English Project Second Page
English Project Second Page
English Project Second Page
CHAPTER 1
INTRODUCTION
Mysore Milk Union limited (MYMUL) IS a co-operative Milk Union fully
owned and managed by milk producers of Mysore and Chamarajnagar districts of
Karnataka State. Since its inception 1987, the union is constantly striving to further
the dairy development and marketing activities in its milk shed area.
Importance of Milk:
Milk is nature's ideal food for infants and growing children. The importance of
milk in our diet has been recognized since Vedic times, and all modern research has
only supported and reinforced this view. In fact, milk is now considered not only
desirable but essential from the time the child is born-. The baby is recommended to
.be breast-fed until it is weaned and thereafter given cow/buffalo/goat/sheep or similar
domesticated mammal's milk till he or she reaches 12 years of age.
Milk is an almost ideal food. It has high nutritive value. It supplies body
building proteins, bone-forming minerals and health-giving vitamins and furnishes
energy-giving lactose and milk fat. Besides supplying certain essential fatty acids, it
contains the above nutrients in an easily digestible and assailable form. AH these
properties make milk an important food for pregnant mothers, growing children,
adolescents, adults, invalids, convalescents and patients alike.
The National Institute of Nutrition has recommended a minimum of 300 g daily
intake of milk for children between 1-3 years of age and 250 g for those between 1012 years, if they are vegetarian, and 250 g and 200 g for the same age groups of nonvegetarian children. In our country, most such "adults consume milk only as whiteners
for tea and coffee, some dahi or buttermilk.
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METROLOGY
MYMUL report was formed through Observations, field visits in a separate
Departments, primary data through information provided by the manager directly,
Secondary data through company records, Internet like Google search,, encloypedia.
The methodology adopted for the study is as follows:Sources of Data
Data was collected based on two sources:
Primary Data.
Secondary Data.
Primary Data:
The primary data is to understand the significance and answer to their
reliability. In this method rate and reliability is higher. In addition to this the data was
collected through observation method, personal interviews and question schedule in
the place where questionnaire was not workable.
Secondary Data
Secondary data is collected through the documents provided by the all the
departments such as policy decisions, reports regarding suggestions, schemes, etc.
Data is also gathered from the books of various authors, magazines, journals, annual
reports, broachers, company manual, etc.
However in this study most of the information gathered was from the
Secondary data that through books, journals, magazines, annual reports, etc. Hence
secondary data makes the main source for the data collected.
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CHAPTER 2
INDUSTRY PROFILE
INDUSTRIAL BACKGROUND
Dairying prior to operation flood:
The earliest attempts of dairy development can be traced back to British rule,
when the Defense Department established military dairy farms to ensure the supply of
milk and butter to the colonial army. The first of these farms was set up in Allahabad
in 1913; subsequent facilities were established at Bangalore, Ootacamund and Karnal.
These farms were well maintained. As animals were reared under farm, conditions,
some herd improvement was made using artificial insemination. This approach did not
have any impact on the supply of milk to urban consumers, which was of major
concern to civilian authorities but less important to the military. With the growth of
the population in urban areas, consumers had to depend on milk vendors who kept
cattle in these areas and sold milk, often door-to-door. As a result several cattle sheds
came into existence in different cities.
To some extent, the Second World War gave impetus to private, dairies with
modestly modernized processing facilities. In the cities like Bombay, Calcutta,
Madras, and Delhi and in some large townships, processed milk, table butter and icecream were available. Poison's, Kelventers and the Express Dairy were some of the
pioneer urban processing dairies. These dairies were not concerned with improving
the breed of milk animals but were content with contracting milk supplies through
middlemen or their own staff. Milk producers as well as consumers were exploited to
a large extent. Despite modernized processing facilities, dairying remained
unorganized.
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With the initiation of India's first five-year plan in 1951, modernisation of the
dairy industry became a priority of the government. The goal was to provide hygienic
milk to the country's growing urban-population.-Initial government action in this
regard consisted pT organizing "milk schemes" in large cities. To stimulate milk
productipnflhe government implemented the Integrated Cattle Development Project
(ICDP) and the Key Village Scheme (KVS), among other similar programmes. In the
absence of a stable and remunerative market for milk producers, however, milk
production remained more or less stagnant.
During the 1960s, various state governments tried out different strategies to
-develop dairying, including establishing dairies run by their own departments, setting
up cattle colonies in urban areas and organizing milk schemes. Almost invariably,
dairy processing plants were built in cities rather than in the milk sheds where milk
was produced. This urban orientation to milk production led to the establishment of
cattle colonies in Bombay, Calcutta and madras. These government projects had
extreme difficulties in organizing rural Milk procurement and running milk schemes
economically, yet none concentrated on creating an organized system for procurement
of milk, which was left to contractors and middlemen. Milk's perishable nature and
relative scarcity gave the milk vendors leverage, which they used to considerable
advantage. This left government-run-dairy plants-to use large quantities of relatively
cheap, commercially imported milk powder.
All these factors combined left Indian dairying in a most unsatisfactory lowlevel equilibrium. The establishment and prevalence of cattle colonies emerged as a
curse for dairying in the rural hinterland as it resulted in a major genetic drain on the
rural milk animal population, which would never be replaced. City dairy colonies also
contributed to environmental degradation, while the rural producer saw little reason to
increase production.
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Operation flood:
The strategy for organized dairy development in India was actually onceived in
the late 1960s, within a few years after the National Dairy Development Board
("NDDB) was founded in 1965. It rested on the Operation Flood programme, which
was conceived by the NDDB and endorsed by the government. Operation Flood is a
unique approach to dairy development. During the 1970s, dairy commodity surpluses
were build imp in Europe. The chairman of NDDB saw those surpluses as both a
threat-ana an opportunity. The threat was massive exports of low-cost dairy products
of India, which had it occurred, would have told the death-knell for India's staggering.
Dairy industry. The large quantities that. India was- already importing had
eroded domestic markets to the point where dairying was not viable. The opportunity,
on the other hand, was built into the Operation Flood strategy. Designed basically as a
marketing project, Operation Flood recognized the potential of the European surpluses
as an investment in the modernization of India's dairy industry. With the assistance of
the World Food Programme, food aid in the form of milk powder and butter oil was
obtained from the countries of the European Economic Community (EEC) to finance
the programme.
Operation Flood is a programme designed to develop dairying by replicating
the An and Model for dairy development, which has stood the test of time for almost
half a century. The first phase of Operation Flood was launched in 1970 following an
agreement with the World Food Programme, which undertook to provide as aid
126000 tonnes of skim milk powder and 42000 tonnes of butter oil to finance the
programme.
The programme involved organizing daiiy co-operatives at the village level;
creating the physical and institutional infrastructure for milk procurement, processing,
marketing and production enhancement services at the union level; and establishing
MYMUL
dairies in India's major metropolitan centers. The main thrust was to set up dairy cooperatives in India's best milk sheds, linking them with the four main cities of
Bombay, Calcutta, Delhi and Madras, in which a commanding share of the milk
market was to be captured. In achieving that goal, the first phase of Operation Flood
laid the foundation for India's modern dairy industry, an industry that would ultimately
meet the country's need for milk and milk products.
The second phase of the programme was implemented between 1981 and 1985.
Designed to build on the foundation laid in the first phase, it integrated the Indian
Dairy Association-assisted dairy development projects being implemented in some
Indian states into the overall programme.
The current third phase of Operation Flood aims at ensuring that the cooperative institutions become self-sustaining. The programme envisages substantial
expansion of the dairy processing and the marketing facilities; an extended milk
procurement infrastructure; increased outreach of production enhancement activities
and professionalization of management in the dairy institutions.
National Dairy Development Board (NDDB)
National Dairy Development Board was established inl 965 under the Societies
Registration Act, the Charitable Trust Act and the Public Trust Act, to fill the vacuum
of national-level organization to replicate An and Model dairy cooperatives
throughout the country and to make available multidisciplinary, professional dairy
expertise to dairies in the public and co-operative sectors. During its initial stages,
NDDB was assisted financially by the Government of India, the Danish Government
and by AMUL. It also received aid from the United Nations Children's Fund
(UNICEF) in the form of teaching material and equipment.
In 1969, when the Government of India approved the Operation Flood
programme and Its financing through the monetization of World Food Programme-
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gifted commodities, it was found that the statutes under which NDDB was registered
did not provide for handling of government funds. Therefore, in 1970 the government
established a public-sector company, the Indian Dairy Corporation. The IDC was
given responsibility for receiving the project's donated commodities; testing their
quality; their storage and transfer to user dairies and receiving the dairy payments.
Thus it served as finance-cum-promotion entity while the entire Operation Flood
technical support was provided by NDDB. To avoid any duplication in their activities
or overlap of functions, the IDC and NDDB were eventually merged into a newly
constituted NDDB by an. Act of Parliament passed in October 1987.
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Provides assured and remunerative market for the milk produced by the fanner
menders.
Provide quality milk to urban consumers.
To build village level institutions in co-operative sectors to manage the dairy
activities.
To ensure provision of milk production inputs, processing
facilities
and
dissemination of know-how.
To facilitate rural development by providing opportunities for self employment
at village level, preventing migration to urban areas, introducing cash economy
and opportunity for steady income.
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COMPANY PROFILE
INTRODUCTION:
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of Mysore District into Mysore and Chamarajnagar Districts, this Union is renamed as
Mysore- Chamarajnagar District Coop Milk Producers Societies Union Ltd.
Main functions of this union:
1.
To provide remunerative market for the milk produced by the rural fanners
2.
3.
4.
5.
6.
7.
8.
9.
10.
producer.
Cross breeding facility through Artificial Insemination service.
Supply of balanced Cattle Feed to the fanners of the Coop Societies at
subsidized rates.
Technical guidance and supply of root slips/seeds for Fodder cultivation by the
members of the Coop Societies
Effective supervision/extension services through field executives of the Union,
Intensive Co-Operative education programmes to the women members of the
Dairy Coop Societies through Coop Development Programme.
Mysore Dairy with the capacity of 10 TLPD was started in the year 1965 under
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Vision:
The vision of MYMUL is to provide quality milk products to the consumers
and emerge as one of the top milk union of the co-operative dairy industry in the
country.
Mission:
MYMUL is committed to provide maximum possible price for the milk
supplied by its members and provide necessary inputs to enhance milk production
while ensuring economic viability of the union.
Quality policy:
MYMUL is committed to producer's welfare through customers delight by
adopting continuous improvement and ensure pure and hygienic milk and milk
products.
Values:
Honesty
Discipline
Quality
Cost control
Co-operation
Team spirit
Service motive
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To provide a guaranteed remunerative milk market round the year for all the
marketable surplus of member producers in their villages.
To procure milk, process into good quality milk/milk products and market it
most economically and efficiently to give maximum overall net-returns to the
producers and general satisfaction to the consumers.
To provide essential technical inputs and services to the producers at their doorsteps in an economic and efficient manner and also in a way most acceptable to
them.
To build village level institutions co-operative sector to manage the dairy
activities.
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45 acres
Handling capacity
2, 74,000 LPD
2.89crores
2 .Milk procurement
Dairy
co-operative
societies: 895
functioning
Dairy societies registered
936
Procurement routes
71
Chilling centers
Districts covered
Taluks covered
11
Villages covered
2005
Number of employees
374
Distribution routes
35
Districts covered
374
235
3 Milk Distributions
Milk parlors
48
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AREA OF OPERATION
MYMUL not only operates in Mysore districts, but, also operates in some parts
of Chamarajanagar District. It operates 502 distribution centers, concerning all the
agents besides, there are 2 milk parlor maintained by the dairy.
Mysore District
Mysore Tq.
T.Narasipura Tq.
Nanjanagudu Tq.
H.D.Kote Tq.
Hunsur Tq.
Piriapatana Tq.
K.R.NagarTq.
Chamrajanagar District
Chamrajanagar Tq.
Gundlupete Tq.
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Jersey
Dodla
Arogya
Gomatha
Thirumala
Swastika
Loose milk vendors
Heritage
"
JERSEY
1.
2.
3.
4.
City)
M.R.P. rate Rs. 16.00 per liters- seller rate Rs. 15.50 to based on quantity.
Commission ranges from 40-70 per liter (good incentive scheme) Quality
5.
6.
7.
8.
means.
Vigorous advertisement especially at the point of purchase.
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DODLA:
Plant at Nellore.
Availability of raw material at cheaper rate.
Sale in union Jurisdiction 18 TLPD (Thousands liter per day in city)
M.R.P rates Rs. 13.00 per liter- seller rate 12.50.
Commission ranges from paisa 40-50
Quality perception-thick and long shelf life.
Flexible distribution-retailers or anyone willing to sell
Returns will be accepted.
Payment- cash and carry or which collecting empty on return trip.
Channel members are playing critical role in boosting the sales.
Packing is attractive with multicolor pricing on sachets
Consumers perceives that milk is good for making curds.
AROGYA:
Plant at Bangalore
Sale in union jurisdiction 10 TLPD (Thousands liter per day) (25 TLPD in
cities)
MRP Rates Rs. 18.00 per liter.
Commission ranges from 60 paisa per liter.
Availability mostly retail outlets like bakeries. Condiments and departmental
stores
Packing2 is attractive with multicolor printing on sachets.
Concentrating on value added products and not much on milk.
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Heritage
Plant at
Sale union jurisdiction from 12 TLPD (30 litters TLPD )
MRP Rates is RS 20 per liter
More contents in fat than any other milk competitors
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INFRASTRUCTURAL FACILITIES
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MYMUL has better infrastructural facilities which makes their production process and
Business more easier, it consists of;
I. MILK PROCUREMENT
Milk collection from fanners.
Dairy co-operative society.
Bulk milk products.
II. TRANSPORTATION
They have procurement group contract vehicles.
Milk Tankers.
III. MILK PROCESSING
IV. PACKING
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V. ENGINEERING
Reformation equipments
Boiler equipment
Effluent treatment plants
Electronic generation
VI. MARKETING
a. Distribution network
Agents
Parlors
Depots
Franchise
b. Distribution Transport
Trucks
Goods auto
Mobile
AWARD
MYMUL has got two awards they are
1. ISO 90001-2000
2. National Energy Conservation award from resident of India in 2005.
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MILESTONES:
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PRODUCT PROF1L
MYMUL manufactures the following products
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NANDINI CURD
Nandini curd made from pure milk, it is thick and delicious. Giving you all the
goodness of homemade curds. Available in 20Ggms and 500gms sachet.
NANDINI GHEE
A taste of purity, Nandini ghee made from pure butter it is fresh and pure with a
delicious flavour, hygienically manufactured and packed in a special pack to remain
the goodness of pure ghee. Shelf life of six months of ambient temperatures. Available
in 200ml, 500ml, 100ml, sachets andl5kgs tins.
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NANDINI PEDA
No matter what you are celebrating Nandini Peda from delicious treat for the
family made from Pure milk, store at room temperature approximately seven days.
Available in 50 grams for Pack containing 10 pieces each.
NANDINI MYSORE PAK
Fresh and Tasty, Nandini Mysore Pak is made from high quality Bengal gram,
Nandini Ghee and sugarcane. Available in 250grams and 500grams. PP container
shrink packed to preserve freshness. Advised to consume fresh to enjoy its excellent
taste.
SWEET LASSIE
Sterilized flavored milk. Nutritious and healthy milk and an all season
wholesome drink available in different flavors.
NANDINI FLAVOURED MILK
Sterilized flavored milk. Nutritious and healthy milk and an all season
wholesome drink available in 5 different flavor pineapple, rose, bad am, pista and
natural orange.
MASALA MAJJIGE
It is also one of the drinks available from dairy. It should be prepared with
masala ingredients.
BAD AM BURFI
Bad am burfi is a delicious treat made up of milk and it can be stored at room
temperature.
CASHEW BURFI
Fresh and tasty cashew Burfi is made from cashews, Nandini ghee, and sugar
milk. It is a Delicious way to relish a sweet movement.
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CHAPTER 3
INTRODUCTION
The study of organizational climate gained lot of significance due to its impact
on [employee satisfaction and productivity. Organizational climate is the human
environment within which an organization's employees do their work.
Organizational Climate cannot be touched or seen but is experienced by people
working in an organization. Organizational Climate is to an. Organization what
personality is to a person It conveys that impressions people have of organizational
internal environ merit. The climate of an. organization's viewed from a; total system
perspective. While there may be difference in climates within subsystems, they will be
integrated to a certain extent to denote over all organizational climates.
SIGNIFICANCE OF ORGANISATIONAL CLIMATE
The study of Organizational Climate is gaining lot of significance in the light of
the following reasons:
Constraint System: Organizational Climate places constraints upon the
individual's freedom of choice this has both the positive and negative sense. Providing
information to the employees about what kind of behavior will be rewarded, punished
or ignored can do this. Thus it provides sources of rewards and punishment. Further,
the varying degrees of rewards and punishments can influence behavior. Such a
4
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constraint system would influence the behavior of those people who are most
interested in those specific values, which are assigned to different behavioral
outcomes.
Evaluation of Self and others : The elements of organizational climate may
affect behavior through evaluation of self and others. In this evaluation process both
physiological and psychological variables will be as vacated. Thus Organizational
Climate helps to evaluate Self and Others.
Helps the individual to form a Perception : Organizational factors influence the
behavior by helping the individual in forming a perception of the organization. The
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the other hand, if the orientation is to produce excellence the climate is characterized
by achievement orientation.
Inter-persona! relations : Interpersonal relations, which are reflected in the form
of the way informal organizations formed and operated. Informal organizations, many
times benefit the organizations. Sometimes, they also result in goal displacement.
Individual Autonomy : Individual Autonomy and freedom experienced at the
work place. If the individual employees are given sufficient freedom to work and
exercise authority, it may result in greater efficiency in operations. This autonomy will
reduce the burden of higher level executives.
Organizational Control System : The organizational control systems talk about
the degree of control on the subordinates. These controls could be rigid or flexible.
Rigid control will lead to impersonal or bureaucratic atmosphere in the organization.
There will be minimum scope for self regulation.
Organizational Structure : The organizational structure serves the basis of inter
personal relations between superiors and subordinates. It clearly states that who is
responsible to whom and who is to direct them. This structure could be, centralized or
decentralized, mechanistic or organic structure. A decentralized and organic structure
could result in greater participation from subordinates compared to centralized and
mechanistic structures.
Management Orientation towards employees : The dominant style of managers
will also have impact on the climate of organization. This style could be
Concern for production (Task Orientation-or Concern for employees
(Relationship Orientation). In Task Orientation leaders will be autocratic.
Employees obey out of fear of punishment. This may result in low morale.
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On the other hand. Relationship Orientation, results in considerate and
supportive climate. This may result in team spirit because the needs and
aspirations of the workers will be given due importance.
Reward and Punishment System : Yet an other component in organizational
climate is the reward and punishment system. It could be based on
Merit (performance) or Seniority based. The reward system based on
performance could result in an atmosphere of competition and greater
productivity.
Communication System : The communication system of the organization will
also affect the organizational climate. The flow of information, its direction, its
dispersement and its types are all important determinants. A good
communication system encourages subordinates to express their ideas,
suggestions and reactions. When this is blocked it results greater frustration.
Conflict tolerance and Conflict Management: In every organization, there will
be inter-group and intra-group conflicts. The organizational climate depends
upon how effectively these conflicts are managed. If they are managed
effectively, there will be an atmosphere of co-operation in the organization,
otherwise, there will be atmosphere of distrust and low morale.
Mutual trust and confidence : Another important dimension is the amount of
mutual trust and confidence enjoyed between employer and employee. An
atmosphere of suspicion results in low morale and negative climate where
employees will not be in a position to give their best.
Risk-taking and the environment: How members respond to risk and whose
help are sought in situations involving risks are important any organization. If
the individuals feel free to try out without any fear they will not hesitate in
taking risks. Such an atmosphere encourages innovation.
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Since the above dimensions are not mutually exclusive, they do overlap each other.
The way in which these different dimensions operate an organization indicates the
underlying philosophy of the management.
FACTORS AFFECTING ORGANISATIONAL CLIMATE
The Climate of an organization is influenced by a host of factors. Lawrence
James and Allan Jones stated that Organizational Context, Organizational structure,
Process, Physical environment, System Values and Norms influence the climate of an
organization. According to Latin and Stringer the important factors are Organizational
structure, Individual responsibility, Rewards, Risk and risk taking., Warmth and
support, and Tolerance and conflict. Schneider and Barletta pointed out that
Management support, Management structure, Concern for new employees, Interagency conflict, Agent dependence, and the General satisfaction affect the
organizational Climate. Katz indicated that Rules Orientation, The nurturance of
subordinates, Closeness of supervision, Universalism, and Promotion-achievement
orientation affect the organizational climate.
Let us discuss some of the factors that influence the climate of an organization in
detail:
Organizational Context : Organizational Climate is being influenced by
contextual factors like the philosophy of management which is vividly
manifested in the form of rules and regulations, and policies. Besides the
reactions of the associations of employees and the degree to which they agree
with management's philosophy is critical to the development of a favorable
climate. If management is able to match employees' goals to organizational
goals, it is most likely to put- a positive influence on climate. The
management's attitude towards employees is indeed a major determinant to the
overall organizational climate.
Organization Structure : The structure of the organization is one of the ways
through which the philosophy of the management is manifested. The Structure
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of an organization is a framework within which the formal relationships
namely, authority and responsibility exist. This structure serves as the basis of
inter-personal relationships between the superiors and the subordinates and the
peers (people of same . rank in the organization). The formal structure could be
a centralized one or decentralized one. This structure again depends, among
others, the philosophy of management. The centralized structure or
decentralized structure, within the given framework of the system affects the
climate of the organization. A centralized structure results in greater degree of
consistency in decision-making, more control and less participation. These will
have impact on job satisfaction, absenteeism, productivity and others. A
decentralized structure creates a climate of participation, sense of
belongingness. This in turn will have positive impact on job satisfaction,
absenteeism and others.
Organizational Process : Every organization achieves its objectives through
processes of communication, motivation, leadership and decision making. In
these processes, the relationship between superior and subordinate are very
important. For example, two way communication, positive motivation,
considerate leadership and others will affect the climate of the organization.
Organizational Physical Environment: The environment of the organization
will have its impact on the climate of the organization. The environmental
factors include the external environment, size of the organization, location of
the building, weather, internal working conditions, loud and intermittent noise
and others. An employee working in a relatively quiet, clean, and safe
environment will probably have a more favorable perception of the
organizational climate than one who works in a noisy, dirty and dangerous
environment. It is obvious that many factors contributing to
external work environment affect the climate of an organization and
consequently affect the level of job satisfaction.
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Systems, Values and Norms: Every organization has a formal value system,
which is communicated through its policies, rules and regulations etc., every
organization has a distinctive set of values, spoken and unspoken, which
govern the way people interact with one another. People who are working in
these organizations will have a pretty good idea of what the culture at large
considers important. Many of these value standards stem from the words and
deeds of the managers in their day-to-day operations. Besides the informal
organizations too have their own norms to govern the behavior of the members.
There are too many behavioral norms in a typical organization to count, and
most of them are unconsciously understood and enforced. These include
communication, dress code, protocol, etc., thus, the values and norms of both
the formal and informal system of an organization exert influence on the
climate of the organization.
Check your progress:
1. Distinguish between organizational culture and climate.
2. Explain the factors influencing organizational climate.
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Another research, which was developed by Rensis Likert, focused on the style
of management. His study covered seven elements viz., leadership, processes,
motivational forces, communication, interaction-influence process, decision making,
goal-setting and control. The researcher concluded that the more human-oriented
climate produces both a higher levels of performance and greater job satisfaction.
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Introduction
"Organizations are not mere bricks, mortar, machineries or inventories. They
are the people. It is the people who staff and manage organizations". The success or
failure of any organization is basically dependent on the quality of human resource it
has. Human resource gives the competitive edge to an organization from the other. So,
every successful company gives importance to its human resource and maintains a
separate department to deal with it. Currently, MYMUL has 381 employees at total.
To deal with the human resources at MYMUL, there is a separate department called as
Administration Department or HR Department. It deals with all the dimensions of the
employees at MYMUL.
Recruitment and Selection:
A committee called "Expert Panel Committee", the apex, body of the union
which comprises of: MD of MYMUL, President of MYMUL, one representative from
the KMF, one from the Board of Directors of NDDB, one member from the Registrar
of the Co-operative Societies, is authorized for hiring new employee to any post or
cadres at MYMUL.
Procedure for Selection:
If a post is to be fulfilled by competitive examination, then after giving
adequate publicity in the newspaper, the appointment procedure will be carried
out in the order of merit from the list of candidates prepared by the selection
committee or expert panel
For direct selection, after giving adequate publicity in leading newspaper to
the recruitment, the appointing authority may determine in the order of merit
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Incase if the post is being filled by internal promotion from its own staff, it is
done by selection of a person on the basis of merit and suitability in all respects
to discharge the duties of the post with due regard to seniority from
among the persons eligible to promotion will be screened by the committee prescribed
by MYMUL.
Age limit: For direct recruitment the age limit for general candidates is that one must
have attained the age of 18 years and not attained the age of 35 years.
Service benefits:
The employees of MYMUL are entitled to various service and welfare benefits.
Some of the benefits provided to employees are:
rupee per day plus 250 ml of milk for self consumption on duty.
Cold storage Allowance: The employee working in the cold store get an
additional rupee per day plus 250 ml of milk for self consumption on duty.
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Attendance Benefits: The employees who remain regular get the additional
amount of Rs. 30 per month and he or she is allowed to be late by an hour once
a month.
Bonus: The bonus is awarded to employees in accordance to The Bonus Act
1965, amended by Indian government from time to time.
Milk at Subsidized rate: Each employee gets a subsidized milk facility. For
every liter milk purchase, % liter milk at free all the time. During flush season
(Oct - Nov) when the procurement of milk is very high, each employee gets Vi
liter of milk at free.
Free supply of Ghee: Each employee gets 500 g free supply of ghee twice a
year.
Provident Fund: The provident fund facility is provided to employees as per the
Employees Provident Fund and Family Pension Fund Act.
Subsidized Canteen: Mysore Dairy has got one canteen to provide convenient
and cheap food facilities to its employees. Here, the employees get breakfast
and meals at very cheap prices.
Medical Facility: It covers the employee and his dependents, children less than
18 yrs. For Inpatient up-to Rs. 50,000 per annum is provided.
Leaves:
Earned Leave: An employee can take earned leave of 30 days per year, which
if not taken can be accumulated for a maximum of 240 days.
Half Pay Leave: The employees are also entitled to 20 days of half pay leave
per year
Casual Leave: An employee can take 15 days casual leave in a year, but it
should not exceed 7 days in a stretch. Casual half day leave can also be taken.
Maternity Leave: Female employees are availed 2-3 months maternity leave.
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MYMUL
be granted only when no other leaves are left to the employee's credit. This
leave is granted not more than 60 days at once and can be provided maximum
of 5 times in entire service period.
Promotion and Transfer:
Promotion is solely on the basis of sensitivity and experience. Transfers are
always accompanied by promotions
Induction:
After an employee is employed in MYMUL, he or she is made familiar to the
union and also know the objectives, values, functions and the operations. This helps
the employee to interact with senior staff members from various departments.
Training and Development:
Training and Development refers to the imparting of specific skills, abilities and
knowledge to an employee. Training refers to the process of imparting specific skill.
Development refers to those learning opportunities designed to help employee's
growth. The need for training and development is determined by the employee's
performance deficiency, computed as follows:
Training and development need= Standard performance - Actual performance
Benefits of Training and Development programs in MYMUL:
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MYMUL
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MYMUL
ABBREVIATION
President
President
MD
Managing Director
MYMUL
DM
Deputy Manager
P&I
Production department
Mktg
Marketing department
HR
MIS
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DEPARTMENTS
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MYMUL
PRODUCTION DEPARTMENT
FUNTIONS:
Preparation of curd, Butter, Ghee, Badam Milk, Mysore Pak, Darwad peda,
Peda.
Implementation of production plan.
Good and tasty preparation practices.
Release of production files to the factory with material update.
B.
C.
INANCE DEPARTMENT
Finance department plays very important role on the production department,
purchasing department and marketing department. The main objective of the finance
department is to facilitate smooth functioning of all departments and providing the
solution for the issues which will occur in day to day functioning.
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Date of payment.
Budget allocation.
Incentives.
ESI
PF
Gratuity payment.
Wages.
Educational loan.
FUNCTION:
Recording transactions.
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D.
MAINTENANCE DEPARTMENT
FUNCTION:
E.
MARKETING DEPARTMENT
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like. Through these terms can be defined widely, the basic nature of distinction lies in
the scope of coverage and evolutionary stage on simple sense human resources
management means employing people, developing their resources, utilizing
maintaining and compensating their services in tune with the job and organizational
requirements.
Human resources management refer to the practices and policies one needs to
carry out the 'people' or human resources aspects of a management position including
recruiting, screening, training, rewarding, and appraising.
The policies include
Appearing performance.
Communicating.
Definitions:
"Take out all building, take out all my plant and machinery, take out all the capital
investment but leave my men and I will become Henry ford again".
Henry ford
"If we plant for one year plant a corn; if we plant for ten years. Plant a tree if we plant
for hundred years plant people. Human resources management is a series
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K Davis
"Human resources management is a process to acquire capabilities as
individuals which is required to perform various functions of their present and future
role it helps to develop their general capacities to bring out their potential towards the
organizational process. It is required to develop organizational culture and to induce
them towards the goal".
Dafdur
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To strengthen and appreciate the human assets continuously by providing training and
development programs.
To provide and opportunity for expression and voice in management.
To provide fair acceptable and efficient leadership.
To provide facilities and conditions of work and creations of certain favorable
atmosphere to maintain the stabilized growth.
Need of human resource management
There is a need for HRM
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Managerial functions.
2.
Operative functions.
\-
Managerial functions
Managerial functions of personal management involve planning, organizing,
directing and controlling all these functions include the operative functions.
Planning is a pre - determined course of action; It is determined of personal
programs and changes in advance that will contribute to the organizational
goals.
Organizing is a means to end; It is essential to carry out the determined course
of action. This process establishes relationships among the employees so that
they can collectively contribute to the attainment of company goals.
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The basic functions of personal management at any level is motivating
commanding, leading, and activating people directing is an important
managerial function in building sound industrial and human relations besides
securing employee contributions.
After planning, organizing and directing the various activities of the personal
management, the performance is to be verified in order to know that the
personal
functions
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The employee is divided into main categories such as management staff &
workmen. Since it is manufacturing unit most of the employees are shop floor
employees (workmen). The total number of workers working in MYMUL is 372 This
number includes all levels of all departments, like production, marketing, finance,
personnel or HR etc.
Social Security
The wages provided to the employees particularly of the lower level may not
be sufficient to meet their needs like medical facilities, education, maternity needs of
women employees etc. Therefore, the governments of various countries insists the
employers to provided the security to their employees against the social evils.
According to lord beverage "Social Security on five giants viz, wants disease
ignorance squatter and idleness. The concept's related to social justice and equality.
ESI and P.F is provided to ensure social security.
The various types of securities are provided by the employees top the employees
in MYMUL are as follows:1. Employees security
Physical and job security to the employee should also be provided with a view
of promoting welfare the employee and the employee on the job create a sense of job
security. Further the employee on the job creates a sense of job security to the life.
2. Salary
Salary paid in MYMUL As per the Karnataka State Government scale / rule.
There is difference in the Salary level according to the qualification & experience at
work level.
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MYMUL
3. E.S.I.
E.S.I is the benefit provided for the employees. In MYMUL. The employees
who are getting Gross Salary up to 10,000/- will be covered ESI benefits.
4. Allowances
Traveling and daily allowances are giving according to MYMUL rule and the
house rent & city allowances are giving as per Govt rule.
Old age and Retirement benefit
Employees provide some benefit to the employee after retirement -during old
age with a view to create a feeling of security about the old age. These benefits
include P.F, Pension, insurance, gratuity and medical benefits.
Provident fund
Employee provident fund or provident fund as it is normally referred to is a
retirement benefit scheme that is available to salaried employees.
Under this scheme, a satisfied amount is deducted from the employee's salary
and contributed towards the fund. This amount is decided by government as per rule
provident fund act. MYMUL is providing the provident fund as per its rule.
Gratuity
MYMUL is providing Gratuity as per rule of the Gratuity act to the employees
and on the basis of actuarial valuation as per the balance sheet data made by
independent activities.
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MYMUL
Pension
In MYMUL Pension is providing to the retired employees through P.F.
Loans
MYMUL is providing many loans to employees. They are education loan,
festival advances, and medical allowances, (for only serious cases and some diseases
like cancer, heart diseases kidney problem etc.
Deduction
Through salary the loan will be deducted.
Promotion
Promotion
MYMUL is giving promotion to the employees as per their qualification &
experience.
Entertainment
MYMUL is providing benefits for entertainment like Sports, cultural activities,
annual tours to the employees.
Working hours
In MYMUL working hours for the employees is (Eight) hours per duty
including lunch hour.
Leave Encashment
Liability on account of encashment of unavailable encashment portion of
accumulated privilege leave of employees is on the basis of actuarial valuation as at
the balance sheet made by independent activities.
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Here the industry is maintaining the first allowances and conducting programs &
giving training to the first aid committee.
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CHAPTER 4
METROLOGY
MYMUL report was formed through Observations, field visits in a separate
Departments, primary data through information provided by the manager directly, .
Secondary data through company records, Internet like Google search, encloypedia.
The methodology adopted for the study is as follows:Sources of Data
Data was collected based on two sources:
Primary Data.
Secondary Data.
Primary Data:
The primary data is to understand the significance and answer to their
reliability. In this method rate and reliability is higher. In addition to this the data was
collected through observation method, personal interviews and question schedule in
the place where questionnaire was not workable.
Secondary Data
Secondary data is collected through the documents provided by the all the
departments such as policy decisions, reports regarding suggestions, schemes, etc.
Data is also gathered from the books of various authors, magazines, journals, annual
reports, broachers, company manual, etc.
However in this study most of the information gathered was from the
secondary data that through books, journals, magazines, annual reports, etc. Hence
secondary data makes the main source for the data collected.
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MYMUL
STRENGTHS
1.
"Nandini" is the market leader and it is the trusted house hold brand name in
2.
3.
Karnataka.
MYMUL has two lakh farmer members.
MYMUL provides excellent veterinary, vaccination, Extension facilities, Feeds
and Fodder seeds supply etc., in the field, which cannot be thought off by any
private sector. Hence earned lot of goodwill from member producers, who
4.
5.
6.
7.
8.
WEAKNESSES
1.
Lack of flexibility in deciding about its operation. No authority over issues like
2.
3.
OPPORTUNITIES
1.
Since the Mysore district is under Cauvery basin, perennial greens are available
2.
to the Cattle.
Institutional markets, bakeries, hotels etc., are not fully tapped and these can be
3.
4.
5.
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price and serving customer by offering hygienic quality product at a reasonable
price throughout the year.
THREATS
1.
After liberalization, entry barriers in the dairy industry eased for new entrants.
2.
3.
organizations.
Some private dairies are selling homogenised milk, which appears rich. The
union cannot homogenize all its huge quantity of milk due to lack of
4.
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CHAPTER 5
ANALYSIS AND INTERPRETATION OF DATA
DATA ANALYSIS:
Data analysis involves creating a series of observations into descriptive
statements about variables and/or inferences about relationships among Variables. Put
more simply, data analysis provides answers to questions we might want to ask for a
set of data.
Respondents will sometimes rush through questionnaires in an almost random
manner. This tends to produce a number of inconsistent responses such as highincome category and a low-paying job category, or unawareness of price that is
changed frequently. Questionnaires containing such inconsistencies has been
examined carefully and deleted from the data base if it appears that respondent were
haphazard in completing them.
Now let us start analyzing data for different types of observations in case of
Milk and Milk products now the answer required at conclusion.
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Table-1
Showing the Monthly INCOME of the respondents
<5k
5k-10k
10k-20k
20<k
Total
23
51
20
11
100
Numbers
Income
From the above table it is found that 50% of the respondents having income of
5000 -10,000 per month, 20% of the respondents having income from 10 k - 20 k, and
20% of the respondents have income of less than 5000 and rest having more than 20k
per month.
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Table-2
Showing the Age group of the respondents
20-30
30-40
40-50
50<
Total
26
42
18
14
100
Numbers
Age
From the above table it is found that 42% of the respondents are in. the age
group of 30 -40 Yrs, 26% of respondents are under the age group of 20 - 30 Yrs and
the rest are 40 - 50 Yrs and above.
Inference: Finally, it is observed that maximum numbers of respondents are in the age
group of 30-40 Yrs.
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Table-3
Is the price of the product economical?
Agree
Always
12
Agree
Sometime
38
Disagree
18
Disagree
Sometime
22
Disagree
always
10
Total
100
Numbers
From the above table it is found that 38% of respondents agree that the product
is economical, 22% of them disagree sometimes that the product is economical, 18%
of them disagree that it is economical and others agree always and disagree always.
Inference: Finally it is observed that maximum number of respondents agree that the
product is economical.
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TabIe-4
Would you buy the product if the price would change again?
Buy Always
Buy Sometime
47
23
12
18
Total
100
Numbers
From the above table it is found that 47% of the respondents always buy the
product if there is a price change again, 23% of the respondents wish to buy some
times, 16% of the respondents may not buy and the rest of them would not buy at all.
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TabIe-5
Do you substitute "Nandini "milk products with any other brand?
Yes
No
Total
64
36
100
From the above table it is found that 64% of the respondents would not like to
substitute "Nandini" with any other brand if there is a rise in price and 36% of the '
respondents would like to substitute "Nandini".
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Table-6
Which brand would you prefer as a substitute?
Dolda
Arokya
Jersy
13
16
10
Fresh
Milk
34
Heritage
Others
Total
16
11
100
Numbers
Brands
From the above table it is found that 37% of the respondents like to use fresh
milk as a substitute to "Nandini", 17% of them like to use Heritage, 13% of them
would like to use Arokya and Dodla and rest of them like to use Jessy and Others.
Infernce : Finally it is observed that maximum no of respondents wants to use
fresh milk as substitute for" Nandini".
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Table-7
Do you think there is a continuous improvement in "Nandini" milk products?
Yes
No
65
35
Total
From the above table it is found that 65% of respondents agree with the
continuous improvement in the product & 35% of them disagree.
Inference: Finally it is observed that maximum number of respondents
agree that there is a continuous improvement in the "Nandini "milk product.
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Table-8
How your opinion about availability of" Nandini "milk products?
Good
Average
Poor
Total
60
30
10
100
From the above table it is found that 60% of respondents' opinion is good, 30%
of respondents opinion is average & 10% of the respondents opinion is poor about
availability of "nandini "milk products.
Inference: Finally it is observed that maximum number of respondent's
opinion is good about availability of "nandini" milk products.
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Table-9
Do you prefer any other products in "Nandini" other than milk?
Yes
No
Total
70
30
100
From the above table it is found that 70% of respondents prefer other "Nandini"
products also & 30% of them disagree.
Inference: Finally it is observed that maximum number of respondents are
ready to buy other "Nandini "products also.
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Table-10
How is your opinion regarding Brand name of the product "Nandini"?
Easy to Remember
Difficulty in remembering
Total
85
15
100
From the above table it is found that 85% of respondents give positive opinion
regarding the brand name of "Nandini "& 15% of them are having negative opinion.
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Table-11
Have you come across with any promotional strategies of "Nandini "milk products?
Advertisemen
t
55
Publicity
5
Sales
Promotion
40
Other
5
Total
100
From the above table it is found that 55% of respondents came across
Advertisement ,5% of respondents came across Sales Promotion & 40% of the
respondents came across Publicity & 5% of respondents came across others about
Promotional Strategies.
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6. FINDINGS :
It
5000/-to Rs. 10.000/ It is observed that the maximum numbers of respondents are in the age group
of 30 to 40 years.
It is observed that maximum number of respondents agree that the product is
economical.
It is observed that maximum number of respondents like to buy always even
though these is a rise in price.
It is observed that maximum number of respondents is not willing to substitute
"Nandini "products.
It is observed that maximum number of respondents wants to use fresh milk as
substitute for "Nandini
It is observed that the maximum number of respondents agree that there is a
continuous improvement in the "Nandini" Milk products"
It is observed that the maximum number of respondent opinion is good
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SUGGESTIONS
Most of the customers are using "Nandini Products" from 5-10 years have good
opinion about the products and the company should always try to maintain
good quality.
Consuming milk from nearby villagers and after processing is the dairy the
same will be sent to the "Nandini" Milk Products" for retail sales. Hence good
transportation facility to be maintained.
Price must not be increased in a short span of time because many customers . .
want to substitute.
The company is facing competitions from many other brands like "Arokya",
"Dodla" etc and the company must try to maintain good relationship with the
custoriiersibr surviving in the market.
feel it as
economical.
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CONCLUSION
The human resource management are related to specific activities namely
employment, development, compensation and relations which are integrated by
managerial functions.
Employment is the first operative functions of HRM, Concerned with securing
and employment of the people possessing required kind and level of human resources
necessary to achieve the organisational objectives. It covers the functions of job
analysis, human resources planning, recruitment, selection, placement indications and
operation.
Development is a process of improving, motivating and changing the skills,
knowledge, creative ability, aptitude, values, Commitment etc. Based on present and
future job and organisational requirements. This process includes performance
appraisal, providing training management development, career planning and
development and organisational developments.
Compensation is the process of providing adequate equitable and fair
remunerations to the employees. It includes job evolution, wage and salary
administration, incentives bonds fringe benefit and social security measures.
The resent thinking in employee welfare and safety however is more oriented
towards increasing productions and efficiency of the work of the people. An out
standing trend is that it has become a comprehensive concept answered with
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social
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QUESTIONNAIRE
I, M.S. Sowmya, student of M.B.A 4th Semester From Karnataka state open
university, Mysore conducting survey on "Organisational climate survey - a study at
MYMUL, Mysore".
I Kindly request you to please spare your valuable time to answer this
questionnaire.
Thanking you
Your's Sincerely
M.S. Sowmya
1.
Name
2.
Sex
Male
3.
4.
Female
Occupation :
House Wife
Salaried employee
Agriculturist
Others
Age
20-30
30-40
40-50
50 & above
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5.
6.
7.
5000 10000
10000-20000
20000<
From how many years are your buying Nandini Milk product?
< 1 yr
1-5 Yr
5-10 yrs
10 yrs<
Agree sometimes
Disagree
Sometimes disagree
Disagree always
8.
9.
Would you buy the product if the price would change again?
Always buy
Buy sometimes
No
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10.
11.
12.
Arokya
Fresh Milk
Others
Average
poor
15.
No
14.
Jersy
13.
No
No
Difficulty in remember
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16.
Have you come across with any promotional strategies of Nandini Milk
products?
Yes
No
17.
Advertisement
Publicity
Sales promotion
other
If you are buying Nandini Milk Products, what is your opinion about the
following attributes, when you compare against the price?
Attributes
Very Good
Good
Average
Poor
Very poor
Quality
Distribution
Packing
Value of Money
Others
18.
Do you have any suggestions about Nandini Milk products which area do you
bring changes?
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BIBLIOGRAPHY
Annual Reports of MYMUL
Marketing management
Philip Kotler
Production management
KAshwathappa
P.Subbarao
Websites : www.nandinimilk.com
www.indianmilk.com
www.nandiniproducts.com
www.indiadairy.com
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