1

A STUDY ON EFFECT OF WELFARE MEASURES ON

EMPLOYEE MORALE IN HIDESIGN
SUMMER PROJECT REPORT

Submitted by

Under The Guidance Of

in partial fulfillment for the award of the degree

of
MASTER OF BUSINESS ADMINISTRATION
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PREFACE

I know that training is for the development and enhancement of the knowledge in this

particular field. It can never be possible to make a mark in today’s competitive era only with

theoretical knowledge when industries are developing at global level. Practical knowledge of

administration and management of business is very important. Hence, practical study is of

great importance to M.B.A. student.

With a view to expand the boundaries of thinking, I have undergone Project at HIDESIGN. I

have done this project to study employee Welfare and its effect on employee morale. I have

taken up training in HR department. I am sure I could encash this opportunity to the best of my

competence, zeal , perfection and academic knowledge & I am keen to make it on going

journey throughout my life as I strongly believe that learning is a journey not a destination.

This training helped me in getting practical knowledge in to the business environment. In this

Project report I gave all the information which not only serve the comprehensive knowledge

base but also helps the reader in understanding the fundamentals related to the subject.
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ACKNOWLEDGEMENT

By the grace of GOD, I take the opportunity with great pleasure to plot the circle of warm

complement, deep sense of gratitude & profound thanks to all those who have spared their

valuable time & giving me there co-operation to make this project complete.

First of all I would like to express my sincere thanks to Mr. Rajesh B. Sharma, HR Manager,

HIDESIGN for his efforts, continuous proper guidance, supervision & generous co-operation

throughout this work which enabled me to present this project report.

Special thanks have to be reserved for Mr. P.K. Sharda, Sr. Manager, HR & Administration for

providing facilities &extending full support to the training & project work.

I express my profound thanks to my project guide Mr. _______________ who helped a lot

during this training for giving precious time giving encouragement time to time.

Last but not least, I would like to thank all those who have directly or indirectly helped me in

completing this project.

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TABLE OF CONTENT

Chapter No. Content Page No.

Executive Summary
1 Design of the study
Introduction of the study
Objective of the study
Research Methodology
Limitations
2 Company Profile
Introduction
Products
Innovation and Design
High Design’s leather
Theoretical Framework of Employee satisfaction and
3
employee morale
Introduction of employee morale
Importance of employee morale
Types of morale
Factors affecting moral
Measurement of morale
Introduction of employee welfare
Basic characteristics of labour welfare
Welfare amenities within the establishment
Welfare amenities outside the establishment
Review of literature from journals and articles
4 Data Analysis and Interpretation
5 Findings
6 Suggestions
7 Bibliography
8 Annexure

EXECUTIVE SUMMARY

Labour is an asset of every company. The needs of the labour must be satisfied in order to meet
the goals of the organization. Any organization would be effective only when there is high
degree of co-operation between the labour and management. Management seeks co-operation
between the labour force by providing welfare facilities. These welfare facilities go a long way
stimulating interest in the workers to produce their full capacity and pay a good return to
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management in the long run. Therefore, labour welfare activities act as motivators and the
result is the higher productivity and the profit. It also enables the worker employed in
industries to perform their work in healthy congenital surrounding conductive to good health
& high morale.

Any attempt to increase the morale of labour can bear fruit only if the workers are given the
right type of environment and are provided with those basic amenities of life which have direct
bearing on his physical efficiency. Thus plan of labours welfare regard as an important part of
scheme for rising morale of labour.

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 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.

Employees play an important role in the industrial production of the country. The human
resource managers are really concerned with the management of people at work. It is
necessary to secure the cooperation of labour or employee force in order to increase the
production and to earn higher profits. The cooperation of employee force is possible only when
they are fully satisfied with their employer and the working conditions of the job. In the past,
industrialists and employers believed that their only duty towards their employees was to pay
them satisfactory wages and salaries. In course of time, with the introduction of the concept of
human resource management, psychological researches convinced them that workers required
something more important. In addition to providing monetary benefits, human treatment given
to employees plays a very important role in seeking their cooperation. Labour or employee
welfare activities benefit not only the workers but also the management in the form of greater
industrial efficiency.

The human resource managers realize that welfare activities pay good dividends in the long
run because they contribute a lot towards the health and efficiency of workers. The basic
objective of labour welfare is to enable workers to live a richer and more satisfactory life.
Labour welfare is in the interest of the labour, the employer and the society as a whole.
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This project is about effect of welfare measure on employee morale with reference to
HIDESIGN. First chapter is about design of the study which contains objective of the study,
research methodology and limitations. Second chapter is about company profile, its products,
vision, mission and market. Third chapter is about theoretical background of employee morale
and employee welfare. Fourth chapter deals with data analysis of questionnaire filled by
employees of HIDESIGN. 100 employees were taken to collect data. Analysis was done on the
basis of data filled by employees. Findings were done on the basis of data analysis and
suggestions were given on the basis of findings. Both primary as well as secondary data were
taken into account.

CHAPTER – 1

DESIGN OF THE STUDY

INTRODUCTION OF THE STUDY

In any business organization or industry, profit is the prime aim. Profits can be got only when
the productivity is high and it is quite evident that, productivity will be high only when
employee’s morale is high.

The main aim of the welfare is to increase productivity, reduction in the level of supervision,
increase organizational stability and flexibility, increase job satisfaction and moral among
employees increased employee motivation, increased efficiency in processes, resulting in
financial gain, increase capacity to adopt new technologies and methods, increased innovation
in strategies and products, Reduced employee turnover.

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
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with coworkers. Poor or low Morale becomes obvious from the negative feelings of
employees such as dissatisfaction, discouragement or dislike of the job.

OBJECTIVE OF THE STUDY

 To study the employee welfare policies adopted by Hidesign ltd.

 To know whether employees are aware of welfare facilities provided by the company.
 To study whether employees are satisfied with welfare facilities of not.
 To analyze the effect of welfare on employee morale.
 To find out the various factors that affect employee morale in the organization.
 To make suitable suggestions and recommendations with a view to improve the existing welfare
measures.

RESEARCH METHODOLOGY

 Research Design

A research design is a framework to prepare plan or study. It is useful as a guide to collect

the data and analyzing it. It is a blue print that is followed in completing the study. Research
design is the conceptual structure within which the research will be conduct.
Type of Research : The study is descriptive in nature.

 Sampling Design

 Sample Size : 100 employees

 Sampling technique : Stratified Random Sampling
 Sample Unit : Employees of different department.

 Sources Of Data Collection

 Primary data was collected by Interview method with the HR

Personnel in charge in the organization and questionnaire of employees will be filled up.
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 Secondary data was collected by internet and website of the

company, books, journals, magazines, newspapers.

 Data Analysis

Appropriate but simple analytical methods like cross tabulation, pie-charts, bar charts, etc
would be employed to analyze and interpret the data collected.

STATISTICAL TOOLS USED

To analyze and interpret collected data the following statistical tools were used.
1) Percentage method
2) Weighted average method
3) Chi-square analysis
4) Correlation
5) Regression

 Percentage method

The percentage 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 favorable

x 100
Percentage of respondent =
Total no of respondents

 Weighted average method

The weighted average method can be calculated by the following formula. This tool is
used to find the rank given by the respondents to the welfare measures. It can be calculated as

XW = ∑ WX / ∑ X

Here

XW represents the weighted average

X represents the value of variable
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W represents the weight given to the variable.

Chi-square analysis

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.

The formula for computing chi-square is as follows.

Chi-square = ∑ {(O-E)2 / E}

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 (n-2) where ‘n’ is number of
observed frequencies and in case of contingency table the degrees of freedom is (C-1) (R-1)
where C is number of columns and R is number of rows.

It is used to find the relation between communication in work place and work
satisfaction. It is used to find the relation between welfare satisfaction and work satisfaction it
is used to find the relation between experience of respondents and work satisfaction

Correlation

The correlation analysis 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. It is used to
find the degree of relationship between motivation and work satisfaction.

Cov(x, y) = 1/n ∑ x y – x y
x = 1/n  x2 – x 2

y = 1/n  y2 – y 2
Cov(x, y)
r= x X y
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Here,
r = co-efficient of correlation

Regression

The Regression analysis deals with the nature of association between two or
more variables. In regression analysis we are concerned with the estimation of one variable for
a given value of another variable on the basis of an average mathematical relationship between
the two variables.

Y= a + bX

LIMITATION

1) This project is restricted to study purpose only and can be used keeping in view the
object that is made for.

2) The respondent in the project may not reveal important / confidential information
pertaining to the company policy and for this the project should be used keeping in view the
said limitation.

3) Sample size is very small.

4) All the secondary data are required will not be available.

5) Finding of the study was based on the assumptions that respondents have given
correct information.

6) The study is not necessarily the solution to the problem that exists.

7) The study is focused on a very general level rather than a full scale detailed report.
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CHAPTER-2
COMPANY PROFILE

Introduction

Hidesign started in 1978, as a hobby by Dilip Kapur on his return to India after his Ph.D in
International Affairs in the United States. The first few bags were different compared to
anything being manufactured in Europe and America at that time. From small alternative shops
in San Francisco and London, the bags moved to the first adventurous department stores in the
early 1990s in London, California and Australia. Hidesign launched its first exclusive boutique
in India in 1998 and has quickly grown to 84 exclusive stores and a distribution network in 23
countries that has placed its product in over 2000 stores across the globe.

From its artisan roots of a two man workshop to a company of 3000 spread all over the world,
Hidesign has stayed true to its strong heritage of craftsmanship and innovative
design. Hidesign stands out for the sensuous naturalness of its high quality leathers and the
smooth soft glow of its solid brass fittings in the leather goods it handcrafts.

Hidesign introduces a unique collection using East India leather (E.I.), first discovered and
popularized by the British East India Company in the early 1800s. The leather made in South
India using traditional method of vegetable tanning, was celebrated as one of the highest
quality leathers around the world, for over two centuries. The E.I. leather production declined
when chemically tanned leathers replaced it for their cost effectiveness and ease of tanning.
Produced by tanneries around Tamil Nadu, E.I. leather was acknowledged by a registration
under the Geographical Indications of India in 2008, thereby giving it international recognition
and paving path for its revival. Hidesign aims to revive the lost art by bringing this 200 year-
old heritage leather back to the retail forefront. The Collection has a range for both men and
women that is modern and minimal with clean lines that focus on the beauty of the leather.
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PRODUCTS

Hidesign believes in being artisanal: at its atelier there is no mass production, no assembly
line. Hidesign’s products are all handcrafted using leathers that come from own tanneries,
brass buckles that are exclusively sand casted and polished painstakingly by hand at own
brass forge. Co.’s craftsmen still knot every stitch ending by hand, and its cutters still cut
leather with fine pointed knives, a skill that takes two years to master. With an average work
experience at Hidesign of over 17 years, Co. has one of the most skilled teams of craftsmen in
the leather goods industry in the world.

INNOVATION AND DESIGN

Vegetable Tanning: On discovering that most tanneries had shifted to the faster and cheaper
process of chemical tanning, Hidesign revived the almost forgotten technique of vegetable
tanning. Learning from the centuries old skills, using natural seeds and barks native to South
India, Hidesign has created fashionable leathers that age exceptionally well. Today it is a
leader in the research and use of vegetable tanned leathers across the globe.

Marca Punto: The dying art of Marca Punto, where every stitch is embossed by a heated
metal foot has been brought back by Hidesign. Known as a heritage craft exclusive to
Florence, Co. studied it 30 years ago in Santa Croce, Italy. It has since been abandoned in Italy
as ‘too time consuming’ but Co. believes that the greatest beauty is often slow, stitch by Marca
Punto stitch.

Design Team: “There is great beauty in simplicity” modest advice from The Mother at Sri
Aurobindo Ashram, Pondicherry that influenced Dilip Kapur all his childhood. It is still the
basic design philosophy that drives Hidesign, with both Alberto Ciaschini in Milan and Fabian
Lintott in London sharing the same belief.

Hidesign’s multi-cultural aesthetic is also reflected in its design team. Fabian Lintott with his
edgy style and British functionality designs men’s range, Alberto Ciaschini with his experience
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at Giorgio Armani, Trussardi & Hugo Boss make him a fantastic designer for women’s fashion
and luxury. In India, Dilip Kapur’s simple, often androgynous sense makes for excellent men’s
and women’s collections.

Hand-Painting: Hidesign’s leathers are intrinsically beautiful; fortunately Co. doesn’t need to
hide them under layers of paint. Co.’s leathers are lightly coloured, often by hand, to ensure
that the natural character of the leather is visible.

Every year, Co. also releases a line of limited edition bags that are individually painted by
illustrator and artist, Amrita Nambiar. Inspired by the beauty of nature, the melody of the sea
or the infinite possibilities of magic and fantasy, each bag illustrates a captivating story.

HIDESIGN LEATHERS

1. Classic : Co.’s classic vegetable tanned leather has made Hidesign the leader
internationally in the use of ecological products. This vegetable tanned leather ages
with a patina, making it more beautiful with use.

2. Soweto & Ranchero : Sensuous classic vegetable tanned cowhides with heavy natural
textured grain.
3. Crocodile / Lizard : Exotic embossed leathers which are great for classic as well as
fashion handbags and small leather goods. Co.’s embossed leathers are vegetable
tanned full grain cowhides and retain the emboss well.
4. Cowdeer : One of its softest leathers with natural grain. Continuous addition of new
colors makes this the ideal fashion leather.
5. Ranch : Smooth soft oil tanned calf leather with a lightly waxy top feel and natural
body is an elegant leather for women’s handbags and small leather goods.
6. Elephant : Thick, oil tanned cow leather with bold elephant grain embossing.
7. Soho : Soho leather is the traditional Italian “cuoio”, the finest quality vegetable tanned
leather. The smooth finish and the totally natural coloring makes it the equivalent of
teak or rosewood in leather.
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8. Ostrich : Ostrich leather is amongst the most sought after exotic leathers in the world
due to its rarity, resilience and quality. The delicate patter of the quills, the unique light
and shade of the colouring and clarity in design, create an exclusive elegance.
9. Deer : The sheer luxury of Deer leather is its incredible softness and silky feel. The
farmed deer leather used has been sourced from New Zealand and is considered to be
one of the finest leathers of the world. Well known for its luxurious touch, it is
remarkably light; ensuring you have an elegant bag with structure and body but one
that is also gentle on your shoulder.
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CHAPTER -3
THEORETICAL FRAMEWORK OF EMPLOYEE MORALE AND
EMPLOYEE WELFARE

Introduction of employee morale

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 co-workers. 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".
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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 are no less important for an

industrial undertaking. The success of failure of the industry much depends up on the Morale

of its employees.

According to Napolean, “in war, conditions make up three quarters of the game, the relative
balance of manpower accounts for the remaining quarter.” Morale is equally important in
management. High morale means willing cooperation and loyalty to the organization.
Employees with high morale take greater interest in the job, feel a sense of identity with the
organization and take pride in it. High morale is an index of sound industrial relations. It helps
the management in overcoming labor-turnover, absenteeism, indiscipline, grievances and other
labour problem.
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Possible Effects of High Morale

1. Higher performance
2. Better quality of work
3. Low absenteeism
4. Low labor turnover
5. Good discipline
6. Fewer industrial accidents
7. Stability and growth of the organization.

 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 employee’s interest in their job and organization.

6. Reduction in absenteeism and labour turnover.

7. Reduction in grievance.

8. Reduction in industrial conflict.

9. Team building.

10. Employee empowerment.

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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 high 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

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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 employee 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.
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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
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of absenteeism, the number of goods rejected, strikes and such other things, which are

indicators of the level of morale.

4. Counselling: Under this method employees are advised to develop better mental health, so

that they can imbibe self 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 cannot measured how much it increased or decreased.

Introduction of employee welfare

Concept of “Labour Welfare” is flexible and elastic and differs widely with time,

region, industry, social values and customs, degree of industrialization, the general socio-

economic development of the people and the political ideologies prevailing at a particular

time. It is also molded according to the age group, gender, socio-cultural background, marital

and economic status and educational level of the workers in various industries. The Labour

Investigation Committee preferred to include under “Labour Welfare”.

Anything done for the intellectual, physical, moral and economic betterment of the

workers, whether by employers, by government or by other agencies, over and above what is

laid down by law or what is normally expected of the contractual benefits for which workers

may have bargained.

According to the Committee on Labour Welfare, welfare services should mean:

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Such services, facilities and amenities as adequate canteens, rest and recreation

facilities, sanitary and medical facilities, arrangements for travel to and from place of work,

and for the accommodation of workers employed at a distance from their homes; and such

other services, amenities and facilities including social security measures as contribute to the

conditions under which workers are employed.

The ILO report refers to labour welfare as:

“Such services, facilities and amenities as may be established in or in the vicinity of

undertakings to enable the persons employed in them to perform their work in healthy,

congenial surroundings and provided with amenities conducive to good health and high

morale.”

Basic characteristics of labour welfare:

(i) It is the work which is usually undertaken within the premises or in the vicinity of

the undertakings for the benefit of the employees and the members of their families.

(ii) The work generally includes those items of welfare which are over and above what

is provided by statutory provisions or required by the custom of the industry or

what the employees expect as a result lit of a contract of service from the

employers.

(iii) The purpose of providing welfare amenities is to bring about the development of

the whole personality of the worker. His social, psychological, economic, moral,

cultural and intellectual development to make him a good worker, a good citizen

and a good member of the family.

(iv) These facilities may be provided voluntarily by progressive and enlightened

entrepreneurs at their own accord out of their realization of social responsibility

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towards labour, or statutory provisions may compel them to make these facilities

available; or these may be undertaken by the government or trade unions, if they

have the necessary funds for the purpose.

(v) “Labour Welfare” is a very broad term, covering social security and such other

activities as medical aid, crèches, canteens, recreation, housing, adult education,

arrangements for the transport of labour to and from the work place.

Welfare and Amenities within the Establishment:

1. Latrines and urines

2. Washing and bathing facilities

3. Crèches

4. Rest rooms

5. Arrangements for drinking water

6. Health services, including occupational safety Ambulance services

7. Arrangement for prevention of fatigue

8. Administrative arrangement for the welfare of employees

9. Uniform and protective cloths

10. Canteen

11. Recreational facilities

Welfare outside the Establishment:

1. Maternity benefit

2. Social insurance measures (including gratuity, pension provident fund and

rehabilitation)

3. Benevolent funds
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4. Medical facilities (including programmes for physical fitness and efficiency, family

planning and child welfare.

5. Education facilities

6. Housing facilities

7. Recreation facilities (including sports, cultural activities, library, reading rooms).

8. Holiday homes and leave travel facilities

9. Workers co-operatives, including consumers co-operative stores, fair price shops, and

co-operative credit and thrift societies.

10. Vocational training for dependents of workers

11. Other programmes for the welfare of women, youth and children.

12. Transport to and from the place of work

REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1. Preserving Employee Morale during Downsizing

Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra

Topic: Human Resource Management and Industrial Relations
Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 83–95
Mishra propose a four-stage approach to downsizing, gleaned from interviews and
surveys that will retain workers' trust and sense of empowerment. The company should
consider all stakeholders' needs — survivors, laid-off employees, the community, local and
national press, and any affected government agencies. The implementation of all the
above, is the most important. Management should communicate frequently and be open and
honest.

2. How to Boost Employee Morale

By Betsy Gallup, April 9, 2006

The following are the ways to boost the employee morale.

 Treat employees with respect
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 Show interest in your employees' personal lives

 Allow your employees to gain ownership of their jobs by being part of the decision-
making process
 Create a pleasant work environment
 Establish an employee recognition program
 Give clear direction and set priorities.
 Stand behind your employees. Be their greatest advocate.

3. Boost Employee Morale with an Employee Incentive Program

By: Trevor Marshall
Good managers know from their own observations that employee attitude affects their
work and eventually the company’s output.
It is essential that your incentive program will actually inspire and motivate them to
work efficiently and not just be competitive with each other. Healthy competition among the
company’s employees is good but too much of it may also cause the company to disintegrate.
The company should still be very much hands-on with the whole employee incentive
program to ensure that the outcome of the employee incentive program will be good.

4. Employee Welfare
By Regina Barr
Employee Welfare program is based on the management policy which is aimed shaping
perfect employees. Therefore the concept of employee welfare includes to aspects namely
physical and mental welfares

1. Applications of merit system or work performance system as the basis for employee
rewarding.
2. Providing the retired employees with the old age allowance.
3. Employee insurance program to provide the employee with better security.
4. Improvement in health security for the employees and their families so that they can work
confidently and productively.
5. Increase in basic salaries and pension as adjustment to the needs providing all work units
and their officials with vehicles to help support smooth mobility.
 26

CHAPTER- 4
DATA ANALYSIS AND INTERPRETATION

1. Age of the respondents

Age No. of Respondents % of Respondents

18-25 10 20%

26-35 20 40%

36-50 12 24%

Above 51 8 16%
Total 50 100%

Interpretations:

Above table illustrates that 20% are between the age of 18-25, the following 40% are
under the group of 26-35, and also 24% of respondents are in the age group of 36-50, 16% of
respondents are above 51 years of age.

This shows that most of the respondents are below 50 and young in this company.
 27

2. EXPERIENCE OF RESPONDENT

Opinion No. of Respondents % of Respondents

0-1 2 4
2-5 5 10
6-10 17 34

Above 10 26 52

Total 50 100

Inference:

From the table it infers that 52% of respondent are experienced above 10 years and 4% are less
than one year. 10% respondents have experience of 2 to 5 years and 34% respondents have
experience of 6 to 10 years.

3. Qualification of the respondents.

 28

Qualification No. of Respondents % of Respondents

Below H.S.C 6 12
UG 4 8

Graduate 24 48

PG 16 32
Total 50 100%

Interpretations:

Above the table illustrates that majority of 48% of respondents are Graduate, 12% of
respondents are with qualification of below H.S.C, 8% of respondents were UG, and 32% of
respondents completed PG.

This table shows that most of the respondents are either graduate or post graduate.

4. Distribution according to the Gender.

 29

Gender No. of Respondents % of

Respondents
MALE 41 82

FEMALE 9 18

Total 50 100%

Interpretations:

The above table illustrates that majority of 82% respondents are male, and the 18% of
respondents are female.
This shows that male employees are more than female employees, because males are
more in need of a job and more responsible to their families.

5. LEVEL OF SATISFACTION OF SAFETY MEASURES

 30

Opinion No. of Respondents % of Respondents

Highly satisfied 1 2%

Satisfied 12 24%

Neutral 12 24%

Dissatisfied 19 38%

Highly dissatisfied 6 12%

Total 50 100%

Inference:
From the table it infers that 38%of respondent are dissatisfied with the safety
measures, 24% of respondent are satisfied, 24% are neutral, 12% are highly dissatisfied
and 2% are highly satisfied.

Majority of the respondents are either neutral of dissatisfied with safety measures
provided by the company.

6. LEVEL OF SATISFACTION OF MEDICAL FACILITY

 31

Opinion No. of Respondents % of Respondents

Highly satisfied 10 20%

Satisfied 28 56%

Neutral 3 6%

Dissatisfied 6 12%

Highly dissatisfied 3 6%

Total 50 100%

Inference:
From the table it infers that 56%of respondent are satisfied with the medical facility,
20% are highly satisfied, 6% are neutral, 12% of respondent are dissatisfied and 6% are highly
dissatisfied with medical facilities given by the company.

Majority of the respondents are satisfied with medical facilities given by the company.

7. Periodic Medical Check up

Opinion No. of Respondents % of Respondents

Yes 33 66%
No 17 34%
Total 50 100%
 32

Inference:
66% of the respondents said periodic medical checkup done while 34% respondents
said it is not done.

Majority of the respondents said periodic checkup is done.

8. ESI Facilities

Opinion No. of Respondents % of Respondents

Yes 42 84%
No 8 16%
Total 50 100%
 33

Inference:
84% of the respondents said ESI facilities are available while 16% respondents said
ESI facility is not available.

9. Canteen Facilities

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Cleanliness 60% 20% 5% 15% 0%
Hygienic 50% 10% 15% 15% 10%
Serving 74% 14% 4% 5% 3%
Price 80% 10% 0% 5% 5%
 34

Inference:
60% respondents are highly satisfied with cleanliness, 50% with hygienic condition, 74% with
servicing, 80% with price.

20% respondents are satisfied, 10% are satisfied with hygienic condition, 14% with servicing
and 10% with price.

5% respondents are neutral with serving, 15% with hygienic condition, 4% with serving.

15% respondents are dissatisfied with cleanliness, 15% with hygienic condition, 5% with
serving and 3% with price.

10% respondents are highly dissatisfied with hygienic condition, 3% with serving and 5% with
price.

10. Satisfaction with advances and loan given

Opinion No. of Respondents % of Respondents

Highly satisfied 10 20%

Satisfied 14 28%
 35

Neutral 3 6%

Dissatisfied 16 32%

Highly dissatisfied 7 14%

Total 50 100%

Inference:

From the table it infers that 28%of respondent are satisfied with the loans and advances given,
20% are highly satisfied, 6% are neutral, 32% of respondent are dissatisfied and 14% are
highly dissatisfied with loans and advances given by the company

11. Satisfaction with other allowances

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Transport allowance 22% 46% 10% 14% 8%
Attendance allowance 56% 32% 8% 4% 0%
Punctuality allowance 26% 20% 12% 24% 18%
Education allowance 54% 22% 6% 10% 8%
 36

Inference:

Transport allowance: 22% respondents are highly satisfied with transportation allowance,
46% are satisfied, 10% neutral, 14% are dissatisfied and 8% are highly dissatisfied with
transportation allowance provided by the company.

Attendance allowance: 56% respondents are highly satisfied with attendance allowance, 32%
are satisfied, % neutral, 4% are dissatisfied and 0% are highly dissatisfied with attendance
allowance provided by the company.

Punctuality allowance: 2% respondents are highly satisfied with punctuality allowance, 20%
are satisfied, 12% neutral, 24% are dissatisfied and 18% are highly dissatisfied with
punctuality allowance provided by the company.

Education allowance: 54% respondents are highly satisfied with education allowance, 22%
are satisfied, 6% neutral, 10% are dissatisfied and 8% are highly dissatisfied with education
allowance provided by the company.

12. Satisfaction with infrastructure facility

 37

A. Rest Room

Opinion No. of Respondents % of Respondents

Highly satisfied 18 32%
Satisfied 20 40%
Neutral 4 8%
Dissatisfied 8 16%
Highly dissatisfied 0 0%
Total 50 100%

Inference:

From the table it infers that 32% respondents are highly satisfied with rest room facilities,
40%of respondent are satisfied, 8% respondents are neutral and 16% of respondent are
dissatisfied.

B. Drinking Water
Opinion No. of Respondents % of Respondents
Highly satisfied 40 80%
Satisfied 10 20%
Neutral 0 0%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
 38

Total 50 100%

Inference:

From the table it infers that 80% respondents are highly satisfied with drinking water facilities
and 20%of respondent are satisfied. None are dissatisfied with drinking water facilities.

C. Ventilation
Opinion No. of Respondents % of Respondents
Highly satisfied 32 64%
Satisfied 16 32%
Neutral 0 0%
Dissatisfied 2 4%
Highly dissatisfied 0 0%
Total 50 100%
 39

Inference:

From the table it infers that 64% respondents are highly satisfied with ventilation, 32%of
respondent are satisfied, 4% respondents are dissatisfied.

D. Lighting
Opinion No. of Respondents % of Respondents
Highly satisfied 35 70%
Satisfied 10 20%
Average satisfied 0 0%
Dissatisfied 3 6%
Highly dissatisfied 2 4%
Total 50 100%
 40

Inference:

From the table it infers that 70% respondents are highly satisfied with lighting, 20%of
respondent are satisfied, 6% respondents are dissatisfied and 4% of respondent are highly
dissatisfied.

E. Toilets
Opinion No. of Respondents % of Respondents
Highly satisfied 45 90%
Satisfied 5 10%
Average satisfied 0 0%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
Total 50 100%
 41

Inference:

From the table it infers that 90% respondents are highly satisfied with toilets available, 10%of
respondent are satisfied.

F. Working Environment
Opinion No. of Respondents % of Respondents
Highly satisfied 0 0%
Satisfied 40 80%
Neutral 8 16%
Dissatisfied 2 4%
Highly dissatisfied 0 0%
Total 50 100%
 42

Inference:
From the table it infers that 80%of respondent are satisfied with the working
condition, 16% respondents are neutral and 4% of respondent are dissatisfied.

G. Transportation
Opinion No. of Respondents % of Respondents
Highly satisfied 36 72%
Satisfied 12 24%
Neutral 0 0%
Dissatisfied 2 4%
Highly dissatisfied 0 0%
Total 50 100%
 43

Inference:

From the table it infers that 72% respondents are highly satisfied with transportation facilities,
24%of respondent are satisfied and 4% respondents are dissatisfied.

13. Relationship between co workers

Opinion No. of Respondents % of Respondents

Cordial 41 82

Moderate 8 16

Indifference 1 2

Total 50 100
 44

Inference:

From the table it infers that 82%of respondent said relationship between coworkers are cordial,
16% said it is moderate and 2% said it is indifferent.

Majority of the respondents said relationship between coworkers are cordial.

14. Relationship between supervisor and worker

Opinion No. of Respondents % of Respondents

Cordial 39 78%

Moderate 10 20%

Indifference 1 2%

Total 50 100%
 45

Inference:

From the table it infers that 78%of respondent said relationship between supervisor and worker
are cordial, 20% said it is moderate and 2% said it is indifferent.

Majority of the respondents said relationships between coworkers are cordial.

15. Level of motivation given to employees

Opinion No. of Respondents % of Respondents

Very high 7 14%
High 17 34%
Moderate 12 24%
Low 10 20%
Very low 4 8%
Total 50 100%
 46

Inference:

From the table it infers that 14%of respondent are very highly motivated, 34% are highly
motivated, 24% are moderate motivated, 20% are low motivated and 8% of respondent are not
motivated.

Majority of the respondents are motivated.

16. Informed about management policies.

Opinion No. of Respondents % of Respondents

Always 25 50%
Sometimes 13 26%
Rarely 7 14%
Never 5 10%
Total 50 100
 47

Inference:
From the table it infers that 50% of the respondent feels that they are always informed
about management policies, 26% respondents said they are sometimes informed, 14% said
they are rarely informed and 10% said they are never informed about management policies.
Majority of the respondents said that they are informed about management policies.

17. Grievance handling

Opinion No. of Respondents % of Respondents

Always 10 20%
Sometimes 20 40%
Rarely 13 26%
Never 7 14%
Total 50 100%
 48

Inference:
From the table we infer that 20% of the respondents said management always
solved their grievances. 40% said sometimes, 26% said rarely and 14% of the
respondents said management never solves their grievances.

Majority of the respondents said management solves their grievances.

18. Level of freedom given to employees

Opinion No. of Respondents % of Respondents

Very High 2 4%
High 11 22%
Moderate 15 30%
Low 18 36%
Very Low 4 8%
Total 50 100%
 49

Inference:
From the table it infers that 4% of the respondent feels that freedom given to them to
express their ideas is very high, 22% said that it is high, 30% said it moderate, 36% as low and
8% of the feel as very low.

Majority of the respondents said they have low or moderate freedom to express their ideas.

19. Work satisfaction

WORK SATISFACTION LEVELOF THE EMPLOYEE

Opinion No. of Respondents % of Respondents

Always 23 46%

Sometimes 23 46%

Rarely 4 8%

Total 50 100%
 50

Inference:
From the table it infers that 46%of respondent are always satisfied with work, 46% are
sometimes satisfied and 8% of respondent are rarely satisfied.

20. Satisfaction with welfare measure

Opinion No. of Respondents % of Respondents

33 66%
Yes
17 34%
No
50 100.0
Total
 51

Inference:
From the table it infers that 66%of respondent are always satisfied with welfare
and 34% of respondent are not satisfied.

CHI-SQUARE TEST

1. ANALYSIS OF OPINION OF RESPONDENTS REGARDING

COMMUNICATION IN WORK PLACE AND WORK SATISFACTION
(USING CHI-SQUARE)

Observed count

Opinion Always Sometimes Rarely Total

Cordial 9 5 0 14
Moderate 9 6 6 21
Indifference 7 7 1 15
Total 25 18 7 50

Expected count

Opinion Always Sometimes Rarely Total

Cordial 7 5 2 14
Moderate 10.5 7.6 2.9 21
Indifference 7.5 5.4 2.1 15
Total 25 18 7 50
 52

Null Hypothesis:

H0: There is no significant difference between communication in work place and

work satisfaction.

CHI-SQUARE TESTS

O E (O-E)2 (O-E)2/E
9 7 4 0.57
5 5 0 0
0 2 4 2
9 10.5 2.25 0.21
6 7.6 2.56 0.34
6 2.9 9.61 3.31
7 7.5 0.25 0.03
7 5.4 2.56 0.47
1 2.1 1.21 0.58

Calculated value = ∑ (O-E) 2 / E = 7.51

Degrees of Freedom = (R -1) (C-1) = 4
Tabulated value for 4 degrees of freedom at 5% level of significance is
9.48

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore
there is no association between communication in work place and work satisfaction.

2. ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE

SATISFACTION AND WORK SATISFACTION
(USING CHI-SQUARE)

Observed count:

Opinion Always Sometimes Rarely Total

Yes 20 12 1 33
No 7 6 4 17
Total 27 18 5 50
 53

Expected count:

Opinion Always Sometimes Rarely Total

Yes 17.8 11.9 3.3 33
No 9.2 6.1 1.7 17
Total 27 18 5 50

Null Hypothesis:
H0: There is no significant difference between welfare satisfaction and work
satisfaction.
CHI-SQUARE TESTS

O E (O-E)2 (O-E)2/E
20 17.8 4.84 0.27
12 11.9 0.01 0
1 3.3 5.29 1.60
7 9.2 4.84 0.53
6 6.1 0.01 0
4 1.7 5.29 3.11

Calculated value = ∑ (O-E) 2 / E = 5.51

Degrees of Freedom = (R -1) (C-1) = 2
Tabulated value for 2 degrees of freedom at 5% level of significance is 5.99

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there is
no association between welfare satisfaction and work satisfaction.

3. ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE

OF RESPONDENT AND WORK SATISFACTION
(USING CHI-SQUARE)

Observed count:

Opinion Always Sometimes Rarely Total

0-1 1 1 0 2
2-5 2 2 1 5
6-10 6 10 1 17
Above 10 14 10 2 26
 54

Total 23 23 4 50

Expected count:

Opinion Always Sometimes Rarely Total

0-1 0.9 0.9 0.2 2
2-5 2.3 2.3 0.4 5
6-10 7.8 7.8 1.4 17
Above 10 12 12 2.1 26
Total 23 23 4 50

Null Hypothesis:
H0: There is no significant difference between experience of respondent and work
satisfaction.

CHI-SQUARE TESTS

O E (O-E)2 (O-E)2/E
1 0.9 0.01 0.01
1 0.9 0.01 0.01
0 0.2 0.04 0.2
2 2.3 0.09 0.04
2 2.3 0.09 0.04
1 0.4 0.36 0.9
6 7.8 3.24 0.41
10 7.8 4.8 0.62
1 1.4 0.16 0.11
14 12 4 0.33
10 12 4 0.33
2 2.1 0.01 0.004

Calculated value = ∑ (O-E) 2 / E = 3

Degrees of Freedom = (R -1) (C-1) = 6
Tabulated value for 6 degrees of freedom at 5% level of significance is 12.59

Inference: The calculated value is less than the tabulated value. H0 is accepted.
Therefore there is no association between experience of the respondent and work satisfaction
 55

CORRELATION

1. ANALYSIS OF OPINION OF RESPONDENTS REGARDING

MOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION (USING
CORRELATION)

Observed Count

OPINION

ALWAYS SOMETIMES NEVER TOTAL

FACTORS
MOTIVATION(X) 24 12 14 50

WORK 28 19 3 50
SATISFACTION(Y)

CORRELATION TABLE

X Y X2 Y2 XY

24 28 576 784 672

12 19 144 361 228

14 3 196 9 42
Cov(x, y) = 1/n ∑ x y – x y
= 1/3 (942-278)
= 35

x = 1/n  x2 – x 2
= √1/3(916-278)
= 5.14

y = 1/n  y2 – y 2
= √ 1/3(1154-278)
=10.28

Cov(x, y)
 56

r= x X y
= 0.66

Inference:

The motivation given to employees and work satisfaction are positively correlated.
The increase in motivation will increase the work satisfaction also.

2. ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING

SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE
(USING REGRESSION METHOD)

Let X be the morale of the employee

Let Y be the satisfaction of welfare measures.

Observed Count

OPINION SATISFIED NEUTRAL DISSATISFIED

(X-X)
2 2
X
FACTORS Y X-X X-X Y-Y Y-Y (Y-Y)
EMPLOYEE 116 36 48
116 28 49 2440 11 130 563
MORALE(X)
WELFARE 28 19 13
36
MEASURES(Y) 9 -31 936 -8 58 233

48 13 -19 346 -4 13 67
REGRESSION TABLE

Formula

bxy = ∑ ( x-x )( y-y )

∑ ( x-x )2
 57

= 863/201
= 4.29

Regression Equation

X-X = bxy (Y-Y)

X = 4.3Y -6.1

Inference:

Excluding the constant, from the above equation we can infer that effect of welfare
measure on morale is measure is found as1:4. Therefore we can conclude that the effect of
welfare measure on employee morale is about 25%.
 58

CHAPTER -5

FINDINGS

Following are findings of the study:

 20% are between the age of 18-25, the following 40% are under the group of 26-35, and also
24% of respondents are in the age group of 36-50, 16% of respondents are above 51 years of
age.
 52% of respondent are experienced above 10 years and 4% are less than one year. 10%
respondents have experience of 2 to 5 years and 34% respondents have experience of 6 to 10
years.
 48% of respondents are Graduate, 12% of respondents are with qualification of below H.S.C,
8% of respondents were UG, and 32% of respondents completed PG.
 82% respondents are male, and the 18% of respondents are female.
 38%of respondent are dissatisfied with the safety measures, 24% of respondent are satisfied,
24% are neutral, 12% are highly dissatisfied and 2% are highly satisfied.
 38%of respondent are dissatisfied with the safety measures, 24% of respondent are satisfied,
24% are neutral, 12% are highly dissatisfied and 2% are highly satisfied.
 66% of the respondents said periodic medical checkup done while 34% respondents said it is
not done.
 84% of the respondents said ESI facilities are available while 16% respondents said ESI facility
is not available.
 60% respondents are highly satisfied with cleanliness, 50% with hygienic condition, 74% with
servicing, 80% with price.
 28%of respondent are satisfied with the loans and advances given, 20% are highly satisfied,
6% are neutral, 32% of respondent are dissatisfied and 14% are highly dissatisfied with loans
and advances given by the company
 22% respondents are highly satisfied with transportation allowance, 46% are satisfied, 10%
neutral, 14% are dissatisfied and 8% are highly dissatisfied with transportation allowance
provided by the company.
 56% respondents are highly satisfied with attendance allowance, 32% are satisfied, % neutral,
4% are dissatisfied and 0% are highly dissatisfied with attendance allowance provided by the
company.
 2% respondents are highly satisfied with punctuality allowance, 20% are satisfied, 12%
neutral, 24% are dissatisfied and 18% are highly dissatisfied with punctuality allowance
provided by the company.
 59

 54% respondents are highly satisfied with education allowance, 22% are satisfied, 6% neutral,
10% are dissatisfied and 8% are highly dissatisfied with education allowance provided by the
company.
 32% respondents are highly satisfied with rest room facilities, 40%of respondent are satisfied,
8% respondents are neutral and 16% of respondent are dissatisfied.
 80% respondents are highly satisfied with drinking water facilities and 20%of respondent are
satisfied. None are dissatisfied with drinking water facilities.
 64% respondents are highly satisfied with ventilation, 32%of respondent are satisfied, 4%
respondents are dissatisfied.
 70% respondents are highly satisfied with lighting, 20%of respondent are satisfied, 6%
respondents are dissatisfied and 4% of respondent are highly dissatisfied.
 90% respondents are highly satisfied with toilets available, 10%of respondent are satisfied.
 80%of respondent are satisfied with the working condition, 16% respondents are neutral and
4% of respondent are dissatisfied.
 72% respondents are highly satisfied with transportation facilities, 24%of respondent are
satisfied and 4% respondents are dissatisfied.
 82% of respondent said relationship between coworkers are cordial, 16% said it is moderate
and 2% said it is indifferent.
 78%of respondent said relationship between supervisor and worker are cordial, 20% said it is
moderate and 2% said it is indifferent.
 14%of respondent are very highly motivated, 34% are highly motivated, 24% are moderate
motivated, 20% are low motivated and 8% of respondent are not motivated.
 50% of the respondent feels that they are always informed about management policies, 26%
respondents said they are sometimes informed, 14% said they are rarely informed and 10%
said they are never informed about management policies.
 20% of the respondents said management always solved their grievances. 40% said
sometimes, 26% said rarely and 14% of the respondents said management never solves their
grievances.
 4% of the respondent feels that freedom given to them to express their ideas is very high, 22%
said that it is high, 30% said it moderate, 36% as low and 8% of the feel as very low.
 46%of respondent are always satisfied with work, 46% are sometimes satisfied and 8% of
respondent are rarely satisfied.
 66%of respondent are always satisfied with welfare and 34% of respondent are not
satisfied.
 60

CHAPTER - 6
SUGGESIONS AND RECOMMENDATIONS

 The company should provide a good working environment to increase employee’s

comfort in work.
 The company should provide satisfying good quality of uniform and allowances should
be paid by the employer for stitching the uniform.
 The company should conduct the training program. Few employees are not satisfied
with canteen facility provided by organization. They feel that it should be improved both
in quantity and quality. This will solve many of worker’s problems.
 Management must look after problem of hygiene in latrines and urinals. Co. should
maintain hygiene in wash room and proper cleaning of wash room should be done daily.
 Most of employees are not aware about paternity leave. Management must give paternity
leaves to employees. It helps the employees to look after their family.
 Transportation facilities can be provided to the employees so that they can attend the
work at the right time and this will decrease the absenteeism.
 It is suggested that the management can give attractive bonus for the good performance
of the workers. It may be financial or non-financial and statutory and non-statutory. This
will motivate the workers to attend to work regularly.
 Company can also set up more sports, cultural activities and family get together witch improve
employee satisfaction and productivity.
 Provide a chance in open house meeting to employees to express their views. Extra hours
worked can be rewarded with over time.
 Proper care should be taken when employee working in dangerous machine.
 Since most of the employees are married the company can concentrate on crèche facility.
 The company can improve the grievance handling system so that they can increase the
employee satisfaction.
 The company can provide safety equipments to the employees.
 The salary increment for employees will increase the employee satisfaction and which in turn
increase the employee morale.
 61

CHAPTER – 7
BIBLIOGRAPHY

BOOKS

1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing Company

Ltd., 13th Edition, 1982.
2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by Sultan Chand & Sons, 7th
Edition, 1989.
3. Personnel Management by C.B.Mamoria & S.V.Gankar, Published by Himalaya Publishing
House.

WEBSITES

1. www.ncr.com
2. www.hidesign.com

CHAPTER - 8
ANNEXURE

QUESTIONNAIRE

PERSONAL DATA
1. Name :
2. Age :
 62

(a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45

3. Gender :
(a) Male (b) Female
4. Educational Qualification :
(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG
5. Experience :
(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs
6. Total Salary :
7. Designation :
8. Safety Measures :
8.1. Are you satisfied with the safety appliances in work place?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9. Medical Facility
9.1 Specify the level of satisfaction
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9.2 Is there any periodical medical check up given to you
(a) Yes (b) No
10. ESI Benefits :
10.1 Do you have ESI car
(a) Yes (b) No
10.2 Do you get all the ESI benefits?
(a) Yes (b) No
11. Canteen facility
Specify the level of satisfaction
Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Cleanliness
Hygienic
Serving
Price

12. Credit facility

12.1. Is any Advances and loan given to you are satisfied
 63

(a) Very high b) high c) moderate d) low e) very low

Specify the level of satisfaction of other allowances

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Transport allowance
Attendance allowance
Punctuality allowance
Education allowance

13. Infra-structural facility :

Specify the level of satisfaction

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Rest room
Drinking water
Ventilation
Lighting
Toilets
Working
environment
Transportation

14. Inter-relationship:

14.1. Relationship between co-workers

(a) Cordial (b) Moderate (c) Indifferent

14.2. Relationship between supervisor and workers.

(a) Cordial (b) Moderate (c) Indifferent

14.3. Level of communication between supervisor and employee

(a) High (b) Very high (c) Low (d) Very low (e)Moderate

15. Level of motivation given to employee

(a) High b) Very high (c) Low (d) Very low (e) Moderate
 64

16. Are u informed about all the management policies?

(a) Always (b) Sometimes (c) Rarely (d) Never

17. Does the management solve all your grievances?

(a) Always (b) Sometimes (c) Rarely (d) Never

18. Level of freedom to express your ideas?

(a) High (b) Very high (c) Low (d) Very low (e) Moderate

19. Are you satisfied with the work you do.

(a) Always (b) Sometimes (c) Rarely (d) Never

20. In general are you satisfied with the welfare and safety measures given by
Management?

(a) Yes (b) No

21. Suggestion for Improvements