PRJCT

Janatha charitable society, vellur
INTRODUCTION
Every morning a bicycle arrives at every house door with milk packet which is served as
a symbol of village purity. This is a regular sight in payyanur and surroundings. It is the vehicle
bearing an emblem, “Janatha distributing pasteurized milk” to the every house from Kasargod to
Kumbala, till the border of the kannur district.
Janatha in the beginning dealt with 50 liters of milk, but now it has become an enterprise
with capital of multi crores, today janatha is the symbol of unique co-ordination. Now vellur is a
synonym of integration. Now janatha sells 25000 liters of milk daily. There was no compromise
in the case of purity and quality. That was their key to success. About four decades ago, there
was adequate supply to match the demand of milk. Reason is lower production cost and better
government policy. In those periods more people were willing and involving in the ksheera
field, but at recent years such production of milk is very low. At present, new people are not
willing to come in ksheera field and existing ksheera farmers are going back from this field
because of higher production cost and lack of better government policy and cheaper rate of
return for milk.
The improvement and development of such fields can be achieved through an effective
participation of human resource department. HR management takes an important role in every
business enterprises. So it is necessary to motivate workers in the enterprises. Management in
Janatha Charitable Society also provides many opportunities to motivate their human
resources.
OBJECTIVES
 To study the job satisfaction of employees in janatha.

 To measure the satisfaction levels of employees on various factors and give suggestions
for improving the same.
 To study the overall functioning of the organization.
 To identify the strength, weakness, opportunity and threats faced by janatha.
Centre for MBA, Nileshwar Page 1

 To find the significance difference among male & female employees with respect to job
satisfaction
STATEMENT OF PROBLEM
1. In this context, it has become significant to study some important aspect of such milk
production industry, to inform the workers about importance and give suggestions to
the management to provide all facilities to the workers. This study is titled “A STUDY ON
THE JOB SATISFACTION OF EMPLOYEES”, in the Janatha Charitable Society. Dairy is a
place where handling of milk and milk products is done and technology refers to the
application of scientific knowledge for practical purposes. Dairy activity has been a very
popular economic activity among the rural households of Kerala from time immemorial.
2. Today milk products have an important place in the market, because the demand for
this product is increasing. By promoting this industry we can earn profit. But our
business world is not at all informed about this. The same has happened to the Janatha
Charitable Society. The workers in the JCS have no such knowledge about the growth of
their industry.
SCOPE OF THE STUDY
1. The study aims at examining the performance of Janatha Charitable Society,

vellur.
2. The scope of the study is limited within the organization and functional
departments such as marketing, production, finance, and human resource
department.

THEORATICAL BACKGROUND
JOB SATISFACTION
Job satisfaction plays an important role in ensuring the organizational commitment of its
employees. When an employee is satisfied, he/she is more committed to the organization. It is
therefore necessary to understand how job satisfaction can be enhanced in organization. Some
researchers are of the opinion that organizations willing to be successful must know what
workers want, what keep them happy and what makes them stay. Some of the very important
factors of employee’s satisfaction are pay, fringe benefits, operating condition, co-workers etc.
that viewed from time to time make employee satisfied and stay within the organization.
MEANING OF JOB SATISFACTION
Job satisfaction is amount of pleasure or contentment as associated with the

organization. If you like your organization intensely, you will experience high satisfaction. If you
dislike your organization intensely, you will experience dissatisfaction.
Job satisfaction is the end feeling of a person after performing a task. The extent that a
person’s fulfils his dominant needs and is consistent with his expectation and values, the job
will be satisfying. The feeling would be positive or negative depending upon whether need is
satisfied or not.
BENEFITS OF JOB SATISFACTION
 It gives management an indication of general satisfaction in a company. Surveys also

indicate specific area of satisfaction or dissatisfaction as compared to employee serves
and particular group of employees.
 A job satisfaction surveys are a useful way to determine certain training needs.
 It leads to a valuable communication brought by a job satisfaction survey.
Communication flow in all direction as people plan the survey, take it and discuss the
result it is beneficial to the company is, the upward communication when employees
are encouraged the comment about what they really have in their minds.

 The survey is a tangible expression of management’s interest in employee welfare,

which gives a reason to feel better towards management.
 Job satisfaction surveys are useful for identifying problem that arise, comprising the
responsible to several alternatives and encouraging manager’s to modify their original
plans.
 A job satisfaction survey is an indication of the effectiveness of organizational reward
system.
 One of the best users of job satisfaction survey is the evaluation of the impact of
organizational changes on employee attitudes.
RESEARCH METHODOLOGY
1. PRIMARY DATA
Primary data was collected directly from the employees by means of discussion
and direct interviews with the top managers. An observation system also helped in
understanding the process involved.
 Interviewing the secretary of the JCS

 Through questionnaire
 Observation
2. SECONDARY DATA
Secondary data is collected from published sources. The data needed to prepare
this study was obtained from,
 Journals of the firm

 Company records
 Information from website
 Books

LIMITATION OF THE STUDY
 The office staff in the JCS has busy schedule so we can’t spend more time with them
for data collection.
 Respondents were reluctant to reveal complex details.
 This lack knowledge of the respondents acted as a hindrance of the study.
 Lack of time for collecting data.
CHAPTER SCHEME
1. First chapter consist information about the study. It includes objectives, scope, data
collection, limitation.
2. Second chapter contains the information about the industry.
3. Third chapter includes the details about the company and the departmental analysis.
4. Fourth chapter contains review literature that is information about the topic.
5. In the fifth chapter data analysis and interpretation.
6. Sixth chapter contains the findings, suggestions and conclusion.

CHAPTER -2
LITERATURE REVIEW

DEFINITION
“Human Resource management (HRM) is a process of bringing people and organization

together so that the goal of each one is met, effectively and efficiently.”
According to Edwin B. Flippo, Human Resource management is the planning , organizing,

directing, and controlling of the procurement , development, resources to the end that individual
and societal objectives are accomplished”.
JOB SATISFACTION
The concept of job satisfaction has been developed in many ways by many different researchers
and practitioners. One of the most widely used definitions in organizational research is that of
Lock (1976) who defines job satisfaction as “a pleasurable or positive emotional state resulting
from the appraisal of one’s or job experience”. Other has defined it as simply how content an
individual is with his or her job; whether he or she likes the job or not. It is assessed at both the
global level or at the facet level.
Specter (1997) lists 14 common facets: Appreciation, Communication, Co-workers, Fringe

benefits, Job conditions, Nature of the work, organization, personal growth, policies and
procedures, promotion opportunities, Recognition, security, and supervision.
A more recent definition of the concept of job satisfaction is from Hulin and Judge (2003) who
have noted that job satisfaction includes multidimensional psychological responses to an
individual’s job. And that these personal responses have cognitive, effective, and behavioral
component. Job satisfaction scales vary in the extent to which they assess the affective feeling
about the job or the cognitive assessment of the job. Affective job satisfaction is the subjective
construct representing an emotional feeling individuals have about their job. Hence, affective job
satisfaction for individuals reflects the degree of pleasure or happiness their job in general
induces. Cognitive job satisfaction can be one dimensional if it comprises evaluation of just one
facet of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job
simultaneously evaluated. Cognitive job satisfaction does not assess the degree of pleasure or
happiness that arises from specific job facets but rather gauges the extent to which those job

facets are judged by the job holder to be satisfactory in comparison with objectives they set or
with other jobs, while cognitive job satisfaction might to bring about effective job.
Satisfaction from the two are distinct, not necessary directly related, and have different
antecedents and consequence.
Job satisfaction can also be seen with in the broader context of issues which affect an
individual’s experience of work or their quality of working life. Job satisfaction can be
understood in terms of its relationship with other key factors such as general well-being, stress at
work, control at work, home work interface, and working condition.
The father of scientific management, Taylor’s (1911) approach to job satisfaction was
based on a most pragmatic & essentially pessimistic philosophy that man is motivated by money
alone. That the workers are essentially ‘stupid & phlegmatic’ & that they would be satisfied with
work if they get higher economic benefits from it. But with the passage of time Taylor solely
monetary approach has been changed to a more humanistic approach. it has come a long way
from a simple explanation based money to more realistic but complex approach to job
satisfaction.
IMPORTANCE OF JOB SATISFACTION
 Satisfaction is a frequently studied subject in work and organizational literature. This is

mainly due to the fact that many experts believe that job satisfaction trends can affect labor
market behavior and influence work productivity, work effort, employee absenteeism and
staff turnover.
 Job satisfaction is considered as a strong predictor of overall individual wellbeing.
 Organisations have significant effect on the people who work for them and some of those
effects are reflected in how people feel about their work. This makes job satisfaction an issue
of substantial importance for both employers and employees.
 Employers benefit from satisfied employees as they are more likely to profit from lower
staff turnover and higher productivity if their employees experience a high level of job
satisfaction.

JOB SATISFACTION THEORIES
AFFECT THEORY
Edwin A. Locke’s Range of Affect theory (1976) is arguably the most famous job satisfaction
model. The main premise of the theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job.
DISPOSITIONAL APPROACH
The dispositional approach suggests that individuals vary in their tendency to be satisfied with
their job. In other words job satisfaction is to some extent an individual trait. The approach
becomes a notable explanation of job satisfaction in light of evidence that job satisfaction tends
to be stable over time and across career and jobs.
EQUITY THEORY
Equity theory shows how a person views fairness in regard to social relationship such as with an
employer. A person identifies the amount of input from a relationship compared to the output to
produce an input/output ratio.
DISCREPANCY THEORY
The concept of discrepancy theory explains the ultimate source of anxiety and dejection. An
individual who has not fulfilled his responsibility feels the sense of anxiety and regret for not
performing well they will also feel dejection due to not being able to achieve their hopes and
aspirations. According to the theory all individuals will learn what their obligations and
responsibilities for a particular function over a time period and if they fail to fulfill those
obligations then they are punished
FACTORS INFLUENCING JOB SATISFACTION
ENVIRONMENTAL FACTORS
One of the most important aspect of an individual’s work in a modern organization ,concerns the
management of communication demands that he or she encounters on the job. Demands can be

characterized as a communication load which refers to “the rate and complexity of

communication inputs an individual must process in a particular time frame”.
SUPERIOR –SUBORDINATE COMMUNICATION
Superior-subordinates communication is an important influence on job satisfaction in the work

place. The way in which subordinates perceive a supervisor behavior can positively or negatively
influence job satisfaction. Communication behavior such as facial expression, eye contact and
body movements etc…
WORKING CONDITIONS
Because employees spend so much time in their work environment each week it’s important for
companies to try to optimize working condition. Such things as providing spacious work areas
rather than cramped ones, adequate lighting and comfortable work stations contribute to
favorable work conditions.
OPPORTUNITY FOR ADVANCEMENT
Employees are more satisfied with their current job if they path available to move up the ranks in
the company and be given more responsibilities and along with it higher compensation.
WORKLOAD AND STRESS LEVEL
Dealing with a work load that is far too heavy and deadlines that are impossible to reach can
cause job satisfaction to erode for even the most dedicated employees. Falling short of deadlines
results in conflicts between employees and supervisor and raises the stress level of the work
place.
RESPECT FROM CO-WORKERS
Employees seek to be treated with respect by those they work with. A hostile work environment
with rude or unpleasant co-workers is one that usually has lower job satisfaction.

RELATIONSHIP WITH SUPERVISORS
Effective managers know that their employees need recognition and praise for their effort and
accomplishment.
FINANCIAL REWARDS
Job satisfaction is impacted by an employee’s view about the fairness of the company wage scale
as well as the current compensation she may be receiving.
MEASUREMENT OF JOB SATISFACTION
Measuring levels of job satisfaction can be difficult because of the subjectivity of the concept.
Different people think of job satisfaction in different ways and give more or less weight to
different factors in describing themselves as being satisfied or dissatisfied work.
WAYS TO INCREASE JOB SATISFACTION
7 factors that created this positive increase in their satisfaction
1. Consistent values
In some organizations employees observe that core value appear to be abandoned when
the economy is poor. Leadership value seemed to apply in good times, but to dwindle or
even disappear during stress.
2. Long term focus
The company clearly saw the recession as a temporary problem, and maintained its focus
on the long term objectives.
3. Local leadership
Company recognized that the major source of satisfaction or dissatisfaction came from
what happened in each work group.
4. Continuous communication
People tend to communicate less during bad time when in actuality they need to
communicate even more. This company increased its effort to communicate and share
important information.

5. Collaboration
Group made significant improvements in their ability to share resources and work together
this reduce costs and increased efficiency.
6. Opportunities for development
Because the pace of work was slower people had the opportunity to learn new skills and
develop new capabilities. The organizations took advantage of the slower time by
challenging employees with stretch job assignment. They also increased formal training.
7. Speed and Ability
With fewer budgets everyone saw the needs to move quickly and take advantage of
opportunity in the marketplace. Speed of decision was emphasized. These improvements helped
the company create substantial financial momentum during the challenging economy as well.

CHAPTER-3
INDUSTRY PROFILE


Janatha charitable
Janatha charitablesociety,
society,vellur
vellur
INTRODUCTION
Development is essential process of change from autonomous status to organized

optimal change. The people trapped in literacy and poverty suffering from extremes of material
and social deprivation tend to lose of awareness and motivation and this deprivation makes
them weak, isolated, vulnerable and powerless. The cooperatives play an important role in
influencing them towards social and economic change in terms of adoption of innovations. In
this process the cooperatives assist people to move from the existing to the desirable and
better. Cooperativeness offer unlimited possibilities of people’s participation in economic
resurgence. Cooperation as a thought and system has found acceptance under all political
economic system, the world over. Milk is an inevitable part of a balanced diet, A large section of
the population in India is vegetarians and therefore the importance of milk is much greater.
According to the Nutrition Advisory Committee of Indian Council of Medical research a
balanced diet of an Indian adult should include 10 ounce of milk per day. The daily per capita
availability of milk in the country is less than half of the requirements. Central and State
Government are taking concerted efforts to increase milk production in the country.
HISTORY
Dairy is a place handling of milk and milk products are done and technology refers to
scientific knowledge for practical purpose. Dairy technology has been defined as that branch of
dairy science, which deals with the processing of milk and the manufacture of milk products on
an industrial scale. In India, dairy has been practiced as a rural cottage industry since the
remote past. Semi commercial dairying started with the establishment of military dairy farms
and co-operative milk union throughout the country towards the end of the nineteenth
century.
DAIRY DEVELOPMENT IN INDIA
The vision and wisdom of a technocrat, the tenacity and commitment of a group of
ksheera farmers and the selfless dedication of Politician worked wonder on the concept of
cooperation in reality. And thus the saga of Amul started catching the attention of those who
success. And the success of Amul compelled other districts in Gujarat to follow the same path
to prosperity. The ownership and management of dairies committed to the integrated
approach saw the genesis of a role model-Anand pattern Cooperative Society. The immense
success of Anand Pattern in Gujarat won national acclaim and non other than the late Prime
Minister LalBahadurSastry becomes an admirer of this Cooperative movement after this
eventful visit to Anand. As a result, the National Dairy Development Board was set up to
replicate the Anand pattern Dairy Cooperatives in the country. Subsequently N.D.D.B launched
a project known as operation Flood to increase the pace of dairy development of India. The
Government of India established the Indian Dairy Cooperation to channelize the finance for
operation Flood. N.D.D.B provided the technical expertise. The Operation Flood was launched
to provide the milk producers direct access to the urban markets so the largest share of
consumers rupee spent on milk and milk products would be ploughed back to the rural milk
producers. Operation Flood was designed to steam line the milk supply to four metropolitan
cities of Bombay, Calcutta, Delhi, and Madras. Milk Producers Cooperatives were set up in
eighteen hinterlands Milk-shed District of ten States. These Cooperatives were envisaged as
complete and integrated organization for milk production, procurement, processing and
marketing. The Operation Flood was financed from sale proceeds of the gifted milk products
from food and agriculture organization and World Food Programmed during the learn season
without being detrimental to the indigenous milk production. The success of the operation
flood gave the confidence to the replicate Anand Pattern far and wide. Hence operation flood 2
was designed to create a viable dairy industry to meet the needs in milk and milk products. The
objectives of 3 included;
(1) To enroll ten million rural farmers in a viable self-sustaining dairy industry.
(2) To create National Milk Grid linking producers in rural areas to urban areas.
(3) To set up national frozen semen center; develop vaccine production and setup design and
manufacture of dairy equipment.
DAIRY DEVELOPMENT IN KERALA

Dairy activity has been a very popular economic activity among the rural household of
Kerala from time immemorial. Even through the performance of agriculture as a whole
indicates a somewhat stagnant position the dairy sector in Kerala made spectacular progress
during the last three decades. The two most important facets of those growth faces were the

implementation off. Through the cross breeding programmed the milk herd become highly
production oriented and is a matter of about twenty seven years, cross breeds accounted for an
estimated 75% of all milk cattle in the state, the highest ration in the country. This helped to
increase production and productivity.
CONCLUSION
Globalization and liberalization are the Mantras of the new economy today, which is
now on the fast track. Industrial production is rapidly moving forward. The dairy industry is no
exception. With the World Trade Organization (WTO) coming into effect, from 01 JAN 1995 and
the imports and exports getting liberalized in the global economy, the dairy industry, which
includes dairy products, faces both an opportunity for growth as well as a threat for its growth.
The product mix of world dairy trade is likely to shift further towards cheese. This has been the
case in the developed in the world markets. As the markers opens up, consumption trends
associated with these markets will have interesting influence on the world trade. Whole milk
powder is likely to continue to be substantial beneficiary and grow substantially in the Middle
Eastern countries. As a standard of living in the importing country rises, exporting countries will
increasingly concentrate on whole milk powder and cheese with the assistances of butter and
skimmed milk powder. There is a vast potential for the export of dairy products, the cost of milk
production in India being the lowest. The major factor influencing production of dairy products
is the newer uses that may be developed through the R&D support. Most of the dairy plants in
the Government, Cooperatives and Private sector produce almost similar dairy products like
varieties of milk, butter, ghee, skimmed milk powder. There are 7 large-scale cheese
manufactures and 14 manufactures are producing infant food malted milks. There is immense
scope for the broadening of the products range and some of the products, which are likely to
have considerable demand during in the coming decade, have been identified. The cheese
market, presently valued at about Rs.80 corer is growing at about 9% annually. These are
varieties in traditional milk based sweets, manufactured in the country. The market size is
around Rs.12000 corer. However, there are very few nationally known brands in this category.
As the world is getting integrated into one market, quality certification is becoming essential in
the market. However, there are very few plants in the country, which have successfully
obtained ISO, HACCP certification. There is scope for introducing newer plants adopting newer
processes by the dairy industry in the country. Packaging of dairy products is also another very
promising area.

CHAPTER – 4
COMPANY PROFILE

INTRODUCTION
The JANATHA CHARITABLE SOCIETY is the second largest milk processing and marketing
society on Malabar region. Janatha Charitable Society, Vellur has registered under the societies
Registration Act XXXI of 1860, day of 28th April1982. 19 farmers co-operatively joined with the
small investment of rupees 100 by each farmer 1982-83 the societies produce and marketing 50
liter of milk at vellur locality. E. Baskaran, he is the first secretary of janatha charitable society.
Today, Janatha milk society marketing 25000 liters milk card and 500 liter ghee distributing at
kannur and kasargod district. The plant is started in vellur, 7km away from Payyanur employing
58 employees directly and 175 employees indirectly working under the janatha charitable
society.
Name : The Janatha Charitable Society
Registration office : Vellur Payyanur,670307
Telephone : 04985 266367
E-mail : jcsvellur@gmail.com
Bankers : Federal bank, ICICI bank, Co-operative bank Payyanur
ORIGIN
Janatha Charitable Society was established in 1982, started as society as society

manufacturing and distributing milk and milk product at local of vellur. The main objective of
the janatha society to protect ksheera farm and increase the living standards of the ksheera
farm and increases the living standards of the ksheera farmers. E.Baskaran is the first secretary
of Janatha Charitable Society. Late 2011 he has retired from the Janatha Charitable Society.
Today Sreejith is the secretary of Janatha Charitable Society.

GROWTH
From the beginning in 1982 the Janatha Charitable Society s 50 liter milk procedure from
the difference ksheera farmers and marketing the milk locality of Vellur stage of establishment
of society with co-operative of 19 ksheera farmers. Today the 757 members are registered
under society registered after the completion of 40 years the society increase the sale of milk
and milk product from 50 liter to 25000 liter milk per day. The society procures back Payyanur
Municipality procures the milk from different sources. Few years back Payyanur Municipality
granted stock for re-plantation of the Janatha plant. Today the plant capable for 50000 liter of
milk per day.
One of the problem of Janatha plant is waste from the plant. The janatha milk plant
occupied 30 lacks for reproducing the waste material to plant fields.
VISION
Janatha Charitable Society Is committed to ksheera farmers delight, through total quality of
milk and milk product and continuous improvement of life style of ksheera farmers with the
involvement co-operation and co-ordination of all employees.
MISSION
1. To start Ksheera Nidhi Policy farmers.

2. To build up the relation of Janatha Charitable Society by customers and ksheera
farmers.
3. To build new dairy farm with 5000 cows. Develop life of ksheera farmers.
4. To provide pension and other income facilities to farmers.
5. To spread the activity to all Kerala district.
6. To safeguard and enhance members of society.
7. To utilize the surpluses for the welfare of the employees and at large.

OBJECTIVE OF THE SOCIETY
The main aim and objective of the society are to do all or any of the following activities.
1. To engage the social service activities aimed at improving the living condition and
general welfare of the poor agriculturist.
2. To run agriculture dairy farm and such other institution to enter to the needs of
the poor, agriculturist.
3. To invest, deposit, transfer or otherwise deal with the funds for the purpose of
society.
4. To build the reputation of Janatha Charitable Society
AREAS OF OPERATION
The Janatha Charitable Society is located in Kannur and Kasargod district. The company
holding 10 vehicle by society and more than 50 vehicle distribute in commission basis. Janatha
milk has authorized dealers to sell their products.

ORGANISATIONAL CHART
PRESIDENT
SECRETARY
GENERAL OFFICER GENERAL OFFICER
(Administration) (Production)
Marketing
CHIEF ACCOUNTS
(Officer)
(Officer)
MARKETING PLANT
(Manager) (Supervisor)
HUMAN RESOURCE STORE KEEPER
(Officer)

MEMBERSHIP
a) Person over the age of 18 are eligible to become members of the society. Application for
membership shall be in writing in the prescribed from which may be accepted by
Governing Body after security on being admitted as a member, the member concerned
shall sign the register of members maintained by the society. The decision of the
Governing Body in accepting or rejecting an application shall be final.
b) The entry of the person’s name in the membership registers with his/her signature and
presidents counter signature shall be conclusive in proof of the person’s membership in
the society.
c) The membership fees shall be Rs.50/- for becoming in the society.
d) Members may be their discretion without assigning any reason thereof.
GOVENING BODY
The management and control of the society shall vest in a Governing Body of note
less than and not more than eleven members, consisting of the president, vice president
and directors called the general body. Any vacancy of members in the Governing Body
shall be filled up by nominating a member to that vacancy by the Governing Body from
the General Body.
POWER OF THE GOVERNING BODY
The Governing Body shall have the entire control and management of the affairs of
the society and the administration of all its property, movable and immovable and shall
have all such things to carry out the objects of the society and to do all such things which
by the Act are not required to be exercised or done by the General meeting of the society.
The Governing Body shall also have power from time to time make very and reveal rules
and regulations for the transaction and regulation of the affairs of the society and for the
administration of the properties both movable and immovable.

TERM
The General Body consisting of the members shall be continuing one. The term of
Governing Body shall be three years from the date of appointment by the general body
but shall continue to function till the new Governing Body is elected in the succeeding
year. The terms of the first Governing Body are only a period of one year from the date of
registration.
MEETING
1. The meeting of the Governing Body shall be held at such times and places as the
President may from time to time determine, due at least one such meeting shall be held
once in every three months.
2. Annual General Meeting: The annual general meeting of the society shall be in the three
month of July or as soon thereafter as is possible in each year at such time and places
as the Presidents and determine to attract the following business.
a) To receive the report of the governing body: The duly accounts of the society; and it
is auditor’s report for the year ending on the 31th March last preceding the date of
the following.
b) To elect such persons to the governing body of the society as it is necessary to
complete the minimum members for the time being on the governing body.
c) To transact any other business which may be brought forward by the governing
body of the society or by any member of the society of which seven days notice has
been given in the governing body or with the previous of the chairman.
EXTRA ORDINARY GENERAL MEETING
The governing body or the president or in his/her absence the members for the time
acting as President may call an extra ordinary general meeting of the society whenever he/she
may deem fit or necessary to do so.

FUND
The funds of the society shall be deposited in co-operative banks scheduled banks post office
savings bank accounts or in government securities as decided by the governing body from time
to time. Such accounts shall be operated by the president and secretary of the society jointly,
the secretary being a full time paid employee of the society. All the funds shall be utilized as per
the sanction of the governing body.
ACCOUNTS AND AUDITS
The society shall maintain proper accounts for the receipts and expenses. The account shall
be closed once in every year on 31th day of March, and the accounts shall be duly audited and
placed before the General body.
ALTERATION AND AMENDMENTS
The memorandum of association and bye-laws of the society and its rules and
regulations here after made by the governing body from time to time be modified, added,
revoked or re- entered by the society at a general meeting convened for the consideration
there of and agreed to be the vote of 3/5th of the member of the society present and voting
provided that in case of any abridgement of addition to the objects of the society or its
amalgamation, section 12 and 12 A of the Act shall apply.
WINDING UP AND DISSOLUTION
a) Any number not less than 5/5th of the members of the society may determine
that it shall be dissolved and there up on the society time the agreed upon.
b) If upon the dissolution there shall remain, after the satisfaction of all its debtors
and liabilities, what over same shall not be paid or distribute among the
members but shall be transferred to some other registered society with similar
objects to the determine by the votes of not less than 3/5th of the members
present personally or by proxy at the time to the dissolution or in default
thereof a may be determined by the court.

DEPARTMENTAL STUDY
PRODUCTION DEPARTMENT
Janatha Charitable Society process a range of milk, curd, ghee, in domestic sector of the
market. The producer must take at most care in process of milk. Producer is required to know
what customer want at present and what they want in the future. He should produce his
products well according to the needs and wants of the customers. The Janatha Charitable
Society make quality product at reasonable price in the market place.
The main competitors of Janatha Milk comprises of:
MILK MARKET:
1. Milma (Malabar Regional Co-operative Society)

2. Sakthi Milk (Tamilnadu)
3. Wayanad milk dairy
4. Amulya
GHEE MARKET
1. R KG Ghee
2. Milma Ghee
3. Wayanad Ghee Dairy
CURD MARKET
1. Milma Curd
2. Sakthi Curd
3. MS Curd
4. Kannur Dairy

STRUCTURE OF PRODUCTION DEPARTMENT
PRODUCTION MANAGER
WORKING MANAGEMENT
SUPERVISOR (SHIFTING CHARGE)
OPERATIONS
OPERATIONS ASSISTANT

FINANCE DEPARTMENT
Janatha Charitable Society is widely held co-operative society listed in Kannur. Finance is the life
blood of every business, without finance business can be started but not successfully run. The
chief accounting officer is the head of the accounting department is assisted by accountant
officers all financial decision is taken by accounting department.
Present economy finance is defined as the provision of many at the time when it is
required-every enterprise whether big, medium or small needs finance to carry on its operation
and to achieve its targets. In facts finance is so in dependable today that it is rightly said that it
is the life blood of an enterprises without adequate finance, and no enterprise can possibly
accomplish its objective financial management is that managerial activity which is concerned
with the planning and controlling of the firm’s financial resources. About three decades ago the
scope of financial management was confirmed to rising of funds whenever needed and little
significance used be attached to financial decision making and problem solving. The modern
thinking in financial management accounts a far greater importance to management decision
making and policy. The department heads are now responsible for shaping the fortunes of the
enterprise and are involved in the most vital management decision of allocation of capital. It is
their duty to ensure that the funds are raised most economically and used in the most efficient
and effective manner. In Janatha Charitable Society is the head of the financial departments.
FINANCIAL ANALYSIS AND INTERPRETATION
Firm communicate financial information to the users through financial statement and
report. A financial statement is a collection of data organized according to logical consistent
accounting procedures. The financial statement and the balance sheet reflecting the asset,
liabilities and profit are made available to those who require it
ANALYSIS OF FINANCIAL STATEMENT
Analysis of financial statement is the process of identifying financial strength and weakness
of the firm by properly establishing relationship between the items of the balance sheet and
income statement.
OBJECTIVE
1. To find out the financial stability and soundness of business enterprise.

2. To asses and evaluate the earning capacity of the business.
3. To estimate and determine the possibilities of future growth of business.
4. To evaluate administrative efficiency of the business enterprise.
5. To estimate and evaluate the fixed asset firms capacity and ability to repay short term
and long term loans.
SOURCES OF FINANCE
1. INTERNAL SOURCES
 Income generated from loans.

 Reserve capital resources are too included.
2. LEDGER MAINTENANCE
 Main Ledger
 Credit Ledger
 Debtor Ledger
 Personal Ledger
3. BOOK MAINTENANCE
 Bank Payment
 Bank Receipt
 Cash Payment
 Cash Receipt

4. BANKERS
 Federal Bank
 Vellur Service Co-operative Bank
 Payyanur Co-operative Rural Bank Kannur Dist Co-op Bank.
STRUCTURE OF FINANCE DEPARTMENT
FINANCE MANAGER
ASSISTANT MANAGER
SENIOR ACCOUNTANT
JUNIOR ACCOUNTANT JUNIOR ACCOUNTANT

HUMAN RESOURCE DEPARTMENT
Human Resource Management (HRM) is a relatively new approach to managing people

in any organization. People are considered in this approach. It is concerned with the people
dimension in management of an organization. Since an organization is a body of people, their
acquisition, development of silks, motivation for higher levels of attainments, as well as
ensuring maintenance of their level of commitment are all significant activities. These activities
fall in the domain of HRM. Human Resource Management is a process, as well as maintenance
of human resource. Scott, Clothier and Spiegel have defined Human Resource Management
which is responsible on a staff basis for concentrating on those aspects of operations which are
primarily concerned with the relationship of management to employees to employees and with
the development of the individual and the group.
Human Resource Management is responsible for maintaining good human relations in

the organization. It is also concerned with development of individuals and achieving integration
of goals of the organization and those of the individuals. Northcott considers human resource
management as an extension of general management, that of prompting and to stimulating
every employee to make his fullest contribution to the purpose of business. Human resource
management is not something that could be separated from the basic managerial function. It is
a major component of the boarder managerial function. French Wendell defines-Human
resource management as the recruitment, selection, development, utilization, compensation
and motivation of human resource by the organizational. According to Edwin B.Flippo, -
“Human resource management is the planning, organizing, directing and controlling of the
procurement, development, resources to the end that individual and societal objectives are
accomplished.” This definition reveals that human resource (HR) management is that aspect of
management, which deals with the planning, organizing, directing and controlling the personal
functions of the enterprise.

NATURE OF HUMAN RESOURCE MANAGEMENT
The emergence of human resource management can be attributed to the writings of

human resource relationsit who attached great significance to the human factor. Lawrence
Appley remarked,-management is personal administration.
This view is partially true as management is concerned with the efficient and effectiveness
use of both human as well as non-human resources. Thus human resource management is only
a part of the management process. At the same time, it must be recognized that human
resource management is inherent in the process of management. This function is performed by
all the managers. A manager to get the best of his people must undertake the basic
responsibility of selecting people who will work under him and to help develop, motivate and
guide them. However, he can take the help of the specialized services of the personnel
department in discharging this responsibility.
HUMAN RESOURCE DEPARTMENT IN JANATHA
The effective management of an organization involves planning, organizing, staffing,

leading, , monitoring and controlling of four M’s, MANPOWER, MONEY, MATERIAL AND
MACHINE. The four M’s are critical. However even the human resource are found to be the
deciding factors of the effectiveness of other’s.
POLICY OBJECTIVES
 To interrogate the growth opportunity of executive with fulfillment of the Janatha

Charitable Society objectives.
 Maintain the better relationship between Ksheera farmers.
 To provide a system of quality in opportunity, quality in assessment and uniformly in
implementation of the entire unit.
 To ensure continuity of the management by systematic succession.

RECRUITMENT AND SELECTION
In Janatha Charitable Society the source recruitment includes both internal and external.
It is a Charitable Society so 90% recruitment carried out in member’s registers with
corresponding qualification when over any vacancies occurs some society from within the
organization is upgrade promoted or sometimes demoted. External source include recruit there
the outside the organization which includes new entrance to the labor force, retired
experienced persons etc… for the selection force a panel of interviews the candidate. The
candidate is then selected for job or post.
TRAINING
Performance appraisal is systematic evaluation and employee’s job performance. It is

continues aspect of career development programmed. It proposed to carry out the managerial
to begin with the objective of performance appraisal are;
1. To assist performance of employee.

2. To employee know on the performance on their job. They are as they need important
and to perform satisfactorily only job.
3. Reward those employees who put in performance above expectation.
4. To assess the strong and weak point of each employee to take decision on training and
department and make charge or responsibility both horizontally and vertically.
AUTHORITIES AND RESPONSIBILITIES OF PERSONAL DEPARTMENT
1. SECRETARY
 Over all the organization and final authority in decision making.
 Ultimate responsibility for product quality.
 Milk procurement.
 Charging responsibility for quality management.

2. PRESIDENT
Share the responsibility with the secretary in
 Over all control of the organization and final authorities in decision making.
 Ultimate responsibility for production quality.
 Milk procurement and distribution.
3. STORE KEEPER
 Process control in plant
 Process and technological improvement.
 Preventive and break down maintenance (mechanical/electrical).
 Overall responsibility of electrical department and its functioning.
 Compliance with applicable statutory/regulatory requirements.
 Coordination with electrical inspectorate and electricity board.
 Internal energy auditing.
 Control nonconforming products and taking corrective and preventive action.
 Responsibility of stores and material inventory.
 Issuing works orders for subcontracted work.
 Factory Act and Rules.
 Boiler Act, pollution control Act and rules, industrial disputes Act.
4. ACCOUNT OFFICER
 Maintenance of accounting records.
 Preparation of final statements.
 Overall responsibility of finance department.
5. MARKETING OFFICER

 Co –ordinate with the sales departments to effectively analyze customer

feedback. Build strength in milk market.
 Establishment of flow of milk procurement activities.
 To formulate marketing strategies of Janatha products bases on
feedback/research in consultation with the top management.
 To prepare marketing policies and programs to support the marketing
strategies of the company’s products.
 Develop and strengthen relations with customer’s dealers and distributors.
 Gather and convey customer ideas and suggestions for product and service
improvement to the appropriate department in the company.
6. PLANT SUPERVISOR
 Process supervisor in the milk, curd, sambaram and ghee division.
 Process and technological improvements. And avoid wastage of materials.
 Control of non-conformist products, preventive, and break down
maintenance.
 Taking corrective and preventive action.
 Responsibility of stores and material indenting general & mechanical items.
And also issuing work orders for subcontract work.
 Compliance with applicable statutory /regulatory requirements.
 Handling wastage material and water.
WORKING TIME
Shift working shall be regulated in accordance with the provisions of the factory
Act companies shift include
1st shift - 6.30am to 2.30pm
2ndshift - 2.30pm to 10.30pm
3rdshift - 9.00am to 5.00pm

RETIREMENT
Board members retire on completing 65 years of age. Any workman who is

declared mentally unfit or found to be on conditions of ill health or retirement age 58 years of
services according to the Gratuity Act.
HEALTH AND SAFTEY PROVISIONS
 Efficient treatment.
 Walk ways for movement of person.
 Mechanized material handling.
 First aid, Medical care, Ambulance.
 Mask and protective covers.
STRUCTURE OF HUMAN RESOURCE DEPARTMENT
HUMAN RESOURCE
MANAGER
HUMAN RESOURCE
ASSISTANT MANAGER
HUMAN RESOURCE HUMAN RESOURCE

OFFICER
OFFICER

MARKETING DEPARTMENT
Marketing occupies an important position in the organization of business unit. Successes

in the fiercely competitive modern business world require knowledge about customer’s needs
and wants and satisfying the customers with competitively supervisor offers. Marketing is that
function in a business which defines customer targets and determines the best way to satisfy
their needs and wants through supervisor offers and that too profitability. Marketing
management means the planning the consumption, pricing, promotion and distribution of
ideas, goods and services to create exchange that satisfies individual and organizational
objectives.
Marketing in its most general definition is the direction of the flow of goods and
services from producers to consumers or users. It is not confined to any particular economy,
since goods must be marketed in all economies and societies. Nor is marketing a function only
of profit-oriented business; even such service institution as hospital, schools and museum most
engage in some forms of marketing.
OBJECTIVES OF MARKETING
The following are the importance aims achieved by marketing.
1. To develop an intelligent appreciation of modern marketing practice.

2. To provide guiding policies regarding marketing procedure and their implementation.
3. To study marketing problems and to suggest solution.
4. To analysis the short coming in the existing pattern of marketing.
5. To enable successful distribution of agriculture product, mineral wealth and
manufactured goods.
6. To enable managers to assess and decide particular course of action.
MARKETING JANATHA CHARITABLE SOCIETY
The Janatha Charitable Society marketing is two types of products. They are toned milk
and pasteurized Milk at Kannur and Kasaragod markets.

The Janatha also markets Ghee, Sambaram and Curd. Ghee is marketed in the form of 100ml,
200ml, 500ml, 1 and 2 1 by using separate marketing agency for distributing the product.
Products are high standard of quality maintained by the society. It has formed retail market
both Kannur and Kasaragod. The society has succeeded in arranging manufacturing programs
on the basis of order which flow in regularly for all types of product. The Janatha Charitable
Society distributes milk at 300 retail shop.
OVER ALL MARKETING STRATEGY
Janatha Charitable Society revolves around its product quality. It has entreated into significant
trade equity in its target market. Reduce the procedure for allocating new milk agency reject
the donation for new agency.
MARKETING MIX
Marketing mix is the combination of elements that are used by the marketers to bridge the
gap between the company and market, to provide maximum satisfaction to consumers and
maximum return to Ksheera farmers. Marketing mix include four ps. They are follows;
PRODUCT
PRICE
PLACE
PROMOTION
PRODUCTS
Janatha Charitable Society process range of Milk, Curd, Sambaram, and Ghee in domestic sector
of the market. The producer must take utmost care process of milk. Producer is required to
know what customer want at present and what they want in the future. He should produce his

products well according to the needs and wants of customers. The Janatha Charitable Society
milk make quality price in the place. The products are;
TONED MILK
PASTEURIZED MILK
HOMOGENISHED
CURD
SAMBARAM
GHEE
PRODUCT LINES
MILK Toned milk

Pasteurized milk
CURD 200 ml Curd
500 ml Curd
SAMBARAM 200 ml
GHEE 100 ml
200 ml
500 ml
1 Liter
2 Liter
PRICE
Price is the important factor in the market. The Janatha Charitable Society protect the
interest of the ksheera farmers the Janatha Charitable Society allow rupees 26.6 per liter to
ksheera farmers. The Janatha Charitable Society sells the milk at rupees 36 per liter, charged
very low level price than other market competitors.

PRICE PATTERN OF JANATHA CHARITABLE SOCIETY
PRODUCT QUANTITY SELLING PRICE

Toned Milk 500 ml 18.50
Pasteurized Milk 500 ml 19
Curd 450 ml 20
Sambaram 200 ml 5
Ghee 100 ml 48
200 ml 92
500 ml 215
1 liter 380
PLACE
Our products are mainly distributed to Kannur and Kasaragod district. Janatha Charitable
Society Milk products are available at any rural area of these district places.
CHANNELS OF DISTRIBUTION
 Agency system
The Janatha Charitable Society use agency system for making the milk product.
Janatha plant Agent Retailer
 Direct sales
The Janatha Charitable Society sells directly to consumers. The major way of
direct marketing,
Janatha plant Buyers

 Dealer ship system
Approved stockiest or dealers purchased the product and they sell the product in the
retail market.

Janatha plant Dealer Retailer
PROMOTION
Janatha Charitable Society is the developing milk manufacture but the organization, not
able to invest money more in advertisement and promotional activity. The organizing provides
advertisement board and prints material for promotional purpose, and also does the charitable
activity.
FUNCTIONS OF MARKETING
MARKETING FUNCTIONS
FUNCTIONS OF FUNCTIONS OF FACILITATING

EXCHANGE PHYSICAL SUPPLY FUNCTIONS
1. BUYING 1. TRANSPORTATION 1. FINANCING

2. ASSEMBLING 2. STORAGE 2. RISK TAKING
3. SELLING 3. STANDARDISATION
4. PACKING
5. ADVERTISING
6. PROMOTION

SALES DEPARTMENT
The finished goods after inspection are send to the sales department. They have their
own value depots where all the Janatha Charitable Society. Products are checked and sold.
The Janatha Charitable Society provides only cash sale. The sale depot is run both by the
organization as well as by some external agencies there are more than 40 deposits in Kannur
and Kasaragod district. Each depot is wholly controlled by department manager.
TYPES OF SALES
 District Ways
 Branch Ways
 Local or domestic Sales
STRUCTURE OF SALES DEPARTMENT
SALES MANAGER
ASSISTANT SALES MANAGER
DEPOT MANAGER SENIOR ASSISTANT

CHAPTER – 5
DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS
TABLE NO-5.1 CLASSIFICATION BASED ON GENDER OF RESPONDENT
PARTICULARS NO.OF RESPONDENT PERCENTAGE

Female 10 20
Male 40 80
Total 50 100
CHART NO-5.1 CLASSIFICATION BASED ON GENDER OF RESPONDENT
120
100
80
NO.OF RESPONDENT
60
PERCENTAGE
40
20
0
Female Male Total
Interpretation
From the above chart, it is clear that 80% of the employees are male and 20% are females. So it
conclude that majority of the employees are males.

TABLE NO-5.2 CLASSIFICTION BASED ON AGE OF RESPONDENT
PATICULARS NO.OF RESPONDENT PERCENTAGE

Less than 35 20 40
36-45 25 50
45-60 5 10
Total 50 100
CHART NO-5.2 CLASSIFICATION BASED ON AGE OF RESPONDENT
NO.OF RESPONDENT
Less than 35
36-45
45-60
Total
Interpretation
From the above chart, data were collected from the respondents of different age are presented
above. Majority of respondents (50%) belongs to the age group of 36-45 years.

TABLE NO-5.3 CLASSIFICATION BASED ON EDUCATIONAL QUALIFICATION

Primary school 5 10
Secondary school 22 44
Degree 20 40
PG 3 6
No formal education 0 0
Total 50 100
CHART NO 5.3 CLASSIFICATION BASED ON EDUCATIONAL QUALIFICATIONS
NO.OF RESPONDENT
Primary school
Secondary school
Degree
PG
No formal education
Total
Interpretation
In this chart showing10% of respondents having primary school qualification.44% of

respondents having secondary qualification. 40% respondents having degree qualifications. And
6% of respondents having PG qualification. Above chart showing secondary school qualification
respondents are very high.

TABLE NO-5.4 CLASSIFICATION BASED ON QUALIFICATION& SKILLS

Yes 45 90
No 5 10
Total 50 100
CHART NO-5.4 CLASSIFICATION BASED ON QUALIFICATION& SKILLS
120
100
80
60 NO.OF RESPONDENT
PERCENTAGE
40
20
0
Yes No Total
Interpretation
From the above chart, 90% of respondents are qualified and skilled and 10% of respondents are
not qualified and skilled. So it concludes qualified and skilled respondents are high.

TABLE NO-5.5 CLASSIFICATION BASED ON NATURE OF EMPLOYMENT

Permanent 10 20
Temporary 25 50
Fixed term 10 20
trainee 5 10
Total 50 100
CHART NO-5.5 CLASSIFICATION BASED ON NATURE OF EMPLOYMENT
NO.OF RESPONDENT
Permanent
Temporary
Fixed term
trainee
Total
Interpretation
Above this chart permanent respondents are 20%, temporary 50%, fixed term 20% and trainees
are 10%. So it concludes temporary respondents are high.

TABLE NO-5.6 CLASSIFICATION BASED ON CONVEY THE MISSION

Yes 40 80
No 10 20
Total 50 100
CHART NO-5.6 CLASSIFICATION BASED ON CONVEY THE MISSION
120
100
80
60 NO.OF RESPONDENT
PERCENTAGE
40
20
0
Yes No Total
Interpretation
Above this chart showing 80% of respondents feel that the mission is properly conveyed.

TABLE NO-5.7 CLASSIFICATION BASED ON SECURENESS IN THIS JOB

Highly secure 15 30
Secure 35 70
Insecure 0 0
Total 50 100
CHART NO-5.7 CLASSIFICATION BASED ON SECURENESS IN THIS JOB
100
90
80
70
60
50 NO.OF RESPONDENT
40 PERCENTAGE
30
20
10
0
Highly Secure Insecure Total
secure
Interpretation
From the above chart 30% of respondents feel that they are highly secure, 70% of
respondents are secure. So the secured respondents are high.

TABLE NO-5.8 CLASSIFICATION BASED ON WORK EXPERIENCE AT JANATHA

Less than 1 year 20 40
1-5 years 24 48
5-15 years 3 6
15-25 years 2 4
More than 25 years 1 2
Total 50 100
CHARTNO-5.8 CLASSIFICATION BASED ON WORK EXPERIENCE AT JANATHA
NO.OF RESPONDENT
Less than 1 year

1-5 years
5-15 years
15-25 years
More than 25 years
Total
Interpretation
From the chart majority respondent (48%) belongs to the work experience of 1-5 years.

TABLE NO-5.9 CLASSIFICATION BASED ON SUPERVISORS LEADERSHIP SKILLS

Least satisfied 1 2
Somewhat satisfied 4 8
Neutral 0 0
Satisfied 27 54
Strongly satisfied 18 36
Total 50 100
CHART NO-5.9 CLASSIFICATION BASED ON SUPERVISORS LEADERSHIP SKILLS
120
100
80
60
40 NO.OF RESPONDENT
20 PERCENTAGE
Interpretation
Above chart, 54% of respondents are satisfied with supervisors’ leadership skills.

TABLE NO-5.10 CLASSIFICATION BASED ON IMPROVING SKILL
PARTICULARS NO OF RESPONDENT PERCENTAGE

Least satisfied 0 0
Neutral 0 0
Satisfied 30 60
Total 50 100
CHART NO-5.10 CLASSIFICATION BASED ON IMPROVING SKILL
100
90
80
70
60
50
40
30 NO OF RESPONDENT
20 PERCENTAGE
10
0
Interpretation
In this chart showing 60% of respondents are satisfied with the opportunities provided for
improving their skills.40% of respondents are strongly satisfied. So it concludes majority
respondents are satisfied.

TABLE NO-5.11 CLASSIFICATION BASED ON CAREER ADVANCEMENT OPPORTUNITY

Least satisfied 2 4
Neutral 0 0
Satisfied 23 46
Total 50 100
CHART NO-5.11 CLASSIFICATION BASED ON CAREER ADVANCEMENT OPPORTUNITY
NO OF RESPONDENT
Least satisfied
Somewhat satisfied
Neutral
Satisfied
Strongly satisfied
Total
Interpretation
Here, 48% of respondents are satisfied with the career advancement opportunities in the
company.

TABLE NO-5.12 CLASSIFICATION BASED ON TRAINING PROVIDE BY COMPNY

Least satisfied 0 0
Neutral 0 0
Satisfied 40 80
Total 50 100
CHART NO-5.12 CLASSIFICATION BASED ON TRAINING PROVIDE BY COMPANY
100
90
80
70
60
50
40
30 NO OF RESPONDENT
20 PERCENTAGE
10
0
Interpretation
Above the chart, 80% of respondents are satisfied and 20% of respondents are strongly
satisfied. So it conclude majority employees are satisfied training provide by the company.

TABLE NO-5.13 CLASSIFICATION BASED ON TEAMWORK IN ORGANIZATION

Least satisfied 2 4
Neutral 0 0
Satisfied 30 60
Total 50 100
CHART NO-5.13 CLASSIFICATION BASED ON TEAM WORK IN ORGANIZATION
NO OF RESPONDENT
Least satisfied
Somewhat satisfied
Neutral
Satisfied
Strongly satisfied
Total
Interpretation
From this chart, majority 60% of employees are satisfied with the teamwork in organization.

TABLE NO-5.14 CLASSIFICATION BASED ON LEAVE POLICY

Least satisfied 0 0
Neutral 0 0
Satisfied 25 50
Total 50 100
CHART NO-5.14 CLASSIFICATION BASED ON LEAVE POLICY
120
100
80
60
40 NO OF RESPONDENT
20 PERCENTAGE
Interpretation
From the above chart, majority employees are satisfied with the leave policy in the
organization.50% of respondents are satisfied.

TABLE NO-5.15 CLASSIFICATION BASED ON JOB SATISFACTION

YES 45 90
NO 5 10
Total 50 100
CHART NO-5.15 CLASSIFICATION BASED ON JOB SATISFACTION
100
90
80
70
60
50 NO OF RESPONDENT
40
PERCENTAGE
30
20
10
0
YES
NO
Total
Interpretation
From the above chart shows 90% of respondents are satisfied and 10% of respondents are not
satisfied with the job. So it concludes majority employees are satisfied with their job.

SWOT ANALYSIS
1. Strength
 Co-operation of ksheera farmers and better lifestyle of farmers.
 Organization use highly technological manufacture process through its imported
hi-tech machine.
 Brand image and quality product at reasonable price.
Operational experience: it is highly experienced company with high specification of

equipment and machinery.
2. Weakness
 High rate of production cost.
 Manpower: in same department there is under productive manpower existing.
 Growth rate: company’s growth rate is comparatively low.
 In – effective modernization or the automation of office.
3. Opportunities
 Milk and milk products are in demand always and at any time scope is very
wide.
 Milk is considered to be very essential item. Hence there are always possibilities
for stable demand.
4. Threats
 Scare resource: the main material i.e. milk is considered to be a scarce resources
and there is likely to be shortage of raw materials in the long run.
 Natural milk is not available in the market because farmers are not getting fair
return.
 Government policies: the alterations in government policy will affect the entire
milk industries.
 Competition: the organization is facing several competitions from local as well as
state market.

QUESTIONNAIRE
Respected Sir/Madam
I am ANJU V, student pursuing my MBA at Dr. P.K.Rajan Memorial campus, Nileshwar. As a

part of my Organization study I am conducting a survey on the “Job satisfaction of employees at
Janatha Charitable Society at vellur”. I will be grateful if you could kindly fill up this
questionnaire. The information furnished will remain confidential.
Thanking You
ANJU V

QUESTIONNAIRE
AN ORGANIZATIONAL STUDY WITH A SPECIAL FOCUS ON THE JOB

SATISFACTION OF EMPLOYEES AT JANATHA CHARITABLE
SOCIETY, VELLUR
ABOUT YOURSELF
Name: ………………………………..
1. Age
Less than 35 36-45 45-60
2. Gender
Male female
3. What is your highest educational qualification?

No formal education primary school
Secondary school degree
4. Is your work in tune with your qualifications and skills?

Yes No
5. What is the nature of your employment?

Permanent temporary
Fixed term trainee
6. Did the company clearly convey its mission?

Yes No

7. Do you feel secure in this job?

Highly secure Insecure
Secure
8. How long have you worked at Janatha company?
Less than 1 Year 1-5 Years
5-15 Years 15-25 Years
More than 25 Years
9. How satisfied are you with: YOUR IMMEDIATE SUPERVISORS LEADERSHIP SKILLS
Least satisfied somewhat satisfied
Neutral strongly satisfied
Satisfied
10. How satisfied are you with available opportunities for improving your skills?
Satisfied
11. How satisfied are you with career advancement opportunities?

Least Satisfied Some What Satisfied
Strongly Satisfied Satisfied
Neutral

12. How satisfied are you with training provided by the company?
Satisfied
13. How satisfied are you with the amount of team work in your organization?
Satisfied
14. How satisfied are you with the company’s sick leave policy?
Satisfied
15. Overall opinion about the company/job? Are you satisfied as an employee?
Yes No


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Janatha charitable society, vellur

 To study the job satisfaction of employees in janatha.

Centre for MBA, Nileshwar Page 1

SCOPE OF THE STUDY

1. The study aims at examining the performance of Janatha Charitable Society,

Centre for MBA, Nileshwar Page 2

MEANING OF JOB SATISFACTION

Job satisfaction is amount of pleasure or contentment as associated with the

BENEFITS OF JOB SATISFACTION

 It gives management an indication of general satisfaction in a company. Surveys also

Centre for MBA, Nileshwar Page 3

 The survey is a tangible expression of management’s interest in employee welfare,

 Interviewing the secretary of the JCS

 Journals of the firm

Centre for MBA, Nileshwar Page 4

LIMITATION OF THE STUDY

Centre for MBA, Nileshwar Page 5

Centre for MBA, Nileshwar Page 6

“Human Resource management (HRM) is a process of bringing people and organization

According to Edwin B. Flippo, Human Resource management is the planning , organizing,

Specter (1997) lists 14 common facets: Appreciation, Communication, Co-workers, Fringe

Centre for MBA, Nileshwar Page 7

IMPORTANCE OF JOB SATISFACTION

 Satisfaction is a frequently studied subject in work and organizational literature. This is

Centre for MBA, Nileshwar Page 8

JOB SATISFACTION THEORIES

FACTORS INFLUENCING JOB SATISFACTION

Centre for MBA, Nileshwar Page 9

characterized as a communication load which refers to “the rate and complexity of

SUPERIOR –SUBORDINATE COMMUNICATION

Superior-subordinates communication is an important influence on job satisfaction in the work

OPPORTUNITY FOR ADVANCEMENT

WORKLOAD AND STRESS LEVEL

RESPECT FROM CO-WORKERS

Centre for MBA, Nileshwar Page 10

RELATIONSHIP WITH SUPERVISORS

MEASUREMENT OF JOB SATISFACTION

WAYS TO INCREASE JOB SATISFACTION

7 factors that created this positive increase in their satisfaction

Centre for MBA, Nileshwar Page 11

Centre for MBA, Nileshwar Page 12

Centre for MBA, Nileshwar Page 13

Centre for MBA, Nileshwar Page 14

Development is essential process of change from autonomous status to organized

DAIRY DEVELOPMENT IN INDIA

DAIRY DEVELOPMENT IN KERALA

Centre for MBA, Nileshwar Page 16

Centre for MBA, Nileshwar Page 17

Centre for MBA, Nileshwar Page 18

Name : The Janatha Charitable Society

Registration office : Vellur Payyanur,670307

Telephone : 04985 266367

Bankers : Federal bank, ICICI bank, Co-operative bank Payyanur

Janatha Charitable Society was established in 1982, started as society as society

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1. To start Ksheera Nidhi Policy farmers.

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OBJECTIVE OF THE SOCIETY

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GENERAL OFFICER GENERAL OFFICER

HUMAN RESOURCE STORE KEEPER

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POWER OF THE GOVERNING BODY