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A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI

By DINESHKUMAR.M (Reg.No.0861123)

K.S.RANGASAMY COLLEGE OF TECHNOLOGY TIRUCHENCODE - 637 215. (An Autonomous Institution Affiliated to Anna University Coimbatore)

PROJECT REPORT Submitted to the FACULTY OF MANAGEMENTS STUDIES In partial fulfilment of the required for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION JANUARY 2010

BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI” is the bonafide work of Mr.DINESHKUMAR.M who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported here does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

HOD

Supervisor

Head of the Institution

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Internal Examiner

External Examiner

K.S.RANGASAMY COLLEGE OF TECHNOLOGY (AUTONOMOUS) TIRUCHENGODE - 637215 MBA Final Project Work (Batch 2008 – 2010) A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES, CHENNAI . Name of the Student & e-mail address DINESHKUMAR.M dines_man@yahoo.com Dr.S.RAJARAJESHWARI, MBA., M.Phil., Ph.D Name of the Supervisor(s) PROFESSOR, DEPARTMENT OF MBA K.S.R SCHOOL OF MANAGEMENT. Industry where the Project is undertaken (if VISIWARE TECHNOLOGIES, CHENNAI applicable) ABSTRACT The research entitled “A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI”
Customer relationship management (CRM) is a combination of people, processes, and technology that seeks to provide understanding of customer needs, to support a business strategy, and to build long-term relationships with customers. Successful utilization of the integrated technology requires appropriate business processes and organizational culture to adequately address human behavioral elements. Because it is not simply a technology solution, success in CRM business revolves largely around people. In order to build a clearer understanding of the content and role of the human processes of CRM, this study analyzes the literature on CRM processes and people dependencies and forms propositions about the need for human processes in CRM. It emphasizes the responsibility of executives and operational staff in making critical decisions and using intimate communications to conduct relationship management with their customers. Typical CRM human processes are those that are difficult to implement or that cannot be carried on using technology solutions alone, including such activities as planning customer strategy, designing CRM processes, coping with customer

Title of the Project

.D. LAKSHMI MACHINE WORKS LTD COIMBATORE under the guidance of Dr.. RAJARAJESHWARI. ACKNOWLEDGEMENT .Phil. Ph.DECLARATION I hereby declare that the project entitled “A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI” in partial fulfilment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION is a record of original project work done by me. during my period of study in. DEPARTMENT OF MBA. Signature: Name of the candidate: DINESHKUMAR. KSR COLLEGE OF TECHNOLOGY and no part of it have been submitted for any other Degree or Diploma.M Date: Place: TIRUCHENGODE. MBA. S. M.

. Director. I thank from the bottom of my heart to Dr. Chairman.D..F. KSR College of Technology for effectively leading me to meet up with the requirement and necessities of this project.. KSR College of Technology for granting me permission and for a moral guidance to this project. RAJARAJESHWARI. H..A.E.Ed.. Ph.E..J. M.Lakshmi. I owe my gratitude to Mr..D . for having given me the permission to conduct the study and his encouragement and support. At the onset. MBA.. I express my sincere gratitude to Lion Dr. It is my esteemed honour to thank Dr. K.Rangasamy. B. Ph.. B. Department of MBA. MISTE. Professor.R.A. Ph.D. Manager HRD for his constant help and co-operation rendered during the project work. K. Department of MBA. S..Phil. Dr.D..S. M.S. My foremost thanks to. Tiruchengode for giving me an opportunity and facilities to do this project work. I wish to express my gratitude to. I thank god almighty for having showered his blessings throughout the study. M. Annadurai.Educational Institutions. And I also thank All the Staffs in the HR department for their guidance and support for my entire project work. M. who are responsible for all the outstanding performance in my life. Principal.Phil.Thyagarajan. CONTENTS Page No. SIMEEE.. KSR College of Technology.O.K. MBA. Chapter – 1 INTRODUCTION .First and foremost I dedicate this project work to my parents. M..

3 2.4 Concepts of the study Reviews of related literature Company profile Product profile Chapter – 3 METHODOLOGY 3.1 3.6 Introduction Statement of the problem Objectives of the study Scope of the study Limitations of the study Chapterization of the study Chapter – 2 CONCEPTS AND REVIEW 2.1 1.4 1.3 1.1 2.1.3 3.2 1.2 3.5 Research Design Survey Details Sampling Details Data collection Details Tools of the study Chapter – 4 DATA ANALYSIS AND INTERPRETATION .2 2.4 3.5 1.

4.1

Analysis of the data

Chapter – 5 RESULTS AND DISCUSSION 5.1 5.2 5.3 Findings of the study Suggestions and Recommendations Conclusion

Appendices References

LIST OF TABLES

S.NO 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 4.1.8 4.1.9 4.1.10 4.1.11 4.1.12 4.1.13 4.1.14 4.1.15 Age of the respondent

CONTENTS

PAGE NO

Satisfaction Level of Drinking Water Facility Provided Satisfaction Level of Lighting and Ventilation Facilities Satisfaction Level of Neat & Hygienic Conditions Satisfaction Level of Rest Room Facility Satisfaction Level of Nature of the job Satisfaction Level of Period & Hour of Work Satisfaction Level of Job Security Satisfaction Level of Training Provided Satisfaction Level of HRD's Response Satisfaction Level of Information Received Satisfaction Level of Welfare Officers Satisfaction Level of Supervisions Satisfaction Level of Colleagues Relations Satisfaction Level of Respect & Treatment Given

4.1.16 4.1.17 4.1.18 4.1.19 4.1.20

Satisfaction Level of Senior Management Satisfaction Level of Insurance Facility Satisfaction Level of Transport Facility Satisfaction Level of Ambulance Facility Satisfaction Level of Canteen Facility Provided

LIST OF FIGURES

S.NO 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 Age of the respondent

CONTENTS

PAGE NO

Satisfaction Level of Drinking Water Facility Provided Satisfaction Level of Lighting and Ventilation Facilities Satisfaction Level of Neat & Hygienic Conditions Satisfaction Level of Rest Room Facility Satisfaction Level of Nature of the job Satisfaction Level of Period & Hour of Work

19 4.1.16 4. INTRODUCTION TO THE STUDY .20 Satisfaction Level of Job Security Satisfaction Level of Training Provided Satisfaction Level of HRD's Response Satisfaction Level of Information Received Satisfaction Level of Welfare Officers Satisfaction Level of Supervisions Satisfaction Level of Colleagues Relations Satisfaction Level of Respect & Treatment Given Satisfaction Level of Senior Management Satisfaction Level of Insurance Facility Satisfaction Level of Transport Facility Satisfaction Level of Ambulance Facility Satisfaction Level of Canteen Facility Provided 1.1.1.4.1.1.1.1.1.1.1.9 4.1.1.11 4.10 4.14 4.17 4.13 4.18 4.15 4.8 4.1.12 4.1.

marketing effectiveness. Logistics originates from the ancient Greek “Logos” which means ratio. Ltd . The more useful way to think about CRM is as a process that will help bring together lots of pieces of information about customers. It is a process or methodology used to learn more about customers' needs and behaviours in order to develop stronger relationships with them. speech oration etc. CRM helps businesses use technology and human resources to gain insight into the behaviour of customers and the value of those customers Logistics is the art and science of managing and controlling the flow of goods. word.“A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT AT VISIWARE TECHNOLOGIES. from the source of production to market place at lowest possible cost and at right time. people. ABOUT THE TOPIC: . maintaining and transporting material. warehousing. calculation. CHENNAI . There are many technological components to CRM. persons and facilities. Dictionaries define logistics as “The time related positioning of resources “or as the branch of military science having to do within procuring. The basic objective of the study was to identify and analyse customer approach in CRM. sales. reasons. It involves the integration of information transportation. but thinking about CRM in primarily technological terms is a mistake.” is the topic of the study. energy. The research was carried in Visiware Technologies Pvt. CRM stands for Customer Relationship Management. material handling and packaging. information. inventory. responsiveness and market trends.

employee survey research shows the company that lacks great front-line managers will suffer. promotions. Nevertheless. and goals all change frequently. and training. That's a mistake. using pay. STATEMENT OF THE PROBLEM The statement of the problem is as follows on “A study on employee satisfaction in Lakshmi Machine Works LTD.2. benefits. But these well-intentioned efforts often miss the mark. . Just because something worked well six months ago doesn't mean that it still does. Soliciting feedback should be a regular part of the HR function. Customer relationship management (CRM) is not just the application of technology. but is a strategy to learn more about customers’ needs and behaviours in order to develop stronger relationships with them. In any labour market. By tuning into what your employees are really thinking rather than what you think they're thinking. Employee surveys are the most effective way to tap into the thoughts of the workplace. The front-line manager is the key to attracting and retaining talented employees. few survey to check on the status quo. company culture. 1. While many HR professionals ask for employee feedback when changes are being implemented. you have an opportunity to correct problems early and capitalize on successes quickly. successful CRM relies on the use of technology. As such it is more of a business philosophy than a technical solution to assist in dealing with customers effectively and efficiently. No matter how generous the pay or how renowned the training. Therefore the system those specifically address the problem of dealing with customers one day-to-day basis are growing in popularity. People.The better business can manage the relationship it has with its customers the more successful it will become. companies compete to find and keep the best employees.

SCOPE AND NEED FOR THE STUDY : .4.3.1. OBJECTIVES OF THE STUDY 1.

Thus collected data is interpreted. The study could be treated as a ground breaking study for market analysis. analyzed and evaluated. CHAPTERIZATION OF THE STUDY . The study was conducted on the basis of CRM for Logistic Company. NEED OF THE STUDY The study will help the company to know better about themselves among its customers. LIMITATIONS OF THE STUDY  Inadequacy of time is the main limitation of the study. The evaluated data is the information which is an asset to the company in terms of strategy formulation. 1.  The data for the study has been obtained only from the primary sources. 1.  The sampling techniques which are used here is only the stratified sampling. The study was restricted to only aspects as covered in the objectives Future utility scope: The study has value for research who can compare it with potential in other cities.  Almost all the respondents are met personally at their working place some of them are reluctant to respond.5. This will help the company to implement new strategies and review the existing strategies if required for the betterment for the future expansion The study gets data directly from the customers.  This study does not cover the total opinion of all the employees.The study was conducted for Visiware Technologies Pvt Ltd and this could not be used for the further analysis of other logistics company.6.

. which includes analyses of the data. There is a direct link between employee satisfaction and financial results. Discover what motivates people. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views. scope of the study. 2. suggestions are given and conclusion is also included.1. CONCEPTS OF THE STUDY Employee satisfaction surveys provide the information needed to improve levels of productivity. research type. and what genuinely makes and keeps your employees happy. methods of data collection and sampling. what drives loyalty. These root causes can be identified using LMW's employee satisfaction survey.  The fourth chapter deals with ‘data analysis’. sources of data collection. Satisfaction levels will increase when employees know that their issues are being addressed.  The third chapter deals with the ‘methodology’ which includes research design.  The last chapter results and findings are presented based on the findings of the study. objective of the study. job satisfaction. and loyalty.  The second chapter deals with the ‘concept and review’ that includes the concept of the company profile and industrial profile. and limitation of the study and chapterization of the study. The first chapter deals with the ‘introduction’ that includes statement of the problem.

companies that have implemented empowerment principles will be considered. Second. and will be more productive. and its modern-day origins will be examined. They will care about the quality of their work. followed by misconceptions and limitations will be noted. including numerous definitions. 2. Finally.Employees with higher job satisfaction typically believe that their organization will be satisfying in the long run. the benefits of empowering employees. theories. REVIEWS OF RELATED LITERATURE Introduction This chapter will first review factors that affect employee satisfaction and factors that are affected by employee satisfaction.2. will have higher retention rates. Third. will be more committed to the organization. . a closer look at empowerment.

turnover rates decreased. and GE to name a few – each embrace the same basic company cultural values: teamwork. Job security is less important to today’s worker” (Schmitt. . In regards to turnover and absenteeism According to the same publication. and that younger. The older and more experienced employees exhibited a lower rate in turnover but a higher rate in absenteeism. when workers were asked the reasons for their absenteeism and turnover. customer focus. • Experienced workers were more quality conscious than less experienced workers. lack of craft supervision and poor overall job management became more important reasons for absenteeism. innovation. • Considering quitting was the most accurate indicator of job dissatisfaction. Maloney & McFillen. According to Ed Schmitt. Most contractors feel that employee turnover and employee satisfaction are closely related. less experienced workers seem to change jobs rather than cope with an unpleasant situation” (“The Business Roundtable”.Studies completed in 1999 by the Hay Group for Fortune magazine have shown that even the most admired companies – Intel. 1986). the less turnover and absenteeism occurs (“The High-Performing Contractor”. 2005). The more satisfied an employee is. • As work experience increased. the four main reasons cited were: • Excessive rework • Poor craft supervision • Poor overall management • Relationship with the boss Important job-satisfaction factors affecting absenteeism. and fair treatment of employees (Clark. “Today’s workers have different expectations from the companies they work for and are much less hesitant to leave one job for another if they don’t feel those expectations are being met. • As work experience increased. 2004. experienced craftsman will produce absenteeism. Studies have found that excessive employee turnover is usually the result of “people that like what they do. 2002). 1982). but not where they do it” (“Employee Satisfaction”. Coca-Cola. 2001). indicating that “jobs that do not challenge or provide satisfaction for a highly skilled.

2003). Drizin continues by pointing out that one of the most common drivers in establishing employee loyalty is care and concern for employees and opportunities for growth which are often listed as the first or second most significant drivers. an employee loyalty specialist. When employees do participate in the organization they feel more valuable. which in turn creates higher retention (Leibowitz. without totally involving the individual who is closest to the work and therefore knows it better than those who manage it” (“The High-Performing Contractor”. The results included evidence that management . Mark Drizin. “Companies can either invest in providing mentoring. Jack Welch. but it cannot sustain high productivity without cultural change. an executive search firm. especially when they see the “results stemming from their actions” (Calder & Douglas. When management creates opportunities for employees to add value to the organization in ways other than those that fit the job description. removing bureaucracy and downsizing.An employee satisfaction study conducted by Big Builder in 2003 reported that the “responses in the study point to a clear need for giving employees a greater role in business decisions. but it also “is critical in terms of employees feeling good about working for their organization” (McClenahen. the Institute of Profit Advisors found that providing training. 2003). 1999). “A company can boost productivity by restructuring. rather than terminating employees. Leaders/Supervisors/Management The Daniels Group. it is unclear how to measure all the positive results that will occur.” There needs to be a culture of participation in the organization. 2001). a retired CEO of GE once stated. training and growth opportunities now or pay the costs of turnover later” (Clark. was a major key to improving profitability. 2004). training not only equips employees to perform their jobs in a satisfactory manner. conducted a national workforce retention survey in 2003. In a 1999 survey.

Both safety and quality were found to be controlled by employees (Hansen. Even though it is difficult to assign an exact definition to the term empowerment. 2004): 16 • Employee involvement • Management commitment • Training and education • Communication between managers and employees The study also found the benefits of having a safer workplace and a higher quality product.” Safety and Quality Study In 2004.. 2004): • Improved employee job satisfaction • Lower employee turnover • Reduced rework Definitions of Empowerment • Every organization that is involved in the empowering employees defines empowerment according to its usefulness and scope in practice. four general definitions are listed below: • [Empowerment] means giving people their head. 17 . 2004).played a large roll in employee satisfaction. the Center for Quality and Productivity Improvement at the University of Wisconsin-Madison and the Department of Industrial Engineering at the University of Wisconsin-Madison conducted a study measuring safety and quality and the forces that drive them. Some of the top characteristics that were found to create a safe workplace and improve quality included (Loushine. Three of the top benefits included (Loushine et al. Hoonakker. When employees of building companies were asked if a “manager’s leadership abilities impact their interest in remaining with the organization. Carayon. & Smith. not just relieving them of minor bureaucrat impedimenta…It means top management explaining and delegating more while commanding less (Rock. 1994).

employee satisfaction consists of three elements: (a) Value. defined as the amount or quality of participation employees feel they have in regards to what. The winds of the change hall have transformed a traditional art to a modern industry. empowerment is the giving up of some control and the sharing of additional knowledge of company goals and achievements for employees. defined as an employee’s sense of value to the company as perceived by the employee.• For management. (b) Authority. defined as the magnitude of responsibility and accountability an employee has. Survey Development According to the review of literature. • Empowerment simply means encouraging people to make decisions and initiate actions with less control and direction from their manager (Handy. 1993). 1991). 1988). The literature review also disclosed three elements that contribute most to employee empowerment: (a) Participation. and (c) Responsibility. defined as an employee’s attitude toward the management and leadership of the company. . 2. (b) Management/Leadership. COMPANY PROFILE INDUSTRY PROFILE The Indian textile industry is one of the largest segments of Indian economy accounting for over one fifth of the industrial production. when. or how their job responsibilities are to be completed. defined as the amount of authority an employee has to fulfill assigned job responsibilities. and (c) Training. • Empowerment is the process of enhancing feelings of self-efficiency among organizational members through the identification of conditions that foster powerlessness and through their removal by formal organizational practices and informal techniques of providing effective information (Conger & Kanungo.3. employing state of the art technology and providing employment state of the art of the technology and providing employment to around fifteen million people. defined as the amount or quality of on-the-job training an employee receives. its acceptance of the risk by taking more responsibility (Loretta & Polsky.

fabric. It has the biggest cotton acreage of 9 million hectares and is considered as the third largest producer of this fibre.45. The country reports about one fourth of global trade in cotton yarn. RS 788 billion finished fabrics products industry RS billion textile industry and RS 29 billion house hold textile products industry.000 independent processing units and innumerable garment makers. It has a high weight age of over 30% in the national population. The textile industry occupies a vital place in the Indian economy and contributes substantially to its export earnings. Indian industry is extremely fragmented. However. Most of the latest technologies is automation are concentrating largely on making the new version . Today. 00. The Indian textile is an aggregate of RS 140 billion clothing industry. It provides employment of around 35 billion people making.This combination of traditional art and contemporary design has produced a variety of yarn. In the earlier part of the decade the growth of textile engineering industry was hampered due to lack of automation. the technology for automation of textile machinery has improved immensely leading to development of indigenous machines comparable to those manufactured in industrially advanced countries. Substantial and sustain efforts to strengthen indigenous technology were made and today the major manufacturers supply modern machines.000 modern shuttles less loom are needed to set up and to satisfy the target by 2010. Nearly 1. In the organized spinning sector there are nearly 2300 players with 280 composite mills. India is amongst the world’s largest reservoir of this population fibre. World over. home textile and other textile products sought after the world war. It is India’s second largest employer after agriculture sector. The position of machinery technology is not well apart from the spinning sector. There are 1000 weaving units and around 1. the Indian textile industrial industry is considered as the second largest industry. In addition the 80 add cotton varieties of different description being grown in India enables the industries produce covers almost every conceivable count and construction of fabric in width of choice. In terms to staple fibre production it comes fourth and sixth for filament yarn production.

LMW is one of the largest textile manufacturers in the world and one of the 3 to manufacture the entire range of spinning machinery. Ring Frames and Jockey Pulley Bearings.K. GKD as he was affectionately was a colossus who had lived to see that the Indian industry was firmly entrenched on the industrial map of the world.G. COMPANY PROFILE Lakshmi Machine Works Limited (LMW) Founded by cavalier DR. LMW’s unit-1 or periyanaickenpalayam 20 kms from Coimbatore is setup in a sprawling complex with an area of 122acres of land. a legend in his life time. Spindles and Ring Top Rollers. It has separate units for producing Blow room’s preparatory machines. In fact. This is where the company has its major activity for manufacturing the complex range of spinning systems from bale to yarn. with 12 million spindles in operation. LMW’s Affiliate Companies  Lakshmi Ring Travellers (Coimbatore) Ltd  Lakshmi Electrical control systems Ltd  Lakshmi Precise Tools Ltd . 24kms from Coimbatore in an area of 51acres of land. LMW meets 60% of demand in India alone. LMW’s well-organized manufacturing are spread over three units in and around Coimbatore.more flexible. LMW is also the largest manufacturers or Ring frames globally. energy efficient and perfect through use of microprocessors and computers. As a standard bearer for industry and a global player LMW quantifies the extent of industrial progress in India. Devarajulu. LMW adopts flexible manufacturing concepts in the production of its measures. except ring spinning frames for which there is an exclusive manufacturing facility at kaniyur. it is widely believed that the emergence of Coimbatore as on industrial city is largely on account of his effort.

 Super Sales Agencies Ltd  Lakshmi Textile Exporters Ltd  SISCOL  Adwaith Steels  LEDL  Lakshmi Automatic Looms LMW Vision To enhance customer satisfaction and our image globally and achieve exponential growth to leadership through world class products and services. . technology and practices. LMW Mission To deliver greater Values to our customer by providing complete competitive solutions through technological leadership manufacturing excellence that is responsive to dynamic marked needs. Quality policy To establish global presence in spinning systems by providing quality services and “STATE OF THE ART” machinery that enhance value on customer satisfaction through companywide efforts in continual improvement of people.  Protection of air.  Periodic reviews of its environment performance minimizing the environmental impacts. systems. Environment Policy LMW shall strive to achieve environment excellence through:  Compliance with applicable and legislative and other requirements and go beyond compliance to good practice and environment management. water. while achieving its business objectives. processes. land and bio-diversity and engaging and with the community and business associates’ environmental issue of mutual interests.

 Promote greater involvement and team work among employees. Human Resource Development We have optimized organization structure with an on-going review for assessment of effectiveness. Our mission is to develop and lead employees for managing change by avoiding conflicts for growth of the organization as well as the individual. .Human Resource Development Department Human Resource Mission Statement Every human being has a potential.  Established effective HR system. The initiatives are as under  To keep reduced level within organization structure.  Established effective communication. HR Functions  Human resource development  Quality management  Performance management system  Recruitment and selection  General office administration  Training and development  Business strategies  Joint ventures support.  Providing learning environment training and development.

There is a good relation exists between staffs. As the technology advances the staff are trained and retained because manpower is of significant important. There are four patterns in performance appraisal. Performance Appraisal A periodic evaluation of managerial merit and performance is done. Training After placement the staffs is not left free. This shows area of improvement in the works and focuses attention on the weak spot. we set out the basic values for our company. They get 7% share of net profit.Organizational Values We believe in certain values that we live by and practice at all times. With this in mind. . All employees are required to read. 180 performance appraisal is followed in LMW (Reviewer Appraisal) Motivation Techniques Besides a good salary staffs are given bonus etc… They are given timely promotion and career advancement. Integrity • • • • • • • • Caring Leadership Performance Quality Co-operation Confidentiality Customers & suppliers Employees. understand & abide by these values would be these values would be dealt with severally.

Training and Development Customer Training It has setup world class training centre. To gain profound technical knowledge for a specialist in a spinning mill personnel at all levels. project engineering service to executed turnkey projects and expand global trading activities.DEVARAJULU’S plan to make India truly self reliant in textile machinery.K. Training & Awareness Periodic training for workers and staffs more emphasis is given on “5s-housekeeping” to prevent accident and enhance good hue keeping. LTE LMW setup Lakshmi Textile Exporters Limited (LTE) to offer consultancy. Safety awareness program called “SAFETY WALK” is organized regularly. It is a comprehensive training programmed for improving their operation technical and managerial skills. Suggestions scheme introduced to workers. 1968 Foundry A modern. Milestones of LMW 1962 An agreement of collaboration between LMW and RIETER MACHINE WORKS LTD signed at WINTERTHUR. SWETZERLAND on 27th APRIL 1962 set in motion CAVALIER G. . mechanism foundry designed and executed jointly by FIRED KRUPP and RIETER MACHINE WORKS. provide basic requirement castings to international quality standards. Articles on safety are regularly published in house magazine “LAKSHMI” safety week is celebrated every year on 4th march.

Sudan. Lakshmi Ring Travellers (Coimbatore) was setup at hosur. 1981 LPT LMW absorbed a dedicated tool making unit at CHENNAI and shifted it to ARASUR.1974 LTR With collaboration of M/S WALTER BRACKER OF SWITZERLAND.2. Kenya. 1977 Exports In 1977 LMW introduced the world to Indian Excellence in engineering. 1983 Unit-II .3 crores. Lakshmi Precise Tools Ltd supports the manufacturing programmed with quality tools and fixtures tool holders are manufactured in collaboration with SANDVICC AB of SWEDEN. to cater to the demand of spinning mills for quality and high speed ring travellers. 1980 It was the proudest moment yet when LMW dispatched a machine to the SWITZERLAND home of its collaborator RIETER MACHINE WORKS LTD. The year ended with exports totalling Rs. Thailand. Tanzania. a suburb of Coimbatore. Egypt and Sri Lanka. The figure today continues to spiral thanks to export revenues from Indonesia.

000sq. where it all started. The factory complex at unit I. This two storied office function as the nerve centre of the group.ft houses at the offices of the managing director and commercial administration and information technology departments. 1991 Administrative Office The Administrative Office was established at periyanaickenpalayam. LEC’S Electrical controls are the critical components in a textile machine.LMW’S second manufacturing complex commenced operations at KANIUR near Coimbatore. the building was set over an area of 10. Surrounded by manicured lawns. The first major diversification. ] 1992 CNC Systems . The modern plant boasts the latest machines and a high degree of automation. is complemented by the modern structure of the administrative office. LMW collaborated with sprecher schuh of Switzerland to manufacture compact precision tools at a dedicated facility. 1988 MTD LMW’S Machine Tool Division is a showcase for STATE-OF-THE-ART manufacturing facilities in India. the Machine Tool Division was setup in the collaboration with the world leaders MORI SEIK COMPANY LTD. of JAPAN to usher in CNC Machine Tools.

increases productivity and reducing costs. Training Centre Opened in 1993 the R&D cum training centre provides a solid foundation for LMW customers. . USA as a dedicated facility at LECS.000 tonnes per annum meets domestic and international needs for machine tools automobile and other engineering industries. an affiliate of Allen Bradley. making a significant entry in the sphere of electronics. And it’s greatest contribution to industry at large. The end result is most gratifying when you gauge the remarkable improvement in quality of finished yarns and finished goods.Advanced CAN control systems are manufactured in collaboration with NUOVAOSAL. Quality Assurance Quality is LMW’S most visible asset. computerized foundry with a capacity of 12. 1993 New Foundry A most modern. Because of continues program of quality and improvement. Awards to Company LMW’S commitment of quality standard has won laurels and awards  The “company” standardization award in 1985 from the institute of standards engineers recognizes LMW’S concern for improving quality standards. all around up gradation of quality has been possible.

SURJITH SINGH BURNALA then chief minister of Punjab.P. .P. Kolkata in the function held at New Delhi on 1st June 2007.  The ET-HBSAI award presented by DR. This Award is given for Companies practicing Best Costing Practices in India.CHIDAMBARAM the minister of state of commerce.  LMW received prestigious All India Export Award – Top Exporter for the year 2005 – 2006 Gold Trophy (Medium Enterprise) from Engineering Export Promotion Council.CHIDAMBARAM the minister of state of commerce [1990-91]  Federation of Indian Textile Industry TOP EXPORTER award for [1990-91] presented by .MANMOHAN SINGH then the union finance minister. Many Top Companies participate for these Award at National Level and LMW bagged the First Prize under Private Sector Manufacturing & Turnover over 1000 crores Category. Last year LMW won the Second Price under the same Category.  Award for EXPORT EXCELLENCE presented by SHRI. Engineering export promotion council regional Top Exporter Shield for the year 1988-89 presented by SHRI.  ICWAI National Award for Excellence in Cost Management – 2007.

PRODUCT PROFILE Lakshmi Machine Works Limited. Need for heavy wind mill castings are in the growing trend due to very nature of the demanding wind mill business. During 1988. A state-of-art foundry was added to the facility during 1993.Ltd. Our foundry is designed to operate in Nobake Process with necessary pollution control accessories complying with all legal and social requirements. . engine parts. World-class thermal reclamation facility helps to minimize the wastage of sand to great extend and this would ensure and enhance company's image on promoting Environment Management Systems. apart from supply to domestic market catering to power sector transmission castings. turbo charger castings. LMW added to their formidable manufacturing resources. is today one of the three in the world. wind mill castings etc..4. who manufacture the complete range of textile spinning machinery. a new plant to produce CNC Machine Tools in technical collaboration with M/s. Spain and Finland. Canada. A plant that is one of its kind in India. Foundry castings are exported to USA.2. Germany. Mori Seiki Co. Horizontal Lathes & Chuckers Turnmill Centres Vertical Lathes Vertical Machining Centres Horizontal Machining Centre Drill Tap Centre LMW Foundry Division established in 1993 at the outskirts of Coimbatore City in Arasur village. founded in 1962. pressure tight castings. of Japan.

Metallurgical Microscope. Co. art foundry was added to the facility during 1993. LMW added to their formidable manufacturing resources.incoming stage. LMW stepped-up their own R & D activities. who manufacture the complete range of textile spinning machinery.The Foundry Division is an ISO 9000 and DB (Deutsche Bahn. During 1988.Ltd. of Japan. A plant that is one of its kind in India. process control. Our foundry is well-equipped with the state-of-the-art facilities like Vacuum Emission Spectrometer. Upon expiry of the agreement with M/s..Germany Railway) certified division. Image Analyser. New products arising out of such R & D activities have since been Mori Seiki A state-of- . Quality Management System is implemented at every stage of casting process . Qualified and dedicated team of inspection engineers leads the department for manufacture of flawless quality castings. a new plant to produce CNC Machine Tools in technical collaboration with M/s. Mechanical Testing Instruments and NDT facilities Lakshmi Machine Works Limited. founded in 1962. Mori Seiki. is today one of the three in the world. post processing and final inspection.

Switzerland for manufacture & supply of CNC universal milling machines. Switzerland. State of the art foundry added. In 1995. LMW have made large scale investments in manufacturing facilities and manpower. capacity 12. Added a foundry. Capacity 18000 Tonnes p. Switzerland. LMW chronology of major events: 1962 1968 1974 1980 1983 1984 1988 1993 1995 Technology Lakshmi Machine Works founded for manufacture of textile machinery from Reiter Machine Works. Collaboration with Walter Bracker. Germany. First batch of CNC lathes & machining centres exported to Germany .155 2000 machines dispatched to Mikron Switzerland. Technical Input from Mori Seiki. products and services.released at regular intervals. Collaboration with Sprecher + Schuh for electrical control equipment.a.Unit II started for textile machinery. till 1998. Commenced export of machines to Reiter.a. What follows is a tour through our manufacturing resources. Ushering in a level of technological competence that can address the global market. LMW joined hands with Mikron. UM 600 for the world market. Machine tool Division set up as a major diversification. In addition to selling the machines in domestic market LMW had buy back arrangement with Mikron.000 Tonnes p. Japan. Agreement with Mikron. LMW. Switzerland for manufacture of CNC Universal Boring and Milling machines for Tool Room. Switzerland to manufacture ring travellers. designed by Krupp.

METHODOLOGY The methodology used for the study is collection of primary and secondary data by direct interviews with employees. Descriptive research includes surveys and facts finding enquiries of different kinds. DATA COLLECTION For primary data collection questionnaire are used along with personal interviews with employees. The type of the research design used in this project is descriptive in nature. The descriptive research is a study in an attempt to obtain all relevant and accurate description of the situation. . A descriptive study is designed to describe details of the problem. The type of research conducted was exploratory in nature of secondary data that are readily available.RESEARCH METHODOLOGY RESEARCH DESIGN Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

company record and website of the company. SAMPLING DETAILS SAMPLE A finite set of population selected from it with the objective of investigating its properties is called sample. magazines.TYPE OF QUESTIONNAIRE USED The questionnaire used for survey consists of multiple choice questions. .  Secondary data Related books. UNIVERSE OR POPULATION The group of individual under the study is known as population or universe. It is a definite plan for obtaining a sample from the sampling frame. DATA USED FOR STUDY Data used for study are primary data and secondary data  Primary data The primary data was obtained basically from structured questioning that means personal interview with aid of printed questionnaires. In this survey sample size is 100 employees. SAMPLE DESIGN Sample design which deals with the method of selecting items to be observed for the given study. journals. SAMPLE SIZE The whole number of sample unit on which survey is conducted is known as sample size.

SAMPLE UNIT In indivisible part of a whole population on which survey is conducted is known as sample unit. Number of respondents Percentage of respondents = ---------------------------------------------.x 100 Total respondents . Percentage can also be used to compare the relation terms the distribution of two or more sources of data.5 TOOLS OF THE STUDY Percentage Analysis Percentage refers to a specific kind of ratio in making comparison between two or more data and to describe relationships. 3. SAMPLING METHOD In sample method we represent only a selected representative and adequate function the population and drew conclusions about the characteristics or population. In this study stratified sampling method is used. A decision has to be taken concerning a sampling unit before selecting sample.

40 41 . Age of the respondent Age of Respondents Valid 20 .0 10.50 51 .0 20.0 50.1 ANALYSIS OF DATA Table 4.0 100.30 31 .Above Total Frequency 20 50 20 10 100 Percent 20.4.1.1.1. Age of the respondent .1.0 Fig 4.

30 31 . 20% of them are 41-50 years and 10% of them are above 51 years.40 41 .1. Out of the total respondents 20% of them are between 20-30 years.0 20. Satisfaction Level of Drinking Water Facility Provided .0 10.Age 60 50 40 30 20 Frequency 10 0 20 .Above Age Interpretation The tables showing the Age of the respondents. Satisfaction Level of Drinking Water Facility Provided Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 70 20 10 100 Percent 70.2.50 51 .0 Fig 4.1. Table 4.2.0 100. 50% of them are between 31-40 years.

0 30.0 100.Drinking Water Facility 80 60 40 Frequency 20 0 Highly Satisfied Satisfied Moderate Drinking Water Facility Interpretation: The table showing the Satisfaction level of Drinking water facility provided by the company. Thus most of respondents (70%) are highly satisfied with the drinking water facility provided by the company.0 Valid Fig 4. Satisfaction Level of Lighting and Ventilation Facilities . 20% of them are satisfied and 10% of them are moderately satisfied.1.3.3.1. Table 4.0 10. Out of the total respondents 70% of them is highly satisfied. Satisfaction Level of Lighting and Ventilation Facilities Satisfaction Level Highly Satisfied Satisfied Moderate Total Frequency 60 30 10 100 Percent 60.

Lighting and Ventilation 70 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Lighting and Ventilation Interpretation: The table showing the Satisfaction level of Lighting and Ventilation facility provided by the company.0 100. Satisfaction Level of Neat & Hygienic Conditions .0 50.0 Fig 4.1.0 20. Out of the total respondents 60% of them is highly satisfied. 30% of them are satisfied and 10% of them are moderately satisfied.1.4. Table 4.4. Satisfaction Level of Neat & Hygienic Conditions Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 30 50 20 100 Percent 30. Thus most of respondents (60%) are highly satisfied with the lighting and ventilation facility provided by the company.

0 10. Out of the total respondents 30% of them is highly satisfied.1. Table 4.0 Valid Fig 4. 50% of them are satisfied and 20% of them are moderately satisfied. Thus most of respondents (50%) are satisfied with the neat and hygienic facility provided by the company.0 100.5.Neat & Hygienic Conditions 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Neat & Hygienic Conditions Interpretation: The table showing the Satisfaction level of Neat & Hygienic facility provided by the company.0 80. Satisfaction Level of Rest Room Facility Satisfaction Level Highly Satisfied Satisfied Moderate Total Frequency 10 80 10 100 Percent 10. Satisfaction Level of Rest Room Facility .5.1.

Thus most of respondents (80%) are satisfied with the rest room facility provided by the company.1. Satisfaction Level of Nature of the job .0 40.1.6.6. Satisfaction Level of Nature of the job Valid Satisfaction Level Highly Satisfied Satisfied Moderate Total Frequency 40 40 20 100 Percent 40.Rest Room Facility 100 80 60 40 Frequency 20 0 Highly Satisfied Satisfied Moderate Rest Room Facility Interpretation: The table showing the Satisfaction level of Lighting Rest Room facility provided by the company.0 100.0 20.0 Fig 4. Out of the total respondents 10% of them is highly satisfied. Table 4. 80% of them are satisfied and 10% of them are moderately satisfied.

0 Valid Fig 4. Thus most of respondents (40%) are highly satisfied as well as satisfied with the nature of their job.0 20.1. Satisfaction Level of Period & Hour of Work .0 100. Table 4.0 50.1. 40% of them are satisfied and 20% of them are moderately satisfied.7. Satisfaction Level of Period & Hour of Work Satisfaction Level Highly Satisfied Satisfied Moderate Total Frequency 30 50 20 100 Percent 30.Nature of my job 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Nature of my job Interpretation: The table showing the Satisfaction level of Nature of their Job.7. Out of the total respondents 40% of them is highly satisfied.

0 Fig 4.0 30.8. 50% of them are satisfied and 20% of them are moderately satisfied.1. Satisfaction Level of Job Security . Satisfaction Level of Job Security Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 20 50 30 100 Percent 20.0 100. Out of the total respondents 30% of them is highly satisfied. Table 4.0 50. Thus most of respondents (50%) are satisfied with the period of hour and work in the company.1.Period & Hour of Work 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Period & Hour of Work Interpretation: The table showing the Satisfaction level of Period and Hour of Work in the company.8.

0 50. 50% of them are satisfied and 30% of them are moderately satisfied.1. Satisfaction Level of Training Provided .0 30.9. Out of the total respondents 20% of them is highly satisfied. Table 4.9.0 Fig 4. Thus most of respondents (50%) are satisfied with the job security in the company.Job Security 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Job Security Interpretation: The table showing the Satisfaction level of Job Security in the company.1.0 100. Satisfaction Level of Training Provided Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 20 50 30 100 Percent 20.

Training 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Training Interpretation: The table showing the Satisfaction level of Training provided by the company. Satisfaction Level of HRD's Response .1. 50% of them are satisfied and 30% of them are moderately satisfied. Table 4.10.0 100. Out of the total respondents 20% of them is highly satisfied.0 70.0 Fig 4. Satisfaction Level of HRD's Response Valid Satisfaction Level Highly Satisfied Satisfied Total Frequency 30 70 100 Percent 30.10. Thus most of respondents (50%) are satisfied with the training provided by the company.1.

11.0 100. 70% of them are satisfied.1. Out of the total respondents 30% of them is highly satisfied. Satisfaction Level of Information Received Valid Satisfaction Level Highly Satisfied Satisfied Moderate Total Frequency 30 60 10 100 Percent 30.0 60. Satisfaction Level of Information Received . Table 4. Thus most of respondents (70%) are satisfied with the HRDs Response in the company.11.1.0 10.0 Fig 4.HRD's Responce 80 60 40 Frequency 20 0 Highly Satisfied Satisfied HRD's Responce Interpretation: The table showing the Satisfaction level of HRDs Response in the company.

Information 70 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Information Interpretation: The table showing the Satisfaction level of Information’s provided by the company.0 30.0 30. Out of the total respondents 30% of them is highly satisfied. Satisfaction Level of Welfare Officers Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 40 30 30 100 Percent 40.0 Fig 4. Table 4.1. Satisfaction Level of Welfare Officers .12. 60% of them are satisfied and 10% of them are moderately satisfied. Thus most of respondents (60%) are satisfied with the Information’s provided by the company.0 100.12.1.

0 40.13. Out of the total respondents 60% of them is highly satisfied.0 100.13.1.0 40.Welfare Officers 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Welfare Officers Interpretation: The table showing the Satisfaction level of welfare officers’ in the company. Satisfaction Level of Supervisions Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 20 40 40 100 Percent 20. Thus most of respondents (60%) are highly satisfied with the welfare officers in the company.0 Fig 4. Satisfaction Level of Supervisions . 30% of them are satisfied and 10% of them are moderately satisfied.1. Table 4.

Satisfaction Level of Colleagues Relations Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 30 50 20 100 Percent 30.0 50. Out of the total respondents 20% of them is highly satisfied.1.0 100.14.0 20. Table 4.Supervisions 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Supervisions Interpretation: The table showing the Satisfaction level of their Supervisions in the company. 40% of them are satisfied and 40% of them are moderately satisfied.1. Thus most of respondents (40%) are satisfied as well as moderately satisfied with their supervisions in the company.14.0 Fig 4. Satisfaction Level of Colleagues Relations .

1.15.Colleagues Relations 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Colleagues Relations Interpretation: The table showing the Satisfaction level with their Colleagues Relations in the company. 50% of them are satisfied and 20% of them are moderately satisfied. Out of the total respondents 30% of them is highly satisfied.0 100.0 30.15.1.0 Fig 4. Satisfaction Level of Respect & Treatment Given . Table 4.0 20. Satisfaction Level of Respect & Treatment Given Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 50 20 30 100 Percent 50. Thus most of respondents (50%) are satisfied with their colleagues’ relations in the company.

20% of them are satisfied and 30% of them are moderately satisfied.1.Respect & Treatment 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Respect & Treatment Interpretation: The table showing the Satisfaction level of Respect and Treatment given in the company. Satisfaction Level of Senior Management . Out of the total respondents 50% of them is highly satisfied.0 100. Satisfaction Level of Senior Management Satisfaction Level Valid Highly Satisfied Satisfied Total Frequency 30 70 100 Percent 30.16. Thus most of respondents (50%) are highly satisfied with the respect and treatment given in the company.16.1. Table 4.0 70.0 Fig 4.

1.0 40.0 10.1.0 100. Table 4.0 Fig 4.Satisfied Total Frequency 40 40 10 10 100 Percent 40.Senior Management 80 60 40 Frequency 20 0 Highly Satisfied Satisfied Senior Management Interpretation: The table showing the Satisfaction level with their Senior Management in the company. Thus most of respondents (70%) are satisfied with the welfare officers in the company. 70% of them are satisfied.0 10.17. Satisfaction Level of Insurance Facility Satisfaction Level Valid Highly Satisfied Satisfied Moderate Dis . Satisfaction Level of Insurance Facility .17. Out of the total respondents 30% of them is highly satisfied.

0 100. Satisfaction Level of Transport Facility .18. Table 4.Satisfied Insurance Facility Interpretation: The table showing the Satisfaction level of Insurance Facility provided by the company.Insurance Facility 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Moderate Dis .18.0 30. Thus most of respondents (40%) are highly satisfied as well as satisfied with the insurance facility provided by the company.1. Out of the total respondents 40% of them is highly satisfied. Satisfaction Level of Transport Facility Satisfaction Level Valid Highly Satisfied Satisfied Total Frequency 70 30 100 Percent 70.0 Fig 4. 10% of them are moderately satisfied and 10% of the respondents are dis-satisfied.1. 40% of them are satisfied.

1.0 Fig 4.Transport Facility 80 60 40 Frequency 20 0 Highly Satisfied Satisfied Transport Facility Interpretation: The table showing the Satisfaction level of Transport Facility provided by the company. Table 4.0 20. Satisfaction Level of Ambulance Facility . Out of the total respondents 70% of them is highly satisfied and 30% of them are satisfied. Thus most of respondents (70%) are highly satisfied with the transport facility provided by the company.0 100.19. Satisfaction Level of Ambulance Facility Satisfaction Level Valid Highly Satisfied Satisfied Total Frequency 80 20 100 Percent 80.1.19.

20.Ambulance Facility 100 80 60 40 Frequency 20 0 Highly Satisfied Satisfied Ambulance Facility Interpretation: The table showing the Satisfaction level of Ambulance Facility provided by the company.0 100.0 60. Thus most of respondents (80%) are highly satisfied with the ambulance facility provided by the company.20. Table 4.0 Fig 4. Out of the total respondents 80% of them is highly satisfied and 20% of them are satisfied. Satisfaction Level of Canteen Facility Provided .1.1. Satisfaction Level of Canteen Facility Provided Satisfaction Level Valid Highly Satisfied Satisfied Total Frequency 40 60 100 Percent 40.

FINDINGS  Most of respondents (70%) are highly satisfied with the drinking water facility provided by the company.  Most of respondents (40%) are highly satisfied as well as satisfied with the nature of their job.  Most of respondents (50%) are satisfied with the neat and hygienic facility provided by the company. 5.  Most of respondents (80%) are satisfied with the rest room facility provided by the company.1. Thus most of respondents (60%) are satisfied with the canteen facility provided by the company.  Most of respondents (60%) are highly satisfied with the lighting and ventilation facility provided by the company.Canteen Facility 70 60 50 40 30 20 Frequency 10 0 Highly Satisfied Satisfied Canteen Facility Interpretation: The table showing the Satisfaction level of Canteen Facility provided by the company. Out of the total respondents 40% of them is highly satisfied and 60% of them are satisfied. .

 Most of respondents (40%) are satisfied as well as moderately satisfied with their supervisions in the company.  Most of respondents (50%) are satisfied with their colleagues’ relations in the company. .  Most of respondents (60%) are satisfied with the canteen facility provided by the company.  Most of respondents (50%) are satisfied with the training provided by the company.  Most of respondents (70%) are highly satisfied with the transport facility provided by the company.  Most of respondents (70%) are satisfied with the HRDs Response in the company.  Most of respondents (80%) are highly satisfied with the ambulance facility provided by the company.  Most of respondents (60%) are satisfied with the Information’s provided by the company.  Most of respondents (40%) are highly satisfied as well as satisfied with the insurance facility provided by the company.  Most of respondents (50%) are highly satisfied with the respect and treatment given in the company.  Most of respondents (60%) are highly satisfied with the welfare officers in the company.  Most of respondents (50%) are satisfied with the job security in the company.  Most of respondents (70%) are satisfied with the welfare officers in the company. Most of respondents (50%) are satisfied with the period of hour and work in the company.

3 CONCLUTION In this project “A study on employee satisfaction in Lakshmi Machine Works LTD” the researcher have tried to identify the satisfaction level of the employees in the company.5. • The company should find out how to make their employees to move freely with one another so that the output will increase further. • The company can add more training programs to the employees so that the employees can do their work with much awareness. • The company can suggest some good insurance plans as some of the employees are dis-satisfied with present plan. . SUGGESTIONS AND RECOMMENDATIONS • The company should show some more interest on the Neat &Hygienic conditions provided by the them • As only 50% of the respondents are satisfied with the period and hour of work facility so the company must make some changes in it.2. The survey helps to spot out the minute weakness and go down and attack it at the root and to find endorsing employee engagement. 5. • The employees should be treated good and give some respect more than what they give. involvement and active participation and also to gauge the mood of workforce and work towards betterment of the company. • The canteen in the company can be developed more by getting some suggestion from the employees so that they will much satisfied. for this researcher have met 100 customers with the help of questionnaire. • The company must make clear that their job is secure or not to get good results in the performance.

QUESTIONNAIRE NAME:______________________________ AGE:____________________________ DESIGNATION:________________________ WORK CONDITIONS: .

a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) Neat & hygienic conditions are maintained in the company with reference to washing facilities a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 4) Adequate rest room facility is available in the company with water supply. toilet.1) Drinking water facility is available in place with hygienic condition a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) Proper lighting and ventilation facility is available in my work place. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) The nature of my job in the organization. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) Manner of intimating to workmen periods and hours of work. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- JOB SATISFACTION: 1) Flexible work schedules are approved by management to meet business needs. etc. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 4) The amount of job security I have . pay-days and wage rates. holidays.

a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- . a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) Welfare officers play an important role in establishing contact I maintain good relation between employees.a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- TRAINING: 1) There is adequate training for me before the job I do. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) I come to know all the objectives of the top management expects from me. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) I am clear with what to do and what not to do. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) HRD’s reactive approach. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- COMMUNICATION: 1) I receive the information I need to perform my job well.

is suppose to do. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) Relationship with your supervisions. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- TOP MANAGEMENT: 1) High respect & fair treatment from my supervisor. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- WORK RELATION: 1) Relationship between you and your colleagues. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) Roles & responsibilities with the group are understood. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 4) Employees consult each other when they need help. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) Senior management encourages collaboration across the organization. .4) I have an understanding of what the org.

a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) Employee speaks highly about this organization. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) Transport facility is available to all employees who work in LMW. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- WELFARE ACTIVITIES: 1) Insurance covers are available for employees related to hospitalization due to several reasons. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 2) My direct supervisor listens to my ideas and concerns. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- IMMEDIATE SUPERVISOR: 1) My direct supervisor gives me helpful feedback on how to be more effective. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 4) Ambulance facilities is available in the company for employees. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- . a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 3) Educational facility for the children of employees is provided by LMW.

5) Housing loans can be available through housing development Finance Corporation limited. tea & coffee in a clean and tidy place. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- 6) Canteen in the factory premise is providing with food. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis- Some Suggestions About Satisfaction In This Organization: ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ _______________________________________________________ REFERENCES BIBLIOGRAPHY .

 Gary Dessler.Kothari. Human Resource Management. New age.D.  C.COM  WWW.R.. Sultan Chand and sons.  T N Srivastara.COM .WIKIPEDIA. Research methodology. Second revised edition. New Delhi.AMAZON.COM  WWW.LAKSHMIMACH. Shailaja rego. WEBLIOGRAPHY  WWW. 6th edition 1981. Prentice-Hall of India private limited.  Sharma D. Statistics for management. Tata McGraw. ”STATISTICAL METHODS”.COM  WWW.Hill publishing company limited. New Delhi. New Delhi. International publishers.GOOGLE.