EXECUTIVE SUMMARY

In plant preparing has given a stage. It gave a chance to relate the administration ideas to
the genuine working of association, where I have learnt such a large number of things about the
association. The plant preparing is more about learning down to earth viewpoint in the
professional workplace.
The fundamental motivation behind association study is to make us procured with
pragmatic learning about the general working of the association. It has given me a chance to
study worker fulfillment. Which typically go over while on working in an office or an industrial
facility environment.
To know the worker fulfillment in the association the examination has directed by
exploratory exploration. Which incorporate both essential and optional information.
I have study the point is worker fulfillment, representative fulfillment entirely
straightforward, how content
On the other hand fulfilled representatives are with their occupations, worker fulfillment
is commonly measured utilizing a worker fulfillment review, these study address subjects, for
example, remuneration, work load, view of administration, polices, adaptability, assets, and so
forth.

CHAPTER 1

Introduction about Internship:

College has framed the project format in such a way that it is perfect blend of both
academics and practicality. In this internship I shall be learning a lot about Maharaj Industries
Pvt. Ltd. Its origin, product profile and its functioning. During the internship I learnt a lot of how
to market the products are made, the competitors and mainly how the factors which I have
chosen to study affects the employee satisfaction. The desire of picking up leeway for future
business has expanded nature of entry level position applications. Entry level positions have
gotten to be entering in today's economy.
Topic chosen for the study: ( Kindly write about the concept of employee satisfactionDefinition, concept, need for employee satisfaction to the organization.)
Employee satisfaction is the express used to speak to whether are happy and assuage and
fulfilling their desires and needs at work. Various measures reason that employee satisfaction is a
consider delegate inspiration, specialist target achievement, and positive employee decide in the
workplace. Employee satisfaction, while all things considered a positive in your association, can
similarly be a spoilsport if normal agents stay since they are satisfied by your working
environment.
Calculates adding together to representative fulfillment incorporate forthcoming workers by
deference, giving common employee acknowledgment, engaging workers, involvement above
industry normal reward and pay, giving representative livens and organization exercises, as well
as helpful management inside of a win system of objectives, estimation and aspiration.
Employee satisfaction is basic to the accomplishment of any business. A far over the ground rate
of delegate joy is extremely related to a lower turnover rate. In this way, keeping agents fulfilled
by their callings should be an important requirement for every business.
This project show cases the needs of people with special situation to employee satisfaction
towards Maharaj Industries Ltd, Davangere.

Need for the study:

A worker who has no fixation in his or her field, or the circumstance in which he or she
starts in an occupation, may initially advance his or her best exertion. Be that as it may this
representative will frequently get to be sick of something with the work on the grounds that there
is no natural inspiration to succeed. Finding the day by day work common lessens the people
yearning to appear to work and to carry out the employment well. For this situation, the worker
may keep up to come to work, yet his or her endeavors will be insignificant.
Disappointment with the occupation may originate from sources included than anxiety or poor fit
in the middle of representative and employment. Managers that are regard unscrupulous by their
laborers might be seen all things considered on the grounds that they seem to think totally about
organization incomes, instead of the representatives that are working for them. This affectability
of a business may prompt occupation disappointment, and raise the organization's turnover rate.
It is noteworthy to businesses think about the satisfaction of their representatives. Late data
demonstrate that idea their vocations, American specialists holds a normal of eight employments
(Rudman, 2003). The rate of turnover since workers are troubled is irritating.
Here the most imperative undertaking of business venture is to concentrate needs and necessities
of representatives so he ought to plan the working procedure, standards and regulation and the
workplace in a manner that they will make glad the clients. Here the essential undertaking of
business endeavor is to concentrate needs and necessities of representatives so he ought to
outline the working procedure, standards and regulation and the workplace in a manner that they
will fulfill the clients.
A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE

Statement of the problem:

A STUDY ON EMPLOYEE SATISFACTION AT MAHARAJ SOAPS INDUSTRY PVT. LTD.
DAVANGERE
Objectives of the study:
To study the employee satisfaction frame work.

 To know the various factors leading to employee satisfaction at Maharaj Soaps Industry
Pvt. Ltd. Davangere.
To suggest strategies for the better development and satisfaction level of employees at
Maharaj Soaps Industry Pvt. Ltd. Davangere.
Scope of study:
The scope of the study is the covered area for the purpose of study. The study is limited to
Maharaj Soaps Industry Pvt. Ltd. Davangere. Based on research the future researcher can use
this to further go deep in the exact nature of the ways in which various marketing strategies can
be analyzed and studied to make the employees more productive and effective for the
organization.
Techniques of employee satisfaction can be studied the influence and improvement of
Employee Moral and in relation to the strategies, employee Relationship Management of the
organization can be further probed into. An exclusive study of how Employee Satisfaction can
increase the Employee productivity and Employee Effectiveness can be researched.
This project gives great exposure to the Employee Satisfaction, Attitude and perception to the
organization and the various marketing strategies adopted by the Maharaj Soaps Industry Pvt.
Ltd. Davangere.

RESEARCH METHODOLOGY

DATA COLLECTION TOOLS

Primary Data: The primary data will be collected through structured
questionnaire which contains both open end close ended questions.
Secondary Data: The secondary data is obtained from Company
website, Other websites, Books, Magazines, News Papers, Internet, and
Journals.

TOOLS USED
Questionnaire which contains both open ended and close ended questions.

The research is of exploratory at the first instance, to identify the variables that affect the
customer perception. Later, descriptive research design has been taken help of to describe the
consumer attitude.

SAMPLING METHOD AND ITS SIZE

Convenience random sampling method is used.

A sample size of 50 is taken for the research purpose.

STATISTICAL TOOLS USED FOR DATA ANALYSIS

In the beginning descriptive statistics like percentage is being calculated for analyzing the
respondents profile.

Literatures revive:
According to Xiao xia zhang and bing Li, subject: organizational culture and employee
satisfaction an exploratory study. Vol 4, No.1, page no: 48, February2013.
TheoreticalOrganizational culture has been considered as one of vital center abilities of an
association. The people, bunches and the association all in all are running under its way of life in
spite of the fact that it is verging on immaterial. This paper endeavors to depict hierarchical
culture and to investigate the relationship between authoritative culture and worker fulfillment
under the instance of a Chinese family firm.
According to M.L. Meena and G, S, Dangayach. Subject: Analysis of employee satisfaction
banking sector. Vol 1, No.2, 2012, page no, 78.
Conceptualin present, Employee fulfillment is imperative for association's prosperity and
survival. It is a built up pointer to quantify worker fulfillment. Overview poll structure depends
on office environment. Office environment depend on lighting, furniture, clamor, temperature
and others course of action. Three hundred fifteen reactions have been gotten from various
banks. The reason for this study is to investigation the worker fulfillment in saving money part.
According to shun-hising chen a ming-che chen Subject: Improving employee satisfaction
priority through performance control matrix. Vol 1, November 2014, PP 314-327.
The study addresses Performance Control Matrix (PCM) to decide benefit quality things of
Need for development. Most organizations concentrate on consumer loyalty when undertaking
Studies of fulfillment and disappointment, while by and large ignoring worker fulfillment.
Subsequently, this study adds to an incorporated model to enhance benefit quality in Taiwanese
Back industry workers. A poll is intended to decide the need of change targets got from certain
survey things that fall into the change zone of the PCM. Ten things are found to fall into the
change zone of the PCM. The present results demonstrate that the fund business representatives
overviewed in Taiwan were disappointed with their occupation security, pay rates, yearly reward,
and reasonable dissemination of operational benefits.

According to preeti rustagi, Dr, Kavia Dua. Subject: The role of employees satisfaction on the
progress of service Industries. Vol 5, No.2, July-December 2012, PP,474-476
Conceptual: Employee disappointment in outcome produces a variety of tribulations which
unswervingly influence the association's result and consequently the general public. It
concentrates on the relative significance of occupation fulfillment calculates and their effects on
the general occupation fulfillment of workers. This paper spotlights the worry of work over loand
wrong pay on the execution of representative.
Our discoveries affirm that our workers are decrease in execution because of lacking
remuneration and broad work stack. Our solid suggestion to improve the execution of
representatives and to dispatch a motivating force plan to remunerate the representatives for their
additional work load.

5. According to Ismail M. Worker fulfillment in general wellbeing benefit associations is meeting

the desires of representatives with regard to mental, basic and ecological variables. Numerous
creators have contemplated representative fulfillment in various connection in various
associations. This study tries to decide considers influencing representative fulfillment in
PHSOs; to know the unwavering quality and legitimacy of things and calculates and to make a
numerical mathematical statement show. Information are gathered in both optional and essential
sources. Analyst gathered 41 from representative fulfillment in general wellbeing administration
associations' execution amid the time of 2012 to 1996. Essential information have been gathered
utilizing survey. Since this is a pilot ponder analyst chose just 100 clinic representatives out of 3
chose government healing facilities in Addalaichenai Divisional Secretariat of Ampara Area.
Gathered polls have been examined by an element investigation and relapse examination. Comes
about found that ecological, mental and auxiliary elements have been variables have been
recognized as determinants of worker fulfillment in general wellbeing benefit associations.
Estimations of Cronbach alpha for things in natural variable, mental component and auxiliary
element are 0.961, 0.807 and 0.928. It demonstrates the presence of high dependability among
things of these components. KMO is utilized to know the factual legitimacy of variables.

Limitations of the study:

1. The study was confined to a selected group of employees in a particular organization I
may not be equally applicable to all employees in our country.
2. The study was basically conducted of the present situation of the organization
3.

Some of the information given by the respondents may be biased.

4.

One of the biggest constraints

CHAPTER 2

SOAPS & DETERGENTS INDUSTRY PROFILE:

With a group of more than one billion, India is one of the biggest economies on the world
identifying with securing control and getting higher buyer spending, next to China. The Indian
FMCG industry, with an anticipated business sector size of `2 trillion, speaks to the fourth
primary fragment in India. In the latest decade, the FMCG zone has created at a typical of 11% a
year; in the latest five years, yearly improvement animate at inspired rate of 17.3%. The part is
depicted by strong closeness of overall associations, genuine rivalry amidst sorted out and sloppy
players, entrenched movement framework and low operational expense. Openness of key rough
materials, less costly work costs and closeness over the entire great feeling chain gives India a
high ground.
In the midst of 2012, the country saw high distension, calmed pay treks and decrease budgetary
improvement, which impacted the FMCG fragment with associations posting deceleration in
volume advancement in their quarterly results. In any case, the example seen in 2012 is level to
revive in 2013 as advancement will start from nation inhabitants that are depended upon to see
an ascent in their extra occupations.

Volume development stays strong in marked S&D class yet esteem development to direct

inferable from top on further value climbs and base impact kicking in. Development could
standardize to 16-17% in clothing classification and 10-12% in cleansers classification

Branded players' picked up share to the detriment of little/periphery territorial players.

Critical nearness of local players still exists (players with solid brand review), however any
incremental share pick up would be at higher related expenses.

Southern and Eastern India have gotten adequate precipitation, along these lines

merchants/deals administrators from South and East were genuinely sure of constrained effect of
lacking rainstorm. While, North and West were not able figure the course of development.

Laundry: New item dispatches will drive higher advertisement spends. Recharged power

saw in Tide naturals. Be that as it may, very little change saw in piece of the pie differential in

the middle of HUL and P&G. Additionally, Ghadi cleansers have extended their entrance in
Maharashtra

Soaps: Lux and Rexona are seeing de-development and missing out to Santoor and

Godrej No.1. HUL wants to refocus on Rexona and Lux - start exchange advancements. Godrej
Consumer reactivated Cinthol portfolio furthermore propelled rosewater and almond variation in
Godrej No. 1 cleanser. On a constructive note, cleansers and clothing class is not seeing
downtrading like individual item classification.

COMPANY PROFILE:

Maharaja Industries is acknowledged for perceived makers and suppliers of chemicals and
powder. Maharaja beneficial endeavors were developed in the year 2000 by Dr. Ravirajan
Overseeing official to make purifier cake and purifier powder in the brand name of SHASHI and
SAVAAL. The association is to be found in Davangere region, Karnataka. Today the association
offers wide meet up of things to customers that are not simply best similarly as the quality and
execution too meet completion customer wish.
Maharaj Industry affiliation has ensured as an undeniable supplier of grouped extent of things
and has been known for quality. Our affiliation energetically focuses on customer prerequisites
and bliss customers with its best things. With this point it has effectively cooked its things to
customers from late years which has been exceptionally animating in the business sector.
10 years of accomplishment of Maharaja Industries has brief the establishment of the new
association MAHARAJ SOAPS INDUSTRY PRIVATE LIMITED in the year 2010. MSIPL
manufactures and showcases broad differing qualities of things like chemical chemicals, cleaning
agent powder, scouring powder, dish wash bar, dish wash liquid, scrubber, match box, incense
stick, air purifier, hair mind cleaning agent, and salt in the brand name of SHASHI, SAVAAL,
SHALINI, KAVYA, 999, ARYA, RAKSHA and SHINE.

Today Maharaja Industries and Maharaj Soaps Industry Private Limited has been the trusted
name for quality by the attempt of Mr. Raviraja.M.E, Managing official, Maharaja Industries and
Chair individual, Maharaj Soaps Industry Private limited. With interminable experience and
complete commitment to quality and client unwaveringness, our things has developed itself
resolutely in different states like Karnataka, Kerala, Andhra Pradesh, Goa, Maharashtra and
Tamil Nadu. In the blink of an eye the association is reckoning grow its strong balance all
through the nation and comprehensively.
Maharaja Industries has gained significant ground from its beginning in the year 2000. It gives
an exceptional euphoria to me to look over the achievement of Maharaja Industries in past
decade. The path to our success is our estimations of Integrity, Respect, Teamwork, Motivation,
Excellence and Innovation that we grasp in our affiliation. Today we manufacture collection of
things in the brand name of SHASHI, SAVAAL, SHALINI, KAVYA 999, ARYA, RAKSHA and
SHINE. We are dedicated to satisfy our customer needs and holding quick to obligations we have
made to them.

Vision:

 To be the primary decision cleanser for clients

To be the favored manager for staff in the cleanser business
To be the main cleanser for making shareholder esteem.
Mission:
To be proffered quality detergent products in south Indian and in national market. To provide
excellent quality and services.

To develop new products

To provide quality products to the customers

To compete with the competitors

To provide employment

Quality policy:
Our policy is to produce according to GMP manufacturing conditions, by caring the customer
demands, and taking into consideration the sensitivity of human health and the environment,
with the latest technology. As a company we are also aware of that we have to supply our
customers with high level of quality with a reasonable price, with the help of our qualified staff.
Quality has dependably been the first sympathy toward them. They have received a few quality
controls measures of guarantee prevalent quality. Their group of value control auditors screens
every last phase of the generation handle from the acquisition of the crude materials to the
dispatch of the completed products in the market.
This division makes top notch, Detergent cake and Detergent powder. Under brand names, for
example, Shashi.

Products:
Shashi detergent soaps:

Shashi Liquid

Shashi detergent powder

Iodised Salt is a excellence Product with a assurance of being the best in the quality parameters,
Free stream nature, Saltines, Whiteness and the size of the granules, in 1 Kg Pack .
Savaal Detetergent Cake available in White & Blue color with 150gms & 250 gms pack size,
Possesses the ideal formulation for your washing necessities, and also detergents are visual
whiteres & Anti graying ingredients enchance the brightness of cloth.

Today the firm has developed to such a degree, to the point that almost 150 laborers
incorporating ladies are working in industry. They the works, which fitting in with financially
weaker areas of the general public like dowagers poorer and ladies. They have given more
importantance ladies classification. They have likewise named male classifications for diligent
work zones and promoting territories. Till today they not confronted any sort of work issue in
light of the fact that the works are functioning as relatives.

They are assembling their items in the brand name of "SHASHI and SAVAAL". They are
assembling their best results of slightest cost looking at alternate items accessible in the market.

Build up a culture among our representatives in rendering great administration first our clients
and after that to the overall population by empowering essential good estimations of
consideration, obligingness, co-operation , genuineness, and multi teach among others. To
upgrade representative profitability by giving a vocation solidness proficient improvement and
monetary development.
Contact us:
Maharaj Soaps Industry (P) Ltd.
Our Address: PLOT NO. 768/500,
Lokkikere Main Road,
Close Industrial Area,
Davangere - 05
Karnataka, India
Telephone No: 08192 262826
Fax:

08192-262898

Email: shashisoaps@ymail.com

Infrastructure facilities:
Water and power supply facilities
Electrical transmission and distribution
Rest shelters
Uniform and protective clothing
Canteens
Vocational training
Social insurance
Washing and bathing facility
Maternity benefits
Competitors information:
Wheel
Rin
Surf- Excel

 Ariel
Henko

SWOT Analysis:
Strengths:
1. Advertise pioneer in the level 3 and level 4 portion of cleanser market in India
2. Solid reach to the provincial purchaser
3. High push by retailers and high verbal exchange amongst customers.
4. Great marking through TVCs and print promotions
Weaknesses:
1. Constrained fare advertise when contrasted with worldwide brands
2. Not able to totally infiltrate in premium fragment on account of picture
Opportunities:
1. Entered western and northern India as of late where lies an enormous market opportunity
2. Encourage enter the rustic market by working together with different NGOs
Threats:
1. Low overall revenues in cleanser part

2. Threat from existing and new players in the market

Future growth and prospects:
The company is planning to
Enter into the products like edible oil, shampoo, toilet soaps.
Introduce new trade schemes to increase sales.
Aggressive advertisement and publicity as a part of sales promotion.

CHAPTER 3
THEORETICAL BACKGROUND

Employee satisfaction:
Employee satisfaction is the words used to remain for whether employees are happy and fulfilled
and fulfilling their desires and needs at work. different measures infer that delegate satisfaction is

a figure employee motivation, employee target achievement, and positive employee soul in the
workplace.
Employee satisfaction or vocation satisfaction is, all in all, how content or satisfied delegates are
with their jobs. Employee satisfaction is as a rule measured using a delegate satisfaction study.
These audits address subjects, for instance, pay, workload, impression of organization, flexibility,
joint effort, resources, et cetera.
In human resource terms, employee satisfaction suggests agents are appeased with their work
and position. To be mollified, they likely acknowledge a considerable amount of their work, they
feel organization is sensible and ponders them, and they are pleasant in their work environment both with various staff individuals, and with the advantages they have open to complete their
occupations.
It ties in extremely well with employee turnover, since despondent staff individuals will most
likely search for positions elsewhere. It is exorbitant to succeed employees, such an assortment
of HR workplaces have a target of support agent satisfaction at an uncommon state so turnover
stays low.

Turnover versus Undesirable Turnover:

Some level of turnover is solid for all organizations. employees who are not including esteem or
who are not a solid match for the organization leave, clearing a path for crisp new points of view
and new vitality. We could call this solid turnover. By differentiation, undesirable turnover
happens when an organization loses capable representatives that they need to keep.
Skilled and roused representatives expect more from organizations. For these representatives,
work fulfillment incorporates an alternate arrangement of criteria. They need to be locked in and
enabled. They need to be tested and pushed. They need their work to have meaning.
As an organization, in the event that you concentrate on expanding the wrong sort of
representative fulfillment, you hazard settling in those workers who are including the slightest
esteem while driving your most gifted workers out.
Organization Impact?
The particular effect of occupation fulfillment can be difficult to evaluate, yet a more elevated
amount of representative fulfillment would be relied upon to bring about:

Fewer workers deliberately leaving the organization for new positions.

Experienced workers staying with the organization longer, which controls contracting and
preparing costs and maintains a strategic distance from plunges in profitability while
preparing new staff?

A less demanding time filling open positions, subsequent to the organization will have a
notoriety of being a decent work environment and more individuals will be keen on
working there.

One potential drawback of fulfilled representatives is that less-capable staff members will stay
too, instead of leave the association.

7 Ways to Improve Employee Satisfaction:

1.

Give Employees further Control

"Fulfillment is out of line by [employee's] sentiment control over their lives," says Rubin.
Organizations should look for ways to deal with give authoritative body more control over their
timetables, encompasses, and/or work inclinations. For instance, organizations could offer choice
work timetables, for instance, arranged planning or telecommuting. Today's agents have asking
for arrangements outside of work, and various experts welcome a director who considers worklife modifies. Since every individual's duties outside of work are particular, revamped schedules
are an uncommon way to deal with upgrade laborer satisfaction.
Organizations should also prescribe agents to do again their workstations. This could join
expressive topic and/or equipment. This not simply gives delegates control over their working
environments, be that as it may it can straightforwardness singular limits, for instance, back
torment or eye exhaustion. Additionally, considers exhibit that particular shades or style can
upgrade happiness. Agents will have the ability to make a spot they acknowledge working in as
opposed to being stuck in a level office work area range.

2. Ease Commuting Stress

According to the U.S. gauge office, 86.5% of pros past 16 years of age drive to work, whether
carpooling or driving alone.
"Ghastly drives are an essential wellspring of distress. People feel bewildered, weak, and
concentrated on," states Rubin.
Organizations should consider ways to deal with decay driving push. For example, managers
could agitate work times to avoid overwhelming action. Overview beginning and conclusion
times and make sense of whether the demanding times or the measure of persons arriving at each
time can be adjusted. Besides, late section arrangements. If agents are especially reviled for
approaching late, they will be significantly more engaged in the midst of a loathsome drive and
will arrive at the working environment miserable.
3. Stop Wasting Time
Firm due dates are an extra genuine wellsprings of make greater for a few agents. Supervisors
can encourage this push by orchestrating extra time. For instance, organizations can make social
events shorter and more profitable. Consider traps that sound silly however are truly effective,
for instance, having a meeting with no seats. People will presumably hold fast to the vital
arrangement when they have to stand the entire meeting.
At whatever point possible, substitute phone calls for social affairs. To diminish pointless prattle,
make calls before lunchtime or toward the day's end. People should come to the heart of the
matter, so they can go to lunch or return home.

4.

Encourage Social Connections

Directors need to find ways to deal with bolster social relations. Consider an office course of
action that develops correspondence. Sort out workstations so delegates can see each other and
talk. Chiefs can in like manner reinforce office festivities for events and birthdays. These
celebrations don't ought to be excessive. It can be as essential as asking for that everyone get a
secured dish. Despite when there is no inspiration to commend, urge agents to eat together. Give
content with eating range.
Socialization is not obliged to accessible time. Support out of office socialization, for instance,
volunteer tasks. This gives delegates a change to make associations outside of the working
environment while propelling the association emphatically. Bunch organization is a wonderful
way to deal with develop a positive reputation, and it is a fulfillment patron for specialists. "The
people who work to further causes they regard tend to be more substance and more helpful,
experience less a throbbing agonizing quality, and even live more," says Rubin.
5.

Promote Good Health

Shortcoming is not simply hurting to specialists, it is unfavorable to associations. "Endeavors

pay a staggering expense for push related ailments, for instance, hypertension, gastrointestinal
issues, and substance misuse," says Rubin. "Up to 90% of all expert visits in the United States
are for stretch related infirmities," according to Dr. Mehet Oz of the Dr. Oz Show.
Unending push has a combination of negative responses, for instance, weight get, lower
insusceptible structure, extended risk of disease, and exhaustion. Supervisors should encourage
agents to reduce push levels and improve their general wellbeing. The underlying step is to show
specialists on wellbeing focuses. Give examining materials or offer classes. People can't take off
constructive enhancements if they don't perceive what to change.

6.

Create an Atmosphere of Growth

Occupations are more than a wellspring of pay. Occupations are an area for laborers to create and
learn. In a learn about specialist motivation, agents arranged work properties that pushed them.
Dishonorably, high wages and progression were not in the principle three. Or maybe, the clearest
yearning was "Full Appreciation of Work Being Done." Employers can make a situation of
advancement by giving get ready, perceiving benchmarks, and adulating accomplishments.
Organizations should moreover encourage specialists to put it all on the line and learn new
capacities. Laborers will get the opportunity to be depleted and lose motivation in case they are
never allowed to develop their capacities and commitments.
7.

Break up Routines

Stuns add begin to all regions of life, including the workplace. "In reality, even a little treat can
bolster people's fulfillment and people get a more prominent kick from an astonishing joy,"
says Rubin. Organizations should hunt down little ways to deal with astound specialists. For
instance, you can rarely get an outstanding respect, for instance, coffee or arranged stock. Little
movements show agents that you esteem their time.

CHAPTER 4
Data Analysis and Interpretation

INTRODUCTION:
'Information investigation is a procedure of social affair, demonstrating, and changing
information with the objective of importance helpful data, proposing conclusions, and
supporting

basic

leadership.

Information

examination

has

numerous

aspects

and

methodologies, incorporating assorted systems under an assortment of names, in various

business, science, and sociology spaces.

Primary data will be collected through Questionnaire method.

A structured sequence of

questions will be prepared and it will be used as a support to talk to the employees of Maharaj
Soaps & Detergents Pvt. Ltd. related to their satisfaction level.
The sample size of 50 employees presenting the various Departments of Maharaj Soaps &
Detergents Pvt. Ltd., Davangere are taken for the survey with Questionnaire method. Some data
with the HR or Top Management were taken up with the help of Face-to-Face Interview method.
Because of lack of time this sample size is small and this is not a perfect representation of the
whole group.

4.1

ANALYSIS OF EMPLOYEES:

SUPERVISION:
Table 4.1: Showing the Employee opinion about their supervisors leadership skills:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
26
24
50

%
52
48
100

Graph 4.1: Showing the Employee opinion about their supervisors leadership skills:

no of percentage

yes
No

Source: Table 4.1

Analysis:
52% of the employees have said their leader has required leadership skills and 48% of them said
their leader does not have the required leadership skills

Table 4.2: Showing the Employee opinion about their trust on their leader:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
30
20
50

%
60
40
100

Graph 4.2: Showing the Employee opinion about their trust on their leader:
60
60
50
40

40
30
20
10
0
Yes
No

Source: Table 4.2

Analysis:
60% of the employees said they do have lots of trust on their leader and 40% of them said they
do not trust their leader in various activities of the organization.

Table 4.3: Showing the Employee opinion about positive feedback from their leader:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
26
24
50

%
52
48
100

Graph 4.3: Showing the Employee opinion about positive feedback from their leader:

no of percentage

yes
No

Source: Table 4.3

Analysis:
52% of the employees have said they do get the regular feedback about their work in the
organization and 48% of the employees said they do not get regular feedback.

Table 4.4: Showing the Employee opinion about timely, consistent and fair feedback from their
leader:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
30
20
50

%
60
40
100

Graph 4.4: Showing the Employee opinion about timely, consistent and fair feedback from their
leader:
60
60
50
40

40
30
20
10
0
Yes
No

Source: Table 4.4

Analysis:
60% of the employees said the organization does timely, consistent and fair feedback from their
leader and 40% of them said they do not get the required feedback at times.

Interpretation:
Leader is very important for any organization and it is the leader who guides the employees for
the proper working of the organization. The leader decides with the employee participation for
the better and productive working with relations to the Mission and Vision of the organization.
Many of the employees said the leader possesses good leadership skills and it is because of the
good leaders the organization is functioning properly.
Some of the employees said they can trust their leader in the various activities of the working of
the organization. Trust is the main corner stone of any organization with respect to the relations
with employees and employer or superiors and subordinates.

A good leader is one who guides or mentors the employees with respect to the working of the
employees and if needed the various changes and adjustments needs to be given with lots of care
and attention.
The timely and dedicated feedback is very necessary for the employees to work better and be
productive employees for the organization.
The entire leader is the main backbone of the organization for its higher productivity and higher
satisfaction with its employees.

SALARY:
Table 4.5: Showing the Employee opinion about Satisfaction with their Salaries:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
24
26
50

%
48
52
100

Graph 4.5: Showing the Employee opinion about Satisfaction with their Salaries:

52

48

Yes
No

Source: Table 4.5

Analysis:
48% of the employees said they are satisfied with the salary and 52% of the employees said they
are not satisfied with the salary they receive from Maharaj Soaps & Detergents Pvt. Ltd.

Table 4.6: Showing the Employee opinion about Policy with time, type of promotion with
respect to Salaries:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
30
20
50

%
60
40
100

Graph 4.6: Showing the Employee opinion about Policy with time, type of promotion with
respect to Salaries:
60
60
50
40

40
30
20
10
0
Yes
No

Source: Table 4.6

Analysis:
60% of the employees said they are happy with the types and style of promotion policy and the
various rules and regulations regarding it and 40% of them said they are dis satisfied.

Interpretation:
Everyone works for salary directly or indirectly which is the main ingredient of any employee
and his satisfaction with regards to the various uses of it in and out of home.
Many of the employees said they are happy with the salaries which they get in the organization
and it is good when compared to other similar organization in the city. The satisfaction level is
the main tool which makes the employees feels their work is being recognized and their work is
worthwhile.
Many of the employees said they are being given fair salaries and the salary is being raised from
time to time as per the requirement and the working productivity of the employees.
The salary being fixed and given is sufficient to the needs and wants of the employees is the
opinion being given by many of the employees.

INTERPERSONAL RELATIONSHIPS:
Table 4.7: Showing the Employee opinion about Opportunities to socialize with others:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
30
20
50

%
60
40
100

Graph 4.7: Showing the Employee opinion about Opportunities to socialize with others:

53
52
51
50
49

no of percentage

48
47
46
45
yes

No

Source: Table 4.7

Analysis:
60% of the employees said the organization gives many chances and the working culture gives
opportunities to socialize with other and 40% of them said they do not get to socialize.

Table 4.8: Showing the Employee opinion about Sense of Team work with others:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
24
26
50

%
48
52
100

Graph 4.8: Showing the Employee opinion about Sense of Team work with others:

52

48

Yes
No

Source: Table 4.8

Analysis:
52% of the employees said they have a working style of team work and 48% said there is no
team work in the organization.

Interpretation:
Interpersonal relations are the success formula for the success of any organization and its only
possible when the employees work as a team in the organization.
Team work is the important point in the smooth functioning of the organization and the team
work helps to gain the organizational objectives. In Maharaj Soaps & Detergents Pvt. Ltd. there
is good team work among the employees.
When some of the employees are not working in a good order the leaders take it a point to make
the employees work as per rules. The strictness is being maintained and the team work is
normalized.
At Maharaj Soaps & Detergents Pvt. Ltd. the sense of Team Work and the maintenance of it are
given at the maximum importance.

WORKING CONDITIONS:
Table 4.9: Showing the Employee opinion about Comfortable Office Conditions:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
26
24
50

%
52
48
100

Graph 4.9: Showing the Employee opinion about Comfortable Office Conditions:

52
51
50
no of percentage

49
48
47
46
yes

No

Source: Table 4.9

Analysis:
52% of the employees have said they have good working and comfortable conditions and 48% of
them said they are un happy with the conditions.

Interpretation:
The working conditions at Maharaj Soaps & Detergents Pvt. Ltd. are good when compared to
many other automobile organizations in the city. It being new in the city the ambience is
beautiful and the office and working conditions and facilities is best till today.
The success of Maharaj Soaps & Detergents Pvt. Ltd. depends upon the display of various
products and the type of the best facilities given to the employees especially for the service
employees and the employees who are working with the service or marketing at the organization.
Proper tools and machines are being provided by Maharaj Soaps & Detergents Pvt. Ltd. and the
various other facilities to the employees are proper and best.
Majority of the employees are happy with the working conditions and facilities.

WORK IT SELF:
Table 4.10: Showing the Employee opinion about their work to be meaningful:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
28
22
50

%
56
44
100

Graph 4.10: Showing the Employee opinion about their work to be meaningful:

56
60
50

44

40
30
20
10
0
Yes
No

Source: Table 4.10

Analysis:
56% of the employees said their work seems to be very meaningful and 44% of them said their
work seems to be not so meaningful and happy to say about.

Table 4.11: Showing the Employee opinion about their work being communicated:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
26
24
50

%
52
48
100

Graph 4.11: Showing the Employee opinion about their work being communicated:

52
51
50
no of percentage

49
48
47
46
yes

No

Source: Table 4.11

Analysis:
52% of the employees said their work will be communicated by their superiors and 48% of them
said their work will not be communicated properly.

Interpretation:
The employees are and will be happier if they feel their work to be meaningful and their work is
an important task in the process of organizational success.
The employees at Maharaj Soaps & Detergents Pvt. Ltd. said their work is very meaningful and
the work will be delegated with proper way and in a systematic order. The leaders at Maharaj
Soaps & Detergents Pvt. Ltd. make it a point to see that the work is delegated and the feedback is
taken with lots of care about the work done statements.
Maharaj Soaps & Detergents Pvt. Ltd. always makes it a point to find out new way of delegation
and the in the process it makes it a point to see that it is being implemented in the best possible
way so as to get higher productivity for employees and fetch Higher profits to organization.

ACHIEVEMENT:
Table 4.12: Showing the Employee opinion about having clear meaningful goals:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
26
24
50

%
52
48
100

Graph 4.12: Showing the Employee opinion about having clear meaningful goals:

52
51
50
no of percentage

49
48
47
46
yes

No

Source: Table 4.12

Analysis:
52% of the employees said they have clear and meaningful goals and 48% of them said they do
not have.

Table 4.13: Showing the Employee opinion about their talents being utilized:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
24
26
50

%
48
52
100

Graph 4.13: Showing the Employee opinion about their talents being utilized:

52

48

Yes
No

Source: Table 4.13

Analysis:
52% of the employees said their talents are not being utilized and 48% of them said their talents
are being used.

Interpretation:
Management by Objectives is the Success Mantra of any organization to become successful in
the field of business.
Here at Maharaj Soaps & Detergents Pvt. Ltd. gives the employees a clear cut objectives and
goals for the working of its employees and then makes it a point to see that they achieve them.
Many of the employees felt that their talents are not being utilized properly and this might the
reason because of under utilization of their talents and the zeal for working more in the
organization.
Challenge is the main boost for the employees in any organization and this when utilized
properly can make the employee feel delighted. This delightment can cause the employees to
bring out their talents in the best possible way and make the organization a best in the city.

RECOGNITION:
Table 4.14: Showing the Employee opinion about recognitions in goals achievements:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
26
24
50

%
52
48
100

Graph 4.14: Showing the Employee opinion about recognitions in goals achievements:

52
51
50
no of percentage

49
48
47
46
yes

No

Source: Table 4.14

Analysis:
52% of the employees said their goals and achievements are being recognized and 48% of them
said they are not recognized when in the situation of achieving them in the organization.
Table 4.15: Showing the Employee opinion about formal program of recognitions:

Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
18
32
50

%
46
64
100

Graph 4.15: Showing the Employee opinion about formal program of recognitions:

64

70
60

46

50
40
30
20
10
0
Yes

No

Source: Table 4.15

Analysis:
64% of the employees said they do not any formal programme of recognition or any sort of
function of recognition and 46% of them said they do have recognition programmes.

Interpretation:
Recognition is the way of making one feel the way of being very important in the organization
and this can be of higher needs in the Maslow Need Hierarchy Theory.
Many of the employees said there are recognition programmes in the organization and some of
them said they do not have. Recognition programmers help the employees to be a bit happy and
their need for Recognition is give a chance to boost up.
Maharaj Soaps & Detergents Pvt. Ltd. can implements programmes like Employee of the Month,
Family Get together etc to make the employees happier.
Recognition for small and big victorys is main important task of the organization and this can
boost up the morale of the employees in a meaningful way so as to say even small or big work is
both important of the organization.

ADVANCEMENT:
Table 4.16: Showing the Employee opinion about rewarding their loyalty:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
16
34
50

%
32
68
100

Graph 4.16: Showing the Employee opinion about rewarding their loyalty:

32
68

Yes
No

Source: Table 4.16

Analysis:
68% of the employees said their loyalty is not be rewarded and 32% of them said their loyalty is
being rewarded.

Table 4.17: Showing the Employee opinion about Appropriate Promotion:

Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
30
20
50

%
60
40
100

Graph 4.17: Showing the Employee opinion about Appropriate Promotion:

40
Yes
No
60

Source: Table 4.17

Analysis:
60% of the employees said their promotion and a raise in the organization structure is good as
per the policy structure of the Maharaj Soaps & Detergents Pvt. Ltd. and 40% of them said the
promotion policy structure is not appropriate.

Table 4.18: Showing the Employee opinion about Support Continuing Education:
Sl. No Opinion
1
Yes
2
No
3
Total
Source: Field Survey

No. of Respondents
24
26
50

%
48
52
100

Graph 4.18: Showing the Employee opinion about Support Continuing Education:

no of percentage

yes
No

Source: Table 4.18

Analysis:
52% of the employees said Maharaj Soaps & Detergents Pvt. Ltd. support them for continuing
education and 48% said the organization does not support for higher education.

Interpretation:
A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE
The happy employee is a good asset and the loyalty of the employee needs to be taken care in
terms of financial or non financial benefits for them.
Loyalty of the employees is very important and Maharaj Soaps & Detergents Pvt. Ltd. need
appreciate the loyalty of them.
Loyalty and performance of the employees need to be appreciated very timely. They say Justice
Delayed is Justice Denied, this should not be the attitude of higher ups in the organization and
if this not taken care will lead to this loyalty and satisfaction of the employees.
Continuing education or training for the employees is a very must to make the employees more
and more productive in the working style or the betterment of organization productivity.

CHAPTER 5
SUMMANRY OF FINDINGS:

1. 52% of the employees have said their leader has required leadership skills and 48% of them
said their leader does not have the required leadership skills. 60% of the employees said they
do have lots of trust on their leader and 40% of them said they do not trust their leader in
various activities of the organization. 52% of the employees have said they do get the regular
feedback about their work in the organization and 48% of the employees said they do not get
regular feedback. 60% of the employees said the organization does timely, consistent and fair
feedback from their leader and 40% of them said they do not get the required feedback at
times. Leader is very important for any organization and it is the leader who guides the
employees for the proper working of the organization. The leader decides with the employee
participation for the better and productive working with relations to the Mission and Vision
of the organization. Many of the employees said the leader possesses good leadership skills
and it is because of the good leaders the organization is functioning properly. Some of the
employees said they can trust their leader in the various activities of the working of the
organization. Trust is the main corner stone of any organization with respect to the relations
with employees and employer or superiors and subordinates. A good leader is one who
guides or mentors the employees with respect to the working of the employees and if needed
the various changes and adjustments needs to be given with lots of care and attention.

2. 48% of the employees said they are satisfied with the salary and 52% of the employees said
they are not satisfied with the salary they receive from Maharaj Soaps & Detergents Pvt. Ltd.
60% of the employees said they are happy with the types and style of promotion policy and
the various rules and regulations regarding it and 40% of them said they are dis satisfied.

Everyone works for salary directly or indirectly which is the main ingredient of any employee
and his satisfaction with regards to the various uses of it in and out of home. Many of the
employees said they are happy with the salaries which they get in the organization and it is good
when compared to other similar organization in the city. The satisfaction level is the main tool
which makes the employees feels their work is being recognized and their work is worthwhile.
Many of the employees said they are being given fair salaries and the salary is being raised from
time to time as per the requirement and the working productivity of the employees.
3. 60% of the employees said the organization gives many chances and the working culture
gives opportunities to socialize with other and 40% of them said they do not get to socialize.
52% of the employees said they have a working style of team work and 48% said there is no
team work in the organization.
Interpersonal relations are the success formula for the success of any organization and its only
possible when the employees work as a team in the organization. Team work is the important
point in the smooth functioning of the organization and the team work helps to gain the
organizational objectives. In Maharaj Soaps & Detergents Pvt. Ltd. there is good team work
among the employees. When some of the employees are not working in a good order the leaders
take it a point to make the employees work as per rules. The strictness is being maintained and
the team work is normalized. At Maharaj Soaps & Detergents Pvt. Ltd. the sense of Team Work
and the maintenance of it are given at the maximum importance.
4. 52% of the employees have said they have good working and comfortable conditions and
48% of them said they are un happy with the conditions.
The working conditions at Maharaj Soaps & Detergents Pvt. Ltd. are good when compared to
many other automobile organizations in the city. It being new in the city the ambience is
beautiful and the office and working conditions and facilities is best till today. The success of
Maharaj Soaps & Detergents Pvt. Ltd. depends upon the display of various bikes and the type of
the best facilities given to the employees especially for the service employees and the employees

who are working with the service of the bikes at the organization. Proper tools and machines are
being provided by Maharaj Soaps & Detergents Pvt. Ltd. and the various other facilities to the
employees are proper and best. Majority of the employees are happy with the working conditions
and facilities.
5.

56% of the employees said their work seems to be very meaningful and 44% of them said
their work seems to be not so meaningful and happy to say about. 52% of the employees said
their work will be communicated by their superiors and 48% of them said their work will not
be communicated properly.

The employees are and will be happier if they feel their work to be meaningful and their work is
an important task in the process of organizational success. The employees at Maharaj Soaps &
Detergents Pvt. Ltd. said their work is very meaningful and the work will be delegated with
proper way and in a systematic order. The leaders at Maharaj Soaps & Detergents Pvt. Ltd. make
it a point to see that the work is delegated and the feedback is taken with lots of care about the
work done statements. Maharaj Soaps & Detergents Pvt. Ltd. always makes it a point to find out
new way of delegation and the in the process it makes it a point to see that it is being
implemented in the best possible way so as to get higher productivity for employees and fetch
Higher profits to organization.
6.

52% of the employees said they have clear and meaningful goals and 48% of them said
they do not have. 52% of the employees said their talents are not being utilized and 48% of
them said their talents are being used.

Management by Objectives is the Success Mantra of any organization to become successful in

the field of business. Here at Maharaj Soaps & Detergents Pvt. Ltd. gives the employees a clear
cut objectives and goals for the working of its employees and then makes it a point to see that
they achieve them. Many of the employees felt that their talents are not being utilized properly
and this might the reason because of under utilization of their talents and the zeal for working
more in the organization. Challenge is the main boost for the employees in any organization and
this when utilized properly can make the employee feel delighted. This delightment can cause the

employees to bring out their talents in the best possible way and make the organization a best in
the city.

CONCLUSION:

Components basic to employee satisfaction incorporate approaching workers with deference,

giving standard worker acknowledgment, engaging representatives, commitment above industrynormal advantages and remuneration, giving worker livens and organization exercises, and
positive administration inside a win structure of objectives, estimations, and desires.
Employee satisfaction is important to the achievement of any business. A high rate of employee
satisfaction is in a straight line identified with a lower turnover rate. In this manner, keeping
representatives' fulfilled by their vocations ought to be a noteworthy need for each business.
In this perspective of pattern with respect to the part of "Employee Satisfaction" Maharaj Soaps
and Detergents Pvt. Ltd. have to concentrate on giving the Employees more and more facilities
and offers so that they choose develop the company. With this competition and the ever growing
needs of Employees, the company needs to re evaluate the strategies and think of making the
Employees delightful rather than satisfied.
Overall Maharaj Soaps & Detergents Pvt. Ltd. and the concept of Employee Satisfaction are on
an Average Scale.

Suggestions:
1. Maharaj Soaps & Detergents Pvt. Ltd. should implement the strategy of having Policy
Manuals to all the employees. Input to Policy should be made with the proper discussion
with the employees who will be adhering them.
2. Many of the employees said they do not trust their leader and here Maharaj Soaps &
Detergents Pvt. Ltd. should come with programs and function with frequent interaction so
as to build trust among the superiors and subordinates.
3. Employee opinion about timely, consistent and fair feedback from their leader is poor and
the organization should make it a program to check timely feedback and leaders should
also be evaluated on it.
4. Employee Satisfaction with their Salaries is another main concern with Maharaj Soaps &
Detergents Pvt. Ltd. and the organization should see to satisfy with regards to the other
organization in the city and the type of work the employees do.
5. Opportunities to socialize with others should be implemented at Maharaj Soaps &
Detergents Pvt. Ltd. with formal and in formal programmes among employees.
6. Clear meaningful goals should be distributed to the employees and then they should be
evaluated on the basis of it.
7. Employee opinion about their talents being not utilized is more here and the organizations
should empower with work enrichment or work rotation to make the employees feel
themselves happy and satisfied.
8. Employee opinion about rewarding their loyalty in the organization is to be taken care of.
9. Maharaj Soaps & Detergents Pvt. Ltd. should Support Continuing Education as a part of
training and development of the employees.

BIBLIOGRAPHY
TEXT BOOKS REFERRED:
1.

Human Resources Management and Human Relation: V.P. Michael

2.

Human Resource and Personal Management: Dr. K. Aswathappa

3.

Research Methodology: C. R. Kothari

4.

Labour problems in Industries: V. V. Giri

WEB SITES REFERRED:

1. https://en.wikipedia.org/wiki/Soap
2. https://en.wikipedia.org/Detergent
3. http://shashisoap.com/
4. http://www.custominsight.com/employee-engagement-susvey/what-is-employeesatisfaction.asp
5. http://study.com/academy/lesson/what-is-employee-satisfaction-examples-factorsquiz.html
6. http://www.inc.com/guides/201105/7-ways-to-improve-employee-satisfaction.html
ARTICAL REFERENCE:
1. Xiao xia zhang and Bing Li, Subject: organizational culture and employee satisfaction an
exploratory study. Vol 4, No 1, P NO 48, Feb 2013.
2. M, L, Meena and G, S, Dangayach, Subject: Analysis of employee satisfaction in Banking
sector, Vol 1, No 2, P NO 78, 2012.
3. Shun- Hsing chen a ming- che chen, Subject: Improving employee satisfaction priority
through performance control matrix.
4. Preeti Rustagi, Dr, Kavia Dua, Subject: The role of employees satisfaction on the progress of
service Industries, Vol 5, No 2, PP 474-476, July-December 2012.
5. Ismail M, B, M and Prof,(Dr) Velnampy,T, Subject: Determinations of employee satisfaction
in public health service organization in estern province of Sri Lanka, Vol 5, No 21, 2013,
P NO 62.