PROJECT ON

PARLE AGRO COMPANY

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'Parle Products Pvt Ltd based in Mumbai, India has been India's largest manufacturer of biscuits and confectionery, for almost 80 years. Makers of the world's largest selling biscuit, Parle-G, and a host of other very popular brands. Its reach spans even to the remotest villages of

PROFILE OF ORGANIZATION :-

India. Many of the Parle products - biscuits or confectioneries, are market leaders in their category and have won acclaim at the Monde Selection, since 1971. With a 40% share of the total biscuit market and a 15% share of the total confectionery market in India, Parle has grown to become a multi-million dollar company.Parle Agro is a food and beverage company based in Mumbai, India. Parle Agro - a trusted name in the beverage industry for agro based drinks. Parle Agro is a leading Indian Beverage Company, the only Indian transnational giant with the past experience of having successfully launched leading soft drink brands like 'Frooti, Appy Classic,Appy- Fizz, Bailley Packaged Drinking Water & Confectionery brands like Mintrox and Buttercup'. Parle Agro strength is our people who have worked towards making our presence felt throughout the country and all over the world through a strong franchisee network and well-developed strong infrastructure. Parle Agro has its factories located in Silvassa, Patalganga, Bhopal, Chennai, Ghaziabad and Hyderabad. At Parle Agro, success is a habit; where greater heights are achieved through consumer insight, sound business practices, marketing and sales innovation, with the focus

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on the consumer. 'Thinking consumer, Tasting success, Always' - that is what Parle Agro is all about.

NATURE OF ORGANIZATION
"PARLE AGRO is a trusted name in the Indian beverage industry and has been refreshing India since more than two decades with leading brands like Frooti, Apply Classic, Apply Fizz, Bailley, Saint Juice, LMN & recently launched Grappo Fizz. Parle Agro Pvt., Ltd. manufactures, distributes, sells, and exports fruit drinks in India and internationally. The company offers fruit and milk drinks, packaged water, and apple and mango drinks in polyethylene terepthalate (PET) bottles and containers, and tetra packs. The company also operates a health and fitness studio for woman. The company distributes its products through franchisees. Parle Agro Pvt., Ltd. was founded in 1985 and is based in Mumbai, India. Parle Agro has been a trusted name in the beverage industry providing wholesome and healthy agro-based drink brands. It has successfully launched some of India's leading beverages like Frooti, Appy and N-Joi, And packaged drinking water, Bailey, over the last two decades.In a country where health consciousness is growing at a rapid pace, Parle Agro, with its numerous fruit-based drinks, has struck a chord with the masses. It brings to the consumers the magic of premium quality fresh fruit drinks conveniently packed and available all through the year. Fruit beverages are wholesome, easy to digest, highly refreshing with natural nutritional values as compared to synthetic and aerated drinks. Parle Agro's Frooti is India's first national mango drink. The mango segment is 95% of the Indian fruit drink market and Frooti has 85% market share in the tetra pack segment. Made from fresh and premium Indian mangoes, Frooti has grown to be one of India's top 50 most trusted brands. When Parle Agro launched N-Joi with real fruits and fresh milk, it not only launched a new healthy beverage, but also created a whole new category in India. The milk shake claims to contain no preservatives and is full of nutritional goodness. It's a delicious filler and an apt quick refreshing nourishment for today's hectic stressful life.

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TYPE OF INDUSTRY AND BUSINESS :Food ,Beverages and Fast Moving Consumer Goods (FMCG)

VISION:To be the leaders in our business. We will stand apart from the competition by being the first in the market to innovate.

MISSION:We will be the leaders in our business by maintaining high quality, introducing new and innovative products, reaching every part of India, remaining customer-centric, constantly upgrading our knowledge and skills.. To provide consumers superior, wholesome agro based food and drink brands through which parle can build a profitable; growth oriented organization. Parle is a leading Indian Food and Beverage Company, the only Indian transnational gaint with the past exp[erience of having successfully launched leading soft drinks like Frooti, Appy, N-Joi and Bailley. Toady its brand portfolio consists of No.1 brands like froti along with Appy, N-Joi and Bailley.

FUNCTIONAL AREA :Administration, Market, Purchasing, Production and Quality Department.

SIZE OF THE ORGANIZATION :MANPOWER :-

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Parle group has a manpower strength of over 2500 employees, including over 400 professionals. TURNOVER :The Parle Group turnover is over 950 crore in 200

MARKET SHARE :Frooti has 85% market share in the tetra pack segment. With a 40% share of the total biscuit market
and a 15% share of the total confectionery market in India.

Frooti Market Share

Other Brands 15%

Confectionery Market Share Biscuits Market Share

Confectioner 14%

Biscuits 40% Other Brands Other Brands 60%

86% Frooti 85%
Frooti Other Brands

Biscuits Other Brands Confectioner Other Brands

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ORGANIZTIONAL STRUCTURE

An organizational structure is a mainly hierarchical concept of subordination of entities that collaborate and contribute to serve one common aim. Organizations are of variant clustered entities. An organization can be structured in many different ways and styles, depending on their objectives and ambience. The structure of an organization will determine the modes in which it operates and performs. Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Individuals in an organizational structure are normally hired under time-limited work contracts or work orders, or under permanent employment contracts or program orders.

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MOTIVATION
Motivation is the activation or energization of goal-orientated behavior. Motivation is said to be intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality. Conceptually, motivation should not be confused with either volition or optimism. Motivation is related to, but distinct from, emotion.

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Motivation of Channel Members

Company strongly believes in maintaining a good relationship with the channel members so that they are genuinely motivated to work for the company. Also if the channel members are motivated, they can also initiate advertising & sales promotion schemes on behalf of the company. However to keep the channel members motivated to work, the company has to incur certain costs but the benefits of it are felt in the long run. The following are the motivation programs run by the company.

Motivational Factors for the Distributors

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One of the main factors, which keep the distributors motivated, is the margin. Usually the margins offered by the company are 8% & it is raised to 8.5%. Volume wise this comes out to be a big figure since Parles product has a good demand in the market. However compared to the other companies the margins are still lower since the new players in the market offer a much higher margin.

In order to keep the Channel members motivated in the long run, Parle builds on the concept of Trade Marketing which makes the dealers & the distributors believe that the companys products are worthy of being pushed in the market.

The company is organizing various Total Quality Management initiatives &

workshops. Here various counseling measures are undertaken by the company to improve the overall working of the distribution network.

Motivational Factors for the The Retailers

Trade schemes: these are undertaken by the company only for the hard selling items e.g. Biscuits and Snacks etc. for these the company raises the margins by 2%, also schemes like good packaging incase of butter and cheese is undertaken by the company. However this is only a short-term initiative to push the products of the company.

Glow boards: the company puts up glow boards at the retailer and pays the major

portion of the cost.

Schedule of the salesmen : they provide the retails with this schedule, so the retailers

can pre estimate the quantities of the various products needed.

Infrastructure facilitation : the company facilitates the retailers to buy beautiful

stalls by formulating an easy payment program and a commitment to buy back the equipment at a reasonable price when the value of the equipment has depreciated.

Evaluation of channel members

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Beat plan:- this plan is generated for the various product categories. A weekly schedule is prepared for various markets and the retailers the turnover for each of the product is calculated for the wholesale dealers.

Cumulative performance :- the performance of the dealers is averaged out over a period of three years where a comparison is made of the present performance vis--vis the previous ones.

Target versus achievement :- the performance and the targets are compared and therefore the gaps are identified which help in evaluating the WD and planning for the next year as well. This is done for each of the product category.

CONFLICTS
Conflict is actual or perceived opposition of needs, values and interests. A conflict can be internal (within oneself) to individuals. Conflict as a concept can help explain many aspects of social life such as social disagreement, conflicts of interests, and fights between individuals, groups, or organizations. In political terms, "conflict" can refer to wars, revolutions or other struggles, which may involve the use of force as in the term armed conflict. Without proper social arrangement or

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resolution, conflicts in social settings can result in stress or tensions among stakeholders. When an interpersonal conflict does occur, its effect is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse, and sometimes even way.

Conflicts

Ownership of assets: Previously the company used to give the products on lease to the retailers, when the company wanted the stuff back; the retailer disagreed to comply and created issues of ownership.

Stocking issues: The company doesnt want the retailers to stock the competing brand in the company leased stall, which at times s hard to manage as retailers tend to do it often.

Replacement of products: The deterioration in the product calls for fail in replacement by the company this major issue of vertical conflict.

Credit policy: Compared to the market, the companys credit period is less that specially incase of institutional sales is very important.

Packaging: The channel members for easy storing demand a better quality of packaging.

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Replenishment: The replenishment of the stocks is not prompt in case of Parle cheese Biscuit and all hard selling items.

Margins: The Company provides least margins to all the channel members. For e.g. the retailers margin in case of butter is 8% as compared to Britannias 12%.

Co-operation among channel members

Parle quality circles: The members of the local channel meet together every month to share issues and the achievements of the channel members. This is an ongoing activity facilitated by the company offices in different locations; this enables the channel members to learn together and reduces the horizontal conflicts among the WDs.

Pilot salesmen scheme: To reduce the financial burden of the distributors this scheme is run whereby half the cost of the salesmen is born by the company and the rest half by the distributor.

Scheduling of sales: The WDs provides Schedule of the distributors sales men to the retailers so that the retailers can plan out and place the orders in advance.

Agreement defining rights: The Company makes the distributors sign an agreement where the areas of operation for each of the distributors are defined, therefore avoiding any conflict amongst the distributors regarding their areas of operation.

Ownership of assets: Previously the company used to give the products on lease to the retailers, when the company wanted the stuff back; the retailer disagreed to comply and created issues of ownership.

Stocking issues: The company doesnt want the retailers to stock the competing brand in the company leased stall, which at times s hard to manage as retailers tend to do it often.

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Replacement of products: The deterioration in the product calls for fail in replacement by the company this major issue of vertical conflict.

Credit policy: Compared to the market, the companys credit period is less that specially incase of institutional sales is very important.

Packaging: The channel members for easy storing demand a better quality of packaging. Replenishment: The replenishment of the stocks is not prompt in case of Parle cheese Biscuit and all hard selling items.

Margins: The Company provides least margins to all the channel members. For e.g. the retailers margin in case of butter is 8% as compared to Britannias 12%.

Co-operation among channel members

Parle quality circles: The members of the local channel meet together every month to share issues and the achievements of the channel members. This is an ongoing activity facilitated by the company offices in different locations; this enables the channel members to learn together and reduces the horizontal conflicts among the WDs.

Pilot salesmen scheme: To reduce the financial burden of the distributors this scheme is run whereby half the cost of the salesmen is born by the company and the rest half by the distributor.

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Scheduling of sales: The WDs provides Schedule of the distributors sales men to the retailers so that the retailers can plan out and place the orders in advance.

Agreement defining rights: The Company makes the distributors sign an agreement where the areas of operation for each of the distributors are defined, therefore avoiding any conflict amongst the distributors regarding their areas of operation.

LEADERSHIP Leadership has been described as the "process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task."Definitions more inclusive of followers have also emerged. Alan Keith stated that, "Leadership is ultimately about creating a way for people to contribute to making something extraordinary.

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LEADERSIP IN PARLE AGRO BASED COMPANY

Parle Agro is one of the most trusted names in the Indian beverage, packaged drinking water, and confectionery industry. It has leading brands like Frooti, Appy, Appy Fizz and Bailey. As a pioneer, Parle Agro is the first to introduce fruit drink in a Tetra Pak, apple nectar and PET bottles in India.

How was the transition planned out?

Even though if you have many ideas, come out with only one idea. Interacting with a lot of departments, understanding the fundamentals of the organization how we work, what is the culture, etc.

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 The Company had just sold their soft-drink brand to Coca-Cola. Because of this, the company could bring in a lot of changes and it was easier since there was an entirely new team coming in. The Company spent a lot of time recruiting a good team. It was very important for the company to earn respect, and create an identity of its own. Therefore, top executives worked at different levelsground level to the top. More than just the fact that it brings in more humility, it also allows one to understand the ground realities before you start dreaming of things, which are completely impossible and might not be good or lucrative for the business. Even the top level executives did spend time in studying the absolute micro level things, and not just looking into it from the point of view of providing direction or leadership alone.

TEAMWORK
Teamwork is defined in Webster's New World Dictionary as "a joint action by a group of people, in which each person subordinates his or her individual interests and opinions to the unity and efficiency of the group." This does not mean that the individual is no longer important; however, it

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does mean that effective and efficient teamwork goes beyond individual accomplishments. The most effective teamwork is produced when all the individuals involved harmonize their contributions and work towards a common goal.

TEAMWORK IN PARLE AGRO COMPANY

In a bid to accelerate employee performance, Parle Agro Ltd has embarked on a

strategic counseling programme.

To enhance the contribution of employees towards business, the company has also deployed a human resource (HR) initiative termed shop adoption.

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 These are some of the new approaches that we have adopted to motivate employees to increase their output.

In fact, these are a departure from the conventional initiatives of merely bestowing monetary increments and rewards to sustain the performance and motivation levels of employees.

Further, the management affirms that the moves are based on the understanding that the performance aspect of the personality is directly linked with other human aspects of the individual that go beyond mere monetary rewards.

The company is conducting a programme termed regular visits by psychologists.

The companys endeavor here is to conduct compulsory interface between team members and qualified psychologists with the entire initiative being taken up by their HR department.

Accordingly, each member is exposed to the psychologist to whom they can narrate experiences from their personal and professional lives and ask for remedies in the event of a problem.

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 A confidential report is then given to the HR department about every team member consisting of the personality type of the employees and the specific factors that would optimize their performance.

Such interventions also enable the company to extend the self aspect of a human being to the work that has been assigned to them, so as to create a sense of ownership in whatever the person does.

A HR concept shop adoption, where the attempt is to directly integrate people management with business enhancement conceived.

Accordingly, all Parle Agro employees in offices all over India are asked to adopt at least three shops in their respective residential areas and make sure that the shops stock Parle Agro products at all times.

All these go a long way in enhancing the performance of team members and binds them to the organization on a long- term basis.

The key here is to strike an emotional chord with the team members in order to create a sense of ownership.

There is need to integrate the initiatives with an action plan of providing career opportunities and communicating to the employees future assignments that can enhance the challenge quotient.

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Decision making
We all make decisions of varying importance every day, so the idea that decision making can be a rather sophisticated art may at first seem strange. However, studies have shown that most people are much poorer at decision making than they think. An understanding of what decision making involves, together with a few effective techniques, will help produce better decisions.

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Kinds of Decisions:There are several basic kinds of decisions 1. Decisions whether :- This is the yes/no, either/or decision that must be made before we proceed with the selection of an alternative. Should I buy a new TV? Should I travel this summer? Decisions whether are made by weighing reasons pro and con. The PMI technique discussed in the next chapter is ideal for this kind of decision. It is important to be aware of having made a decision whether, since too often we assume that decision making begins with the identification of alternatives, assuming that the decision to choose one has already been made. 2. Decisions which :-These decisions involve a choice of one or more alternatives from among a set of possibilities, the choice being based on how well each alternative measures up to a set of predefined criteria.

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3. Contingent decisions :- These are decisions that have been made but put on hold until some condition is met. For example, I have decided to buy that car if I can get it for the right price; I have decided to write that article if I can work the necessary time for it into my schedule. OR even, We'll take the route through the valley if we can control the ridge and if we detect no enemy activity to the north. Decision making in Parle-agro:Like any other company Parle-agro has very proficient members of team who successfully taking part of all decision making process. As we know that Prakash Chauhan is the chairman and founder of Parle-agro, but now the whole business is running by her three daughters. currently Ms. Nadia Chauhan ,director of Parle-agro running the whole business with the two younger sisters. Despite of having such a big market share in FMCG , Parle-agro not even interested to go into the public. Initially Parle-agro has entered into the market with PARLE-G biscuits it was the biggest success in INDIAN FMCG market .since then Parle-agro has never turn it back. Only reason behind this success is its good planning and right decision. As we know a good decision maker can make their triumph sustainable. And this what Parle- agro has did in past and they are still doing .

These are the various decisions which makes parle-agro a company of nation:1. Launching Indias first beverage Frooti.

2. Appy and appy fizz . 3. Drinking water bailley . 4. In confectionaries mintrox and clairs . specially clairs it was a huge success recorded in confectionary segment .

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5. In snacks they have recently launched HIPPO and this also doing very good business. 6. And they have very newly launched an organic 100% pure fruit juice saint juice. These are the various products which shows what kind of team Parle-agro has, because whatever they have launched in any circumstances they have succeeded and gained consumers loyalty. Some Decision Making Strategies As you know, there are often many solutions to a given problem, and the decision maker's task is to choose one of them. The task of choosing can be as simple or as complex as the importance of the decision warrants, and the number and quality of alternatives can also be adjusted according to importance, time, resources and so on. There are several strategies used for choosing. Among them are the following: 1. Optimizing :- This is the strategy of choosing the best possible solution to the problem, discovering as many alternatives as possible and choosing the very best. How thoroughly optimizing can be done is dependent on A. importance of the problem B. time available for solving it C. cost involved with alternative solutions D. availability of resources, knowledge E. personal psychology, values Note that the collection of complete information and the consideration of all alternatives is seldom possible for most major decisions, so that limitations must be placed on alternatives. 2. Satisfying :- In this strategy, the first satisfactory alternative is chosen rather than the best alternative. If you are very hungry, you might choose to stop at the first decent looking restaurant in the next town rather than attempting to choose the best restaurant from among all (the optimizing strategy). The word satisfying was coined by combining satisfactory and sufficient. For many small decisions, such as where to park, what to drink, which pen to use, which tie to wear, and so on, the satisfying strategy is perfect.

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3. Maxima :- This stands for "maximize the maximums." This strategy focuses on evaluating and then choosing the alternatives based on their maximum possible payoff. This is sometimes described as the strategy of the optimist, because favorable outcomes and high potentials are the areas of concern. It is a good strategy for use when risk taking is most acceptable, when the go-forbroke philosophy is reigning freely.

TRAINING The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market[who?] recognize today

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the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

PARLE AGRO Streamlined Its Marketing Strategy with ABBYY Data Capture Technology ABBYY technology and NETSPIDER end-to-end solution helped PARLE AGRO, a leading food and beverage company, to conduct market research among its retailers across the country and measure its products availability and visibility. Challenge The survey responses that arrived from retailers across the country in the form of paper documents had to be classified and processed. Those documents contained a great deal of hand-written information that could be illegible and difficult to read. The ultimate goal was to process all

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200,000 forms in not more than 15 days. To solve the problem, Parle Agro turned to NETSPIDER INDIA, an end-to-end solution provider and experienced ABBYY partner in India, who introduced ABBYYs award-winning data capture technology to tackle the challenge.

Project The starting point of the project was to design and print the EDS census form. NETSPIDER INDIA supported the process: the layout was ready within two days after the pretesting of the form. Then the printed blank forms were sent to the retailers across India. After all the completed surveys were received, the forms were scanned diligently to store each document in electronic format and process with ABBYY Form Reader software, which uses powerful data capture technology. This intelligent solution automatically classifies and processes the survey forms, accurately locating and extracting the required data. The high quality recognition technologies allow ABBYY Form Reader to extract printed text (OCR) and hand-written text in block letters (ICR). Finally, NETSPIDER INDIA customized the output data format to meet all user requirements. Benefits and results NETSPIDER INDIA provided a complete and cost-effective solution that reduced time and number of staff who were previously involved in preprocessing market surveys. The Canon scanner used in the process was able to scan 200,000 forms in 10 days with only two employees required to do the job. Parle Agro obtained comprehensive feedback from retailers across India, which was classified and processed in a single stream.

Data capture automation with the help of ABBYY software significantly reduced the cost of information entry. The elimination of manual entry cut down the number of people involved from 15 to only 5.

Thanks to ABBYY data capture software and efficient support and guidance from NETSPIDER INDIA, Parle Agro streamlined its business processes, which led to a considerable increase in the overall company performance and reinforced its image among its clients. Their efforts have

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complemented the ever-changing face of India, positioning the company as the undisputable leader in its business sector. 1. And after this analysis they made several changes: Parle focus to institutional sales Parle-agro launched a new Appy packaging.

Training programs: The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements.

Purpose of Training Reasons for emphasizing the growth and development of personnel include

Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. Ensuring adequate human resources for expansion into new programs.

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Research has shown specific benefits that a small business receives from training and developing its workers, including:

Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision.

Employees frequently develop a greater sense of self-worth, dignity and well-being as they become more valuable to the firm and to society. Generally they will receive a greater share of the material gains that result from their increased productivity. These factors give them a sense of satisfaction through the achievement of personal and company goals. The Training Process used in the Parle Agro Company are :The model below traces the steps necessary in the training process:

Organizational Objectives Needs Assessment Is There a Gap? Training Objectives Select the Trainees Select the Training Methods and Mode Choose a Means of Evaluating Administer Training

Business should have a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training decisions. Firms that plan their training process are more successful than those that do not. Most business owners want to succeed, but do not engage in training designs that promise to improve their chances of success. Why? The five reasons most often identified are: Time - Small businesses managers find that time demands do not allow them to train employees.

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Getting started - Most small business managers have not practiced training employees. The training process is unfamiliar. Broad expertise - Managers tend to have broad expertise rather than the specialized skills needed for training and development activities. Lack of trust and openness - Many managers prefer to keep information to themselves. By doing so they keep information from subordinates and others who could be useful in the training and development process. Skepticism as to the value of the training - Some small business owners believe the future cannot be predicted or controlled and their efforts, therefore, are best centered on current activities i.e., making money today. A well-conceived training program can help your firm succeed. A program structured with the company's strategy and objectives in mind has a high probability of improving productivity and other goals that are set in the training mission

INTERPERSONAL SKILLS
Interpersonal skills are the skills that a person uses to interact with other people. Interpersonal skills are sometimes also referred to as people skills or communication skills. Interpersonal skills involve using skills such as active listening and tone of voice, they include delegation and leadership. It is how well you communicate with someone and how well you behave or carry yourself. Also they help people further their careers. Interpersonal skills refers to mental and communicative algorithms applied during social communications and interaction to reach certain effects or results. The term "interpersonal skills" is used often in business contexts to refer to the measure of a person's ability to operate within

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business organizations through social communication and interactions. Interpersonal skills are how people relate to one another.

"Interpersonal skills" is used In Parle Agro to measure a person's ability to operate within

organizations through social communication and interactions. Interpersonal skills are how people relate to one another.

They give training programs to suggest the ways to improve interpersonal skills. Some ways to improve interpersonal skills are : Think positively, and enter the mindset to work well with others and maintain good relationships. Do not criticize others or yourself.

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 Be patient guys Learn to listen, experts recommend listening 80% of the time and only talking 20%. Be sensitive to others, this includes not gossiping Have a sense of hum our appropriate to your situation. Many people benefit from a good joke. Treat others and their experience with respect. Praise and compliment people when they deserve it. When someone is telling a story, dont interrupt or try to upstage them with a story of your own. Smile even when you dont feel like smiling. Be cheerful and try to make others smile. Look for solutions When someone compliments you, dont disagree or boast about it simply say thank-you with a smile and move on. Dont complain When youre unhappy, try your best to act happy anyway. You will end up feeling better and so will the people around you, your mood is contagious. Fake it till you make it. If youre not naturally confident or happy, fake it until you generally possess the desired characteristics. Learn to appreciate, be helpful and not demotivate your team members. Work as Team not as an individual, this will achieve better results. Treat your Team members and colleagues as friends and not as strangers or subordinates.

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Job Satisfaction
Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment.

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Work plays a significant role in our lives. In our quest to be happy and productive, having a strong sense of job satisfaction is important. When you are dissatisfied with your job, this tends to have an influence on your overall outlook on life. In parle agro common way of measurement of Job Satisfaction is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5 represents "extremely satisfied").

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In training programs they teach the seven 'ingredients' for a satisfying ingredients are :

job. These

Self-awareness Challenge Variety Positive attitude Knowing your options Balanced lifestyle A sense of purpose

Self-Awareness The first step in the search for job satisfaction is to know yourself. If you're to be happy and successful, you need to understand your strengths and weaknesses. This will help you identify what types of profession will allow you to build on those strengths, and minimize those weaknesses. A useful framework for conducting this type of analysis is a Personal SWOT analysis. Challenge Some days you may deny it, but we all thrive on interesting challenges. Does this mean your job has to be the head of engineering at NASA? No, different things challenge different people at different times. You just need to figure out what you can do to make sure you don't allow yourself to go stale at work.

Variety Boredom is a common culprit when it comes to job dissatisfaction. Some common methods to alleviate boredom at work include:

Cross train and learn new skills. Ask to be moved to a new assignment or department requiring the same skills. Ask to work a different shift.

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Volunteer to take on new tasks. Get involved with committee work. Go on an extended leave, or take a sabbatical.

Positive Attitude

Attitude plays a huge role in how you perceive your job and your life in general. Tips to build positive attitude:-

Stop negative thoughts from entering your brain. Reframe your thoughts to the positive. Put the events of the day in the correct context. Don't dwell on setbacks. Commit to viewing obstacles as challenges. Accept that mistakes are simply opportunities to learn. Become an optimist.

Know Your Options

Keep a list of your accomplishments. Update your resume on a regular basis. Keep up to date on employment trends. Research other jobs that interest you. Adopt an 'I'm keeping my options open' approach.

Maintain a balanced life style You'll have heard many times that you need to keep your life and work in balance. When you focus too much on one at the expense of the other you risk putting your whole system in distress. When work takes over your life, it is easy to resent it and lose your sense of perspective: Suddenly everything about your life is clouded with negativity. Find a Sense of Purpose

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Last, but certainly not least (for many people) is the need to find a sense of purpose in the things you do. Even if you have a boring job, it helps a lot if you can see the real benefit you're providing for people. Even the most mundane job usually has purpose if you dig deep enough. And if it doesn't, should you be wasting your life doing it?

ATTITUDE An attitude is a hypothetical construct that represents an individual's degree of like or dislike for an item. Attitudes are generally positive or negative views of a person, place, thing, or event-- this is often referred to as the attitude object. People can also be conflicted or ambivalent toward an object, meaning that they simultaneously possess both positive and negative attitudes toward the item in question.

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Attitudes are judgments. They develop on the ABC model (affect, behavior, and cognition). The affective response is an emotional response that expresses an individual's degree of preference for an entity. The behavioral intention is a verbal indication or typical behavioral tendency of an individual. The cognitive response is a cognitive evaluation of the entity that constitutes an individual's beliefs about the object. Most attitudes are the result of either direct experience or observational learning from the environment.

The change in attitude brought by the following factors in Pale Agro Company are :1. The characteristics of the change agent 2. The method of communication or persuasion 3. The characteristics of the person, or the group to be influenced and 4. The situational factors.
The characteristics of the change agent :- Is very important because he is to be

accepted by the host and should posses some status, prestige, attractiveness,

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acceptability with organizations and a host of such factors. By status it is felt that a person should have some type of higher position and that does not mean that he keeps the physical and social distance from the host. If this happens the change will not take place at all. Hence he should be more accessible and acceptable to the group. In short, the change agent should command respect.
The next factor is the communication itself. :- It is very important that how the

message is received, edited and put across to the host group providing a clear picture of the situation which would enable the people to think of the pros and cons, and change towards a positive attitude.
The third factor is the host himself

:- His background , personality,

characteristics, etc. Attitudes are formed based on past experience. To change the attitude there is a necessity to bring about the process of unlearning what has been learnt earlier, so that the new learning can take place.
The fourth factor is the situational factors :-They play a major role in

influencing the change in attitude among people. The manager has to create an environment of credibility and acceptability and openness, so that the message put across is able to make convincing thinking in the individual and a change is brought about.

BIBLIOGRAPHY

www.parleagro.com www.parleproducts.com

www.google.com(For definitions and Images) www.dare.co.in

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www.hrera.com

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