Project Report Personality

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A STUDY ON EMPLOYEES PERSONALITY IN NATURAL

CAPSULES LTD., PUDUCHERRY

SUMMER PROJECT REPORT

Submitted by

M.SRIDARAN

REGISTER NO: 27348346

Under the Guidance of

Mr. S.JAYA KUMAR., M.E, MBA, MISTE

Faculty, Department Of Management Studies

in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

PONDICHERRY UNIVERSITY

PUDUCHERRY,


SEPTEMBER- 2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

MADAGADIPET, PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled “A STUDY ON EMPLOYEES PERSONALITY

IN NATURALCAPSULES LTD., PUDUCHERRY”is a bonafide work done by M.SRIDARAN

REGISTER NO: [27348346] in partial fulfillment of the requirement for the award of Master of

Business Administration by Pondicherry University during the academic year 2007 – 2008.

GUIDE HEAD OF DEPARTMENT

Submitted for Viva-Voce Examination held on

EXTERNAL EXAMINER


ACKNOWLEDGEMENT

The successful completion of any task would be incomplete without mentioning the names of

persons who helped to make it possible. I take this opportunity to express my gratitude in few words

and respect to all those who helped me in the completion of this summer project.

I express my deep gratitude to Mr. N.KESAVAN, Chairman, Mr. M.

DHANASEKARAN, Managing Director and Mr. S.V.SUGUMARAN, Vice-chairman. Sri Manakula

Vinayagar Engineering College.

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to provide

necessary and essential facilities to do this project work.

I express our sincere thanks and deep sense of gratitude to our Head of Department

Mr. S.JAYAKUMAR, Department of Management Studies for providing me with an opportunity to

study and for his encouragement, support and guidance to complete this project work successfully.

I convey my heartiest thanks to Mr. T.M.V.SHIVA, ADMINISTRATOR, Natural Capsules

Limited, Moolakulam, Puducherry, who kindly granted permission to do this project work in his

esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for

giving timely advice in all the ways and in all aspects for the success of this project work.


ABSTRACT

The study was carried out at NATURAL CAPSULES LIMITED. The study is related to the

Employees personality. A survey was taken among the employees to know their various

Personalities in NATURAL CAPSULES LIMITED at MOOLAKULAM.

The required data to study the interest level of the employees has been collected as primary,

secondary data using a questionnaire from a sample of 50 employees, which the sampling was on

the basis of convenience and non-probabilistic sampling procedure.

The collected data was edited, coded, classified and tabulated further statistically analyzed

using various statistical tools like chi-square test, etc., From analyzed data both general findings

and statistical findings were posted, thereby deriving suggestions and recommendations.

The study reveals that the data collected from the study conducted, is observed the employees

are very poor in personality. So the management will conduct any personality development

program in future means the employees personality will improved of the limitations of the study,

and in consultation with the company


CONTENTS

CHAPTER TITLES PAGE NO

LIST OF TABLES

LIST OF CHARTS

I

INTRODUCTION

1.1 PROFILE OF ORGANIZATION

1.2 OBJECTIVE OF THE ORGANISATION

1.3 ORGANISATION CHART

1.4 FACILTIES OF THR ORGANISATION

1.5 ABOUT PRODUCTS

1.6 PRODUCTS

1.7 SERVICES OFFER BY ORGANISATION

NEED FOR THE STUDY

1

2

3

3

4

4

6

6

7

II REVIEW OF LITERATURE 8

III OBJECTIVES 12

IV RESEARCH METHODOLOGY 13

V DATA ANALYSIS AND INTERPRETATION 16

VI

FINDINGS OF THE STUDY,

SUGGESTION AND RECOMMENDATIONS

36

VII CONCLUSION 38


VIII

LIMITATIONS OF THE STUDY,

SCOPE FOR THE FUTHER STUDY 39

APPENDICES

ANNEXURE-1

ANNEXURE-2

41

LIST OF TABLES

S.no TABLE NAME Page No

1 Qualification of the Respondent tables 16

2 Experience of the Respondent tables 17

3 Personality of the Respondents tables 18

4 Job involvement of the Respondent tables 19

5 Job satisfaction of the Respondent tables 20

6 Job attitudes of the Respondent tables 21

7 Job motivation of the Respondent tables 22

8 Decision-making of the Respondent tables 23

9 Job Factor gives satisfaction of the Respondent tables 24

10 Ethical Rate of the Respondent tables 25

11 Communication Style of the Respondent tables 26

12 Personal Planning of the Respondent tables 27

13 Job Responsibility of the Respondent tables 28

14 Listening skills of the Respondent tables 29

15 Mental efforts of the Respondent tables 30

16 Job Flexibility of the Respondent tables 31

17 Commitment of the Respondent tables 32


LIST OF CHARTS

S.no CHART NAME Page No

1 Qualification of the Respondents charts charts 16

2 Experience of the Respondent charts charts 17

3 Personality of the Respondent charts charts 18

4 Job involvement of the Respondent charts 19

5 Job satisfaction of the Respondent charts 20

6 Job attitudes of the Respondent chart charts 21

7 Job motivation of the Respondent charts 22

8 Decision-making of the Respondent charts 23

9 Job Factor gives satisfaction of the Respondent charts 24

10 Ethical Rate of the Respondent charts 25

11 Communication Style of the Respondent charts 26

12 Personal Planning of the Respondent charts 27

13 Job Responsibility of the Respondent charts 28

14 Listening skills of the Respondent charts 29

15 Mental efforts of the Respondent charts 30

16 Job Flexibility of the Respondent charts 31

17 Commitment of the Respondent charts 32


CHAPTER- I

INTRODUCTION

1.1 PROFILE OF ORGANISATION

Natural Capsules Limited is a Public Limited Company established in the year 2003 at

Pondicherry, Its head quarters were located in Bangalore established in the year 1993. Natural

Capsules Limited is a well-equipped modern manufacturing plant to manufacture Hard Gelatin

Capsule shells, Hard Cellulose Capsule shells and Pharmaceutical Dosage Forms in Capsule Dosage

Form. The logical integration of NCL hard shell manufacturing to formulation was initiated in the year

1998.

NCL is having an on going research and development activity to develop value added products.

The company has successfully exported Gelatin Capsules to mainly South-East Asian countries. These

capsules are also sold in domestic and also exported to several countries.

The Company meets the statutory requirements as laid down by the authorities in respect to

cGMP and cGLP practices. Since its inception, Natural Capsules has ensured to provide turnkey

solutions to all its customers. NCL has evolved and strengthened its endeavors by constantly


innovating through its excellent products. With a mission to enable “Technology Assisted Business

Transformation”, NCL ensure to deliver the best products with a technological edge.

The company is also engaged in formulating the pharmaceutical dosage forms in Capsule

dosage form, both Pharma and Neutraceutical Products. The company is fully committed to upgrade its

facilities on a continuous basis to meet the requirements of National and International Standards,

cGMP and cGLP practices.

The Pharmaceutical and Dietary supplement industries count on Natural Capsules to supply

hard two-piece Gelatin and Cellulose capsules. With manufacturing sites at Bangalore and

Pondicherry, we are serving customers on quick service no matter where they are located. For the past

12 years, with the greatest respect to the Customers, Natural Capsules has dedicated itself to the

production of the highest quality capsules.

1.2 OBJECTIVES OF THAT ORGANISATION

The main objective of the company is to manufacture and market Hard Gelatin Capsule shells

and Hard Cellulose Capsule Shells

VISION STATEMENT

Natural Capsules is committed to:

* Be the Global Leader for supply of Cellulose Capsules

* Providing superior Quality two-piece hard Gelatin Capsules

* Be the Best Service provider to the Customers all around

* Invest in Research and Development of new capsule technologies

and application

MISSION STATEMENT

* Internationally benchmarked Quality and Regulatory Systems

* Customer relationship through outstanding products and services

* State of the art manufacturing facilities

* To understand our customer needs and adding value to our customers

& products, so that we grow together

. “We truly believe in Relating Technology to Nature…..”

FOCUS – WORLD CLASS MANUFACTURING

WHO-GMP Certifications; Automated statistically-controlled operations; ISO 9001

compliance; Disciplined Quality Assurance monitoring; Clean room policies and procedures; Trained

and Competent professionals and technicians, trained sales and customer service – NATURAL


CAPSULES has put in place systems and programs that ensures Customers needs. Our capsule

products are known throughout the Industry for their ability of mahinability.

GOAL – MEETING CUSTOMER NEEDS

Natural Capsules provides Total Customer Satisfaction – by describing what and how we do

best. It is not only the sales and technical staff focus on addressing and resolving customer needs, but

also our manufacturing personnel and formulation personnel often interact directly with customers on

product and process improvement programs. At Natural Capsules, we have an added advantage of

having formulation unit which will continuously provide feedback on improving quality and

mahinability of hard two-piece capsules.We also use formal customer satisfaction measurement

programs that provide routine opportunities for our customers to tell us what they like or, more

importantly, what they don‟t like about dealing with NATURAL CAPSULES.

1.3 ORGANIZATIONAL CHART

NATURAL CAPSULES LTD. UNIT II – PUDUCHERRY.

PER. & ADMIN.

EXICE / SALES

TAX PURCHASE

STATUTORY

COMPLIANCE

GENERAL

MANAGER

MANAGING DIRECTOR

UTILITY

MANAGER

SR. MANAGER

ADMIN.

GEL. ROOM

CHEMISTS

ANALYTICAL

CHEMISTS

WORKSHOP

OPERATORS

IPQC

INSPECTOR

ELECTRICIANS

ASST. MANAGER AIR

CONDITIONING DEPT.

TECHNICIANS

PLANT

OPERATORS

SR. MANAGER QA PRODUCTION

MANAGER


1.4 FACILITIES

* Manufacturing capacity of more than 3 billion capsules per annum

* Isolated and dedicated Automatic Manufacturing Lines for manufacturing

Hard Gelatin and Hard Cellulose capsule shells of sizes 00, 0el, 0, 1, 2, 3 & 4

* Capability of Circular and Linear printing on capsules. Printing can

Be customized and can be done in two colors

* Capsules are sorted online through Automatic Diametrical Sorting machines

* A continuous and dedicated effort of the R & D team ensures development

of innovative ideas & implementation of those ideas.

* Each of the manufacturing line is housed as an independent unit to eliminate

The risk of cross-contamination

* Usage of Automatic machines for encapsulation in dosage form

* Various types of packaging are available for Formulations of non-betalactom,

neutraceutical & herbal products

1.5 ABOUT PRODUCTS

NCL‟s constant endeavor to research & most customer specific requirement has resulted in

manufacture of a wide range of capsules. The Cellulose capsules and newly introduced variants form a

part of NCl‟s niche products.NCL‟s facility of dedicated manufacturing lines adopts stringent

procedures to manufacture Hard Gelatin Capsules. Each of this manufacturing line is housed as an

independent unit to eliminate the risk of cross contamination.

NCL manufactures Hard Capsules for pharmaceutical and dietary supplement industries in

sizes 00, 0el, 0, 1, 2, 3 & 4. All operations are assured through our comprehensive QA procedures to

conform to Indian Pharmacopoeia and United States Pharmacopoeia standards and the specific

requirements of the customers.

STORING

DEPT.

INCHARGE

ASST.

MANAGER

PRINTING E.T.P


Two-piece capsules have long been a reliable drug delivery system. Capsules continue to offer

worldwide consumer appeal because they:

* are easy to swallow

* mask odors

* are tasteless

* are aesthetically pleasing; and

* are versatile

In addition, two-piece capsules are a top choice of many pharmaceutical and contract manufacturers

because they:

* Can be filled in-house under a company‟s direct supervision and

control standards

* Require fewer excipients than other drug formulations

* Require less initial investment in processing equipment

* Are manufactured to universal standards, which allows for multi-sourcing

and mahinbility on all types of filling equipment

Offer endless varieties of color and print options for unique identification

of your product in the market place

Recent survey results reveals that pharmaceutical customers choose capsule vendors based on the

following characteristics:

* The Best Quality & Machinability

* Adherence to Timely Delivery

* Customer Service from Informative Staff

* Technology transfer from Knowledgeable Source

The Gelatin capsule is the most common form of capsule for oral dosage formulations. NCL offers its

High Quality Products to customers committing to:

* Validated Manufacturing process based on cGMP‟s

* Odorless & Tasteless Capsules

* Round the World Availability

* Five Year Shelf Life

* Preservative and Preservative-Free Capsules

* Made from pure Bovine Gelatin

A Quality Assurance system has been set up to be preventive and not curative. Our capsules

undergo vigorous in-process inspection checks in accordance with cGMP and ISO 9001:2000. With


every delivery we provide our customers a bulletin of physico-chemical and bacteriological analyses in

conformity with the requirements of Indian and United States Pharmacopoeia.

1.6 PRODUCTS:

o Hard Gelatin Capsule Shells

o Hard Cellulose Capsule Shells

o BSE / TSE Free Gelatin Capsule Shells

o Shiny Gelatin Capsule Shells

o SLS Free Gelatin Capsule Shells

o Halal Certified Gelatin Capsule Shells

o Fortified Gelatin Capsule Shells

o Sweet Gelatin Capsule Shells

o Fast Release Gelatin Capsule Shells

o Printed Gelatin / Cellulose Capsule Shells

1.7 SERVICES WE OFFER

* Contract Research in Synthetic Chemistry.

* Dosage Development.

* Dossier in CTD Format.

* Manufacturing of API‟s and Finished Dosage Forms.

* Development of Dossiers/ ANDA‟s for products of the customer‟s choice.

* Contract Research and Analytical

* Online Enquiry

* Contract Manufacturing

* Chating Services


NEED FOR THE STUDY

The success of any manufacturing organization depends largely on the workers.

The employees are considered as the backbone of NATURAL CAPSULES

LIMITED,The study was mainly undertaken to identify the level of EMPLOYEES

PERSONALITY.

Once the levels of Employee personality are identified, it would be possible for

the management to take the necessary action to improve in getting highly

sophisticated products.

Since employees are considered as backbone of the Company, their progression

will lead to the success of the Company in the long run.and it mainly improve

employees intraction among the management to raise their standard of livings in

the society


CHAPTER – II

REVIEW OF LITERATURE

3.1. PERSONALITY

Personality is what makes a person a unique person, and it is recognizable soon after

birth. A employees's personality has several components: temperament, environment, and

character. Temperament is the set of genetically determined traits that determine the child's

approach to the world and how the child learns about the world. There are no genes that specify

personality traits, but some genes do control the development of the nervous system, which in turn

controls behavior.

3.2. PERSONALITY TEST

Personality tests are developed for a range of different purposes, but few have ever been

specifically designed to identify people for company. Consequently, psychologists have faced a

range of problems when trying to interpret these tests in a selection environment.

The most challenging is motivational distortion, the desire of job applicants to present

themselves in the most favourable, or unfavourable1 light. This limitation, affects both the

questions included in many personality questionnaires and the conscious, or unconscious, response

bias of the examinee.

While motivational distortion scales have been introduced into many test profiles to give a

measure of the reliability of the results, they cannot eliminate the bias itself.

Additionally, there is the problem of the application of the results. Personality tests have

to be interpreted, if the person making the interpretation has limited experience of the test, or the

applicability of the test results for the occupation being selected for, then the results are unlikely to

enhance the selection decision.


Finally, traditional personality tests are not designed to predict future behaviour in

extreme environments. While such tests may be used to predict how an individual might respond

in a relatively benign situation, many researchers now believe that the relationship between an

individual‟s personality and the situation actually determines future behaviour. Self-report scales

rarely take into account situational factors, or the constellation of mediating and moderating

variables that operate on this relationship..

Despite the problems, interest in personality and its relevance to the selection process has

never wavered. When an individual sits down for an company psychological interview aspects of

their personality still assume primary importance. Largely this occurs in terms of interview

behaviour and descriptions of previous behaviour provided by the interviewee.

A brief personality screening tool is administered to every applicant, but the results are used

as an interview prompt rather than a selection tool. This use of testing may the lack the empirical

objectivity of a score on a test, nevertheless, the selection interview appears to have greater „face

validity‟ for both the applicant and the assessor, and hence this process remains the primary source

of personality appraisal in the NATURAL CAPSULE LIMITED.

3.3. According to “Leonard D. Goodstein1 and Richard I.Lanyon.Arizona state university,.USA

Our review of the relevant research literature in the recent past strongly supports the view that

personality assessment has high utility in the workplace. We review the evidence that personality

assessment measures, especially those based upon the Big Five factors of personality, can effectively

predict job performance and thus can be used for personnel selection.

The validity of integrity testing in predicting counter productivity on the job has been

demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle)

measures of personality. We also found good evidence of validity for measures of (supervisory)

management and (transformational) leadership, a complex field which includes a number of

multidimensional instruments each built around its own theory.

Finally, we review the empirical literature that supports the use of assessment centers and the

use of personality assessment in EMPLOYEES


3.4 .According to”Van Eerde, W. (2004). the Big Five Model of personality,washington, DC:

American Psychological Association”

I focus on the self-management of employees with regard to how they use their

skills. The role of time in research on behavior at work has been under emphasized. This is surprising

in light of the role that skills plays in the lives of individuals in our society heavily regulated by clock

time. In fact, deadlines play an overwhelmingly important role in many lives of individuals. More

sophisticated information systems will speed up many more processes at work in the future, as

organizations .Continue to use the speed of their output as an important means to compete. I think that

the personality of employees needs to be studied much more than it has been up until now.

3.5. According to”Kathryn L.W. Heinze Northwestern University., December 5, 2005 “

Employees personality are more likely to pursue job involvment in organizations with more

responsible .Although social responsibility can make corporations more attractive, we need a better

understanding of how individual characteristics or dispositions of Employees personality increase the

likelihood that jobs are favored in corporations that are sociably responsible.

In particular, due to the impassioned debate surrounding corporate responsibility (Boal &

Perry, 1985), what is the role of individual emotion when considering employment options? This

question has implications for corporations, in terms of recruitment and organizational objectives, and

subsequently for society as a whole.

3.6. According to”R. B. Cialdini .,Department of Psychology,Arizona State University,”

we review the literature on impression management to determine if there are substantial

gender differences in the employment of impression management tactics in organizational contexts.

Based on a social roles theory perspective (Eagly, 1987), we examined use of impression

management tactics in organizational settings for gender differences in behavior.

We expected that men and women would generally report usingimpression management

tactics consistent with gender role expectations and that this might not be advantageous to women in

the corporate world. Our review of the literature

supported our expectations. We conclude with implications of these findings for an enriched

understanding of organizational behavior.

3.7. According to”Myriam N. Bechtoldt and Bernard A. Nijstad, University of Amsterdam,

Department ofPsychology, the Netherlands”


In surface-level (demographic) diversity, and then move on to consider the literature on deep-

level (personality) diversity.Surface-level diversity may be equated with visible differences among

group members in terms of demographic characteristics like age, sex, and ethnicity (Milliken & Martens,

1996; Harrison et al., 2002; Riordan, 2000). In general, people feel more comfortable with others perceived

to be similar to the self because similarity in itself is rewarding (Berscheid, 1985, Byrne, 1971; Lazarsfeld

& Merton, 1964):

“A careful review of the theory and empirical research on diversity and group

process and performance suggests the impact of the changing demography of the workforce may not be as

positive as many would like to believe” (O’Reilly et al., 1998, p. 184). Demographic, surface-level

diversity undetermines group creativity and innovation because it undermines, in general, group cohesion

and thereby the processes and performance requiring high levels of cohesiveness (Nahapiet &Ghoshal,

1998).

Theoretical assumptions in what ways deep-level diversity should be related toinnovation need

to be divided into those focusing on differences among group members in abilities, knowledge and skills

(cognitive diversity) and those attending to differences in personality

CHAPTER-III

OBJECTIVES

The study is helps to you assess the employees knowledge,

The study is helps to you asses the employees beliefs,

The study is helps to you asses the employees feelings,


Which allows to assess the employees actions in regard to a wide range of personal

skills, abilities, and interests.

The assessments are graded, that exercises that generate individual personality in

the organization.

CHAPTER – IV

RESEARCH METHODOLOGY

4.1 RESEARCH DESIGN

The research design which was selected was narrative one. It narrates the whole research

in a simple manner.

4.2 TYPES OF DATA COLLECTED

Primary Data


Questionnaires are prepared and interview was conducted. Most of the questions are

consist of multiple choices. The questionnaires were conducted in English as well as in Tamil.

Generally 33 questions are prepared and asked to the employees of the ACT Plastic Private Ltd.,

Puducherry.

Secondary Data

Secondary data was collected from Internets, various books, Journals, and Company

Records.

4.3 QUESTIONNAIRE CONSTRUCTION

In this Questionnaire Constructed on the basis of two types. There are Multiple choice

and close ended ( Yes/ No) Questions.

4.4 DEFINING THE POPULATIONS

The Population or Universe can be Finite or infinite. The population is said to be finite if it

consist of a fixed number of elements so that it is possible to enumerate it in its totality. So In this

projects consist of finite population.

4.5 SAMPLE SIZE

About 50 sample are taken in NATURAL CAPSULES LIMITED

4.6 FIELD WORK

The field works is done in NATURAL CAPSULES LIMITED, PONDICHERRY

4.7 PERIOD OF SURVEY

The period of survey is from August to September, 2007.

4.8 DESCRIPTION OF STATISTICAL TOOLS USED

Percentage method

Chi-square test

Weighted average

4.8.1 PERCENTAGE METHOD:

In this project Percentage method test was used. The following are the formula

No of Respondent


Percentage of Respondent = x 100

Total no. of Respondents

4. 8.2 CHI-SQUARE ANALYSIS:

In this project chi-square test was used. This is an analysis of technique which analyzed the

stated data in the project. It analysis the assumed data and calculated in the study. The Chi-square test

is an important test amongst the several tests of significant developed by statistical. Chi-square,

symbolically written as x2 (Pronounce as Ki-Spare), is a statistical measure used in the context of

sampling analysis for comparing a variance to a theoretical variance.

Formula

(O-E) 2

2 =

E

O = Observed frequency

E = Expected frequency

4.8.3 WEIGHTED AVERAGE METHOD

Weighted average can be defined as an average whose component items are multiplied by

certain values (weights) and the aggregate of the products are divided by the total of weights.

One of the limitations of simple arithmetic mean is that it gives equal importance to all the

items of the distribution.

In certain cases relative importance of all the items in the distribution is not the same. Where

the importance of the items varies.

It is essential to allocate weight applied but may vary in different cases. Thus weightage is a

number standing for the relative importance of the items.

4.8.4 SIMPLE CORRELATION:


In probability theory and statistics, correlation, also called correlation coefficient, indicates

the strength and direction of a linear relationship between two random variables. In general statistical

usage, correlation or co-relation refers to the departure of two variables from independence.

Formula:

r = Σ(X-Xi) (Y-Yi)

√Σ(X-Xi) 2 Σ(Y-Yi) 2

Where

X- Reason for repurchase

Y-Preference of respondent

CHAPTER – V

DATA ANALYSIS AND INTERPRETATION

5.1 ANALYSIS USING PERCENTAGE METHOD

TABLE: 5.1.1

QUALIFICATION OF THE EMPLOYEES

QUALIFICATION

S. NO QUALIFICATION

NO OF RESPONDENTS

PERCENT

1 B.A 6 12.0

2 B.B.A 1 2.0

3 B.COM 3 6.0

4 B.S.C 4 8.0

5 D.M,E 1 2.0

6 EIGHT 1 2.0

7 I.T.I 16 32.0

8 M.A 2 4.0

9 M.C.A 2 4.0

10 MATRIC 1 2.0

11 SEVENTH 1 2.0

12 TENTH 7 14.0

13 TWELTH 5 10.0

14 Total 50 100.0

Source: Primary Data

Inference: The above table infers that 32 percent belongs to the I.T.I, 14 percent belongs to the

tenth, 12 percent belongs to the B.A and 10 percent belongs to the twelth

http://en.wikipedia.org/wiki/Probability_theory

http://en.wikipedia.org/wiki/Statistics

http://en.wikipedia.org/wiki/Random_variables


CHART: 5.1.1

QUALIFICATION

QUALIFICATION

TWELTH

TENTH

SEVENTH

MATRIC

M.C.A

M.A

I.T.I

EIGHT

D.M,E

B.S.C

B.COM

B.B.A

B.A

Fre

qu

en

cy

20

10

0

TABLE 5.1.2

EXPERIENCE OF THE RESPONDENTS

EXPERIENCE

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1 1-5 31 62.0

2 6-10 6 12.0

3 11-15 5 10.0

4 ABOVE 16 8 16.0

TOTAL 50 100.0


Inference:

Above table states that 62% of the respondents having 1 – 5 year

Experience, 12% are respondents having above 16years experience, 12% employee are 6-

11yrears experience.

CHART 5.1.2


EXPERIENCE

EXPERIENCE

ABOVE 1611-156-101-5

Fre

qu

en

cy

40

30

20

10

0

TABLE: 5.1.3

PERSONALITY OF THE RESPONDENTS

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1

EXTRAVERSION

16

32.0

2

AGREEABLENESS

10

20.0

3

CONSCIENTIOUSNESS

3

6.0

4

EMOTIONAL STABILITY

3

6.0

5

OPENNESS TO EXPERIENCE

18

36.0

TOTAL

50

100.0


Inference: From the Table shows that out of 50 employees, 36 % of the respondents of them are

openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are

agreeableness personality.

CHART: 5.1.3


PERSONALITY

PERSONALITY

OPENNESS TO EXPERIEN

EMOTIONAL STABILITY

CONSCIENTIOUSNESS

AGREEABLENESS

EXTRAVERSION

Fre

qu

en

cy

20

10

0

TABLE: 5.1.4

JOB INVOLVEMENT OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1

STRONG

INVOLVEMENT

37

74.0

2

INVOLVEMENT

13

26.0

TOTAL

50

100.0


Inference:

From the above table it is inferred that out of 50 employees, 74% of the Respondents

are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them

feels poor and average.

CHART: 5.1.4


JOB INVOLVEMENT

JOB INVOLVEMENT

INVOLVEMENTSTRONG INVOLVEMENT

Fre

qu

en

cy

40

30

20

10

0

TABLE: 5.15

JOB SATISFACTION

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1

SATISFIED

32

64.0

2

HIGHLY SATISFIED

10

20.0

3

DISSATISFIED

5

10.0

4

HIGHLY

DISSATISFIED

3

6.0

TOTAL

50

100.0


Inference:

The table shows that out of 50 employees,64 % of the employees are satisfied in jobs. 29%

of the employee are higly satisfied, 10 % of the employees are dissatisfied in their jobs:

CHART:5.1.5


JOB SATISFACTION

JOB SATISFACTION

HIGHLY DISSATISFIED

DISSATISFIED

HIGHLY SATISFIED

SATISFIED

Fre

qu

en

cy

40

30

20

10

0

TABLE: 5.1.6

JOB ATTITUDES OF THE RESPONDENTS

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1

POSITIVE

50

100.0


Inference:

The above table show that 100 % of the employees having job attitudes and there is zero %

negative attitudes in employees towards job

CHART: 5.1.6


JOB ATTITUDES

JOB ATTITUDES

POSITIVE

Fre

qu

en

cy

60

50

40

30

20

10

0

TABLE: 5.1.7

JOB MOTIVATES

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1 GROWTH NEEDS

38

76.0

2 RELATEDNESS

NEEDS

7

14.0

3 EXISTENCE

NEEDS

5

10.0

TOTAL

50

100.0


Inference:

Above table states that out of 50 respondent, 76% of the employees motivates towards

growth needs,14% of the respondents motivates towards relatedness needs of personality

CHART 5.1.7


JOB MOTIVATES

JOB MOTIVATES

EXISTENCE NEEDS

RELATEDNESS NEEDS

GROWTH NEEDS

Fre

qu

en

cy

40

30

20

10

0

.

TABLE: 51.8

DECISION- MAKING

S.NO OPTIONS NO OF RESPONDENTS

PERCENT

1 RATIONAL 50 100.0


Inference:

The Above table states that out of 50 of employees, 100 % the respondent‟s decision making

style was rational in their jobs

CHART: 6.1.8


DECISION- MAKING

DECISION- MAKING

RATIONAL

Fre

qu

en

cy

60

50

40

30

20

10

0

TABLE: 51.9

FACTOR GIVES SATISFACTION OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1 PAY

4

8.0

2

CO-WORKER COORDINATION

18

36.0

3 PROMOTION

5

10.0

4

REWARDS AND INCENTIVES

16

32.0

5 JOB SECURITY

7

14.0


TOTAL

50

100.0


Inference:

Above table states out of 50 employees, 36% of the employees are satisfied by co-workers

co ordinations, 32% of the respondents are satisfied by rewards and incentives

CHART: 5.1.9

FACTOR GIVES SATISFACTION

FACTOR GIVES SATISFACTION

JOB SECURITY

REWARDS AND INCENTIV

PROMOTION

CO-WORKER COORDINATI

PAY

Fre

qu

en

cy

20

10

0

TABEL: 5.1.10

ETHICAL RATE OF THE RESPONDENTS

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1 LOW

2

4.0

2 MEDIUM

22

44.0

3

HIGH

26

52.0

TOTAL

50

100.0



Inference:

Above table states out of 50 employees, 52 % of the employees ethical rate is high, 44% of

the employees ethical rate is medium

CHART: 5.1.10

ETHICAL RATE

ETHICAL RATE

HIGHMEDIUMLOW

Fre

qu

en

cy

30

20

10

0

TABLE: 5.1.11

COMMUNICATION STYLE OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1

DOMINANT

2

4.0

2

DRAMATIC

1

2.0

3

ATTRACTIVE

3

6.0

4

FRIENDLY

32

64.0

5

RELAXED

12

24.0

TOTAL

50

100.0



Inference: Above table states out of 50 employees, 64% of the employees communication are in

friendly manner, 24% of the employees communication are in relaxed manner,

CHART: 5.1.11

COMMUNICATION STYLE

COMMUNICATION STYLE

RELAXEDFRIENDLYATTRACTIVEDRAMATICDOMINANT

Fre

qu

en

cy

40

30

20

10

0

TABLE: 5.1.12

PERSONAL PLANNINGS OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1

EXCELLENT

16

32.0

2

GOOD

33

66.0

3

FAIR

1

2.0

TOTAL

50

100.0



Inference:

Above table shows that out of 50 employees , 66% of the employees personal planning are

good, 32 % of the employees personal planning are excellent

CHART: 5.1.12

PERSONAL PLANNING

PERSONAL PLANNING

FAIRGOODEXCELLENT

Fre

qu

en

cy

40

30

20

10

0

TABLE: 5.1.13

JOB RESPONSIBILITY OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1

EXCELLENT

31

62.0

2

GOOD

19

38.0

TOTAL

50

100.0


Inference:

Above table shows that out of 50 respondents, 62% of the employees job responsibility are

good, 38 % of the employees job responsibility are excellent

CHART: 5.1.13


JOB RESPONSIBILITY

JOB RESPONSIBILITY

GOODEXCELLENT

Fre

qu

en

cy

40

30

20

10

0

CHART: 5.1.14

LISTENING SKILLS

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1

EXCELLENT

16

32.0

2

GOOD

33

66.0

3

FAIR

1

2.0

TOTAL

50

100.0


Inference:


Above table shows that out of 50 respondents, 33% of the employees listening skills are

good, 16 % of the employees listening skills are excellent

CHART: 5.1.14

LISTENING SKILLS

LISTENING SKILLS

FAIRGOODEXCELLENT

Fre

qu

en

cy

40

30

20

10

0

CHART: 5.1.15

MENTAL EFFORT

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1

EXCELLENT

14

28.0

2

GOOD

36

72.0

TOTAL

50

100.0


Inference:


Above table shows that out of 50 respondents, 36% of the employees mental effort is good,

14 % of the employees mental efforts are excellent

CHART: 5.1.15

MENTAL EFFORT

MENTAL EFFORT

GOODEXCELLENT

Fre

qu

en

cy

40

30

20

10

0

TABLE: 6.1.16

JOB FLEXIBILITY OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1

YES

31

62.0

2

NO

19

38.0

TOTAL

50

100.0


Inference:

Above table shows that out of 50 respondents, 62% of the employee‟s job flexibility is good,

38 % of the employee‟s job flexibility is excellent

CHART: 6.1.16


JOB FLEXIBILITY

JOB FLEXIBILITY

NOYES

Fre

qu

en

cy

40

30

20

10

0

TABLE: 5.1.17

COMMITED TO ORGANISATION OF THE RESPONDENTS

S.NO

OPTIONS

NO OF

RESPONDENTS

PERCENT

1

YES

49

98.0

2

NO

1

2.0

TOTAL

50

100.0


Inference:

Above table shows that out of 50 respondents, 98% of the employees are committed to

organisation, 2 % of the employees are not committed organisations


CHART: 5.1.17

COMMITED TO ORGANISATION

COMMITED TO ORGANISATION

NOYES

Fre

qu

en

cy

60

50

40

30

20

10

0

5.2 WEIGHTED AVERAGE METHOD

The respondents are asked about the Maintenance skill in the organization. Their skills are calculated

below.

TABLE No: 5.2.1

S.n Maintenance Skill EXCELLENT GOOD FAIR

1 Personal planning 16 33 1


2 Listening skills 16 33 1

3 Giving feedback 20 29 1

4 Building a team 19 30 1

5 Leading a team 19 29 2

6

Relationship with others 14 35

11

7 Mental effort 14 36 0

8 responsibility 31 19 0

Source: Primary data

Formula:

Weighted average = ΣWX

ΣX

TABLE No: 5.2.2

Point Weight age 3 2 1 0 0 0

S.n Maintenance Skill EXCELLENT GOOD FAIR Total Avg. Rank

1 Personal planning 48 66 1 115 2.3 6

2 Listening skills 48 66 1 115 2.3 5

3 Giving feedback 60 58 1 119 2.38 3

4 Building a team 57 66 1 124 2.48 2

5 Leading a team 57 58 2 117 2.34 4

6

Relationship with

others

42 70 1 113 2.26 8


7 Mental effort 42 72 0 114 2.28 7

8 responsibility 93 38 0 131 2.62 1

Inference: Form the above mentioned calculation; the employees are having more responsibility in

organisations , building skills, leading a team, giving a feed back to organisations shows their attitudes

of personalities are good respectively.,,,

5.3. ANALYSIS BY CORRELATION BETWEEN REASON FOR LISTENING SKILLSAND

MENTAL EFFORT

Factors

Preference

For

listening

skills

X

Preference

For

Mental

effort

Y

X-Xi Y-Yi (X-Xi)x(Y-Yi) (X-Xi)2 (Y-Yi)2

Excellent 16 14 -0.67 -2.67 1.7889 0.4489 3.2201

Good 33 36 16.33 19.33 315.6589 266.6689 373.6479

Fair 1 0 -15.67 -16.67 261.2189 245.5489 277.8889

Total 50 50 0 0 578.6667 512.6667 654.7379

Xi =50/3 =16.66

Yi =50/5 =16.66


Formula:

r = Σ(X-Xi) (Y-Yi)

√Σ(X-Xi) 2 Σ(Y-Yi) 2

Calculation:

r = 578.6667/ 599.3637 =0.965

r = 0.965

INFERENCE:

The value of r is 0.965. It indicates that there is a high, prefect correlation between two

variables "Preference for listening skills and mental effort". This provides a basis to consider some

functional relationship between them.

CHAPTER – VI

FINDINGS OF THE STUDY, SUGGESSTION AND RECOMMENDATION

6.1 FINDINGS OF STUDY

32 percent belongs to the I.T.I, 14 percent belongs to the tenth,12 percent belongs to the

B.A and 10 percent belongs to the twelth

62% of the respondents having 1 – 5 year Experience, 12% are respondents having

above 16years experience, 12% employee are 6-11yrears experience.

36 % of the respondents of them are openness to experience. 32% of the respondents

are extraversions personality,. 20% of respondents are agreeableness personality

74% of the respondents are strong involvement in jobs. Reaming 26 % of the people feels

involvement in jobs. None of them feels poor and average.


64 % of the employees are satisfied in jobs. 29% of the employee are higly satisfied, 10

% of the employees are dissatisfied in their jobs

100 % of the employees having job attitudes and there is zero % negative attitudes in

employees towards job

76% of the employees motivates towards growth needs,14% of the respondents motivates

towards relatedness needs of personality

100 % the respondents decision making style was rational in their jobs

36% of the employees are satisfied by co-workers co ordinations ,32% of the

respondents are satisfied by rewards and incentives

52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium

64% of the employees communication are in friendly manner , 24% of the employees

communication are in relaxed manner ,

66% of the employees personal planning are good, , 32 % of the employees personal

planning are excellent

62% of the employees job responsibility are good, , 38 % of the employees job

responsibility are excellent

62% of the employees job flexibility are good, 38 % of the employees job flexibility are

excellent

98% of the employees are committed to organisation, 2 % of the employees are not

committed organisations

6.2. SUGGESTIONS & RECOMMENDATIONS

The wrkers are not known how to develop our personality on the basis of participating

personality development programs and various self- development programs

Management will conduct any personality development programs means its helps to

develop the workers personality. If the workers once developed their personality means

the work performance will be improved. So the management will provide the above things

means the management will attain their goals easily.

The most of the employees are wanted to entrepreneur. So the management should

conduct any career development programs so that it will helps the employees career to

develop them to be an entrepreneur.

In this study assessing the employees knowledge, beliefs, feelings, wide range of personal

skills, abilities, and interests of their participation in the organisation goal.


In the company the employees attitude is depends on the superior recognition based. So

the superior have to recognize the employees personality to raise their standard in good

manner.

Some of the employees are not interested to involving in job so management have to

interact with the employees and recognize their work ability and to motivates the

employees to achieve the organisation goals

CHAPTER – VII

CONCLUSION

Employees Personality is a description of consistent emotional, thought, and behavior

patterns in a person. The several theoretical perspectives on personality involve different ideas

about the relationship between personality and other psychological constructs as well as different

ideas about the way personality doesn't develop

The study has been conducted at NATURAL CAPSULE LIMITED. The company has

become a leading in manufacturing capsule shells company in India.

The researcher has conducted the study for 30 days. A survey was conducted with 50

respondents in the company by using questionnaire to collect the information‟s from the

respondents. After gathering the information‟s, the researcher has analysis the data by interpreting

the various tools. Based on the analysis, the researcher has given some suggestions to the

management to develop their employees Personality. If the employees will improve their

personality means the company discipline will be good in future and also they can easily achieve

their goals.


CHAPTER – VIII

8.1 LIMITATIONS OF THE STUDY

1. Due to lack of time, unable to collect more information from the Employees.

2. Some employees may afraid to give information‟s.

3. Illiterate employees are also given information‟s.

4. Some information‟s may be biased.

5. As the study size is small, it may not actually represent the whole employees in the

organization.

6. Human error is Subjective

7. Time factors is limited

8. The whole population cannot be studied due to Selection of limited Samples


8.2 SCOPE FOR THE FURTHER STUDY

The project throws light on the need for different attitudes of personality among the employees in

the organization.

The project was developed based on employees Skills towards the management.

It will be helpful for the Management to identify the Weakness and the necessity of Suitable

training to the employees in their Skills area.

This project can be base for the students who are doing the project in the related area.


APPENDICES

ANNEXURE-1

QUESTIONNAIRE

A STUDY ON EMPLOYEES PERSONALITYIN NATURAL CAPSULES LIMITED,

PUDUCHERRY

Employee Name : ………………………………… …………

Qualification : …………………………………

1) Age

a. 25 and below b. 26-35

c. 36-45 d. 46and above

2) Sex

a. Male b. Female

3) Marital status

a. Single b. Married

4) Experience

a. less than 5 years b. 6-10 years

c. 11-15 years d. 16 and above

5) What's your Basic Personality?

a .Extraversion b. Agreeableness

c. Conscientiousness d. Emotional Stability

e. Openness to Experience

6) What is your opinion on Involvement in your Job?

a. Strong involvement b. Involvement


c. undecided e. No involvement

7) Mention your level of Job satisfaction?

a. Satisfied b. Highly Satisfied

c. Dissatisfied d. Highly Dissatisfied

8) What is your Attitude towards Achievement?

a. Positive b. Negative

9) What Motivates you?

a. Growth needs b. Relatedness need

c. Existence needs

10) What's your Decision-Making Style?

a. Rational b. Irrational

11) What's your Leadership Style?

a. People Oriented b. Task Oriented

12) Which of the following factor gives your job satisfaction?

a. Pay b.Coworker coordination

c. Promotion d. Rewards & incentives

e. Job security

13) What is your ethical rate?

a. Low b. Medium

c. High

14) What's your Face-to-Face Communication Style?

a. Dominant b. Dramatic

c. Attractive d. Friendly

e. Relaxed


15) Please rate the following factors:

16) Please answer the following questions:

Questions Yes No

1) Are you flexible in your job?

2) Do you want to become an entrepreneur?

3) Have you committed to your organization?

4) Do you want job enrichment?

5) If your life is stressful?

6) Are you an productive worker?

factors Excellent Good Fair Poor

a. Personal planning

b. Listening skill

c. Giving feed back

d. Building a team

e. Leading a team

f. Relations ship with others

g. Mental Effort

h. Responsibility


ANNEXURE-2

BIBILIOGRAPHY

BOOKS:

[1.] Fred luthans, “Organisational behavior” Tata McGraw-hill publishing Company

New Delhi.

[2.] Stephens .p.robbins “Organisational behavior”-Personality,Tata McGraw-hill publishing

company New Delhi.

[3.] Kothari, C.R “Research Methodology - Methods & Techniques” Publishers- New Age

international (P) Ltd., New Delhi, Second Edition, 2004.

[4.] Gupta, S.P., “Statistical Methods”, Sultan Chand & Sons Publishers, New Delhi,

Thirty Fourth Editions, 2005.

WEBSITES:

[1] www.navigation.com

[2] ww.natural capsules limited.com

[3] ww.managementorg.com

Project Report Personality

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