, good quality leather cannot be produced. Chemicals used in soaking are 0.5 – 2.0
Percent wetting agents, emulsifiers, surfactants etc.
The associated wastes during soaking are Chlorides, sulphate, NH3- bloods, dirt’s and hairs. The
process of soaking can be classified into three stages: a) Pre-soaking (dirt soaking)-in dirt
soaking, 300-400% of water is used to remove the Unwanted materials. b) Main soaking- the
purpose of main soaking is to re-hydrated the material. In this Operation, water 300%, repon MS
0.5%, non-anionic wetting agent (0.2% concentrated), soda ash (0.8%Concentrated) and Dermal

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an NA (0.5% concentration) are used. Final soaking- only water is used for the washing purpose
in this operation Check the Ph. of soaking 8.8-9.0
How to check the completion of soaking?
Restoration of the natural swollen condition of the hides/skins
Good pliability in all sections of the hides/skins
complete removal of dirt, blood and dung
Objects of Soaking:
To remove the dirt, blood and dung from the hides and skins.
To remove the curing salts in case of salted hides and skins.
To dehydrate the skins proteins.
To open up the contracted fibrous structure of the skins.
To clean off surface filth.
Liming
The process of liming is a combination of chemical and physical action on the skin structure. The
chemicals involved are similar to those in the unhearing operation. A solution of lime and
sodium sulphide is used and the skins are immersed in this solution for whatever time is
necessary to produce the desired effects. The process of unhearing is taken to completion during
the liming process, and there is appreciable modification of the collagen due to the action of
alkali.PH of 12.5- 13.0 is optimum range for unhearing and swelling but when PH is less than
12.5 it takes longer time for un-haring and reduced swelling. When PH is greater than 13 there is
rapid destruction of hair but it has the following effects:
Excessive irreversible swelling
Loss of grain or hide
Substance decrease physical proper files
Chemicals used for liming: -
Sodium hydrogen sulphide (Nash): used to open the fiber structure, accelerates rate of un-
hairing, increases swelling and plumping
Sodium sulphide (Na2S): used to remove hair, accelerates rate of Unhairing, sharpening
agent
Lime powder: it uses to swell the skin or hide

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Controls during liming:
Temperature of float (25-28)
RPM (1-2)
PH 12.5-13.0
Objective of liming:
To remove the hairs, hooves, nails and other keratinous materials.
To remove some of the inter fibrillary structure of protein like mucus etc.
To sweep up and to split up the fibers to the desired extent
To remove the natural grease and fats
To bring the collagen to a proper condition for satisfactory tannage
Fleshing
After liming the pelt passed through a machine to remove fleshy tissue from the flesh side.
Objective of fleshing: to remove fats& surplus flesh from lime pelts, to give a cleaner surface,
and for good penetration of chemicals.
De liming
After liming the unhaired and fleshed skins known as pelt are taken for the next operations called
De liming.
De liming is the removal of lime (free & combined alkali) present in pelt by washing or with
them use of some chemicals.
The free alkali can easily be removed by repeated washing with water or by pressing the pelt
under the high pressure, but for removal of combined alkali chemical treatment is always
necessary. The principal action of De liming is to gradually neutralise the alkali in the pelt,
avoiding rapid changes in pH which could lead to distortion or disruption of the tissues
Objective of De liming
1. To remove most of the lime and alkaline materials from the pelts.
2. To reduce the swelling of the pelts.
3. To remove flesh, scud etc.
4. To adjust the PH suitable for different tannage.
This operation is aimed at removing the lime from the pelt and reduces the pH of the pelt and
make ready for bating Chemicals used: Ammonium sulphate/ ammonium chloride,

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How to check the completion of De liming?
Cut a cross-section and use drops of phenolphthalein. If the colour is light pink or colour less, De
liming is complete.
Bating
Bating is a generic term, which follows De liming and refers to the use of enzymes in an early
stage of leather making. Bating operation is a further step in purification of the hide prior to
tanning and is generally performed with the use of photolytic enzymes as is fundamental for
determining the peculiar characteristics of the finished product (smooth grain, soft hide, etc.
The efficiency of bating depends on:
Temperature (35)
Duration of the process
RPM (4-6)
PH (8-8.5)

Bating - based on the use of enzymes - completes this process so that the pelt is flat, relaxed,
clean and ready for pickling and tanning.
Objectives of bating:
To produce smooth, fine and clean grain by enzyme action
To remove some of the non-structured collagen and other proteins like albumins,
globulins etc.
The scud or dirt, short hairs, greases and lime soap, dark coloured pigments and traces of
epidermis are all loosened and are easily removable by scudding.
To allow the splitting up of collagen fibers.
To make the final leather soft, pliable and stretchy.
Testing of bated pelts
A well bated skin should have the following characteristics:
The grain surface should be smooth, slippery and silky in feel.
The skin should retain the thumb impression when pressed by the thumb and after
removal of the pressure.
The skin should be fallen and flaccid.
The flesh should become tender and can be easily scrapped off.
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 The skin should be permeable to air, tested by pressing the trapped air bag to allow air to
pass through the grain.
Pickling
Pickling refers to the treatment of bated pelts with a solution of salt and acid to bring them to an
acidic condition.
Objectives: Pickling has two main objectives in leather manufacture
To bring the skin to the desired pH for preservation of the pelt for a longer time prior to
tanning
To bring the skin to the desired pH for tanning-specially in chrome tanning. The pH
desired will depend up on the tanning to be used and the time between bating and the
start of tanning.
Tanning
The process of converting the putrescible hides and skins into non-putrescible leather is called
tanning. Tanning is the process by which animal skins are converted into leather.
There is various tanning material of tanning process such as: chrome tanning, Vegetable tanning,
Oil tanning& etc. But Bahir Dar uses chrome tanning.
Objective of Tanning:
To convert the putrescible hides and skins into non-putrescible leather.
To raise the shrinkage temperature and to increase the resistance to hot water of the
leather.
To reduce the ability to swell when wet back.
To increase the strength properties of leather
Post tanning operations
The post tanning operations includes neutralization, retanning, dyeing and fat liquoring process.
Summing and shaving
Summing is a mechanical action of reducing moisture content of tanned leather. This is done by
summing machine which has squeezing rollers and water absorbing felts.
It is mostly used for hide. Shaving is an adjustment of leather thickness by knife cylinder of
shaving machine it is mandatory process both for split and un split leathers. Except for thicker
leather products, hide should be splatted before shaving. Splitting machine is very sophisticated

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and has high accuracy and precision. Here siding selecting and weighing of hide takes place.
Neutralization
The process in which acidification or the excess of free or easily liberated strong acid in leather,
prior to, retaining, dyeing and fat liquoring, is popularly called neutralization.
Objects of neutralization:
The objective of neutralization is; to remove the neutral salts and uncombined chromium salts
from the leather; neutralization of free acid in the leather formed by the hydrolysis of the chrome
complex, and to control the affinity of the leather for anionic materials, particularly dyestuff and
anionic oil emulsions by regulating its electrostatic charge
Retanning
The post-tanning process is very essential and indispensable in leather processing. They replace
the natural agents lost in the processing operations by the artificial one the wet blue is first
washed off shaving dust and rehydrated using oxalic acid. Then re chroming is done to uniformly
complete the tanning process using tan chrome-AB and recovery chrome again. Next
neutralization is needed to bring the required pH for the type of product needed. That is softer
leather requires high pH and vice versa after the required pH is obtained the skin is re- tanned
using various re-tanning agent and firmness. Retanning is also improves properties of the leather
like embossing, buffing, perspiration, resistance fastness to wash and thermal conductivities
Dyeing
To colour the leather as required by the customer, this should be an even Colour and should
cover any grain defects. The colour should be light fast and wash fast if the finish is not
covering. Typical dyestuffs are water based acid dyes. Basic and reactive dyes are less
commonly used.

Fat liquoring
It is very important operation for leather manufacturing and it depends on the type of leather to
be manufactured. Leathers must be lubricated to achieve product-specific characteristics and to
re-establish the fat content lost in the previous procedures. The oils used may be of animal,
vegetable origin, or might be synthetics based on mineral oils.
Objects of fat liquoring:
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 To improve the softness of the leather
To improve the sliding properties of the leather
To improve the toughness, water-repellent properties of the leather
Drying and Finishing Operation
Drying
The primary purpose of drying is to remove moisture. However, at this stage, drying is more than
just moisture removal. Drying is one of the most important steps in maintaining leather quality. It
affects the feel, softness, area, and even colour of the tanned hide/skin. Drying techniques
include summing, setting, centrifuging, hang drying, vacuum drying, toggle drying and paste
drying. Generally summing and setting are used to reduce the moisture content mechanically
before another drying technique is used to dry the leather further. After drying, the leather may
be referred to as crust. Crust is a tradable intermediate product.
Staking
Staking is softening and flattening of creases of leather by mechanical action of staking machine.
If the leather is over dried, if has conditioned by spray of water before staking. Mostly hides are
staked by vibratory staking machine while skins are staked by rotary staking machine.
Mechanical finishing
Mechanical finishing is improving appearance of leather using different finishing machines. The
common mechanical finishing includes: rolling, buffing, milling, embossing (plating), ironing,
polishing and toggling.
Rolling
Rolling is performed on heavy, vegetable tanned leathers such as sole and belt leather. This is
done by means of rolling machine with high pressurized rolling cylinder. This operation has the
purpose of giving the leather a high density of fibers by treatment under high pressure which is
up to 50,000kg/cm2. The leather to be treated should have to a uniform moisture content of 20-
24% because over dried leathers do not receive consolidate fiber density.
Milling
Milling is softening of the conditioned by moving them in a rotating drum at about 12-16rpm.
Besides softening effect, a especial grain making is achieved. The leather should not have milled
in dry state in order to obtain an evenly cracked grain. Milling is mainly used for suede and split
leathers, soft upholstery garment and rustic upper leathers.
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Buffing
Buffing is performed by cylinder type buffing machine works with abrasive paper known as
emery paper of different grain size sprinkled with different number of silicon carbide scattering.
Fineness of the nap is affected by grain size of the buffing paper and speed of buffing cylinder.
Buffing is brushing of leather surface by action of abrasive paper. Buffing has the following
functions such as cleaning the flesh side from irregular fibers and residues of connective tissue in
order to create uniform pressure condition for mechanical finishing process and to give the
leather attractive appearance, giving suede and nubuck leathers the required nap length (short
nap or long two-way nap), and fine buffing of grain correction or for production of corrected
grain side leather.
Polishing
Polishing of leather is performed in order to smoother grain, correct defects or to achieve special
finishing effects by means of polishing machine, in some cases by applying special polishing
ground coat or powder. The polishing machines has stone cylinder with wedged-shaped milled
grooves. These grooves produce a flattening, racking and staking effect. The stone is heated by
the contact pressure, which gives the leather a glossy effect.
Toggling
Toggling is stretching of the leather manually on to perforated metal sheets conveyer, with the
sheep being retained by the toggling clips, which have pincer grips to hold the edge of the leather
and a small foot underneath to fit in to the perforations. Toggling gives maximum possible area
yield, firmness and dimensional stability. It is used for upholstery side clothing, splits and lining
leathers.

Plating
The hide is mechanically finishing machine of different plates of various surface patterns named:
plain box, network, smooth, crocodile, shrunk, lemma, hair cell etc. these are done by highly
pressing of the leather with heated plates and printing their patterns on the leather. Finally, the
finished leather is selected, measured, packed and made ready for the market.
Trimming
Trimming serves to eliminate marks caused by clamps, holes due to nails, hardened age zones,
protruding corners and to correct torn edges. The leather will then lie more smoothly on the
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conveying belts of processing machines. It also saves chemical consumptions by these unusable
parts. Trimming is done at different stages of leather processing; at raw, limed pelt, pickle wet
blue, crust and finished stages.
Area measuring and packing
In the section room, the finished leather is graded according to Ethiopian quality standard.
Unevenly coated leather is returned to chemical finishing room for correction. The fullness of
color is mostly investigated through observation. Then the selected leathers go for area
measuring by computerized area measuring machine. This area measuring machine works with a
similar principle of roller coating machine. When the leather is feed at one side the sincere
calculate the total area of the leather and display the reading on the screen in square feet. After
area measuring, they are tied in bundles as required and stamped with necessary information and
measurement. Finally, the bundles of leathers are packed and stored for sale.

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Figure 1. 2 leather processing follow diagram

1.16 Environment
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The Company has equipped with modern effluent treatment plant with the aim to do business
both sensibly and responsibly it has primary & secondary waste water treatment plant.
Type of liquid wastes
Saline waste It is the first wash of socking which has Baume meter reading greater than one
(>1). This waste screened by bar screen which retains hair and extraneous materials.
General waste It contains the third or fourth wash of socking (‘Be’<1). Tanning waste except
chrome and pickle spillage, Lime bath that is spilled on flour, Fleshing spillage, Shower and
toilet wastes Retaining wastes except chrome spillage, finishing liquid wastes.
Lime waste the spent liming liquors contain about 100% of the total sulphide and alkalinity, and
50-60% of the total suspended solids, BOD and COD generated by the tannery effluent the spent
liming and first successive washing waters are collected and sent outside the tannery to the
effluent treatment plant by a separate piping line Chrome waste it consists of tanning waste and
Retaining during re-chroming spillage
1.17 Social Activities
This Company participates in the following social activities.
Sport: it has its own sport club.
Participates in different infrastructure.
Cooperation Sought: - The tannery is ready to work with reputable foreign companies either in
the form of joint venture, partnership or marketing whichever is applicable to both parties
through negotiation.

18
1.18 production order flow chart of glove of two rooms

Figure 1. 3 production flow chart

19
 CHAPTER TWO
STUDY ON JOB SATISFACTION LEVEL OF WORKERS AND
IMPROVEMENT IN BAHIR DAR TANNERY

2.1 Introduction
Bahir Dar Tannery is Leather processing company highly depends on human resource. Managing
human resources is difficult for companies unless workers are happy and satisfied with their job.
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent
term since in previous centuries the jobs available to a particular person were often
predetermined by the occupation of that person’s parent. There are a variety of factors that can
influence a person’s level of job satisfaction. Some of these factors include the level of pay and
benefits, the perceived fairness of the promotion system within a company, the quality of the
working conditions, leadership and social relationships, the job itself (the variety of tasks
involved, the interest and challenge the job generates, and the clarity of the job
description/requirements).
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs. Questions relate to
relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself
and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on
1 – 5 scale where 1 represents “not all satisfied” and 5 represents “extremely satisfied”.
Job satisfaction, an unquantifiable metric, is defined as a positive emotional response you
experience when doing your job or when you are present at work. Leading organizations are now
trying to measure this feeling, with job satisfaction surveys becoming a staple at most
workplaces.

20
 Job satisfaction varies from employee to employee. In the same workplace under the same
conditions, the factors that help one employee feel good about their job may not apply to another
employee, but their common factors that affect job satisfaction.
Salary
Motivation(reward)
Working condition (safety of the environment), etc…
Generally job satisfaction is an important instrument the productivity of company and can be
measured and improved.

2.2 Problem statement

Workers in the production industry play a central role in the business. The performance and
productivity of these workers, determine the sustainability and competitiveness of companies.
Previous researches revealed that worker absenteeism, high turnover, and low productivity are
influenced by the motivation and job satisfaction of workers. Improvements in job satisfaction
have a positive effect on workers’ motivation, performance, and productivity (Robbins, 1994).
The production system of Bahir Dar Tannery is highly dependent on human resources. No doubt
that the productivity of each worker of the Tannery affects the overall production of the
company. But, the researcher understood after a few days of joining the company for the
externship program, the workers have no interest, punctuality, good performance, and motive on
their job. This affects the human resource management and productivity of the company. This
can be improved by giving the reward to the workers, additional training, by creating a clean and
attractive working environment, adding the payment. This study was intended assessing and
analyzing the current BDT worker job satisfaction, and to show an improving method in BDT.
2.3 Objective of the study
2.3.1 General objective
The general objective of this study was to assess and investigate the level of job satisfaction in
Bahir Dar Tannery and recommend solutions
2.3.2 Specific objectives
To identify job satisfaction factors by survey
To enhance improvement methods of job satisfaction
To increase the productivity of the company
To improve the quality of the product
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 To increase customer satisfaction

2.4 Scope of the project

The scope of this project was done in the Bahir Dar tannery which was mainly focused on the
improvement of job satisfaction to enhance the workability of workers, to create a safe working
place, and to make the company profitable.

2.5 Limitation of the project

This study has the following limitations:
The survey was not included day workers
The survey was biased to the respondents.

2.6 Literature review

2.6.1. Definition of job satisfaction
Despite its ‘wide usage in scientific research as well as in everyday life there is still no general
agreement regarding what job satisfaction is. Different authors have different approaches
towards defining job satisfaction. Job satisfaction is any combination of psychological,
physiological and environmental circumstances that cause a person truthfully to say I am
satisfied with my job. According to this approach although job satisfaction is under the influence
of many external factors, it remains something internal that has to do with the way how the
employee feels. That is job satisfaction presents a set of factors that cause a feeling of
satisfaction (Aziri, 2011). (Vroom, 1964) define that job satisfaction focuses on the role of the
employee in the workplace. Thus, job satisfaction as affective orientations on the part of
individuals toward work roles which they are presently occupying. One of the most widely used
definitions in organizational research is that of (Locke, 1990), who defines job satisfaction as "a
pleasurable or positive emotional state resulting from the appraisal of one's job or job
experiences”. Others have defined it as simply how content an individual is It is a measure of
workers' contentedness with their job, whether they like the job or individual aspects or facets of
jobs, such as nature of work or supervision. Job satisfaction represents a combination of positive
or negative feelings that workers have towards their work. Meanwhile, when a worker employed
in a business organization, brings with it the needs, desires and experiences which determinates
expectations that he has dismissed. Job satisfaction represents the extent to which expectations
are and match the real awards. Job satisfaction is closely linked to that individual's behavior in
22
the work place (Davis, 1985). Job satisfaction is a worker’s sense of achievement and success on
the job. It is generally perceived to be directly linked to productivity as well as to personal well-
being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s
efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job
satisfaction is the key ingredient that leads to recognition, income, promotion, and the
achievement of other goals that lead to a feeling of fulfillment. Job satisfaction can be defined
also as the extent to which a worker is content with the rewards he or she gets out of his or her
job, particularly in terms of intrinsic motivation (Statt, 2004)
The term job satisfactions refer to the attitude and feelings people have about their work. Positive
and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable
attitudes towards the job indicate job dissatisfaction. Job satisfaction is the collection of feeling
and beliefs that people have about their current job. People’s levels of degrees of job satisfaction
can range from extreme satisfaction to extreme dissatisfaction. People also can have attitudes
about various aspects of their jobs such as the kind of work they do, their coworkers, supervisors
or subordinates and their pay (George, 2008).
Factors influencing employee job satisfaction
Job satisfaction and dissatisfaction not only depends on the nature of the job; it also depends on
the expectations what the job supply to an employee. Lower convenience costs, higher
organizational and social and intrinsic reward will increase job satisfaction. Job satisfaction is
complex phenomenon with multi facets and influenced by the factors like salary, working
environment, communication, and organizational commitment (Hong, 2013).
These factors are: Policies of Compensation and Benefit:
This is the most important variable for employee satisfaction. Compensation can be described as
the amount of reward that a worker expects from the job. Employees should be satisfied with
competitive salary packages and they should be satisfied with it while comparing their pay
packets with those of the outsiders who are working in the same industry. A feeling of
satisfaction is felt by attaining fair and equitable rewards. Following points may be delineated
under this category; Salaries or wages, Bonus, Incentives such as medical allowance, and
educational allowance. Job Security: Job security is an employee’s assurance or confidence that
they will keep their current job. Employees with a high level of job security have a low
probability of losing their job in the near future. Certain professions or employment opportunities
23
inherently have better job security than others; job security is also affected by a worker’s
performance, success of the business and the current economic environment. Following points
come under this category: Facility of transfer, Accessible / reasonable target, Leaves. Working
conditions: Employees are highly motivated with good working conditions as they provide a
feeling of safety, comfort and motivation. On the contrary, poor working condition brings out a
fear of bad health in employees. Following these points come under this category: Feeling safe
and comfort in working environment, Tools and equipment, Working methods, Security guards
and parking facility, Well ventilated with good light fans and air- conditioning, Neat and clean
office place, rest area and washrooms. Relationship with Superior authority: A good working
relationship with the supervisor is essential since, at every stage, the worker need professional
input, constructive criticism, and general understanding. Following points come under this
category: Relationship with immediate supervisor, Communication between employees and
senior management, Treatment to employee. Promotion and Career Development: Promotion
can be reciprocated as a significant achievement in the life. It promises and delivers more pay,
responsibility, authority, independence and status. The opportunity for promotion determines the
degree of satisfaction to the employee. Following points come under this category: Opportunity
for promotion, Equal opportunity to grow despite being male or female, Training program,
Opportunity for use of skills and abilities. Leadership Styles: -The satisfaction level in the job
can be determined by the leadership style. Employee satisfaction is greatly enhanced by
democratic style of leadership. Democratic leaders promote friendship, respect and warmth
relationship among the employees. On the contrary, employees working under authoritarian and
dictatorial leaders express low level of employee satisfaction. Following points come under this
category: Prefer democratic style of leadership, Friendship, respect and warmth relationship.
Work group: It is a natural desire for human beings to interact with others. Therefore, existence
of group in organization is a common observable fact. This characteristic results in the formation
of work group at the work place. Isolated workers dislike their job. The work groups make use of
a remarkable influence on the satisfaction of employees. Following points come under this
category; Relationship with the group members, Group dynamics, Group cohesiveness, Need for
affiliation. Personal Variables: The personal determinants also help a lot in maintaining the
motivation and personal factors of the employees to work effectively and efficiently. Employee
satisfaction can be related to psychological factors. Therefore, numbers of personal variables
24
determine the employee satisfaction of the employees. There are five variables under this
category – Personality, Expectation, Age, Education, and Gender Differences. Other Factors:
There are some other important variables which affect the level of employee satisfaction in
organization. Following points come under this category: Group outgoing (feel like a part of
family), Encouragement and feedback, Use of internet and other technology for doing job
(Wong, 2009).
Importance of Employee Satisfaction for the Organization:
the following points are some of the importance of employee satisfaction for the organization
(company): Enhance employee retention, Increase productivity, Increase customer satisfaction,
reduce turnover, recruiting, and training cost, Reduced Absenteeism, Enhanced customer
satisfaction and loyalty, more energetic employees, Improved teamwork, Higher quality products
and/or services due to more competent, energized employees. Lower Turnover: A person is
more likely to be actively searching for another job if they have low satisfaction; whereas, a
person who is satisfied with their job is less likely to be job seeking found that job satisfaction
was strongly inversely correlated with turnover intention and this relationship was mediated by
satisfaction in workplace culture. Higher Productivity: Irrespective of job title and pay grade,
employees who report high job satisfaction tend to achieve higher productivity. When someone
is happy with their job, they focus well and they pay attention to their tasks. They seem
themselves responsible and accountable for achieving the organizational goal that does make
them happy. When one member of a team displays high productivity, it is natural for other
members of the team to try to increase productivity at the desired level. Increased Customer
Satisfaction: Keeping employees safe and satisfied can lead to higher sales, lower costs and a
stronger bottom line. Profit can be earned by selling, the products or giving services to the
customers. If the employees are satisfied with their job, then they can give better customer
service and we know that customer retention and loyalty are dependent based on the given
service of the employees. If customers’ loyalty is increased, automatically it will lead to an
increase in profit. Loyalty: When employees feel the company has their best interests at heart,
they often support its mission and work hard to achieve its objectives in this situation, job
satisfaction and the level of loyalty of that employee will be increased. And, they may be more
likely to tell their friends, which helps to spread goodwill. Employee Absenteeism: It is likely
that a satisfied worker may miss work due to illness or personal matters, while an unsatisfied
25
worker is more likely to take “mental health” days, i.e. days off not due to illness or personal
reasons. When people are satisfied with their job they may be more likely to attend work even if
they have a cold; however, if they are not satisfied with their job, they will be more likely to call
in sick even when they are well enough, to work. Helps to Earn Higher Revenues: No amount
of training or motivation-would help, unless and until individuals develop a feeling of attachment
and loyalty towards their organization. Employees waste half of their time fighting with their
counterparts or sorting out issues with them. Satisfied employees are the happy employees who
willingly help their fellow workers and cooperate with the organization even during
emergencies. For them, their organization comes first, everything else later. They do not come to
the office just for money but because they feel for the organization and believe in its goals and
objectives. Instead of wasting their time in gossiping and waiting around they believe in doing
productive work eventually benefitting the organization. They take pride in representing their
respective organizations and work hard to ensure higher revenues for the organization. Satisfied
Employees Tend to Handle Pressure: Employees who are happy with their jobs are willing to
participate in training programs and are eager to learn new technologies, software which would
eventually help them in their professional careers. Satisfied employees accept challenges with a
big smile and deliver even in the worst of circumstances. Employee satisfaction is of utmost
importance for employees to remain happy and also deliver their level best. Satisfied employees
are the ones who are extremely loyal towards their organization and stick to it even in the worst
scenario (Singh, 2013).

2.7 Methodology
2.7.1 Data collection method
A. Primary data
Observation: The researcher has collected data by direct observation of workers at workplace
and during vacation time.
26
Interview: An interview was conducted during data collection. Different interview methods like
oral interview (informal interview), and questionnaires were used.
B. Secondary data
Internet: The researcher also used an internet to find different scholars related to this study and
relevant data was collected from those scholars.
2.7.2 Data presentation
The data was collected by using direct observation, internet, and informal interview (oral
interview) data collection methods. By interviewing workers randomly, the researcher has got
the following responses presented in the table below.
Table 3 Response obtained by interview

No Worker Number Wage in birr

1 Staff 12 1000-35,000
2 Beam house Operators 2 2300
Workers(labor) 22 800-2000
3 Retanning Operators 7 1700
Workers 3 1000-1600
4 Finishing Operators 8 1500
Workers 32 800-1500
5 Maintenance 5 3280
6 Treatment 5 1500
7 Boiler 2 2150
8 Safety guard 17 1300
9 Raw storage 10 1000

Table 4 Questionaries’ were conducted on 75 workers and their responses

No questionaries’ satisfied dissatisfied

1 Salary(wage) 9 67
2 Working environment 3 72
3 Communication with supervisors 24 51
4 Facilities(café, wash room, first 11 64
aid service )

27
2.8 Data analysis
.
Table 5 respondents about facility

NO. Factor(questioned) Satisfied (%) Dissatisfied

(%)
1 Salary 12 88
2 Working environment 4 96
3 Communication( supervisors) 32 68
4 Facilities service(café, wash 15 85
room, first aid service)

2.9 Result and discussion

Based on this survey the researcher has got influencing factors of job satisfaction in Bahir Dar
Tannery. These influencing factors are:
Salary (wage), Working environment (safety).poor communication with supervisors, lack of
facilities (café, wash-room, and first aid service. As the survey indicates the level of job
satisfaction of workers is low.
As job satisfaction increase, the workers love their company and consider as their life. When
satisfaction is achieved, the workers perform up to their limits of energy, and knowledge and

28
support the mission of the company. Productivity and quality of products are the mission of the
company.as the job satisfaction increase, productivity and quality increase.
Customer’s satisfaction comes when products are produced with the desired quality. Therefore
increasing job satisfaction is indirectly important for customer satisfaction
Methods to improve job satisfaction
The level of job satisfaction can be improved by different methods: Compensation / Salary &
bonus package should be increased according to cost of living and to be paid regularly at just
time. Money could be considered as a score card through which workers can assess how
important an organization is to them compared to other organizations give training to increase
the knowledge of workers and reduce stress about the work. This leads to improvement of
confidence and become happy (satisfaction) Increase promotional opportunities .This is very
important to motivate workers. Motivating is positive for satisfaction and it can be arise from the
internal conditions of the job itself, such as recognition, achievement or personal growth.
Rewarding: Workers are to be rewarded for their better performance. If the worker is rewarded
for better performance, become happy and motivated for future work. Good communication
smooth relation between in co-workers and with supervisors is important to avoid confusion and
conflict,
.

VETRIVEL, M. and RAKESH, M.S., 2020. SATISFACTION LEVEL OF TEXTILE INDUSTRY EMPLOYEES IN CHENNAI.
Studies in Indian Place Names, 40(34), pp.324-332.
2.10 Conclusion and recommendation
2.10.1 Conclusion
Salary, working condition, communication with superior authority (supervisors), and facilities in
a company are influencing factors on employee. Improving those influencing factors is important
to increase job satisfaction of workers in the tannery.
Increasing salary according to the experience of workers, clean environment, good relationship
between workers, good facility services, and rewarding workers are solutions to increase job
satisfaction

29
Generally, job satisfaction of employee can be improved by standardize and increase wage, safe
working condition, motivation, smooth relationship and increase the quality of services.
2.10.2 Recommendation
. Based on this project the researcher recommended BDT the following points:
The tannery should have the habit of rewarding workers with salary and recognize hard
workers by certificate. It helps workers to have a feeling of what they did and being
motivated for future works.
BDT should standardize and increase salary payment according to the experience of
workers. This brings the confidence of working in the company for long times as the
salary is increased based on standardize payment, and the payment is in according to their
work, and experience.
Remove all car bodies, dust material, and plastics and cover with green plants and
flowers and the tannery should have workers responsible for cleaning.it helps to create
clean and attractive workplace and environment.
There should be warm relationship between workers and supervisors. It is important to
avoid unnecessary afraid of workers to their supervisors.
The café service should be improved in quality and cost.
There should be good first aid service for different emergencies like chemical
contamination of body, machine cuts on the body of the worker …etc.
The tannery should give additional training for the workers to increase the ability and
confidence of workers.

Challenges
When conducting this project the researcher was faced to the following challenges.
1) The personnel were not voluntary to answer question.
2) Lack of computer and internet access.
The measures taken to solve the challenges
For the first challenge, the researcher tried to communicate smoothly and stay more time
with them and create friendship and tell them what the researcher want.
For the second challenge, the researcher had gone to internet café.

30
 CHAPTER – THREE
THE OVERALL BENEFITS GAINED FROM THE INTERNSHIP

3.1 Introduction
During this internship program I gained a lot of significant things, not only in academically states
but also in social life. The four months’ internship help me to improving my practical skill by
observing the leathers, machine, and other technical instrument and also raw materials that are
usable in production process and the way how to perform and yield the output.
The most important thing is this internship program creates a good image about our future life
i.e. the work we will do, challenges that will face, benefits I gained help me to develop problem
solving skill Benefits in terms of improving practical skill.
During this intern ship I gained a lot of practical skill this program enables to evaluate out
practical skill and communication skill

3.2 Basic Practical Skills I Improved

Improving skills in workshop activities such as machine operation and maintenance
Problem solving approaches and procedures in solving practical problems by analyzing
the current situation of the machines

31
 Control the overall production process
Set & operate the machines with different parameters
Basic elements and their function of different machine with their adjustment.
Waste management in the industry and proper utilization.
Colour matching
How check the quality of finished leather how to cut, sew and assemble different parts in
the leather garment section.
Proper utilization of materials and equipment’s available in the work place.

3.3 Benefits in Terms of Up Grading Theoretical Knowledge

Mostly of the theories that we had learned during regular class are almost close to the practical
world. And this practical when supplemented by the theory will never be forgotten and will be
captured more easily.
Knowledge about leather is more exact and simple to understand when it is easily visible. Since
leather needs to be touched it is important to touch at every step in order to have well organized
knowledge rather than theory. Also I have experienced this skill.
Beside to this I have also experienced that what techniques and auxiliaries have to be used in
order to have best grade and quality leather which can earn better income.

3.4 Benefits in Terms of Improving Interpersonal Communication Skills

In my four month stayed at Bahir Dar Tannery, I have experienced the communication skill
which is very helpful for having a harmonious working environment. I have the best of working
time at there because I was communicating with every worker without any confusion and they all
were very awesome in terms of their approach.
I also understand that in order to be a person that can pursuit with some issues the individual
must have a good interpersonal communication skill with the required amount of knowledge.
In order to be a good communicative person I have observed that we have to be open minded for
every suggestions and assumptions raised from different places.

3.5 Benefits in Terms of Improving Team Playing Skills

Team work is the major tool for tannery in orders both the tannery and workers to be successful.
The availability of team work in the work place is essential to increase production capacity and

32
for having well organized operational hierarchy. And it enables all the workers to know their
duty and responsibilities. Furthermore, it is a basic tool for the workers to improve their skill.
I have been improving my team playing skills in Bahir Dar Tannery by practicing team work I
really understand team work is important to strength the effort to accomplish the task

3.6 Benefits in Terms of Improving Leadership Skills

This is the skill that enables the administrative organs how to be close with the workers at the
work place in order to be smooth the cooperative workers. It is the skill that can initiate the
employees for better production if and only if the leader (top managers) is good for them.
I have got a practical skill that leadership can influence others to work towards the achievement
of objects and it is of the functions of management which includes planning organizing, staffing
leading, and controlling. Some of the characteristics of good leaders include:
Interested for new innovation
Believe people and motivate them
Are value driven
Open minded
kindest approach for co workers
Interested with their work
Expense for others benefit
Are free from bias

3.7 Benefits in terms of understanding about work ethics

Work ethics is a sort of guideline which enables workers to differentiate the right way of conduct
from the wrong way of conduct has developed. This is essential for the employees to have long
working time at work.
Common Ethical Rules for workers are
Punctuality; -a worker is said to be punctual not only when he/she comes to work place
on the time set for work, but also when he/she meets deadlines and he/she is always
available during working.
Proper Utilization of instrument: - a worker should handle the instruments in a way that
she/he can use the instrument for longer time

33
 Working in Cooperation with colleagues: -is important to create good industrial
atmosphere.
Non absence during working days

3.8 Benefits in Terms of Entrepreneurship Skills

Knowing conditions of tannery and types of technologies used in tannery helps to identify
required product in the market.
During the entrepreneurship I have experienced that it is profitable to be creative in order to
achieve success and to be business maker. And rather than to be employed by the tanneries being
employer is very acceptable.
Choosing well organised and well equipped tannery is important in order to be a good leather
technician.
Furthermore, during my entrepreneurship time, I have also experienced that: -
on the problem solving techniques to decrease the idle time
Job creativeness
Performing my task with plane
Establishment business centers by my own way
Having wide network with different market areas
Generally speaking, I almost have removed my fears through time that I have faced in my
tannery staying and Wright now I am well organized in terms of job life.

34
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