A STUDY ON QUALITY OF WORK LIFE IN LUCASTVS, CHENNAI.

A SUMMER PROJECT REPORT

Submitted by

R.ARAVIND KUMAR (Reg.No:1021143)

in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

SAVEETHA ENGINEERING COLLEGE THANDALAM, CHENNAI-602 105

ANNA UNIVERSITY: CHENNAI 600 025

JULY 2011

ANNA UNIVERSITY: CHENNAI 600 025

BONAFIDE CERTIFICATE

Certified that this project report TOTAL EMPLOYEE INVOLVEMENT IN LUCAS-TVS, Chennai is the bonafide work of R.ARAVIND KUMAR, who carried out the project work under my supervision.

SIGNATURE Dr.C.CHENDROYAPERUMAL

SIGNATURE MRS.A.ANUPAMA JULIET

SUPERVISOR HEAD OF THE DEPARTMENT DEPT.OF MANAGEMENT STUDIES SAVEETHA ENGINEERING COLLEGE THANDALAM, CHENNAI-602 105 LECTURER DEPT.OF MANAGEMENT STUDIES SAVEETHA ENGINEERING COLLEGE THANDALAM, CHENNAI-602 105

DECLARATION

I, R.ARAVIND KUMAR hereby declare that A Study on Total Employee

Involvement in LUCAS-TVS, Chennai is an original project work submitted by

me and not imitated from anybody else, and also it has not formed on the basis of any Degree, Diploma, Associate ship, Fellowship, or any other titles.

R.ARAVIND KUMAR MBA, II YEAR SAVEETHA ENGINEERING COLLEGE, THANDALAM, CHENNAI-602 105.

Place: CHENNAI Date:

ACKNOWLEDGEMENT A project is an interesting activity in a students life and it gives an opportunity to have an access to the real practical problems and operation. In order to get the project completed successfully it is necessary to have the information, instruction and guidance of concerned people. I would like to express my heartfelt gratitude to our honourable President, Dr N.M.VEERAIYAN, for his continuous support throughout the project. I wish to express my heart full gratitude and thanks to our Principal of Saveetha Engineering College, Dr R.VENKATASAMY, for providing me to the opportunity to do the project. No words of gratitude will suffice for the great support extended by Head of the Department Dr C.CHENDROYAPERUMAL and my internal guide Mrs.A.ANUPAMA JULIET enthusiastic guidance in the project work. I am grateful to Mr. PRABAKARAN, HEAD TRAINER, LUCAS-TVS, CHENNAI for providing all the necessary information and data for the project. I would like to express my deep sense of gratitude and sincere regards to all the staff members especially Mr.kesavan of LUCAS-TVS for his suggestions and constructive ideas and for spending his valuable time to provide all the necessary information. Last but not the least; I would like to whole heartedly thank my parents and friends for their inspiring words and encouragement.

TABLE OF CONTENT

CHAPTER

TITLE ABSTRACT LIST OF TABLES LIST OF CHARTS INTRODUCTION

1.1 INTRODUCTION OF THE STUDY 1.2 COMPANY PROFILE 1.3 OBJECTIVE OF THE STUDY 1.4 SCOPE OF THE STUDY 1.5 LIMITATION OF THE STUDY

PAGE NO 1 3 5 6 7 11 13 14 15

1.

2. 3.

16 21 3.1AN OVERVIEW OF RESEARCH 22 REVIEW OF LITERATURE RESEARCH METHODOLOGY

METHODOLOGY 3.2MEANING OF RESEARCH 3.3DEFINITION OF RESEARCH 3.4 AIM OF THE STUDY 3.5 SAMPLE DESIGN 3.6 RESEARCH DESIGN 3.7 DATA COLLECTION 3.8 STATISTICAL TOOLS USED FOR ANALYSIS

23 23 23 23 24 24 26

4. 5. 6. 7. 8. 9.

DATA ANALYSIS INTERPRETATION FINDINGS SUGGESTIONS CONCLUSION BIBLIOGRAPHY ANNEXURE

AND 29 58 59 60 61 62

ABSTRACT

ABSTRACT
The project entitled ANALYSIS ON TOTAL EMPLOYEE INVOLVEMENT was undertaken in LUCAS TVS, PADI.

1. Total Employee Involvement is an important management intervention to motivate the people by way of giving them importance getting their creative involvement inculcating ownership etc.

2. The project was undertaken with primary objective to study and analyze the effectiveness of employee involvement.

3. The study was also undertaken to evaluate whether the company frequently give a chance to develop the employees skills.

The project was both based on primary and secondary data. The primary data was collected through questionnaire. The secondary data was collected from company brochures, companys profile and other reports provided by the HR department of LUCAS TVS.

LIST OF TABLES

TABLE NO 4.1 4.2 4.3 4.4 4.5 4.6

TITLE AGE CLASSIFICATION OF RESPONDENTS QUALIFICATION OF THE RESPONDENT MARITAL STATUS EXPERIENCE OF THE RESPONDENT APPROACH YOUR SUPERIOR AT ANY TIME TO ANSWER YOUR QUESTIONS SUPERIOR IS DISCUSSING ABOUT THE NEW SUGGESTIONS WITH THEIR SUB ORDINATES

PAGE NO 33 34 35 36 37 38

4.7 4.8 4.9 4.10

ORGANIZATION IS TAKING IMMEDIATE ACTION ABOUT EMPLOYEES SUGGESTION SMOOTH RELATIONSHIP BETWEEN YOU AND YOUR ORGANIZATION CHANCE TO EXPLORE YOUR IDEAS THROUGH SGA AND SUGGESTION SCHEME MONETARY BENEFITS GIVEN BY THE ORGANIZATION IS GOOD

39 40 41 42

4.11

IF YES MEANS, DID THE TEAM WORK WILL 43 HELP YOU TO IMPROVE YOUR SKILL

4.12 4.13 4.14 4.15

TEI TEAM IS SUPPORTING YOUR EFFORT LEVEL OF TRUST ON YOUR TEAM

44 45

46 WILLING TO BE A PART OF VOLUNTARY TEAM WORK GIVEN EXISTING REWARDS IS EQUAL TO YOUR 47 EFFORT

4.16 4.17

ARE YOU WILLING TO PUT EXTRA EFFORT TO PERFORM ALL ACTIVITIES TO LEVEL OF BEST TOP MANAGEMENT ENCOURAGES EMPLOYEE INVOLVEMENT IN DECISION MAKING

48 49

4.18

ANALYSIS OF OPINION OF RESPONDENTS REGARDING TEI TEAM SUPPORT AND

50

EMPLOYEES WILLINGNESS TO BE A PART OF

VOLUNTARY TEAM WORK

4.19

ANALYSIS OF OPINION OF RESPONDENTS REGARDING IDEAS EXPLORED THROUGH SGA AND SUGGESTION SCHEME AND ORGANIZATIONS IMMEDIATE ACTION ABOUT EMPLOYEES SUGGESTION

51

LIST OF CHARTS

CHART NO 1 2 3 4 5 6

TITLE AGE CLASSIFICATION OF RESPONDENTS QUALIFICATION OF THE RESPONDENT MARITAL STATUS EXPERIENCE OF THE RESPONDENT APPROACH YOUR SUPERIOR AT ANY TIME TO ANSWER YOUR QUESTIONS SUPERIOR IS DISCUSSING ABOUT THE NEW SUGGESTIONS WITH THEIR SUB ORDINATES

PAGE NO 33 34 35 36 37 38

7 8 9 10

ORGANIZATION IS TAKING IMMEDIATE ACTION ABOUT EMPLOYEES SUGGESTION SMOOTH RELATIONSHIP BETWEEN YOU AND YOUR ORGANIZATION CHANCE TO EXPLORE YOUR IDEAS THROUGH SGA AND SUGGESTION SCHEME MONETARY BENEFITS GIVEN BY THE ORGANIZATION IS GOOD

39 40 41 42

11

IF YES MEANS, DID THE TEAM WORK WILL 43 HELP YOU TO IMPROVE YOUR SKILL

12 13 14 15

TEI TEAM IS SUPPORTING YOUR EFFORT LEVEL OF TRUST ON YOUR TEAM

44 45

46 WILLING TO BE A PART OF VOLUNTARY TEAM WORK GIVEN EXISTING REWARDS IS EQUAL TO YOUR 47 EFFORT

16 17

ARE YOU WILLING TO PUT EXTRA EFFORT TO PERFORM ALL ACTIVITIES TO LEVEL OF BEST TOP MANAGEMENT ENCOURAGES EMPLOYEE INVOLVEMENT IN DECISION MAKING

48 49

CHAPTER 1 INTRODUCTION

1.1 INTRODUCTION TO THE STUDY

Employee involvement means that every employee is regarded as a unique human being,not just a cog in a machine, and each employee is involved in helping the organization meet its goals. Each employees input is solicited and valued by his/her management. Employees and management recognize that each employee is involved in running the business. Employee involvement is a process for empowering employees to participate in managerial decision-making and improvement activities appropriate to their levels in the organization. Since McGregors Theory Y first brought to managers the idea of a participative management style, employee involvement has taken many forms, including the job design approaches and special activities such as quality of work life (QWL) programs. Total employee involvement is the natural result of a work environment that encourages the active participation of each employee in the day-to-day operation of the company. The environment must clearly define goals and objectives; have stable, uniform direction; trustworthy leadership and, most importantly, have a viable, open communication throughout the organization. This concept sounds easy and the senior management of most companies truly believes that these conditions already exist in their companies. There is at the end of the day only one thing that differentiates one company from another its people. Not the product, not service establishments, not the process, not secret ingredients; ultimately any of these can be duplicated. The Japanese have always recognized this and it is one of the reasons for their success in world markets they place tremendous value on the integration of people with organizational objectives, equipment and processes. The employees force the organizations to address three key issues; communication, involvement and development. In fact the three issues can be used as a measure of an organizations maturity in the employment relationship. Many people confuse

communication systems such as team briefings with involvement. Involvement, however is more than just the exchange of information. It is the gradual but radical delegation of control to those closest to the process itself. Self-managed teams, cell-based manufacture, autonomous work groups, high performance work systems, are all examples of true involvement.

1.2 COMPANY PROFILE

Lucas - TVS was set up in 1961 as a joint venture of Lucas Industries plc., UK and T V Sundaram Iyengar & Sons (TVS), India, to manufacture Automotive Electrical Systems. One of the top ten automotive component suppliers in the world, Lucas Varity was formed by the merger of the Lucas Industries of the UK and the Varity Corporation of the US in September 1996. The company designs, manufactures and supplies advanced technology systems, products and services to the world's automotive, after market, diesel engine and aerospace industries.

The combination of these two well-known groups has resulted in the establishment of a vibrant company, which has had a successful track record of sustained growth over the last three decades. TVS is one of India's twenty large industrial houses with twenty-five manufacturing companies and a turnover in excess of US$ 1.3 billion. The turnover of Lucas-TVS and its divisions is US$ 233 million during 2003-2004.

Incorporating the strengths of Lucas UK and the TVS Group, Lucas TVS has emerged as one of the foremost leaders in the automotive industry today. Lucas TVS reaches out to all segments of the automotive industry such as passenger cars, commercial vehicles, tractors, jeeps, two-wheelers and off-highway vehicles as well as for stationary and marine applications. With the automobile industry in India currently undergoing phenomenal changes, Lucas-TVS, with its excellent facilities, is fully equipped to meet the challenges of tomorrow.

LUCAS-TVS LIMITED PRODUCT AND SERVICES Air Freight Services Alternators Headlamp Washing Systems Ignition Coils Motor Bases Starter Motors

The TVS Group, with a turnover of over one billion dollars, is the largest manufacturer of automotive components in India. The group produces auto electronics,

diesel fuel injection systems, braking systems, automotive wheels and axle fasteners, powder metal components, radiator caps, two wheelers and computer peripherals. Backed by five service and distribution companies with an extensive network across the country, the group has the largest distribution network for automotive products in India

Lucas TVS is committed to achieving ever increasing levels of customer satisfaction through continuous improvements to the quality of the products and services. It will be the company's endeavour to increase customer trust and confidence in the label 'Made in Lucas TVS'."

QUALITYASSURANCE

Quality is no longer an option but a basic requirement in today's world. At Lucas TVS, quality in inbuilt in every phase of manufacture. The company's quality assurance measures stand on the foundation of a solid belief - that quality begins and ends with the customer. This commitment forms the backbone of its approach to Quality assurance.

Lucas TVS has adopted a prevention-oriented quality policy though ingrained with the traditional ideas of quality control. Everyone from the highest levels of the organization to the lowest practice quality control both as an individual and as a team.

An effective Quality Control System has resulted in the recognition of the company's outstanding achievements in the various fields. Lucas-TVS was awarded the ISO 9001 certified by BVQI in December 1993. The company reached a further milestone when it recently received a certificate of recognition from BVQI for QS 9000 for AutoElectronics.

BASIC INFORMATION

Company name Manufacturer

: Lucas TVS : Alternator, starter, wiper, relays, ignition products

Number of employees : above 1000people Expert percentage :11%-20%

Factory information above 100,000square meters

Factory location

: padi

Number of R&D staff : above 100 people Number of QC staff : above 100 people

MANAGEMENT

ISO 9001:2000QS-9000 ISO 14001:2004 ISO/TS Certification:16949 OHASA 18001 OTHERS

OTHER MAJOR COMPANIES OF TVS GROUP ARE

TVS-Motor company Limited:

TVS Motor company Limited is one of the largest two-wheeler manufacturers in India. It manufactures Motorcycles, Mopeds and scooters.

TVS Electronics Limited:

TVS Electronics was incorporated in 1986 in collaboration with citizen watch c0. of japan. The company manufactures a complete range of computer peripherals.

Axles India Limited:

Axles India was promoted by Sundaram finance, wheels India and Eaton corporation for the manufacture of axles for medium and heavy duty commercial vehicles in India.

Brakes India limited: Brakes India is a joint venture between TV Sundaram Iyenger and Sons Ltd. And Lucas Industries Plc., UK. The company manufactures braking equipments for automotive and non-automotive applications. Engineering Plastic compounds for carious applications.

Sundaram polymers division:

Sundaram polymers division manufactures Engineering Plastic compounds for various applications.

Harita finance limited:

Harita finance ltd is a finance company under the TVS Group. It deals in retail finance, hire purchase, leasing and bill discounting. India motor parts and accessories Limited: it is engaged in the distribution of automobile spare parts

India Nippon electrical limited:

It is a joint venture between lucas Indian service and kokusan denki co Ltd., Japan. The company manufactures electronic ignition systems for two wheelers and portable gensets. IRIZAR TVS(P)LTD:IRIZAR TVS(P)Ltd. Is a joint venture between sundaram industries ltd. Ashok Leyland ltd and IRIZAR . Coop of spain . The company builds bus bodies for expert and domestic market.

Lakshmi auto components limited:

The company is a subsidiary of TVS-Suzuki. It manufactures gears, crankshafts and connecting rods for TVS-suzuki motorbikes and mopeds.

Lucas Indian service: Lucas Indian service is a wholly owned subsidiary of lucas-TVS Ltd., engaged in the sales and service of auto-electronicals and fuel injection equipments.

Lucas TVS Limited:

Lucas- TVS, a joint venture between lucas varity group, uk and tvs group , is a leading manufacturer of auto electrical products and fuel injection equipment in India.

Sundaram brake linings limited:

Sundaram brake linings is the leading manufacturer of brake linings in India.

Sundaram - clayton limited: Sundaram clayton ltd manufactures complete range of air brake actuation system compressors, actuators, vavles, brake chambers, spring brakes, slack adjusters, couplings, hoses, switches and vacuum boosters for light/ medium and heavy commercial vechicles and trailers. Foundry division manufactures aluminum, gravity and pressure die-castings

INDUSTRY PROFILE
The Automotive industry in India is one of the largest in the world and one of the fastest growing globally. India manufactures over 17.5 million vehicles (including 2 wheeled and 4 wheeled) and exports about 2.33 million every year. It is the world's second largest manufacturer of motorcycles, with annual sales exceeding 8.5 million in 2009. India's passenger car and commercial vehicle manufacturing industry is the seventh largest in the world, with an annual production of more than 3.7 million units in 2010. According to recent reports, India is set to overtake Brazil to become the sixth largest passenger vehicle producer in the world, growing 16-18 per cent to sell around three million units in the course of 2011-12. In 2009, India emerged as Asia's fourth largest exporter of passenger cars, behind Japan, South Korea, and Thailand. As of 2010, India is home to 40 million passenger vehicles and more than 3.7 million automotive vehicles were produced in India in 2010 (an increase of 33.9%), making the country the second fastest growing automobile market in the world. According to the Society of Indian Automobile Manufacturers, annual car sales are projected to increase up to

5 million vehicles by 2015 and more than 9 million by 2020. By 2050, the country is expected to top the world in car volumes with approximately 611 million vehicles on the nation's roads. A chunk of India's car manufacturing industry is based in and around Chennai, also known as the "Detroit of India" with the India operations of Ford, Hyundai, Renault and Nissan headquartered in the city and BMW having an assembly plant on the outskirts. Chennai accounts for 60 per cent of the country's automotive exports. Gurgaon and Manesar in Haryana are hubs where all of the Maruti Suzuki cars in India are manufactured. The Chakan corridor near Pune, Maharashtra is another vehicular production hub with companies like General Motors, Volkswagen, Skoda, Mahindra and Mahindra, Tata Motors, Mercedes Benz, Land Rover, Fiat and Force Motors having assembly plants in the area. Ahmedabad with the Tata Nano plant, Halol again with General Motors, Aurangabad with Audi, Skoda and Volkswagen, Kolkatta with Hindustan Motors, Noida with Honda and Bangalore with Toyota are some of the other automotive manufacturing regions around the country. The Indian Automobile Industry is manufacturing over 11 million vehicles and exporting about 1.5 million every year. The dominant products of the industry are two wheelers with a market share of over 75% and passenger cars with a market share of about 16%. Commercial vehicles and three wheelers share about 9% of the market between them. About 91% of the vehicles sold are used by households and only about 9% for commercial purposes. The industry has attained a turnover of more than USD 35 billion and provides direct and indirect employment to over 13 million people.

The supply chain of this industry in India is very similar to the supply chain of the automotive industry in Europe and America. This may present its own set of opportunities and threats. The orders of the industry arise from the bottom of the supply chain i. e., from the consumers and goes through the automakers and climbs up until the third tier suppliers. However the products, as channeled in every traditional automotive industry, flow from the top of the supply chain to reach the consumers.

Interestingly, the level of trade exports in this sector in India has been medium and imports have been low. However, this is rapidly changing and both exports and imports are increasing. The demand determinants of the industry are factors like affordability, product innovation, infrastructure and price of fuel. Also, the basis of competition in the sector is high and increasing, and its life cycle stage is growth. With a rapidly growing middle class, all the advantages of this sector in India are yet to be leveraged. Note that, with a high cost of developing production facilities, limited accessibility to new technology and soaring competition, the barriers to enter the Indian Automotive sector are high. On the other hand, India has a well-developed tax structure. The power to levy taxes and duties is distributed among the three tiers of Government. The cost structure of the industry is fairly traditional, but the profitability of motor vehicle manufacturers has been rising over the past five years. Major players, like Tata Motors and Maruti Suzuki have material cost of about 80% but are recording profits after tax of about 6% to 11%. The level of technology change in the Motor vehicle Industry has been high but, the rate of change in technology has been medium. Investment in the technology by the producers has been high. System-suppliers of integrated components and sub-systems have become the order of the day. However, further investment in new technologies will help the industry be more competitive. Over the past few years, the industry has been volatile. Currently, Indias increasing per capita disposable income which is expected to rise by 106% by 2015 and growth in exports is playing a major role in the rise and competitiveness of the industry. Tata Motors is leading the commercial vehicle segment with a market share of about 64%. Maruti Suzuki is leading the passenger vehicle segment with a market share of 46%. Hyundai Motor India and Mahindra and Mahindra are focusing expanding their footprint in the overseas market. Hero Honda Motors is occupying over 41% and sharing 26%. of the two wheeler market in India with Bajaj Auto. Bajaj Auto in itself is occupying about 58% of the three wheeler market. Consumers are very important of the survival of the Motor Vehicle manufacturing industry. In 2008-09, customer sentiment dropped, which burned on the augmentation in demand of cars. Steel is the major input used by manufacturers and the rise

in price of steel is putting a cost pressure on manufacturers and cost is getting transferred to the end consumer. The price of oil and petrol affect the driving habits of consumers and the type of car they buy. The key to success in the industry is to improve labour productivity, labour flexibility, and capital efficiency. Having quality manpower, infrastructure improvements, and raw material availability also play a major role. Access to latest and most efficient technology and techniques will bring competitive advantage to the major players. Utilising manufacturing plants to optimum level and understanding implications from the government policies are the essentials in the Automotive Industry of India. Both, Industry and Indian Government are obligated to intervene the Indian Automotive industry. The Indian government should facilitate infrastructure creation, create favourable and predictable business environment, attract investment and promote research and development. The role of Industry will primarily be in designing and manufacturing products of world-class quality establishing cost competitiveness and improving productivity in labour and in capital. With a combined effort, the Indian Automotive industry will emerge as the destination of choice in the world for design and manufacturing of automobiles.

SUPPLY CHAIN OF AUTOMOBILE INDUSTRY

The supply chain of automotive industry in India is very similar to the supply chain of the automotive industry in Europe and America. The orders of the industry arise from the bottom of the supply chain i. e., from the consumers and goes through the automakers and climbs up until the third tier suppliers. However the products, as channeled in every traditional automotive industry, flow from the top of the supply chain to reach the consumers. Automakers in India are the key to the supply chain and are responsible for the products and innovation in the industry. The description and the role of each of the contributors to the supply chain are discussed below. Third Tier Suppliers: These companies provide basic products like rubber, glass, steel, plastic and aluminum to the second tier suppliers.

Second Tier Suppliers: These companies design vehicle systems or bodies for First Tier Suppliers and OEMs. They work on designs provided by the first tier suppliers or OEMs. They also provide engineering resources for detailed designs. Some of their services may include welding, fabrication, shearing, bending etc. First Tier Suppliers: These companies provide major systems directly to assemblers. These companies have global coverage, in order to follow their customers to various locations around the world. They design and innovate in order to provide black-box solutions for the requirements of their customers. Black-box solutions are solutions created by suppliers using their own technology to meet the performance and interface requirements set by assemblers. First tier suppliers are responsible not only for the assembly of parts into complete units like dashboard, breaks-axel-suspension, seats, or cockpit but also for the management of secondtier suppliers. Automakers/Vehicle Manufacturers/Original Equipment Manufacturers (OEMs): After researching consumers wants and needs, automakers begin designing models which are tailored to consumers demands. The design process normally takes five years. These companies have manufacturing units where engines are manufactured and parts supplied by first tier suppliers and second tier suppliers are assembled. Automakers are the key to the supply chain of the automotive industry. Examples of these companies are Tata Motors, Maruti Suzuki, Toyota, and Honda. Innovation, design capability and branding are the main focus of these companies. Dealers: Once the vehicles are ready they are shipped to the regional branch and from there, to the authorized dealers of the companies. The dealers then sell the vehicles to the end customers. Parts and Accessory: These companies provide products like tires, windshields, and air bags etc. to automakers and dealers or directly to customers. Service Providers: Some of the services to the customers include servicing of vehicles, repairing parts, or financing of vehicles. Many dealers provide these services but, customers can also choose to go to independent service providers.

PRODUCT AND SERVICE SEGMENTATION

The automotive industry of India is categorized into passenger cars, two wheelers, commercial vehicles and three wheelers, with two wheelers dominating the market. More than 75% of the vehicles sold are two wheelers. Nearly 59% of these two wheelers sold were motorcycles and about 12% were scooters. Mopeds occupy a small portion in the two wheeler market however; electric two wheelers are yet to penetrate. The passenger vehicles are further categorized into passenger cars, utility vehicles and multi-purpose vehicles. All sedan, hatchback, station wagon and sports cars fall under passenger cars. Tata Nano, is the worlds cheapest passenger car, manufactured by Tata Motors - a leading automaker of India. Multi-purpose vehicles or people-carriers are similar in shape to a van and are taller than a sedan, hatchback or a station wagon, and are designed for maximum interior room. Utility vehicles are designed for specific tasks. The passenger vehicles manufacturing account for about 15% of the market in India.

1.3 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVES To study and analyse the effectiveness of employee involvement. To study and examine preference for involvement in management.

SECONDARY OBJECTIVES To study the various employee involvement in the organization. To study whether the company frequently give a chance to develop the employees skills.

1.4 SCOPE OF THE STUDY

To know whether employees are involving in the organizational activities, their work environment & from them they are getting any benefits or not.

This study helps to know the overall involvement level of the employees in the organization

1.5 LIMITATIONS OF THE STUDY

1. The time period of the study is very short, so elaborate study was not made. 2. Some false information may be given by the employee 3. The undue delay in returning the filled up questionnaire was yet another important difficulty.

CHAPTER 2 REVIEW OF LITERATURE

2. REVIEW OF LITERATURE
1. Locke, 1976 cited in Brief, A. P., & Weiss, H. M. (2001). Organizational behavior: affect in the workplace. Annual Review of Psychology. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job, an affective reaction to ones job

2. Cranny, Smith & Stone, 1992 cited in Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and affective experiences. Human Resource Management Review. An affective reaction to ones job, and an attitude towards ones job

3. Brief, 1998 cited in Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and affective experiences. Human Resource Management Review. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours.

4. R. Hackman, G. R. Oldham (1976). "Motivation through design of work". Organizational behaviour and human performance R. Hackman suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

5. Fried, Y., & Ferris, G. R. (1987). The validity of the Job Characteristics Model: A review and meta-analysis. Personnel Psychology Frederick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively.

6. Fisher D. (2000).Mood and emotions while working: missing pieces of job satisfaction? Journal of Organizational Behavior Positive and negative emotions were also found to be significantly related to overall job satisfaction. Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced.

7. Pugliesi K. (1999).The Consequences of Emotional Labor: Effects on Work Stress, Job Satisfaction, and Weil-BeinMotivation and Emotion Emotion work (or emotion management) refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative.

8. Cote S.,Morgan LM (2002).A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models: 1. Emotional dissonance 2. Social interaction model

CHAPTER - 3 RESEARCH METHODOLOGY

3. RESEARCH METHODOLOGY

3.1 AN OVERVIEW OF RESEARCH METHODOLOGY

Type of research Type of research design Population Size Sample Size Sampling Technique Types of data

: Descriptive Research : Descriptive : 300 Employees : 80 Employees : Convenience Sampling : i) Primary data : ii) Secondary data

Data Collection Instrument Statistical Tool for analysis

: Questionnaire : i) Simple Percentage analysis ii) Chi square analysis iii) Correlation

3.2 MEANING OF RESEARCH

Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. It is the pursuit of truth with the help of studies, observation, comparison and experiment. In short the search for knowledge through objective and systematic method of finding solution to a problem is research.

3.3 DEFINITION OF RESEARCH

Research can be defined as the search for knowledge, or as any systematic investigation, with an open mind, to establish novel facts, usually using a scientific method. According to Clifford Woody, Research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deductions and reaching conclusions and at last testing the conclusions to determine whether they fit the formulating hypothesis.

3.4 AIM OF THE STUDY The main aim of the study is to analyze the Total Employee Involvement in Lucas TVS, Padi.

3.5 SAMPLE DESIGN

The way of selecting a sample is known as sample design. It is the definite plan for obtaining a sample from a given population. It may as well lay down the number of items to be included in the sample i.e. the size of the sample.

SAMPLING UNIT The study was conducted on employees working at operating level in Lucas TVS, Padi

SAMPLE SIZE

The sample size taken for the study is 80.

SAMPLING TECHNIQUE

The methodology adopted in this study was Convenience Sampling. Convenience sampling is a method in which samples are drawn at the convenience of the researcher or interviewer.

3.6 RESEARCH DESIGN

Research design is a plan that specifies the sources and types of information relevant to the research problem. It is a strategy specifying which approach will be used for gathering and analyzing the data. In fact, it is the conceptual structure with which research is conducted; it constitutes the blue print for the collection, measurement and analysis of data. Based on the nature of the study, the Descriptive Research design has been applied. The major purpose of descriptive research is description of the state of affairs, as it is exists at present. Descriptive research studies are concerned with describing the characteristics of a particular individual or of a group.

3.7 DATA COLLECTION

The key for useful systems is the selection of the method for collecting data and linking it to analysis and decision issue of the action to be taken. The accuracy of the collected data is of great importance for drawing correct and valid conclusion from detailed investigations. There are two types of data viz. primary and secondary. PRIMARY DATA

The primary data are those, which are collected a fresh and for the first time, and thus happen to be original in character. There are several methods of

collecting primary data, particularly in survey and descriptive research. Some important ones are observation method, interview method, through questionnaire, through schedules etc. Questionnaire: A structured questionnaire was prepared to collect relevant primary data from the employees of Tvs Lucas,Padi. The questions were carefully framed keeping in mind the objectives of the research. The questionnaire was prepared in an unbiased manner giving enough scope to the respondents to speak out what they feel. A total of 19 questions were asked in the questionnaire.

The different types of questions used for this study are as follows TYPES OF QUESTION CLOSED ENDED Dichotomous 3 Multiple Choice NO OF QUESTIONS 14

SECONDARY DATA

Secondary data on the other hand are those which have already been collected and analyzed by someone else and which have already been passed through the statistical process. Secondary data may either be published data or unpublished data and can be gathered through Internet, books, magazines, manuals, journals etc. In this study the secondary data was collected from the companys brochures, profile and other reports provided by TVS LUCAS, PADI.

3.8 STATISTICAL TOOLS USED FOR ANALYSIS: This collected data has been subjected to analysis by using appropriate tool. The following are the tools and techniques used for data analysis.

1. PERCENTAGE METHOD

The percentage method is used for making comparison between two or more series of data. It is used to classify the opinion of the respondent for different factors. It is calculated as

No of respondents favourable Percentage of respondent = Total no of respondents x 100

2. CHI-SQUARE TEST

Chi-square analysis in statistics is to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and expected frequencies and used as test of independence. The test of independence is used in the study.The formula for computing chi-square is as follows.

(Oij- Eij) 2 2 = --------------------------Eij

Oij- Observed frequency value in the ith row and jth column Eij- Expected frequency value in the ith row and jth column

Row total x column total Eij = Grand total

The calculated value of chi-square is compared with the table of chi-square for the given degrees of freedom at the specified level of significance. If the calculated value is greater than the tabulated value then the difference between the observed frequency and the expected frequency are significant. The degrees of freedom is (C-1)(R-1) where C is number of columns and R is number of rows.

3. CORRELATION The correlation analysis is the statistical tool used to measure the degree to which two variables are linearly related to each other. It deals with association between two or more variables. The correlation does not necessary imply causation or functional relationship though the existence of causation always implies correlation. By itself it establishes only co- variance.

NXY (X) (Y) rXY = NX2-(X)2 NY2-(Y)2

If r = 1 then there is a perfect positive correlation. If r = -1 then there is a perfect negative correlation. If r = 0 then the variables are uncorrelated

CHAPTER-4 DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND DATA INTERPRETATION

4.1 SIMPLE PERCENTAGE ANALYSIS AGE OF THE RESPONDENTS TABLE : 4.1 S.No 1. 2. 3. 4. Particulars Less than 25 years 25-35 35-45 More than 45 years Total No of Respondents 16 45 19 80 Percentage 20 56 24 100

CHART: 1 AGE OF RESPONDENTS

60 50 40 30 20 10 0
INTERPRETATION: The above table reveals that 20% 0f respondents are in the age group of below 25 years followed by 56% is mostly occur under the age group of 25-35 and 24% of respondents are in the age of 35-45 and there is none other in the age group, more than 45 years in this research respectively

Less than 25 years 25-35 35-45 More than 45 years

QUALIFICATION OF THE RESPONDENT TABLE: 4.2

S.No 1 2 3 4

Particulars ITI Diploma BE/B.Tech others specify Total

No of Respondents 28 38 14 0 80

Percentage 35 48 17 0 100

CHART: 2 QUALIFICATION OF THE RESPONDENT

60
50 40 30 20 10 0
iti diploma BE/BTECH others specify

INTERPRETATION: The above table reveals that mostly 48% 0f respondents are in the qualification of Diploma followed by 35% in the qualification of ITI and 17% respondents are in the qualification of BE/B.Tech respectively.

MARITAL STATUS TABLE: 4.3 S.No Particulars 1. NO 2. YES Total No of Respondents 56 24 80 Percentage 70 30 100

CHART:3 MARITAL STATUS

80
70 60 50 40 30 20 10 0
no
yes

INTERPRETATION: The above table reveals that mostly 70% 0f respondents are married and 30% respondents are single respectively.

EXPERIENCE OF THE RESPONDENT TABLE : 4.4 No of Respondents 48 18 6 8 80 CHART:4 EXPERIENCE OF THE RESPONDENT

S.No 1 2 3 4

Particulars 1-3 years 3-5 years 5-10 years More than 10 years Total

Percentage 60 23 7 10 100

70 60 50
3-5 years 1-3 years

40

30
20 10 0

5-10 years more than 10 years

INTERPRETATION: The above table reveals that mostly 60% 0f respondents are having 1-3 years experience followed by 23% in the experience of 3-5 years whereas 7%, 10% respondents are in the experience of under 5-10 years and more than 10 years respectively.

APPROACH YOUR SUPERIOR AT ANY TIME TO ANSWER YOUR QUESTIONS TABLE :4.5 S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No of Respondents 54 23 3 0 0 80 CHART :5 APPROACH YOUR SUPERIOR AT ANY TIME TO ANSWER YOUR QUESTIONS Percentage 67 29 4 0 0 100

80 70 60 50 40 30 20 10 0

strongly agree agree

INTERPRETATION: The above table reveals that mostly 67% 0f respondents are in thee Strongly agree followed by 29% in the Agree whereas 4% of respondents are in the neutral statement and there is no disagree and Strongly disagree respondents respectively.

SUPERIOR IS DISCUSSING ABOUT THE NEW SUGGESTIONS WITH THEIR SUB ORDINATES TABLE: 4.6 S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No of Respondents 48 18 6 8 0 80 CHART: 6 SUPERIOR IS DISCUSSING ABOUT THE NEW SUGGESTIONS WITH THEIR SUB ORDINATES Percentage 61 29 4 6 0 100

70 60 50 40 30 20 10 0
INTERPRETATION: The above table reveals that mostly 61% 0f respondents are in thee Strongly agree followed by 29 in the Agree whereas 4% of respondents are in the neutral statement , 6% are in disagree and 0% are in Strongly disagree respondents respectively.

strongly agree agree neutral disagree strongly disagree

ORGANIZATION IS TAKING IMMEDIATE ACTION ABOUT EMPLOYEES SUGGESTION

TABLE: 4.7 S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No. of Respondents 38 24 6 10 2 80 Percentage 47 30 7 13 3 100

CHART : 7 ORGANIZATION IS TAKING IMMEDIATE ACTION ABOUT EMPLOYEES SUGGESTION

50 45 40 35 30 25 20 15 10 5 0

strongly agree

agree
neutral disagree strongly disagree

INTERPRETATION: The above table reveals that mostly 47% 0f respondents are in thee Strongly agree followed by 30% in the Agree whereas 7% of respondents are in the neutral statement , 13% are in disagree and 3% are in Strongly disagree respondents respectively.

SMOOTH RELATIONSHIP BETWEEN YOU AND YOUR ORGANIZATION

TABLE: 4.8
S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No of Respondents 44 32 3 1 0 80 Percentage 55 40 4 1 0 100

CHART:8
SMOOTH RELATIONSHIP BETWEEN YOU AND YOUR ORGANIZATION

60 50 40 30 20 10 0
INTERPRETATION: The above table reveals that mostly 55% 0f respondents are in thee strongly agree followed by 40% in the Agree whereas 4% of respondents are in the neutral Statement, 1% is in disagreeing and 0% is in strongly disagree respondents respectively.

strongly agree agree neutral disagree strongly disagree

CHANCE TO EXPLORE YOUR IDEAS THROUGH SGA AND SUGGESTION SCHEME TABLE: 4.9 S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No of Respondents 42 30 4 4 0 80 Percentage 53 37 5 5 0 100

CHART: 9 CHANCE TO EXPLORE YOUR IDEAS THROUGH SGA AND SUGGESTION SCHEME

60 50 40 30 20 10 0
strongly agree

agree
neutral disagree strongly disagree

INTERPRETATION: The above table reveals that mostly 53% 0f respondents are in thee Strongly agree followed by 37% in the Agree whereas 5% of respondents are in the neutral Statement, 5% is in disagreeing and 0% is in strongly disagree respondents respectively.

MONETARY BENEFITS GIVEN BY THE ORGANIZATION IS GOOD

TABLE: 4.10 S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No of Respondents 35 40 1 2 2 80 Percentage 44 50 1 3 2 100

CHART :10 MONETARY BENEFITS GIVEN BY THE ORGANIZATION IS GOOD

60 50 40 30 20 10 0
strongly agree agree neutral disagree strongly disagree

INTERPRETATION: The above table reveals that mostly 44% 0f respondents are in the Strongly agree followed by 50% in the Agree whereas 1% of respondents are in the neutral Statement, 3% is in disagree and 2% is in Strongly disagree respondents respectively.

IF YES MEANS, DID THE TEAM WORK WILL HELP YOU TO IMPROVE YOUR SKILL

TABLE: 4.11 S.No 1. 2. Particulars YES NO Total No of Respondents 68 12 80 Percentage 85 15 100

CHART :11 IF YES MEANS, DID THE TEAM WORK WILL HELP YOU TO IMPROVE YOUR SKILL

90 80 70 60 50 40 30 20 10
no yes

INTERPRETATION: The above table reveals that mostly 55% 0f respondents are in the strongly agree followed by 39% in the Agree whereas 6% of respondents are in the neutral Statement, 0% in both disagrees and strongly disagree respondents respectively.

TEI TEAM IS SUPPORTING YOUR EFFORT TABLE: 4.12

S.No 1. 2.

Particulars YES NO Total

No of Respondents 68 12 80 CHART:12

Percentage 85 15 100

TEI TEAM IS SUPPORTING YOUR EFFORT

NO 15%

YES 85%

INTERPRETATION: The above table reveals that mostly 60% 0f respondents are in the strongly agree followed by 35% in the Agree whereas 5% of respondents are in the neutral Statements, 0% in both disagree and strongly disagree respondents respectively.

LEVEL OF TRUST ON YOUR TEAM TABLE : 4.13 S.No 1. 2. 3. 4. 5. Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total No of Respondents 41 32 4 3 0 80 Percentage 51 40 5 4 0 100

CHART :13 LEVEL OF TRUST ON YOUR TEAM

60 50 40 30 20 10 0
INTERPRETATION: The above table reveals that mostly 51% 0f respondents are in the strongly agree followed by 40% in the Agree whereas 5% of respondents are in the neutral Statements, 4% in disagree and 0% strongly disagree respondents respectively.

strongly agree agree neutral disagree

strongly disagree

WILLING TO BE A PART OF VOLUNTARY TEAM WORK TABLE: 14 S.No 1. 2. Particulars YES NO Total No of Respondents 70 10 80 Percentage 88 12 100

CHART: 14 WILLING TO BE A PART OF VOLUNTARY TEAM WORK

100 90 80 70 60 50 40 30 20 10 0

no yes

INTERPRETATION: The above table reveals that mostly 88% 0f respondents are wants to be a part of voluntary team work and 12% are not interested in the team work respectively.

GIVEN EXISTING REWARDS IS EQUAL TO YOUR EFFORT TABLE: 4.15

S.No 1. 2. 3. 4. 5.

Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total

No of Respondents 41 32 4 3 0 80 CHART :15

Percentage 51 40 5 4 0 100

GIVEN EXISTING REWARDS IS EQUAL TO YOUR EFFORT

60 50 40 30 20 10 0
strongly agree agree neutral disagree strongly disagree

INTERPRETATION: The above table reveals that mostly 51% 0f respondents are in the very good followed by 40% in the Good whereas 5% of respondents are in the Average Statements, 4% in disagree and 0% in strongly disagree respectively.

ARE YOU WILLING TO PUT EXTRA EFFORT TO PERFORM ALL ACTIVITIES TO LEVEL OF BEST

TABLE 4.16 S.No Particulars 1. Yes 2. No Total No of Respondents Percentage 67 13 80

84 16 100

CHART:16 ARE YOU WILLING TO PUT EXTRA EFFORT TO PERFORM ALL ACTIVITIES TO LEVEL OF BEST

90 80 70 60 50 40 30 20 10 0
INTERPRETATION: The above table reveals that mostly 84% 0f respondents are wants to put extra effort to perform their activities and 16% are not interested to put their extra effort respectively.

no yes

TOP MANAGEMENT ENCOURAGES EMPLOYEE INVOLVEMENT IN DECISION MAKING

TABLE: 4.17 S.No Particulars 1. Yes 2. No Total No of Respondents Percentage 57 23 80

71 29 100

CHART :17 TOP MANAGEMENT ENCOURAGES EMPLOYEE INVOLVEMENT IN DECISION MAKING

80 70 60 50
no yes

40 30
20 10 0

INTERPRETATION: The above table reveals that mostly 71% 0f respondents are accepting that their top management encourage employment in decision making and 29% are not accepting it.

4.2 CHI SQUARE ANALYSIS FOR INDEPENDENCE OF ATTRIBUTES

ANALYSIS OF OPINION OF RESPONDENTS REGARDING TEI TEAM SUPPORT AND EMPLOYEES WILLINGNESS TO BE A PART OF VOLUNTARY TEAM WORK

TABLE :18
OBSERVED COUNT: OPINION Yes No Total Yes 61 7 68 No 9 3 12 Total 70 10 80

Null Hypothesis H0: There is no significant difference between TEI team support and employees willingness to be a part of voluntary team work

Alternative Hypothesis H1: There is significant difference between TEI team support and employees willingness to be a part of voluntary team work

Level of significance: 5% Calculated Value:

N (ad-bc) 2 2 = (a + b) (a + c) (b + d) (c + d) 50(183 63)2 =

(61+ 9) (61 + 7) (9 + 3) (7+3)

2.02

Degrees of Freedom = (R -1) (C-1) = (2-1) (2-1) = 1 Tabulated value for 1 degree of freedom at 5% level of significance is 3.841

Since Calculated value (2.02) < table value (3.841)

Null hypothesis H0 is accepted.

INFERENCE:
There is no significant difference between TEI team support and employees willingness to be a part of voluntary team work

4.3 CORRELATION ANALYSIS

ANALYSIS OF OPINION OF RESPONDENTS REGARDING IDEAS EXPLORED THROUGH SGA AND SUGGESTION SCHEME AND ORGANIZATIONS IMMEDIATE ACTION ABOUT EMPLOYEES SUGGESTION

OBSERVED COUNT:

SA: STRONGLY AGREE D: DIS AGREE

A: AGREE

N: NEUTRAL

SD: STRONGLY DIS AGREE

TABLE : 19 OPINION SA FACTORS IDEAS (X) IMMEDIATE ACTION(Y) A N D SD TOTAL

42 38

30 24

4 6

4 10

0 2

80 80

TABLE 20 X2 1764 900 16 16 0 X2=2696 Y2 1444 576 36 100 4 Y2=2160

X 42 30 4 4 0 X=80

Y 38 24 6 10 2 Y=80

XY 1596 720 24 40 0 XY=2380

Calculated value: NXY (X) (Y) rXY = NX2-(X) 2

=

NY2-(Y) 2

5 (2380) (80) (80) 5 (2696) - (80)2 5 (2160) - (80)2

0.98

INFERENCE:
Ideas explored through SGA and suggestion scheme and organizations immediate action about employees suggestion are positively correlated.

CHAPTER-5 FINDINGS AND SUGGESTIONS

5.1 FINDINGS This study was conducted to find out the total employee involvement in LucasTVS Ltd. The main findings are as follows:
56% of the employees are the age group of 25-35 Years. Majority of the employees are in the category of diploma at 48%. Out of total employees 56% of the employees are single. 60% of employees posses 1-3 Years of experience in Lucas TVS. Nearly 68% of employees are strongly agree, that their superiors are approaching their questions at any time. 61% strongly agreed that their superiors are discussing about the new suggestions with their subordinates. 47% are strongly agree with their organization is taking immediate action about employees. Nearly 55% of employees are strongly agreed about their smooth relationship between them and their organization. Nearly 52% of employees are strongly agree that they are getting chance to explore their ideas through SGA and Suggestion scheme. Majority 71% of employees are supporting their top level management to encourage the employee involvement in decision making. Nearly 51% of employees are supporting that their existing rewards is equal to their effort. 87% of employees are supporting that they are willing to be a part of voluntary Team work. Under that 87% of employees, 54% of employees are strongly agree that the team work will help them to improve their skill. 60% of employees are accepting that the TEI team is supporting their effort. 84% of employees are willing to put extra effort to perform all activities of their level best. Nearly 51% of employees are having the level of trust on their Team.

5.2 SUGGESTIONS
The company can give more chance to the employees to execute their ideas freely. It will help to develop their relationship among the employees and the management.

There are certain employees who are strongly agreed about the monetary benefits given by the organization is good, so the organization can encourage employee through monetary benefits.

The company can increase their motivation programs to the employees to develop their attitude.

CHAPTER-6 CONCLUSION

6. CONCLUSION
SGA,Suggestion, Safety scheme as well as welfare measures that are undertaken by the company are appreciable. These measures are not only for the company but also for the employees involvement, Grievance redreseel system, work timing and relation with superior should be taken seriously by the top management to improve the satisfaction level by providing proper response to their feedbacks and providing facilities to them.

CHAPTER-7 BIBLIOGRAPHY

7.BIBLIOGRAPHY

1. K.Aswathappa, Human Resource and Personnel Management, Tata McGraw-Hill pub. Co., ltd, New Delhi, Fourth Edition. 2. C. B. Mamoria, S. V. Gankar, Personnel Management, Himalaya Publication House, third edition 2004. 3.C.R. Kothari, Research Methodology, New Age International publishers, Third Reprint Edition, 2004. 4. S.P Gupta, Statistical Methods, Sultan Chand &Sons, Revised Edition ,1995. 5. N.D Kapoor, Elements Of Merchantile Law, Sultan Chand &Sons,educational publishers, Twenty Third Edition. 6. K .Subramani A.Santha, Statistics for Management Scitech Publication, Second Edition.

WEBSITES REFFERED

www.citehr.com www.scribd.com www.wikipedia.com www.authorstream.com www.tvs-lucas.com

CHAPTER-9 ANNEXURE

QUESTIONNAIRE

A STUDY ON TOTAL EMPLOYEE INVOLVEMENT AT LUCAS TVS, PADI

I am Aravindkumar, a Second year student of M B A from Saveetha Engineering College. As part of my academic curriculum I am doing a project study on total employee involvement at lucas tvs. Please answer the questionnaire to enable me to collect data for the project. The responses will be kept confidential.

1) Name: 2) Age: a) Less than 25 years b) 25-35 years c) 35-45years d) More than 45 years 3) Educational Qualification: a) ITI b) Diploma c) BE/B.tech d) other specify 4) Department: 5) Designation: 6) Marital status: yes b) no 7) How long have you been working in this company? a) 1-3 years b) 3-5 years c) 5-10 years d) More than 10 years

8) Do you agree that the superiors are discussing about the new suggestion with their sub ordinates? a) Strongly agree b) Agree C) Neutral D) Disagree E) Strongly Disagree

9) The organization is taking immediate action about the employees suggestion a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

10) There is a smooth relationship between you and your organization? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

11) There is a chance to explore our ideas through SGA and suggestion scheme? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

12) The top management encourages employee involvement in decision making? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

13) The given existing rewards are equal to our efforts? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

14) The monetary benefits given by the organization is good? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

15) Are you willing to be a part of voluntary team work? a)Yes b) No

16) Does the team work help you to improve your skills? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

17) Are you satisfied with the TEI team support. a) Yes b) No

18) Are you willing to put extra effort to perform all your activities to level of best? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

19) Are you satisfied with the level of trust on your team? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree