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The project work titled “AN ANALYTICAL STUDY ON THE GRIEVANCE OF THE EMPLOYEES” was undertaken to find the level of grievance toward Pragati Engineering Private Limited.
The study was mainly conducted to find out the causes and sources of grievance, the time taken and the efforts of trade union to resolve the grievance, the behavior and the attitude of supervisor, and the remedial measures so as to reduce the rate of grievance.
The study is based entirely upon primary data, which was obtained through direct interview and structured questionnaire. The sample sizes about inferences were drawn from it. 100 employees were considered.The charts were used for the analysis and meaningful
Some of the statistical tools such as percentage analysis, chi-square, correlation, weighted average mean are used in order to find the grievance of the employees on pragati engineering private limited.
From the data collected, findings and suggestions obtained. It will help the company to know the grievance of the employees.
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For a foreman. within which he has to give his decisions PACHAIYAPPA’ S COLLEGE -4 . Both employees and management are required to arrive at a decision in regard to a grievance within a specified time limit. At the higher steps. but minor disputes or grievances cannot be referred to the statutory machinery and must be settled by negotiations or by establishing a grievance procedure so that the industrial relation should not be embittered. The management even cannot satisfy the feeling and ego of all its employees.INTRODUCTION The subject matter of personnel management is human behavior. which are followed in the organization. which differs from man to man. The persons working in a group cannot be fully satisfied in all respects. this limit is between one and three days. It is therefore. it may be from one to three weeks. The major disputes may be handed over to the statutory machinery set up under the industrial disputes act 1947. but natural that workers have grievance against his immediate supervisor or against the management as a whole or against the system practices. An arbitrator is generally allowed a time limit of between two and four weeks.
a. The top management and line managers particularly foreman and supervisors. Differences of opinion or though b. Policies and procedures. The personal Administration of an organization should go into the details of the Grievances and find out the best possible methods of settling them. programs and procedures which would enable them to handle grievances. Position of trade union in the organization c. Social injustice with the workers f. It enables the company and the trade PACHAIYAPPA’ S COLLEGE -5 . These policies. Demand for welfare facilities d. if not followed strictly Without an analysis of the nature and pattern the causes of employee dissatisfaction cannot be removed. Doubts and fears in the Mind of workers of management e. which enables the partier to attempt to resolve their differences in a peaceful. which is preliminary to an arbitration. in the formulation and implementation of the policies.Why Grievance Arise? There may be several causes of grievances some of them are as follows. orderly and expeditious manner. A grievance procedure is a formal process. programs and procedures are generally known as the grievance redressal procedure.
Pragati PACHAIYAPPA’ S COLLEGE -6 .union to investigate and discuss the problems at issue without in any interrupting the peaceful and orderly conduct of business.
Accordingly in 1999. Pragati Engineers and Consultants is a common platform and a forum where professionals from various facilities join hand and collectively individually take responsibilities of delivering the desired customers objective. the importance of synergetic effect derived from arranging similar components in different ways. maintenance management to machinery manufacturing activities. PACHAIYAPPA’ S COLLEGE -7 . The company identified various opportunities/areas in engineering field where comprehensive packages required by the industry right from consultancy services in the field of engineering project management.PROFILE OF PRAGATI ENGINEERING PRIVATE LIMITED Pragati Engineering Management Services is founded by a team of professional Engineers with the objective to serve the industry by utilizing experience gained in Project Management & Engineering Manpower Supply while working for the engineering companies. the foundation of Pragati Engineers and Consultants was laid with an objective of offering 'One stop Shop' solution for all engineering based needs. Pragati Engineers and Consultants realized way back in 1999.
Project Management. These practices collectively help us to work towards delivering a commitment given to our clients with the best quality services in the industry. Pragati engineering have a large pool of qualified and experienced engineering manpower covering all major discipline in Engineering. strong performance ethics. Pragati engineering are in this core business for last 5 years. which has resulted achieving the full Within a short span of few years Pragati has been able to make a name in the areas of project management as well as special purpose machinery manufacturing and reconditioning in rubber related industry. Bearing this in mind. PACHAIYAPPA’ S COLLEGE -8 . and Operation / Maintenance. honesty and integrity.professionalism. Commissioning. Pragati engineering has a full time dedicated team and a set a quality upgradation system. Shortly the company plan to be an ISO 9000 company. stable structure. pragati engineering have involved our activities with these core arenas of modern services industry. Construction. Procurement. Our core engineering database of the engineers and designers have had extensive experience both in the design offices and at plant construction sites worldwide and have first hand exposure to working in demanding international environments.Pragati engineering customer satisfaction. Pragati engineering operate within the framework of our core values . Today the company has a reasonably good satisfied customer base and our endeavour is to expand the horizon by offering quality services at reasonably affordable prices. follow the principle of "Do it right first time and Dontastu" better than the best every time. Human Resource is the biggest single factor that decides the difference between big.time success and ordinary achievement.
satisfying and retaining existing customers and to win new ones through excellence performance. systematic and goal. capacity expansions. Vision To exceed the client’s expectations by providing innovative.orientated quality services and solutions to enable them to operate at fullest potential Mission To provide clients with Efficient.Commitment “Pragati engineering will never walk away from the project and the tasks you entrusted to us to fulfill and pragati engineering will always put forth the effort and resources to do whatever it takes to complete and deliver your project on time” Dedication Pragati engineering are dedicated to serving. with competitive edge in modern industry. Cost –Effective and Quality services and solutions by continuous review and improvement in our Services and Facilities taking into account the exact needs and expectations of our clients. balancing of PACHAIYAPPA’ S COLLEGE -9 . Company’s Capabilities • Consultancy services in the field of project management starting from conceptualization to commissioning.
EPCM Projects Project Management Services 1. • Supply of materials including special purpose items for all types of Our business is structured into two verticals: • • Engineering Manpower for EPC. PMC. • Design. • Supply of spare parts including indigenization of spares.resources of existing plants. manufacture and supply of special purpose machines including custom built. shut down maintenance. • Consultancy services in the field of maintenance management including annual maintenance contract for the entire plant or critical equipments.10 . ENGINEERING • • • • • • • • Conceptual Engineering Conceptual Design & Study Feasibility Study Front End Engineering Design Basic Engineering Detail Engineering Design Field Engineering Engineering Manuals PACHAIYAPPA’ S COLLEGE . industries. Pragati engineering handle assignments either on turnkey basis or on part responsibility basis. reconditioning of critical/heavy equipments and automation.
II. Design Engineer Designer / Checker Field Engineer / Field Designer DISCIPLINE .MANPOWER • • • • • • • • • • • • • • • • • Process Design Engineer Thermal / HRSG Design Engineer Furnace / Combustion Design Engineer Pipeline Design Engineer Piping Layout Design Engineer Piping Stress Analysis Engineer Piping Material Engineer Static Design Engineer Rotary Design Engineer Packages Design Engineer Process Equipment Design Engineer Civil Design Engineer Structural Design Engineer Electrical Design Engineer Instrumentation & Control Design Engineer HSE Design Engineer QRA / RCM Engineer . III.11 PACHAIYAPPA’ S COLLEGE .TYPE OF MANPOWER I.
Process Simulations Specialist. PROJECT / PROCUREMENT Pragati engineering are Project Management Consultants and provide EPC packages comprising of Engineering. Pragati engineering also provide other project related services such as Inspection. III. Expediting. • • • • • Project Management Contract Management Master plan for the entire project Procurement Management Supply Chain Management TYPE OF MANPOWER I. II. Pragati engineering are ideally suited for handling small and medium sized projects.12 PACHAIYAPPA’ S COLLEGE . Erection and Commissioning support services for large projects. Procurement. INTOOLS.• • • • • Risk Analysis Engineer Loss Prevention Engineer Fire System Design Engineer HVAC Design Engineer PDS. Erection and Commissioning services in parts or on a turnkey basis as per customer requirements. where the customer can provide basic engineering/ process technology. SACS. E RACEWAY. Manager Engineer Coordinator . PDMS. 2.
DISCIPLINE .MANPOWER • • • • • • • • • • • • • • • • • • • • Project Engineer Project Control Engineer Contract Administrator Contract Engineer Proposal Engineer Estimation Engineer Costing Engineer Planning Engineer Schedule Engineer Procurement Engineer Purchase Engineer Bulk Material Buyer Material Coordinator Logistic Coordinator Shipping Coordinator Supply Chain Coordinator Inspection Engineer Expediting Engineer QA / QC Assurance Material Planning & Control PACHAIYAPPA’ S COLLEGE .13 .
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The scope of study has been extended to all types of employees both male and female to measure the level of grievance towards pragati engineering private limited.Scope of the study The main aim of the study is to identify the grievance and reduce it to a lower rate. PACHAIYAPPA’ S COLLEGE . The survey covers 100 samples and the employees were interviewed and questioner was used to determine the problem that leads to grievance and the data were tabulated and interpreted suggestions were also offered to the management to reduce the grievance.15 .
PACHAIYAPPA’ S COLLEGE . This is to have a clear view of the study and the objectives and hypothesis.16 .The management should take steps to find out the grievance and make the employees to feel comfortable so that the efficiency of the employees is increased. The problem of grievance is continuous and the management has to find out the grievance of the employees. The chapter gives brief review of the study.
PACHAIYAPPA’ S COLLEGE . To know the behavior and the attitude of the superior.Objectives of the study To find out the causes and sources of grievance. The remedial measures should be taken so as to reduce the rate of the grievance.17 . To study the time taken to resolve the grievance. To analysis the efforts of trade unions for solving the grievance.
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PACHAIYAPPA’ S COLLEGE .19 .Limitations of the study The time durations for interviewing were only short period and employees are called while they are at work. The employees did not co-operate in order to give true picture. Some respondents hesitated to answer to certain queries.
20 . The questionnaire had to explain in the regional language. PACHAIYAPPA’ S COLLEGE .
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22 . the employees have complaints against their employee: while in others it is the employees who have a grievance against PACHAIYAPPA’ S COLLEGE . In some.Review of Literature There is hardly a company or an industrial concern which functions absolutely smoothly at all times.
the mode of payment. work assignments and discharges constitute Grievance. of service agreements.their employees. “where the points disputes are of a general applicability or are of a considerable magnitude. Definitions: Beach as defined a grievance as “ any dissatisfaction or feeling of injustice in connection which one’s employment situation that is brought to the notice of the management”. working conditions. payment for overtime work . overtime. “ complaints affecting one or more individual workers in respect of wage payments . The complaint may be related to the quantum of wages. and must grow out of something connected company operation or policy.23 . Interpretation. It must involve as interpretation or application of the provision of the labour contract. transfers. Broadly speaking a complaint affecting one or more workers constitutes a grievance. These grievance may be real or imaginary. seniority. dismissal or discharge. seniority. promotion. or a complaint against a foreman. genuine or false. against the quality of the plant or the parts used in it. they fall outside the scope of this procedure. In the opinion of the national commission on labour. promotions. Flippo says “it is a type of discontent which must always be expressed. valid or invalid. transfer. work assignments. It can be valid or ridiculous. leave.e : the grievance handling procedure”. leave. i. A Grievance is usually more formal in character than a complaint. machinery: or the food available in the canteen. PACHAIYAPPA’ S COLLEGE .
Jucius. An employee is dissatisfied and labours a Grievance when he feels that there has been an infringement of his rights that his interests have been jeopardized.24 . are forted or healed by group pressures. Causes or Sources Of Grievances: From a practical point of view. are adjusted or made worse by supervisors. whether expressed or not and whether valid or not. unjust or inequitable. arising out of anything connected with the company thinks. are produced and dissipated by situations. and are nourished or dissolved by the climate in the organization which is affected by all the above factors and by the management. believes or even feels is unfair. Factor : PACHAIYAPPA’ S COLLEGE . This sense of Grievance generally arises out of misinterpretation or misapplication of company policies and practices.Meaning : According to Michael J. Characteristics of Grievance: A Grievance may have the following characteristics 1. hours or conditions of employment has and can be used as the basis of Grievance. it is probably easier to list those items that don’t precipitate Grievance than to list the ones that do just above any factor involving wages. Calhoon Observes: “Grievances exist in the minds of individuals. the term Grievances means any discontent or dissatisfaction.
Such dissatisfactions are called factual Grievance procedure.The employer employee relationship depends upon the job contact in any organizations. Even then. Diguised: In general organization consider the basic requirements of the employees . power. employee develops such needs which the organizations is to oblige to meet. the organization does not feel any kind of responsibility for such Grievance and their redressal . psychological needs of the employees such as the need for recognition. This contract indicates the norms defining the limits within which the employee expects the organizations to fulfill his aspirations. Imaginary: When the job contract is not clear-cut does not indicate the norms defining the limits within which the employee expects the organization to fulfill his needs or aspirations. are normally unattended and ignored. affections. achievement etc. needs or expectations.25 . Normally. Bethel and others have been given typical examples of workers Grievance: PACHAIYAPPA’ S COLLEGE . which decrease their effectiveness and in work. Here Grievances are not based on facts. 2. When these legitimate needs of exceptions or aspirations are not fulfilled. the employee feels aggrieved. 3. the employee will be dissatisfied with the job. because they are based not only on wrong perceptions of the employee but also on wrong information. However such Grievance can have far-reaching consequence and organization because the employees are likely to develop an altogether negative attitude towards the organizations.
Concerning wages : a. Demand for individual adjustment: the worker feels that he is underpaid b. Complaints above incentives: piece rates are too low or too complicated c. Mistakes in calculating the wages of the worker
Complaints against discipline : the foreman picks on him: in adequate instruction given for job performance
b. Objection to having a particular foreman: the foreman is playing favorites; the foreman ignores complaints c. Objection to the manner in which the general methods of supervision are used; there are too many rules; regulation are not clearly posted; supervision indulge in a great deal of snooping.
Concerning individual advancement: a. Complaint that the employee’s record of continuous service has been unfairly broken
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b. Complaints that the claims of senior persons have been ignored; that seriously has been wrongly determined; that younger workers have been promoted ahead of older and more experienced employees c. Charges are made disciplinary discharged are lay-off has been unfair; that the penalty is too severe for the offence that is supposed to have been committed; that the company wanted to get a rid of the employees; hence the charges against him iv. General working conditions:
Complaints about toilet facilities being in adequate; about inadequate and I or dirty lunch rooms
b. Complaints about working condition, which can be easily corrected; overtime is unnecessary; an employee loses too much time because materials are not supplied to him in timing v. Collective bargaining: The company is attempting to undermine the trade union and the workers who belong to that union the contract with labour has been violated. The company does not deal effectively or expeditiously with union Grievance.
Certain Do’s and Don’ts in Handling Grievance:
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Investigate and handle each and every case as though it may eventually result in an arbitration hearing.
2) Talk with the employee about his Grievance gives him a good and full hearing. 3) Get the union to identify specific contractual provisions allegedy and violated . 4) Enforce the contractual time limits. 5) Comply with the contractual time limits for the company to handle a Grievance. 6) Determine whether all the procedural requirements, as dictated by the aggrements have been complied with. 7) Visit the work area where the Grievance arose. 8) Determine if there were any witness. 9) Examine the relavant contract provisions and understand the contract thoroughly. 10) 11) 12) Determine if there has been equal treatment of employees. Fully informed your own superior of Grievance matters. Satisfy the union’s right to relevant information.
Apply the Grievance remedy to an improper Grievance.
2) Hold back the remedies if the comply is wrong.
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It is often said that a good management redresses Grievance as they arise excellent management anticipates them and prevents them for arising. 4) Admit the binding effect of part practice. it is essential to identify the nature of Grievance and the underlying factors. A proactive approach for Grievance redressal helps the management to take action for modifying those factors that are responsible. 5) Redistinguish your authority to the union. 9) Settle a Grievance when you are in doubt. The management can be through four methods of identifying Grievance exit interview. For the emergence of Grievance while in reactive approach a particular Grievance gets redressed but its underlying problems unless this problem is overcome redressal of a Grievance may be temporary solution. For adapting proactive approach to Grievance management. gripe box system opinion surveys and open-door policy. Agree to informal amendments in the contract.29 . PACHAIYAPPA’ S COLLEGE . 8) Argue Grievance issues off the work premises. 6) Make mutual consent aggrements regarding future action.3) Give long written Grievance answers. 10) Support another supervisor in a hopeless case. 7) Bargain over items not covered by the contract act. 11) Identification of Grievance: Grievance should be redressed by adopting proactive approach rather than waiting for the Grievance to be brought to the notice of the management.
Gripe box systems: On the pattern of suggestion box system. Exit interview if conducted properly. 2. Exit interview: An employee may leave the organization either because of his dissatisfaction with the organization or because of greener pasture somewhere else. 3.30 . Complaints as they may develop a feeling that their identify for reporting complaints many invite victimization especially when the complaints relate to management or supervision styles and other personal matters. such surveys maybe in the form of morale surveys attitude survey or a more comprehensive PACHAIYAPPA’ S COLLEGE . elicits important information about various aspects of the organizational functioning relevant to employees such information is more valuable than the information elicited by the existing employees as they may not be frank enough to express Themselves fully.1. there is no such inhibition. This methods more appropriate in them organisation where there is lack of trust and understanding between employees and their supervisors. Opinion surveys: Opinion surveys conducted periodically on the employee related issues provide relevant information about the state of grievance among them. If need be the employees many of encouraged to drop anonymous. the management can use gripe box system to collect information about grievance from the employees. In an exit interview. They may avoid much relevant information as they see their career linked to the organization and frank expression of their views may jeopardize their career.
31 . These surveys encourage the employees to express their views more openly as these are conducted by persons who are not the supervisors of the employees. further the employees identify is not disclosed. 4. Open door policy: Open door policy implies that the employees are invited to discuss their problem freely and frankly at any tome or drop their complaints to the relevant manager’s room at any tome. The basic objective of an open door policy is to encourage upward communication. In large organizations open door policy should be adopted at each successive management level. collective bargaining sessions.survey including all the above aspects. Benefits of a Grievance Procedure: 1) It brings Grievance into the open so that management can learn about them and try corrective action. PACHAIYAPPA’ S COLLEGE . and informal get-together through which the information about the current state of grievance may be collected. periodicals interviews. However open door policy works effectively when the mangers develop positive approach and keep their roars open physically and psychologically. Alternatives to formal surveys may be group meetings.
he feels better because he knows the system is there to use if he wants to do so. 4) It helps in establishing and maintaining a work culture way of life as problems are interpreted in the grievance procedure. Even if a worker does not use the Grievance system for his own emotional release in a particular situation. The management catches and solve a Grievance before it becomes a dispute. 5) It acts as a check upon arbitrary and capricious management action. Where practicable.2) It helps in preventing grievances from assuming big proportions.32 . the group learn how if is expected to respond to the policies that hare been set up. Desirable features of a Grievance Procedure A Grievance procedure should incorporate the following features: 1) Conformity with existing legislation: The procedure should be designed to supplement the existing statutory provision. It builds within him a sense of emotional security. the procedure can make use of such machinery as the law might have already provided for. 3) It provides employee formalized means of emotional release for this dissatisfaction. 2) Acceptability: The Grievance procedure must be accepted by everybody. When a manager knows that his actions are subject to challenge and review in a Grievance system he becomes more careful in taking his decisions. In order to be generally acceptable if must ensure PACHAIYAPPA’ S COLLEGE .
and (c) Adequate participation of the union 3) Simplicity: The procedure should be simple enough to be understood by every employee. In the former case. charts. It may be useful to classify grievances as those arising from personnel relationship and others arising out of conditions of employment. The step should be as few as possible. The procedure should aim at a rapid disposal of the Grievance. a grievance should be taken up. diagrams. in the first instance. the matter may go to the grievance committee comprising reprehensive of management and worker other grievance should be taken up in the first instance. normally there should be only one appeal c) Different types of grievance may be referred to appropriate authorities. Justice delayed if justice denied.e. 4) Promptness: Speedy settlement of a Grievance is the cornerstone of a sound personal policy. with the authority in the line management immediately above the officer against whom the complaint is made. with the authority PACHAIYAPPA’ S COLLEGE .(a) A sense of fair-play and justice to the work (b) Reasonable exercise of authority to the manager. This can be achieve of by incorporating the following features in the procedure. Thereafter. Information about the procedure can be thoroughly disseminated among all employees through pictures. Employees must know the authorities to be contacted at various levels. Channels for handling Grievance should be carefully developed. etc. a) As for as possible Grievance should be settled at the lowest level b) No matter should ordinarily be taken up at more than two level i.33 .
5) Training: In order to ensure effective working of the grievance procedure it is necessary that supervisors and the union representatives are given training in grievance handling.34 . a reference may be made to the grievance committee and finally to the top management. Thereafter. If an executive is tired. he may courteously. but he should never say something that would never the distrust or enmity of the aggrieved employee.designated by the management. 2) A grievance should not be postponed in the hop that people will “see the light” themselves. or otherwise feeling out of sorts. d) Time limit should be placed at each step and it should be rigidly followed at each level. apologetically and with regret postpone a grievances hearing. in a bad temper. Point to the remembered when handling a grievance: 1) Every grievance must be considered important no matter how irrelevant or insignificant it is or seems. PACHAIYAPPA’ S COLLEGE . 6) Follow up: The working of the procedure should be reviewed periodically by the personnel department and necessary structural changes introduced to make it more effective.
A vague grievance will have to be solved over again. This is necessary to avoid ambiguity and to correctly determine the exact nature of a grievance writing about the ambiguous nature of most grievances. 5) The worker should be given free time off to pursue his grievance. But difficult though the task is. else grievance band ling becomes grievance fighting”. and how the branch will grow. The roots are sometimes difficult to locate. it must be tackled as best as one can. If the decision is unfavourable its legitimate foundations should be well explained. difficult to forecast.35 .3) All grievances should be put in writing. 7) Decision once reached should be communicated to the employee and acted upon by the management. jacius observers that” grievances of today often have their roots in the acts of yesterday and their branchy in the effects of tomorrow. PACHAIYAPPA’ S COLLEGE . 4) All relevant facts about a grievance should be gathered by the management and their proper records maintained this will convince the employees about management’s sincerity integrity and honesty of purpose fell facts will also help the management in reaching fair decision maintenance of records is essential for future reference. 6) Management should make a list of all solutions and later evaluate them one by one interns of their total effect upon the organisation and not solely upon their immediate or individual effect tentative solutions.
8) Follow – up must be done by the management to determine whether action taken but it has favourable changed the employee’s attitude or not.36 . Grievance Handling Procedure in Small Company Company Representativ e Arbitration Union Representativ e Step 2 Owner of Manager Local Union Representative Step 1 Supervisor Union Steward Employee PACHAIYAPPA’ S COLLEGE .
Grievance Handling Procedure in Large Company Company Representativ e Step 5 Step 4 Company Personnel offiecer Arbitration Union Representativ e Regional Union Representative Step 3 Company Union Grievance Committee Step 2 Departmental Head Chief Steward Step 1 Supervisor Union Steward Employee PACHAIYAPPA’ S COLLEGE .37 .
1)Common Procedure: The Steps in the procedure are Immediate Supervisor Departmental head or personnel relation officer Top Executive i. General Manager Grievance Handling Committee.e.38 . Only dispute connected with individual worker may be referred either by the worker or trade union to the authority. PACHAIYAPPA’ S COLLEGE . 2) Model Grievance Procedure: The Steps are Officer-Designate for the purpose Head of the Department Grievance Committee Manager Appeal to Manager for Revision Voluntary Arbitration Formal Conciliation Machinery 3) Grievance Settlement Authority: Every Employee is required to setup a Grievance settlement Authority if he employees 50 or more workers..Grievance Handling Procedures There are Two Procedures of Grievance Handling.
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Approach: Primary data was collect through survey method. Since the face-to-face interview was conducted to extract data from them. Primary data: It forms the major part of the study.Research methodology Data Collection: After identifying and defining the research problem and determining specific information required solving the problem.. personnel manuals etc. Questionnaires were circulated among the employees so as to collect accurate data and result. Responses obtained from the employees of various designation and department in Balaji distilleries limited formed as the primary source of date. Secondary data: The magazines. the next step is to look for the type and source of data that may yield the desired results. operation rules and regulation. Some respondents were asked to fill the questionnaire by themselves and the remaining respondents were interviewed personally. journals. There are mainly two types of data that a research can collect one is the primary data and the other is the secondary data. PACHAIYAPPA’ S COLLEGE .41 . provided the researches with information on the topic.
iii. Of Respondent (100) Chi-square test: The ᴪ2 = ∑ (O-E)2 \ E O . Of Respondent/Total no.Observed Frequency PACHAIYAPPA’ S COLLEGE . Appropriate statistical tools were also applied to yield accurate results. Percentages are used in making comparison between two or more series of data.42 . which was very clear to the respondents.Questionnaire design: The questionnaire designed was based on a structured format and there were both open ended and closed question. Data analysis: The data so collected through questionnaire were tabulated and analyzed. Chi-square test Percentage method Weighted average method Correlation Percentage method: Percentage refers to a special kind of ration. Statistical tools description: The researches used the following tools to analyze the data i. Percentages can also be used to compare the relative terms the distribution of two or more series of data Percentage= No. Percentages are used to describe relationship. ii. iv.
The weight stands for the relative importance for the different items. If one of the other hands the calculated value of ᴪ2 is less than the table value the difference between theory and observations is not considered as significant. Weighted Average method: Weighted average is assigning weight of different relative item.E . If the calculated value of ᴪ2 is more than table value of ᴪ2 the difference between theory and observations on considered to be signification. Of observations The quality ᴪ2 describes the magnitude of the discrepancy between theory and observations. It is used to test goodness of fit. The formula for computing weighted average is XW=E(wx) / EW PACHAIYAPPA’ S COLLEGE . It is used as a test of independence. The calculated value of ᴪ2 is compared with the value ᴪ2 for given degrees of freedom at a certain specified level of significance. b. Uses: a.43 .Expected frequency E=(RT*CT)/ N RT= The row total for the row containing cell CT= The column total for the column containing the cell N= The Total No.
xn.. Correlation: Correlation analysis is used in measuring the closeness of relationship between the two variables.wn.... The Pearson co-efficient of correlation is denoted by the symbol r. The formula for computing Pearson r is r=∑ xy / ∑x2x∑y2 Where x=(x-x) any y=(y-y) PACHAIYAPPA’ S COLLEGE . It is one of the very few symbols that is used universally for describing the degree of correlation between two series..44 . W represents weights attached to variable values is w1.x2.Where XW represents the weighted average X represent then variable values is x1. It mainly determines the existence of the relationship and tests it significantly and establishes a cause and effect relationship..w2.
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Analysis and Interpretations Table-1 Classification of Employees (Age wise)
S.NO OPTIONS NO OF RESPONDENTS 1 20 – 35 55 55 %
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CHART .48 .1 Classification of Employees PACHAIYAPPA’ S COLLEGE .2 3 35 – 50 50 above TOTAL 35 10 100 35% 10% 100% Inference: The table shows that 55 % of the respondents fall under the age group of 20 – 35 and 35% of the respondents are under the age group of 35 – 50 and 10% of the respondents are above 50.
Age Group Table-2 Work experience PACHAIYAPPA’ S COLLEGE .49 .
S. CHART .10 11 .50 .20 21 – 30 30 & above Total 20 80 100 20 80 100 Inference: The table shows that 20% of respondents basically 1 – 10 years of experience in the organization and 80% of the respondents are 11 – 20 years of experience.NO OPTIONS NO.2 Work experience PACHAIYAPPA’ S COLLEGE . OF RESPONDENTS PERCENTAGE 1 2 3 4 1 .
Age Group Table-3 Classification of employees PACHAIYAPPA’ S COLLEGE .51 .
CHART .52 .(gender wise) S. OF RESPONDENTS 1 2 male female Total 60 40 100 60 40 100 PERCENTAGE Inference: The table estimates that 60% of the respondents are male and 40% of the respondents are female.NO OPTIONS NO.3 Classification of employees (gender wise) PACHAIYAPPA’ S COLLEGE .
53 .Table-4 Opinion about physical working condition S. OF RESPONDENTS 1 Satisfied 49 49 PERCENTAGE PACHAIYAPPA’ S COLLEGE .NO OPTIONS NO.
4 Opinion about physical working condition PACHAIYAPPA’ S COLLEGE .2 3 Partly satisfied Dissatisfied Total 41 10 100 41 10 100 Inference: The estimates that 49 % of the respondents are satisfied with physical working condition and 41 % of the respondents are partly satisfied and 10% of the respondents are dissatisfied. CHART .54 .
55 .Table-5 PACHAIYAPPA’ S COLLEGE .
56 .5 Wage satisfaction level PACHAIYAPPA’ S COLLEGE .Wage satisfaction level S. OF RESPONDENTS 1 2 Accepted Not accepted Total 79 21 100 79 21 100 PERCENTAGE Inference: The table shows that 79% of the respondents are accepted with their wages given by the management and 21% of the respondents are not accepted. CHART .NO OPTIONS NO.
Table-6 Employees work load PACHAIYAPPA’ S COLLEGE .57 .
58 .6 Employees work load PACHAIYAPPA’ S COLLEGE .NO OPTIONS NO.S. CHART . OF RESPONDENTS PERCENTAGE 1 2 3 Very high High Normal Total 20 25 55 100 20 25 55 100 Inference: The estimates that 20% of the respondents are having very high work load and 25% of the respondents are having high work load and remaining 55% of the respondents are having normal work load.
Table-7 Welfare facilities Options PACHAIYAPPA’ S COLLEGE Excellent Good Fair .59 .
50 Inference: The above shows that highest value of 1.50 of the respondents feels that medical facility is moderate.64 of the respondents feels that canteen facility is excellent.61 Medical =61+56+33/100=1. Table-8 Duration to settle the grievance PACHAIYAPPA’ S COLLEGE .64 Rest room =53+66+42/100=1.60 . 1.Canteen Restroom Medical 66 53 61 34 33 23 10 14 11 Tool: Weighted mean Canteen =66+68+30/100=1.
S.7 Duration to settle the grievance PACHAIYAPPA’ S COLLEGE .61 .NO OPTIONS NO. OF RESPONDENTS PERCENTAGE 1 2 3 Less than 15 days 15-30 days 30-40 days Total 49 36 15 100 49 36 15 100 Inference: The table estimates that 49% of the respondents says that their grievance are settled in less than 15 days and 36% of the respondents says that their grievance are settled in 15-30 days and 15% of the respondents says that their grievance are settled in 3040 days. CHART .
OF PERCENTAGE .Table-9 Relationship with supervisor S.NO OPTIONS NO.62 PACHAIYAPPA’ S COLLEGE .
63 . CHART .8 Relationship with supervisor PACHAIYAPPA’ S COLLEGE .RESPONDENTS 1 2 3 Good Fair Poor Total 31 54 15 100 31 54 15 100 Inference: The table shows 54% of the respondents are agree with the behavior of supervisor is fair and 31% of the respondents are agree with the behavior of supervisor is good and 15% of the respondents are agree with the behavior of supervisor is poor.
Table-10 Opportunity to express feeling and dissatisfaction S. OF PERCENTAGE .64 PACHAIYAPPA’ S COLLEGE .NO OPTIONS NO.
CHART .RESPONDENTS 1 2 Allowed Not Allowed Total 70 30 100 70 30 100 Inference: 70% of the respondents are agreeing that the management given an opportunity to express feelin and dissatisfaction and the remaining 30% are not agreed.65 .9 Opportunity to express feeling and dissatisfaction PACHAIYAPPA’ S COLLEGE .
Table-11 Relationship with colleagues PACHAIYAPPA’ S COLLEGE .66 .
S. OF RESPONDENTS PERCENTAGE 1 2 3 Very Good Good Fair Total 55 46 9 100 55 46 9 100 Inference: The table estimates that 55% of the respondents feel very good about their colleagues and 46% of the respondents feel good about their colleagues and 9% of the respondents feel fair about their colleagues.10 Relationship with colleagues PACHAIYAPPA’ S COLLEGE .NO OPTIONS NO.67 . CHART .
68 .Table-12 Relationship with workers and management PACHAIYAPPA’ S COLLEGE .
11 Relationship with workers and management PACHAIYAPPA’ S COLLEGE . OF RESPONDENTS PERCENTAGE 1 2 3 Very Good Good Satisfactory Total 60 29 11 100 60 29 11 100 Inference: The table estimates that 60% of the respondents have very good relation with the workers and management and 29% of the respondents have good relation with the workers and management and 11% of the respondents have satisfactory with their relation .S.NO OPTIONS NO.69 . CHART .
70 .Table-13 Correlation with education qualification and career development program PACHAIYAPPA’ S COLLEGE .
56 10.75 -4.71 PACHAIYAPPA’ S COLLEGE .19 .75 1.75 Y2 52.25 -5.75 -6.06 y-y 7.56 33.25 X2 280. X 34 19 11 5 y 15 11 2 3 X-X 16.06 150.06 39.25 -12.56 Xy 121.44 5.94 58.06 22.56 3.EDUCATIONAL QUALIFICATION 10th IIT/diploma UG PG Total CAREER DEVELOPMENT PROGRAM YES 34 19 11 5 69 NO 15 11 2 3 31 TOTAL 49 30 13 8 100 Karl peason’s co-efficient of correlation is used to identify relationship if any between employee qualification and career development.25 3.69 35.
75 r=∑xy/ ∑x2. OF RESPONDENTS 1 2 Yes No 63 37 63 37 PERCENTAGE PACHAIYAPPA’ S COLLEGE .NO OPTIONS NO.934 Inference: The correlation value is found to be 0.934.7 4 221.15 =>221.92 R=0. Table-14 Regarding distribution of overtime S.26/ 56133.26 X=∑x/n=69/4 Y=∑y/n=7. there is a positive correlation between educational qualification and career development programs.72 .26/ 472.74*118.74 =221. ∑y2 => 221.74 1128.26/236.69 31 472.
Total 100 100 Inference: The table shows 63% of the respondents are agree with the reasonable distribution of overtime and 37% are not agreed.12 Regarding distribution of overtime PACHAIYAPPA’ S COLLEGE .73 . CHART .
74 .Table-15 Regarding distribution of leave facility PACHAIYAPPA’ S COLLEGE .
S.NO OPTIONS NO. OF RESPONDENTS PERCENTAGE 1 2 Yes No Total 66 34 100 66 34 100 Inference: 66% of the respondents are agree with the satisfaction of leave facility available to them and 34% of the respondents are not agreed.75 . CHART .12 Regarding distribution of leave facility PACHAIYAPPA’ S COLLEGE .
76 .Table-16 Opinion about remedial measures PACHAIYAPPA’ S COLLEGE .
S.13 Opinion about remedial measures PACHAIYAPPA’ S COLLEGE .NO OPTIONS NO.77 . CHART . OF RESPONDENTS PERCENTAGE 1 Routine meeting with regard to grievance 39 39 2 3 Proper counseling Settlement of grievance should be prompt Total 15 56 15 56 100 100 Inference: 56% of the respondents need settlement of grievance should be prompt and 39% of the respondents need routine meeting with regard to grievance and 15% of the respondents need proper counseling.
PACHAIYAPPA’ S COLLEGE .78 .
79 .PACHAIYAPPA’ S COLLEGE .
PACHAIYAPPA’ S COLLEGE .80 . Most of the respondents feel under the age group of 20 to 35 years.Findings and observations 1.
13.Normally it takes less than 15 days to settle their grievance.75% of the respondents are agree with that the union is participate in solving grievance. 15. 9.81 .More than half of the respondents are agree with proper career development program of the company. 4. 11. 12. 10.2. 16.There is very good relationship between workers and the management.Commenting about the functioning of trade union 49% of them are favored for effectiveness of the trade union. PACHAIYAPPA’ S COLLEGE .Relationship with supervisor is fair. Most of the respondents need the settlement of grievance should be prompt. 7.Relationship with colleagues is good. 14. 17. Leave facility is satisfactory at the rate of 66%. Distribution of overtime is reasonable at the rate of 63%. More than half of the respondents are satisfied with the present job.Most of the respondent’s need their grievance should be settled in 1 -3 days. 8. 79% of the respondents are satisfied with the wages. 5. Majority of the respondents were found to be male. 3. Welfare facilities like canteen facility highly satisfied when compared to rest room facility. 6. About 55% of the respondents have normal work load.
PACHAIYAPPA’ S COLLEGE .49% of the respondents are satisfied with the physical working condition.82 . 20.Nearly 50% of the respondents are below Graduate. 19.80% of the respondents have the work experience of 11-20 years.18.
83 .PACHAIYAPPA’ S COLLEGE .
The employees can further educated by proper training of development program. Work load of the employees can be optimum. PACHAIYAPPA’ S COLLEGE . The over time can be reasonably distributed. The union should enhance their participation in the grievance. The working condition can be improved. The welfare facilities like medical facility can be improved.84 .Suggestions Conducting meeting at proper interval. Proper counseling should be done to get rid of their personal.
Employees are in need of proper career development should be conducted at the regular intervals. The management should be impartial with workers express their feelings and dissatisfaction. 21% of the employees are not satisfied with the salary so measures can be taken to satisfy them.85 . The settlement of the grievance should be prompt. PACHAIYAPPA’ S COLLEGE . The supervisors and union representatives must undertake human relationship.
86 .PACHAIYAPPA’ S COLLEGE .
Grievance should be resolved and eased long before they assume character of an open conflict. PACHAIYAPPA’ S COLLEGE .Conclusion Prompt and effective handling of grievance is the key to industrial peace.87 .
PACHAIYAPPA’ S COLLEGE . The action taken by the management should make the employees change their character but not to confuse the life of the employees.The grievance should be open so that management can learn about them and try corrective action. For an established organization “ Pragati engineering private limited” they can always try to improve their standard by making good psychological relationship with employees and by solving employee’s problems not only in the industrial but also in the family.88 . So the handling of grievance by the Pragati engineering private limited must be improved so as to induce a more comfortable working climate of the employees.
PACHAIYAPPA’ S COLLEGE .89 .
l.c.p.gupta PACHAIYAPPA’ S COLLEGE .tripati research methodology – c.kothari statistical methods – s.p.p. rao personnel management .Bibliography Human resource management .90 .p.prasad Personnel/human resource management .mamoria personnel management and industrial relationship .subba rao v.b.s.m.c.r.
91 .PACHAIYAPPA’ S COLLEGE .
Educational Qualification: a)10th ( ) b)ITI/diploma( ) ) c)undergraduate ( ) d) postgraduate( 6.Questionnaire An analytical study on grievance of the employees 1. Age : a) 20-35( ) b) 35-50( ) c)50&above ( ) 3. How long have you been in this organization ? a)1-10( 4. sex : a)male( ) b)female( ) ) b)11-20( ) c)21-30( ) d)30&above( ) 5. Name : 2.92 . what is your opinion about physical working condition? a)satisfied( ) b)partly satisfied( ) c)dissatisfied( ) 7.Are you satisfied with the job? a)satisfied( ) b)dissatisfied( ) 8.Are satisfied with the wages given by the management? PACHAIYAPPA’ S COLLEGE .
a)accepted( ) b)not accepted( ) 9.what do you think about the work load? a)very high( ) b)high( ) c)normal( ) 10.93 .state your opinion about the following relationship? i)relation with your colleagues a)very good( ) b)good( ) c)fair( ) ii)workers and management PACHAIYAPPA’ S COLLEGE .how about the facilities given by the management? Facilities Canteen Rest room Medical Good Satisfied Not bad 11.how much time that you feel to settle the grievance? a)1-3days( ) b)3-5days( ) c)5-8days( ) 13.mention the duration normally takes to settle the grievance? a)less than 15( ) b)15-30( ) c)30-45( ) 12.how do your supervisor act and respond in the work spot? a)good( ) b)fair( ) c)poor( ) 14.
94 .is the leave facility is satisfactory? a)yes( ) b)no( ) 21.is over time reasonably distributed? a)yes( ) b)no( ) 20.a)very good( ) b)good( ) c)satisfactory( ) 15.does the union have adequate participation in the grievance? a)yes( ) b)no( ) 19.does the company provides proper career development program? a)yes( ) b)no( ) 16.does the management given an opportunity to express your feelings and dissatisfaction? a)allowed( ) b)not allowed( ) 17.what do you feel about the functioning of trade union? a)effective( ) ) ) b)not effective( c)partially effective( 18.state your opinion about the following remedial measures? a)routine meeting with regard to the grievance( b)proper counseling( ) ) ) c)settlement of grievance should be prompt( PACHAIYAPPA’ S COLLEGE .
95 .PACHAIYAPPA’ S COLLEGE .
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