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

. All types of motivation have this property in common. They all move the organism. The view that motivation is a key determinant of persons behaviour is not a new one. In dealing with people and attempting to understand them, high priority is given to information concerning their motives. Motivation is usually psychological. Motivation is an organization is the willingness of an employee to respond to the organizational requirements. Motivation is the willingness to exert high levels of effort towards organizational goals, conditioned by the efforts and ability to satisfy some individual need. Motivation represents an unsatisfied needs which creates a state of tension or disequilibrium, causing the individual move in a goal directed pattern towards restoring a state of equilibrium by satisfying the need. Motivation could be defined as, a willingness to expand energy, to achieve a goal or reward. It is a force that activates dormant entry and sets in motion, the action of the people. It is the function that kindles a passion for action among the human beings of an organization. Motivation is the process of creating organizational conditions which will impel employees, strive to attain any emotion or desire operating upon ones will and promoting or driving it to action. Since increase in productivity is the ultimate goal of every organization, motivation of employees at all levels, is the most critical function of management. To 1

motivate means, to provide an employee which is own generator to produce, a goal directed behavior. A motivated employee does not need outside stimulation again. His battery does not need to be recharged repeatedly. He is driven from forces with in him and nor from outside. Objectives of Motivation 1. To turn up the sub-ordinates. 2. Maintain very good climatic condition in the industry. 3. Maintain very good industrial relations. 4. To reduce the material loss and man hour loss. 5. To increase the job satisfaction level. 6. To avoid boredom. Characteristics of Motivation 1. Individuals differ in their motivation the viewpoint that, there is only one economic drive which determines behavior is unacceptable. The goals to which an individual aspires are many and so are his motivations. 2. Sometimes, the individual himself is unaware of his motivation. Freud uncovered this phenomenon while analyzing his critical patients. He found that is many ways man is like an iceberg. Only a small part is conscious and visible, the rest is beneath the surface, which is unconscious motivation. The presence of this explains why man cannot always verbalize is motivation, to attain certain goals or even tell what his goals are. 3. Motivation change: motivation of each individual change form time to time, even though he may continue to behave in the same way. For example: a temporary

worker may produce more in the beginning to become permanent. When made permanent he may produce more, this time to gain promotion, and so on. 4. Motivations are expressed differently: the ways in which needs are eventually translated into actions also vary considerably between one individual and the another one individual with a strong security need may play it safe and avoid accepting responsibility for fear of failing and being fired. Another individual with the same security need, may seek for more responsibility, for fear of being fired for low performance. 5. Motivation is complex: It is difficult to explain and predict the behavior of an individual. The introduction of an apparently favorable motivational device, may not necessarily achieve the desired ends, if it brings opposing motives into play. In a factory when blue-green lighting was introduced to reduce eyestrain, the output of men workers increased, but that of women workers decreased. On investigation, it was found that the latter disliked the change in lighting because they felt that the new type of lighting had made them look simply ghastly.

Advantages of Motivation 1. High performance level. 2. Low employee turnover and absenteeism. 3. Make employees to accept changes. 4. Development of creative thinking 5. Development of co-operation in the organization. Financial Motivators Such motivation is connected directly or indirectly with money. Wages and salary, bonus, profit sharing, leave with pay. Medical reimbursement, etc., are included under this type of motivation. At a first glance, money would seem to be one of the lower level needs a need that is quickly satisfied. But in reality this is not true the reason is that, money more than just a medium of exchange; it is more than a vehicle through which one can satisfy other higher order needs. Non Financial Motivators These motivations are not connected with monetary rewards. I the words of dubin, non-financial incentives are the psychic rewards, are the rewards of enhanced position, that can be secured in the work organization.

Some of the most commonly used non-financial motivations are: 1. Appraisal, praise and prestige 2. Status and pride. 3. Competition 4. Delegation of authority. 5. Participation. 6. Job security 7. Job enlargement 8. Job rotation. 9. Job loading. 10. Job enrichment. 11. Reinforcement. 12. Quality of work life.

1.1 NEED OF THE STUDY The present study which is focused on the motivational level is undertaken to interact with each worker individually, so t6hat concealed information can be picked from the employees mind. 1.2 Objectives of the study 1. To study the employees opinion about various factors which determines motivation 2. To evaluate the opinion of the employees about the factors such as job contents, training and development. 3. To study the opinion of the employees to find out the degree of employee motivation. 4. To provide suggestion to improve motivational level. 1.3 Scope of the study This study identifies the motivational level for employees and identifies the factors which are to be changed and improve which make the organization to adopt better method and there by improves its performance and achieve its objectives effectively and efficiently. The respondents are taken for analysis to arrive at the finding and suggestion, which can be beneficial for the organization to increase the motivational level.

1.4 RESEARCH METHODOLOGY Motivation represents an unsatisfied need, which creates a state tension or disequilibrium, causing the individual move in a goal directed pattern towards restoring the state of equilibrium by satisfying the need. There are three methods, which can be used to conduct the study. They are (a) attitude scales, (b) general employee opinion survey, and (c) exit interview. Here, the general employee opinion survey methods have been followed. Research Design It is a conceptual structure with which the research would be analyzed. In this study descriptive research studies are one, which is concerned in describing the characteristics of a particular individual or a group. Questionnaires Design The questionnaires are designed with 5 scale scaling technique to accomplish the set objectives. It contains close-ended questions. Sampling Method Sampling method used in this research is convenience sampling. In convenience sampling, the sample units are chosen primarily on the basic of the convenience to the researcher. Sample size Sample size means the number of sampling units selected from the population for investigation. It helps to achieve the objective of research. The sample size taken for the study is 140 workers.

Tools used for data collection A structured questionnaires was set up enquiring about all the details to accomplish the set objectives. The data was collected using the questionnaire method.

1.5 Tools used for analysis The major technique used for analysis is the percentage method, chi-square method and co-efficient of correlation. Source of information After selecting the topic, the investigator had to discuss with the project guide and organizational guide and collect both the primary and secondary data according to their guidance. Primary data is collected from the employees through interview schedules. Secondary data is collected from the various sources such as books, magazines and websites. 1.6 CHAPTERISATION The study is divided into four chapters. The first chapter deals with introduction, need for study, objective, scope, limitation, review of literature, methodology, chapterisation. The second chapter deals with company profile- an over view while include organization profile, viz, the motivational level provided in the study unit. The third chapter present analysis and interpretation of the employees motivational level provided in the study unit.

Finally, the fourth chapter sums up the findings of the study and offers some meaningful suggestions and conclusions.

1.7 Limitations 1. To study has been carried out with the assumption that the responses of the worker are genuine. 2. The study has been conducted and it is applicable only to in-house motivational level. 3. The difficulty faced by the investigator was some workers, hesitated to give their opinion. 4. The sample size is confined to 70.

CHAPTER-2. REVIEW OF LITERATURE Introduction In any business organization or industry, profiteering is the prime aim. Profit can be got only when the productivity is high and it is quite evident that productivity will be high only when employee motivation is high. Motivation has come from motives which are expressions of human needs by a human being. In fact the activities of human being have particular motives or needs. The need can be defined as, feelings of lack ness for some think a human being tries (activities), to get lackness removed (satisfaction). Thus, human behavior (activities) is caused by motive or needs, and motivation is the process of inducting persons to experience needs for certain desired behavior so that organizational efficiency is achieved. Findings from previous project Mr.Scott(1960) found ten factors associated with motivation. They were pay, co-workers, supervisors, and types of work, working condition, identification of the company. Overall job satisfaction, security, management. Mr.Gilmar(1966), observed that, job satisfaction or dissatisfaction is the result of various attitudes a person holding towards his job, towards related factors and towards life in general. Mr.Baldev, R.Sharma(1971), studied the determinants of job satisfaction among the industrial workers. He took six variables for his study as work technology, monthly income, occupational aspirations, requirement policy, union involvement and social-

10

economic background the findings of the study reveal that each independent variable is positively related to job satisfaction and motivation. Mr.Pastonjee (1973)has suggested that, motivation is summation of employees feelings in four important areas of this area encompass factors, directly connected with the job, and other two include factors not directly connected with the job. Mr.S.K.Bhatia(1979), studied the job satisfaction among women workers taking into consideration, health and safety, attitude towards salary, change in job, attitude etc., his conclusion was that hygienic and motivating factors are important for the employee job satisfaction and motivation. Mr.S.K.Parthiban(1999), made a study on workers motivation will special reference to meridian industries limited. Pollachi, taking with the considerations like job contents, recruitment, selection, increments, management styles, individual factors, working conditions, welfare facilities and industrial relations. The conclusion of the study reveals that the management should provide necessary medical treatment to the employee to minimize the occupational diseases. Ms.M.Sevika (1999), has made a study on employees motivation in English tools and casting private limited, Thamaraikulam, Pollachi. To collect the workers, the investigator used questions in the areas of family data, job contents, recruitment, promotions, transfer, management style, wages, individual factors, working condition, welfare facilities, industrial relations, opinion factors, leave facilities etc. The study

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

11

CHAPTER 3 COMPANY PROFILE ABOUT COMPANY PROFILE JKM DAERIM AUTOMOTIVE LTD. (JDAL), started operations as a joint venture company between DYNAMATIC TECHNOLOGIES LTD., Bangalore, INDIA and DAERIM ENTERPRISE Co. LTD., Pusan, SOUTH KOREA. Sriperambodur, Irungattukottai, Chennai. In Jan 2007, the promoters of Dynamatic Technologies Ltd, acquired the 27% equity stake of Dae Rim Enterprise Co Ltd. This change in equity structure was in keeping with the changed market conditions and customer requirements. Notwithstanding the change, the two companies continue to work closely. JKM Dae Rim is the single source supplier of a wide variety of critical engine and transmission parts, for the Hyundai Santro and Accent cars. The Company also cater to the requirements of other new generation cars and SUVs such as, TATA Indica and Sumo, FIAT Palio, Mahindra Scorpio, Volvo, etc. JKM Dae Rims association with progressive automotive OEMs keeps it constantly geared to anticipate and fulfil the challenges posed by the Indian automobile industry. By forging strong partnerships with the new generation automobile manufacturers like Hyundai, Telco and Fiat, JKM Dae Rim has established itself as a principal force in shaping the future of the Indian automobile industry. JKM Dae Rim Automotive Limited, a subsidiary of Dynamatic Technologies Limited, produces high quality ferrous and non-ferrous engine and transmission components for the burgeoning global automobile industry'. JKM Dae Rim is the single 12 In located at

source supplier of a wide variety of critical engine and transmission parts, for the Hyundai Santro and Accent cars. The Company also cater to the requirements of other new generation cars and SUV's such as, TATA Indica and Sumo, FIAT Palio, Mahindra Scorpio, Volvo, etc. JKM Dae Rim's association with internationally renowned, progressive automotive OEMs keeps it constantly geared to anticipate and fulfill the challenges posed by the Indian automobile industry. Further, by forging strong partnerships with the new generation automobile manufacturers like Hyundai, Telco and Fiat, JKM Dae Rim has established itself as a principal force in shaping the future of the Indian automobile industry. Dynamatic is Asias largest producer of Hydraulic Gear Pumps and the fifth largest worldwide. Dynamatic also manufactures custom tailored Hydraulic Solutions. The companys products extend from simple Hydraulic Pumping Units to sophisticated Marine Power Packs, Complex Aircraft Ground Support System to turnkey industrial installations. Dae Rim Enterprise Co. Ltd., established in 1979, is a leading auto component manufacturer in Korea. During the 20 years of operations, it has earned the distinction of being a total solutions provider for manufacture of various types of automotive components such as Inlet Manifold, Exhaust Manifold, Oil Pump Assembly and various other die casting parts. Most of the production facilities such as CNC Machining Center, Air Leak Tester, Washing machine, Dedicated machine for mass production, Unmanned automation equipment and Precision Hydraulic Indexing fixtures are designed and manufactured by Dae Rim. 13

The department of Product development co-ordinates with the Production Engineers and the OEM customers for continuous Product Development and Quality Improvement of the manufactured components. This department has not only been responsible for the translation of customers drawings, specifications and samples into production but has also been in the forefront in developing any design and process changes with a keen eye on value addition and cost effectiveness. This leads to a better quality and increased performance of the component being manufactured. Apart from using the typical tool room machines required to develop automotive components, the Product Development Department also uses 2D and 3D software installed in High-end Workstations for design. Thus, complimenting the existing DEVELOPMENTAL capabilities with DESIGN abilities. With the globalization of Indian Industry and the burgeoning automotive industry, the demand for automotive components has been on the rise. To cater to these needs the LINE concept has been further developed to adapt to a range of products apart from those manufactured currently with existing facilities. JKM DAERIM has been able to manufacture more than one component in a single line and develop the LINE concept from a DEDICATED LINE to a MIXED LINE concept. This development has led to further optimization of the existing facility without increase in infrastructure. Manufacturing Capabilities The state-of-the-art production facility in Irungattukotai, Tamil Nadu, uses cutting edge technology and modern manufacturing methods to deliver quality products. The production department has the accumulated experience of 130 workers and 10 staff members for the manufacture of automotive components. 14

Quality The core value of any organization is assessed by the quality standards they follow. JDAL has been pursuing stringent quality procedures and in conjunction with our efforts, we have been awarded ISO 9002 AND QS 9000 CERTIFICATION FROM LRQA in MAY 2001. The quality department at JDAL is involved basically in ASSURING the quality of the components manufactured rather than working towards the CONTROL of quality of the components manufactured. The quality control, inspection and checks required are incorporated into the LINE itself. Thus making the process of checks and inspection a separate entity redundant. This not only reduces the production time of the manufactured components but also the manpower used. It is our continuous endeavor to further the quality standards we have reached, and so, have incorporated the following processes in our production schedule, 5S, 3C and 50 Parts per Million (PPM) The department also uses state-of-the-art equipment to check raw material and also make random checks of the manufactured components. Some of the equipment used are: 1. 2. Co-ordinate Measuring Machine (CMM) to make 3 dimensional measurements. Profile Projector and a 2D Linear Height Gauge for taking measurements along with the regular gauges and other measuring devices. 3. In order to achieve stringent quality standards the department of Quality has designed and developed Location Gauges, Visual Aids with Sketches and Photographs, Operating Standards, Work Instructions and Self Inspection charts 15

to be used in the Line. All the above mentioned aids have been developed to meet the quality requirements of the customer and also help the worker reduce any mistakes made during production. Manufacturing Technology The state of the art plant and facilities provides the burgeoning Indian automobile industry with critical engine and transmission components of the highest quality. The cellular concept of manufacture not only ensures world class quality products at optimized time but eliminates non-value-added processes. In a short span of time, JDAL has been able to cater to new customers like TATA and FIAT, apart from HYUNDAI, as a single source supplier of a host of critical engine and transmission components.

Young and Dynamic Workforce Our organization uses the services of a combined workforce of about 150 people with an average age of 25 years. This young workforce is highly motivated and the dynamism expresses itself in all our activities. This motivation has created an internal thirst in the employees to perform better, eliminating the chances of wasting their ability as in normal cases. Thus, stimulating remarkable cost reduction with low investment and higher machine productivity.

16

Quality Systems and Infrastructure Our organization has acquired ISO 9002 and QS 9000 CERTIFICATION from LRQA. These systems though, already in place, we are in the process of continuously upgrading ourselves with stringent quality norms. These systems have been developed by our quality dept. in order to satisfy our customers and eventually make products with zero defects. The quality dept. has state of the art measuring devices like the Profile Projector and Height gauge and has also acquired a Mitutoya CMM. DEPARTMENTS INSIDE JKM Human Resource Department Marketing Department Accounts Department Production Department Maintenance Department Product Development Department R. & D. Department Material Department Quality Assurance Department

HR DEPARTMENT FUNCTIONS In the HR Department to maintain the workers details salary administration, shift time, company policy and settlement of the trainee. Purpose 17

To provide an opportunity to employees to contribute their constructive ideas/views/suggestions in improving the product quality, productivity, saving in time, reducing the rejections, cost saving etc., To make an effort to encourage the participation of the employees in improving the growth of both organization and its employees. Scope All employees who are working in jdal can participation in this scheme.

Details of work instruction HRD will ensure that suggestion box and sufficient copies of suggestion forms are available at a common place in the shop floor. HRD will create awareness about the suggestion scheme among the employees through meeting and displays in the shop floor. Completed suggestion forms are collected by HRD on weekly basis. Received suggestions are recognized by giving a gift one pen with the acknowledgement copy to encourage the participation of employees. Suggestion scheme review committee will review and shortlist the received suggestions. Review committee includes representative from all forwarded to the respective department heads for implementation. The rewards will be presented on the basis of score obtained as per the suggestion evaluation criteria. The following table gives the amount of cash reward, corresponding to the score obtained.

18

Cash rewards Score Upto 30 31.40 41.50 51.60 61.70 71.80 81.90 91.100 Objective evidence Qualitative and quantitative information as obtained from the audit. Records or statements of facts which are based on observation, measurement or test and which can be verified. Areas covered under the audit SHE Policy Safety organization Safety committee Safety education and training Motivation and promotion Safety manual and rules Compliance with statutory requirements Accidents reporting investigations analysis Plant safety Inspections / internal audits 19 reward(rs.) nill 250 500 750 1000 1250 1500 2000

Health and safety improvement plants / target

Motivation and Promotion Officers, staff and workmen are well motivated on the matters of safety. To motivate the employees they are giving a best operator award every month. Following measures are taken for their motivation and the empowerment. Quality circles Small group activity Suggestion scheme Family day get-together Cultural activities Sports activities Educational and seminars Health schemes Award schemes Appreciation displays Library Customer place visits Outings Magzine club My line concept

20

21

JKM DAERIM AUTOMOTIVE LIMITED ORGANIZATION STRUCTURE

Chief Executive Officer & Executive Director

GM Operations

GM Corporate

Head Quality

Head Manufacturing

Head Manufacturing

Head Finance

Head Supplier Dev.

Head. Business Dev.

Head Product Dev. & Production Engg.

Procurement

Shop Floor

Head HR

Head Logistics

Product Development

Process Engineering

Tool Crib

Production Planning

IT Dept.

22

CHAPTER - 4 ANALYSIS AND INTERPRETATION Introduction Analysis of data is the process of orderly breaking down parts and manipulating data to obtain answer for research objectives. The primary data collected is inaccurate from that is not ready for analysis; the researches must take some measures to bring the data to a form where it can be easily analyzed. The various steps include editing, coding and tabulation. That means modifying correcting and collecting data assigning the number or symbols, arranging similar data together. The analysis is carried using statistical tool like percentages. Percentage is a special kind of ratio. Percentage is used in making comparison between two or more series of data. Thus the analysis is totally based on frequency and percentage calculation. Lastly the meaningful inference was extracted from the analysis. The collected data is illustrated using the charts and the table and the diagrams which may be made the user to move familiar with data analysis part follow inference. Percentage analysis Percentage refers to a special kind of ratio. Percentage is used to make comparison between two or more series of data. Percentages are used to describe relationships. % of respondents = (no of respondents/ total respondents)*100

23

Table 4.1 Table showing Age-wise classification of the respondents

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

NO.OF RESPONDENTS 16 42 10 0 2 70

PERCENTAGE 22.85 60 14.28 0 2.85 100

From the above table showing, it is clear that the respondents belong to the age group of 21-25 years is 22.85% and 26-30 years is 60% and belong 31-35 years is 14.28% and above 41years is 2.85%.

24

Chart 4.1 Age-wise classification of the respondents

70 60 60 50 Percentage 40 30 22.85 20 10 0 0 21-25 26-30 31-35 Options 36-40 41-above 2.85 14.28

25

Table 4.2 Table showing Working experience wise classification of the respondents

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

NO.OF RESPONDENTS 54 16 70

PERCENTAGE 74.28 22.86 100

From the above table, it is clear that the respondents belong to the working experience 0-9 years is 74.28% and 10-19 years is 22.86%

26

Chart 4.2 Working experience wise classification of the respondents

80 70 60 50 40 30 20 10

74.28

Percentage

22.86

0 0 0-9 10-19. 20-29 Options

0 30-39

0 40-49

27

Table 4.3 Table showing Genderwise classification of the respondents

GENDER Male Female

NO.OF RESPONDENTS 64 4 70

PERCENTAGE 94.29 5.71 100

From the above table showing it is clear that the respondents 94.29% of them are male and 5.71% of them are female.

28

Chart 4.3 Genderwise classification of the respondents

100 90 80 PERCENTAGE 70 60 50 40 30 20 10 0 MALE GENDER FEMALE 5.71 94.29

29

Table 4.4 Table showing Respondents opinion about motivation in organisation

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 10 30 8 14 8 70

PERCENTAGE 14.28 42.86 11.43 20 11.43 100

From the above table showing, it is clear that 42.86% of respondents feels good, 14.28% of respondents feels very good,11.43% of respondents feel neutral,20% of respondents satisfactory and 11.43% of respondents is not satisfactory motivation in organization. about the

30

Chart 4.4 Respondents opinion about motivation in organisation

50 45 40 35 Percentage 30 25 20 15 10 5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 14.28 20 11.43 11.43 42.86

Options

31

Table 4.5 Table showing Rate the organisations support to achieve in career goal

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 8 24 18 14 6 70

PERCENTAGE 11.43 34.29 25.71 20 8.57 100

From the above table showing it is clear that the respondents opinion about Rate The Organisations Support To Achieve In Career Goal 34.29% is good, 11.43% is very good, and belong Neutral is 25.71% and Satisfactory is 20% Not Satisfactory is 8.57%.

32

Chart 4.5 Rate the organisations support to achieve in career goal

40 35 30 Percentage 25 20 15 10 5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 11.43 8.57 20 34.29

25.71

Options

33

Table 4.6 Table showing Respondents opinion about in our work

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 16 40 12 2 0 70

PERCENTAGE 22.86 57.14 17.14 2.86 0 100

From the above table showing, it is clear that the respondents opinion about in our work 57.14% is good, and 22.86% is Very Good, and belong Neutral is 17.14% and 2.86% is Satisfactory ,and 0% of them Not Satisfactory.

34

Chart 4.6 Respondents opinion about in our work

60 50 40 Percentage 30 22.86 20 10

57.14

17.14

2.86 0 SATISFACTORY VERY GOOD NEUTRAL GOOD

0 NOT SATISFACTORY

Options

35

Table 4.7 Table showing Respondents opinion about opportunity for career & personal development

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 18 30 12 6 4 70

PERCENTAGE 25.71 42.86 17.14 8.57 5.78 100

From the above table showing, it is clear that the respondents opinion about Opportunity For Career & Personal Development 42.86% is Good, 25.71% is Very Good and belong Neutral is 17.14% and Satisfactory is 8.57% Not Satisfactory is 5.78%.

36

Chart 4.7 Respondents opinion about opportunity for career & personal development

50 45 40 35 Percentage 30 25 20 15 10 5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 8.57 5.78 17.14 25.71 42.86

Options

37

Table 4.8 Table showing Respondents opinion about facilities provided by the company

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 40 8 8 2 70

PERCENTAGE 17.14 57.14 11.43 11.43 2.86 100

From the above table showing, it is clear that the respondents opinion about facilities provided by the company 57.14 % is and 17.14% is Very Good, and belong Neutral is 11.43% and Satisfactory is 11.43% Not Satisfactory is 2.86%.

38

Chart 4.8 Respondents opinion about facilities provided by the company

60 50 40 Percentage 30 20 10 17.14

57.14

11.43

11.43 2.86

0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL Options GOOD

39

Table 4.9 Table showing Respondents opinion about monitory benefits received out of the job

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 4 34 22 10 0 70

PERCENTAGE 5.71 48.57 31.43 14.28 0 100

From the above table showing it is clear that the respondents opinion about monitory benefits received out of the job 48.57% is good and 5.71% is Very Good and belong Neutral is 31.43% and Satisfactory is 14.28% Not Satisfactory is 0%.

40

Chart 4.9 Respondents opinion about monitory benefits received out of the job

60 50 40 Percentage 31.43 30 20 10 0 SATISFACTORY VERY GOOD NEUTRAL GOOD 5.71 0 NOT SATISFACTORY 48.57

14.28

Options

41

Table - 4.10 Table showing Rate the facilities provided by organisation to perform the jobs

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 42 12 2 2 70

PERCENTAGE 17.14 60 17.14 2.86 2.86 100

From the above table showing, it is clear that the respondents rate the facilities provided by organisation to perform the jobs 60% is Good and17.14% is Very Good and belong Neutral is 17.14% and Satisfactory is 2.86% Not Satisfactory is 2.86%.

42

Chart - 4.10 Rate the facilities provided by organisation to perform the jobs

70 60 50 Percentage 40 30 20 10 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 17.14 17.14 60

2.86

2.86

Options

43

Table 4.11 Table showing Respondents opinion about coordination of the co-workers from the manager cadre to office cadre

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 32 16 10 0 70

PERCENTAGE 17.14 45.71 22.86 14.28 0 100

From the above table showing, it is clear that the respondents opinion about coordination of the co-workers from the manager cadre to office cadre of Good is 45.71% and Very Good is 17.14% and belong Neutral is 22.86% and Satisfactory is 14.28% Not Satisfactory is 0%.

44

Chart 4.11 Respondents opinion about coordination of the co-workers from the manager cadre to office cadre

50 45 40 35 Percentage 30 25 20 15 10 5 0 17.14

45.71

22.86 14.28

0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL Options GOOD

45

Table 4.12 Table showing Respondents opinion about opportunity for internal growth in the company

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 14 32 16 8 0

PERCENTAGE 20 45.71 22.86 11.43 0

70

100

From the above table showing, it is clear that the respondents opinion about opportunity for internal growth in the company Good is 45.71% and Very Good is 20% and belong Neutral 22.86% and Satisfactory is 11.43% Not Satisfactory is 0%.

46

Chart - 4.12 Respondents opinion about opportunity for internal growth in the company

50 45 40 35 Percentage 30 25 20 15 10 5 0 20

45.71

22.86

11.43

0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL Options GOOD

47

Table 4.13 Table showing Respondents opinion about chance to train on new technologies and develop new competency

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 34 10 10 4 70

PERCENTAGE 17.14 48.57 14.28 14.28 5.71 100

From the above table showing it is clear that the respondents opinion about chance to train on new technologies and develop new competency Good is 48.57% and Very Good is 17.14% and belong Neutral is 14.28% and Satisfactory is 14.28% Not Satisfactory is 5.71%.

48

Chart 4.13 Respondents opinion about chance to train on new technologies and develop new competency

60 50 40 Percentage 30 20 10 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 17.14 48.57

14.28

14.28 5.71

Options

49

Table - 4.14 Table showing Respondents opinion about provision of authority by the management to take decision

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 32 16 8 2 70

PERCENTAGE 17.14 45.71 22.86 11.43 2.86 100

From the above table showing, it is clear that the respondents opinion about provision of authority by the management to take decision of Good is 45.71% and Very Good is 17.14% and belong Neutral 22.86% and Satisfactory 11.43% Not Satisfactory is 2.86%.

50

Chart 4.14 Respondents opinion about provision of authority by the management to take decision

50 45 40 35 Percentage 30 25 20 15 10 5 0 17.14

45.71

22.86

11.43 2.86 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL Options GOOD

51

Table 4.15 Table showing Respondents opinion about freedom to take decision in order to solve problems any situation during the critical situation

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 16 28 14 10 2 70

PERCENTAGE 22.86 40 20 14.28 2.86 100

From the above table showing, it is clear that the respondents opinion about freedom to take decision in order to solve problems any situation during the critical situation of Good is 40% and Very Good is 22.86% and belong Neutral 20%, Satisfactory is 14.28% and Not Satisfactory is 2.86%.

52

Chart 4.15 Respondents opinion about freedom to take decision in order to solve problems any situation during the critical situation

45 40 35 30 Percentage 25 20 15 10 5 0 22.86

40

20 14.28

2.86 SATISFACTORY NOT SATISFACTORY NEUTRAL Options

VERY GOOD

GOOD

53

Table 4.16 Table showing Respondents opinion about recognition of suggestion by the organization OPTION Very good Good Neutral Satisfactory Not satisfactory NO.OF RESPONDENTS 10 38 12 8 2 70 PERCENTAGE 14.28 51.43 17.14 11.43 2.86 100

From the above table showing, it is clear that the respondents opinion about recognition of suggestion by the organization Good is 51.43% and Very Good is 14.28% and belong Neutral is 17.14% and Satisfactory is 11.43% Not Satisfactory 2.86%.

54

Chart - 4.16 Respondents opinion about recognition of suggestion by the organization

60 51.43 50 40 Percentage 30 20 10 2.86 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 17.14 11.43

14.28

Options

55

Table 4.17 Table showing Respondents opinion about our performance in the organization

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 24 30 10 6 0 70

PERCENTAGE 34.29 42.86 14.29 8.57 0 100

From the above table showing, it is clear that the respondents opinion about our performance in the organization 42.87% is Good and 34.29% Very Good and belong Neutral is 14.29% and Satisfactory is 8.57% Not Satisfactory is 0%.

56

Chart 4.17 Respondents opinion about our performance in the organization

50 45 40 35 Percentage 30 25 20 15 10 5 0 SATISFACTORY VERY GOOD NEUTRAL GOOD 14.29 8.57 0 NOT SATISFACTORY 34.29 42.86

Options

57

Table 4.18 Table showing Rate the HR policy of the company

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 4 26 20 14 6

PERCENTAGE 5.71 37.14 28.57 20 20

70

100

From the above table showing, it is clear that the respondents rate the hr policy of the company Good is 37.14% and Very Good is 5.71% and belong Neutral is 28.57% and Satisfactory is 20% Not Satisfactory is 20%.

58

Chart 4.18 Rate the HR policy of the company

40 35 30 Percentage 25 20 15 10 5 0 5.71

37.14

28.57

20

20

SATISFACTORY

Options

59

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.19 Table showing Respondents opinion about work load face in job

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 30 16 12 0 70

PERCENTAGE 17.14 42.86 22.86 17.14 0 100

From the above table showing, it is clear that the respondents opinion about work load face in job Good is 42.86% and 17.14% is Very Good and belong Neutral is 22.86% and Satisfactory is 17.14% Not Satisfactory is 0%.

60

Chart 4.19 Respondents opinion about work load face in job

50 45 40 35 Percentage 30 25 20 15 10 5 0 SATISFACTORY VERY GOOD NEUTRAL GOOD 0 NOT SATISFACTORY 17.14 22.86 17.14 42.86

Options

61

Table 4.20 Table showing Respondents opinion about motivation, training and awareness programmes in organisation OPTION Very good Good Neutral Satisfactory Not satisfactory NO.OF RESPONDENTS 10 26 10 14 10 70 PERCENTAGE 14.28 37.14 14.28 20 14.28 100

From the above table showing, it is clear that the respondents opinion about motivation, training and awareness programmes in organization 37.14% is Good and Very Good is 14.28% and belong Neutral 14.28% and Satisfactory is 20% Not Satisfactory is 14.28%.

62

Chart 1.20 Respondents opinion about motivation, training and awareness programmes in organisation

40 35 30 Percentage 25 20 15 10 5 0 14.28

37.14

20 14.28 14.28

SATISFACTORY

Options

63

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.21 Table showing Respondents opinion about work is being properly rewarded

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 8 30 16 10 6 70

PERCENTAGE 11.43 42.86 22.86 14.28 8.57 100

From the above table showing, it is clear that the respondents opinion about work is being properly rewarded 42.86% is Good and 11.43% is Very Good and belong Neutral is 22.86% and 14.28% is Satisfactory and 8.57% is Not Satisfactory.

64

Chart 4.21 Respondents opinion about work is being properly rewarded

50 45 40 35 Percentage 30 25 20 15 10 5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 11.43 22.86 14.28 8.57 42.86

Options

65

Table 4.22 Table showing Respondents opinion about welfare measure provided by organisation

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 8 36 8 12 6 70

PERCENTAGE 11.43 48.52 11.43 17.14 8.57 100

From the above table showing, it is clear that the respondents opinion that 48.52% is Good and 11.43% is Very Good and belong Neutral 11.43% and Satisfactory is 17.14% Not Satisfactory is 8.57% about welfare measure provided by organization.

66

Chart 4.22 Respondents opinion about welfare measure provided by organisation

60 50 40 Percentage 30 20 11.43 10 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 11.43 17.14 8.57 48.52

Options

67

Table 4.23 Table showing Respondents opinion about service awards provided by the organisation to employees OPTION Very good Good Neutral Satisfactory Not satisfactory NO.OF RESPONDENTS 4 28 10 20 8 70 PERCENTAGE 5.71 40 14.28 28.57 11.43 100

From the above table showing, it is clear that the respondents opinion about service awards provided by the organisation to employees 40% is good 5.71% is Very Good and belong Neutral is 14.28% and Satisfactory is 28.57% and Not Satisfactory is 11.43%.

68

Chart 4.23 Respondents opinion about service awards provided by the organisation to employees

45 40 35 30 Percentage 25 20 15 10 5 0 5.71

40

28.57

14.28 11.43

SATISFACTORY

Options

69

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.24 Table showing Respondents opinion about compensation provided by the organisation to the employees at the time of accident. OPTION Very good Good Neutral Satisfactory Not satisfactory NO.OF RESPONDENTS 10 28 16 12 4 70 PERCENTAGE 14.28 37.14 22.86 17.14 5.71 100

From the above table showing, it is clear that the respondents opinion about compensation provided by the organisation to the employees at the time of accident 37.14% is Good, 14.28% is Very Good 14.28% and belong Neutral is 22.86% and Satisfactory is 17.14% Not Satisfactory is 5.71%.

70

Chart 4.24 Respondents opinion about compensation provided by the organisation to the employees at the time of accident
40 35 30 Percentage 25 20 15 10 5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 14.28 22.86 17.14 37.14

5.71

Options

71

Table 4.25 Table showing Respondents opinion about provision of exciting work environment in the organisation

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 32 14 8 4 70

PERCENTAGE 17.14 45.71 20 11.43 5.71 100

From the above table, it is clear that the respondents opinion about provision of exciting work environment in the organisation Good is 45.71% and Very Good is 17.14% and belong Neutral 20% and Satisfactory is 11.43.% Not Satisfactory is 5.71%.

72

Chart 4.25 Respondents opinion about provision of exciting work environment in the organisation

50 45 40 35 Percentage 30 25 20 15 10 5 0 17.14

45.71

20 11.43 5.71

SATISFACTORY

Options

73

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.26 Respondents opinion about superiors treatment on subordinate

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 28 20 10 8 4 70

PERCENTAGE 40 28.57 14.28 11.43 5.71 100

Inferences From the above table showing, it is clear that the respondents opinion about superiors treatment on subordinate of Good 28.57% and Very Good is 40% and belong Neutral 14.28% and Satisfactory 11.43.% Not Satisfactory 5.71%.

74

Chart 4.26 Respondents opinion about superiors treatment on subordinate

45 40 35 30 Percentage 25 20 15 10 5 0

40

28.57

14.28 11.43 5.71

SATISFACTORY

Options

75

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.27 Respondents opinion about the process of performance appraisal in improving the efficiency of the work

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 12 30 12 14 2 70

PERCENTAGE 5.71 40 14.28 28.57 11.43 100

Inferences From the above table, it is clear that the respondents opinion about the process of performance appraisal in improving the efficiency of the work of Good 40% and Very Good is 5.71% and belong Neutral 14.28% and Satisfactory 28.57.% Not Satisfactory 11.43%.

76

Chart 4.27 Respondents opinion about the process of performance appraisal in improving the efficiency of the work

45 40 35 30 Percentage 25 20 15 10 5 0 5.71

40

28.57

14.28 11.43

SATISFACTORY

Options

77

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.28 Respondents opinion about informal work in our organisation

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 8 22 22 14 4 70

PERCENTAGE 11.43 31.43 31.43 20 5.71 100

Inferences From the above table, it is clear that the respondents opinion about informal work in your organization of Good 31.43% and Very Good is 11.43% and belong Neutral 31.43% and Satisfactory 20.% Not Satisfactory 5.71%.

78

Chart 4.28 Respondents opinion about informal work in our organisation

35 30 25 Percentage 20 15 10

31.43

31.43

20

11.43 5.71

5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL Options GOOD

79

Table 4.29 Respondents opinion about the interpersonal communication

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 14 38 14 4 0 70

PERCENTAGE 20 54.27 20 5.71 0 100

Inferences From the above table, it is clear that the respondents opinion about the interpersonal communication of Good 54.47% and Very Good is 20% and belong Neutral 20% and Satisfactory 5.71% Not Satisfactory 0%.

80

Chart 4.29 Respondents opinion about the interpersonal communication

60 50 40 Percentage 30 20 10 0 20

54.27

20

5.71 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL Options GOOD

81

Table 4.30 Respondents opinion about service awards provided by the organisation to employees

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 4 28 12 22 4 70

PERCENTAGE 5.71 40 17.14 31.43 5.71 100

Inferences From the above table, it is clear that the respondents opinion about service awards provided by the organisation to employees of Good 40% and Very Good is 5.71% and belong Neutral 17.14% and Satisfactory 31.43% Not Satisfactory 5.71%.

82

Table 4.30 Respondents opinion about service awards provided by the organisation to employees

45 40 35 30 Percentage 25 20 15 10 5 0 5.71

40

31.43

17.14

5.71

SATISFACTORY

Options

83

NOT SATISFACTORY

VERY GOOD

NEUTRAL

GOOD

Table 4.31 Respondents opinion about status of our job in the society

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 20 36 4 6 0 70

PERCENTAGE 28.57 51.43 5.71 8.57 0 100

Inferences From the above table, it is clear that the respondents opinion about status of our job in the society of Good 51.43% and Very Good is 28.57% and belong Neutral 5.71% and Satisfactory 8.57% Not Satisfactory 0%.

84

Chart 4.31 Respondents opinion about status of our job in the society

60 51.43 50 40 Percentage 30 20 10 0 SATISFACTORY VERY GOOD NEUTRAL GOOD 5.71 8.57 0 NOT SATISFACTORY 28.57

Options

85

Table 4.32 Respondents opinion about transparency maintained in the company

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 8 24 22 6 10 70

PERCENTAGE 11.43 34.29 31.43 8.57 14.28 100

Inferences From the above table, it is clear that the respondents opinion about transparency maintained in the company of Good 34.29% and Very Good is 11.43% and belong Neutral 31.43% and Satisfactory 8.57% Not Satisfactory 14.38%.

86

Chart 4.32 Respondents opinion about transparency maintained in the company

40 35 30 Percentage 25 20 15 10 5 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 14.28 11.43 8.57 34.29 31.43

Options

87

Table 4.33 Respondents opinion about overall satisfaction level working with company

OPTION Very good Good Neutral Satisfactory Not satisfactory

NO.OF RESPONDENTS 18 36 8 6 2 70

PERCENTAGE 25.71 48.57 11.43 8.57 2.87 100

Inferences From the above table, it is clear that the respondents opinion about overall satisfaction level working with company of Good 48.57% and Very Good is 25.71% and belong Neutral 11.43% and Satisfactory 8.57% Not Satisfactory 2.87%.

88

Chart - 4.33 Respondents opinion about overall satisfaction level working with company

60 50 40 Percentage 30 20 11.43 10 0 SATISFACTORY NOT SATISFACTORY VERY GOOD NEUTRAL GOOD 8.57 2.87 25.71 48.57

Options

89

CHAPTER-5 STATISTICAL TOOLS

Chi-square test Chi-square test is one of most popular statically inference procedure today. It is applicable to a very large no of problems on practical. It is one of the important non parametric in test and as such no rigid assumptions are necessary in respect of the type of population. It can be used as a test of goodness of fit and as a test of independence. Chi square as a test of independence With the help of X we can find out whether tow or more attributes are associated or not suppose we have N no of observation classified according to some attributes, we can ask whether a new medicine is affective in controlling fever or not. On this basis we first calculate the expected frequencies and then work out the value of x2, if the calculated value of x2 is less than the table value of certain level of signification (generally 5% level) for given degree of freedom. We say that the result experiment provide no evidence for doubting the other hand. The calculated value of x2 is greater than the label value of certain level of significance, we say that the result of the experiment is not support the hypothesis (i.e) the attributes are associated. It should be noted that x2 is not a measures of the degree of relation ship or the form of relationship between two attributes, but is simply a technique of judging the significance of such association or relationship between two attributes. The following formula is used for chi-square test (O-E)2 X2 = -------------E 90

Row Total * Column Total Where E = --------------------Grand Total O= Observed frequency, E=Expected frequency, DF=Degrees of freedom i.e. Df=(r-1)(c-1) R=Row C=Column Degrees of freedom=(r-1) (c-1) (5-1) (5-1) = 26.296

HYPOTHESIS NULL HYPOTHESIS: Ho: There is no significant relationship between the study age group and opinion about experience in employees work. ALTERNATIVE HYPOTHESIS:H1: There is significant relationship between the study age group and opinion about experience in employees work.

91

Table - 5.1 Age group and opinion about experience in employees work Age Option 21-25 Very Good Good Neutral Satisfactory Not Satisfactory 2 6 6 2 2 16 26-30 6 30 6 0 0 42 31-35 6 4 0 0 0 10 36-40 0 0 0 0 0 0 41-above 2 0 0 0 0 2 16 40 12 2 0 70

92

O 2 6 6 0 2 6 30 4 0 0 6 6 0 0 0 2 0 0 0 0 0

E 3.65 9.6 2.29 0 0.46 9.14 24 5.71 0 1.14 2.74 7.2 1.71 0 0.34 0.46 1.2 0.29 0 0.06 0

O-E -1.65 -3.6 3.71 0 1.54 -3.14 6 -1.71 0 -1.14 3.26 -1.2 -1.71 0 -0.34 1.54 -1.2 -0.29 0 -0.26 0

(O-E)2 2.72 12.96 13.76 0 2.37 9.86 36 2.92 0 1.29 10.63 1.44 2.92 0 0.12 2.37 1.44 0.08 0 0.0036 0

(O-E)2/E 0.75 1.35 6.01 0 5.15 1.08 1.5 0.51 0 1.13 3.88 0.2 1.71 0 .35 5.15 1.2 0.28 0 0.06 0 30.31

The calculated value is more than the table value, it is concluded that dependent in age group of the opinion about experience in employees work. So the hypothesis rejected.

93

HYPOTHESIS NULL HYPOTHESIS: Ho: There is no significant relationship between the study working experience and reorganization of suggestion by the organization. ALTERNATIVE HYPOTHESIS:H1: There is significant relationship between the study working experience and reorganization of suggestion by the organization.

Table - 5.2 Working experience and reorganization of suggestion by the organization

Working Experience Option Very Good Good Neutral Satisfactory Not Satisfactory 0-9 8 24 12 8 2 54 10-19 2 14 0 0 0 16 10 38 12 8 2 70

94

O 8 2 24 14 12 0 8 0 2 0

E 7.71 2.29 29.39 8.68 9.26 2.74 6.17 1.83 1.54 0.46

O-E 0.29 -0.29 -5.39 5.32 2.74 -2.74 1.83 -1.83 0.46 -0.46

(O-E)2 0.08 0.08 29.05 28.30 7.50 7.50 3.35 3.35 0.21 0.21

(O-E)2/E 0.01 0.03 0.99 3.26 0.80 2.74 0.54 1.83 0.14 0.46 10.8

The following formula is used for chi-square test (O-E)2 X = -------------E

2

Degrees of freedom=(r-1) (c-1) (5-1) (2-1)= 4=9.488 The calculated value is more than the table value, it is concluded that dependent in working experience and reorganization of suggestion by the organization. So the hypothesis rejected.

95

Table - 5.3 Table showing Working experience and training and awareness programmes Working Experience Option Very Good Good Neutral Satisfactory Not Satisfactory 0-9 8 16 10 12 8 54 10-19 2 10 0 2 2 16 10 26 10 14 10 70

O 8 2 16 10 10 0 12 2 8 2

E 7.71 2.29 20.06 5.94 7.71 2.29 10.8 3.2 7.71 2.29

O-E 0.29 -0.29 -4.06 4.06 2.29 -2.29 1.2 -1.2 0.29 -0.29

(O-E)2 0.08 0.08 16.48 16.48 5.24 5.24 1.44 1.44 0.28 0.08

(O-E)2/E 0.01 0.03 0.82 2.77 0.68 2.29 0.13 0.45 0.01 0.03 7.22

96

The following formula is used for chi-square test (O-E)2 X = -------------E

2

Degrees of freedom=(r-1) (c-1) (5-1) (2-1)= 4=9.488 The calculated value is less than the table value, it is concluded that independent in working experience and training and awareness programs in the organization. So the hypothesis accepted.

Statistical Test. Co-efficient of correlation between the work load and age group x= Age group of the employees. y= Motivational level based on the work load face in the job.

97

Table - 5.4 Co-efficient of correlation between the work load and age group x 16 42 10 0 2 70
X Y

y 12 30 16 12 0 70

X = x x

Y = y y

X2 4 784 16 196 144 1144

Y2 4 256 4 4 196 464

XY -4 448 -8 28 168 632

2 28 -4 -14 -12

-2 16 2 -2 -14

=70/5=14 =70/5=14
x
2

r = / xy

2 y

=0.87 It is clear from the calculation, the value of r=0.87(o<r>1) so the motivational level based on the work load face in the job and age group of employees.

98

CO-EFFICIENT OF CORRELATION Co-efficient of correlation between the superiors treatment on subordinate and coordination of the co-workers. x= rate the co-ordination of the co workers from the manager cadre to office cadre. Y=rate the superiors treatment on subordinate. Table 5.5 Co-efficient of correlation between the superiors treatment on subordinate and coordination of the co-workers x 12 32 16 10 0 70 y 28 20 10 8 4 70
X = x x
Y = y y

X2 -28 108 -8 -16 140 196

Y2 4 324 4 16 196 544

XY 196 36 16 16 100 364

-2 18 2 -4 -14

14 6 -4 4 -10

X Y

=70/5=14 =70/5=14
x
2

r = / xy

2 y

It is clear from the calculation, the value of r=0.66(o<r>1) so the. the superiors treatment on subordinate and coordination of the co-workers or correlated positively, which implies that they both mutually interrelated.

99

CHAPTER-6 FINDINGS OF THE STUDY 1. A vest majority of the respondents is between the age group of 26-30 years. 2. Most of the respondents 96% of them are male. 3. Most of the respondents 74.28% of them have an experience of the below 0-9 years. 4. Majority of the respondents 42.86% of them have the opinion that, their motivation is good. 5. The vast majority of the respondents 34.29% of them rate the organizations support to achieve in career goal is good. 6. Majority of the respondents 57.14% of them feels that, the experience in our job is good. 7. Majority of the respondents opinion that, opportunity for career and personal development is good. 8. Vast majority of the respondents 57.14% feel that facilities provided by the company is good. 9. Majority of the respondents opinion about monitory benefits received out the job is 48.57% is good and 0% of them not satisfactory. 10. Most of the respondents feel that, well co-ordination of the co-workers. 11. Majority of the respondents 40% of them freedom to take decision. 12. Majority of the respondents 51.43% recognition of suggestion by the organization is good.

100

13. Majority of the respondents feel that, 42.86% of them out performance in the organization. 14. Majority of the respondents 28.57% of them have the opinion that their HR policy of the company is neutral. 15. Majority of the respondents 42.86% opinion about work load face in job is good. 16. Motivation training and awareness programmes in organization 37.14% are good. 17. Majority of the respondents opinion that 48.52% of the welfare measure provided by organization 48.52% are good. But still a similar number of the respondents have not satisfactory to the welfare measure. 18. Vast majority of the respondents 40% of them feel that superiors treatment on subordinate is very good. 19. Majority of the respondents 31.43% opinion about 31.43% of the informal work in the organization is good and natural. 20. Majority of the respondents opinion that transparency maintained by the company is good.

101

6.2 SUGGESTION The findings show that most of the respondents feel that the nature of the job perform is good. But, still a similar number of respondents have a negative feeling which may be considered by the management and taken steps to make it interesting through job rotation, job enrichment, job enlargement etc. The non-financial motivators like affiliations recognition and appreciation may be made an order of the day by the management to motivation the employees. The findings show that most of the respondents feel that welfare measure provided by organization is good. But, a similar number of respondents have a negative feeling that considered by the management and taken steps through hygienic environment, and provide the soap, detergents properly to provide which will indirectly motivate the employees. The supervisor in the organization may be provided with human relation approaches to maintain good relations with their subordinate and Human Resource Department may plan out strategies which may enhance the opinion about him in the long run. Grievance procedure in the organization may be made systematic with a transparent procedure, to improve the motivation of the employees. Regarding the training programs the management may take suitable steps to provide the employee with on the job training. As per requisition made by the employees, the management may consider to the rest room facilities.

102

6.3 CONCLUSION

The study has been made at JKM DAERIM AUTOMOTIVE LIMITED, Sriperambodur, Chennai has shown that generally the employees are highly motivated in all the areas contributing towards the motivation except for a few factors like requirement of the on-the job training, grievance redresses procedure, washing facilities, non-financial motivators and canteen facilities.

103

BIBLIOGRAPHY

Human Resource Management C.B. Memoria C.B. Gubta

Research Methodology C.R. Kothari

www.jkm_daerim.com

104

A STUDY ON EMPLOYEE MOTIVATIONAL LEVEL IN JKM DAERIM AUTOMOTIVE LIMITED, SRIPERUMBUDUR.

QUESTIONNAIRE Personal Details Name Gender Age Income Department Designation Educational Qualification Experience Type of work ( ) : : : : : : : : : Official Area ( ) Inside the Plant

Please tick the box which describes your option Very Good Good Neutral Satisfactory Not Satisfactory : : : : : VG G N S NS

105

Please TICK the number which describes your option

V.G.

N.

S.

NS

What is your opinion about Motivation in your organization

The organizations supports receive to achieve your career goal?

How do you feel about your experience in your work?

How is the opportunity for career & personal development?

The facilities provided by the company

The monitory benefits received out of my job

How do you rate the facilities provided by organization to perform the jobs

8 Rate the coordination of the co-workers from the manager cadre to office cadre

106

The opportunity for internal growth in the company?

10

Does your job provide you chance to train on new technologies and develop new quality.

11

You have authority to take necessary decision on your job

12

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

13

Is your suggestions honoured by your development head?

14

Do you feel that you are a part of your organization? (Your loyally level).

15

How do you rate the HR policy of the company

16 17

Rate the work load you face in job?

What is your opinion about motivation, training and awareness programmes in organization?

107

18

Do you feel that your work is being properly rewarded?

19

The welfare measure provided by organization

20

The service awards provided by the organization to employees

21

The compensation provided by the organization to the employees at the time of accident

22

The company tries to create an exciting work environment

23

How would you rate the superiors treatment on subordinate

24

How is the process of performance appraisal in improving the efficiency of the work?

25

What is your opinion about informal work in your organization?

26 How is the interpersonal communication?

108

27

How the complaints and grievances are handled at the initial stage.

28

What is the Status of your job in the society

29

Is there transparency maintained in the company?

30

Rate your overall satisfaction level working with your company?

109