CHAPTER – 1

INTRODUCTION

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 INDUSTRY SCENARIO

The sustenance business is a mind boggling, worldwide group of different business that vitality
devoured by the total populace. Just subsistence agriculturists, the individuals who get by on what they
develop, can be considered outside of the extent of the advanced nourishment industry.

As it exist today, the local nourishment and refreshment industry is an extremely focused and develop
industry with minimal local development. Increments in an organization's piece of the pie more often than
not come to the detriment of a contender's loss of piece of the overall industry (cannibalization). Generally
speaking most development originates from global extension. With the entry of NAFTA and GATT,
numerous household organizations are either going into coalitions with outside substances of procuring
them. There are numerous explanations behind this. For instance, much household sustenance and drink
organizations need to exploit existing dispersion frameworks, or underutilized plant limit. A few
acquisitions might be spurred by Government pay assess contemplations.

The majority of the referenced innovative advancements have assumed a noteworthy job in the
development of the sustenance and refreshment industry. There have likewise been some business
improvements that have affected the present condition of the business.

By 3000 B.C, turmeric, cardamom, pepper and mustard were developed in Harappa and Mohenjo-Daro,
in the business valley, were of possessed blended stock to some degree bigger in structure than either the
Sumerians of those networks. The awful club wheat scarcely sheep and goats from the Iranian level and
cotton from Southern Arabia or north East Africa However were kept down by their dependence on
sustenance water because of absence of learning of water mo.

Summer awful exchange joins with the Indus valley by means of Hindu Kush by 3000 BC and via
ocean from 2500 BC subsequently thinking the Harappa's with the two Sumerians and Egyptian, where
cumin, anise and cinnamon were utilized for preserving by 2500 BC.

GLOBAL SCENARIO

Nourishment preparing is an exceptionally different industry part containing the ten noteworthy sub-
areas: leafy foods, Grains, Drain and drain items, fisheries, meat and poultry, Estate items, Drunkard and
non-mixed drinks, Confectionary, Bundled/accommodation sustenance’s and Wellbeing nourishments and
enhancements.

The development of the area is rely on higher per capita expendable wages, urban ways of life and
customer taste and inclinations for prepared to eat, simple to get ready and cleanly arranged sustenance’s.

In that capacity, development of the part has been the most elevated in created economies, particularly
crosswise over Western Europe, North America, Japan and Australia.
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 Indeed, even in regard to creating economies, the development of sustenance preparing part has
quickened with increments in Gross domestic product, per capita salary and the resultant changes in way of
life. Sorted out retailing an accessibility of better handling advances also have added to the quickened
development of the division.

Products of the soil is a standout amongst the most critical and quickly developing sub-areas of
nourishment preparing segment, as foods grown from the ground shape a vital piece of sound eating
regimen. Therapeutic research has built up that admission of leafy foods in the essential measure help
forestall cardio vascular illness and heftiness.

Apple, apricot, banana, grape, grapefruit, kiwi, lemon, mango, orange, peach, pear, plum, pineapple,
pomegranate and tangerine are the significant natural product assortments developed. Citrus assortments,
represent over 20% of aggregate world nourishment creation. China, India, Brazil, USA, Italy, Spain,
Mexico, Iran, Philippines and France are the best ten total natural product makers on the planet.

Over a hundred kinds of vegetables are developed over the world. Beans, beet, broccoli, cabbage,
capsicum, carrot, cauliflower, corn, cucumbers, onion, peas, potato and tomatoes are the real vegetable
assortments developed. Asia commands the world vegetables scene representing about 60% of worldwide
creation, with china and India positioning as first and second.

INDIAN SCENARIO

India is the world's second biggest makers of sustenance beside china, and has the capability of being
the greatest with the nourishment and rural part. The sustenance preparing industry is one of the biggest
businesses in India-it is positioned fifth regarding generation, utilization, send out and anticipated
development. The nourishment business on a high as Indians establish have a devour. Fuelled by what can
be named as an ideal element for any industry-huge expendable wages the nourishment segment has been
seeing a checked change in utilization designs, particularly as far as sustenance.

The sustenance handling industry in India is a dawn segment that has picked up unmistakable quality as
of late. Accessibility of crude materials, changing ways of life and unwinding in approaches has given an
extensive push to the business development. This segment is among the view that fills in as an
indispensable connection between the farming and modern portions of the economy. Fortifying this
connection of basic significance to enhance the estimation of agribusiness deliver; guarantee profitable
costs to ranchers and in the meantime make positive interest for Indian farming items on the planet
advertise. A trust to the sustenance preparing area infers huge improvement of the agribusiness segment
and guarantees esteem expansion to it.

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 Expanding pay are dependably are joined by an adjustment in the sustenance bushel. The proportionate
consumption on oats, beats, palatable, oil, sugar, salt and flavors decrease as family unit climb the use
classes in urban India while the inverse occurs on account of drain and drain items, meat, egg and fish,
products of the soil.

STATE SCENARIO

Since freedom, Kerala has a noteworthy exporter of flavors, cashews, marine items, tea, espresso and
so on. Kerala represented almost 20% of the nation's nourishment sends out. Kerala has the base from
where flavors, cashew, and marine fare businesses spread to other piece of the nation.

Kerala is a noteworthy maker processor of

• Spices

• Marine items

• Cashews

• Coconuts

• Cocoa

• Coffee and tea

• Fruits like banana and pineapple

There are mostly 1274 nourishment preparing units in Kerala alone. These prepared units work
fundamentally in the little scale area. Kerala is wealthy in coconut, flavors, organic products, vegetables,
ocean nourishments and prepared sustenances. The flavors, pickles and the marine items are the real
nourishment item send out from Kerala. The state could rise as estate based sustenance items exporter
through esteem expansion. Its offer in the nation's aggregate nourishment items send out is right around 20
percent notwithstanding the restricted size of landmass.

Two third of Kerala's fare salary originates from prepared sustenance. The nourishment handling division
in the state directions about Rs.5000 crores in fare and can possibly move toward becoming Rs.30000 crore

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worth industry. Sustenance Preparing Industry (FPI) is huge to the Kerala economy by virtue of its
commitment to the nourishment necessities. Evaluation of the FPI in the point of view of Kerala economy
has business introduction as well. Kerala with its mechanical lack offers almost no for gigantic modern
foundations. FPI which is profoundly work serious is appropriate to be sorted out in the little scale division.
FPI which is named as the dawn division is required to draw in marvelous venture capital, human,
innovative and monetary.

MARKETING

The marketing department must act as a guide and lead the company's other departments in developing,
producing, fulfilling, and servicing products or services for their customers. Communication is vital. The
marketing department typically has a better understanding of the market and customer needs, but should
not act independently of product development or customer service. Marketing should be involved, and
there should be a meeting of the minds, whenever discussions are held regarding new product development
or any customer-related function of the company.

DEPARTMENTAL FUNCTIONS:

 DEMAND GENERATION

The pricing of the products is reasonable. Discount on prices is based on the orders they got and
also they gave discount to dealers because they bought bulk products.

 MARKETING RESEARCH

The company focuses their marketing research to make their products qualitative. As the part of
their research they introduce real ice cream instead of frozen desert.

DUTIES AND RESPONSIBILITIES:

MARKETING MANAGER

 Manage customer relations

One of the most important functions of a marketing department is to keep current customers happy.
Because it is easier and less expensive for a company to keep an existing customer than it is to find
new customers, marketing professionals must focus on relationship management. This may include
giving customers regular interaction with your company, letting them know about new products,
and providing value after the first sale.

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  Support Strategic Plan
An effective marketing department develops their promotional efforts to support the goals that the
company lays out in its strategic plan. Often, those goals include increased sales, targeting new
audience groups, or launching new products or services. The company lays out a marketing plan
that it develops after it identifies strategic business.

 Develop Promotions
A marketing department's main responsibility is to promote the products, services,mission and
brand identity of a company. They must identify marketing goals and develop promotional
activities that will help the business move in that direction. Marketing efforts are a way to increase
awareness, create brand recognition and build a strong customer base. Promotional materials often
include a website, sales collateral, email campaigns, printed marketing pieces etc.

 Boost Sales
Often, a marketing department is responsible for supporting the efforts of the sales department.
They meet with the sales staff and develop materials that will assist in selling the company's
products and services. By consulting with salespeople, the marketing department is able to develop
more effective materials and promotions. In response to feedback, they may update brochures and
spec sheets, target different audience groups, or design new campaigns that support the sales staff's
duties.

 Develop pricing strategies

Pricing strategy development is another marketing manager responsibility. During this process, start
by studying prices competitors charge for like products or services. Then conduct surveys to
determine price elasticity among consumers. Price elasticity studies determine how sensitive
consumers are to price changes.

SALES

A sale is a transaction between two or more parties in which the buyer receives goods either tangible or
intangible services, and/or assets in exchange for money or in some cases, other assets paid to a seller. In

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the financial markets, a sale can also refer to an agreement that a buyer and seller make regarding the price
of a security.

AREA SALES MANAGER

 Manages an assigned geographic sales area or product line to maximize sales revenues and meet
corporate objectives.
 Establishes and manages effective programs to compensate, coach, appraise and train sales
personnel.
 Performs sales activities on major accounts and negotiates sales price and discounts in consultation
 Manages personnel and develops sales and sales support staff.
 Reviews progress of sales roles throughout the company.
 Accurately forecasts annual, quarterly and monthly revenue streams.
 Develops specific plans to ensure revenue growth in all company’s products.
 Provides quarterly results assessments of sales staff’s productivity.
 Coordinates proper company resources to ensure efficient and stable sales results.
 Formulates all sales policies, practices and procedures.
 Collaborates to establish and control budgets for sales promotion and trade show expenses.
 Reviews expenses and recommends economies.
 Holds regular meeting with the sales staff.

SALES EXECUTIVES

 Sales Development
 Sales executives are responsible for developing business and sales opportunities for the company.
The sales executives may contact new and existing clients to see what services or goods the
company can provide. This may include making appointments to meet one-on-one with the clients
or making presentations. Based on an analysis of client responses, sales executives must develop
and maintain processes and procedures that will increase sales.
 General Sales Duties
 Like all other sales executivess, sales executives must sell a service or product in addition to taking
care of management tasks. They may greet and assist customers, take phone calls and report
merchandise or service problems to higher levels of management.

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JOB SATISFACTION
Job satisfaction is defined as the extent to which an executives feels self-motivated, content & satisfied
with his/her job. Job satisfaction happens when an executives feels he or she is having job stability, career
growth and a comfortable work life balance. This implies that the executivesis having satisfaction at job as
the work meets the expectations of the individual.

IMPORTANCE OF JOB SATISFACTION

A satisfied executives is always important for an organization as he/she aims to deliver the best of their
capability. Every executives wants a strong career growth and work life balance at workplace. If an
executives feels happy with their company & work, they look to give back to the company with all their
efforts. Importance of job satisfaction can be seen from two perspectives i.e. from executives and
executives perspective:

For Executives: For an executives, job satisfaction for an executives is an important aspect to get the best
out of them. A satisfied executives always contributes more to the company, helps control attrition & helps
the company grow. Executivess needs to ensure a good job description to attract executivess and constantly
give opportunities to individuals to learn and grow.

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 CHAPTER – 2
COMPANY PROFILE

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MERRIBOY ICECREAMS

HISTORY OF THE COMPANY

Cousins aggregate was established by families in theyear1990.Meriiboy Organization started their business
adventure by presenting plastic shaped furniture in Kerala. Throughout the years cousins amass has
broadened into a few territories like plastic trim, desserts and so forth. Today cousins aggregate is a quickly
developing combination having quality having 250 executives. Meriiboy frozen yogurt is a division of
cousins assemble that began activities in the year 2003. The main production line was begun close Kalady
in the discussion with TetraPak Hoyer, Denmark.

As a piece of market extension, they setup our second production line at Calicut In 2006 and third
manufacturing plant at Trivandrum in 2010. In this manner they have possessed the capacity to cook the
interest for dessert all over Kerala. They likewise have showcases in Tamil Nadu and Karnataka. Today
with the assistance of condition of craftsmanship machines and world class generation procedures we
deliver 5million liters dessert of consistently.They are pleased to claim an undeniable research center to test
crude materials and also completed items. Another striking component of their plants is tidiness and
cleanliness. They totally comprehend and welcome the delicate idea of our item and henceforth dependably
stress on neatness.

They have a specialist the board and generation group who guarantee that world class rehearses are
pursued. Each worker joining their association is prepared to being line with our standards. In this way
Meriiboy frozen yogurt guarantee to give best quality dessert at reasonable costs.

Meriiboy dessert offers significance to quality from sourcing crude materials to conveyance of completed
products. An inventive brand which attempts to make inclines in the frozen yogurt industry. A portion of
the imaginative ideas created by Meriiboy are desserts in genuine natural product shells, Freshfruit frozen
yogurts, Drain lolly and so forth. New items are produced subsequently for consistent Innovative work.
The new drive for perfection has driven the association to end up a market head and had the ability to head
out the move rivalry started by Multinationals. Brand which began with the vision of giving quality dessert
has developed from a production line which made 600 liters to multi day to4 industrial facilities which
delivered a consolidated volume of 10000 liters per day.

VISION

The Meriiboy Ice cream has an incredible vision of turning into a pioneer of quick moving customer
merchandise and items. Its vision is to give add up to consumer loyalty through consistent enhancement
underway in process and administrations.
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MISSION

Themerriboy mission is to convey superb nourishment items that set themselves apart from others in taste
and esteem.

QUALITY POLICY

Meriiboy frozen yogurt has given quality strategies basically on the accompanying territories.

 They give quality arrangement in the creation of dessert.

 Packing process additionally incorporate quality system, for example, review of bundles.
 They additionally give quality assurance on dealing with, for example, cooler vans for their items
for promoting.

VALUES OF THE COMPANY

 High quality items

Keeping up great quality with virtue crude materials underway is one of the qualities which Meriiboy
organization center around its creation.

 Customer introduction
The organization and the board give high an incentive on criticism of its clients.

 Good connection between the executives representative and specialists

There was formal and in addition casual connection between the representatives, the board and laborers in
the association. Worker complaints and taken care of by the administration with due consideration.

IMPORT/EXPORT MARKET

Supreme Food Industries export their products to outside state like Tamil Nadu and Karnataka. Exporting
products through cold containers.

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PRODUCTS OF THE COMPANY

The major products that produced Meriiboy are:

 Ice-creams
 Sundae
 Cassata
 Bars
 Confetti
 Milk lolly

RAW MATERIALS

The major raw materials used by Meriiboy are:

 Milk
 Butter
 SMP Milk Powder
 Sugar
 Fresh Fruits

QUALITY CERTIFICATION

ISO 22000–2005CERTIFICATION

ISO 22000–2005 certification specifies requirement for a good safety management system where
an organization in the food chain needs to demonstrate. Its ability to control food safety hazards
in order to ensure that food is safe at time of human consumption. applicable to all organizations
regardless of size, which are involved may aspect of the food chain and to implement system that
continuously provide safe products. meeting any requirements of ISO 22000-2005 can be
accomplished through the use of internal or external resources.

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PROMOTION STRATEGY

The advertisement is widely used promotional strategy used by the company. They used medias like news
papers, radio, magazines etc. and for marketing they use FM radio and magazines. As part of their
expressions they were also looking for introducing its products on television

PRICING STRATEGY

The pricing strategy are adopted by supreme food industries were cost plus pricing and market oriented
pricing.

a) Cost plus pricing

The firm calculates the cost of producing products and adds on a percentage (profit) to that price to give the
selling price.

b) Market oriented pricing

Setting a price based upon analysis and research compiled from the target market. This means that market
will set prices depending on the results from the research..

COMPETITORS

 Milma ice creams

 Lazza ice creams
 Amul ice creams

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SWOT ASSESMENT

A SWOT assesment is an organized arranging strategy used to assess the qualities, shortcoming,
openings and dangers associated with an undertaking or in a business adventure. A SWOT
examination can be completed for an item, place, industry or individual. It includes indicating the
goal of the business adventure or venture and distinguishing the inner and outer components that
are positive and ominous to accomplish that objective. Setting the target ought to be done after the
SWOT investigation has been readied. This would enable feasible objectives or destinations to be
set for the association.

• Strengths: qualities of the business or venture that give it favorable position over others.

• Weakness: qualities that put the business or undertaking off guard in respect to other people.

• Opportunities: Components that the venture could adventure further bolstering its advantage.

• Threats: Components in the condition that could cause inconvenience for the business

STRENGTHS

• Wide assortment of one of a kind frozen yogurt and pastry flavors.

• High quality item.

• Cooperative and target oriented team of sales representatives.

• Simple innovation

• Well-prepared lab

• Well-created dispatching systems

• Well-created chilly store rooms

• Quality affirmation

• Advertisements

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WEAKNESS

• Seasonal offers of the item.

• Difficulties in infiltrating another item

• Low polished methodology

• Lack of motivations

•Less advancement Openings

OPPORTUNITIES

•Large youthful populace and exceptionally sweltering summer

• Growing frozen yogurt showcase

•High monetary development and market advancement

• Quality advantage

• Availability of crude material

• Exclusive outlets

THREATS

• Off season

• Competitors

• Rising cost of crude materials

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 CHAPTER – 3
RESEARCH DESIGN

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REVIEW OF LITERATURE

REUTTERE AND TEELER (2009) it is in an investigation directed in focal Europe recognized store
organize trait that affect the store arrange decision when shoppers lead filling or real outings to purchase
perishables. There concentrate found that clients disparage different (store based) designs relying upon the
shopping situational operationised by the sort of shopping trips.the ponder received the theoretical system
of irregular used hypothesis by means of utilizations of multinominallogicis displaying structures, the
dissect depended on the review of 408 customers speaking to family units. The outcome important
significant directing impact of the shopping circumstance on the connection between prevised store
organize properties and store arrange decision. It was discovered that clients utilities are essentially higher
for rebate stores.

Chaubey (2008) in his own examination directed in a area of uttrakhand state in india. Distinguished the
worker prmaterception and there conduct to storepatronate and store loyality.

Goyal and aggrawal (2007) analyzed the general significance of the different items obtained at composed
retail oulets and decision of arrangement the customer had when buying an item. The outcomes
demonstrates that not all things are similarly critical for retail outlets and different items needs points of
interest retail arranges

Theodoridis (2006) it gets contemplated then functions connection between store picture and attribiutes and
purchaser fulfillment in the market condition of greece and specialist dependability of the auxiliary
connection between store picture and properties and consumer loyalty crosswise over various client
gatherings. They distinguish for explicit performanacebased.the average, unsteady and the social, and the
ocassional. While four of the six consider store credits have all the earmarks of being critical.

Mittal (2005) itlooks at the shopper assessment of stores characteristics. For basic need and attire retail
fragment. The creator underscored that the retail organize which speak to the component of different stores.
in the long run speaks to different stores qualities. These examination get speaks to representatives
execution. Each noteworthy point from representatives where properties between retail locations, the
précised significance and blend is decides more by the inspiration of the client behind every explicit
shopping excertion

Chakraborthy (2004) ina study conducted in Hyderabad,inindia identified Sales executive motivate of ina
consumer for discount stores format, factors analyzed extract 3 shopping sites,food that is related to
hedonic shopping motive and utility. The factors remained that word named as diversify Socializing and 3

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dimension of study where shopping outcome of food and shopping perceived cost. Under each dimension
factor related with food is to be carried out.

Dicolos (2003)Also management should form committee to oversee promotion other than relying on
manager’s decision alone, regularly review Sales executive’ salaries and benefits to ensure that they
are commensurate to their skills and work experience, comparable to the general industry practices
which would boost Sales executive morale in their study on “A Study 32 on the Impact of Work
Environment on Executives Performance” examined on the work environment factors which have an
influence on executives performance. The study found that training facilities, monetary package,
impact of rewards and recognitions, safe working conditions, job security influences

Adeniji (2011) in his study on Organizational Climate and Job Satisfaction among Academic Staff in Some
Selected Private Universities in Southwest Nigeria. The study was based on the responses received from
293 respondents of five private Universities in the South-West Zone of Nigeria. The results showed a
positive relationship between organizational climate and job satisfaction. Herzberg„s Two-Factor theory
was used as a framework for this study

Dev (2012) in his study on Public and Private Sector Banks found that clients of private sector banks are
more satisfied than those of public sector banks in most of the dimensions except Interest rates and other
Charges and Accessibility whereas the clients of public sector banks are more satisfied than the clients of
private sector. One area where both types of Banks are lacking the most is Customer orientation.
Performance norms have also suffered in all types of banks. It was also observed that banks in India,
especially the public sector banks need to equip themselves with the latest technology

Gurusamy&Mahendran (2013), in their study found that Salary occupy the First Rank for determining job
satisfaction compared with other major determinants. The study was conducted on 300 respondents and
was limited to the automobile industries of India

Rashid Saeed et al., (2014),in his study found promotion, pay, fairness and working condition to be the key
factors that contribute to executives job satisfaction. The study was conducted on 200 telecom sector Sales
executive of Pakistan. It was concluded that money and compensation play an important role in the job
satisfaction of the telecom Sales executive of Pakistan

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 STATEMENT OF PROBLEM

In connection with a survey was conducted on behalf of “Meriiboy Ice cream, Chelamattom”with special reference to
sales executives to identify and take measures to be improve the areas under dissatisfaction of sales executives. Hence the
statement of problem is the “A Study on job satisfaction among employees of with special reference to sales on personal”.
This study has been will be helpful to the company to know about the satisfaction level of the Sales executive.

OBJECTIVE OF THE STUDY

 To study the satisfaction level of Sales executive at Meriiboy Ice cream, Chelamattom, with special
reference to sales executives and their level of satisafaction.
 To identify the various factors responsible for JOB SATISFACTION sales executives.
 To suggest areas of sales training to improve the performance of sales executives.

SCOPE OF THE STUDY

Occupation fulfillment is a critical yield that worker work for association. It involves outward and inborn
factors and keeps up a capable and willing work drive. It is a fascinating and critical region for leading
examination. The investigation made on the theme of occupation fulfillment of sales executives will
uncover the factor of sentiments of representatives. This report is valuable to the sales executives of the
organization to realize the fulfillment dimensions of executives and they can quantify to expand
profitability. This report might be valuable to the individuals who getting ready at work fulfillment in

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business concerns. This investigation is done to know the view of the sales executives towards their
activity. The investigation can help in giving some valuable proposal to the association.

RESEARCH METHODOLOGY

3.5.1 RESEARCH DESIGN

The type of research undertaken is Descriptive research. Descriptive research includes the description of
the state of affairs, as it exists at present. Here the researcher does not have any control over the
variables. This type of research was followed as the study involved analyzing the job satisfaction
system and executives response as it exists in the organization

DATA COLLECTION

o PRIMARY DATA
Essential information was gathered by directing an overview among the distinctive dimensions of
executives by overseeing an organized camouflaged poll to them.

o SECONDARY DATA
Auxiliary information was gathered from the accompanying sources,

• Websites

• Books

• Annual productions

SAMPLING

Testing is the way toward acquiring data around a whole populace by looking at just piece of it.

 SAMPLE POPULATION

There are totally 100 sales executives are working in the organization.

 SAMPLE SIZE
A census study covering 40 sales executives was done.

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3.8.1PERIOD OF STUDY

The duration of the project was to be 3 weeks.1 week for the data collection and 2 week for the data
analysis.

LIMITATIONS

• The contemplate endures because of the reluctance of executives and bosses to share the data in specific
cases.

• Availability of time was not satisfactory.

 The data is applicable only to sales executives

CHAPTERIZATION

1. INTRODUCTION

2. COMPANY PROFILE

3. PROJECT DESIGN

4. DATA ANALYSIS AND REPRESENTATION

5. FINDINGS, SUGGESTIONS AND CONCLUSION

6. BIBLIOGRAPHY

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 CHAPTER – 4
DATA ANALYSIS AND INTERPRETATION

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Table 4.1 showing knowledge of the Sales executive regarding their role in the organization

OPTIONS RESPONSE PERCENTAGE

Highly Aware 28 70

Somewhat Aware 10 25

Not Aware 2 5

Total 40 100

Source: Questionnaire

Figure 4.1showing knowledge of the Sales executive regarding their role in the organization

RESPONSE

5%

25%

Highly Aware

70% Somewhat Aware

Not Aware

INTERPRETATION: 70%of the Sales executive are to be well aware about their role in the organization.
Thus leading to low level of the confusion amongst the Sales executive. Only 5% of the Sales executive are
not aware about their role in the organization.

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Table 4.2 showing knowledge of Sales executive regarding the company’s objective

OPTIONS RESPONSE PERCENTAGE

Yes 30 70
No 10 30
Total 40 100
Source: Questionnaire

Figure 4.2 showing knowledge of Sales executive regarding company’s objective

RESPONSE

30%

YES

70% NO

INTERPRETATION: The above table showing the number of Sales executive having knowledge of the
company’s objective. 70%of the executives have a clear cut idea about the company’s objective and
remaining 30% are not because they even don’t know their role in the organization.

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Table 4.3 showing relationship between managers and executives

OPTIONS RESPONSE PERCENTAGE

Excellent 16 40
Good 20 50
Fair 4 10
Poor 0 0
Total 40 100
Source: Questionnaire

Figure 4.3 showing relationship between managers and executives

RESPONSE

10%

40% Excellent

Good
50%

Fair

INTERPRETATION: The Sales executives are having a good relationship with their superiors and 40% of
the executives are still maintaining excellent relationship with the top level because they are considered as
integral part of daily business affairs.

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Table 4.4 showing level of stress among the Sales executive in the organization

OPTIONS RESPONSE PERCENTAGE

High Stress 2 5
Medium Stress 10 25
Low Stress 28 70
Total 40 100
Source: Questionnaire

Figure 4.4 showing level of stress among the Sales executive in the organization

RESPONSE

5%

25%

High Stress

70% Medium Stress

Low Stress

INTERPRETATION: The level of stress among the Sales executives in the organization is comparatively
low. Only 5% of the Sales executive are highly stressed because they are responsible for the daily business
affairs.

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Table 4.5 showing satisfaction of the Sales executive with present working condition

OPTIONS RESPONSE PERCENTAGE

Highly Satisfied 8 20
Satisfied 28 70
Dis-satisfied 4 10
Highly Dis-satisfied 0 0
Total 40 100
Source: Questionnaire

Figure 4.5 showing satisfaction of Sales executive with present working condition

PERCENTAGE
80
70
70

60

50

40

30
20
20
10
10

0
Highly Satisfied Satisfied Dis-satisfied

INTERPRETATION: The satisfaction level of the Sales executive regarding the present working condition
in the organization is comparatively high. Only 10% of the Sales executive are not satisfied with the
present condition.

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Table 4.6 showing satisfaction of Sales executive with present salary and future earnings

OPTIONS RESPONSE PERCENTAGE

Highly Satisfied 2 5
Satisfied 20 50
Dis-satisfied 12 30
Highly Dis-satisfied 6 15
Total 40 100
Source: Questionnaire

Figure 4.6 showing satisfaction of Sales executive with present salary and future earnings

RESPONSE

5%
15%

Highly Satisfied

Satisfied
30% 50%
Dis-satisfied

Highly Dis-satisfied

INTERPRETATION: merriboyexecutives in the organization says that the income getting from
organisation and also have high future expectations. Little executives not satisfies with the present income
package system and likewise they are not having future expectation.

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Table 4.7 showing merriboyexecutives with respect to theperformance based salary increase

OPTIONS RESPONSE PERCENTAGE

Agree 2 5
Somewhat Agree 16 40
Dis-agree 22 55
Total 40 100
Source: Questionnaire

Figure 4.7 meeriboy says of that executives with respect to performance based salary increase

PERCENTAGE
PERCENTAGE
60 55

50
40
40

30

20

10 5

0
Agree Somewhat Agree Dis-agree

INTERPRETATION: merriboys55% of executives are to be disagred with the performance based salary
increment and balance executives are somewhat accepting with the concept.

- 29 -
Table 4.8 showing the opportunity they get to introduce their innovative ideas in their workplace

OPTIONS RESPONSE PERCENTAGE

Always 6 15
Often 30 75
Never 4 10
Total 40 100
Source: Questionnaire

Figure 4.8 showing the opportunity they get to introduce their innovative ideas in their workplace

RESPONSE

10% 15%

Always

Often

75% Never

INTERPRETATION: Meriiboy is always providing venue for their Sales executive to do imoroved works.
merriboy Sales executive are getting a good opportunity to explore them and 10% are not getting any
opportunity.

- 30 -
Table 4.9 showing the periodicity of evaluation and effectiveness of their work

OPTIONS RESPONSE PERCENTAGE

Agree 32 80
Somewhat Agree 8 20
Dis-agree 0 0
Total 40 100
Source: Questionnaire

Figure 4.9 showing the periodicity of evaluation and effectiveness of their work

RESPONSE

20%

Agree

80% Somewhat Agree

INTERPRETATION: Meriiboy is always knowing of work done by their executives. So 80% of Sales
executive are agreeing with this concept and no ones are having any objections against it.

- 31 -
Table 4.10 showing sales executives views whether management consider them as organizations assets

OPTIONS RESPONSE PERCENTAGE

Agree 30 75
Somewhat Agree 10 25
Dis-agree 0 0
Total 40 100
Source: Questionnaire

Figure 4.10 showing sales executives views whether management consider them asorganizations assets

RESPONSE

25%

Agree

75%
Somewhat Agree

INTERPRETATION: 75% of the Sales executive are agreeing that the management consider them as the
organizations assets. Only 25% are somewhat agree on this statement.

- 32 -
Table 4.11 showing the satisfaction of Sales executive regarding leave and bonus

OPTIONS RESPONSE PERCENTAGE

Highly Satisfied 10 25
Satisfied 20 50
Dis-satisfied 8 20
Highly Dis-satisfied 2 5
Total 40 100
Source: Questionnaire

Figure 4.11 showing the satisfaction of Sales executive regarding leave and bonus

PERCENTAGE
PERCENTAGE
60
50
50

40

30 25
20
20

10 5

0
Highly Satisfied Satisfied Dis-satisfied Highly Dis-satisfied

INTERPRETATION

merriboyexecutives get the leave and bonus given to them, which shows the managers are consider the
Sales executive as the best. Liitleexecutives are against this statement.

- 33 -
Table4.12 shows the response towards the company’s concern towards the executives

OPTIONS RESPONSE PERCENTAGE

Agree 12 30
Somewhat Agree 18 45
Dis-agree 10 25
Total 40 100
Source: Questionnaire

Figure 4.12 showing the response towards the company concepts of Sales executive in the organization

RESPONSE

25%
30%

Agree

Somewhat Agree

45%
Dis-agree

INTERPRETATION: Most of the Sales executives are agree with the concept that the management is
trying their best to knows their perspective, and 25% of them disagree with this, may be because they are
not taken proper care by the management.

- 34 -
Table 4.13 showing the effectiveness and quality of sales training programs

OPTIONS RESPONSE PERCENTAGE

Excellent 4 10
Good 18 45
Fair 12 30
Poor 6 15
Total 40 100
Source: Questionnaire

Figure 4.13 showing the effectiveness and quality of sales training programs

RESPONSE

15% 10%

Excellent

Good
30%
45%
Fair

Poor

INTERPRETATION: Some of the Sales executive are saying that the sales training programs conducted by
the firm are very effective and 30% are saying it is fair and 15% Sales executive are saying the sales
training programs are very poor.

- 35 -
Table 4.14 shows executives views whether they are motivated by the management

OPTIONS RESPONSE PERCENTAGE

Always 26 65
Often 10 25
Never 4 10
Total 40 100
Source: Questionnaire

Figure 4.14 showing Sales executive views whether they are motivated by the management

RESPONSE

10%

Always
25%

Often
65%

Never

INTERPRETATION: Company always providing training programs and motivation classes for their
executives. 65% are said be greatly satisfies to the motivation that they are getting from the part of
management and 10% of executives are not getting any motivation.

- 36 -
Table 4.15showing the opinion of Sales executive whether they are well taken cared by the supervisors

OPTIONS RESPONSE PERCENTAGE

Always 32 80
Often 8 20
Never 0 0
Total 40 100
Source: Questionnaire

Figure 4.15 showing opinion of Sales executive whether they are well taken cared by the supervisors

RESPONSE

20%

Always

80% Often

INTERPRETATION: Meriiboy is always taken good care of their executives. So 80% of them are agreed
with the care that they are getting from the supervisors and no ones are not cared by the supervisors.

- 37 -
Table 4.16 shows doesexecutives satisfies with level from the things they received from merriboy

OPTIONS RESPONSE PERCENTAGE

Highly satisfied 8 20
Satisfied 28 70
Dis-satisfied 4 10
Highly dis-satisfied 0 0
Total 40 100
Source: Questionnaire

Figure 4.16 showing the satisfaction level of the Sales executive from the benefits them received from the
organization

PERCENTAGE
PERCENTAGE
80
70
70
60
50
40
30
20
20
10
10
0
Highly satisfied Satisfied Dis-satisfied

INTERPRETATION: Most of the sales executives opinion that they are getting additional benefits for their
additional service and only 10% are dis-satisfied with the concept of additional benefits of the top level.

- 38 -
Table 4.17 showing basic needs of the Sales executive

OPTIONS RESPONSE PERCENTAGE

Always 28 70
Often 12 30
Never 0 0
Total 40 100
Source: Questionnaire

Figure 4.17 showing basic needs of the Sales executive

RESPONSE

30%

Always

70%
Often

INTERPRETATION: Meriiboy is always giving importance to the basic needs of the Sales executive and
there by 70% of Sales executive are agreed with the company’s intention to meet their basic needs and the
remaining 30% opinion that the company somewhat meeting their basic needs.

- 39 -
Table 4.18 showsexecutives satisfaction level towards medical benefits

OPTIONS RESPONSE PERCENTAGE

Highly satisfied 4 10
Satisfied 12 30
Dis-satisfied 20 50
Highly dis-satisfied 4 10
Total 40 100
Source: Questionnaire

Figure 4.18 showing Sales executive satisfaction level towards medical benefits

PERCENTAGE
PERCENTAGE
60
50
50

40
30
30

20
10 10
10

0
Highly satisfied Satisfied Dis-satisfied Highly dis-satisfied

INTERPRETATION: The satisfaction level of Sales executive towards the medical benefits provided by
the company is low. Most ofthe Sales executive are not entitled to get the medical benefits. So there are a
number of Sales executive with high dis-satisfaction towards the medical benefits.

- 40 -
Table 4.19 showing Sales executive satisfaction level being the present working grade

OPTIONS RESPONSE PERCENTAGE

Highly satisfied 12 30
Satisfied 24 60
Dis-satisfied 4 10
Highly dis-satisfied 0 0
Total 40 100
Source: Questionnaire

Figure 4.19 showing Sales executive satisfaction level being the present working grade

RESPONSE

10%

30% Highly satisfied

Satisfied

60%
Dis-satisfied

INTERPRETATION: 60% of the Sales executive are satisfied with their present working grade and 10%
sales executives opinion that they are dis-satisfied and 30% are highly satisfied with the present working
grade.

- 41 -
Table 4.20 showing the Sales executive views about they feel proud being an executives in the organization

OPTIONS RESPONSE PERCENTAGE

Very proud 14 35
Proud 26 65
Not proud 0 0
Total 40 100
Source: Questionnaire

Figure 4.20 showing the Sales executive views about they feel proud being an executives in the
organization

RESPONSE

35%
Very Proud

65%
Proud

INTERPRETATION: Company has created very good reputation within a short span of time. Due to this
65% of the Sales executive are proud for being an executives in the organization and the reaming 35% are
very proud it.

- 42 -
Table 4.21showing whether the executives met their last quarter target

OPTIONS RESPONSE PERCENTAGE

Yes 30 70
No 10 30
Total 40 100
Source: Questionnaire

Figure 4.21 showing whether the executives met their last quarter target

INTERPRETATION: The above table showing the number of Sales executivehave met the last quarter
target. 70%of the executivesmet the target and remaining 30% are not .

- 43 -
Table 4.22showing whether the executives received any performance incentives last quarter

OPTIONS RESPONSE PERCENTAGE

Yes 10 30
No 30 70
Total 40 100
Source: Questionnaire

Figure 4.22 showing whether the executives received any performance incentives last quarter

RESPONSE

30%
YES NO

70%

INTERPRETATION: The above table showing the number of Sales executivehave received any
performance incentives last quarter. 30%of the executives received performance incentives last quarter.

- 44 -
 CHAPTER – 5
SUMMARY OF FINDINGS,CONCLUSIONS AND
SUGGESTIONS

- 45 -
FINDINGS

The Sales executive in the company have a proper knowledge about their role, positions and duties in the
company.

 70 %of the Sales executive are aware about their role in the organization
 Only 5% of the Sales executive are not at all aware about their role in the organization
 The Sales executives are having a good relationship with their superiors and 40% of the executives
are still maintaining excellent relationship with the top level because they are considered as integral
part of daily business affairs
 The satisfaction level of the Sales executive regarding the present working condition in the
organization is comparatively high.
 Sales executives in the organization says that they are satisfied with the income they are getting
from organization. But and also have high future expectations
 The company is always giving importance to the basic needs of the Sales executive and there by
70% of Sales executive agreed with the company’s intention to meet their basic needs and the
remaining 30% opinion that the company somewhat meeting their basic needs.
 Supreme group (Meriboy)Company are not giving a satisfactory safety measures to the executives
Some of the Sales executive are not satisfied with the safety measures provided
 Most of the sales executives opinion that they are getting additional benefits for their additional
service
 Merriboy executives get the leave and bonus given to them, which shows the managers are
consider the Sales executive as the best.

- 46 -
SUGGESTIONS

 Management should increase the pay of the sales executives, as these executives ultimately bring
revenue to the company. Also it will diminish the turnover of sales executive
 Company needs to introduce more welfare measures like health care advantages to their sales
executives.
 Company needs to give better training and new projects to less qualified sales executives to
improve their skills.
 Regular criticism framework ought to be given to the representative's with the goal that they will
have the capacity to locate their powerless zones and work on it.
 Company ought to give health advantages to their sales executives.
 Regular sales training program to be implemented.
 More target based incentives can be given for the sales executives, thereby improving their
performance and job satisfaction.

- 47 -
CONCLUSION

From the investigation led at Meriiboy Ice creams Chelamattom, demonstrates that the organization is
giving thought towards worker work fulfillment. They are concentrating sure zones like essential needs,
quality preparing programs, inspiration and so on. The activity fulfillment of the respondents is
observed to be high, which demonstrate that executives are especially keen on carrying out their
responsibility to accomplish focus over some stretch of time. All things considered, we can state that,
the Meriiboy Ice creams Chelamattom, prevailing with regards to giving employment fulfillment to
their specialists.

The marketing department must act as a guide and lead the company's other departments in developing,
producing, fulfilling, and servicing products or services for their customers. A job satisfied executives
is always important for an organization as he/she aims to deliver the best of their capability. Every
executives wants a strong career growth and work life balance at workplace.

In the event that Meriiboy Ice creams Chelamottom, take fundamental measures, hence they can make a
decent air and in this way landing penny level of position fulfillment.

- 48 -
BIBLIOGRAPHY

BOOKS

 Kotler Philip & Armstrong Gary, Principles of Marketing, Pearson Prentice Hall. (2013)

 Essentials of the Management - An International Perspective 7th edition - Harold Koontz, Heinz

Weihrich

WEBSITES

 www.meriiboy .com

 www.ukessays.com

 www.nasscom.in

- 49 -
QUESTIONNAIRE

Age:

Educational Qualification:

Work Territory:

1. The relation between manager and worker is

Excellent Fair Poor

2. Do you feel stress while working in the organization?

High stress Medium stress Low stress

3. Satisfaction of job condition

Highly satisfied Satisfied Dissatisfied highly dissatisfied

4. Are you satisfied with the income and earnings of organizations?

Highly satisfied Satisfied Dissatisfied

5. Does the industry rises the salary of Sales executive on the basis of their

performance?

Agree somewhat agree disagree

6. Are you satisfied with the present working grade?

Highly satisfied Satisfied Dissatisfied

- 50 -
7. Do You get an opportunity to do innovative things at work

Always often Never

8. Do your accomplished team works are periodically evaluated and effectiveness are monitored

Agree somewhat agree disagree

9. The merriboy organization makes efforts to know your cons and prons

Agree somewhat agree disagree

10. Effectiveness and quality of training programs in the organization?

Excellent Fair Poor

11. Does the management motivate the Sales executive

Always often Never

12. Do you believe that supervisors care deeply for their subordinates

Always often Never

13. Are you satisfied with the benefits offered to you through this job

Highly satisfied Satisfied Dissatisfied

14. The merriboy executives all needs are satisfied at organization?

Always often Never

15. Does merriboy executives satisfies medical benefits provided by the

management?

Highly satisfied Satisfied Dissatisfied

- 51 -
- 52 -