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CHAPTER I

INTRODUCTION

The term motive is derived from Latin word, mover which means to move.

All types of motivation have this property in common. They all move the organism. The

view that motivation is a key determinant of persons behaviour is not a new one. In

dealing with people and attempting to understand them, high priority is given to

information concerning their motives.

Motivation is usually psychological. Motivation is an organization is the

willingness of an employee to respond to the organizational requirements.

Motivation is the willingness to exert high levels of effort towards organizational

goals, conditioned by the efforts and ability to satisfy some individual need.

Motivation represents an unsatisfied needs which creates a state of tension or

disequilibrium, causing the individual move in a goal directed pattern towards restoring a

state of equilibrium by satisfying the need.

Motivation could be defined as, a willingness to expand energy, to achieve a

goal or reward. It is a force that activates dormant entry and sets in motion, the action of

the people. It is the function that kindles a passion for action among the human beings of

an organization.

Motivation is the process of creating organizational conditions which will impel

employees, strive to attain any emotion or desire operating upon ones will and

promoting or driving it to action.

Since increase in productivity is the ultimate goal of every organization,

motivation of employees at all levels, is the most critical function of management. To

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motivate means, to provide an employee which is own generator to produce, a goal

directed behavior. A motivated employee does not need outside stimulation again. His

battery does not need to be recharged repeatedly. He is driven from forces with in him

and nor from outside.

Objectives of Motivation

1. To turn up the sub-ordinates.

2. Maintain very good climatic condition in the industry.

3. Maintain very good industrial relations.

4. To reduce the material loss and man hour loss.

5. To increase the job satisfaction level.

6. To avoid boredom.

Characteristics of Motivation

1. Individuals differ in their motivation the viewpoint that, there is only one

economic drive which determines behavior is unacceptable. The goals to which

an individual aspires are many and so are his motivations.

2. Sometimes, the individual himself is unaware of his motivation. Freud

uncovered this phenomenon while analyzing his critical patients. He found that is

many ways man is like an iceberg. Only a small part is conscious and visible, the

rest is beneath the surface, which is unconscious motivation. The presence of this

explains why man cannot always verbalize is motivation, to attain certain goals or

even tell what his goals are.

3. Motivation change: motivation of each individual change form time to time, even

though he may continue to behave in the same way. For example: a temporary

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worker may produce more in the beginning to become permanent. When made

permanent he may produce more, this time to gain promotion, and so on.

4. Motivations are expressed differently: the ways in which needs are eventually

translated into actions also vary considerably between one individual and the

another one individual with a strong security need may play it safe and avoid

accepting responsibility for fear of failing and being fired. Another individual

with the same security need, may seek for more responsibility, for fear of being

fired for low performance.

5. Motivation is complex: It is difficult to explain and predict the behavior of an

individual. The introduction of an apparently favorable motivational device, may

not necessarily achieve the desired ends, if it brings opposing motives into play.

In a factory when blue-green lighting was introduced to reduce eyestrain, the

output of men workers increased, but that of women workers decreased. On

investigation, it was found that the latter disliked the change in lighting because

they felt that the new type of lighting had made them look simply ghastly.

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Advantages of Motivation

1. High performance level.

2. Low employee turnover and absenteeism.

3. Make employees to accept changes.

4. Development of creative thinking

5. Development of co-operation in the organization.

Financial Motivators

Such motivation is connected directly or indirectly with money. Wages and

salary, bonus, profit sharing, leave with pay. Medical reimbursement, etc., are included

under this type of motivation. At a first glance, money would seem to be one of the

lower level needs a need that is quickly satisfied. But in reality this is not true the

reason is that, money more than just a medium of exchange; it is more than a vehicle

through which one can satisfy other higher order needs.

Non Financial Motivators

These motivations are not connected with monetary rewards. I the words of dubin,

non-financial incentives are the psychic rewards, are the rewards of enhanced position,

that can be secured in the work organization.

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Some of the most commonly used non-financial motivations are:

1. Appraisal, praise and prestige

2. Status and pride.

3. Competition

4. Delegation of authority.

5. Participation.

6. Job security

7. Job enlargement

8. Job rotation.

9. Job loading.

10. Job enrichment.

11. Reinforcement.

12. Quality of work life.

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1.1 NEED OF THE STUDY

The present study which is focused on the motivational level is undertaken to

interact with each worker individually, so t6hat concealed information can be picked

from the employees mind.

1.2 Objectives of the study

1. To study the employees opinion about various factors which determines

motivation

2. To evaluate the opinion of the employees about the factors such as job contents,

training and development.

3. To study the opinion of the employees to find out the degree of employee

motivation.

4. To provide suggestion to improve motivational level.

1.3 Scope of the study

This study identifies the motivational level for employees and identifies the

factors which are to be changed and improve which make the organization to adopt better

method and there by improves its performance and achieve its objectives effectively and

efficiently. The respondents are taken for analysis to arrive at the finding and suggestion,

which can be beneficial for the organization to increase the motivational level.

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1.4 RESEARCH METHODOLOGY

Motivation represents an unsatisfied need, which creates a state tension or

disequilibrium, causing the individual move in a goal directed pattern towards restoring

the state of equilibrium by satisfying the need.

There are three methods, which can be used to conduct the study. They are (a)

attitude scales, (b) general employee opinion survey, and (c) exit interview. Here, the

general employee opinion survey methods have been followed.

Research Design

It is a conceptual structure with which the research would be analyzed. In this

study descriptive research studies are one, which is concerned in describing the

characteristics of a particular individual or a group.

Questionnaires Design

The questionnaires are designed with 5 scale scaling technique to accomplish the

set objectives. It contains close-ended questions.

Sampling Method

Sampling method used in this research is convenience sampling. In convenience

sampling, the sample units are chosen primarily on the basic of the convenience to the

researcher.

Sample size

Sample size means the number of sampling units selected from the population for

investigation. It helps to achieve the objective of research. The sample size taken for the

study is 140 workers.

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Tools used for data collection

A structured questionnaires was set up enquiring about all the details to

accomplish the set objectives. The data was collected using the questionnaire method.

1.5 Tools used for analysis

The major technique used for analysis is the percentage method, chi-square

method and co-efficient of correlation.

Source of information

After selecting the topic, the investigator had to discuss with the project guide and

organizational guide and collect both the primary and secondary data according to their

guidance.

Primary data is collected from the employees through interview schedules.

Secondary data is collected from the various sources such as books, magazines

and websites.

1.6 CHAPTERISATION

The study is divided into four chapters.

The first chapter deals with introduction, need for study, objective, scope,

limitation, review of literature, methodology, chapterisation.

The second chapter deals with company profile- an over view while include

organization profile, viz, the motivational level provided in the study unit.

The third chapter present analysis and interpretation of the employees

motivational level provided in the study unit.

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Finally, the fourth chapter sums up the findings of the study and offers some

meaningful suggestions and conclusions.

1.7 Limitations

1. To study has been carried out with the assumption that the responses of the

worker are genuine.

2. The study has been conducted and it is applicable only to in-house

motivational level.

3. The difficulty faced by the investigator was some workers, hesitated to give

their opinion.

4. The sample size is confined to 70.

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CHAPTER-2.

REVIEW OF LITERATURE

Introduction

In any business organization or industry, profiteering is the prime aim. Profit can

be got only when the productivity is high and it is quite evident that productivity will be

high only when employee motivation is high.

Motivation has come from motives which are expressions of human needs by a

human being. In fact the activities of human being have particular motives or needs. The

need can be defined as, feelings of lack ness for some think a human being tries

(activities), to get lackness removed (satisfaction). Thus, human behavior (activities) is

caused by motive or needs, and motivation is the process of inducting persons to

experience needs for certain desired behavior so that organizational efficiency is

achieved.

Findings from previous project

Mr.Scott(1960) found ten factors associated with motivation. They were pay,

co-workers, supervisors, and types of work, working condition, identification of the

company. Overall job satisfaction, security, management.

Mr.Gilmar(1966), observed that, job satisfaction or dissatisfaction is the result

of various attitudes a person holding towards his job, towards related factors and towards

life in general.

Mr.Baldev, R.Sharma(1971), studied the determinants of job satisfaction among

the industrial workers. He took six variables for his study as work technology, monthly

income, occupational aspirations, requirement policy, union involvement and social-

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economic background the findings of the study reveal that each independent variable is

positively related to job satisfaction and motivation.

Mr.Pastonjee (1973)has suggested that, motivation is summation of employees

feelings in four important areas of this area encompass factors, directly connected with

the job, and other two include factors not directly connected with the job.

Mr.S.K.Bhatia(1979), studied the job satisfaction among women workers taking

into consideration, health and safety, attitude towards salary, change in job, attitude etc.,

his conclusion was that hygienic and motivating factors are important for the employee

job satisfaction and motivation.

Mr.S.K.Parthiban(1999), made a study on workers motivation will special

reference to meridian industries limited. Pollachi, taking with the considerations like job

contents, recruitment, selection, increments, management styles, individual factors,

working conditions, welfare facilities and industrial relations. The conclusion of the study

reveals that the management should provide necessary medical treatment to the employee

to minimize the occupational diseases.

Ms.M.Sevika (1999), has made a study on employees motivation in English

tools and casting private limited, Thamaraikulam, Pollachi. To collect the workers, the

investigator used questions in the areas of family data, job contents, recruitment,

promotions, transfer, management style, wages, individual factors, working condition,

welfare facilities, industrial relations, opinion factors, leave facilities etc. The study

revealed that almost 70% of the respondents are highly motivates with high level of job

performance.

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CHAPTER 3

COMPANY PROFILE

ABOUT COMPANY PROFILE

JKM DAERIM AUTOMOTIVE LTD. (JDAL), started operations as a joint

venture company between DYNAMATIC TECHNOLOGIES LTD., Bangalore, INDIA

and DAERIM ENTERPRISE Co. LTD., Pusan, SOUTH KOREA. In located at

Sriperambodur, Irungattukottai, Chennai.

In Jan 2007, the promoters of Dynamatic Technologies Ltd, acquired the 27%

equity stake of Dae Rim Enterprise Co Ltd. This change in equity structure was in

keeping with the changed market conditions and customer requirements. Notwithstanding

the change, the two companies continue to work closely. JKM Dae Rim is the single

source supplier of a wide variety of critical engine and transmission parts, for the

Hyundai Santro and Accent cars. The Company also cater to the requirements of other

new generation cars and SUVs such as, TATA Indica and Sumo, FIAT Palio, Mahindra

Scorpio, Volvo, etc.

JKM Dae Rims association with progressive automotive OEMs keeps it

constantly geared to anticipate and fulfil the challenges posed by the Indian automobile

industry. By forging strong partnerships with the new generation automobile

manufacturers like Hyundai, Telco and Fiat, JKM Dae Rim has established itself as a

principal force in shaping the future of the Indian automobile industry.

JKM Dae Rim Automotive Limited, a subsidiary of Dynamatic Technologies

Limited, produces high quality ferrous and non-ferrous engine and transmission

components for the burgeoning global automobile industry'. JKM Dae Rim is the single

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source supplier of a wide variety of critical engine and transmission parts, for the

Hyundai Santro and Accent cars. The Company also cater to the requirements of other

new generation cars and SUV's such as, TATA Indica and Sumo, FIAT Palio, Mahindra

Scorpio, Volvo, etc.

JKM Dae Rim's association with internationally renowned, progressive

automotive OEMs keeps it constantly geared to anticipate and fulfill the challenges posed

by the Indian automobile industry. Further, by forging strong partnerships with the new

generation automobile manufacturers like Hyundai, Telco and Fiat, JKM Dae Rim has

established itself as a principal force in shaping the future of the Indian automobile

industry.

Dynamatic is Asias largest producer of Hydraulic Gear Pumps and the fifth

largest worldwide. Dynamatic also manufactures custom tailored Hydraulic Solutions.

The companys products extend from simple Hydraulic Pumping Units to sophisticated

Marine Power Packs, Complex Aircraft Ground Support System to turnkey industrial

installations.

Dae Rim Enterprise Co. Ltd., established in 1979, is a leading auto component

manufacturer in Korea. During the 20 years of operations, it has earned the distinction of

being a total solutions provider for manufacture of various types of automotive

components such as Inlet Manifold, Exhaust Manifold, Oil Pump Assembly and various

other die casting parts. Most of the production facilities such as CNC Machining Center,

Air Leak Tester, Washing machine, Dedicated machine for mass production, Unmanned

automation equipment and Precision Hydraulic Indexing fixtures are designed and

manufactured by Dae Rim.

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The department of Product development co-ordinates with the Production

Engineers and the OEM customers for continuous Product Development and Quality

Improvement of the manufactured components. This department has not only been

responsible for the translation of customers drawings, specifications and samples into

production but has also been in the forefront in developing any design and process

changes with a keen eye on value addition and cost effectiveness. This leads to a better

quality and increased performance of the component being manufactured.

Apart from using the typical tool room machines required to develop automotive

components, the Product Development Department also uses 2D and 3D software

installed in High-end Workstations for design. Thus, complimenting the existing

DEVELOPMENTAL capabilities with DESIGN abilities.

With the globalization of Indian Industry and the burgeoning automotive industry,

the demand for automotive components has been on the rise. To cater to these needs the

LINE concept has been further developed to adapt to a range of products apart from

those manufactured currently with existing facilities. JKM DAERIM has been able to

manufacture more than one component in a single line and develop the LINE concept

from a DEDICATED LINE to a MIXED LINE concept. This development has led to

further optimization of the existing facility without increase in infrastructure.

Manufacturing Capabilities

The state-of-the-art production facility in Irungattukotai, Tamil Nadu, uses cutting

edge technology and modern manufacturing methods to deliver quality products. The

production department has the accumulated experience of 130 workers and 10 staff

members for the manufacture of automotive components.

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Quality

The core value of any organization is assessed by the quality standards they

follow. JDAL has been pursuing stringent quality procedures and in conjunction with our

efforts, we have been awarded ISO 9002 AND QS 9000 CERTIFICATION FROM

LRQA in MAY 2001.

The quality department at JDAL is involved basically in ASSURING the quality

of the components manufactured rather than working towards the CONTROL of quality

of the components manufactured. The quality control, inspection and checks required are

incorporated into the LINE itself. Thus making the process of checks and inspection a

separate entity redundant. This not only reduces the production time of the manufactured

components but also the manpower used.

It is our continuous endeavor to further the quality standards we have reached,

and so, have incorporated the following processes in our production schedule,

5S, 3C and 50 Parts per Million (PPM)

The department also uses state-of-the-art equipment to check raw material and

also make random checks of the manufactured components.

Some of the equipment used are:

1. Co-ordinate Measuring Machine (CMM) to make 3 dimensional measurements.

2. Profile Projector and a 2D Linear Height Gauge for taking measurements along

with the regular gauges and other measuring devices.

3. In order to achieve stringent quality standards the department of Quality has

designed and developed Location Gauges, Visual Aids with Sketches and

Photographs, Operating Standards, Work Instructions and Self Inspection charts

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to be used in the Line. All the above mentioned aids have been developed to

meet the quality requirements of the customer and also help the worker reduce

any mistakes made during production.

Manufacturing Technology

The state of the art plant and facilities provides the burgeoning Indian automobile

industry with critical engine and transmission components of the highest quality. The

cellular concept of manufacture not only ensures world class quality products at

optimized time but eliminates non-value-added processes.

In a short span of time, JDAL has been able to cater to new customers like TATA and

FIAT, apart from HYUNDAI, as a single source supplier of a host of critical engine and

transmission components.

Young and Dynamic Workforce

Our organization uses the services of a combined workforce of about 150 people

with an average age of 25 years. This young workforce is highly motivated and the

dynamism expresses itself in all our activities. This motivation has created an internal

thirst in the employees to perform better, eliminating the chances of wasting their ability

as in normal cases. Thus, stimulating remarkable cost reduction with low investment and

higher machine productivity.

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Quality Systems and Infrastructure

Our organization has acquired ISO 9002 and QS 9000 CERTIFICATION from

LRQA. These systems though, already in place, we are in the process of continuously

upgrading ourselves with stringent quality norms. These systems have been developed by

our quality dept. in order to satisfy our customers and eventually make products with zero

defects. The quality dept. has state of the art measuring devices like the Profile Projector

and Height gauge and has also acquired a Mitutoya CMM.

DEPARTMENTS INSIDE JKM

Human Resource Department

Marketing Department

Accounts Department

Production Department

Maintenance Department

Product Development Department

R. & D. Department

Material Department

Quality Assurance Department

HR DEPARTMENT FUNCTIONS

In the HR Department to maintain the workers details salary administration, shift

time, company policy and settlement of the trainee.

Purpose

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To provide an opportunity to employees to contribute their constructive

ideas/views/suggestions in improving the product quality, productivity, saving in time,

reducing the rejections, cost saving etc.,

To make an effort to encourage the participation of the employees in improving

the growth of both organization and its employees.

Scope

All employees who are working in jdal can participation in this scheme.

Details of work instruction

HRD will ensure that suggestion box and sufficient copies of suggestion forms are

available at a common place in the shop floor.

HRD will create awareness about the suggestion scheme among the employees

through meeting and displays in the shop floor.

Completed suggestion forms are collected by HRD on weekly basis.

Received suggestions are recognized by giving a gift one pen with the

acknowledgement copy to encourage the participation of employees.

Suggestion scheme review committee will review and shortlist the received

suggestions. Review committee includes representative from all forwarded to the

respective department heads for implementation.

The rewards will be presented on the basis of score obtained as per the suggestion

evaluation criteria. The following table gives the amount of cash reward, corresponding

to the score obtained.

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Cash rewards

Score reward(rs.)

Upto 30 nill

31.40 25041.50 500

51.60 750

61.70 1000

71.80 1250

81.90 1500

91.100 2000

Objective evidence

Qualitative and quantitative information as obtained from the audit.

Records or statements of facts which are based on observation, measurement

or test and which can be verified.

Areas covered under the audit

SHE Policy

Safety organization

Safety committee

Safety education and training

Motivation and promotion

Safety manual and rules

Compliance with statutory requirements

Accidents reporting investigations analysis

Plant safety Inspections / internal audits

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Health and safety improvement plants / target

Motivation and Promotion

Officers, staff and workmen are well motivated on the matters of safety. To

motivate the employees they are giving a best operator award every month. Following

measures are taken for their motivation and the empowerment.

Quality circles

Small group activity

Suggestion scheme

Family day get-together

Cultural activities

Sports activities

Educational and seminars

Health schemes

Award schemes

Appreciation displays

Library

Customer place visits

Outings

Magzine club

My line concept

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JKM DAERIM AUTOMOTIVE LIMITED

ORGANIZATION STRUCTURE

Chief Executive Officer& Executive Director

GM Operations GM Corporate

HeadManufacturing

HeadManufacturingHead Quality

Head Finance Head Supplier

Dev.

Head HR HeadLogistics

Head. Business

Dev.

Head Product Dev.

& ProductionEngg.

IT Dept.

Procurement Shop Floor

Tool Crib Production

Planning

Product

Development

Process

Engineerin

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CHAPTER - 4

ANALYSIS AND INTERPRETATION

Introduction

Analysis of data is the process of orderly breaking down parts and manipulating

data to obtain answer for research objectives. The primary data collected is inaccurate

from that is not ready for analysis; the researches must take some measures to bring the

data to a form where it can be easily analyzed. The various steps include editing, coding

and tabulation. That means modifying correcting and collecting data assigning the

number or symbols, arranging similar data together.

The analysis is carried using statistical tool like percentages. Percentage is a

special kind of ratio. Percentage is used in making comparison between two or more

series of data. Thus the analysis is totally based on frequency and percentage calculation.

Lastly the meaningful inference was extracted from the analysis. The collected

data is illustrated using the charts and the table and the diagrams which may be made the

user to move familiar with data analysis part follow inference.

Percentage analysis

Percentage refers to a special kind of ratio. Percentage is used to make

comparison between two or more series of data. Percentages are used to describe

relationships.

% of respondents = (no of respondents/ total respondents)*100

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Table 4.1

Table showing Age-wise classification of the respondents

CATEGORY NO.OF RESPONDENTS PERCENTAGE

21-25

26-30

31-35

36-40

41-above

16

42

10

0

2

22.85

60

14.28

0

2.85

70 100

From the above table showing, it is clear that the respondents belong to the age

group of 21-25 years is 22.85% and 26-30 years is 60% and belong 31-35 years is

14.28% and above 41years is 2.85%.

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Chart 4.1

Age-wise classification of the respondents

22.85

60

14.28

02.85

0

10

20

30

40

50

60

70

21-25 26-30 31-35 36-40 41-above

Options

Percentage

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Table 4.2

Table showing Working experience wise classification of the respondents

OPTION NO.OF RESPONDENTS PERCENTAGE

0-9

10-19

20-29

30-39

40-49

54

16

-

-

-

74.28

22.86

-

-

-

70 100

From the above table, it is clear that the respondents belong to the working

experience 0-9 years is 74.28% and 10-19 years is 22.86%

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Chart 4.2

Working experience wise classification of the respondents

74.28

22.86

0 0 0

0

10

20

30

40

50

60

70

80

0-9 10-19. 20-29 30-39 40-49

Options

Percentage

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Table 4.3

Table showing Genderwise classification of the respondents

GENDER NO.OF RESPONDENTS PERCENTAGE

Male

Female

64

4

94.29

5.71

70 100

From the above table showing it is clear that the respondents 94.29% of them are

male and 5.71% of them are female.

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Chart 4.3

Genderwise classification of the respondents

5.71

94.29

0

10

20

30

40

5060

70

80

90

100

MALE FEMALE

GENDER

PERCENT

AGE

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Table 4.4

Table showing Respondents opinion about motivation in organisation


Very good

Good

Neutral

Satisfactory

Not satisfactory

10

30

8

14

8

14.28

42.86

11.43

20

11.43

70 100

From the above table showing, it is clear that 42.86% of respondents feels good,

14.28% of respondents feels very good,11.43% of respondents feel neutral,20% of

respondents satisfactory and 11.43% of respondents is not satisfactory about the

motivation in organization.

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Chart 4.4

Respondents opinion about motivation in organisation

14.28

42.86

11.43

20

11.43

0

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

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Table 4.5

Table showing Rate the organisations support to achieve in career goal


Very good

Good

Neutral

Satisfactory

Not satisfactory

8

24

18

14

6

11.43

34.29

25.71

20

8.57

70 100

From the above table showing it is clear that the respondents opinion about Rate

The Organisations Support To Achieve In Career Goal 34.29% is good, 11.43% is very

good, and belong Neutral is 25.71% and Satisfactory is 20% Not Satisfactory is 8.57%.

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Chart 4.5

Rate the organisations support to achieve in career goal

11.43

34.29

25.71

20

8.57

0

5

10

15

20

25

30

35

40

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

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Table 4.6

Table showing Respondents opinion about in our work


Very good

Good

Neutral

Satisfactory

Not satisfactory

16

40

12

2

0

22.86

57.14

17.14

2.86

0

70 100

From the above table showing, it is clear that the respondents opinion about in our

work 57.14% is good, and 22.86% is Very Good, and belong Neutral is 17.14% and

2.86% is Satisfactory ,and 0% of them Not Satisfactory.

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Chart 4.6

Respondents opinion about in our work

22.86

57.14

17.14

2.860

0

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

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Table 4.7

Table showing Respondents opinion about opportunity for career &

personal development


Very good

Good

Neutral

Satisfactory

Not satisfactory

18

30

12

6

4

25.71

42.86

17.14

8.57

5.78

70 100

From the above table showing, it is clear that the respondents opinion about

Opportunity For Career & Personal Development 42.86% is Good, 25.71% is Very Good

and belong Neutral is 17.14% and Satisfactory is 8.57% Not Satisfactory is 5.78%.

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Chart 4.7

Respondents opinion about opportunity for career &

personal development

25.71

42.86

17.14

8.575.78

0

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

37

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Table 4.8

Table showing Respondents opinion about facilities provided by the company


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

40

8

8

2

17.14

57.14

11.43

11.43

2.86

70 100


facilities provided by the company 57.14 % is and 17.14% is Very Good, and belong

Neutral is 11.43% and Satisfactory is 11.43% Not Satisfactory is 2.86%.

38

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Chart 4.8

Respondents opinion about facilities provided by the company

17.14

57.14

11.43 11.43

2.86

0

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

39

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Table 4.9

Table showing Respondents opinion about monitory benefits received out of the job


Very good

Good

Neutral

Satisfactory

Not satisfactory

4

34

22

10

0

5.71

48.57

31.43

14.28

0

70 100

From the above table showing it is clear that the respondents opinion about

monitory benefits received out of the job 48.57% is good and 5.71% is Very Good and

belong Neutral is 31.43% and Satisfactory is 14.28% Not Satisfactory is 0%.

40

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Chart 4.9

Respondents opinion about monitory benefits received out of the job

5.71

48.57

31.43

14.28

00

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

41

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Table - 4.10

Table showing Rate the facilities provided by organisation to perform the jobs


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

42

12

2

2

17.14

60

17.14

2.86

2.86

70 100

From the above table showing, it is clear that the respondents rate the facilities

provided by organisation to perform the jobs 60% is Good and17.14% is Very Good and

belong Neutral is 17.14% and Satisfactory is 2.86% Not Satisfactory is 2.86%.

42

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Chart - 4.10

Rate the facilities provided by organisation to perform the jobs

17.14

60

17.14

2.86 2.86

0

10

20

30

40

50

60

70

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

43

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Table 4.11

Table showing Respondents opinion about coordination of the co-workers from the

manager cadre to office cadre


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

32

16

10

0

17.14

45.71

22.86

14.28

0

70 100


coordination of the co-workers from the manager cadre to office cadre of Good is 45.71%

and Very Good is 17.14% and belong Neutral is 22.86% and Satisfactory is 14.28% Not

Satisfactory is 0%.

44

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Chart 4.11

Respondents opinion about coordination of the co-workers from the manager cadreto office cadre

17.14

45.71

22.86

14.28

00

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

45

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Table 4.12

Table showing Respondents opinion about opportunity for internal growth in the

company


Very good

Good

Neutral

Satisfactory

Not satisfactory

14

32

16

8

0

20

45.71

22.86

11.43

0

70 100


opportunity for internal growth in the company Good is 45.71% and Very Good is 20%

and belong Neutral 22.86% and Satisfactory is 11.43% Not Satisfactory is 0%.

46

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Chart - 4.12

Respondents opinion about opportunity for internal growth in the company

20

45.71

22.86

11.43

00

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

47

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Table 4.13

Table showing Respondents opinion about chance to train on new technologies anddevelop new competency


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

34

10

10

4

17.14

48.57

14.28

14.28

5.71

70 100

From the above table showing it is clear that the respondents opinion about chance

to train on new technologies and develop new competency Good is 48.57% and Very

Good is 17.14% and belong Neutral is 14.28% and Satisfactory is 14.28% Not

Satisfactory is 5.71%.

48

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Chart 4.13

Respondents opinion about chance to train on new technologies and develop new

competency

17.14

48.57

14.28 14.28

5.71

0

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

49

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Table - 4.14

Table showing Respondents opinion about provision of authority by the

management to take decision


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

32

16

8

2

17.14

45.71

22.86

11.43

2.86

70 100


provision of authority by the management to take decision of Good is 45.71% and Very

Good is 17.14% and belong Neutral 22.86% and Satisfactory 11.43% Not Satisfactory is

2.86%.

50

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Chart 4.14

Respondents opinion about provision of authority by the management to take

decision

17.14

45.71

22.86

11.43

2.86

0

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

51

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Table 4.15

Table showing Respondents opinion about freedom to take decision in order to solve

problems any situation during the critical situation


Very good

Good

Neutral

Satisfactory

Not satisfactory

16

28

14

10

2

22.86

40

20

14.28

2.86

70 100


freedom to take decision in order to solve problems any situation during the critical

situation of Good is 40% and Very Good is 22.86% and belong Neutral 20%, Satisfactory

is 14.28% and Not Satisfactory is 2.86%.

52

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Chart 4.15

Respondents opinion about freedom to take decision in order to solve problems any

situation during the critical situation

22.86

40

20

14.28

2.86

0

5

10

15

20

25

30

35

40

45

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

53

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Table 4.16

Table showing Respondents opinion about recognition of suggestion by theorganization


Very good

Good

Neutral

Satisfactory

Not satisfactory

10

38

12

8

2

14.28

51.43

17.14

11.43

2.86

70 100


recognition of suggestion by the organization Good is 51.43% and Very Good is 14.28%

and belong Neutral is 17.14% and Satisfactory is 11.43% Not Satisfactory 2.86%.

54

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Chart - 4.16

Respondents opinion about recognition of suggestion by the organization

14.28

51.43

17.14

11.43

2.86

0

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

55

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Table 4.17

Table showing Respondents opinion about our performance in the organization


Very good

Good

Neutral

Satisfactory

Not satisfactory

24

30

10

6

0

34.29

42.86

14.29

8.57

0

70 100

From the above table showing, it is clear that the respondents opinion about our

performance in the organization 42.87% is Good and 34.29% Very Good and belong

Neutral is 14.29% and Satisfactory is 8.57% Not Satisfactory is 0%.

56

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Chart 4.17

Respondents opinion about our performance in the organization

34.29

42.86

14.29

8.57

00

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

57

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Table 4.18

Table showing Rate the HR policy of the company


Very good

Good

Neutral

Satisfactory

Not satisfactory

4

26

20

14

6

5.71

37.14

28.57

20

20

70 100

From the above table showing, it is clear that the respondents rate the hr policy of

the company Good is 37.14% and Very Good is 5.71% and belong Neutral is 28.57% and

Satisfactory is 20% Not Satisfactory is 20%.

58

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Chart 4.18

Rate the HR policy of the company

5.71

37.14

28.57

20 20

0

5

10

15

20

25

30

35

40

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

59

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Table 4.19

Table showing Respondents opinion about work load face in job


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

30

16

12

0

17.14

42.86

22.86

17.14

0

70 100

From the above table showing, it is clear that the respondents opinion about work

load face in job Good is 42.86% and 17.14% is Very Good and belong Neutral is 22.86%

and Satisfactory is 17.14% Not Satisfactory is 0%.

60

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Chart 4.19

Respondents opinion about work load face in job

17.14

42.86

22.86

17.14

00

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

61

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Table 4.20

Table showing Respondents opinion about motivation, training and awareness

programmes in organisation


Very good

Good

Neutral

Satisfactory

Not satisfactory

10

26

10

14

10

14.28

37.14

14.28

20

14.28

70 100


motivation, training and awareness programmes in organization 37.14% is Good and

Very Good is 14.28% and belong Neutral 14.28% and Satisfactory is 20% Not

Satisfactory is 14.28%.

62

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Chart 1.20

Respondents opinion about motivation, training and awareness programmes in

organisation

14.28

37.14

14.28

20

14.28

0

5

10

15

20

25

30

35

40

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

63

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Table 4.21

Table showing Respondents opinion about work is being properly rewarded


Very good

Good

Neutral

Satisfactory

Not satisfactory

8

30

16

10

6

11.43

42.86

22.86

14.28

8.57

70 100


work is being properly rewarded 42.86% is Good and 11.43% is Very Good and belong

Neutral is 22.86% and 14.28% is Satisfactory and 8.57% is Not Satisfactory.

64

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Chart 4.21

Respondents opinion about work is being properly rewarded

11.43

42.86

22.86

14.28

8.57

0

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

65

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Table 4.22

Table showing Respondents opinion about welfare measure provided by

organisation


Very good

Good

Neutral

Satisfactory

Not satisfactory

8

36

8

12

6

11.43

48.52

11.43

17.14

8.57

70 100

From the above table showing, it is clear that the respondents opinion that

48.52% is Good and 11.43% is Very Good and belong Neutral 11.43% and Satisfactory

is 17.14% Not Satisfactory is 8.57% about welfare measure provided by organization.

66

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Chart 4.22

Respondents opinion about welfare measure provided by organisation

11.43

48.52

11.43

17.14

8.57

0

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

67

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Table 4.23

Table showing Respondents opinion about service awards provided by the

organisation to employees


Very good

Good

Neutral

Satisfactory

Not satisfactory

4

28

10

20

8

5.71

40

14.28

28.57

11.43

70 100


service awards provided by the organisation to employees 40% is good 5.71% is Very

Good and belong Neutral is 14.28% and Satisfactory is 28.57% and Not Satisfactory is

11.43%.

68

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Chart 4.23

Respondents opinion about service awards provided by the organisation to

employees

5.71

40

14.28

28.57

11.43

0

5

10

15

20

25

30

35

40

45

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

69

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Table 4.24

Table showing Respondents opinion about compensation provided by the

organisation to the employees at the time of accident.


Very good

Good

Neutral

Satisfactory

Not satisfactory

10

28

16

12

4

14.28

37.14

22.86

17.14

5.71

70 100


compensation provided by the organisation to the employees at the time of accident

37.14% is Good, 14.28% is Very Good 14.28% and belong Neutral is 22.86% and

Satisfactory is 17.14% Not Satisfactory is 5.71%.

70

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Chart 4.24

Respondents opinion about compensation provided by the organisation to the

employees at the time of accident

14.28

37.14

22.86

17.14

5.71

0

5

10

15

20

25

30

35

40

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

71

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Table 4.25

Table showing Respondents opinion about provision of exciting work environmentin the organisation


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

32

14

8

4

17.14

45.71

20

11.43

5.71

70 100

From the above table, it is clear that the respondents opinion about provision of

exciting work environment in the organisation Good is 45.71% and Very Good is 17.14%

and belong Neutral 20% and Satisfactory is 11.43.% Not Satisfactory is 5.71%.

72

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Chart 4.25

Respondents opinion about provision of exciting work environment in the

organisation

17.14

45.71

20

11.43

5.71

0

5

10

15

20

25

30

35

40

45

50

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

73

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Table 4.26

Respondents opinion about superiors treatment on subordinate


Very good

Good

Neutral

Satisfactory

Not satisfactory

28

20

10

8

4

40

28.57

14.28

11.43

5.71

70 100

Inferences


superiors treatment on subordinate of Good 28.57% and Very Good is 40% and belong

Neutral 14.28% and Satisfactory 11.43.% Not Satisfactory 5.71%.

74

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Chart 4.26

Respondents opinion about superiors treatment on subordinate

40

28.57

14.28

11.43

5.71

0

5

10

15

20

25

30

35

40

45

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

75

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Table 4.27

Respondents opinion about the process of performance appraisal in improving theefficiency of the work


Very good

Good

Neutral

Satisfactory

Not satisfactory

12

30

12

14

2

5.71

40

14.28

28.57

11.43

70 100

Inferences

From the above table, it is clear that the respondents opinion about the process

of performance appraisal in improving the efficiency of the work of Good 40% and Very

Good is 5.71% and belong Neutral 14.28% and Satisfactory 28.57.% Not Satisfactory

11.43%.

76

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Chart 4.27

Respondents opinion about the process of performance appraisal in improving the

efficiency of the work

5.71

40

14.28

28.57

11.43

0

5

10

15

20

25

30

35

40

45

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

77

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Table 4.28

Respondents opinion about informal work in our organisation


Very good

Good

Neutral

Satisfactory

Not satisfactory

8

22

22

14

4

11.43

31.43

31.43

20

5.71

70 100

Inferences

From the above table, it is clear that the respondents opinion about informal

work in your organization of Good 31.43% and Very Good is 11.43% and belong Neutral

31.43% and Satisfactory 20.% Not Satisfactory 5.71%.

78

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Chart 4.28

Respondents opinion about informal work in our organisation

11.43

31.43 31.43

20

5.71

0

5

10

15

20

25

30

35

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percen

tage

79

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Table 4.29

Respondents opinion about the interpersonal communication


Very good

Good

Neutral

Satisfactory

Not satisfactory

14

38

14

4

0

20

54.27

20

5.71

0

70 100

Inferences

From the above table, it is clear that the respondents opinion about the

interpersonal communication of Good 54.47% and Very Good is 20% and belong Neutral

20% and Satisfactory 5.71% Not Satisfactory 0%.

80

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Chart 4.29

Respondents opinion about the interpersonal communication

20

54.27

20

5.71

00

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

81

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Table 4.30

Respondents opinion about service awards provided by theorganisation to employees


Very good

Good

Neutral

Satisfactory

Not satisfactory

4

28

12

22

4

5.71

40

17.14

31.43

5.71

70 100

Inferences

From the above table, it is clear that the respondents opinion about service

awards provided by the organisation to employees of Good 40% and Very Good is

5.71% and belong Neutral 17.14% and Satisfactory 31.43% Not Satisfactory 5.71%.

82

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Table 4.30

Respondents opinion about service awards provided by the

organisation to employees

5.71

40

17.14

31.43

5.71

0

5

10

15

20

25

30

35

40

45

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

83

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Table 4.31

Respondents opinion about status of our job in the society


Very good

Good

Neutral

Satisfactory

Not satisfactory

20

36

4

6

0

28.57

51.43

5.71

8.57

0

70 100

Inferences

From the above table, it is clear that the respondents opinion about status of our

job in the society of Good 51.43% and Very Good is 28.57% and belong Neutral 5.71%

and Satisfactory 8.57% Not Satisfactory 0%.

84

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Chart 4.31

Respondents opinion about status of our job in the society

28.57

51.43

5.718.57

00

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

85

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Table 4.32

Respondents opinion about transparency maintained in the company


Very good

Good

Neutral

Satisfactory

Not satisfactory

8

24

22

6

10

11.43

34.29

31.43

8.57

14.28

70 100

Inferences

From the above table, it is clear that the respondents opinion about transparency

maintained in the company of Good 34.29% and Very Good is 11.43% and belong

Neutral 31.43% and Satisfactory 8.57% Not Satisfactory 14.38%.

86

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Chart 4.32

Respondents opinion about transparency maintained in the company

11.43

34.29

31.43

8.57

14.28

0

5

10

15

20

25

30

35

40

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Percentage

87

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Table 4.33

Respondents opinion about overall satisfaction level working with company


Very good

Good

Neutral

Satisfactory

Not satisfactory

18

36

8

6

2

25.71

48.57

11.43

8.57

2.87

70 100

Inferences

From the above table, it is clear that the respondents opinion about overall

satisfaction level working with company of Good 48.57% and Very Good is 25.71% and

belong Neutral 11.43% and Satisfactory 8.57% Not Satisfactory 2.87%.

88

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Chart - 4.33

Respondents opinion about overall satisfaction level working with company

25.71

48.57

11.438.57

2.87

0

10

20

30

40

50

60

VERY

GOOD

GOOD

NEUTRAL

SATISFACTORY

NOT

SATISFACTORY

Options

Pe

rcentage

89

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90/109

CHAPTER-5

STATISTICAL TOOLS

Chi-square test

Chi-square test is one of most popular statically inference procedure today. It is

applicable to a very large no of problems on practical. It is one of the important non

parametric in test and as such no rigid assumptions are necessary in respect of the type of

population. It can be used as a test of goodness of fit and as a test of independence.

Chi square as a test of independence

With the help of X we can find out whether tow or more attributes are associated

or not suppose we have N no of observation classified according to some attributes, we

can ask whether a new medicine is affective in controlling fever or not.

On this basis we first calculate the expected frequencies and then work out the

value of x2, if the calculated value of x2 is less than the table value of certain level of

signification (generally 5% level) for given degree of freedom. We say that the result

experiment provide no evidence for doubting the other hand. The calculated value of x2

is greater than the label value of certain level of significance, we say that the result of the

experiment is not support the hypothesis (i.e) the attributes are associated.

It should be noted that x2 is not a measures of the degree of relation ship or the

form of relationship between two attributes, but is simply a technique of judging the

significance of such association or relationship between two attributes.

The following formula is used for chi-square test

(O-E)2

X2 = --------------

E

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Row Total * Column Total

Where E = ---------------------

Grand Total

O= Observed frequency,

E=Expected frequency,

DF=Degrees of freedom i.e.

Df=(r-1)(c-1)

R=Row

C=Column

Degrees of freedom=(r-1) (c-1)

(5-1) (5-1) = 26.296

HYPOTHESIS

NULL HYPOTHESIS: Ho: There is no significant relationship between the study age

group and opinion about experience in employees work.

ALTERNATIVE HYPOTHESIS:H1: There is significant relationship between the

study age group and opinion about experience in employees work.

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Table - 5.1

Age group and opinion about experience in employees work

Option

Age

21-25 26-30 31-35 36-40 41-above

Very Good 2 6 6 0 2 16

Good 6 30 4 0 0 40

Neutral 6 6 0 0 0 12

Satisfactory 2 0 0 0 0 2Not Satisfactory 2 0 0 0 0 0

16 42 10 0 2 70

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O E O-E (O-E)2 (O-E)2/E

2 3.65 -1.65 2.72 0.75

6 9.6 -3.6 12.96 1.356 2.29 3.71 13.76 6.01

0 0 0 0 0

2 0.46 1.54 2.37 5.15

6 9.14 -3.14 9.86 1.08

30 24 6 36 1.5

4 5.71 -1.71 2.92 0.51

0 0 0 0 0

0 1.14 -1.14 1.29 1.13

6 2.74 3.26 10.63 3.88

6 7.2 -1.2 1.44 0.2

0 1.71 -1.71 2.92 1.71

0 0 0 0 0

0 0.34 -0.34 0.12 .35

2 0.46 1.54 2.37 5.15

0 1.2 -1.2 1.44 1.2

0 0.29 -0.29 0.08 0.28

0 0 0 0 0

0 0.06 -0.26 0.0036 0.06

0 0 0 0 0

30.31

The calculated value is more than the table value, it is concluded that dependent

in age group of the opinion about experience in employees work. So the hypothesis

rejected.

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HYPOTHESIS

NULL HYPOTHESIS: Ho: There is no significant relationship between the study

working experience and reorganization of suggestion by the organization.

ALTERNATIVE HYPOTHESIS:H1: There is significant relationship between the

study working experience and reorganization of suggestion by the organization.

Table - 5.2

Working experience and reorganization of suggestion by the organization

Option

Working Experience

0-9 10-19

Very Good 8 2 10

Good 24 14 38

Neutral 12 0 12

Satisfactory 8 0 8

Not Satisfactory 2 0 2

54 16 70

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O E O-E (O-E)2 (O-E)2/E

8 7.71 0.29 0.08 0.01

2 2.29 -0.29 0.08 0.03

24 29.39 -5.39 29.05 0.99

14 8.68 5.32 28.30 3.26

12 9.26 2.74 7.50 0.80

0 2.74 -2.74 7.50 2.74

8 6.17 1.83 3.35 0.54

0 1.83 -1.83 3.35 1.83

2 1.54 0.46 0.21 0.14

0 0.46 -0.46 0.21 0.46

10.8


(O-E)2

X2 = --------------

E


(5-1) (2-1)= 4=9.488

The calculated value is more than the table value, it is concluded that dependent

in working experience and reorganization of suggestion by the organization. So the

hypothesis rejected.

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Table - 5.3

Table showing Working experience and training and awareness programmes

Option

Working Experience

0-9 10-19

Very Good 8 2 10

Good 16 10 26

Neutral 10 0 10

Satisfactory 12 2 14

Not Satisfactory 8 2 10

54 16 70

O E O-E (O-E)2 (O-E)2/E

8 7.71 0.29 0.08 0.01

2 2.29 -0.29 0.08 0.03

16 20.06 -4.06 16.48 0.82

10 5.94 4.06 16.48 2.77

10 7.71 2.29 5.24 0.68

0 2.29 -2.29 5.24 2.29

12 10.8 1.2 1.44 0.13

2 3.2 -1.2 1.44 0.45

8 7.71 0.29 0.28 0.01

2 2.29 -0.29 0.08 0.03

7.22

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(O-E)2

X2 = --------------E


(5-1) (2-1)= 4=9.488

The calculated value is less than the table value, it is concluded that independent in

working experience and training and awareness programs in the organization. So the

hypothesis accepted.

Statistical Test.

Co-efficient of correlation between the work load and age group

x= Age group of the employees.

y= Motivational level based on the work load face in the job.

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Table - 5.4

Co-efficient of correlation between the work load and age group

x y xxX=

yyY = X2 Y2 XY

16 12 2 -2 4 4 -4

42 30 28 16 784 256 448

10 16 -4 2 16 4 -8

0 12 -14 -2 196 4 28

2 0 -12 -14 144 196 168

70 70 1144 464 632

X =70/5=14

Y =70/5=14

=22

/ yxxyr

=0.87

It is clear from the calculation, the value of r=0.87(o1) so the motivational level based

on the work load face in the job and age group of employees.

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CO-EFFICIENT OF CORRELATION

Co-efficient of correlation between the superiors treatment on subordinate and

coordination of the co-workers.

x= rate the co-ordination of the co workers from the manager cadre to office cadre.

Y=rate the superiors treatment on subordinate.

Table 5.5

Co-efficient of correlation between the superiors treatment on subordinate and

coordination of the co-workers

x y xxX = yyY = X2 Y2 XY

12 28 -2 14 -28 4 196

32 20 18 6 108 324 36

16 10 2 -4 -8 4 16

10 8 -4 4 -16 16 16

0 4 -14 -10 140 196 100

70 70 196 544 364

X =70/5=14

Y =70/5=14

=22

/ yxxyr

It is clear from the calculation, the value of r=0.66(o1) so the. the superiors

treatment on subordinate and coordination of the co-workers or correlated positively,

which implies that they both mutually interrelated.

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CHAPTER-6

FINDINGS OF THE STUDY

1. A vest majority of the respondents is between the age group of 26-30 years.

2. Most of the respondents 96% of them are male.

3. Most of the respondents 74.28% of them have an experience of the below 0-9

years.

4. Majority of the respondents 42.86% of them have the opinion that, their

motivation is good.

5. The vast majority of the respondents 34.29% of them rate the organizations

support to achieve in career goal is good.

6. Majority of the respondents 57.14% of them feels that, the experience in our job is

good.

7. Majority of the respondents opinion that, opportunity for career and personal

development is good.

8. Vast majority of the respondents 57.14% feel that facilities provided by the

company is good.

9. Majority of the respondents opinion about monitory benefits received out the job

is 48.57% is good and 0% of them not satisfactory.

10. Most of the respondents feel that, well co-ordination of the co-workers.

11. Majority of the respondents 40% of them freedom to take decision.

12. Majority of the respondents 51.43% recognition of suggestion by the organization

is good.

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13. Majority of the respondents feel that, 42.86% of them out performance in the

organization.

14. Majority of the respondents 28.57% of them have the opinion that their HR policy

of the company is neutral.

15. Majority of the respondents 42.86% opinion about work load face in job is good.

16. Motivation training and awareness programmes in organization 37.14% are

good.

17. Majority of the respondents opinion that 48.52% of the welfare measure provided

by organization 48.52% are good. But still a similar number of the respondents

have not satisfactory to the welfare measure.

18. Vast majority of the respondents 40% of them feel that superiors treatment on

subordinate is very good.

19. Majority of the respondents 31.43% opinion about 31.43% of the informal work

in the organization is good and natural.

20. Majority of the respondents opinion that transparency maintained by the

company is good.

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6.2 SUGGESTION

The findings show that most of the respondents feel that the nature of the job

perform is good. But, still a similar number of respondents have a negative feeling which

may be considered by the management and taken steps to make it interesting through job

rotation, job enrichment, job enlargement etc.

The non-financial motivators like affiliations recognition and appreciation may be

made an order of the day by the management to motivation the employees. The findings

show that most of the respondents feel that welfare measure provided by organization is

good. But, a similar number of respondents have a negative feeling that considered by

the management and taken steps through hygienic environment, and provide the soap,

detergents properly to provide which will indirectly motivate the employees.

The supervisor in the organization may be provided with human relation

approaches to maintain good relations with their subordinate and Human Resource

Department may plan out strategies which may enhance the opinion about him in the long

run.

Grievance procedure in the organization may be made systematic with a

transparent procedure, to improve the motivation of the employees.

Regarding the training programs the management may take suitable steps to

provide the employee with on the job training.

As per requisition made by the employees, the management may consider to the

rest room facilities.

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6.3 CONCLUSION

The study has been made at JKM DAERIM AUTOMOTIVE LIMITED,

Sriperambodur, Chennai has shown that generally the employees are highly motivated in

all the areas contributing towards the motivation except for a few factors like requirement

of the on-the job training, grievance redresses procedure, washing facilities, non-financial

motivators and canteen facilities.

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BIBLIOGRAPHY

Human Resource Management

- C.B. Memoria

- C.B. Gubta

Research Methodology

- C.R. Kothari

www.jkm_daerim.com

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A STUDY ON EMPLOYEE MOTIVATIONAL LEVEL IN

JKM DAERIM AUTOMOTIVE LIMITED, SRIPERUMBUDUR.

QUESTIONNAIRE

Personal Details

Name :

Gender :

Age :

Income :

Department :

Designation :

Educational Qualification :

Experience :

Type of work :

( ) Official Area ( ) Inside the Plant

Please tick the box which describes your option

Very Good : VG

Good : G

Neutral : N

Satisfactory : S

Not Satisfactory : NS

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Please TICKthe number which describes your option

V.G. G N. S. NS

1What is your opinion about Motivation in your

organization

2 The organizations supports receive to achieve

your career goal?

3How do you feel about your experience in yourwork?

4How is the opportunity for career & personal

development?

5 The facilities provided by the company

6 The monitory benefits received out of my job

7 How do you rate the facilities provided by

organization to perform the jobs

8

Rate the coordination of the co-workers from the

manager cadre to office cadre

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9 The opportunity for internal growth in thecompany?

10 Does your job provide you chance to train on new

technologies and develop new quality.

11 You have authority to take necessary decision onyour job

12 Freedom to take decision in order to solve

problems any situation during the criticalsituation.

13 Is your suggestions honoured by yourdevelopment head?

14 Do you feel that you are a part of your

organization? (Your loyally level).

15 How do you rate the HR policy of the company

16 Rate the work load you face in job?

17What is your opinion about motivation, trainingand awareness programmes in organization?

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18 Do you feel that your work is being properlyrewarded?

19 The welfare measure provided by organization

20 The service awards provided by the organizationto employees

21 The compensation provided by the organizationto the employees at the time of accident

22 The company tries to create an exciting workenvironment

23 How would you rate the superiors treatment on

subordinate

24 How is the process of performance appraisal inimproving the efficiency of the work?

25 What is your opinion about informal work in your

organization?

26How is the interpersonal communication?

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27 How the complaints and grievances are handledat the initial stage.

28 What is the Status of your job in the society

29 Is there transparency maintained in the company?

30 Rate your overall satisfaction level working withyour company?

Project 08[1].04

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