CHAPTER I INTRODUCTION

EMPLOYEE PERCEPTION:
Perception is the cognitive process. In terms of S-O-B-C model, discussed in chapter 4, perception is the cognitive process which involves the (organism) selecting, organizing and interpreting the S (stimulus). Thus, perception is the process of selecting, organizing, and interpreting or attaching meaning to the events happening in the environment. Robbins has defined perception as follows.

PERCEPTION:
Perception may be defined as a process by which individuals organizes and interpret their sensory impression in order to give meaning to their environment. Based on the definition of perception, we may identify its following features. 1. Perception is the intellectual process through which a person selects the data from the environment, organizes it, and obtains meaning from it. The physical process of obtaining data from environment, known as sensation, is distinct from it. 2. Perception is the basic cognitive or psychological process. The manner in which a person perceives the environment affects his behavior. Thus, peoples actions, emotions, though us, or feelings are triggered by the perception of their surroundings.

PERCEPTUAL INPUTS:
Strictly speaking, a perceptual input in the form of stimuli is not the part of actual perception processes though these are necessary for the occurrence of perception. Stimuli may be in the form of objects, events, or people. Thus, everything in the setting where events occur, or which contribute to the occurrence of events, can be termed as perceptual inputs. Further, the 1

characteristics of stimuli are important as these affect the extent to which the perceiver is attracted to these which affects the selection of stimuli for perception along with other variables affecting selection of stimuli like perceivers characteristics and situational variables. When the perceiver interacts with a stimulus, sensation takes place which, we have seen earlier, starts perception process.

PERCEPTUAL SELECTIVITY:
While discussing the perception process, we have mentioned that perception is a selective process and as the people can sense only limited amount of information in the environment, they are characteristically selective. By selection, certain aspects of stimuli are screened out and others are admitted. Those which are admitted remain in the awareness of the people and those which are screened out fall below the threshold. For example, when people read a newspaper, they do not read the entire newspaper but only those which interest them. Similar things happen in other cases too. This is known as perceptual selectivity.

INTERPERSONAL PERCEPTION:

The above discussion of perceptual selectivity and perceptual organization holds true for any stimulus situation, person or others. This section puts emphasis on interpersonal perception in which the perceiver perceives another persons and the latter becomes a stimulus for perception. In person perception, there are many more factors which affect the correctness or incorrectness of perception. Individuals in the organization constantly perceive one another. Manager perceives workers; workers perceive managers; superior perceive subordinate, subordinates perceive superiors; line people perceive staff peoples, staff people perceive line people: and so on. In the context of person perception, Zalkind and Costello have concluded that the characteristics of perceiver are important. Relevant characteristics of the perceiver are as follows. Knowing oneself makes it easier to se others correctly. 2

 Ones own cartelistic affect the characteristics one is likely to seen others. People who accept themselves are more likely to be able to see other people. Accuracy in perceiving others is not a single skill. Similarly, there are certain characteristics of the perceived which influence the person perception. These are as follows: favorable aspects of

The status of the person perceived will greatly influence others perception. The persons being perceived are usually placed into categories to simplify the viewers perceptual activities. Two common categories are status and role. The visible traits of the person perceived will greatly influence other perception of the person.

These characteristics of the perceiver and perceived suggest extreme complexity in person perception. There are chances that the perception may be distorted and the perceiver may not perceive the person correctly. Distortion in person perception may occur because of the following factors:

Factors in perceiver Factors in perceived. Situational factors.

REVIEW OF LITERATURE
Perception is an influential phenomenon as people usually act upon their perceptions. Perception eventually transforms into reality. The absence of a distinctly defined role of employees and an amorphous perception of their roles and responsibilities in the organization may have a downturn effect on the employees' morale and self-esteem. Role Perception of the employees acts as one of the most critical components in the workplaces today. It also plays a key role in an individual's performance. A misty perception of the role may also lead to underperformance by and underutilization of the potential of the individual. Consequently, the organization may lose not only some vital man-hours but also some of the most competent employees, in the long run. It is, therefore, in the organization's interest to provide a clearlydefined role to every employee as a step towards combating the ever-increasing competition in the global milieu.

Early passive case finding and treatment compliance are the cornerstones of tuberculosis (TB) control programs. As human behavior plays a critical role in both strategies, a better understanding of it is important for the planning and implementation of a successful TB programme, especially for the health education component. Our qualitative study in Uasin Gishu, Kenya, aimed at a better understanding of the community's beliefs and perceptions of TB, recognition of early symptoms and health-seeking behavior. Five focus groups with a total of 49 people were held: one with hospitalized TB patients, two with rural and two with urban participants. Tuberculosis is well known in the communities and many vernacular names for the disease exist. TB is perceived as a contagious, sensitive disease difficult to diagnose and treat. Community members believe that TB should be diagnosed and treated in a hospital or by a medical doctor and not at the periphery level. TB treatment is perceived as long, agonizing and cumbersome. Traditional treatment is considered a valid alternative to modern treatment, believed to be as effective and much shorter. Initial symptoms such as cough and fever are often overlooked and/or confused with malaria or a common cold. Symptoms associated with the 4

disease refer to the later stage of TB. TB is attributed to causes such as smoking, alcohol, hard work, exposure to cold and sharing with TB patients. Many participants believe TB is hereditary. Prolonged self-treatment and consultation with the traditional health sector as well as the social stigma attached to the disease increase patients delay. Only after symptoms persist for some time and/or the suspects health deteriorates, are modern health services consulted. These social conditions necessitate culturally sensitive health education, taking into account local perceptions of TB.

OBJECTIVE OF THE STUDY

To analyze the employees perception about the organizational policies and support they derive from superiors. To study the employees perception about their job and work environment in Nova IT Solution Pvt. Ltd.

SCOPE OF THE STUDY:

The study on employees perception is useful to the management for future planning and decision making both for short term and long term.

LIMITATION OF THE STUDY:

It was difficult to meet all respondents in the unit due to the field work constraints. Some of the respondents are reluctant to fill up questionnaire. Some of the respondents might have answered in a confuse manner.

CHAPTER II RESEARCH METHODOLOGY RESEARCH DESIGN:

The research design of the study is descriptive study. As the report aims at highlighting the state of affairs of existing problem, it is said to be descriptive study.

SOURCES OF DATA:
Employees of Nova IT Solution (P) Ltd. were topped to collect the information required for the study, which is used as primary data. The primary data required for this study was collected from the selected samples. questionnaires were given to get back their feedback. of the secondary data. The Company profile,

circulars, statements and leaflets issued by the company were used as the source

METHOD OF DATA COLLECTION:

The data used in this study is primary data. The primary data was collected by the use of questionnaire.

SAMPLING METHOD:
The sampling method closely suitable to the title of the research was adopted for the purpose of sampling. The study has used convenience sampling.

SAMPLE SIZE:
The sample size chosen for this study purpose is 100.

QUESTIONNAIRE:
It consists of number of queries printed in an ordinate manner with a certain set of forms (i.e.) based on dichotomous (Yes or No answer).

STATISTICAL TOOLS USED:

Simple Percentage method. Chi Square Test.

DIAGRAMS USED:
Bar Chart.

CHAPTER III COMPANY PROFILE Company policies

Recruitment Placement ----- based only merit. ----matches with the proficiency of the Candidates. To Start with all are taken as Trainees and confirmed on Successful Completion of training. Orientation Compensation ----- a general orientation session on the company is administered by the HRD department. ----- at par with the industry best. commensurate With the Skill, knowledge, qualification & Experience of the Candidates. Dress code: ----- neatly dressed I formal clothes on all working Days. Confirmed employees are to come in Uniforms on All weeks days except saturated. Appraisal ----- confirmation appraisal at the end of 3rd month of Training (discussed detail in the confirmation Appraisal) performance appraisal is done at 3 Months interval which is a base for the Employees Existence in nova.

Training period & confirmation

All are taken in as trainees irrespective of cadres Training period min.of 3 and max of 6 months Confirmation a confirmation appraisal is done by the reporting authority /immediate superior. Upon satisfactory results, trainee is absorbed as a confirmed employee. Upon unsatisfactory results, training may be extended/ the trainee may be terminated.

Expectation from employees

Discipline Performance Development integrity involvement commitment longevity cooperation

Employee Benefits
uniform one set per year shoes and socks for service people group insurance PF & ESI (confirmed employee) gratuity staff welfare fund loan facility welfare fund training /educational opportunities 10

 bonus one month salary- DAIWALI childrens educational bonus in June just married meet daughter @your work place special days n special people marriage gifts

Performance Appraisal
Confirmation appraisal: an appraisal done on completion of the training period. This will be carried out by the reporting officer and will be reviewed by the HRD department people. Done on completion of the first three months for every trainee in Nova. Main aim is to make decision on whether to confirm a trainee to be a confirmed employee. Non-productive/ uninterested candidates will be assessed, short-listed and will be terminated.

Importance of the Study:

The information collected during the training needs identification will be beneficial to the organization, by: Aiding in the selection of training that improves work performance and development; Allowing the organization to direct resources to areas of greatest need;

CHAPTER IV ANALYSIS AND INTERPRETATION: 11

TABLE-1. TABLE SHOWING THE AGE OF THE RESPONDENTS

S.NO 1 2 3 4

AGE BELOW 20 21-30 30-40 ABOVE 50 TOTAL

NO.OF RESPONDENTS 20 75 5 0 100

% OF RESPONDENTS 20 75 5 0 100

CHART SHOWING THE AGE OF THE RESPONDENTS

CHA RT.NO .1
% OF RESPONDENTS 80 70 60 50 40 30 20 10 0 BELO 20 W 21-30 A E G 30-40 ABO 50 VE

INTERPRETATION: It is observed that 75% of the respondents comes under the age category of 21-30 , 20% of the respondents can below the age category of 20 , 5%of the respondents comes

12

under the age category of 30-40 and 0% of the respondents are above the age category of 50. TABLE: 2 TABLE SHOWING THE GENDER OF THE RESPONDENTS NO.OFRESPONDENT S 55 45 100 % OF RESPONDENTS 55 45 100

S.NO 1 2

GENDER MALE FEMALE TOTAL

CHART SHOWING THE GENDER OF THE RESPONDENTS

CHART.NO.2
% OF RESPONDENTS 60 50 40 30 20 10 0 MALE GENDER FEMALE

INTERPRETATION: It is observed that 55% of the respondents are to male and 45% of the respondents are female.

13

TABLE: 3 TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS S.NO 1 2 3 EXPERIENCE NO.OFRESPONDENTS BELOW 5Yrs 5-10Yrs ABOVE10Yrs TOTAL 95 0 5 100 % OF RESPONDENTS 95 0 5 100

CHART SHOWING THE EXPERIENCE OF THE RESPONDENTS

CHART.NO.3
% OF RESPONDENTS 100 80 60 40 20 0 BELOW 5Yrs 5-10Yrs EXPE NCE RIE ABOVE10Yrs

INTERPRETATION: It is observed that 95% of the respondents have experience below 5 years, 0% of the respondents have no experience below 5-10years, and 5% of the respondents have experience above 10years

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TABLE: 4 TABLE SHOWING THE QUALIFICATION OF THE RESPONDENTS S.NO 1 2 3 ` QUALIFICATION NO.OFRESPONDENTS UG/PG TECHNICAL OTHERS TOTAL 80 20 0 100 % OF RESPONDENTS 80 20 0 100

CHART SHOWING THE QUALIFICATION OF THE RESPONDENTS

CHART.NO.4
90 80 70 60 50 40 30 20 10 0 UG/PG TECHNICAL QUALIFICATION OTHERS % OF RESPONDENTS

INTERPRETATION: It is observed that 80% of the respondents belong to UG/PG qualification, 20% of the respondents belongs to TECHNICAL qualification

15

TABLE: 5 TABLE SHOWING THE INCOME LEVEL OF THE RESPONDENTS S.NO 1 2 3 4 INCOME BELOW5000 5000-10000 10000-15000 ABOVE1500 0 TOTAL NO.OFRESPONDENT S 95 5 0 0 100 % OF RESPONDENTS 95 5 0 0 100

CHART SHOWING THE INCOME LEVEL OF THE RESPONDENTS

chart.no.5
120 % of respondents 100 80 60 40 20 0 BELOW5000 5000-10000 10000-15000 ABOVE15000 INCOME

INTERPRETATION: It is clear that 95% of the respondents are below the income level of Rs5000, 5% of the respondents are between the levels of Rs5000-10000

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TABLE: 6 TABLE SHOWING THE VISION, MISSION, VALUES INSPIRE AND OF THE RESPONDENTS INFLUENCE

S.NO 1 2 3 4 5

PARTICULAR SA A NAND D SD TOTAL

NO.OFRESPONDENTS 20 75 5 0 0 100

% OF RESPONDENTS 20 75 5 0 0 100

CHART SHOWING THE VISION, MISSION, VALUES INSPIRE AND OF THE RESPONDENT

INFLUENCE

CHART. NO.6
% OF RESPONDENTS 80 70 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION: It is clear from the table that 75% of the respondents agree that vision, mission and values inspire and influences their behavior, 20% of the respondents strongly agree that vision, mission and values inspire and influences their behavior, 5%of the respondents neither agree not disagree that vision, mission and values inspire and influences their behavior.

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TABLE: 7 TABLE SHOWING THE ORGANISATIONS POLICIES ARE SUPPORTIVE TO DELIVER THEIR BESTOF THE RESPONDENTS S.NO 1 2 PARTICULAR yes No TOTAL NO.OFRESPONDENTS 85 15 100 % OF RESPONDENTS 85 15 100

CHART SHOWING THE ORGANISATIONS POLICIES ARE SUPPORTIVE TO DELIVER THEIR BEST OF THE RESPONDENTS

INTERPRETATION: It is observed from the table that 80% of the respondents Agree that the organizations policies are supportive to deliver their best ,15% of the respondents Neither agree not disagree that the organizations policies are supportive to deliver their best, 5%of the respondents Strongly agree that the organizations policies are supportive to deliver their best TABLE: 8 TABLE SHOWING THAT THIER SUPERIOR GUIDES AND PREPARES FOR THEIR FUTURE RESPONSIBILITIES AND ROLES S.NO 1 2 3 4 5 PARTICULA R SA A NAND D SD NO.OFRESPONDEN TS 35 55 5 5 0 18 % OF RESPONDENTS 35 55 5 5 0

TOTAL

100

100 FOR

CHART SHOWING THAT THIER SUPERIOR GUIDES AND PREPARES THEIR FUTURE RESPONSIBILITIES and Roles

CHART. NO.8
% OF RESPONDENTS 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION: It is observed that 55% of the respondents Agree that their superior guides and prepares for their future responsibilities and roles, 35% of the respondents Strongly agree that their superior guides and prepares for their future responsibilities and roles, 5%of the respondents belongs to Neither agree not disagree and 5% of the respondents Disagree that their superior guides and prepares for their future responsibilities and role TABLE: 9 TABLE SHOWING THAT THEIR IS FLEXIBILITY AND INDEPENDENCE IN THEIR JOB S.NO 1 2 PARTICULAR yes No TOTAL NO.OFRESPONDENTS 75 25 100 % OF RESPONDENTS 75 25 100

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CHART SHOWING THAT THEIR IS FLEXIBILITY AND INDEPENDENCE IN THEIR JOB

INTERPRETATION: It is observed that 50% of the respondents Agree that there is flexibility and

independence in their job, 25% of the respondents Strongly agree that there is flexibility and independence in their job, 20%of the respondents Neither agree not disagree that there is

flexibility and independence in their job, 5% of the respondents Disagree that there is flexibility and independence in their job

TABLE: 10 TABLE SHOWING THAT THEY ARE GIVEN ENOUGH AUTHORITY AND FREEDOM TO MAKE DECISIONS
S.NO 1 2 3 4 5 PARTICULA R SA A NAND D SD TOTAL NO.OFRESPONDEN TS 15 50 10 20 5 100 % OF RESPONDENTS 15 50 10 20 5 100

CHART SHOWING THAT THEY ARE GIVEN ENOUGH AUTHORITY AND FREEDOM TO MAKE DECISIONS

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CHART. NO.10
% OF RESPONDENTS 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 50% of the respondents Agree that they are given enough authority and freedom to make decisions , 20% of the respondents Disagree given enough authority and freedom to make majority of decisions, 15%of the respondents Strongly agree given enough authority and freedom to make majority of decisions, 10% of the respondents neither agree not Disagree given enough authority and freedom to make majority of decisions, 5% of the respondents strongly Disagree given enough authority and freedom to make majority of decisions.

TABLE: 11 TABLE SHOWING THAT THERE IS RESPECT AND VALUE FOR EVERY EMPLOYEE
S.NO 1 2 3 4 5 PARTICULA R SA A NAND D SD TOTAL NO.OFRESPONDEN TS 30 45 25 0 0 100 % OF RESPONDENTS 30 45 25 0 0 100

CHART SHOWING THAT THERE IS RESPECT AND VALUE FOR EVERY EMPLOYEE
21

CHART. NO.11
% OF RESPONDENTS 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 45% of the respondents Disagree that there is respect and value for every employee, 30% of the respondents strongly agree is respect and value for every employee, 25%of the respondents neither agree not Disagree is respect and value for every employee

TABLE: 12 TABLE SHOWING THAT THERE ARE OPPORTUNITIES TO LEARN

S.NO 1 2 3 4 5 PARTICULA R SA A NAND D SD TOTAL NO.OFRESPONDEN TS 35 45 15 5 0 100 % OF RESPONDENTS 35 45 15 5 0 100

CHART SHOWING THAT THERE ARE OPPORTUNITIES TO LEARN

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CHAR T. NO.12
50 % OF RESPONDENTS 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 45% of the respondents Agree that there are opportunities to learn, 35% of the respondents strongly agree opportunities to learn, 15%of the respondents neither agree not Disagree opportunities to learn, 5% of the respondents Disagree opportunities to learn.

TABLE: 13 TABLE SHOWING THAT JOB RELEVANT TRAINING IS PROVIDED TO PERFORM THEIR TASKS EFFECTIVELY
S.NO 1 2 3 4 5 PARTICULAR NO.OFRESPONDENTS SA A NAND D SD TOTAL 25 15 55 5 0 100 % OF RESPONDENTS 25 15 55 5 0 100

.CHART SHOWING

THAT JOB RELEVANT TRAINING IS

PROVIDED TO PERFORM THEIR TASKS EFFECTIVELY

23

CHART. NO.13
% OF RESPONDENTS 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 55% of the respondents Agree that job relevant training is provided to perform their tasks effectively , 25% of the respondents Strongly agree that job relevant training is provided to perform their tasks effectively, 15%of the respondents neither agree not Disagree that job relevant training is provided to perform their tasks effectively , 5% of the respondents Disagree that job relevant training is provided to perform their tasks effectively

TABLE: 14 TABLE SHOWING THAT THEY FIND OPPORTUNITIES FOR THEIR CAREER GROWTH
S.NO 1 2 3 4 5 PARTICULAR NO.OFRESPONDENTS SA A NAND D SD TOTAL 25 45 30 0 0 100 % OF RESPONDENTS 25 45 30 0 0 100

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CHART SHOWING THAT THEY FIND OPPORTUNITIES FOR THEIR CAREER GROWTH
CHART. NO.14
% OF RESPONDENTS 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 45% of the respondents Agrees that they were find their opportunities for their career growth, 30% of the respondents neither agree not Disagree that they find opportunities for their career growth, 25%of the respondents strongly agree that they find opportunities for their career growth

TABLE:15 TABLE SHOWING THAT THEY ARE SATISFIED WITH THIER COMPENSATION AND BENEFITS
S.NO 1 2 3 4 5 PARTICULAR NO.OFRESPONDENTS SA A NAND D SD TOTAL 20 60 15 5 0 100 % OF RESPONDENTS 20 60 15 5 0 100

CHART SHOWING THAT THEY ARE SATISFIED WITH THIER COMPENSATION AND BENEFITS

25

CHART. NO.15
% OF RESPONDENTS 70 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 60% of the respondents Agree that they are satisfied with their compensation and benefits, 20% of the respondents strongly agree satisfied with their compensation and benefits, 15%of the respondents neither agree not Disagree satisfied with their compensation and benefits, 5% of the respondents Disagree satisfied with their compensation and benefit

TABLE: 16 TABLE SHOWING THAT THEY AS TEAM AND SHARE THIER STRENGTHS/WEAKNESS AND OTHER RESOURCES
S.NO 1 2 3 4 5 PARTICULAR NO.OFRESPONDENTS SA A NAND D SD TOTAL 40 45 5 10 0 100 % OF RESPONDENTS 40 45 5 10 0 100

CHART SHOWING THAT THEY AS TEAM AND SHARE THIER STRENGTHS/WEAKNESS AND OTHER RESOURCES

26

CHART. NO.16
% OF RESPONDENTS 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 45% of the respondents Agree that they as team and share their strengths/weakness and other resources, 40% of the respondents Strongly agree that they as team and share their strengths/weakness and other resources, 10%of the respondents Disagree that they as team and share their strengths/weakness and other resources, 5% of the respondents neither agree not Disagree that they as team and share their strengths/weakness and other resources.

TABLE: 17 TABLE SHOWING THAT THEY GET SUPPORT AND RESOURCES FROM OTHER
S.NO 1 2 3 4 5 PARTICULAR NO.OFRESPONDENTS SA A NAND D SD TOTAL 15 80 0 5 0 100 % OF RESPONDENTS 15 80 0 5 0 100

DEPARTMENTS TO ACCOMPLISH THE TASKS

27

CHART SHOWING THAT THEY GET SUPPORT AND RESOURCES FROM OTHER DEPARTMENTS TO ACCOMPLISH THE TASKS
CHART. NO.17
% OF RESPONDENTS 100 80 60 40 20 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is clear that 80% of the respondents Agree that they get support and resources from other departments to accomplish the tasks, 15% of the respondents strongly agree that they get support and resources from other departments to accomplish the tasks, 5%of the respondents Disagree that they get support and resources from other departments to accomplish the task

TABLE: 18 TABLE SHOWING THAT IS SMOOTH TWO WAY INFORMATION FLOW THROUGH OUT THE ORGANIZATION
S.NO 1 2 3 4 PARTICULA R SA A NAND D NO.OFRESPONDEN TS 15 60 20 5 28 % OF RESPONDENTS 15 60 20 5

5 SD TOTAL

0 100

0 100

CHART SHOWING THAT IS SMOOTH TWO WAY INFORMATION FLOW THROUGHOUT THE ORGANIZATION
CHART. NO.18
% OF RESPONDENTS 70 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 60% of the respondents Agree that is smooth two way information flow throughout the organization , 20% of the respondents neither agree not Disagree that is smooth two way information flow throughout the organization ,15%of the respondents Strongly agree that is smooth two way information flow throughout the organization ,5% of the respondents Disagree that is smooth two way information flow throughout the organization.

TABLE: 19 TABLE SHOWING THAT THEY ARE AWARE OF MAJOR EVENTS TAKING PLACE IN THE ORGANIZATION

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S.NO 1 2 3 4 5

PARTICULAR NO.OFRESPONDENTS % OF RESPONDENTS SA 20 20 A 75 75 NAND 0 0 D 5 5 SD 0 0 TOTAL 100 100

CHART SHOWING THAT THEY ARE AWARE OF MAJOR EVENTS TAKING PLACE IN THE ORGANIZATION
CHART. NO.19
% OF RESPONDENTS 80 70 60 50 40 30 20 10 0 SA A NAND PATICULAR D SD

INTERPRETATION:
It is observed that 75% of the respondents Agree that they are aware of major events taking place in the organization, 20% of the respondents strongly agree aware of the major events that taking place in the organization, 5% of the respondents Disagree aware of the major events that taking place in the organization

TABLE: 20 TABLE SHOWING THAT THEIR STRESS LEVEL IS HIGH AT WORK THAN IN OTHER SITUATIONS

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S.NO 1 2 3 4 5

PARTICULAR NO.OFRESPONDENTS SA A NAND D SD TOTAL 20 55 15 10 0 100

% OF RESPONDENTS 20 55 15 10 0 100

CHART SHOWING THAT THEIR STRESS LEVEL IS HIGH AT WORK THAN IN OTHER SITUATIONS

INTERPRETATION:
It is observed that 55% of the respondents Agree that their stress level is high at work than in other situations, 20% of the respondents Strongly agree that their stress level is high at work than in other situations, 15% of the respondents neither agree not Disagree that their stress level is high at work than in other situations and 10% of the respondents Disagree that their stress level is high at work than in other situations.

TABLE: 21 TABLE SHOWING THAT SAFETY THE ORGANIZATION ENSURES SAFETY OF ALL EMPLOYEES
S.NO 1 2 3 4 5 PARTICULA R SA A NAND D SD TOTAL NO.OFRESPONDEN TS 35 40 25 0 0 100 % OF RESPONDENTS 35 40 25 0 0 100

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CHART SHOWING THAT SAFETY THE ORGANIZATION ENSURES SAFETY OF ALL EMPLOYEE
P D N A S 5 4 3 2 1 0 % C D A 0 H T N I D A C R U L T A . R

OF RESPONDENTS

N O . 2 1

INTERPRETATION:
It is observed that 40% of the respondents Agree that the organization ensures safety of all employees, 35% of the respondents strongly agree that the organizationensures safety of all employees, 25% of the respondents neither agree not Disagree that the organization ensures safety of all employees

TABLE: 22 TABLE SHOWING THAT THEY ARE COMFORTABLE WITH THE PHYSICAL WORK ENVIRONMENT

S.NO 1 2 3 4 5

PARTICULA R SA A NAND D SD TOTAL

NO.OFRESPONDEN TS 15 60 25 0 0 100 32

% OF RESPONDENTS 15 60 25 0 0 100

CHART SHOWING THAT THEY ARE COMFORTABLE WITH THE PHYSICAL WORK ENVIRONMENT % P D N A S 7 6 5 4 3 2 1 0 OF RESPONDENTS C D A 0 H T N A I D C R U T L . A R

N O . 2 2

INTERPRETATION:
It is observed that 60% of the respondents Agree that they are comfortable with the physical work environment, 25% of the respondents neither agree not Disagree that they are comfortable with the physical work environment, 15% of the respondents strongly agree that they are comfortable with the physical work environment.

33

34

CHI-SQUARE ANALYSIS:
1. Chi square test to test whether there is any significant relationship between the flexibility and independence in their job and the organizing policies are supportive to Organization policies yes no Flexibility and independence Total deliver their best. yes 50 no 20 70 15 15 30 65 35 100

Total

1. H0 - There is no significant relationship between the flexibility and independence in their job and the organizing policies are supportive to deliver their best.
2. H1 There is significant relationship between the flexibility and independence in their job

and the organizing policies are supportive to deliver their best. Observed value (O) 50 20 15 15 Expected value (E) 45.5 19.5 19.5 10.5 (O-E)2 20.25 0.25 0.25 20.25 Total

(O-E)2 /E 0.445 0.012 0.012 1.928 2.397

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2 =2.397 Do = (r-1) *(c-1) = (2-1)*(2-1) = 1 Table value@5% for 1=3.841 H0 is accepted. INTERPRETATION: There is no significant relationship between the flexibility and independence in their job and the organizing policies are supportive to deliver their best.

CHPATER V SUMMARY OF FINDINGS

1. 75% of the respondents agree that organizations vision, mission and values inspire and

influence their behavior at work. 2. 80% of the respondents agree that the organizational policies are supportive to deliver their best. 3. 55% of the respondents agree that superior guides and prepares for their future responsibilities and roles. 4. 50% of the respondents agree that they have flexibility and independence in their job. 5. 50% of the respondents agree that authority and freedom to make decision 6. 45% of the respondents agree that respect and value for every employee. 7. 45% of the respondents agree that opportunity to learn. 8. 55% of the respondents agree that they get sufficient job relevant training. 9. 45% of the respondents agree that opportunities to grow in my career. 36

10. 45% of the respondents agree that share strength/weakness and other resources 11. 60% of the respondents agree that information flow through the organization. 12. 55% of the respondents agree that stress level. 13. 60% of the respondents agree that they are satisfied with their compensation and benefits. 14. 80% of the respondents agree that they get support and resources from other departments. 15. 75% of the respondents agree that they are aware of major events of the organization.

SUGGESTIONS

1. It is suggested to make employees to work in team which results in good interpersonal relationship. 2. It is recommended to conduct events and periodical relation should be given to the employees to keep them stress less in their job. 3. As the income level of the employees is less, its recommended to increase the pay package as best in the concerned industry.

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CONCLUSION

Software field is a vast growing area in todays market. Serve competiton in the market compiled the hospitals to strive for survival. The success of software is determined by its employees satisfaction towards its services. The perception level of the employees is average and so the level of commitment and satisfaction has to be increased. To conclude, it is necessary that the management takes considerable action to fulfill the employee needs in order to attain a higher degree of perception. Hence the researcher recommends conscious efforts to rectify the defects in service and to make the service providers patient oriented in order to attain better results.

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BIBLIOGRAPHY WEB SITES: www.wikipedia.com www.icmrindia.org www.answers.com www.google.com www.nova it solution .com BOOKS: Research methodology Statistics for management Organizational behavior by C.R. Kothari by Gupta by L.M.Prasad

A Study on employees perception in NOVA IT SOLUTION (P) LTD.

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Instructions to follow
Assume the statements refer to your current work situation. Read each of the statements in the questionnaire carefully without hurrying and answer them as accurately as possible. To help you express your opinion, 5 possible choices are placed after each statement. Indicate your opinion by circling the highly appropriate number.

1. SA 2. A 3. NAND 4. D 5. SD

If you strongly agree with the statement If you agree with the statement If you neither agree not disagree with the statement If you disagree with the statement If you strongly disagree with the statement

Your 1st response is the most valuable response and hence do not ponder over a statement for too long. Honest and frank opinion would help in understanding the actual status.

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QUESTIONNAIRE

1. Name

: _________________________________ (Optional) [ ] 30-40 [ ] Above 50

2. Age : [ ] Below 20 [ ] 21-30 3. Gender : [ ] Male

[ ] Female

4. Experience: [ ] Below 5 years [ ] 5 10 years [ ] above 10 years 5. Educational Qualification : 6. Income : [ ] 5000-10000 [ ] 10000- 15000 [ ] Above 15000 [ ] Graduate/Post Graduate [ ] Technical [ ] Others

[ ] Below 5000

7. The organizations vision, mission and values inspire and influence my behavior at work. SA 1 A 2 NAND 3 D 4 SD 5

8. The organizations policies are supportive to deliver my best. (a)Yes (b) No

9. My superior guides and prepares me for the future responsibilities and Roles SA 1 A 2 NAND 3 D 4 SD 5

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10. There is flexibility and independence in my job (a)Yes (b) No

11. I am given enough authority and freedom to make majority of decisions That affects my work SA 1 A 2 NAND 3 D 4 SD 5

12. There is respect and value for every employee SA 1 A 2 NAND 3 D 4 SD 5

13. There are lots of opportunities to learn SA 1 A 2 NAND 3 D 4 SD 5

14. Sufficient job relevant training is provided to effectively perform my Tasks SA 1 A 2 NAND 3 D 4 SD 5

15. There are adequate opportunities to grow in my career by working here SA 1 A 2 NAND 3 D 4 SD 5

16. I am satisfied with my compensation and benefits, considering my skills and the effort I put in my work

SA 1

A 2

NAND 3

D 4

SD 5

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17. We work here as a team and share our strengths/weakness and other Resources SA 1 A 2 NAND 3 D 4 SD 5

18. There is enough of support and resources from other departments to accomplish the team tasks effectively and efficiently

SA 1

A 2

NAND 3

D 4

SD 5

19. There is a smooth two-way information flow throughout the organization (vertical and horizontal) SA 1 A 2 NAND 3 D 4 SD 5

44

20. Employees are aware of the major events that take place in the Organization SA 1 A 2 NAND 3 D 4 SD 5

21. My stress level is high at work than in other situations SA 1 A 2 NAND 3 D 4 SD 5

22. The organization ensures safety of all employees SA 1 A 2 NAND 3 D 4 SD 5

23. I am comfortable with the physical work environment SA 1 A 2 NAND 3 D 4 SD 5

45