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INTRODUCTION:

ABOUT THE TOPIC:

The major resources for any production are the 4Ms. They are Men, Material,

Money, and Machine. Among the four, Men are very important that is, employees are the

backbone of any organization.

Human resources are very much essential for the success of any business. In the

beginning stage, while an employee joins the organization generally he will be highly

motivated by himself. He will have lot of eagerness to work and he will be self-motivated.

But after days pass he may lose that sprit and he may be demotivated due to various factors.

In this case the wonderful concept “Morale” comes.

In today’s scenario, it is important for the management to consider human

resources and to motivate them. They shall consider them as valuable and they can give much

importance by giving welfare facilities, bonus and others, which motivates them to work

better, that reflects in the health and wealth of an organization.

The concept of morale is defined as an overall state of groups emotional health,

arousal and enthusiasm. Morale is a composite attitude of various individuals employed by an

organization. It is generated by the group and may be considered as a byproduct of the group.

It must be noted that it is not an average of individual attitudes

Morale is the summation of feeling of employees as a group towards various aspects

of their work, the company, working conditions, fellow workers, supervisors, and so on. if the

attitude of employees towards all these aspects is more positive than negative, the morale of

the group can be said to be high, otherwise it is low. Research studies in India show that high

morale among workers may not be necessarily an indication of high productivity.

Definition of Morale:

The dictionary definition of morale is, “State of mind, especially of persons

associated with some enterprise, with reference to confidence, courage, hope, seal, etc.”

Morale may be defined as the “the total satisfactions as a person derives from his

job, his work-group, his boss, the organization and his environment”. It is also affected by his

personality structure.

The “morale pertains to the general feeling of well-being, satisfaction and

happiness of people”.

Simply explained, Morale refers to a composite of employees “Attitudes, behaviours,

expressions of opinions”, All taken together in their work situations.

The model conceptual view morale is essentially “Social” or “group-oriented”.

High Morale and Low Morale

According to Harrell, ‘high morale’, is defined as “a confident spirit of whole

hearted cooperation in a common effort”.

The individual’s feeling that “he is a part of the whole group”, which is engaged

in a given activity, stimulates him to perform his task energetically with a will, in spite of

great hardship that come his way.it is the important element in “high morale”.

High morale: what it leads to?

A high state of morale, essentially leads to:

i) A willing cooperation on the part of workers,

ii) Loyalty and a sense of belonging in the minds of workers for the organization,

iii) Prompt spotting and resolving conflicts, as they emerge,

iv) More effective communication and

v) Safety and safe work environments.

Low morale: Its diagnostic symptoms

Some studies highlight fact that ‘low morale’, is apparent in many industrial situations

characterized by: high rates of labour turnover, numerous grievances, slowdowns, strikes, and

other evidences of employees’ ill-will and dissatisfaction, with the employers, supervisors

and working conditions.

Important factors that affect morale

1. Work environmental setting

The bringing about of a congenial and healthy climate and a favourable atmosphere in

the work environmental setting is an important factor that counts in affecting morale of the

workers.

2. Managerial style of working

It may be observed that managerial style of working very much suggests and includes

the supervisory style of working too.

3. Organisational structure

How well the workers feel satisfied with conditions and circumstances within an

organization structure, is a big influencing factors affecting workers morale.

When the conditions and circumstances within an organization structure appear to be

favourable , the morale of the workers is said to be high, and when they are unfavourable ,

morale is low.

4. Equipment

Expert studies indicate that faulty equipment old and defective machines, can rightly

be a cause of grievance, absenteeism, and turn over, as a result of low morale, occasioned on

this account

5. Nature of work

The nature of work say repetitive nature of work, loading to lack of interest,

monotony and boredom, also the work load and level of work pressure, to what degree a

worker feels job satisfaction.

How well workers feel satisfied with their salaries, how well workers feel satisfied

with the opportunities provided to them for their advancement.

Methods of measurement of morale

The following methods are, most frequently used for ascertaining the employee attitude:-

1. Observation

2. Interview Method

3. Printed questionnaire for Attitude Surveys

4. Projective Techniques

5. Company Records and Reports

Company Records and Reports of method:

The personnel department collects various information regarding the job and the person

form time to time and keeps and maintains records of them. The investigators analyses the

records and bring out the variations in output, rat of absenteeism, labour turnover and

accident, grievances and complaints and their severity. By analyzing the records, he checks

the extent to which organization is achieving results.

The extent of increase or decrease in profitability, productivity or any other direct

benefits to the enterprise. It is the indirect method of measuring the employee morale.

The above methods of the measurement of the employee morale present only the

tendencies or the attitude of the employee morale. The statistical measurement of morale is

not possible because it relates to the inner feelings of human beings. We can say that morale

is increasing or decreasing but cannot measure how much it decreased or increased.

Projective techniques of method:

These techniques include a series of devices involving the use of written as

well as verbal materials in the measurement of attitudes.

The word -association'. The sentence competition, the short-competition tests

are among such devices, as are also, a series of projective methods which allow the subject to

call upon his literary imagination and to project his feelings and attitudes into the completion

of arguments, the invention of story-plots or the writing of autobiographical materials.

Printed questionnaire for attitude surveys of method:

Under this method, detailed questionnaires are prepared by the organization

with the help of psychologists and distributed among the workers, to be returned duly filled

in by them. The surveyor, then, analyses these questionnaires, and measures the attitude of

the workers. The questions include yes/no, true/false, items, check-lists, also sometimes

provide space for written comments on specific questions. This method is widely used in

measuring the morale of the work force.

Interview method:

Interview may be taken as one of the techniques of measuring morale. The

interviewer calls upon the employee and asks questions, Interview may be of two types-

guided and unguided, Guided interview emphasizes mainly on the questions set out before

hand in consultation with the higher management.

Under this method, the investigators go to the respondent with printed

questionnaires, explaining them the general objects and provide explanation, if asked for.

The interview asks a series of formal questions with simple choice responses,

similar to those included in the printed questionnaire which answered orally.

Under unguided interview, the participants are encouraged to talk freely about what

he thinks about the organization and its people. There are no specific or formal questions.

The interviewer listens to and encourages the employees to take freely with an assurance

that talk will remain secret and confidential. It may be held individually or in groups.

Administrative measures for raising morale:

On the basis of the factors of morale discussed earlier in this lesson, the following

administrative measures can prove conductive to the process of morale-building.

1. Sound wage structure:

The management should make deliberate efforts evolve a wage structure which will

make work satisfying to the workers form the pecuniary (financial) point of view. An ideal

wage structure will provide for systematic procedure for the fixation of just wage rates for

different categories and will provide incentives to encourage greater productivity and more

regular attendance.

2. Security :

The management should consistently follow a personnel policy that will assure

perfect security of income and employment to competent worked. They should be confident

that they will be promptly absorbed in an alternative job even if their services are no longer

required for their present jobs.

Drucker gives the instance of the I.B.M. to show how a feeling of security can be created

among the workers through wise personnel policy based on healthy precedents. If the

worker is under a constant fear of losing his job, he cannot put his should into his work

and cannot work with a high morale.

3. Sound promotion policy:

By pursuing a sound promotion policy the management can create a

feeling among its employees that the concern is on the look-out for ambitious and

talented persons-be they young or old-in the existing staff for the purpose of promotion

to superior position. This awareness of the opportunities for advancement available in the

concern certainly heightens the morale of workers.

4. Installation of grievances procedure:

The management can hope to convince the employees of its impartiality

and fairness through the establishment of a grievance procedure which can be made use

of by an aggrieved party, whosoever the may be.

The grievance procedure should provide for an internal Board of Appeal to attend the

employees' complaints against the decisions of the mangement.

5. Inspiring credos and mottos for workers:

The management can take a positive step towards boosting the morale

by inspiriting the workers through credos and mottos that give them a sense of

importance. In some concerns thus purpose is achieved by organizing exhibitions of

product mainly with the object of giving the workers a feeling of importance and pride

for having taken part in production of quality articles.

6. Keeping the workers well informed:

The management must maintain the channels of communication

through which information of interest to workers can be passed on to them. Some

progressive management provides regular company information courses for this

purpose. Bulletins containing the latest news about working if the concern also be of

great use for this purpose. In India, the Tata’s are reported to be making use of these

methods at their works at Jamshedpur.

7. Suggestion schemes:

To give the workers a sense of recognition and a feeling of participation

in the working of the concern, their suggestions should be invited and they should be

suitably rewarded if they prove advantageous.

8. Employee counseling:

The executives-in-charge of operating units should make it a point to sit

together with the workers and exchange ideas with them as well as listen to their complaints

and grievances. They should make it a practice to utilize such meetings to make suggestions

and give guidance on any practical difficulties faced by the workers at their work.

How managements can help building and improving the morale of their employees.

a) With the high consideration of their employees welfare oriented policies,

b) With the effective communication devices and systems, that is through a good

exchange of ideas, information and knowledge between individuals as they interact

with each other,

c) Through the furnishing of information about the company its background, present

organization, its products, how they are manufactured? Where they go? ,

d) Through information about the company’s policy and procedures, any changes in

the policy that affect the workers and their fellowmen,

e) Through information about any changes in the methods of production,

f) Information in advance about the new products,

g) Through information, as to how their jobs fit into the organizational schemes of

working, and

h) Through information about chances of employees’ advancement, which they are

ever eager to know.

Some very common types of activities on the part of managements though seem to

be very simple, but prove to be really effective in helping build and improve

employees’ morale,

include:

1) Service recognition certificates

2) Company subsidized cafeteria

3) Movies

4) Festive occasion get-togethers and parties

5) Bulletin boards

6) Sports meets

7) Picnics and outings

8) Tournaments

9) Photo and other contests

10) Suggestion system

11) Educational programmes

12) Group health insurance

13) Touring of other plants

14) Company’s housing facilities and cooperative consumers stores

15) Provisions of library and reading rooms

16) In-plant music

17) Rest pauses

18) Grievances should be treated fairly and promptly

19) Promises made must be fulfilled.

The parameters of job satisfaction:

1. Job security

2. Organizational climate

3. Working hours

4. Grievance handling

5. Responsibility & accountability

6. Recognition

7. Transportation facilities

8. Salary & increments

9. Perks

10. Quarters

These are all the parameters to measure the employee satisfaction about the

job.

11. Employee Morale Boosters:

Morale boosters can take the form of recognition, compensation, special perks or

simply terminating employees. Here are 11 low cost morale boosters.

Welcome Ideas:

Employee morale improves when staff feels they are valued. Share and implement

their innovations and ideas.

Keep Score:

Mount a large score board in the office to recognize top performers and to motivate

those on the bottom of the list.

Inspect:

The old management adage, inspect what you expect is true. Companies with a lack

of focus can confuse staff and lead to less morale.

Thank You Notes:

Send a special thank you letter to your staff’s family or spouse, praising their good

work and efforts.

Huddle:

Have a daily morning huddle to highlight tasks for the day and to cheer yesterday’s

wins.

Open Up:

Provide an open forum or one-on-one time to allow employees to express their

concerns and feelings can be an easy means to boost morale.

Have Fun:

Special events and outside work activities can take the pressure off the day-to-day

grind in the office.

Show Charity:

Get your staff involved in a bigger cause to help them see there is more to life than

work.

Add Perks:

Use low cost perks such as a Foosball table in the lunch room.

Fire Staff:

Sometimes the root cause of low employee morale can be a staff member whose

negativity brings down the group. Even a top performer can bring down staff behind your

back.

MeasureIt:

Keep tabs on the levels of morale in your business by regularly measuring employee

satisfaction. The backbone of business success resides in the productivity and output of your

employees.

1.1 INDUSTRY PROFILE

The pharmaceutical industry is the world’s largest industry due to worldwide

revenues of approximately US$2.8 trillion. Pharma industry has seeb major changes in the

recent years that place new demands on payers, providers and manufacturers. Customers now

demand the same choice and convenience from pharma industry that they find in other

segment. Indian Pharmaceutical Industry is poised for high consistent growth over the next

few years, driven by a multitude of factors. Top Indian Companies like Ranbaxy, DRL

CIPLA and Dabur have already established their presence. The pharmaceutical industry is a

knowledge driven industry and is heavily dependent on Research and Development for new

products and growth. However, basic research (discovering new molecules) is a time

consuming and expensive process and is thus, dominated by large global multinationals.

Indian companies have only recently entered the area. The Indian pharmaceutical industry

came into existence in 1901, when Bengal Chemical & Pharmaceutical Company started its

maiden operation in Calcutta. The next few decades saw the pharmaceutical industry moving

through several phases, largely in accordance with government policies. Commencing with

repackaging and preparation of formulations from imported bulk drugs, the Indian industry

has moved on to become a net foreign exchange earner, and has been able to underline its

presence in the global pharmaceutical arena as one of the top 35 drug producers worldwide.

Currently, there are more than 2,400 registered pharmaceutical producers in India. There are

24,000 licensed pharmaceutical companies. Of the 465 bulk drugs used in India,

approximately 425 are manufactured here. India has more drug-manufacturing facilities that

have been approved by the U.S. Food and Drug Administration than any country other than

the US. Indian generics companies supply 84% of the AIDS drugs that Doctors without

Borders uses to treat 60,000 patients in more than 30 countries . However total

pharmaceutical market is as follows:

Category Value Market Share%

Anti-Infective 16.4

Gastrointestinal 10.9

Cardiac 10.3

Respiratory 10.2

Vit./Minerals/Nutrient 9.6

Pain/Analgesics 9.5

Dermatologics 5.4

Gynaecology 5.3

Neuro psychiatry 5.3

Antidiabetics 4.4

Opthologicals 1.7

Others 11.0

Total 100.00

Pharma Marketing Process and its Challenges

While many pharmaceutical companies have successfully deployed a plethora of strategies to

target the various customer types, recent business and customer trends are creating new

challenges and opportunities for increasing profitability. In the pharmaceutical and healthcare

industries, a complex web of decision-makers determines the nature of the transaction

(prescription) for which direct customer of pharma industry (doctor) is responsible.

Essentially, the end-user (patient) consumes a product and pays the cost.

Use of medical representatives for marketing products to physicians and to exert some

influence over others in the hierarchy of decision makers has been a time-tested tradition.

Typically, sales force expense comprises an estimated 15 percent to 20 percent of annual

product revenues, the largest line item on the balance sheet. Despite this other expense, the

industry is still plagued with some very serious strategic and operational level issues.

From organizational perspective the most prominent performance related issues are enlisted

below:

a) .Increased competition and shortened window of opportunity.

b). Low level of customer knowledge (Doctors, Retailers, Wholesalers).

c). Poor customer acquisition, development and retention strategies.

d). Varying customer perception.

e). The number and the quality of medical representatives

d). Very high territory development costs.

f). High training and re-training costs of sales personnel.

g).. Very high attrition rate of the sales personnel.

h). Busy doctors giving less time for sales calls.

i). Poor territory knowledge in terms of business value at medical representative level .

j). Unclear value of prescription from each doctor in the list of each sales person.

k). Unknown value of revenue from each retailer in the territory

l). virtually no mechanism of sales forecasting from field sales level, leading to huge

deviations

m). Absence of analysis on the amount of time invested on profitable and not-so profitable

customers and lack of time-share planning towards developing customer base for future

markets

n). Manual and cumbersome administrative systems and processes designed which don't

facilitate optimal efficiency levels in sales teams

Pharmaceutical Company Business Strategies

What’s the secret behind these successes? For one, the company operates in niche

formulations (chronic) segments such as psychiatry, cardiovascular, gastroentology and

neurology. While most of the top Indian companies have focused on antibiotics and anti–

infectives (acute), Sun Pharma focused on therapeutic areas such as depression, hypertension

and cancer. The company has introduced the entire range of products and has gained

leadership position in each of these areas. Being a specialty company insulates Sun Pharma

from the industry growth. The first quarter results for FY02 explain this to some extent.

While the industry was affected to a large extent by a slowdown in the domestic formulations

market, Sun Pharma logged a growth of 26% in revenues. Over the years Sun has also used

the strategy of acquisitions and mergers to grow quickly. It acquired Knoll Pharma’s bulk

drug facility, Gujarat Lyka Organics, 51.5% in M. J. Pharma, merged TamilNadu Dadha

Pharma & Milmet Labs and acquired Natco’s brands. Post Merger with TamilNadu Dadha

Pharma the company gained presence in gynecology and oncology segments. One of the

constants of pharmaceutical company strategy over the past decade has been increasing scale.

Only by growing larger are companies able to afford the considerable costs of drug

development and distribution.

1.2 COMPANY PROFILE

Company Overview:

TTK- the three letters that stand for quality consumer products at affordable prices. A

reputation built across eight decades. An organization that started out as an indenting agency

and grew to what it is today with path-breaking marketing ideas. Those core values that

created TTK into a force to be reckoned with continue to define the framework of the TTK

Group even today.

Tiruvellore Thattai Krishnamachari better known as TTK gave up law, joining with A R

Doraisami Iyengar who was running a consumer goods firm in Chennai. The firm represented

Levers Brothers. When Iyengar died in 1928, TTK was awarded the Levers Brothers agency.

TT Krishnamachari & Co. was set up in the same year to handle the business and the rest is

history!

Today TTK is a totally integrated manufacturing and marketing Group. While maintaining

leadership in specific product categories in India, the TTK Group reaches out to the world

with its core products - kitchenware, pharmaceuticals, condoms, medical devices, food

products etc.

TTK Healthcare Ltd., a part of the TTK Group was incorporated in 1958 and went public in

1985.

TTK Healthcare is committed to providing customers with innovative "value for money"

solutions and improving their quality of life.

The Company's brand wagon consists of products that are sought after by a wide range of

customers. The Woodward's Gripe Water brand is the market leader in the baby care

category. The Eva range of personal care products (Talc, Deodorant, Skincare) bring together

the gentle touch of nature, backed by TTK's extensive research.

TTK Healthcare has an All India Sales and Distribution network for marketing not only their

own products, but also the KIWI Brand (Shoecare), Brylcreem (Haircare) and Kohinoor and

Durex brands (Contraceptives). The Company also specializes in sales and distribution in

India as a joint venture partner. It has a successful tie up with Sara Lee Household and

Bodycare Pvt. Ltd. and TTK-LIG Ltd. The Company's distribution network comprises of

2800 redistribution stockists who cover both the urban and rural consumers.

TTK Healthcare has three Strategic Business Units

Pharmaceuticals Division

Consumer Products Division

Biomedical Devices Division

TTK Healthcare's Pharmaceuticals Division has many breakthrough herbal and allopathic

formulations, across various therapeutic segments. The range includes calcium supplements,

haematinics, cervical dilators, thrombolytic agents, rejuvenators, multimineral supplements,

liver correctives and pain management products.

Besides being the first Pharmaceutical Company in India to be awarded the ISO certification

by BIS, TTK Healthcare was also the first to launch technology-driven life-saving products

like Urokinase and Dopamine. The Company has also developed medicines like Lactare

based on Ayurveda - the ancient traditional system of medicine.

The Company's products are marketed by a well-trained sales force, who form an ideal

interface between the medical fraternity and the Company's pharmaceutical division. TTK

Healthcare's products are trusted and prescribed by a wide segment of healthcare

professionals in India. Almost 90,000 doctors are met every month by personnel from the

Ethical Products Division(EPD).

The Animal Welfare Division(AWD) caters to the requirements of veterinarians, hatcheries,

poultry farms and dairy farms through a variety of herbal and allopathic formulations. The

division's product range includes feed supplements, liver correctives, calcium and

phosphorous supplements, fertility inducers, anthelmintics, antispasmodic & cervical dilators,

antihistamines, trace minerals & vitamin-A supplements, antibiotics, ectoparasiticide,

cocktail enzymes etc. The AWD has an extensive, well-trained sales force that is in touch

with nearly 9000 Veterinarians across the country, and reaches out to the customer through a

nation-wide network of 450 stockists.

The Consumer Products Division (CPD) markets and distributes Woodward's Gripe Water

- the undisputed market leader in the baby care category - and the recently introduced

Woodward's Baby Soap.

The Division also markets the Eva range of deodorants and talcum powders in a variety of

fragrances such as fresh, doll, dreams, sweet, zing, chic and wow.

Backed by the expertise of TTK's Research, the CPD has introduced many variations in the

packaging and has also forayed into the skincare segment with a new range of moisturizers.

Besides handling the national distribution of Durex and Kohinoor condoms, the Division also

distributes Brylcreem Haircare and Toiletry Products and Kiwi's shoe care range.

The TTK Heart Valve Division manufactures and distributes India's first indigenous heart

valve prosthesis - the tilting-disc TTK Chitra Heart Valve. The only Indian-made heart valve,

it is also the most price-friendly and so far nearly 18,000 Chitra valves have been

successfully implanted in patients. Initially conceived in 1978, the heart valve being a critical

implant, went through the most painstaking development for 12 years at the prestigious Sree

Chitra Tirunal Institute for Medical Sciences and Technology (SCTIMST), Trivandrum, India

- an autonomous institute under the Department of Science and Technology, Government of

India.

The Heart Valve Division also manufactures and markets Clinimesh - a versatile prosthesis

for surgical reconstruction of thoracic and abdominal wall defects, Clinistern - stainless steel

needled suture for sternum closure and Clinipatch - a versatile prosthesis for surgical

reconstruction of septal wall defects.

BOARD OF DIRECTORS:

Mr T T Jagannathan - Chairman

Mr T T Raghunathan - Executive Vice Chairman

Mr R K Tulshan - Director

Dr K R Srimurthy - Director

Mr B N Bhagwat - Director

Mr J Srinivasan- Director

Mr R Srinivasan- Director

Mr K Vaidyanathan – Director

Mr K Shankaran – Director

OUR NETWORKS:

Ahmedabad Ambala Bangalore Bhiwandi

Chandigarh Chennai Cuttack Dehradun

Ernakulam Guwahati Ghaziabad Hubli

Hyderabad Indore Jaipur Kolkata

Lucknow Madurai Meerut Mumbai

Nagpur New Delhi Patna Pune

Raipur Ranchi Siliguri Varanasi

DISTRIBUTION SERVICES:

Ever since its early beginnings as an indenting agency 76 years ago, TTK has been known for

its strong distribution and marketing network. The Group's leading brands owe a great deal to

the well-organized dealer and stockist network that TTK & Co., TTK Prestige and TTK

Healthcare have developed over the years, thereby making the TTK products readily

available in 3,20,000 outlets in India's cities, towns and villages. The Group's distribution

strength includes 10,000 direct dealers stocking its consumer durables and more than 2,800

distributors stocking TTK Healthcare's Consumer Products range.

The Company is continuously on the lookout for Joint Venture and Third Party distribution

opportunities so as to leverage its extensive distribution network.

2.2. REVIEW OF LITERATURE:

Prof. (James & Jonathan, 1984) stress and low morale found that "Stress is experienced by

almost every one of us. The reasons can be numerous ranging from family tensions, problems

at school or anxieties at the workplace. The perception of stress is usually misunderstood

because of its complexity. Stress has been defined in a number of ways. However, the basics

of most of these definitions are the same.

Prof.herpert (1989) employee morale and motivation his study found that the supply chain

managers continue to seek innovative ways to improve efficiency, there are few changes that

would impact the overall supply chain as much as improving employee morale and employee

motivation. While improving employee morale and motivation might be more challenging

during an economic downturn, there remain numerous low-cost avenues available to all

managers. This paper addresses methods for improving employee morale and employee

motivation in order to increase productivity

Pet rick, Joseph A., Manning, George E. (Year: 1990) their study how to manage morale:

Managers can enhance the morale of their subordinates and improve production by assessing

job elements that include the job itself, management practices, and economic rewards.

The areas of improving employee morale include: the sense of importance employee have in

their jobs, including employee attitudes toward their jobs and job importance; management's

concern for employee welfare, including employee attitudes toward management practices

and management fairness; and fairness and individualization of economic rewards, including

attitudes toward economic rewards and wages.

Jacobs, Dorri (1990) their study on Maintaining morale during and after downsizing:

Employee morale may be adversely affected by the layoffs and changes brought about by a

corporate restructuring. Even employees who are not laid off may become demoralized

because they feel insecure about their jobs. Supervisors can help to improve employee morale

in these situations by meeting regularly with the employees and allowing them to express

their feelings. Supervisors should approach the problem in a way that makes the employees

feel that they can control their situations. The supervisors should work to improve

communication in both directions. Supervisors can set the tone in their departments by being

patient and focusing on positive accomplishments.

Employees should be given time to adapt to changes, and the supervisor should make plans

for the periods before, during, and after the transitions.

Prof. (Bruckner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994)

Boosting employee morale after downsizing ,The study found that the "Companies who

downsize through attrition and buyouts, those companies that work to help downsized

employees find new jobs, and companies that are willing to provide outplacement services to

those individuals often end up in positions that are much better than companies that simply

fire workers due to downsizing have a much greater chance of retaining a lot of the loyalty

originally given to them by the workers that survived the downsizing.

(1995 and 2002) in five Russian cities Worker morale in Russia:

In this survey Among the workers participating in our study, expectation receiving a desired

reward contributes to high , with expected monetary rewards having a larger influence than

expected non-monetary rewards, but praise for a job well done and a feeling accomplishment

also contribute positively to morale. There is a significant correlation between positive

attitudes toward work and morale, and a positive correlation between performance

assessment and morale. Demographic characteristics (age and gender) have no discernable

influence on morale when controls are included for work experience.

Prof.dallis Perry Thomas a. Mahoney (2001) In-plant Communications and Employee

Morale:

Research reported an assumption which apparently underlies much of the importance

ascribed to employee communications is that good communications bring about high morale.

One aspect of this assumption is examined in the present article. Measures of employee

knowledge of information given them by their companies were compared with measures of

morale for the same employees. Negligible correlations were found between information and

attitude scores. It is concluded that there is no significant relationship between employees'

attitudes toward the company and their knowledge about the company as measured by tools

used in this study.

Prof.richard belenker (2003) his study found that the employee morale in corporate

America’s great way to help upper-level management discover employee problems is through

an employee satisfaction survey. A well-orchestrated employee survey can lead to high return

rates and help uncover hidden many workplace problems. However in order to receive

helpful information from these surveys they must: (1) establish clear goals and objectives, (2)

ask the right questions the right way, (3) collect data the right way at the right time, and (4)

ensure confidentiality.

The most important thing is that management must take clear follow-up actions. After

reviewing and collecting the data have a group meeting informing the employees on the

findings of the survey, how management intends to go about addressing the issues, ask for

feedback, and implement the necessary changes."

Prof.dale Yoder and Herbert (2006) absenteeism and employee morale their study found that

“Absenteeism due to low morale or job dissatisfaction usually begins with a psychological

withdrawal (Noël et al, 2006). This means that although the employee may be there

physically, their mind is somewhere else. Psychological withdrawal can take many forms. An

employee may display very low levels of job involvement. At this point the employee has

disengaged and no longer considers their work important. There may also be a total

disconnect from the company as a whole. The employee now has a low level of

organizational commitment. When commitment is gone, absenteeism is on the rise.

Morale in an uncertain environment ,This study explains that Johnson Control Interiors is

experiencing significant organizational change, which is directly affecting many of the

processes that occur within the company.

"Previous research has suggested some conclusions about the significance of a survey-based

study used to probe management and issues surrounding downsizing, poor morale, change in

the organizational environment, and job insecurity. The reality is that no amount of original

research occurs in an academic vacuum. These previous studies contributed to this study by

delineating known areas of questioning, as well as emphasizing the importance of the issues

and providing outlined research and results."

Reference:

Author: Patrick, Joseph A., Manning, George E.

Publisher: Crain Communications, Inc.

Publication Name: Personnel Journal.

Subject: Human resources and labor relations

ISSN: 0031-5745

Year: 1990

Author: Jacobs, Dorri

Publisher: American Management Association

Publication Name: Management Solutions

Subject: Human resources and labor relations

ISSN: 0889-0226

Year: 1988

2.1. OBJECTIVES

The researcher had framed the following are the objectives of the study.

To study the functions and Structure of the Organization.

To analyze the employees morale in this organization.

To analyze the working environment facilities of the 0rganization.

3.2. SCOPE OF THE STUDY

The quest for social security and freedom for want and distress had been the

consistent urge of man through the ages. This urge has assumed several forms according to

the needs of the people and their level of social consciousness. So the employees’ morale

played a major role.

From the above background, it has been decided to understand the employees’ morale

which was the most important to the employees. Moreover the study is also helpful to know

as to how the employees morale were beneficial to both the employees and employers and

to what extend the employees were agree with the benefits under social legislative too.

1. This study helps the organization to know more about the opinion of the employees

regarding the morale in the organization.

2. This study helps to know the morale of the employees in each department of the

organization.

3.1 RESEARCH METHODOLOGY

The methodology of research indicates the general pattern of organizing the procedure

for gathering valid and reliable date for the purpose of investigation the methodology of this

study includes the description of research design sample size sampling technique

development and description of the analytical tool dated collection procedure and method of

analysis.

The validity of a research depends on the systematic method of calculating the data

and analyzing them in a sequential order. In the present study extensive uses of both primary

and secondary data were calculated systematically.

For collecting primary data a interview schedule and questionnaire method was used in the

study. The Level of morale of the respondents in the study area more collected from 80

sample respondent for their people a well structured questioner was used and necessary data

were collective.

Research Design:-

The research design is purely the framework or plans for a study that guides the

collection and analysis of data.

It is a strategy specifying which approach will be used or gathering and analyzing the

data.

The research design used here is Descriptive research.

Types of data collection:

Primary data:

The primary data is collected using questionnaire and direct interview method.

Secondary data:

The secondary data was collected from the books and websites

Type of sampling:

The type of sampling used probability sampling.

Sampling Technique:

The sampling technique is Simple Random Sampling

Sampling Size:

The sampling size is 80respondents

Tools for analysis:

Percentage analysis and weighted average method used for analysis

Period of Study:

The researcher done this study from June 2010 to July 2010

Tools used for Data Analysis:

Percentage Analysis:

No. of respondents

Percentage (%) = × 100

Total respondents

Weighted Average Method:

XW = ∑XW / ∑W

XW = Weighted Average Method.

X = Variable values

W = Weight attached to the Variable X.

Chi – Square test:

∑ (Oij – Eij)2

χ2 =

Eij

i - Row

j - Column

O - Observed frequency

E - Expected frequency

RT × CT

Expected frequency =

n

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

LIMITATIONS OF THE STUDY

1. The respondent’s responses to the questions might be based due to fear towards the

management.

ANNEXURE

QUESTIONNAIRE

A STUDY ON EMPLOYEES’ MORALE IN TTK HEALTHCARE

PRIVATE LIMITED CHENNAI

I GENERAL PROFILE

1. Name :

2. Age : a) Below 25 b) 26-35 c) 36-45 d) above 45

3. Gender : a) Male b) Female

4. Marital Status : a) Married b) Unmarried

5. Educational qualification: a) SSLC b) HSC c) Under Graduate

d) Postgraduate E) Others

6. Monthly income : a) Below4000 b) 4001-8000 c) 8001-12000

d) Above12001

7. How long you have been working here?

a) Below 6 months b)1-3yrs c) 3-5yrs d) Above5yrs

II MORALE OF THE RESPONDENTS

8. How satisfied are you with the present job?

a) Highly satisfied b) satisfied c) neither satisfied nor dissatisfied

d) dissatisfied e) Highly dissatisfied

9. Your level of satisfaction with benefits given by the organizations.



10. What do you feel about your working environment facilities provided by the

management?

a) Excellent b) Good c) Fair d) Bad e) Worst

11. How do you feel about your relationship with your superiors and co-

workers?



12. Do you have the independence to express your views or ideas to superiors?

a) Strongly agree b) agree c) no opinion d) disagree e) Strongly disagree

13. The policies and administration practices followed by the company was?


14. How do you feel about your workload given by the company?


15. What you feel about your leave facilities provided by the management?



16. My job is challenging enough?


17. Does the job provide opportunities to update your knowledge and skills?


18. How do you feel about the company performance appraisal system?



19. Does the company take your suggestion for the improvement of the

company?


20. Your opinion about the incentives, increment and bonus given by the company?


d) dissatisfied e) Highly dissatisfied.

21. The medical facilities provided by the company?


22. The safety measures followed by the company were?


23. Are you comfortable with the welfare facilities provide by the company?


24. Incase if you get the chance to work for another company? Do you shift?

a) Yes b) No

ttk

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