TABLE OF CONTENTS General Training

1. 2. 3. 4. History of the Organization and Objective Organization Structure Financial Performance & Position (If any)

Personnel: Recruitment Process, Personal Policies, Training & Development, Welfare Activities (If any)

5. 6.

Production/Operation: Services Offered Marketing: Areas of Operation, Competitors, Market Share, Advertising & Sales Promotion

7. 8. 9.

Strength & Weakness of Organization Suggestion Any other point observed

Special Project Under Taken Chapter 1: Introduction of the Topic Chapter 2: Introduction of the Project 1. The Study and its Objectives 2. The Sample 3. The Tools Chapter 3: RESULT AND DISCUSSION Chapter 4: SUGGESTION AND IMPLICATION OF THE STUDY Chapter 5: CONCLUSION Chapter 6: References Annexure

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1.1 Company Profile, History of the organization & its objectives

COMPANY OVERVIEW

Cadbury, malanpur, India is a fully owned subsidary of Kraft Foods Inc. The combination of Kraft Foods and Cadbury creates a global powerhouse in snacks, confectionery and quick meals. With annual revenues of approximately $50 billion, the combined company is the worlds second largest food company, making delicious products for billions of consumers in more than 160 countries. We employ approximately 140,000 people and have operations in more than 70 countries.

In India, Cadbury began its operations in 1948 by importing chocolates. After 60 years of existence, it today has five company owned manufacturing facilities at Thane, Induri (Pune) and Malanpur (Gwalior), Bangalore and Baddi (Himachal Pradesh) and 4 sales offices (New Delhi, Mumbai, Kolkota and Chennai). The corporate office is in Mumbai. Our core purpose make today delicious captures the spirit of what we are trying to achieve as a business. We make delicious foods you can feel good about. Whether watching your weight or preparing to celebrate, grabbing a quick bite or sitting down to family night, we pour our hearts into creating foods that are wholesome and delicious. Currently, Cadbury India operates in four categories viz. chocolate confectionery,

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Milk food drinks, Candy and Gum category. In the chocolate confectionery business, Cadbury has maintained its undisputed leadership over the years, some of the key brands in India are Cadbury Dairy Milk, 5 Star, Perk, clairs and Celebrations.

Cadbury enjoys a values market share of over 70% the highest Cadbury brand share in the world. Our billion dollar brand Cadbury Dairy Milk is considered the gold standard for chocolates in India. The pure taste of CDM defines the chocolate taste for the Indian consumer. In the milk food drinks segment our main product is Bourn vita the leading malted food Drink (MFD) in the country. Similarly in the medicated candy category Halls is the undisputed leader. We recently entered the gums category with the launch of our worldwide dominant bubble gum brand Bubbaloo. Bubbaloo is sold in 25 countries worldwide.

Since 1965 Cadbury has also pioneered the development of cocoa cultivation in India. For over two decades, we have worked with the Kerala Agriculture University to undertake cocoa research and released clones, hybrids that improve the cocoa yield. Our cocoa team visits farmers and advise them on the cultivation aspects from planting to harvesting. We also conduct farmers meetings & seminars to educate them on cocoa cultivation aspects. Our efforts have increased cocoa productivity and touched the lives of thousands of farmers. Hardly surprising then that the cocoa tree is called the Cadbury tree.

Today as a combined company with an unmatched portfolio in confectionery, snacking and quick meals, we are poised in our leap towards quantum growth. We are the world No.1 Confectionery Company. And we will continue to make today delicious

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Cadbury Worldwide Cadbury India is a fully owned subsidy of Kraft Foods Inc. The combination of Kraft Foods and Cadbury creates a global powerhouse in snacks, confectionery and quick meals. We are currently the worlds No.1 confectionery and biscuit company. We are Also the worlds second largest food company with sales in approximately 160 countries. We employ approximately 140,000 people. With an incredible brand portfolio, we contrive to make a delicious difference, today and everyday.

Heritage; we have come a long way since J.L Kraft started selling cheese from a horse drawn wagon in 1903. Hard Work, imagination and commitment to bring the world its favorite foods has helped us grow into a company that touches more than a billion people in 160 countries. Everyday. One at a time.

Some fast facts on the combined company.

Our Global Reach Approximately $50 billion in revenues. 25% + of global revenue from emerging markets. #1 in global confectionery. #1 in global biscuits. More than 50% of global revenue from snacks and confectionery.

Our Brand Portfolio 11 brands with more than $1 billion in revenue. 70 + brands with more than $100 million in revenue. 40 + brands over 100 years old. 80% revenue from #1 share positions.

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BUSINEES UNIT:Cadburys operation is spilt into seven business unit:1.BRITAIN & IRELAND 2.MIDDEL EAST & AFRIKA (MEA) 3. NORTH AMERICA 4.SOUTH AMERICA EUROPE 6.ASIA & 7. PACIFIC While each unit management focuses on commercial operation in their geographical area. The unit also maintains team from each of the function below. FUNCTIONS:In conjunction with the seven business units described above, Cadbury have seven global functions. CATEGORY LED FUNCTIONS:1. Commercial 2. Science & technology 3. Supply chain. CORPORATE FUNCTION:1. Human resource and corporate affairs 2. Finance and information technology 3. Legal and secretariat 4. Strategy.

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REGISTERED OFFICE:Cadbury India Ltd. Cadbury House 19, B Desai Road Mumbai 400 026 Maharashtra India Tel: +91 22 4007 3100 Fax: +91 22 2352 1845

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Mumbai Cadbury India Ltd. Reyn. Basera Annexe Near Cooper Hospital Vile Parle West Mumbai 400 056 Maharashtra India Delhi Cadbury India Ltd 303 - 305 3rd Floor, Vipul Agora M.G. Road Gurgaon - 122 002 India

Chennai Cadbury India Ltd. 146- Second Floor Royapeth High Road Mylapore Chennai 600004 Tamil Nadu India Kolkota Cadbury India Ltd 9-A Esplanade Row Kolkota - 700 069 West Bengal India

Thane Cadbury India Ltd 1 Pokhran Road Eastern Express Highway Thane 400 606 Maharashtra India Himachal Pradesh Cadbury India Ltd Works: Hadbast No 199 Village Sandholi Baddi Tehsil- Nalagarh Dist. Solan 173205 Himachal Pradesh India

Pune Cadbury India Ltd Induri Factory Talegaon Dabhade Pune 410 507 Maharashtra India Gwalior Cadbury India Ltd Plot No 25 Malanpur Industrial Area Village Gurikha Tehsil Gohad Gwalior - 477 116 Madhya Pradesh India

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Bangalore Cadbury India Ltd Jodi Hanumanapalya Mahadevapura Post Mangalore Road Nelamangala 562 123 Bangalore Karnataka India

CADBURY INDIA LTD. PEOPLE STRENGTH AT MALANPUR MANGER 9 EXECUTIVE 49 OPERATURE 302 Total area in Malanpur is 24 acres constructed area is 8.5 acres.

DEMAND STRUCTURE OF CADBURY: (CUSTOMER & CONSUMER ) (RETAILERS) ( DISTRIBUTORS ) ( ZONE HEAD HEAD QUARTER ) ( COMPANY DEPOTS ) ( HEAD OFFICE ) ( MANUFACTURING SITE )

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COMPANY HISTORY 1948 The company was incorporated on 19th July, as a private Limited Company under the name of Cadbury fry (India) Private Limited and Commence Business soon there after. Manufacturing facilities were set up gradually. 1964 The company undertook at its own cost and responsibility the development of cocoa growing in the country, a specialist cocoa advisory service was created. A cocoa research centre was also created together with seeding nurseries and distribution centre. Through its subsidiary, endure farm Ltd. The company had set up facilities near Pune to breed cattle that would give improved yield of milk at economic feeding costs. 1967 Cadbury introduced the FIVE STAR and GEMS chocolates in 1967 and 1968 respectively.

1977 The name of the company was changed from Cadbury fry (India) private limited. , to Cadbury India private limited on 7th June. It was converted into a public limited company on 11th June. An agreement was entered into with Cadbury overseas Ltd. (Col) U.K., on SRD may, for technical services concerning new products and processes. The company entered into an agreement with CSOL for the grant of a license for continued use of the word Cadbury as part of the companys corporate name. The company was grated a letter of intent for the manufacture of 6,000 TONNES per annum of processed vegetable Oils/Fats (Cocoa butter substitute) wholly for export. The company also received also received a letter of intent for setting up manufacturing facilities in Jammu & Kashmir for the production of apple juice concentrate. Approval of government was received for technical collaboration with Bulmers of the U.K. Shares subdivided on 22.03.1976, 13, 60,905 bonus shares issued in prop. 10.50:1 on 28.04.1977. 9, 93,677 shares issued (prem. Re.1 per shares) 1, 43,677 shares reserved for allotment to resident Indian directors their friends and employees and 8, 50,000 shares offered to the public in July.

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1978 In December, CSOL disinvested out of their holdings in the company, 2, 90,515 equity shares of RS 10 each through an offer for sale at A premium of Rupees 3.50 per Shares as follows (1) 1, 30,515 shares to V. MALLYA and M.L .APTE and (11) 1, 60,000 shares to resident Indian shareholders as rights in proportion 1:10 out of which about 60,000 shares were reserved for Indian directors and employees of the company. After the offer for sale in December and new issue of capital in May 1979, the nonresident holding in the company was reduced to 40% With a view to upgrading the present technology, improve quality of the products, the company proposed to acquire technology and process know- how from Cadbury Schweppes PLC. (CSP), who offer the said services only to their wholly owned subsidiary companies. The company allotted during Jan. - Feb. 1993, along with its rights issue 22, 92000 equity shares of RS. 10 per share to CSOL. 1979 Industrial license for the apple juice project was received and the project was commissioned on 16th September, 1980. 5,15,808 shares issues (prem. RS 2.50 per shares) in may 1979:70,000 shares to UTI and 40,000 shares each to LIC and GIC; 44,760 shares to Indian directors and employees of the company and 3,21,048 shares as rights to resident Indian shareholders in prop. 1:4. 1981 The company received a certificate to manufacture 2,200 Tonnes of chocolates at indori. 1982 On 17th December, the name of the company was changed from Cadbury India limited, to Hindustan COCOA products limited, consequent to 60% of its shares being held by the Indian public. 1984 12, 00,000 bonus shares issued in prop. 2:5. The company launched its daily milk chocolate, which has now become the flagship brand of the company. A diversification into the ice-cream market in 1989 by introducing dollops was undertaken in a strategic alliance with Brooke bond India (a subsidiary of UNILEVER), which was sold off to the letter in 1992. 1985 The company explored the possibilities of entering into the business of software export. 10 | P a g e

1986 The company received approval of the company law board for undertaking software business and efforts were taken to explore the opportunities both at home and export market. 1987 In chocolate group, the company launched new products such as Crackle, Orange, Strawberry Crisp, Mello and Wildlife. BAR. For every Wildlife Bar Sold, the company makes a contribution to the wildlife fund, as per an agreement entered into with the fund. In the foods drinks the company launched choc o cheer.- 42,00,000 bonus shares issued in prop. 1:1. 1988 The chocolate division introduced some more new products to upper and lower ends of the market. In the food drinks area, a higher protein drink under the brand name enriches was successfully introduced. The company diversified into ice- cream market and a product under the brand name dollops was test marketed in Hyderabad on new years day. In order to meet the growing demand for the companys food drink products, it was decided to eatables a new factory at MALANPUR, BHIND DISTRICT in the state of Madhya Pradesh.

1989 The product of the food drinks was marketed under the brand name enriches. Effective 1st December, the name of the company was changed from Hindustan cocoa products, Ltd. To Cadbury India Limited to reflect the wider range of products manufactured / marketed by the company. 1993 With effect from 18th July. The companys ice-cream business comprising manufacturing arrangements with two well known brands DOLLOPS & LOPSTOP was transferred to Brooke Bond India limited for a consideration of RS. 1062.65 Lakes and an assurance from the company. To Brooke Bond that they would not make or sell ice- creams for a period of 8 years. During January- February, the company issued 16, 80,000 equity shares of RS. 90 Per share on rights basis in the proportion 1:5 (All were taken up). Allotments of 105 shares of these were kept in abeyance based on court orders. 16, 80,000 rights shares allotted (prem. RS. 90 per share prop, 1:5). Another 28,000 shares allotted to employees, etc. (PREM. RS. 90 per share) in 1992-93, 22, 92,000 shares allotted to CSOL (PREM. RS. 90 per share) 105 shares kept in abeyance were allotted.

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1994 The company undertook a modernization and rationalization programmed as its MALANPUR factory at a cost of rupees 40 crores 1995 Perk was launched from its MALANPUR Plant. Towards the end of 1996, the company has launched a new range of sugar confectionery, Googly a tangy, Fizzy fruit flavored candy in channel under the brand name Trevor. 74, 40,000 bonus shares issued in prop. 3:5. 1997 Cadbury India limited has announced rights issue of equity shares at a price of Rupees 150 each in the ratio of one equity share for every five shares hold. The company has fixed book closure for the purpose of determining rights entitlement between may 6 and June 2. Cadbury India limited has launched truffle- flavored soft centre moulded chocolate bar. The product was launched in Calcutta, Mumbai. And New Delhi during October with subsequent launches planned in Bangalore, Chennai, Hyderabad and other mini- metros in a phased- manner in November. Cadbury India is launching its well- known beverage bourn vita in sachets. 39.61.473 no. of equity shares of rupees 10 each at a premium of rupees 140 per share allotted on rights basis in prop. 1:5. 32 shares kept in abeyance issued. 1998 Cadburys launches picnic: Cadbury India limited on March 23, announced the launch of picnic in KARNATAKA. It is being made at a specially imported new line in the state of the art factory near Gwalior. Cadbury India is celebrating its golden jubilee in India. To commemorate the occasion, the company has organized a series of events for the employees and business associates in Mumbai. The branch offices and plant sites. The boards of directors of camp co have approved the proposal to enter into an agreement with Cadbury. Cadbury India is exploring the possibility of generating revenue from Cadbury house, its corporate headquarters at pedder road in south Mumbai.

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1999 Cadbury India limited has launched a new product. Nice cream, under its sugar confectioner business. The sugar candy has been launched only in Mumbai. During 1994-95 Cadbury entire range of products were introduced in Bangladesh. Its new Wafer product PERK was launched in sep.95. In Mumbai, Delhi, Calcutta, Pune, and Goa. The company launched a new range of sugar confectionery, Googly a tangy, Fizzy, Fruit flavored candy in Tamil Nadu under the trebor umbrella brand name. 2000 Cadburys has introduced Perk slims, a slimmer version of the Wafe. The company has relaunched Perk, its chocolate coated Wafer, it has four new layers covered in Cadbury Dairy Milk chocolate. Cadbury India limited has launched a range of gift packs for Diwali. The company had entered into a memorandum of understanding on July 5th to sell its immovable property at Colaba, Mumbai. 2001 Mathew Cadbury will take over as the new managing director of the rupees 511 Crore chocolate confectionery major. Cadbury India limited. With effect from February 5 The company has launched sweet nothings range of gift packs for valentine day.

2002 Cadbury Schweppes acquires 39.34% stake in its Indian subsidiary Cadbury India limited. Cadbury Schweppes pcl developed a new phenomenon allowing its consumers to define its brand profitle. Cadbury India has executed an agreement with kalpataru properties private limited for sale of land at thane. Cadburys market share has dipped to 70.7% due to competition. Cadbury India tapping unconventional marketing channels like non retail chain to drive their market expansion. The Maharashtra food and drugs administration seizes stocks and charges Cadbury with mis- branding. Cadburys buy out of Pfizers confectionary brand is expected to set a strong base in the oral gratification category. 13 | P a g e

2003 Cadbury India launches Cadburys heroes, which is a blend of companys leading brands. Adams will now be a part of the mass markets division of Cadbury India. Cadbury has roped in advertising firm called lemon to handle creative forits products temptation and milt treat. Cadbury India has dropped carat India and roped in Madison media for the media planning and buying. Cadbury India relaunched its flagship brand Cadbury Daily Milk. Cadbury to the up with BPL mobile for sms vending services. Cadbury India has been identified as innovation centre by its overseas parent. 2004 Amitabh Bachchan new brand Ambassadors for Cadbury Dairy Milk. 2005 Cadbury Schweppes Asia- pacific has announced that Mr. Bharat Puri, managing director of the Indian sub- continent, has been appointed commercial strategy director for Asiapacific and will be based in Singapore. 2007 Cadbury India has rolled out a Wafer-Based chocolate balled ULTA PERK nationally. ULTA PERK has been test marketed in southern states like TAMIL NADU and KARNATAKA for over 6 months and is now being launched in other parts of India. The product is targeted towards teenagers and youth. ULTA PERK will be the second product offering from Cadbury in the chocolate- Wafer segment, after the PERK brand.

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Objective of the Organization

Deliver superior shareowner performance -This aim was made to help Cadburys to deliver superior return to their shareowners. This will be done by increase in business performance. Cadburys measure shareowner returns by looking at the total return on their shares, or TSR (share price growth plus the value of reinvested dividends).

Delivering superior business performance. In 2008 and 2009 we are hoping to increase our sales by another 5%. Execute Fuel for Growth and focus on Free Cash Flow - Our Cash Flow for the year was 200m, down from 400m we aim to raise it to 400m again.

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1.2 ORGANIZATION STRUCTURE

Sales Head (Circle office)

ZBM (Gwalior Zone)

ASM (Centre)

ASM (North)

ASM (South)

ASM ( West)

TSM/TSEs

TSM/TSEs

TSM/TSEs

TSM/TSEs

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Board of Directors :S.No 1 2 3 4 5 6 7 8 9 10 11 Name Mr. C Y Pal Mr. Sanjay Purohit Mr. Atul Bhatia Mr. Jaiboy Phillips Mr. Sunil Sethi Mr. Rajesh Garg Mr. V Chandramouli Mr. Anand Kripalu Mr. Harsh Mariwala Mr. Radhakrishnan Menon Mr. Suresh Talwar Designation Chairman / Chair Person Executive Director Executive Director Executive Director Executive Director Executive Director Executive Director Managing Director Non Executive Director Non Executive Director Non Executive Director

Key Executives:S.No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 Name Mr. Arindam Saha Mr. Haresh Gill Mr. Amit Kochrekar Mr. Krishna Mohan Mr. Kunal Desai Mr. A S Giridhar Mr. A Viswanathan Mr. Golla Viswanadha Sai Mr. B Kartik Mr. K P Magudapathy Mr. Adrian A Correa Mr. Bhaskar Choudhuri Mr. Monaz Noble Mr. Bharat Bachubhai Thakkar Mr. Shivanand Sanadi Mr. Vivek Sarabhai Mr. Dharmesh Joshi Designation Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Associate Vice President Category Manager Company Secretary & AVP Sales Manger Vice President Vice President Vice President 17 | P a g e

Mr. Acchan Lakshminarasimh Arulalan Associate Vice President

FINANCIAL PERFORMANCE Cadbury plc is British confectionery company, the industry's second-largest globally after the combined Mars-Wrigley. Headquartered in Cadbury House in the Uxbridge Business Park in Uxbridge, London Borough of Hillingdon, England and formerly listed on the London Stock Exchange, Cadbury was controversially acquired by Kraft Foods in February 2010, after integration the combined Cadbury and Kraft companies became the largest confectionery company in the world again. The company was an ever-present constituent of the FTSE 100 from the index's 1984 inception until its 2010 takeover. The firm was known as "Cadbury Schweppes plc" from 1969 until a May 2008 demerger, which saw the separation of its global confectionery business from its U.S. beverage unit, which has been renamed Dr Pepper Snapple Group Inc. This research presents Analysis of Cadbury Plc. A complete and comprehensive analysis of Cadbury Plc includes an overview of the industry the company operates in, a PEST Framework Analysis of the industry, and then moves on to analyzing the company itself. Company analysis includes a history of Cadbury Plc, a business segment analysis of the segments Cadbury Plc operates through, a look at the organization structure of the company, a geographical operating segments analysis, an analysis of the company's major competitors.

Balance Sheet of Cadbury India Dec '09 12 mths Sources Of Funds Total Share Capital Equity Share Capital Share Application Money Preference Share Capital Reserves Revaluation Reserves Networth 31.07 31.07 0.00 0.00 499.73 0.00 530.80 32.18 32.18 0.00 0.00 432.22 0.00 464.40 Dec '08 12 mths

------------------- in Rs. Cr. ------------------Dec '07 12 mths Dec '06 12 mths Dec '05 12 mths

33.20 33.20 0.00 0.00 372.94 0.00 406.14

34.36 34.36 0.00 0.00 357.73 0.00 392.09

35.71 35.71 0.00 0.00 398.10 0.00 433.81 18 | P a g e

Secured Loans Unsecured Loans Total Debt Total Liabilities

2.28 9.89 12.17 542.97 Dec '09 12 mths

32.02 9.68 41.70 506.10 Dec '08 12 mths

1.28 7.48 8.76 414.90 Dec '07 12 mths

3.26 6.75 10.01 402.10 Dec '06 12 mths

3.71 4.51 8.22 442.03 Dec '05 12 mths

Application Of Funds Gross Block Less: Accum. Depreciation Net Block Capital Work in Progress Investments Inventories Sundry Debtors Cash and Bank Balance Total Current Assets Loans and Advances Fixed Deposits Total CA, Loans & Advances Deffered Credit Current Liabilities Provisions Total CL & Provisions Net Current Assets Miscellaneous Expenses Total Assets Contingent Liabilities Book Value (Rs) 724.75 372.09 352.66 152.53 18.01 199.82 31.09 271.50 502.41 74.20 0.00 576.61 0.00 534.02 22.83 556.85 19.76 0.00 542.96 150.97 1,708.53 586.94 335.55 251.39 123.86 2.92 222.81 19.67 269.59 512.07 69.82 0.00 581.89 0.00 433.56 20.40 453.96 127.93 0.00 506.10 113.74 144.30 544.77 299.18 245.59 25.58 298.49 151.02 13.14 8.90 173.06 72.34 0.62 246.02 0.00 370.89 29.91 400.80 -154.78 0.00 414.88 106.12 122.32 430.21 265.13 165.08 82.18 253.42 122.08 11.37 11.20 144.65 44.27 0.62 189.54 0.00 275.84 25.96 301.80 -112.26 13.68 402.10 84.75 114.12 395.50 234.88 160.62 29.55 258.21 102.33 10.68 18.40 131.41 53.39 0.00 184.80 0.00 205.09 13.41 218.50 -33.70 27.35 442.03 66.54 121.48 19 | P a g e

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PRODUCT AND OPERATION

Currently Cadbury India operates in four categories via chocolate confectionary, milk, food drinks, and candy and gum category. In the chocolate confectionary business. Cadbury has maintained its undisputed leader ship over the years. CADBURY DAIRY MILK

5 STAR

PERK

ECLAIRS

CELEBRATION

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TEMPTATION

HALLS

BOURNVITA

GEMS

BYTES

BOURVILLE

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BUBBLOO

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1.7 CADBURY MARKETING

1 - PRODUCT The average company will compete for customer by conforming to his expectation consistently. But the winner will surpass them by constantly exceeding his expectation, delivering to his door step additional benefits which he would never have imagined . Cadburys offer such product. The wide variety products offered by the company include: I. Chocolate & Confectionary 1) Dairy Milk 2) Fruit & Nut 3) 5 Star 4) Break 5) Perk 6) Gems 7) Eclairs 8) Nutties 9) Temptation 10) Milk Treat II. Beverages

III. Food Drinks 1) Bourn vita 2) Drinking chocolate 3) Cocoa 2 Pricing Make no mistake. Second P of marketing is not another name for blindly lowering prices and relying on this strategy alone to increase sales dramatically. The strategy used by Cadburys is for matching the value that customer pays to buy the product with the expectation they have about what the production is worth to them. Cadburys has launched various products which cater to all customer segments. So every customer segment has different price expectation from the product. Therefore maximizing the returns involves identifying right price level for each segment, and then progressively moving 28 | P a g e

through them. Dairy Milk Rs. 15 Perk Rs. 10 5 Star Rs. 10 Friut and Nut Rs. 22 Gems Rs. 10 Break Rs. 5 Nutties Rs. 18 Bournvita (500 gm) Rs. 104Drinking chocolate Rs. 50 Drinking chocolate Rs. 50 3 - Physical Distribution Place Distribution Equity:It takes much more time and effort to build, but once built, distribution equity is hard to erode. The fundamental axiom of Indian consumer market is this: You can set up a state-of the-art manufacturing facility, hire the hottest strategies on the block, swamp prime television with best Ads, but the end of it all, you should know how to sell your products. The cardinal task before the Indian market in managing is to shoe-horn its product on retail shelves. Buyers are paying for distribution equity not brand equity and market shares. Why does the company need distribution equity more in India? With technology and competitive pressure slash in it is becoming increasing difficult for marketers to retain a unique product differentiation for long period. In a product and price parity situation, the brand that sells more is the one that reaches the highest number of customers. India 1 billion people, 155 million household has over 4 million retail outlets in 5351 urban markets and 552725 villages, spread cross 3.28 million sq. km. television has already primed and population for consumption, and the marketer who can get to the to the consumer ahead of competition will give a hard to overtake lead. But getting their means managing wildly different terrains-climate, language, value system, life style, transport and communication network. And your brand equity isnt going to help when it comes to tackling these issues. Own distribution network consist of clearing and forwarding (C&F) agents & distribution stockiest. This network of distribution can either contact wholesalers and which in turn retailers or the distributors can contact to the retailers directly. Once the stock product reaches retailers, the prospective customers can have access to the 29 | P a g e

product. Cadburys distributes the product in the manner stated above. Cadburys distribution network has expanded from 1990 distributors last year to 2100 distributors and 4,50,000 retailers. Beside use of TI to improves logistics, Cadbury is also attempting to improve the distribution quality. To address the issue of product stability, it has installed visi colors at several outlets. This helps in maintaining consumption in summer when sales usually drops due to the fact that the heat affects product quality and thereby off takes. Looking at the low penetration of the chocolate, a distribution expansion would itself being incremental volume. The other reason is arch rival Nestle reaches more than a million retailers. This increase in distribution is going to be accompanied by reduction in channel costs. Cadburys marketing costs, at 18% of total costs, is much higher than Nestls 12% or even pure sugar confectionery major Parrys 11%. The company is looking to reduce this parity level. At Cadbury, they believe that selling confectionery is it like selling soft drinks.

4 - Promotion Effective advertising is rarely hectoring or loudly explicit. It often both attracts and generates arm feelings. More often than not, a successful campaign has a stronger element of the unexpected a quality that good advertising shares with much worthwhile literature. To penetrate into the inner recesses of customer memory, communication must first ensure exposure, grab his attention evoke his comprehension, grab his acceptance and then extract retention competing with thousands of other units of communication trying to do the same. Finding showed that the adults felt too conscious to be seen consuming a product actually meant for children. The strategic response addresses the emotional appeal of the band to the child within the adult. Naturally, that produced just the value vacuum that Cadbury was looking to fill. Thereafter it was the job of the advertising to communicate customer the wonderful feeling that he could experience by re-discoursing the careful, unselfish conscious, pleasure seeking child within him and graft these feeling onto the Ad campaign like Khane Walon Ko Khane Ka Bahana Chahiye for CMD and Thodi Si Pet Pooja Kabhi Bhi Kahin Bhi for Perk have been sure shot winner with the audience. Whirl with the new launched temptations with the slogan Too To Share the communication resolves around the reluctance of a person whos got their hand on a bar of temptation to let anyone else to have a bite. As well as outdoor and radio ads, ad agency contract has created communication for cinemas and even ATM machines for the brand. 30 | P a g e

All ICICIs ATM a message flashes on the screen as soon as customer inserts his ATM card. It tells the customer that this would be good time to get out of his temptation since he/she is bound to be alone. Something familiar is planned for phone-book as well. In cinemas, Cadbury has a message on-screen just before the lights are dimmed to give them a chance to get their temptations. There will also be after dinner sampling in restaurants to begin with, 30 catteries in Mumbai have been selected. The next round of activity will include the wafer-chocolate Perk and the Picnic bar, which has faced problems with its taste, because of the peanut it contains. Milk treat has also been launched in a module bar form, just in time of Diwali gifting market. clairs has got potential for much wide distribution, in a small sweets that airlines, hostels, and up market retail outlet offer to guest and customers. Ad spend in 2000 was about 14% of sales and the management said that plans to maintain as spend at this level in the current year also. Ad since any discussion today would be incomplete without mention e word, the management plans to tap this new channel of marketing. Beside three company website(i.e.www.cadburyindia.com,wwww.bourvita.com,www.cadburygift.com) that the company has launched, it had also entered into various marketing relationship with other portals, specially targeted during festivals and events such as Valentines day , etc. Its a combination of spiffing up its key brand, researching and improving the newer products that havent taken off, supported with high ad spends that Cadbury hopes will see it emerges stronger after the current slowdown, as well as expand the market. 5 Positioning In the 1970s consumers were ready to pay more for more, and luxury goods flourished. In the 1980s, consumers began to demand more for same, and the discounting era grew strong. Todays consumer demanding more for less, and the winner will be that super value marketers. Some of todays most successful companies recognize those customers are more educated and able to recognize true customer value Positioning is simply concentrating on an idea or even a word defines that company in the mind of the consumer. It is more efficient to market one successful concept to one large group of people than 50 product or service ideas to 50 separate group repositioning is a must when customer attitude have changed and product have strayed away from the consumers long 31 | P a g e

standing perception of them Cadburys is an anchor in sea of confectionary products. As a variety of competitive claims assails her senses, today customer uses complicated decision making process to assess the alternative before making a purchase. Since Cadburys is more clearly associated with a particular set of attributes in terms of benefits and prices, the quicker becomes her search process.

1.8 Strength and Weakness

Strength
1. Very strong brand equity in India. 2. Due to its 54 years presence in India has deep penetration 2100 distributors; 450,000 retailers, 60 mid urban (22%) customers. 3. Three sectors; Chocs (70% share), Confec (4%), food drinks (14% - leader in brown segment). 4. Low cost of production due to economic of scale. That means higher profits. Better market penetration. 5. Second best manufacturing location throughout Cadbury Schweppes.

Weakness
1. Poor technology in India compared to current international technologies (Godiva, Mozart, Fazer, Dint, Naushans, etc...) 2. Ltd. Key products, only one central brand (CDM). Pralines range totally wising in India. 3. Make in India tag once the economy opens up wore and imports rush in.

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CHAPTER 2 RESEARCH METHODOLOGY

INTRODUCTION OF THE TOPIC JOB SATISFACTION & PSYCHOLOGICAL VALUE INTRODUCTION
Job satisfaction is not the same as satisfaction. It is more if an attitude, an internal state of the person concerned. It could, for example, be associated with a personal feeling of achievement. Job satisfaction is an individuals emotional reaction to the job itself. It is his attitude towards his job. Definitions: Job satisfaction does not seem to reduce absence, turnover and perhaps accident rates. -Robert L. Kahn

Job satisfaction is a general attitude towards ones job: the difference between the amount of reward workers receive and the amount they believe they should receive. -P. Robbins

Job satisfaction defines as The amount of over all positive affect (or feeling) that individuals have toward their jobs. -Hugh J. Arnold and Daniel C. Feldman

Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. If you dislike your job intensely, you will experience job dissatisfaction. By Andrew J DuBrins, The practice of supervision, New Delhi Job satisfaction is one part of life satisfaction. The environment influences the job. Similarly, since a job is important part of life, job satisfaction influences ones general life satisfaction. Manager may need to monitor not only the job and immediate work environment but also their employees attitudes towards other part of life.

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JOB

FAMILY

POLITICS

LIFE

LEISURE

RELATED ELEMENT OF LIFE SATISFACTION

Human life has become very complex and completed in now-a-days. In modern society the needs and requirements of the people are ever increasing and ever changing. When the people are ever increasing and ever changing, when the peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of industrial workers us very important for the industry to function successfully. Apart from managerial and technical aspects, employers can be considered as backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction. Any business can achieve success and peace only when the problem of satisfaction and dissatisfaction of workers are felt understood and solved, problem of efficiency absenteeism labour turnover require a social skill of understanding human problems and dealing with them scientific investigation serves the purpose to solve the human problems in the industry. a) Pay. b) The work itself. c) Promotion d) The work group. e) Working condition. f) Supervision.

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PAY Wages do play a significant role in determining of satisfaction. Pay is instrumental in fulfilling so many needs. Money facilities the obtaining of food, shelter, and clothing and provides the means to enjoy valued leisure interest outside of work. More over, pay can serve as symbol of achievement and a source of recognition. Employees often see pay as a reflection of organization. Fringe benefits have not been found to have strong influence on job satisfaction as direct wages. THE WORK ITSELF Along with pay, the content of the work itself plays a very major role in determining how satisfied employees are with their jobs. By and large, workers want jobs that are challenging; they do want to be doing mindless jobs day after day. The two most important aspect of the work itself that influence job satisfaction are variety and control over work methods and work place. In general, job with a moderate amount of variety produce the most job satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with too much variety and stimulation cause workers to feel psychologically stressed and burnout. PROMOTION Promotional opportunities have a moderate impact on job satisfaction. A promotion to a higher level in an organization typically involves positive changes I supervision, job content and pay. Jobs that are at the higher level of an organization usually provide workers with more freedom, more challenging work assignments and high salary. SUPERVISION Two dimensions of supervisor style: 1. Employee centered or consideration supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them. 2. The other dimension of supervisory style influence participation in decision making, employee who participates in decision that affect their job, display a much higher level of satisfaction with supervisor an the overall work situation. WORK GROUP Having friendly and co-operative co-workers is a modest source of job satisfaction to individual employees. The working groups also serve as a social support system of employees. People often used their co-workers as sounding board for their problem of as a source of comfort. WORK CONDITION The employees desire good working condition because they lead to greater physical comfort. The working conditions are important to employees because they can influence life outside of work. If people are require to work long hours and / or overtime, they will have very little felt for their families, friends and recreation outside work. 35 | P a g e

Determinants of job satisfaction: While analyzing the various determinants of job satisfaction, we have to keep in mind that: all individuals do no derive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. Therefore, it appears that besides the nature of job and job environment, there are individual variables which affect job satisfaction. Thus, all those factors which provide a fit among individual variables, nature of job, and situational variables determine the degree of job satisfaction. Let us see what these factors are. Individual factors: Individuals have certain expectations from their jobs. If their expectations are met from the jobs, they feel satisfied. These expectations are based on an individuals level of education, age and other factors. Level of education: Level of education of an individual is a factor which determines the degree of job satisfaction. For example, several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. In their case, Peters principle which suggests that every individual tries to reach his level of incompetence, applies more quickly. Age: Individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this. When individuals join an organization, they may have some unrealistic assumptions about what they are going to drive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. At the last, particularly at the fag end of the career, job satisfaction goes down because of fear of retirement and future outcome. Other factors: Besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favourable social and family life, he may not feel happy at the workplace. Similarly, other personal problems associated with him may affect his level of job satisfaction. Personal problems associated with him may affect his level of job satisfaction.

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Nature of job: Nature of job determines job satisfaction which is in the form of occupation level and job content.

Occupation level: Higher level jobs provide more satisfaction as compared to lower levels. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders. For example, professionals derive more satisfaction as compared to salaried people: factory workers are least satisfied. Job content: Job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it, and the degree of responsibility and growth it offers. A higher content of these factors provides higher satisfaction. For example, a routine and repetitive lesser satisfaction; the degree of satisfaction progressively increases in job rotation, job enlargement, and job enrichment. Situational variables: Situational variables related to job satisfaction lie in organizational context formal and informal. Formal organization emerges out of the interaction of individuals in the organization. Some of the important factors which affect job important factors which affect job satisfaction are given below: 1. Working conditions: Working conditions, particularly physical work environment, like conditions of workplace and associated facilities for performing the job determine job satisfaction. These work in two ways. First, these provide means job performance. Second, provision of these conditions affects the individuals perception about the organization. If these factors are favourable, individuals experience higher level of job satisfaction. 2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee-oriented supervision, there is more concern for people which is perceived favourably by them and provides them more satisfaction. In job oriented supervision, there is more emphasis on the performance of the job and people become secondary. This situation decreases job satisfaction . 3. Equitable rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. If the reward is perceived to be based on the job performance and equitable, it 37 | P a g e

offers higher satisfaction. If the reward is perceived to be based on considerations other than the job performance, it affects job satisfaction adversely. 4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. If the present job offers opportunity of promotion is lacking, it reduces satisfaction. 1. Work group: Individuals work in group either created formally of they develop on their own to seek emotional satisfaction at the workplace. To the extent such groups are cohesive; the degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a cohesive group, people derive satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction. Effect of Job Satisfaction

Job satisfaction has a variety of effects. These effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism, and turnover. Physical and Mental Health: The degree of job satisfaction affects an individuals physical and mental health. Since job satisfaction is a type of mental feeling, its favourableness or unfavourablesness affects the individual psychologically which ultimately affects his physical health. For example, Lawler has pointed out that drug abuse, alcoholism and mental and physical health result from psychologically harmful jobs. Further, since a job is an important part of life, job satisfaction influences general life satisfaction. The result is that there is spillover effect which occurs in both directions between job and life satisfaction. Productivity: There are two views about the relationship between job satisfaction and productivity: 1. A happy worker is a productive worker, 2. A happy worker is not necessarily a productive worker. The first view establishes a direct cause-effect relationship between job satisfaction and productivity; when job satisfaction increases, productivity increases; when satisfaction decreases, productivity decreases. The basic logic behind this is that a happy worker will put more efforts for job performance. However, this may not be true in all cases.

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For example, a worker having low expectations from his jobs may feel satisfied but he may not put his efforts more vigorously because of his low expectations from the job. Therefore, this view does not explain fully the complex relationship between job satisfaction and productivity. The another view: That is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and productivity. Various research studies also support this view. This relationship may be explained in terms of the operation of two factors: effect of job performance on satisfaction and organizational expectations from individuals for job performance. 1. Job performance leads to job satisfaction and not the other way round. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. There are two types of rewardsintrinsic and extrinsic. The intrinsic reward stems from the job itself which may be in the form of growth potential, challenging job, etc. The satisfaction on such a type of reward may help to increase productivity. The extrinsic reward is subject to control by management such as salary, bonus, etc. Any increase in these factors does not hep to increase productivity though these factors increase job satisfaction. 1. A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and, therefore, he cannot go beyond certain output. Further, this constraint affects the managements expectations from the individual in the form of lower output. Thus, the work situation is pegged to minimally acceptable level of performance. However, it does not mean that the job satisfaction has no impact o productivity. A satisfied worker may not necessarily lead to increased productivity but a dissatisfied worker leads to lower productivity.

Performanc e

Satisfaction Intrinsic reward Extrinsic reward Perceived equity of rewards

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DIMENSIONS OF JOB SATIFACTION Job satisfaction is a complex concept and difficult to measure objectively. The level of job satisfaction is affected by a wide range of variables relating to individual, social, cultural, organizational factors as stated below:-

Individual:- Personality, education, intelligence and abilities, age, marital status, orientation to work. Social factors:-Relationship with co-workers, group working and norms, opportunities for interaction, informal relations etc. Organizational factors:- Nature and size, formal structure, personnel policies and procedures, industrial relation, nature of work, technology and work organization, supervision and styles of leadership, management systems, working conditions. Environmental factors:-Economic, social, technical and governmental influences. Cultural factors:-Attitudes, beliefs and values. These factors affect job satisfaction of certain individuals in a given set of circumstances but not necessarily in others. Some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects .Thus, overall degree of job satisfaction may differ from person to person.

IMPORTANCE TO STUDY JOB SATISFACTION The importance to the study of job satisfaction level is very important for executives. Job satisfaction study importance can be understood by the answer of the following question 1) Is there room for improvement? 2) Who is relatively more dissatisfied? 3) What contributes to the employee satisfaction? 4) What are the effects of negative employee attitudes?

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Benefits of job satisfaction study Job satisfaction surveys can produce positive, neutral or negative results. If planned properly and administered, they will usually produce a number of important benefits, such as1. It gives management an indication of general levels of satisfaction in a company. Surveys also indicate specific areas of satisfaction or dissatisfaction as compared to employee services and particular group of employee. 2. It leads to valuable communication brought by a job satisfaction survey. Communication flow in all direction as people plan the survey, take it and discuss the result. Upward communication is especially fruitful when employee are encouraged to comment about what is on their minds instead of merely answering questions about topics important to management. 3. as a survey is safety value, an emotional release. A chance to things gets off. The survey is an intangible expression of managements interest in employee welfare, which gives employees a reason to feel better towards management. 4. Job satisfaction surveys are a useful way to determine certain training needs. 5. Job satisfaction surveys are useful for identifying problem that may arise, comparing the response to several alternatives and encouraging manager to modify their original plans. Follow up surveys allows management to evaluate the actual response to a change and study its success or failure. Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity the quantity and quality of output per hour worked seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent.. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. Tangible ways in which job satisfaction benefits the organization include reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a more healthy work force and has been found to be a good indicator of longevity. And although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a 41 | P a g e

prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory"

SATISFIED EMPLOYEE

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Objectives
The objective of the study is to find out the satisfaction level of employee in Cadbury India Ltd., Malanpur.

To find that whether the employees are satisfied or not.

To analyse the companys working environment.

To check the Degree of satisfaction of employees.

To find that they are satisfied with their job profile or not.

To study the relationship between the personal factors of the Employee (Income, Designation, Educational qualification, Gender, etc.,)

THE SAMPLE Research methodology is a way to systematically solve the research problem. It deals with the objective of a research study, the method of defining the research problem, the type of hypothesis formulated, the type of data collected, method used for data collecting and analyzing the data etc. The methodology includes collection of primary and secondary data. 5.1 TYPE OF RESEARCH

DESCRIPTIVE RESEARCH

The study follows descriptive research method. Descriptive studies aims at portraying accurately the characteristics of a particular group or situation. Descriptive research is concerned with describing the characteristics of a particular individual or a group. Here the researcher attempts to present the existing facts by collecting data. 43 | P a g e

5.2 RESEARCH DESIGN

A research design is a basis of framework, which provides guidelines for the rest of research process. It is the map of blueprint according to which, the research is to be conducted. The research design specifies the method of study. Research design is prepared after formulating the research problem.

5.3 SOURCES OF DATA Data are the raw materials in which marketing research works. The task of data collection begins after research problem has been defined and research design chalked out. Data collected are classified into primary data and secondary data PRIMARY DATA Questionnaires were used for collecting primary data

SECONDARY DATA Secondary data were collected from the companys annual publications, memorandums of settlements, newspapers, journals, websites, and from library books

SAMPLING METHOD Sampling technique used in this study is Random sampling. The selected sample size is 50. SAMPLE SIZE The sample size taken for this study is 50. TOOLS FOR ANALYSIS Percentage analysis is used

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CHAPTER 3 FINDINGS & INTERPRETATION

DATA ANALYSIS & GRAPHICAL PRESENTATION

Table No: 1
Working hours are convenient for me PERCENT Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 34 32 18 13 3 100
strongly agree agree neither agree nor disagree disagree strongly disagree Total

100 80

60
40 20 0 PERCENT

Interpretation: From the above chart and table it is clearly evident that 34% of the
respondents strongly agree that working hours are convenient from them and 32% agree with that and 18% neither agree nor disagree and 13% disagree with the working hours and 3% are strongly against working hours. 45 | P a g e

Table No: 2
I'm happy with my work place

PERCENT Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree 30 39 18 8 5 100

Chart 2

100 80 60 40 20 0 percent

Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total

Interpretation:
From the above table it is clear that 30% respondents strongly agree and 39% respondents agree that they are happy with their work place only 13% disagreed and 18% have no idea towards their work place.

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Table No: 3
I feel i have too much work to do

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree 7 9 25 37 22 100

Chart 3
strongly agree

100 80 60 40 20 0 PERCENT
Total Agree neither agree nor disagree Disagree strongly disagree

Interpretation:
From the above table it is quite clear that the work load is not high, 37% of the respondents disagreed with the question I feel I have too much work and another 22% strongly disagreed, 18% admits they have too much work and 23% have no idea towards this question.

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Table No: 4
Safety measures provided by the company

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 28 31 24 11 6 100

CHART 4
100 80 60 40 20 0 PERCENT
strongly agree Agree neither agree nor disagree Disagree strongly disagree Total

Interpretation:
From the above table it is evident that the safety measures provided by the organizations are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed and 24% neither agreed nor disagreed.

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TABLE NO. 5
My relationship with my supervisor is cordial

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 30 41 16 6 7 100

CHART 5
100 80 60
strongly agree Agree neither agree nor disagree Disagree strongly disagree Total

40 20 0 PERCENT

Interpretation:
From the above table it is clear that relationship between employees and their supervisors are cordial because 30% of respondents strongly agreed to it and 41% agreed to it and only 13% disagreed and 16% of respondents have neither agreed nor disagreed.

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TABLE NO 6
My supervisor is not partial

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 18 30 15 19 18 100

CHART 6
100 80 60 40 20 0 PERCENT
Agree neither agree nor disagree Disagree strongly disagree Total

Interpretation:
From the above table it is evident that the supervisors are not partial to the employees as 18% strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly disagreed this level is quite high compared to other questions.

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TABLE NO 7
My supervisor considers my idea too while taking decision

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 26 43 26 2 3 100

CHART 7
100 80 60 40 20 0 PERCENT
strongly agree Agree neither agree nor disagree Disagree strongly disagree Total

Interpretation:
From the above table it is clear that 26 and 42% of the respondents agree that supervisors consider their employees ideas also and only 5% disagreed and 26% neither agreed nor disagreed.

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TABLE NO 8
I'm satisfied with the support from my co-workers

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 21 47 16 9 7 100

CHART 8
100 80 60 40 20 0
strongly agree Agree neither agree nor disagree Disagree strongly disagree Total

PERCENT

Interpretation:
From the above table it is clear that relation with co-workers is quite good as nearly 68% of the respondents agree that they are satisfied with support from co-workers and only 15% disagreed and 16% have no answer to this.

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TABLE NO 9
People here have concern from one another and tend to help one another

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 26 41 19 9 5 100

CHART 9
100
80 60 40 20 0 PERCENT
strongly agree Agree neither agree nor disagree Disagree

strongly disagree
Total

Interpretation:
From the above table it is clear that in this organization people have concern over each other as 26% strongly agreed and 41% agreed and only 14% disagreed and 19% neither agreed nor disagreed.

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TABLE NO 10
I'm satisfied with the refreshment facilities

PERCENT strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TOTAL 26 20 30 15 9 100

CHART 10
100 80 60 40 20 0 PERCENT
strongly agree Agree neither agree nor disagree Disagree strongly disagree Total

Interpretation:
From the above table it is clear that 26% employees are strongly satisfied with the refreshment facilities offered by the company as 15% of respondents disagreed and 9% strongly disagreed and 30% neither agreed nor disagreed and only 20% agreed.

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FINDINGS
From the study, the researcher has come to know that most of the respondents have job satisfaction; the management has taken the best efforts to maintain cordial relationship with the employees. Due to the working conditions prevailing in this company, job satisfaction of each respondent seems to be the maximum. From the study, I have come to know that most of the employees were satisfied with the welfare measures provided by CADBURY INDIA LTD.. The employees of CADBURY INDIA LTD. get more benefits compare to other companies.

The respondents are satisfied with the environment and nature of work factors . The respondents relationship with the superiors and colleagues are quite good . The Respondents are not provided with proper welfare facilities. The communication and satisfaction of employees by their superiors in this organization is reasonable. The Pay and promotion activities in this organization is also good . The Respondents are overall satisfied with their job The Parking facilities provided by the organization are not good thats why most respondents disagree with this question. The refreshment facilities are also need to be improved

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CHAPTER 4 IMPLICATION & SUGGESTIONS

Implication & Suggestions In the organization most of employees are satisfied with all the facilities provided by company. But there are some employees also who are not satisfied with the company. Management should try to convert unsatisfied employees in to satisfied employees. Because if employee is not satisfied than the he is not able to give his 100% to his work and the productivity of employee decrease. So management should try to satisfied his employees because employees are the assets of the company not a liabilities.

LIMITATIONS OF THE STUDY

Limitation are as follows-

CADBURY INDIA LTD., is more, so sample size is limited by 100. d.

take any action against them e and experience of the respondents sometime may subject to bias.

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CHAPTER 5 CONCLUSION
The study concludes that, the satisfaction program procedure in Cadbury India Limited is found effective but not highly effective. The study on employee satisfaction highlighted so many factors which will help to motivate the employees. The study was conducted among 50 employees and collected information through structured questionnaire. The study helped to findings which were related with employee satisfaction programs which are provided in the organization. The performance appraisal activities really play a major role in motivating the employees of the organization. It is a major factor that makes an employee feels good in his work and results in his satisfaction too. The organization can still concentrate on specific areas which are evolved from this study in order to make the satisfaction programs more effective. Only if the employees are properly motivated- they work well and only if they work well the organization is going to benefit out it. Steps should be taken to improve the satisfaction programs procedure in the future. The suggestions of this report may help in this direction.

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BIBLIOGRAPHY

BOOKS 1. Kotler, Philip, Kevin Lane Keller, Abraham Koshy, Mithileshwar Jha,Marketing Management, PEARSON Prentice Hall, New Delhi, Twelfth Edition. 3. Ramaswamy, V. S., S Namakumari, Marketing Management, MACMILLAN INDIA LTD., Third Edition. 4.C.R.Kothari, Business Research methodology , New age publication. 5. Bryman, Alan, Emma Bell, business research method, OXFORD, second Edition.

MAGAZINES, JOURNALS & NEWS PAPERS

1. Business world. 3. Economics Times.

WEBSITES: Www.wikipedia.com, Www.google.co.in, www.youngistaan.com Www.scribd.com

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Annexure Questionnaire
A study on Job Satisfaction of Employees in CADBURY INDIA LTD., 1. Name: 2. Age: 3. Gender: Male Female 4. Designation..

Ques1- Working hours are convenient for me1 strongly agree 2 agree 3 neither agree nor disagree 4 disagree 5 strongly disagree

Ques2- I am happy with my work place1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques3- I feel I have too much work to do1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques4- Safety measures provided by the company are good1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques5- My relationship with my supervisor is cordial1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques6- My supervisor is not partial1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques7- My supervisor consider my ideas while taking decision1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

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Ques8- I am satisfied with the support from my coworkers1. strongly agree 2. Agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques9- People here have concern from one another and tend to help1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques10- I am satisfied with the refreshment facility1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

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