Académique Documents
Professionnel Documents
Culture Documents
Submitted by
AMUDHA.S
Reg. No. 088001112007
Of
JULY, 2009
_________________________________
Signature and Name of the Guide
__________________________________
Signature and Name of the Director/HOD
__________________________ ________________________
ACKNOWLEDGEMENT I
List of charts iv
Executive summary
1. Introduction
4.1. Findings 79
4.2. Recommendations 82
4.3. Conclusion 83
Appendices
Bibliography
LIST OF TABLES
Table No. TITLE Page No
1 Age of respondents 28
2 Educational qualification of respondents 30
3 Work experience 32
4 Respondents opinion about job satisfaction 34
5 Opinion on organization’s benefits 36
6 Opportunities for improvement & self development 38
7 Work environment 40
8 Superiors and co-workers relation 42
9 Job responsibilities 44
10 Participative management 46
11 Policies & administration practices 48
12 Respondents opinion about workload 50
13 Availing leave 52
14 Respondents opinion about creative job 54
15 Respondents opinion about job challenging 56
16 Opportunities to update knowledge and skills 58
17 Respondent opinion about setting goals 60
18 Appreciation for quality work 62
19 Respondents opinion about providing suggestions 64
20 Respondents opinion about health, safety and social 66
service
21 Respondents opinion about switching jobs 68
22 Respondents opinion about acceptance of salary – cuts 70
23 Involvement in job 72
24 Job satisfaction vs. work environment 74
LIST OF CHARTS
Chart No. TITLE Page No
1 Age of respondents 29
2 Educational qualification of respondents 31
3 Work experience 33
4 Respondents opinion about job satisfaction 35
5 Opinion on organization’s benefits 37
6 Opportunities for improvement & self development 39
7 Work environment 41
8 Superiors and co-workers relation 43
9 Job responsibilities 45
10 Participative management 47
11 Policies & administration practices 49
12 Respondents opinion about workload 51
13 Availing leave 53
14 Respondents opinion about creative job 55
15 Respondents opinion about job challenging 57
16 Opportunities to update knowledge and skills 59
17 Respondent opinion about setting goals 61
18 Appreciation for quality work 63
19 Respondents opinion about providing suggestions 65
20 Respondents opinion about health, safety and social 67
service
21 Respondents opinion about switching jobs 69
22 Respondents opinion about acceptance of salary – 71
cuts
23 Involvement in job 73
EXECUTIVE SUMMARY
the processes and personnel policies of the organization. The steps for
reside and what does it do. Parekh can implement job enrichment, job
morale.
CHAPTER-1
Meaning
drives coincides with the fulfillment of the objectives with those of the
expectations and living up to them. If one is clear of his own needs and
how to satisfy them most of the time, his morale is high. Individual’s
personalities.
subordinates.
Working conditions, including pay, hours of work, and safety
rules.
Types of Morale
• Observation
• Counseling
Observation
employees, listen to them while they talk, and note their actions- the
likely to tell them that something is wrong and needs to be set right.
may be arrived at about their feelings and opinions about the different
aspects of their jobs and the company for which they work. An
about the factors which affect morale and their effect on personnel
objectives.
heads.
Counseling
This method is used to find out the causes of the dissatisfaction
personal matters.
low or when something has gone amiss. By the time the management
recognizes the fact that morale has deteriorated, it is faced with one
are
Tardiness
C & F AGENT:
consumers.
set off chemical reactions, and is likely to damage the flooring of the
warehouses. Filled fertilizer bags can be stacked one over the other in
be properly stored in racks. Storage of one carton over the other may
agent.
delivery.
crosses expiry date during its tenure in the warehouse without being
to the plan still lie in the warehouse after the tenure, it would be
Receiving
♣ Order picking/selection
♣ Cross-docking
♣ Shipping
shipment.
items directly from the receiving dock to the shipping dock. A pure
from supplier to retail food stores. Eliminating the transfer or put away
of products reduces costs and the time goods remain at the
plastic film), and are marked with information necessary for shipment,
With the above movement functions, the c&f agent is also made
the C&F agent to perform all routine activities, normally arranges for
many types of racks, shelves and drawers for storing of products in the
places the load into the storage rack. Material handling equipment and
systems thus represent a major capital outlay for the manufacturer who
left with the appointed C&F agent. So the workforce of the warehouse
electronic data interchange (EDI) and bar coding to improve the speed
C&F agent ensures that the information flow happens with accuracy
1.3. ABOUT THE COMPANY
the best services and solutions to our valued customers in the field of
SERVICES
exclusively for each of their customers. This means from locating most
space for your sales staff, completing sales tax / excise formalities,
suit customers' needs and by training and imbibing our staff members
Expertise
below certain temperatures, away from direct heat and sunlight. Paints
Professional Management
finance.
Adoption of New Technology
equipment.
and are ready to adopt the same for the benefit of our clients.
Caring Attitude
Company
Right from locating warehouse space - setting up infrastructure -
environments.
today.
PHARMACEUTICAL:
basic chemical form, pharmaceuticals are called bulk drugs and the
7. Monsanto Chemicals
9. Galderma
13. Roche
15. Alcon's
BENEFITS:
3. Professional approach
4. Transparent working
7. EDI
CHAPTER 2
areas:
Trust level
The top management can use the information obtained through the
study in the following areas:
Due to the time constraint the study is made only among 150
respondents
data.
Most of the employees were busy with their tight work and they
RESEARCH DESIGN
SAMPLING
Sampling Method
the samples.
Population
Primary data: Primary data are those which are collected a fresh and
for the first time and thus happen to be original in character. Primary
Secondary data: The secondary data on the other hand are those
which have already bean collected by some one else and which have
data are reduced in the standard form with base to 100 which fact
size.
ANOVA TABLE:
Introduction
Profits can be got only when the productivity is high and it is quite
high.
& Science, Coimbatore, Who did his M.A, in social work in the year
Social work, who did his post graduation in Social Work in the year
1980, made “Study on morale in the metal Bon India Limited” Madras
and has suggested that improved facilities and working conditions will
Coimbatore who did his M.A., in social work in the year 1991, made a
related to their education. The higher their education is the lower their
affecting morale
morale was associated with low productivity. Evidence support the view
Miller D.C & W.H.Form, 1964, Miller & Form have given four
1 Below 20 0 0
2 20-30 66 44
3 30-40 54 36
4 40-50 30 20
5 Above 50 0 0
Total 150 100
Interpretation
NO. OF
S.NO EDUCATION % OF RESPONDENTS
RESPONDENTS
1 School level 24 16
2 Diploma 0 0
3 Graduates 66 44
4 Post graduates 42 28
5 Professionals 18 12
Total 150 100
Interpretation
NO. OF
S.NO EXPERIENCE % OF RESPONDENTS
RESPONDENTS
1 Less than 1 year 42 28
2 1-3 years 66 44
3 3-5 years 24 16
4 5-10years 12 8
5 Above 10 years 6 4
Total 150 100
Interpretation
Interpretation
with their job, 40% of respondents are highly satisfied with their job and
ORGANISATION’S NO. OF % OF
S.NO
BENEFITS RESPONDENTS RESPONDENTS
1 Highly satisfied 24 16
2 Satisfied 72 48
3 Neutral 36 24
4 Dissatisfied 12 8
5 Highly dissatisfied 6 4
Interpretation
The above table shows that 48% are satisfied with their
benefits.
NO. OF % OF
S.NO OPPORTUNITIES
RESPONDENTS RESPONDENTS
1 Very often 39 26
2 Often 48 32
3 Sometimes 33 22
4 Rarely 12 8
5 Very rarely 18 12
Total 150 100
Interpretation
RESPONDENTS RESPONDENTS
1 Very good 21 14
2 Good 12 8
3 Satisfactory 39 26
4 Poor 0 0
5 Very poor 78 52
Total 150 100
Interpretation
with the work environment; work environment is very good for 14% of
work environment.
Interpretation
The above table shows that the superior and co-workers relation
JOB NO. OF % OF
S.NO
RESPONSIBILITY RESPONDENTS RESPONDENTS
1 Very good 51 34
2 Good 84 56
3 Moderate 12 8
4 Poor 3 2
5 Very poor 0 0
Total 150 100
Interpretation
The above table shows that 56% of respondents feel that they
Interpretation
disagree
Total 150 100
Interpretation
The above table shows that 40% of respondents agree with the
Interpretation
The above table shows that for 64% of respondents the work
RESPONDENTS RESPONDENTS
1 Overload 36 24
2 Moderate 96 64
3 Under load 12 8
4 Optimal 6 4
5 No work 0 0
Total 150 100
load is moderate, for 24% it is overload and for 4% it is optimal.
Interpretation
The above table shows that 36% of respondents avail leave very
often.
RESPONDENTS RESPONDENTS
1 Very often 36 24
2 Often 75 50
3 Rarely 33 22
4 Very rare 6 4
5 Not at all 0 0
Total 150 100
SOURCE: PRIMARY DATE
Interpretation
creative jobs, 24% get very often and 4% of respondents get creative
Interpretation
The above table shows that 52% of the respondents agree that
JOB NO. OF % OF
S.NO
CHALLENGING RESPONDENTS RESPONDENTS
1 Strongly agree 24 16
2 Agree 78 52
3 No opinion 30 20
4 Disagree 12 8
5 Strongly 6 4
disagree
Total 150 100
they use to get challenging jobs, 20% has no opinion about this and
Interpretation
The above table shows that 50% of respondents agree that they
respondent disagree.
Interpretation
The above table shows that 84% of respondents set their future
RESPONDENTS RESPONDENTS
1 Strongly agree 60 40
2 Agree 66 44
3 Neutral 15 10
4 Disagree 6 4
5 Strongly 3 2
disagree
Total 150 100
Interpretation
The above table shows that 44% of respondents agree that they
get appreciation for their work and 2% disagree that they get
Interpretation
Interpretation
with the health, safety and social services and 4% of respondents are
highly dissatisfied.
Interpretation
The above table shows that 80% of respondents will not switch
their job often, but 20% of respondents may switch their job.
CHART NO.21: RESPONDENTS OPINION ABOUT
SWITCHING JOBS
TABLE NO.22: RESPONDENTS OPINION ABOUT
ACCEPTANCE OF SALARY – CUTS
Sample size: 150
ACCEPTANCE OF NO. OF % OF
S.NO
SALARY – CUTS RESPONDENTS RESPONDENTS
1. Yes 42 28
2. No 108 72
Total 150 100
Interpretation
The above table shows that 72% of respondents will not accept
salary cut and 28% of respondents will accept salary cut and will
involvement
3. Lack of involvement 0 0
4. Not interested 0 0
Total 150 100
Interpretation
among
(ss)
Between SS 0 (2−1)=1 0/1=0 o/475=0 F(1,8)=5.3177
Interpretation
4.1. FINDINGS
environment.
• The superior and co-workers relation is good for 44% of
responsibility is poor.
management.
• 50% of respondents often get creative jobs, 24% get very often
strongly disagreeing.
work and 2% disagree that they get appreciation for their work.
suggestions.
• 80% of respondents will not switch their job often, but 20% of
organization.
• 80% of respondents are totally involved in their job and 20% are
4.2. RECOMMENDATIONS
4.3. CONCLUSIONS
organization.
APPENDIX 1
b. Department :
c. Grade :
d. Age :
40-50 above 50
e. Sex:
Male Female
f. Educational qualification
School level
Diploma Graduates
16. Does the company take your suggestion for the improvement of the
company?
17. Your level of satisfaction with the parameters like health, safety and
social service.
a. Highly satisfied b. satisfied c. neutral
d. Not satisfied e. highly dissatisfied
hydrabad.
Website:
• www.google.com
• www.citehr.com
• www.hrindia.com