Praveen Report.docx

A Summer Training Report On the The Study of Organizational Constraints & Employees Expectation At Lakshya Food (India) Limited

Submitted in the partial fulfillment of the requirement for the award of degree in Master of Business Administration (MBA) (2017 - 2019)

Submitted To:

Submitted By:

Kurukshetra University,

Parveen Kumar,

Kurukshetra

MBA-IIIrd Semester College Roll No.:- 5617510 University Roll.NO. :-

Indus Institute of Engineering and Technology, Kinana (Affiliated to Kurukshetra University, Kurukshetra)

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CERTIFICATE This is certified that PARVEEN KUMAR student of MBA-IIIrd semester (2017 - 2019) of Indus Institute of Engineering & Technology, Kinana (Jind) has successfully completed his project "The Study on Organizational Constraints & Employees Expectation at Lakshya Food India Limited Haryana under the supervision of Mr. Sandeep. This is an original work carried out by him. This work has not been submitted anywhere else for any degree/ diploma.

I appreciate the participation and wish him the best for his bright future.

I approve the report for submission.

Mr. Sandeep Asstt. Professor, IIET, KINANA, JIND

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DECLARATION This is to certify that I, PARVEEN KUMAR student of the Indus Institute of Engineering & Technology, Kinana (Jind), of MBA Third Semester, has undergone the summer training and have submitted a training report titled "The Study on Organizational Constraints & Employees Expectation" chosen for the fulfillment of degree of Master of Business Administration (MBA) from K.U. University. I solemnly declare that the work done by me is original and no other of it has been referenced to any other university for award of any other degree, diploma and fellowship on similar title or topic.

(Parveen Kumar)

(Faculty Research Supervisor's Signature)

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ACKNOWLEDGEMENT

This humble endeavor of me is an amalgamative consequence of contribution from very high talented people and various sources. Foremost of all, I express my gratitude to the almighty for his blessings and vesting wisdom in all my wishes. I would like to express my heartfelt gratitude and indebted towards the managers and employees of “Lakshya Food India Limited”, who had given me the privilege to work in their esteemed organization and provided me golden opportunity to gain invaluable practical experience for my research project report. I am very thankful to HOD Nancy Madam and my supervisor Mr. Sandeep Sir for their valuable support. I also convey my special thanks to all the subordinate of various departments. Without the help and inspiration of these people, it would have been rather too difficult to complete this training. A special acknowledgment must be given to my Family who inspired me by their courage, support and patience throughout the period of my study. I am also thankful to all of my Friends for their helping attitude and constant encouragement.

Parveen Kumar

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PREFACE Summer training (with any industry) is the essential part to one of the curriculum of any Management Program. In the classroom coaching we generally get theoretical knowledge of Management, but, this knowledge does not prove to be adequate. As in future, management students have to work with the organization. By merely knowing what management is, they cannot be capable of applying it. Summer training is provided to the students to provide the opportunity, to get familiar with the natural industrial atmosphere through participation and observation. As being a management student I also had to undergone 7 weeks of summer training. For this purpose I joined Lakshya Food India Limited. I have put in my best efforts to explain each & every function step by step & make it clear in an easy & understandable language.

(Parveen Kumar)

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TABLE OF CONTENTS

Title

Page No

Certificate

ii

Declaration

iii

Acknowledgment

iv

Preface

v

Particulars

Page No.

Chapter-1

Company Profile

07-22

Chapter-2

Introduction of the Topic

23-40

Chapter-3

Objectives of the Study

41-42

Chapter-4

Research Methodology

43- 44

Chapter-5

Data Analysis & Interpretation

45-56

Chapter-6

Findings & Conclusion

57-60

Chapter-7

Suggestions

61-62

Chapter-8

Limitations of study

63-64

 Annexure  References

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Chapter-1 Company Profile

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Company Profile Lakshya Food (India) Limited is a Milk Processing unit of Redhu Group of companies. This incorporated dairy service and farming unit was started to offer animal health & nutrition, veterinary, laboratory services and Research and Development platform for dairy farmers in Northern India. This Company was basically set up to carry forward the objective of the Redhu Group of Companies, which is to provide quality services and products to the consumers. In addition to other things the company is primarily focusing on milk production and also finding ways and means of enhancing productivity. In addition to this the cattle are regularly screened so that they do not get impacted by mastitis which causes inflammation of the mammary glands and udders, which can adversely impact the milk output. One has to appreciate the fact that not only the productivity and commercial motive is kept in mind, the cattle are given humane treatment so that they are prevented of any serious ailments as well. The company is not only geared towards milk production schemes only, there is constant Research and Development conducted in this company to find ways and means of increasing productions. The local Murrah buffalos are genetically engineered in a manner so that they bear results similar to the Holstein cows; that are the highest milk producing cows in the world. For this reasons experts from related fields keep the Murrah buffalos in constant supervision to see if they are showing the desired results. Now this is certainly a daunting task, as a company which has had humble origins aspires to follow the lead to be the best in the world. This speaks volumes about the Mission and the Vision of the Company. Therefore one can say that the company has ventured into activities of dairy animal farming, breeding, providing balanced nutrition to the cattle along with qualitative & quantitative production enhancement. This company renders its services to an immense majority of industry stake-holders like small & marginal 8

farmers, rural women for dairy farming, government and private associates. By doing this they are contributing into the development of the economy as well. Lakshya further accelerates the economic development by setting up small diaries and milk producing plants that would provide adequate employment to the small farmers. These milk plants will produce various types of milk products such as curd, cheese, ice cream, ghee and a specialty in the form of Haryanvi Kheer. Being associated with Lakshya for employment also ensures that the milk produce is treated at par with the agricultural income, and thereby income tax redemptions are provided. All these efforts are geared to make the farmer selfsufficient and also enabling in uplifting the society. Therefore Lakshya is not only providing quality output, it is further forwarding the aspirations of Redhu Group to work towards the self sufficiency of the farmers and at the same time trying to grow as global leaders as well. In March 2010 India-based Lakshya Foods unveiled a milk processing plant in the village of Kandela in the Jind district of Haryana. Lakshya Foods is a subsidiary of Redhu Group, a leading poultry breeding company in northern India. The plant is the first venture by a private company into the region's dairy sector. The plant will provide employment for several dairy farmers and indirect employment for many others via milk processing and dairy operations. "The plant is the first venture by a private company into the region's dairy sector." The Jind district is underdeveloped and its populace is mainly dependent on dairy farming. A dairy plant set up by the government operates in the region with a capacity to process one lakh liters of milk a day.

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Similar operations exist in neighboring regions such as the Punjab where private companies have partnered with dairy farmers. Plant production The plant has been built at a cost of INR350m. It will initially have a capacity to process 150,000l of milk a day. The plant will mainly focus on milk production. It will also increase productivity and improve animal breeding. Lakshya owns about 1,500 Holstein cows to provide milk for the plant. The company is planning to add 150 cattle a year over the next five years to boost the plant's capacity. Lakshya has also partnered with more than 1,000 dairy farmers to supply milk for the plant. The farmers can apply for financial support from several banks. The company will supply animal feed, medicines and other services to the farmers for free. Technology Lakshya plans to export its products and is taking several steps to improve the quality of its milk, including training local farmers at the company's demonstration farm. "Lakshya owns about 1,500 Holstein cows." The firm has also set up various infrastructure facilities such as village-level milk collection centers, where the milk is collected and checked for quality. Chilling centers for every ten villages have also been set up by the company. In addition, Lakshya will provide farmers with technical and international breeding services. The company has an R&D center in the Dalamwala district of Haryana where it carries out research on the Murrah breed of buffalo. 10

Since the majority of local dairy farmers own the Murrah breed of buffalo, Lakshya will help them improve the quality of the milk to match that of the Holstein breed. It will achieve this by using high-quality HF semen during breeding. Expansion Redhu is planning to boost the daily processing capacity of the plant to 500,000l of milk in the next year. The company is planning to invest another INR1bn in expanding operations at the plant. Product Showcase

Dahi

Pasteurized Standardized Milk

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The plant will produce a range of milk and dairy-based products including milk, ghee, butter, cheese, yoghurt and lassi. It will also produce khoya, ice-cream, paneer and sweets. The products manufactured by the plant will comply with ISO and GMP quality standards. Haryana Chief Minister Bhupinder Singh Hooda today inaugurated Lakshya Foods (India) Limited's Milk Processing Plant 'Lakshya' in village Kandela in this district. Lakshya, built with an investment of Rs 35 crore has the capacity to process five lakh liters of milk every day, a company release said. The plant would not only help in providing employment to villagers but also provide comprehensive knowhow to farmers for sustainable milk production and quality improvement for handling rural animal population. Lakshya would also help farmers with technical services and international breeding services to associated farmers. The plant would generate employment for thousands of families directly and indirectly through employment from processing of milk, milk product and dairying. This could in turn help make animal farming a self-sustained and economically profitable operation for small farmers and landless rural people in Haryana, it added Lakshya Food (India) Limited is the new company of the Redhu Group engaged in business of preserving, producing and processing of poultry feed, chicks, eggs and birds. The Redhu Group has been in the animal feed and poultry industry for more than a decade and now intends to produce a large number of milk products such as milk, ghee, butter, dahi, khoya, ice-cream, paneer, cheese, sweets and lassi from the new milk processing plant in Jind.

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Redhu Group of Companies is a fast developing Organization that is renowned for its services in preserving, producing and processing' of Broiler Chicks, Broiler Chicken, Hatching Egg and Pellet Feed. The Group started their endeavor in a humble manner in the year 1995-96 with merely 2000 parent stock but in a short span of just 15 years the company has achieved a great success and being the biggest leading poultry breeding organizations in Northern India. It owes its success to the technical knowhow, and completely automated high tech integration that is followed in all the processes in the company. The core factor of success is that there is no compromise of any sort in terms of quality, and hygiene, therefore extra care is taken to hire personals that are highly skilled in their fields of operations. All these factors have led Redhu Group to enjoy unparallel command in the poultry sector with clearly no contenders all along. Now the group has become so huge that it is not only growing as a company; rather it is also providing employment to a major chunk of people in the Northern India who share their success with the company's growth. The worth of company that actually runs into crores is still progressing and making the lives of people happier

all

along.

Recently; the group has entered in the field of dairying farming, animal breeding and milk processing to achieve the new height in these fields. The company owes its success to Redhu Family, who have the Managing Directors and the entrepreneur of the company. This company started its operations in the year 1995 and since then there has been no looking back ever! Being a farmer in a familial manner, A qualified Civil Engineer in the family, but a Poultry Breeder by occupation. However, having the firsthand experience in the commercial breeding and farming units for over a decade has given this group the foresight and has also made his position so strong that they knows the ins and the outs of this business very well.

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Their vision, capability of business management, hard work, diligence, commitments to farming community and devotion to achieve all these goals has helped to change the lives of those who are associated with it. Moreover, their strong intuitive power and the right judgmental evaluation has helped them to steer

the

company

to

the

path

of

success.

The directors of the company, who are also related to it, are capable in their own ways. Sh. Baljeet Singh, Sh. Mohinder Singh, Sh. Amadeep Singh and Sh. Pradeep Singh all are highly qualified and experienced in their own fields and have contributed in many ways in the growth of the company. This company which was annually just producing 360000 chicks when it started has now expanded manifolds and the company has 3 sub companies of their own  Redhu Hatcheries Pvt. Ltd.  Redhu Farms Pvt. Ltd.  Lakshya Food (India) Limited This speaks volumes of the dedication, hard work; of the entrepreneurs who have helped the company grow manifolds in a very short span of time. Vision & Mission The Redhu Group of Companies aspires to be renowned globally for producing hi- tech poultry farm that is fully automated and is very hygienic. In doing so; they want to adhere to highest standards of excellence, code of conduct and ethics. In their growth they want their fellow beings to partake a part of their success so that they all can progress with the company too. The Redhu Group takes this as their Social and Economic contribution to provide employment and bring happiness and prosperity in the lives of rural Indians who are associated with the company. And the figures prove that they have done that

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in many ways! Along with this there is a social responsibility that the company has; which entails transformation or renovation of the economy for the betterment of all the individuals. By empowering the rural section it has treaded the path of a responsible business house that goes beyond its own personal gains and tries to establish itself in such a manner that there is a huge endeavor for the betterment of the society as such. Not only the economic prosperity rather the health and education plans of the workers are also kept in mind. After all a healthy work force can lead to a team of people that are committed to the company's goal. Strength of the Company The strength of the Company lies in the fact that the entrepreneurs are highly knowledgeable about the work that they are doing. They are totally involved in the entire process and they know what works best to produce the best results. In addition to this they have the most efficient people on role, best of doctors, best technician and the best marketing and sales personals, all of whom are totally focused in getting the best products out of their company. All the people associated with this company believe in a 'Total Win Win' situation making no compromises on quality at all. All this can be owed to a powerful management which has been able to balance all the aspects of a successful company very well. In addition to this another aspect that can be attributed as its strength is that all the assets of this company are totally owned by them. The Property is completely Redhu Groups, the net value of land alone goes into crores. The whole transportation system is again owned by the company. Reliable and hygienic vehicles with appropriate temperature control ensure that there is no compromise on the quality of milk products when they are to be taken to various places. Extra

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care is also taken to manage these well as all the milk products are temperature sensitive. Broiler Farming: Broiler Farming is a system where birds are cross bred mainly for the purpose of their meat. Redhu group has gained immense expertise in doing this, as the birds that are raised for meat are controlled in a strictly proscribed and hygienic environment that is technically hi tech with all the latest facilities available here. The Broiler Farming unit; that started in the remote area of Pilani, Haryana, and grew to become a fast emerging computerized breeding farm in entire North India; speaks a lot about the quality and clarity of vision of the powerful Redhu Group. The entire system of Broilers feeding is technically very advanced and is geared with automated feeding system that ensures that all the birds timely and hygienically fed with nutritious diets, so that the end product is healthy and is able to pass stringent nutritional laboratory tests. All this ensures that the quality of the products is maintained under all circumstances, as this is the main objective of Redhu Group that is to be very stringent about all the quality measures, so as to provide the best output to the consumers and no health compromises at all. Dairying Dairying is the process of producing, processing and further distribution of milk in the form of processed milk. Redhu groups has been doing this very effectively not only for their own benefit; rather a powerful group like this is also concerned about the betterment of the community. They see their growth as the growth of their fellow beings too. As is dairying has been attributed as an instrument for the economic and social development. The umpteen numbers of small milk suppliers that are scattered all over the rural areas collect their milk supply and further give

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it to this group for processing. This company in return produces iso & gmp quality standards of milk, which is procured from associated farmers. In order to maintain the best quality of milk, the team of very high quality doctors examine the cattle. The cattle feeding plant that is imported from Belgium ensures that the cattle are fed with superior grade food that is highly nutritious and has been handled hygienically. The constant monitoring of health of the cattle is also done to ensure the best results. In order to further pursue their dairying business, lakshya food (India) limited got started with an investment of 35 crores. In addition to providing employment to millions of farmers this company also educates the people in quality improvement for handling rural animal population. Hatchery and Breeder For the effectiveness of the company's broiler farming units and also for the betterment of the company's objective, it is very essential to have a hatchery and breeding unit. Redhu group's redhu hatcheries pvt ltd is effectively engaged in producing poultry chicks. The magnanimity of the operation can be judged from the fact that the company has 10 acres of land in Haryana exclusively for this purpose and an additional 5 acres in MP as well. The company has the capacity of producing over 6 lakh chicks on a monthly basis. The state of the art hatchery and breeder farms form the hub of the enormous broiler chicken business. One thing that is never compromised in redhu business deals is the quality. That is the reason why the company has progressed manifolds in a short span of time. It is fully equipped with state of the art advanced machines and extremely stringent sanitation and quality standards are maintained. Milk Processing

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Milk processing the milk that is collected from the farmers is processed to produce ghee, butter, dahi, khoya, ice-cream, panner, cheese, sweets and lassi. The company also intends to export the milk products. Therefore there are very aggressive attempts in the company to maintain the quality and also keep up to it in all manners. This company has been known for making the standards and once they have been achieved then there are efforts to raise the bar and raise the levels of their competence. This is something that has been the reason for this company's success too. Feed Production Redhu group of industries believes in providing balanced nutrition for its livestock. That is the reason why they have set up the most technically advanced feeding plant for their birds. This kind of backward integration and streamlining is possible only if the company has the capacity and the resources to do it. Redhu group of industries which has strongly established itself as the most powerful industries in northern India owes its success to the fact that it has reared and fed its birds with the tender care that is required for a successful and healthy enterprise. Using the capacity of totally hi tech machines, that are imported from Belgium, they ensure that the best food and best facilities are offered to the livestock that they are trying to rear. Insulated sheds are provided for the cattle to have a good temperature controlling system all to ensure that the end result is good. It is always considered that if the feed given to the animals is not healthy and balanced then one cannot expect good results from the cattle at all. After all you would only get what you put in the cattle. Therefore utmost care is taken to implement what kind of feeding material and environment is provided to the cattle when they are being fed. However, it is not only because of this selfish end that redhu group ensures that they should take care of the cattle, however, it is

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because of their humane tendency that they go out of the way to be careful about the feeding time and condition and feed type for the animals. This is itself spells the fact that redhu group is a class apart from the rest. Milk Processing

The milk that is collected from the farmers is processed to produce ghee, butter, dahi, khoya, ice-cream, planner, cheese, sweets and Lassi. The company also intends to export the milk products. Therefore there are very aggressive attempts in the company to maintain the quality and also keep up to it in all manners. This company has been known for making the standards and once they have been achieved then there are efforts to raise the bar and raise the levels of their competence. This is something that has been the reason for this company's success too. Group Companies Since its inception in 1995; Redhu Group has always tried to target for the best and also tried to achieve it as well. It is because of this reason that the company has grown manifolds in just a few years. It is the revolutionary standardized

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services facility that has enabled this kind of a magnificent growth. Moreover it is the vision and the foresight that the entrepreneurs have had in this company that has led to such an instant rapid growth for the entire Redhu Group. With the pioneering products, state of the art technology and timely delivery; Redhu Group has ventured even the unreachable locales. That is the reason it has been able to set up various industries under the same group in a short span of time. The following are the companies that are under the same ownership as Redhu Group:  Redhu Hatcheries Pvt. Ltd.  Redhu Farms Pvt. Ltd.  JM Feed Mills Pvt. Ltd.  Lakshya Food India Ltd.

Quality The Redhu Group of Companies offers quality services that are totally unsurpassed. First of all the company tries to make no compromises with excellence at any levels. There are stringent rules and regulations that are followed to ensure the best and the optimum output. In addition to this very highly advanced paraphernalia is used to further improvise the quality. Best grade machines are imported from outside to get superior performance on all sectors. Chicks are fed with good quality feed so that the end result is beneficial. There is a computerized record of feeding time and routine of the animals. In addition to this there is regular monitoring and health inspections of the chicks to ensure that the livestock is doing well. All this makes sure that the end result is good. The success and the affluence of this company can be easily attributed to its steadfast commitment to quality. Each and every aspect is tried and tested and evaluated in terms of strong quality standards to ensure that there are no

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compromises. After all, this company is dealing not only with the monetary aspect of success, for them success is making all the people associated with you grow along with your company, so that they can be happy for you and also contribute positively to the development of the company. Redhu group therefore believes in investing a lot in the manpower that is associated with their company. If the workers are happy and proud to be employed with your company, they would go out of their way to ensure the best quality output even if they are not being supervised by anybody. Therefore this humane attribute makes the company succeed in multifarious manners. In addition to this up to date latest technology is used with advanced equipment’s which further reinforce the quality standards for the company. The chicks are monitored internally as well as externally for the best output. Internally they are fed with the most superior quality grains and from the exteriors they are provided with the environment that ensures that they not get infected in any manner. Taking such precautions ensures that the best quality output reaches the consumers, and the consumers can be the best judge in this case, as they can taste the products and feel the difference in terms of the effort that has gone to rear the same.

Network Something that has had humble beginnings in Haryana is totally widespread all over India starting from UP, Bihar, Rajasthan and Haryana. It has also become the biggest group in Northern India. The fact that this company has maintained its standards in terms of unbeatable quality has ensured that they have paved their way into growing to be leaders in their own field. Their products are available in various sectors of India and gradually this company is trying to go global as well.

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Considering the growth and the speed with which this company has achieved success in its field of operation, there is no doubt of its impending success in the global arena. It is just going to be a matter of time; the moment they are out there they would just capture the entire market. Redhu Group is planning to start their Exports very soon. In this consumer driven economy, where there is so much of competition all around, QUALITY SPEAKS FOR ITSELF! Redhu group has been known for up keeping its standards, therefore the moment it has ventured into the commercial arena with its milk products, there has been no looking back since then. The acceptability that the company's products enjoy has made the network arena of this company very strong. If the base is strong then only it can withhold the pressures and commitments of consumers. Redhu Group has had no problems with this, considering the amount of pains this company takes to get the best output for the consumers. Therefore when the users know they can depend on this company to get the best products the fame of the products spreads. In fact this is how the company's network has been growing.... by targeting a lot of satisfied clients.

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Chapter-2 Introduction of Topic

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Organizational Constraints & Employees Expectation Constraint is an element factor or a subsystem that works as a bottleneck. It restricts an entity, project, or system (such as a manufacturing or decision making process) from achieving its potential (or higher level of output) with reference to its goal. Element, factor, or subsystem that works as a bottleneck. It restricts an entity, project, or system (such as a manufacturing or decision making process) from achieving its potential (or higher level of output) with reference to its goal. See also theory of constraints. The organization itself constrains decision makers and thus can create deviations from the rational model. Managers, for instance, shape their decisions to reflect the organizations performance evaluation and reward system, to comply with the organizations formal regulations, and to meet organizationally imposed time constraints. Previous organizational decisions also act as precedents to constrain current decision. Performance Evaluation Managers are strongly influenced in their decision making by the criteria on which they are evaluated. If a division manager believes that the manufacturing plants under his responsibility are operating best when he hears nothing negative, we should not be surprised to find his plant managers spending a good part of their time ensuring that negative information doesn’t reach the division boss. Similarly, if a college dean believes that an instructor should never fail more than 10% of her students to fail more reflects on the instructor’s ability to teach we should expect that instructor who want to receive favorable evaluations will decide not to fail too many students.

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Reward systems The organizations reward system influences decision makers by suggesting to them what choices are preferable in terms of personal payoff. For example, if the organization rewards risk aversion, manager are likely to make conservative decisions. From the 1930s through the mid-1980s, General Motors consistently gave out promotions and bonuses to managers who kept a low profile, avoided controversy, and were good team players. The result was that GM managers became very adept at dodging tough issues and passing controversial decisions on to committees. Formal Regulations All but the smallest of organizations create rules, policies, procedures, and other formalized regulations in order to standardize the behavior of their members. By programming decisions, organizations are able to get individuals to achieve high levels of performance without paying for the years of experience that would be necessary in the absence of regulations. And of course, in so doing, they limit the decision maker’s choices. System Imposed Time constraints Organizations impose deadlines on decisions. For instance, department budgets need to be completed by next Friday. Or the report on new- product development has to be ready for the executive committee to review by the first of the month. A host of decisions must be made quickly in order to stay ahead of the competition and keep customers satisfied. And almost all important decisions come with explicit deadlines. These conditions create time pressure on decision makers and often make it difficult, if not impossible, to gather all the information they might like to have making a final choice.

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Historical Precedents Decisions are not made in a vacuum. They have a context. In fact, individual decisions are more accurately characterized as points in a stream of decisions. Government budget decisions also offer an illustration of our point. Its common knowledge that the largest determining factor of the size of any given year’s budget is last year’s budget. Choices made today, therefore, are largely a result of choices made over the years. The inference is that these organizational constraints inhibit fresh ideas and decisions in view of the past actions. It is possible that the new ideas could have outperformed the old methodology but the managers are not willing to take a high risk due to fear of failure which may antagonize the top management. That is how the organization acts as a constraint. Many companies today are under intense economic pressure. Reorganizations, takeovers, mergers, downsizings, joint ventures, and other major changes are extremely common, as companies try to grow and survive. These changes present new challenges and demands for everyone, from the C.E.O to the telephone receptionist. All members of the organization must therefore learn to cope with change or suffer consequences. When change is not handled well, additional loss of jobs can occur. In addition, demoralization of the work force; increased worker turnover; decreased cooperation and teamwork; and increased levels of stress, anxiety, absenteeism, illness, and mistakes can follow. The purpose of this Special Report is to highlight eighteen principles that are useful for coping with organizational change. While all eighteen of these

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principles may not apply to your situation, please read through the entire list to find those that do appeal to you. Principles

IMPROVE LINES OF COMMU NICATIO N

BE PREPARED FOR CHANGE

WATCH OUT FOR UNREALI STIC EXPECTA TIONS

EXPRESS SADNESS , LOSS, ANXIETY ABOUT THE FUTURE

DON'T IGNORE YOUR FAMILY

DON'T LET YOURSEL F OR OTHERS BE ABUSED

CELEBRA TE YOUR ACCOMP LISHMEN TS

1. BE PREPARED FOR CHANGE Change is--and always has been--an inevitable part of life. In today's business climate, however, the pace of change has definitely increased. Since most people normally hate to go through change, you can easily understand how today's pace of change can be stressful for many employees. Most of us prefer established routines. We like to feel secure, stable, and familiar with our responsibilities. The one thing we hate most is uncertainty-- about our jobs, our future, our status in the organization, the role we are expected to play, and what other changes might be coming down the pike.

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Unfortunately, most businesses are forced to make changes today just to survive. Global transformations require speedy adjustments. Local and national economic forces must be recognized and responded to promptly. New sources of competition and new technologies suddenly appear out of nowhere. Like successful professional athletic teams, most businesses today must continually make changes to remain competitive. Thus, instead of fearing change, resisting it, or hoping it won't ever happen to you, it's much better to prepare yourself mentally for the inevitable changes that are likely to occur. Start today by imagining how you could cope with sudden, massive change. Think about likely scenarios and then brainstorm, on your own or with others, about how you might best respond. Assume that the "rug could get pulled from beneath you" at any time. Then, if this happens, you won't be caught off guard. You'll already be psychologically and emotionally ready. If the changes never come, you'll still be better off. Having prepared yourself in advance will enable you to feel much more confident and secure in your normal day- to-day activities. 2. EXPRESS SADNESS, LOSS, ANXIETY ABOUT THE FUTURE When change does occur, don't pretend it isn't painful. Yes, change can bring new opportunities for personal growth, accomplishment, and organizational success. But it also causes feelings of sadness, loss, and anxiety about the future. These are normal human responses.

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When people get laid off or fired, everybody hurts. We feel for our friends and coworkers. We empathize with their pain, anger, and sadness. In fact, we may have our own similar feelings to deal with, as new demands and responsibilities suddenly come our way. When people get promoted, when organizational relationships change, or when our own job responsibilities become altered, there is a normal reaction of sadness, anxiety, and loss. One of the worst things you can do when this happens is to pretend everything is "just fine." Even if you agree intellectually that the changes are necessary, emotionally you still may have some painful, negative reactions to deal with. Unfortunately, today's business culture has little regard for honest human emotions. Expressing or even acknowledging negative feelings is considered "inappropriate." Workers are expected to be upbeat, positive, and "team players" all the time. While this is a laudable goal, there should also be room for people to express heart-felt negativity as well. Truly enlightened business leaders know this. During times of significant change, they actively solicit negative feelings from their workers. They know that denying these feelings or trying to suppress their expression will only make things worse. 3. WATCH OUT FOR UNREALISTIC EXPECTATIONS Unrealistic expectations can be a tremendous source of stress and unnecessary suffering.

Unfortunately,

when

organizations

undergo

downsizings,

restructurings, or other major changes, a whole host of unhealthy, unreasonable expectations frequently arise. Upper management may expect, for example, that increased productivity will quickly occur, even though the work force has been seriously reduced. Or,

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management may expect they can impose any changes they want, without consider-ing how employees feel about them. Employees, on the other hand, might expect that management should always act in a caring and compassionate manner. They might expect better communication from company leaders; more sensitivity to their feelings and needs; or more respect for their health, well-being, and family responsibilities. While all of these things may be important for good employer-employee relationships, to expect them to be forthcoming from management (without encouragement from the rank-and-file) is to invite disappointment, resentment, and low morale. 4. DON'T LET YOURSELF OR OTHERS BE ABUSED During times of change, it is common to let yourself and others be easily abused. When workers have been fired or laid off, there is a natural tendency to wonder if you might be next. This climate of fear might prevent you from speaking up forcefully when excessive or unreasonable demands are placed upon you. Anxiety quickly spreads throughout the entire workforce, making it even more difficult to obtain support for questioning unreasonable company policies. But sometimes, questioning policies is healthy and appropriate. If you feel that you or fellow workers are being unfairly abused, try to tactfully broach this subject with your immediate superiors. Try to do this in a way that isn't offensive or that doesn't make you appear to be lazy, uncooperative, or unwilling to do your share. Yes, there is always a risk when you make such a move. You could easily get fired or be branded as a troublemaker. But if you truly have your company's interests at heart, you may be able to negotiate a more fair and humane work environment for all concerned.

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After all, if the remaining workforce is angry and demoralized, how could this possibly be good for business? 5. ACKNOWLEDGE ANY INCREASED PRESSURES, DEMANDS, OR WORKLOADS One of the biggest mistakes most companies make when they downsize or restructure is they fail to acknowledge the increased pressures, demands, and workloads that temporarily fall upon remaining employees. Sometimes, retained workers are asked to do the work of two or three individuals with little appreciation or acknowledgement. Their salaries are not increased commensurately or perhaps even at all. The resources made available to them are often very lean or nonexistent. While at the very same time, the demands on their productivity might be significantly increased! All of this could occur without even a word of thanks or gratitude from the company leaders who ultimately benefit from such an arrangement. Whether your company realizes how short-sighted this failure of recognition is, you don't have to compound this mistake. Be sure to regularly acknowledge to yourself and to your coworkers if your responsibilities have been substantially increased. While it may take time for you to successfully readjust, always strive to acknowledge whatever is true for you at the moment. Discuss your feelings with your family, friends, and loved ones. Consider discussing them with your superiors, if you think this would be appropriate. Just don't make the mistake of suppressing your feelings, denying them, or pretending they aren't really there. 6. PROTECT YOUR LEISURE TIME

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When companies undergo change, there is usually plenty of extra work to be done. Suddenly, people begin working through their lunch times. They can't find time to play golf, take a vacation, or even travel to their local fitness club. They begin to come home later and later in the evening, and they often find themselves back in the office on weekends and holidays. This is a very dangerous pattern to fall into. It can easily grow into a generally accepted mentality. Remember, just because everybody else in your organization starts acting insane, you don't have to go along. Fight against this common trend by protecting your leisure time, as best you can. Realize that during times of change and increased stress, it's actually more important to get away from your job and have some time each day for yourself. That way, you'll be refreshed, energetic, and much more productive than all those people who spend all their time on the job. 7. DON'T IGNORE YOUR FAMILY In addition to maintaining time for yourself, it's also important not to forget your family. Spouses, children, and other family members can be excellent sources of emotional support when times are tough at work. But they won't be in a very loving or supportive mood, if all you do is neglect them in favor of your job. Sure work often takes priority, but you family should be elevated to an equal priority as well. If you put too much emphasis on just one of these areas, and neglect the other, you're eventually going to find yourself in trouble. 8. DON'T TURN TO ALCOHOL, DRUGS, FOOD OR OTHER CHEMICAL COPING STRATEGIES

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During times of increased stress, people often look for rapid and easy means of symptom relief. Headaches, muscle aches, nervousness, irritability, and sleep disturbances can all be very disturbing. Please avoid the temptation to use alcohol, drugs, or other chemical coping methods to obtain relief from these common symptoms. Also watch out for tendencies to overeat, skip meals, or drastically alter your diet in response to increased pressures or an expanded work load. While most of these coping strategies can make you feel better in the short run, they each have serious (sometimes even fatal) long-term consequences. It's always better to use natural, non-chemical coping methods. Try to exercise more, communicate more, and set time aside each day to relax. Don't deprive your body of sleep or proper nutrition. You'll need both of these to cope with the many new demands that you might face. If your symptoms don't respond to these natural measures, or if you feel yourself turning toward alcohol, drugs, or other harmful behaviors, DON'T GIVE IN. Pick up the phone and make an appointment with your doctor or other trusted health professional. Be totally honest about your problems and listen carefully to what they recommend. If you don't have a family doctor, get one. Whatever you do, don't succumb to taking the easy way out. 9. REMAIN UPBEAT AND POSITIVE Even though you may be feeling stressed, angry, or scared about your future, you still need to remain upbeat and positive in most things you do. When organizations change, the climate should remain positive, even though individual members of the organization may be having all sorts of negative or uncertain feelings.

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I know this sounds contradictory, but it's not. Acknowledging any negative feelings you might be harboring actually improves your ability to remain upbeat and optimistic! When you're willing to look at all sides of your company's reorganization or change, your ability to notice the positives, as well as the negatives, improves. Then you can choose to focus on the positives, rather than dwell on the negatives. Please be clear about this very important point. I am not saying you should "pretend" you are upbeat when you are really feeling down. What I am saying is that if you force yourself to tell the whole truth, you'll see both the positive and negative aspects of any major change. This expanded perspective alone will almost always help you feel more positive and upbeat, without having to deny your feelings to the contrary. You can then use your powers as a creative human being to focus on just the positives (and help others in your organization to do the same) because you know from past experiences that this is a wise thing to do. If a few key people in each organization or department take on this role as a positive emotional leader, it will quickly spread to other employees as well. If nobody steps forward to remind people of the truth, it's easy for company employees to remain stuck in a chronic state of negativity. 10. GET CREATIVE One of the best ways to cope with organizational change is to "rev up" your natural powers for creative intervention. Most problems are amenable to creative, innovative solutions. The only thing that usually keeps these solutions from arising is our own internal barriers and selfimposed restrictions.

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Creative problem solving always involves risks. Proposing a new idea invites criticism from others. What if the idea fails? What if business losses occur? What if things end up worse than before? You've got to be willing to accept such risks if you're going to be free to think creatively. Trust yourself and others around you to recognize any really horrible idea before it gets implemented. Then give yourself permission to swing out and think creatively--allowing any and all ideas to come to mind. Many companies have regular "brainstorming" sessions for just this purpose. During times of reorganization and change, these creative sessions are very important. Time should be set aside to make them a common occurrence. 11. EXPAND YOUR VALUE TO THE COMPANY When times get tough and people are being laid off, remaining workers become very fearful. Instead of worrying or losing sleep over the possibility you might be let go, why don't you go into action and stack the deck in your favor. How? Very simple. Just make yourself incredibly valuable to your company. Offer to take charge of some problem or project that isn't working. Contribute creative ideas to appropriate people in the chain of command. Become very interested in the problems your boss and company owners are facing, and see how you can help them out. Stop worrying about yourself and your future and get busy helping your company grow and prosper. What's the worst that can happen? You might still might lose your job, but look at the bright side. You can take all that energy, drive, commitment, and creativity to your next place of employment. Who wouldn't be delighted to find an employee like that? It's a win-win situation for you, no matter what happens.

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12. CELEBRATE YOUR ACCOMPLISHMENTS In the business world today, most people tend to focus primarily on problems, mistakes, and obstacles to future company goals. We rarely take time to celebrate our accomplishments. Sure, there's the Christmas party in December and the annual company picnic in the summer. But do we "throw a party" every time a new client is landed, a new deal is secured, or we reach one of our interim team or departmental goals? Do we take time to celebrate the tremendous effort everyone is putting in? You'd be surprised how much of a difference this can make. You don't have to spend a lot of money or hold a gala event. You can have small, spontaneous celebrations any time you choose. If you are creative, you can find all sorts of ways to acknowledge and uplift your co-workers. You could even throw a "party" every once in a while to celebrate and acknowledge your boss! 13. SEEK APPROPRIATE COMPENSATION OR RISK SHARE ARRANGEMENTS This is a delicate subject, but it's an important one to consider. When companies downsize or reorganize, the overall payroll, including costs of employee benefits and other intangibles, are drastically reduced. At the same time, pressures on the remaining workers are significantly increased. It is very tempting for company leaders to keep all these financial savings for themselves or for the future needs of the company. In so doing, however, they may be perceived as taking unfair advantage of their employees.

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Employees know when they are being financially mistreated. They know they are doing the work of two or three people, yet they are only being paid as one. They know this and they tend to resent it. If you feel this way, try to negotiate a more favorable system of remuneration for yourself and other employees. See if you can come up with a creative formula to earn more money for the increased work you are doing. Consider some type of bonus arrangement, or perhaps a salary increases that gets activated if the temporary manpower shortage lasts beyond a reasonable period of time. Or consider lobbying for a company-wide incentive program, so that if everybody works hard to turn things around, they share financially in the success of the entire company. While it may be risky to propose such ideas, you should at least consider doing so. 14. IMPROVE LINES OF COMMUNICATION In general, the more "crazy" and chaotic your work situation becomes, the more you need good lines of communication. In fact, much of this "craziness" is directly caused by ineffective communication. Everyone must communicate more actively when organizations undergo change. This includes the boss, the CEO, and even the Board of Directors. It also includes middle managers, clerical staff, and other agents and employees. More meetings, not fewer, will probably be needed. When employees and managers are nervous, worried, and pressured, they have increased information needs. They deserve to know what's really going on and what is being planned for the future. If you don't supply these answers to them, they will make up ones

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on their own. Often, they will imagine the worst, when in fact, there may be very good reasons for hope and optimism. Evaluate your organization's communications needs and game plan. Talk to employees to see what communication needs they have. Find out what forms of communication they would find most helpful. Above all, realize how important and necessary good communication is in coping with the stress of major organizational change. But make sure communications are honest, sincere, respectful, and open- ended. 15. BECOME MORE EFFICIENT In addition to increasing your value to the company, you'll need to find ways to become more efficient. As organizations change and evolve over time, improvements in efficiency almost always coincide. After all, if you're going to take a leadership role, if you're going to handle bigger responsibilities, and if, at the same time, you're going to look for added ways to increase your value to your company, you are going to have to get more efficient or suffer a nervous breakdown. Fortunately, efficiency can be learned. There's an almost endless capacity for human beings to improve upon the way they do things. Whoever said "necessity is the mother of invention" spoke the truth. When you have so much work to do that you can't handle it anymore by using your present strategies and routines, you will quickly become an innovator. 16. LEARN FROM THE EXPERIENCES OF OTHERS Two very common mistakes people make when undergoing organizational change are: 1) they try to cope on their own; and 2) they fail to benefit from the experiences of others.

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With the rapid pace of organizational change today, thousands of people have faced circumstances similar to yours. Some of your friends, relatives, and other acquaintances have probably struggled with similar difficulties. Talk to these experienced people. Pick their brains. Find out what other people in similar companies are doing to deal with downsizings or expansions. Read books and articles. Listen to audiotapes on coping with organizational change. Attend lectures and workshops given by prominent people locally or around the country. Get involved. Get creative. Learn from others' mistakes and successful solutions. Don't just sit there and suffer quietly. Reach out for support and you will eventually find it. 17. RISE TO THE CHALLENGE Instead of viewing your particular situation as a problem, see if you can view it as an exciting challenge instead. Remember, change is inevitable, but being stressed by change is not. It all depends on how you look at change and how you choose to respond to it. In every organization undergoing change, some people rise to the challenge, while others don't and get left behind. Which group do you want to be in? Think about it seriously. You've got the power and ability to end up in either one. 18. NEVER BECOME COMPLACENT Once you've survived and successfully adjusted to a major organizational change, avoid the trap of becoming complacent. Future changes will probably occur, and you should be prepared for them--emotionally, physically, and also financially. Keep developing your skills and enhancing your value to the company. Learn to do as many jobs as you can. Take on a leadership role in having your company

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be successful. Take pride in helping others below you. And always let your superiors know you are ready and willing to help out whenever the need might arise. If you try to follow most of these 18 steps and still lose your job, so be it. You will have gained many useful skills and derived much personal satisfaction in the process. Your next employer will certainly be grateful to add someone like you to their team.

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Chapter-3 Objectives of the Study

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Objectives of the study

The first & foremost step in any research work is to identify the problems or objectives on which the researcher has to work on. To carry out the study at Lakshya Food India Ltd, I framed the following objectives: 1. To get the information about organizational constraints that effect employee’s expectation in the company. 2. To collect the information which organization really implements all the legal frame works as per factory act. 3. To know about the culture of the company. 4. To understand the status of employees participation in decision making process in the company. 5. To understand the routine problems of employee in organization.

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Chapter-4 Research Methodology

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Research Methodology Every project work is based on certain methodology, which is a way to systematically solve the problem or attain its objectives. According to Clifford Woody, “Research Methodology comprises of defining & redefining problems, collecting, organizing &evaluating data, making deductions &researching to conclusions.”

Research Design The formidable problem that follows the task of defining the research problem is the preparation of the design of the research project popularly known as the research design. Decision regarding what, where, when, how much, by which means concerning an inquiry or a research study constitute a research design. Primary source of data Questionnaire and personal interview from various Employees of Warehouse. Secondary source of data Annual report, website of Lakshya Food India Ltd., Company which contains details which is helpful for making my project report.

Sample For primary data, the population is the employees of Lakshya Food India Ltd. The sample is taken on the random basis. The size of sample is 20 employees Lakshya Food India Ltd... Sample Distribution Twenty employees are taken. Statistical tools I have used tabulation and pie charts to analysis and interpret the data so that everyone can easily understand the report.

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Chapter-5 Data Analysis

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Data Analysis Field Area: Lakshya Food India Ltd, Kandela ( Jind) Name of the Study: Organizational constraints & employees expectation. Duration: 07 June, 2018 to 23 July, 2018 No. Of Participants/Respondent: 20 As my questionnaire has 10 questions, I studied each and every respond question wise. I prepared my result on findings. So, now every question with findings is presented by pie chart and result is explained after graphical presentation:

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Que. 1 Do you get the salary on time as per your work done, quality&

Experience?

No 26%

Yes No

Yes 74%

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Que. 2 Do you get time in decision making process of departmental? Activities?

No 38% Yes No Yes 62%

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Que. 3 Are you satisfied with the promotion policy of your organization?

No 18%

Yes No

Yes 82%

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Que. 4 Are you satisfied with training & development program provided to you by your organization?

No 8%

Yes No

Yes 92%

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Que. 5 Is your organization really implement all the legal framework under factory act?

No 42% Yes No Yes 58%

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Que. 6 Is your organization handles all the grievances on time and

Property?

Yes 34% Yes No No 66%

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Que. 7 Is your organization has the open culture?

No 36% Yes No Yes 64%

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Que. 8 Are you satisfied with welfare programs provided to you by your Organization?

No 30% Yes No Yes 70%

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Que. 9 Are you satisfied with performance appraisal programs adopted by your organization?

No 14%

Yes No

Yes 86%

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Que . 10 Did you face any type of work stress at your work place in the

Company?

No 4%

Yes No

Yes 96%

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Chapter-6 Conclusion & Findings of the Study

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Conclusion Question wise % response of participants/respondents (employees): S. No 1

Questions

Yes

Do you get the salary on time as per your work 74

No 26

done, quality& experience? 2

Do you get time in decision making process of

62

38

82

18

Are you satisfied with training & development 92

08

departmental activities? 3

Are you satisfied with the promotion policy of your organization?

4

program provided to you by your organization? 5

Is your organization really implementing the

58

42

34

66

entire legal framework under factory act? 6

Is your organization handles all the grievances on time and property?

7

Is your organization has the open culture?

64

36

8

Are you satisfied with welfare programs

70

30

Are you satisfied with performance appraisal 86

14

provided to you by your organization? 9

programs adopted by your organization? 10

Did you face any type of work stress at your

96

04

72

28

work place in the company? Overall %

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Overall Satisfaction percentage of Participants/ Employees:

No 28%

Yes No

Yes 72%

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Findings of the Study The major findings of the project are enumerated as follows:  66 % respondents said that they are facing the grievance in any form in the company. They are working under stress.  Wages and salary is the not most prone subject in the company.  Workers feel hesitate to share their opinions about their problems due some lack of openness in the culture of the company.  Most of the respondents are satisfied with the promotion facilities provided by the company.  Employees get the salaries and wages on time in the company.  Employee’s works freely on their respective jobs and assigning tasks.  Company also organizes welfare & development program for development of the employees.  Company also provides regular training to employees to enhance their skills and productivity.  Company has effective performance appraisal system, that helpful to make the decision about training need and salaries designing.

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Chapter-7 Suggestions & Recommendation

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Suggestions & Recommendations Based on the data collected through the questionnaire and interactions with the Officers and Workers of lakshya milk plant, Jind the following suggestions & recommendations are made for consideration:  Company should try to create a sense of belongingness among its employees by introduction of new schemes and facilities.  Company should follow the policies laid with full devotion which will be helpful for the company in the long run.  Job descriptions, responsibilities should be as clear as possible. Everyone should be informed of company’s goals and expectation including what is expected from each individual.  Conflict management in the organization must be helpful to reduce the number of grievance rates.  Open door policy can be used. The barriers that exist between the various categories are to some extent broken by personal contact and mutual understanding.  Suggestion boxes can be installed. This brings the problem or conflict of interest to light.  Accident rates, Requests for transfers, Resignations, and disciplinary cases should be analyzed since they reveal the general patterns that are not apparent.  Temporary relief can be provided so that the delay does not increase his frustration and anxiety and thereby not affecting his / her morale and productivity.

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Chapter-8

Limitations of the Study

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Limitations of the Study

 Results of the research are drawn from the feedback of the respondents. So it can vary from the actual results.  The sample is selected on the basis of random, there may be chance to leave the important unit of universal.  The study involves the sampling method and the sample size is not very large.  Limited resources like limited time and money make our survey difficult.  Researcher has limited experience so it creates some type of difficulty.  This research has the limited area so it does not show the clear cut picture.  Some data are taken from the past basis so it may be wrong.

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Annexure

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Questionnaire Organizational Constraints & Employees Expectation At Lakshya Food India Ltd, Kandela ( Jind )

Name of Employee……………………………………………………….. Age.................................................. Sex…………………………………. Designation ……………………….. Organization……………………….. Length of Service………………………………………………………….. Educational Qualification…………………………………………………………..

Que. 1. Do you get the salary on time as per your work done, quality& experience? Yes

No

Que. 2 Do you get time in decision making process of departmental activities? Yes

No

Que. 3 Are you satisfied with the promotion policy of your organization? Yes

No

Que. 4 Are you satisfied with training & development program provided to you? By your organization? Yes

No

Que. 5 Is your organization really implement all the legal framework under factory Act? Yes

No

Que. 6 Is your organization handles all the grievances on time and property? Yes Que. 7

No

Is your organization has the open culture? Yes

No

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Que. 8 Are you satisfied with welfare programs provided to you by your Organization? Yes

No

Que. 9 Are you satisfied with performance appraisal programs adopted by your Organization? Yes

No

Que. 10 Did you face any type of work stress at your work place in the company? Yes

No

Note: Any information provided by employee or management related to the above information will always be remain confidential.

Suggestions:-

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Bibliography

Text Books



Research Methodology by C.B.Gupta.

 Journals of Lakshya Food India Ltd.  Reports of Lakshya Food India Ltd.

Websites

www.google.com www.wikipedia.com http://www. Lakshya Food India Ltd..com www.businessline.com. www.soople.com www.pdfcoke.com

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