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EMPLOYEE MORALE in SBI

STATE BANK OF INDIA


IN PARTIAL FULFILLMENT OF THE DEGREE OF BACHELOR OF BUSINESS MANAGEMENT

COLLEGE OF COMMERCE
UNDER THE GUIDANCE OF: SUBMITTED BY:

DR. K.B. PADAMDEO


FACULTY OF MANAGEMENT COLLEGE OF COMMERCE

ANAND MOHAN JHA


Roll No. 12212423003 BBM 3rd Year, Session 2009-12

CERTIFICATION
This is to certify that ANAND MOHAN JHA, Roll No. - 02, Session : 2009-12, a student of BBM 3rd year, COLLEGE OF COMMERCE has prepared his project report entitled EMPLOYEE MORALE in SBI, Patna under my supervision. To the best of my knowledge, he has exposed his good effort to make his project more analytical and purposeful. His attitude and interest shown in the completion of project report is highly appreciable. I wish him success in all his future endeavours.

DR. K. B. PADAMDEO PROJECT IN-CHARGE

STATE BANK OF INDIA CERTIFICATE

TO WHOM SO IT EVER MAY CONCERN


This is to certify that ANAND MOHAN JHA, Roll No. - 02, Session 2009-12, a student of BBM 3rd year, COLLEGE OF COMMERCE has prepared his project report entitled EMPLOYEES MORALE IN SBI, GandhiMaidan, Patna in partial fulfilment of the BBM degree.

The project is done with his own efforts and his sincerity in completing the project is appreciable.

Acknowledgement
The satisfaction and euphoria that accompany the successful accomplishment of any task would be incomplete without mentioning the name of people whose constant guidance and encouragement has crowned all my effort with success. Concentration, dedication and application are necessary but not sufficient to achieve any goal. Therefore, it is our pleasant duty to offer our service of acknowledgement to those honourable personalities of the department who helped me to follow the path to success for the completion of this project. It was indeed an opportunity for me to be a part of STATE BANK OF INDIA, as a partial fulfilment of three year degree course of Bachelor of Business Management.

I would like to express my deep sense of gratitude to my respected


Sir Dr. R.U. SINGH, Co-coordinator of B.B.M. Department, COLLEGE OF COMMERCE, who helped me in every aspects while making the project. I am also indebted and grateful to Dr.S.K.SINGH, Director, BBM, College of Commerce for providing me an opportunity and environment.

CONTENTS OF THE PROJECT


1) RESEARCH METHODOLOGY
Research Design Objectives of the Study

2) COMPANY AN OVERVIEW
SBI an Introduction Companys Profile

3) EMPLOYEE MORALE An Introduction


Essentials of Employee Morale

4) DATA ANALYSIS & INTERPRETATION


Analysing the information

5) OVERVIEW OF THE PROJECT


Conclusion Sugesstions

PREFACE
This project report is prepared for the project work done at

STATE BANK OF INDIA (SBI). The topic of the project is system and working style of employees and their satisfaction level in their working organisation, SBI. Its purpose is to present, as clearly and as completely as possible, There is also such important concept and it includes important information of these study. This project is desgined so as to evaluate the employees job satisfaction level and find out the ways to influence positively the employees grievances in view with organisational consideration. And thus consider the factors by which the employees and the organisation influences affect their working styles as Job

EMPLOYEES MORALE IN SBI. This project is about the

Satisfaction is an important tool for retaining the best employees working towards the organisational objectives beneficial for the organisation such as to run the organisation work effectively and efficiently. The organisation shall make all possible efforts to have a secure and safe domain. The data/information is very important and most critical to the business requirements ; therefore all topics are taken care with full of right information. I made it very carefully especially to bear in mind the management concept.

CHAPTER - 1
RESEARCH

Methodology

RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data in manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research design is the conceptual structure within which research is conducts; it constitutes the blueprint for collection, measurement and analysis of data. A research design designs the mechanisms / procedures for gathering, processing, storing and retrieval of the information and that information is utilized to the right person at the right time in the right way. This design includes an outline of what the researcher have to do from its starting to the final analysis of data. Design decision happen to be respective of below detail :

Sources of data:
The study is based on both primary and secondary data. Primary data: The primary data were collected through structured questionnaire. Secondary data: The required secondary was collected from books, magazines and web-sites.

OBJECTIVES OF STUDY
To determine the level of morale of the employees regarding their job. To study and understand the job satisfaction among the employees of State Bank of India. To study the various factors which influencing employee morale To study the relationship between the personal factors of the employee (Income, Designation, Educational qualification, Gender, etc.,)

LIMITATIONS OF THE STUDY


Data collected is based on questionnaire. The research exercise was conducted within a limited duration. So a detailed study could not be made. The number of employees in State Bank of India is more, so sample size is limited by 100. The information collected by the observation method is very limited. The result would be varying according to the individuals as well as time. Some respondents hesitated to give the actual situation; they feared that management would take any action against them The findings and conclusions are based on knowledge and experience of the respondents sometime may subject to bias

CHAPTER 2

COMPANY AN OVERVIEW

COMPANYS PROFILE :
The Bank is actively involved since 1973 in non-profit activity called Community Services Banking. All our branches and administrative offices throughout the country sponsor and participate in large number of welfare activities and social causes. Our business is more than banking because we touch the lives of people anywhere in many ways. Our commitment to nation-building is complete & comprehensive. The State Bank of India, the countrys oldest Bank and a premier in terms of balance sheet size, number of branches, market capitalization and profits is today going through a momentous phase of Change and Transformation the two hundred year old Public sector behemoth is today stirring out of its Public Sector legacy and moving with an ability to give the Private and Foreign Banks a run for their money. The bank is entering into many new businesses with strategic tie ups Pension Funds, General Insurance, Custodial Services, Private Equity, Mobile Banking, Point of Sale Merchant

Acquisition, Advisory Services, structured products etc each one of these initiatives having a huge potential for growth. The Bank is forging ahead with cutting edge technology and innovative new banking models, to expand its Rural Banking base, looking at the vast untapped potential in the hinterland and proposes to cover 100,000 villages in the next two years. It is also focusing at the top end of the market, on whole sale banking capabilities to provide Indias growing mid / large Corporate with a complete array of products and services. It is consolidating its global treasury operations and entering into structured products and derivative instruments. Today, the Bank is the largest provider of infrastructure debt and the largest arranger of external commercial borrowings in the country. It is the only Indian bank to feature in the Fortune 500 list. The Bank is changing outdated front and back end processes to modern customer friendly processes to help improve the total customer experience. With about 8500 of its own 10000 branches and another 5100 branches of its Associate Banks already networked, today it offers the largest banking network to the Indian customer. The Bank is also in the process of providing complete payment solution to its clientele with its over 21000 ATMs, and other electronic channels such as Internet banking, debit cards, mobile banking, etc.

With four national level Apex Training Colleges and 54 learning Centres spread all over the country the Bank is continuously engaged in skill enhancement of its employees. Some of the training programmes are attended by bankers from banks in other countries. The bank is also looking at opportunities to grow in size in India as well as Internationally. It presently has 173 foreign offices in 33 countries across the globe. It has also 7 Subsidiaries in India SBI Capital Markets, SBICAP Securities, SBI DFHI, SBI Factors, SBI Life and SBI Cards - forming a formidable group in the Indian Banking scenario. It is in the process of raising capital for its growth and also consolidating its various holdings. Throughout all this change, the Bank is also attempting to change old mindsets, attitudes and take all employees together on this exciting road to Transformation. In a recently concluded mass internal communication programme termed Parivartan the Bank rolled out over 3300 two day workshops across the country and covered over 130,000 employees in a period of 100 days using about 400 Trainers, to drive home the message of Change and inclusiveness. The workshops fired the imagination of the employees with some other banks in India as well as other Public Sector Organizations seeking to emulate the programme.

AWARDS AND ACHIEVEMENTS

Best Online Banking Award, Best Customer Initiative Award & Best Risk Management Award (Runner Up) by IBA Banking Technology Awards 2010

The Bank of the year 2009, India (won the second year in a row) by The Banker Magazine Best Bank Large and Most Socially Responsible Bank by the Business Bank Awards 2009 Best Bank 2009 by Business India The Most Trusted Brand 2009 by The Economic Times Most Preferred Bank & Most preferred Home loan provider by CNBC Visionaries of Financial Inclusion By FINO Technology Bank of the Year by IBA Banking Technology Awards SKOCH Award 2010 for Virtual corporation Category for its epayment solution 11th most trusted brand in India

Best Executive Award to the Chairman by Asia Money. State Bank of India also improved its ranking in Fortune 500 Global List,

Forbes list of 2000 largest companies in the world, Banker list of top 1000 world banks, Brand Finance Global 500 Financial Brand recognition, to name a few Most Admired Infrastructure Financier Award by KPMG, Top Public Sector Bank under SME Financing by Dun and Bradstreet The Bank was voted, for the third year in a row, as the Most Preferred Housing Loan and Most Preferred Bank in the CNBC AWAAZ Consumer Awards in a survey conducted by CNBC TV18 in association with AG Nielsen & Company.

The Bank was also awarded the Best Home Loan Provider as well as The Best Bank by Outlook Money Awards, 2008. SBI has been rated as the Best Public Sector Bank for Rural Reach by Dun & Bradstreet. The Bank has won awards for topping SHG-Bank Credit linkage in Orissa, Jharkhand, Maharashtra, Uttarakhand, Tamil Nadu and Uttar Pradesh.

The Bank was awarded Readers Digest Pegasus Corporate Social Responsibility Award 2007 in recognition of its contribution towards Rural Community Development. The Bank was conferred the following National awards by the Government of India (GOI), Ministry of Micro Small and Medium Enterprises for the FY 2007-08: First under "National Awards for excellence in lending to Micro Enterprises".

BANKING SUBSIDIARIES
ASSOCIATE BANKS

State Bank of India has the following five Associate Banks (ABs) with controlling interest ranging from 75% to 100%. 1.

State Bank of Bikaner and Jaipur (SBBJ) State Bank of Hyderabad (SBH) State Bank of Mysore (SBM) State Bank of Patiala (SBP) State Bank of Travancore (SBT)

2. 3. 4. 5.

As on June 30, 2011, the five ABs have a combined network of 4748 branches in India which are on core banking and 4713 ATMs networked with SBI ATMs, providing value added services to clientele. The combined net profit of these banks increased by 10.67% over the previous year to reach Rs.735.79 crores as on 30th June 2011. Deposits and advances grew by 12.39% and 16.32%, respectively, during the year. The combined Net NPA ratio of all ABs was at 1.12% as on 30th June 2011.The highlights of performance of the five ABs for the quarter ended June 11 are as follows:
(Rs. In crores) Deposits Loans Investments Total Assets Return on Assets No. of Branches 317581 240601 97439 378565 0.79% 4748

NON BANKING SUBSIDIARIES


The Bank has the following Non-Banking Subsidiaries in India:

1.SBI Capital Markets Ltd 2.SBI Funds Management Pvt Ltd 3.SBI Factors & Commercial Services Pvt Ltd 4.SBI Cards & Payments Services Pvt. Ltd. (SBICPSL) 5.SBI DFHI Ltd 6.SBI General Insurance Company Limited

JOINT VENTURES
The Bank has the following Joint Ventures in India:

1. SBI Life Insurance Company Ltd (SBI LIFE) 2. SBI General Insurance Company Limited 3. SBI-SG Global Securities Private Limited

SBI SERVICES

DOMESTIC TREASURY BROKING SERVICES REVISED SERVICE CHARGES ATM SERVICES INTERNET BANKING E-PAY E-RAIL RBIEFT SAFE DEPOSIT LOCKER MICR CODES FOREIGN INWARD REMITTANCES

CHAPTER-4 EMPLOYEE
MORALE

EMPLOYEE MORALE
INTRODUCTION Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on. Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm, desire to obey orders, willingness to co-operate with coworkers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job.

Definitions:
Morale is a fundamental psychological concept. It is not easy to define. Morale is the degree of enthusiasm and willingness with which the members of a group pull together to achieve group goal. It has been defined differently by different authors. Different definition of Morale can be classified into three major approaches. 1) Classical approach 2) Psychological approach 3) Social approach

1. Classical approach:
According to this approach the satisfaction of basic needs is the symbol of Morale. According to Robert M. Guion "Morale is defined as the extent to which the individual perceives that satisfaction stemming from total job satisfaction".

2. Psychological Approach:
According to this approach Morale is psychological concept i.e., state of mind. According to Jurious Fillipo Morale is a mental condition or attitude of individual and groups which determines their willingness to cooperate".

3. Social Approach:
According to some experts Morale is a social phenomenon. According to Davis "Morale can be defined as the attitudes of individual and groups towards their work environment and towards voluntary cooperation to the full extent of their ability in the best interest at the organization".

Importance of Employee Morale:


Employee Morale plays vital role in the origination success. High Morale leads to success and low Morale brings to defeat in its wake. The plays of Morale is no less important for an industrial undertaking. The success of failure of the industry much depends up on the Morale of its employees.

Types of Morale:
I. High Morale:

It will lead to enthusiasm among the workers for better performance. High Morale is needed a manifestation of the employees strength, dependability pride, confidence and devotion. Some of the advantages of high Morale such as: 1. Willing cooperation towards objectives of the organization. 2. Loyalty to the organization and its leadership. 3. Good Leadership. 4. Sound superior subordinate relations. 5. High degree of employees interest in their job and organization. 6. Bribe in the organization 7. Reduction in absenteeism and labour turnover. 8. Reduction in grievance. 9. Reduction in industrial conflict. 10. Team building & Employee empowerment.

II. Low Morale:

Low Morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low Morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e., there is a lot of mental tension. Such situation will have the following adverse consequences. 1. High rates of absenteeism and labour turnover. 2. Decreased quality. 3. Decreased Productivity. 4. Excessive Complaints and Grievances. 5. Frustration among the workers. 6. Lack of discipline. 7. Increase errors, accidents or injuries.

FACTORS AFFECTING MORALE:


Employee Morale is a very complex phenomenon and is influenced by many factors on the shop floor. Several criteria seem important in the determinants of levels of workers Morale such as: 1. Objectives of the organization: Employees are highly motivated and their Morale is highly if their individual goal and objectives are in tune with organizational goal and objectives.

2. Organizational design: Organization structure has an impact on the quality of labour relation, particularly on the level of Morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication. Therefore the Morale tends to be lower. Against this flat structure increases levels of Morale. 3. Personal Factors:

It is relating to age, training, education and intelligence of the employees, time spent by them on the job and interest in worth taken by them, affect the Morale of the employees. For examples if an employees is not imparted proper training he will have low Morale.

4. Rewards: Employees expect adequate compensation for their services rendered to the organization. Good system of wages, salaries, promotions and other incentives keep the Morale of the employees high.

5. Good Leadership and Supervision: The nature of supervision can tell the attitudes of employees because a supervisor is in direct contact with the employers and can have better influences on the activities of the employees. 6. Work Environment:

The building and it appearance the condition of machines, tools, available at work place provision for safety, medical aid and repairs to machinery etc. all have an impact on their Morale.

7. Compatibility with fellow employees:

Man being a social animal finds his words more satisfying if he feels that he has the acceptance and companionship of his fellow workers. If he has confidence in his fellow worker and faith in their loyalty his Morale will be high.

8. Job Satisfaction:

If the job gives an employee an opportunity to prove his talents and grow personality, he will certify like it and he will have high morale.

9. Opportunity to share profit:

one of the requirements of high morale is possibility and opportunity of progress in any concern. All worker should be given an opportunity of the progress and earn high wages without any discrimination.

MEASUREMENT OF MORALE
Morale is basically a psychological concept. As such the measurement of morale is a very difficult task to measure it directly. However the following methods are more commonly used to study employee morale.

1.Observation Method:
Under this method evaluator observes the employees on work and records their behaviour, altitude, sentiments and feelings, which have developed in them. The changes in the attitude and behaviour of the employee are the indicators of high and low morale.
2.Attitude

Surveys:

In order to overcome the limitation of the above method attitude survey method is being largely employed in modern days. This method includes conducting surveys through questionnaires and interviews. This relates what the workers are looking in and what step should be taken to improve their approach towards work.

3.Company

Records and Reports:

The records and reports relating to Labour turnover, rate of absenteeism, the number of goods rejected, strikes and such other things, which are indicators of the level of morale.

4.Counseling:
Under this method employees are advised to develop better mental health. So that they can imbideself confidence, understanding and self control. This method is used to find out the causes of dissatisfaction and then to advice the employees by way of remedial measures. The above methods of the measurement of the employees present only the tendencies or the attitude of the employee morale. The statistical measurement of morale is not possible because it relates to the inner feelings human beings. We can say that morale is increasing or decreasing, but can not measured how much it increased or increased.

BUILDING OF HIGH MORALE


In order to achieve high morale among the employees the following suggestion may be followed.
1. Two-Way

Communication:-

There should be a two-way communication between the management and the workers as if exercises a profound influences on morale. The workers should be kept informed about the organization policies and programmes through conferences, bulletins and informal discussions with the workers.

2. Show Concern.
Large or small every business should have names on desks work stations or cubicles to show that a real person with worth works there not just a machine. Next ask their opinion whenever an opportunity arises rather than always telling them what to do or the way to do it. This allows employees to add their own creative thoughts to the work process, which then can lead to more of a feeling of ownership. Finally ask how they are without wanting to know deeply personal data the boss can easily show on interest in the individual walkers.

3. Job Enrichment:This involves a greater use of the factors which are intended to motive the worker rather than to ensure his continuing satisfaction with the job he performs the idea is to reduce employee discontent by changing or improving a job to ensure that he is better motivated.

4. Modifying

the work environment:-

This involves the use of teams of work groups developing social contacts of the employees the use of music regular rest breaks.

IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE MORALE


Two studies have been found in this regard. First relationship between organizational culture and employees morale. The organizational culture was measured using the 11 dimensions - interpersonal trust, degree of autonomy, freedom of decisionmaking, communication patterns, importance given to merit, receptiveness to new ideas, importance to excellence, inter-departmental relations, concern for people, use of status symbol and leadership style and employee morale using the following five dimensions - index of organizational image, index of career growth, satisfaction, index of satisfaction with physical and emotional needs.. The technology factor was also included. The finding was that organizational culture had a significant impact on employee morale.

The banks were compared on the same above 11 dimensions of organizational culture and five dimensions of employees morale and also on some demographic variables - age, education, experience and level (manager, officer, supervisor).

In the analysis of the 11 dimensions of organizational culture the 7 dimensions show significant differences in the two types of banks. These are interpersonal trust, communication patterns, importance given to merit, receptiveness to new ideas, importance to excellence, use of status symbol and leadership style. Dimension-wise, commercial bank employees have a higher level of interpersonal trust, as compared to their counter-parts in cooperative banks. Good autonomy has been given to the employees, yet decision-making power is limited in both types of banks. Most of the decision-making power is vested in few hands at the top level. Excellence is overlooked. Greater importance is given to individuals in commercial banks. They are encouraged to give new ideas and their input in this respect is welcomed. Emphasis is given to the individuals training and development. Communication patterns are well developed. Use of status symbol is quite less. All these factors taken together give rise to an open organizational culture which is more prevalent in commercial banks as compared to cooperative banks.

The analysis of employee morale indicates that there is significant difference in all the five indices of morale in both categories of banks. Commercial banks scored significantly higher than co-operative banks.

The emphasis that though the organizational image is high, job satisfaction and satisfaction with supervisors is average. Thus their morale tends to be low which can be attributed to fewer career prospects and chances of advancement. This is evident in cooperative banks where there is widespread frustration due to fewer opportunities for advancement.

A positive and high degree of correlation exists between organizational culture and employee morale. Nine dimensions of organizational culture except the freedom in decision making and use of status symbol show significant relationships with morale.

DATA ANALYSIS AND INTERETATION


In this chapter the investigator tried to analysis the collected data. The data has been collected mainly through questionnaire.

PART - A
Table No. - 1.

Age of Respondents:
The employee's age and morale are directly related. Common belief is that younger workers are more dissatisfied with higher expectations than their elders.

AgeNo. of Respondents 18 - 29 years 30 - 49 years 50 - 58 years Total 20 100% 03 13 04

Percentage 15% 65% 20%

Of the 20 respondents, 15% are in age group of 18 - 29 years, 65% of the age group of 30 - 49 years and 20% of the age group 50 - 58 years.

Table No. - 2.

Education Qualification
Inverse relationship between education level and Employee morale. The higher the educational level of on employee the lower his morale because he compares his own attainments with those of others. The higher he thinks he should be the more dissatisfied he is.
EducationNo. of RespondentsPercentage SSLC 11 PUC 03 Degree 05 Technical 01 Total 20

55% 15% 25% 05% 100%

The above table shows that 55% of respondents have completed SSLC, 15% of respondents studied up to PUC, 25% of respondent have studied Degree and only 5% respondent have Technical Qualification.

Part - B
Table - 3

Happiness at Work Place


Views No. of Respondents Percentage

Very happy Happy Not Happy Total

01 19 20

05% 95% 100%

It is clear from the table that 5% of the respondent is very happy to work as a employee of Kenwood and 95% of the respondents are happy to work as a employee of Kenwood.

Table No. - 4
Happiness at Job ViewsNo. of RespondentsPercentage

Very happy Happy Not Happy Total

01 16 03 20

05% 80% 15% 100%

The above table makes it clear that 5% respondents are very happy at their jobs. 80% of the respondents are happy and 15% of the respondents are having the feeling of not happy at their jobs.

Table - No. 5
Working Environment ViewsNo. of RespondentsPercentage

Good Satisfactory Not satisfactory Total

04 16 20

20% 80% 100%

This table is shows the views of respondents towards working environment. Here 20% of the respondents are having feeling of good and 80% of the respondents are satisfied..

Table - No. 6
Working Hours ViewsNo. of RespondentsPercentage

Very Happy Happy Not happy Total

05 15 20

25% 75% 100%

From the above table it is clear that 20% of the respondents are very happy with the working hours in the industry and remaining 75% of the respondents are happy with the working hours. It is found in this study that all the respondents have well opinion towards working hours.

Table - No. 7
Working Condition

It is closely related to the employee morale. Views No. of Respondents Good 04 Satisfactory 15 Not satisfactory 01 Total 20

Percentage 20% 75% 05% 100%

The above table shows about the views of respondents towards working conditions. Here 20% of the respondents are having the feeling of good with working conditions in the industry, 75% of the respondents are satisfied & 5% of the respondents are not satisfied.
Table - No. 8
Relationship with Employees

Views Good Satisfaction Not satisfaction Total

No. of Respondents 12 08 20

Percentage 60% 40% 100%

From the above table it is clear that 60% of the respondents are having the feeling of good and 40% are satisfied the relationship with their employees in the industry.

Table - No. 9
Management Encouragement to Employees Development

Views Yes No Total

No. of Respondents 10 10 20

Percentage 50% 50% 100%

The above table shows that 50% respondents are told that management encourages in overall development of them and remaining 50% of the respondents are opposite to that statement. Table - No. 10
Satisfaction about Health & Security measures

Views Yes No Total

No. of Respondents 17 03 20

Percentage 85% 15% 100%

The investigator found that majority 85% of the respondents are satisfied with the health and security measures provided by the company and remaining 15% respondents are not satisfied.

Table - No. 11
Safety and Welfare Measures

It is one of method of increasing employee morale. The Kenwood Industry provides safety and welfare facilities to workers. Views Good Satisfactory Not satisfactory Total No. of Respondents 02 17 01 20 Percentage 10% 85% 05% 100%

This table tells about the views and the respondents opinion about safety and welfare measures. Here 10% of the respondents are having feeling of good, 85% are satisfied and 5% are not satisfied.

Table - No. 12
Leaves and Holidays

Views Good Satisfactory Not satisfactory Total

No. of Respondents 03 14 03 20

Percentage 15% 70% 15% 100%

From the above table is clear that 15% of respondents are having the feeling of satisfactory, 70% of the employees are satisfied and 15% are not satisfied with leaves and holidays.

Table - No. 13
Opinion Regarding Work Load

Views Yes No Total

No. of Respondents 14 06 20

Percentage 70% 30% 100%

Majority (70%) respondents expressed that they have heavy work load in this industry and remaining 30% of the respondent are opposite to that statement.

Table - No. 14
Management and Employees are allowed to Talk Freely

Views Yes No Total

No. of Respondents 10 10 20

Percentage 50% 50% 100%

The table interprets that 50% of the respondents told that management employees are allowed to talk freely. And remaining 50% are disagree with that statement.

Table - No. 15
Relationship with Fellow Worker

Views Good Satisfaction Not satisfactory Total

No. of Respondents 09 11 20

Percentage 45% 55% 100%

This table displays that 45% of respondents are having feeling of good and 45% are having satisfactory feeling towards their relationship with fellow workers. It is found in this study that employee have good relations with the fellow workers. Table - No. 16
Opinion about Supervisor

The supervisor can make or break morale. The supervisor is the first and the last link with whom the workers come in immediate contact and hence his behaviour and dealings, determine the morale of group. Views No. of Respondents Motivator 15 Not supervise well 05 Rude Total 20 Percentage 75% 25% 100%

From this table it is clear that majority 75% respondents have a good perception (motivator) towards their supervisors and remaining 25% of respondents felt that supervisors are not supervise well.

Table - No. 17
Relationship with Staffs of Other Department

Views Good Satisfactory Not satisfactory Total

No. of Respondents 11 09 20

Percentage 55% 45% 100%

The above table show that 55% of the employees are having feeling of good & 45% are having satisfactory feeling their relationship with staffs and other department.

Table No. - 18:


Encouragement by the Manager about Worker Special Talents

Views Yes No Total

No. of Respondents 10 10 20

Percentage 50% 50% 100%

The above table shows that 50% of the respondents are get encouraged by their manager for their special talents and remaining 50% respondents are not get full support from the managers for using their special talents.

Table - No. 19
Attitudes towards Job

Views Like it Can't say No Total

No. of Respondents 09 11 20

Percentage 45% 55% 100%

The above table reflects of follows; 45% of respondents are like it their jobs, and 55% of respondents dont want to share anything about their jobs.

Table - No. 20
Opinion on Job Security

Views Like it Can't say No Total

No. of Respondents 06 14 20

Percentage 30% 70% 100%

Here 30% of the respondents truly believe that they have job security in the industry and remaining 70% of respondent don't want to share anything about the matter.

Table - No. 21
Opinion on Shift System

Views
Good Satisfactory Not satisfactory Total

No. of Respondents
06 13 01 20

Percentage
30% 65% 05% 100%

The table shows the views of respondent towards shift system. Here 30% of the respondents are having feeling of good, 65% of the respondents are having the feeling of satisfactory and 5% are not satisfied about the company shift system.

Table - No. 22
Opinion on shift system

Views Good Satisfactory Not Satisfactory Total

No. of Respondents 06 13 01 20

Percentage 30% 65% 05% 100%

The table shows the views of respondents towards shift system. Here 30% of the respondents are having feeling of good 65% of the respondents are giving the felling of satisfactory and 5% are not satisfied about the company shift system.

Table - No.23
Appreciation from the Manager, when worker fulfill the work.

Views Yes No Total

No. of Respondents 08 12 20

Percentage 40% 60% 100%

The above table shows that 40% of the respondents felt that they are get application by their manager when they are all fulfill the work and remaining 60% of respondents have the opinion that they are not appreciation by manager, when they are fulfill the works. Here it shows that in Kenwood employees are not getting enough recognition from their manager. Recognition of the employees efforts is one of the technique of increasing employees morale and productivity. Table - No. 24
Opinion on regarding satisfactory level of wants fulfillment through their present jobs:-

Views No. of Respondents Percentage Yes 05 25% No 15 75% Total 20 100% It is clear from the table that 25% of respondents felt that they reached a satisfied level of their wants through their present jobs But Majority of the respondents (75%) are opposite to that statement. It is found in this study that employees have lots of expectation from their jobs.

Table No. 25
Influence of Morale on Efficiency:
Views Yes No No idea Total No. of Respondents 09 01 10 20 Percentage 45% 05% 50% 100%

The investigators tried to analyses whether the respondent are aware of their morale. Here 45% of the respondents truly believe that their morale is directly influence on, efficiency 5% are opposite that statement and remaining 50% of the respondents one not aware of their morale.

CONCLUSION
Morale is psychological concept. Morale is not a cause but rather the effect or result of many going awry. Morale drifters from person to person, industry to industry, level of education age, nature of work etc. Morale may be range from very high to very low. By this study it is clear that various faction which influences morale and productivity of the employees each as Social Security measures, welfare facilities, salary status, Bonus, heath condition, shift system and recognition of work are getting much importance. To conclude employee morale plays very important role in every organization. Good employee morale helps to success of the organization. Unless an employee has poor morale if always a possibility of employee disharmony and also affect smooth running of the organization.

FINDINGS
1. Majority of the respondents are satisfied with working environment health, security, safety, welfare measures and leave and holidays facilities. 2. Majority of the respondents are having very good relationship with fellow workers manager and staffs of other department. 3. Majority of the respondents have opinion that they are not getting recognition from their manager when they are fulfilling the work. It is may demotivated to employees in the organization. 4. Majority of the respondents expressed that they have heavy work load in the organization. 5. Majority of the respondents are happy to work as an employee in the organization. It is shows there level of morale.

SUGGESTION
To improve the level of Employee Morale, it is better to consider following suggestion. 1. Management should reduce the work load of the employees. 2. It will be more effective if the management take the steps to introduce suggestion scheme system for the employees. 3. The management should pay reasonable wage and allowance to the employees. 4. It is better the management should recognize the needs of employees and encourages employees special talents. 5. It will be better if the management provides incentives to employees so it will boost in their morale and productivity. 6. Manager should maintain coordinal relationship with workers and offers recognitions of the employee efforts and provide needed guidance to workers. 7. It will be better if management provide performance and potential appraisal in regularly. 8. The management should provide opportunities for career development. 9. It will better if management given performance awards to employees.

Questionnaire
Part-A
Personal Details

1. Name 2 Age 3 Marital Status 4 Qualification 5 Department 6 Year of Experience -

Part-B
1. Are you happy working in this company? a) Very happy b) Happy c) Not happy 2. Are you happy in your job? a) Very happy b) Happy c) Not happy 3. How is working environment in this company? a) Good b) Satisfactory c) Not Satisfactory 4. Are you happy with the working hours? a) Very happy b) Happy c) Not happy 5. How do you find the working condition in your work place? a) Good b) Satisfactory c) Not Satisfactory 6. How is your relationship with the employers? a) Good b) Satisfactory c) Not Satisfactory

7. Does your management encourages in over all development of the employees? a) Yes b) No 8. Do you felt that your company take care of your health and security as per company law? a) Yes b) No

9. What is your opinion about safety and welfare measures provided to this Company? a) Good b) Satisfactory c) Not Satisfactory 10. What do you think about the leaves and holidays provided in this company? a) Good b) Satisfactory c) Not Satisfactory 11. Do you have heavy workload in this company? a) Yes b) No 12. Is management and employees are allowed to talk freely? a) Yes b) No 13. How is your relationship with the fellow workers? a) Good b) Satisfactory c) Not Satisfactory 14. What is your opinion about Manager ? a) Motivator b) Not supervise well c) Rude 15. How is your relation with staffs of other department?

a) Good b) Satisfactory c) Not Satisfactory 16. Does your Manager encourage your special talent? a) Yes b) No 17. What do you think of your job? a) Like it b) Can't say c) No 18. Do you fell that all are satisfied with each other? a) Yes b) Cant Say c) No 19. Do you have job security in your company? a) Yes b) Cant Say c) No 20. What is your opinion about shift system in this company? a) Good b) Satisfactory c) Not Satisfactory 21. Does your Manager appreciate, when you fulfill the work? a) Yes b) No 22. Do you find the rules and regulation of the company difficult to follow? a) Yes b) Cant Say c) No 23. Do you feel that you have and reached a satisfied level of your wants through this job? a) Yes b) No 24. Do you feel your morale is directly influence on Efficiency? a) Yes b) No c) No idea.

If you any suggestion please feel free to write:


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Thanks For Your Co-Operation

BIBILOGRAPHY
Books Reffered To 1. Personnel Management : C.B. Memoria 2. Industrial Psychology : P.K. Ghosh & M.B. Ghorpada 3. Personnel and Human Resource Management : P. Subba Rao 4. Principle and practice of Management : Dr. J.N. Chabra

Internet Sources 1.www.statebankofindia.com

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