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Deekay export limited is a manufacturer and supplier of Indian made foreign liquor.
The organization is started at 2003. The company situated at madukarai village in puducherry.
The head office is situated at puducherry. The total number of employees is 165 where 110 are
permanent and 55 are in contract based.
The organization was surrounded by 150 acres at madukarai village in puducherry. The
company has six departments namely Administrative, Blending, Bottling,Stores, Purchase and
BondedWarehouse. The working hours are 9 am to 5 pm. The products which are produced by
organization are dispatched at puducherry, mahe, yanam, karaikal, kerala and Andaman and
Nicobar Islands.

Highly effective use of available resources

Encourage intelligent and bold innovation in the management.

Recognition and rewards for high standard of individual and professional competence.

Since the organization produces the liquor products it is under the supervision of
Excise department of puducherry. The products which are produced and delivered by
organization are supervised by the excise officer and the products are delivered under his
control. |


DeeKay exports limited have six departments namely Administrative, Blending,
Bottling, Stores, Purchase and Bonded warehouse. The various brands which are produced by
organization are follows.

Jeffrines Grape Brandy

Jeffrines Xo Brandy

Queen’s Club Brandy

Director’s Club Brandy

Green leaf Grape Brandy

Prime Doctor Brandy

Winner Doctor Brandy

African XXX Rum

Prime XXX Rum

Hero No.1 Whiskey

Aristocrat Brandy

Aristocrat VSOP Brandy

Aristocrat White Rum

Aristocrat Vodka

Aristocrat SEKC Brandy

Aristocrat Whiskey

Binneys Fine Brandy

Binneys Fine Whiskey

Vinicola Wine

Club 99 Wine |


1.4.1 Administrative Departments:
The main function of administrative department is to manage the organization.
Accounts, Time office and security are under the control of this department. This
department administrates the overall financial activities of the organization. Books of
accounts are maintained in this department. The salary pay to all employees is maintained
by administrative department.

1.4.2 Blending Department:
The blending department has the demineralised plant. The demineralised plant converts
the water into demineralised water which removes the salt content in the water. After the
demineralization the flavor for product which should be produced are added according to
the quantity.

1.4.3 Bottling Department:
The bottles are arranged in the conveyer belt. The quantity of product is filled into the
bottles automatically. Then the corks are fitted above the bottles. Then the labels are pasted
manually. Then the product is moved to quality check. In the quality check bottles are
checked under label check and the quality of product are checked. After the checking the
products are packed.

1.4.4 Purchase Department:
This departments deals with the purchase of goods like flavors, Bottles, labels and
corks. This department receives invoice bills from the suppliers and it is compared with
the goods receipt note which contains the statement of items received. The goods receipt |


is sent to accounts in administrative department for the settlement. The goods received, the
date of purchase and name of suppliers are recorded in the invoice control ledger.
1.4.5 Stores:
The stores department is in charge for the material handling which includes moving,
packing, storing and preserving. The materials will be placed in the stores after inspection
of store department. The stores departments maintain the record of materials which kept in
the stores and when it is issued.
1.4.6 Bonded warehouse:
The finished goods are kept in the warehouse. After the manufacturing, the goods are
kept in the warehouse for their dispatch. The record was maintained on the incoming and
delivered goods.

5 ORGANIZATIONAL CHART Managing Director General Manager Administration and accounts HR Assistant Production Engineer Supervisor Production Store and Dispatch Store Assistant Executive QA QA Inspector s | 5 1.

This may range from very high to very low. sentiments.finalyearthesis. pay and so on. superiors. his working conditions. It generally refers to esprit de corps. In the organizational context.all these combine and lead to a particular type of behavior on the part of the individual or his group and this is what is referred to as employee or group morale. growth and progress of the organization. Feelings. and his willingness to strive for the goals set for him by the organization in which he is employed. environment and to his employer. Morale is synthesis of an employee’s diverse reactions to. we usually talk of group morale as each person has an influence over the other’s morale.2 MEANING: Morale is purely emotional. . confidence in individuals or groups that they will be able to cope of mind to work. Morale is a very widely used 6 CHAPTER II REVIEW OF LITERATURE 2.1 INTRODUCTION: Modern managers and personal administrators are greatly interested in fathoming and influencing the morale of the employees in such a way that it will contribute to the maximum | www. attitudes and motives.www. fellow workers. It is not a static thing but it changes depending on working conditions. emotions. a feeling of enthusiasm. It is an attitude of an employee towards his job. zeal. and feelings for. he is said to have high morale. his superior and his organization. 2. Contemporary personnel administration is interested in designing programmes that help provide optimal employee morale. pay and so on. his job. When a particular employee has a favorable attitude towards his work.

It is a mental process which.Milton L. 7 2.www. | www.4 CHARACTERISTICS OF MORALE: The main characteristics of morale are as follows:  Morale is basically a psychological ---.3 DEFINITIONS:  Morale is the sum of total of several psychic qualities which include courage. .Flippo 2. ---.Blum  A mental condition or attitude pf individuals and groups which determines their willingness to cooperate with others to meet organization objectives. permeates in the entire group creating a mood which results in the formation of a common attitude. resolution and above all confidence. once started. fortitude.finalyearthesis.Mooney  Morale is the capacity of a group of people to pull together persistently and consistently in the pursuit of a common purpose.Leighton  Morale is the possession of a feeling on the part of the employee of being accepted and belonging to a group of employees through adherence to common goals and confidence in the desirability of these goals.

they are quite different from each other. 2. Thus. 2. Morale is a group of phenomenon. It recognizes the influence of job situation. It reflects the degree of willingness and enthusiasm with which the members of group carry out of their  8 There is absolute state of morale. Morale is a composite of feelings. It is the sum total of employee’s attitudes.www. morale is a neutral concept and it has to be qualified with the degree as high morale or low morale. General worker’s attitude towards the company. However. . Though both are cognitive concepts. Morale is concerned with mobilization of sentiments but motivation is concerned with mobilization of energy. attitudes and sentiments whereas motivation is the process of stimulating people to work for the achievement of desired goals. human aspects and motivational forces on attitudes of individuals and groups. morale reflects motivation provides potential for raising morale. it is inaccurate to speak of morale as something which is either present or absent in a group.5 MORALE AND MOTIVATION: Morale should be distinguished from motivation.  Morale is intangible and.  Morale is a relative concept and does not indicate by itself.  Morale is a group phenomenon consisting of a pattern of attitudes. But it can be judged from employee absenteeism and turnover. the existence of either a good or bad state. morale is low and vice versa. motivation is largely an individual’s willingness to work. 2.  Morale is multi-dimensional. therefore it is very difficult to measure the degree of morale accurately. If the attitude of a group is poor. feelings and sentiments.6 FACTORS AFFECTING MORALE: Roach determined that there are twelve factors that influence morale. General worker’s attitude towards the supervisor. They are 1. Therefore.  Morale is a byproduct of group It represents complex mixtures of several | www.

Employees are naturally reluctant to express their true attitude towards . 2. for it is never ultimately achieved and is constantly changing. 9. Whereas an individual’s morale is a single person’s attitude toward life.finalyearthesis. An individual’s morale is related with knowing ones own expectation and living up to them. 6. Workers satisfaction with the progress and opportunities for the further progression. The treatment of individuals by management. there are some difficulties associated with its measurement. The level of satisfaction with job standards. Intrinsic job satisfaction level of workers.www. 8. Group morale and the morale of the individual are interrelated but not necessarily identical. group morale reflects the general esprit de corps of a collective group of personalities. If one is clear of his own needs and how to satisfy them most of the time morale is high. or vice versa but more usually the two share common feelings. 7. Workers reaction to the formal communication network in | www. 5. The level of worker’s satisfaction with salaries.7 INDIVIDUAL AND GROUP MORALE: Morale may be concerned with an individual. 12. 10.8 MEASUREMENT OF MORALE: Since morale is a subjective concept. It is conceivable that an individual’s own personal perception of existing conditions as they relate to himself may be 9 3. The level of consideration the supervisor shows to his subordinates. The work load and the work pressure level. Group morale is everyone’s concerns and it must be practiced continually. 11. 4. The level of worker’s pride in the company and its activities. and they group’s perception of conditions may be low. The workers attitude towards fellow workers. They have an effect on each other.

finalyearthesis. The interviewer asks several persons about their feelings and opinions on various aspects of their job and the gestures should help the manager to identify any change in the level of morale.8. | www.www. On identifying this. the questionnaire method has the least significance as a technique of measurement. For this reason.1 OBSERVATIONS: A keen observation of employee’s behavior. a face to face talk is carried out with the employee.8. The following are the popular methods of morale measurement  Observations  Attitude surveys  Company records 2.2 ATTITUDE SURVEYS: Attitude surveys are conducted mainly in two ways (i) Interview method (ii) Questionnaire method. 2. Questionnaire Method: In this method of morale 10 the work and management.3 COMPANY RECORDS: . Interview method: Under this method. the manager should immediately think of a remedial action in order to restore the morale at its previous level. a questionnaire is served to the employees asking them about their opinions on all factors that affect morale 2.

final-yearproject. which are indicators of the level of morale.9 BOOSTING EMPLOYEE MORALE: Appreciation: Research shows that people often leave an employer because they haven’t received the recognition they want. This can be done by showing a proper path towards the organization goal. They are closest to the works for which they are responsible.www. Perhaps the first step in creating an atmosphere that will motivate employees is expressing appreciation. and know how it can most effective be done. Supervisors should prove themselves as participative one. which in turn enable them to identify the actual problem from the employees regarding their work. 2. the number of goods 11 Certain reports from the personnel department provide the information as to labor turnover. or feedback on how they are doing. strikes and such other things.finalyearthesis. Involvement: People want to feel involved their jobs and important to the success of their companies. rate of absenteeism. their involvement in . Social Environment: A company’s reputation rests on more than just the quality of its products. The employees are singled out from time to time and commended for their efforts on keeping the company running smoothly. People judge firms by their philosophy and level of customer | www. Supervisors can motivate staff by asking them to set their own job goals and suggest better ways to do things. Co-operation: Management should maintain a proper cooperation among the employees. number of workers grievances. Supervisors should commend progress toward agreed-upon goals in a continual and consistent manner.

. environmental and even political issues. | entrance area and the individual offices.www. look objectively at your neighborhood.finalyearthesis. Employees are more productive when their environment is comfortable. its values and its policies. Working Environment: The physical place in which people work says a lot about the organization. As you arrive tomorrow 12 community activities and their commitment to morale. pleasant and efficiently organized for the tasks top be performed.

Joyce L. (d) within the group each member feels that he has a meaningful task to perform.” Morale as a state of mind or of a willingness to work which inturn affects individuals and organizational objectives”. Michael J. quality of output and costs of operations. states that . Gioia..finalyearthesis. being (b) a clear goal (which will be targets of production) set before them. (3) Whom does it affect? – It affects employees and executives in their interaction immediately and ultimately. He explains it in detail by answering the following questions: (1) What is it? – It is attitude of mind.e. attitudes and emotions of individual as members of group. the customer and the community. (c) there must be an observed pr perceived progress toward the attainment of | www.www.. (e) a supportive or stimulating leadership. (4) What do it affect? – It affects willingness to work and cooperate in the best Interest of the enterprise and ultimately 13 ARTICLES: According to HARELL “Morale is a group concept having five components “ (a) a feeling of togetherness i. a state of well being and an emotional force. (2) Where does it reside? – It resides in the minds. Jucius defines. of belonging to a group and not and not isolated.

and their future relationship with the | www. They may see the organization as having behaved unjustly or unfairly. Johnson. attitudes is to Another indication of high morale is where people in the organization see action required and willingly sacrifice their goals for the growth of organization. IES Report Morale is not a simple concept. One of the easiest and most effective ways to foster positive employee create an optimum working environment with in each department. Downsizing can threaten employee’s sense of well being in several ways. They obviously feel less .finalyearthesis. Miller and Form give three definitions of morale: “First morale refers to the total satisfactions which the individual acquires as a result of his membership and involvement in an organization setting. “Second it relates to the state of motivational drives through which the individual tend to accomplish goals and face the future challenges”.com 14 Morale exists when people know their jobs and how their job compliments jobs of everyone else. Of course employees will feel unsettled during downsizing. However. They also need to recognize the extent manner of managing such change affects how employees feel about the change. just accepting low morale as an inevitable consequence may determine the very productivity gains intended by the change. These responses may easily threaten organization performances. They focus on working together to accomplish the mission of the business. Employee Morale during downsizing. So employers should seek to minimize the unwanted impact of economic fluctuation. They also lose the belief that their contribution to the organization will be rewarded in the future.www.

com | www.  To know the interrelationship between supervisors and 15 “Third. CHAPTER – III OBJECTIVES OF THE STUDY  To find the level of employee morale in DeeKay Exports  To know about the Employee Satisfaction.  To know about the safety and welfare measures provided to employees.finalyearthesis. it is the consensus or “esprit de corps” revealed by a group which make efforts towards the accomplishment of its goals”.  To find the expectation of employees towards job. .www. work environment and financial benefits.

As such design includes an outline of what the researcher will do form writing the hypothesis and its operational implications to the final analysis of data. the decisions happen to be in respect of: What is the study about? Why is the study being made? Where will the study be carried out? What type of data is required? Where can the data found? What periods of time will the study include? What will be the sample design? How will the data be analyzed? In what style will the report be prepared? What techniques of data collection will be used? .final-yearproject.1 RESEARCH DESIGN: “A research design is the arrangement of conditions for collection and analysis data in a manner that aims to combine relevance to the researcher purpose with economy in procedure” It constitutes the blueprint for the collection.www. measurement and analysis of data. As such the design includes an outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis of | 16 CHAPTER – IV RESEARCH METHODOLOGY 4. More explicitly.

final-yearproject. Proper care was taken to frame the interview schedule in such a manner it should be easily understood in view of educational level of the employees.2 TYPES OF DATA COLLECTED: PRIMARY DATA: Primary data was collected through personnel interview. The interview was conducted in English and Tamil. 4. It is mostly qualitative in 17 The Research Design undertaken for the study is Descriptive one. which wants to portray the characteristics of a group or individuals or situation. 4. SECONDARY DATA: Secondary data was collected from various published books. Most of them were all of multiple choices in nature.www. is known as Descriptive study. periodicals and Company records. A study. The main objective of Descriptive study is to acquire | www. The structured interview schedule was drafted to get the information regarding the employee morale at DEEKAY EXPORTS LIMITED. which include both closed and multiple questions.finalyearthesis.3 QUESTIONNAIRE CONSTRUCTED: Questionnaires were constructed based on the following types  Close ended questions  Multiple choice questions . journals. The structure interview schedule contains 19 questions.

In this method the researcher select those units of the population in the 18 4. whereas the term “Population” refers to the total of items about which information is desired. the term ”Universe “ refers to the total of the items or units in any field of inquiry. which appear convenient to him or the management of the organization where he is conducting research. Sampling design is determined before any data are collected. 4.6 SAMPLING SIZE: Nearly 50 samples have been taken from the population. It refers to the techniques or the procedure the researcher would adopt in selecting some sampling units from which inferences about the population is drawn. the populations in the city. 4. The population can be finite or the following statistical tools have been used .www.finalyearthesis. Hence in this study finite population has been | www. 4. The population is said to be finite if it consists of fixed number pf elements so that it is possible to enumerate it in its totality. Convenient Sampling technique was adopted. For instance. the number of workers in a factory are examples of finite population.7 DESCRIPTION OF STATISTICAL TOOLS: In order to come out with findings of the study.5 SAMPLING PLAN: A sampling plan is a definite design for obtaining a sample from the sampling frame.4 DEFINING THE POPULATION: From the statistical point of view. It consists of 50 employees.

com | www. No.finalyearthesis.8 PERCENTAGE METHOD: In this project Percentage method test is used. Karl Pearson in 1990 developed a test for testing the significance of discrepancy between experimental values and theoretical values obtained under some theory or hypothesis.www. It can be calculated in the following way. of respondents x 100 Percentage of respondent = Total no of respondents CHI-SQUARE ANALYSIS: The test used in the analysis was Chi-square test. Formula: Chi-square = ∑ {(O-E)2 / E} O = Observed frequency E = Expected frequency .com  Percentage method  Chi-square method  Weighted average method 19

One of the limitations of simple arithmetic mean is that it gives equal importance to all the items of the distribution.finalyearthesis. WEIGHTED AVERAGE METHOD: Weighted average can be defined as an average whose components items are multiplied by certain values (weights) and the aggregate of the products are divided by the total of | www. . In certain cases relative importance of all the items in the distribution is not the same where the importance of the items 20 Chi-square is used to test whether differences between observed and expected frequencies are used. Thus weightage is a number standing for the relative importance of items. It is essential to allocate weight applied but may vary in different cases.www.

0 Total 50 100.1 INFERENCE: From the above given table it is inferred that 64% of the employees are male and 36% of the employees are female CHART 5.1 .www.0 Female 18 | Gender Frequency 21 Percent Male 32 CHAPTER V DATA ANALYSIS AND INTERPRETATION GENDER OF THE RESPONDENT TABLE No. | www.0 Married 25 50.0 Total 50 100.www.0 INFERENCE: Above table states that 50% of the respondents are Married and 50% of the respondents are Unmarried. CHART 22 GENDER OF THE RESPONDENT 40 30 Frequency 20 10 0 Male Female GENDER OF THE RESPONDENT MARTIAL STATUS OF RESPONDENT TABLE No.2 Martial status Single Frequency 25 Percent 50.2 .5.

3 Frequency Percent 1 member 1 2.finalyearthesis.0 2 Members 32 64.www.0 More than 3 members 4 8.0 Total 50 23 MARTIAL STATUS OF RESPONDENT 30 20 Frequency 10 0 Single Married MARTIAL STATUS OF RESPONDENT QUALIFICATION OF RESPONDENTS TABLE | www.0 INFERENCE: .0 3 Members 13 26.

com | 24 .3 INDIVIDUAL THINKING OF JOB TABLE 5. 30% of the employees have passed HSC.finalyearthesis. 16% of the employees have passed G P e D rlo g ip m S H C Le Q U A L IF C A T IO N F R E P S O N D E N S T The above table states that 38% of the employees are degree holders. 14% of the employees possess PG degree. CHART 5.

0 Poor Total 50 Total INFERENCE: The table states that 60% of the employees rated their job as interesting.0 50 100.5 .4 INDIVIDUAL THINKING OF JOB Poor Challenging creative Intersting KIND OF PROBLEM IN COMPANY Table 5.0 WorkingInteresting hours 18 30 36.0 100. 22% of the employees rated their job as challenging.0 16.0 None 1 8 2. 16% of the employees rated their job as poor and 2% of the employees as | www.0 others creative 15 1 30. CHART 5.0 22.0 Problems Individual thinking Frequency Frequency 25 Percentage Percent Salary problem Challenging 16 11 32.

com | www.5 KIND OF PROBLEM IN COMPANY None others Salary problem Working hours WORKLOAD TABLE 5.0 Dissatisfied 6 26 INFERENCE: The table clearly states that 36% of the respondents have problem in their working hours. 32% of the respondents have problem in their salary and 15% of the respondents have their problems in other areas.0 Total 50 Moderate 8 16.0 . CHART 5.www.finalyearthesis.6 Workload Frequency Percent Satisfied 36 72.

0 Dissatisfied 1 2.0 Total 50 INFERENCE: The above table states that 72% of the employees are satisfied with workload. 16% of the employees are moderate and 12% of the employees are dissatisfied. CHART 5.0 Moderate 22 27 Work Environment Frequency Percent Highly satisfied 5 10.finalyearthesis.0 Satisfied 22 | www.6 WORKLOAD Dissatisfied Moderate Satisfied WORK ENVIRONMENT TABLE 5.7 .

10% of the employees are dissatisfied and 2% of the employees are | Dis-satisfied . CHART 5.7 WORK ENVIRONMENT 50 40 30 20 Percent 10 0 Highly satisfied Satisfied Moderate WORK ENVIRONMENT JOB TABLE 5. 44% of the employees are 28 INFERENCE: The data in the table states that 44% of the employees are satisfied with work environment.

0 Total 50 | www.8 JOB Dissatisfied Moderate Highly satisfied Satisfied GOOD RELATIONSHIP WITH WORKER .0 Dissatisfied 2 4.0 Satisfied 32 64. CHART 5. 30% of them are moderate.finalyearthesis.0 Moderate 15 30. 4% of the employees are dissatisfied and 2 % of them are highly Job 29 Frequency Percent Highly satisfied 1 2.0 INFERENCE: The table depicts that 64% of the employees are satisfied with their job.

Chart 5.0 of them are not having the relationship.0 with the coworkers and 14% Total 50 100.www.9 GOOD RELATIONSHIP WITH WORKERS No Yes PROMOTIONAL OPPORTUNITES IN COMPANY TABLE | www.9 Good Relationship Frequency Percent Yes 43 .0 INFERENCE: The table states that 86% of the respondents having No 7 good relationship 30 TABLE 5.

0 INFERENCE: The above table states that 58% of the employees are provided promotional activities on seniority bases.0 Based on seniority 29 58. CHART | www. 34% of the employees on both and 8% of the employees on merit basis.0 Both 17 34.0 Total 50 B th o se a do nse io n m rty R P O M T IO N A L O P R O T U N IT E S 31 Promotional opportunities Frequency Percent Based on merit 4 8.10 .final-yearproject.finalyearthesis.

0 Poor 37 74.0 Total 50 100.www. Chart 5.0 Fair 12 24.11 Transport facilities Frequency Percent very good 1 2.11 TRANSPORT FACILITIES very good Fair Poor .0 INFERENCE: The table states that 74% of the respondents stated that transport facilities in organization are 32 TRANSPORT FACILITIES Table | www. 24% of the respondents stated fair and 2% of the respondent stated that transport facilities are very good.

1 EXPECTED COUNT WORK ENVIRONMENT THE TOTAL NUMBER OF YEAR WORKING Total Total 1 year 2 year Highly satisfied .9 4.0 4.0 3 year .1 Moderate 6.www.1 Dissatisfied .5 | www.12.3 1.0 22.0 TABLE 5.0 5.2 9.12 THE TOTAL NUMBER OF YEAR WORKING * WORK ENVIRONMENT Cross tabulation OBSERVED COUNT WORK ENVIRONMENT Highly satisfied THE TOTAL NUMBER OF YEAR WORKING Satisfied 6 9 Moderate 9 12 Dissatisfied 0 1 15 23 4 4 1 0 9 0 3 0 0 3 5 22 22 1 50 1 year 2 year 0 1 3 year More than three year Total Total Table 5.0 22.3 1.1 3.0 33 ANALYSIS TO FIND WHETHER THERE IS SIGNIFICANT DIFFERENCE BETWEEN THE OPINION OF RESPONDENTS REGARDING TOTAL NUMBER OF WORKING AND WORK ENVIRONMENT (USING CHI-SQUARE) Null hypothesis: Total number of years working of an employee and working environment are independent.2 . Table5.finalyearthesis.0 1.12.0 More than three year .6 10.6 10.3 .0 .3 Satisfied 6.5 2.0 50.

5625 0.3 34 CALCULATION: O 0 6 9 0 1 9 12 1 4 4 1 0 0 3 0 0 5 22 22 1 E 1.3 -1.5 10.2 0.1 1.7 -1.6 2.1 5 22 22 1 (O-E) -1.3 0.5 6.2 0.919 Calculated value is greater than tabulated value null hypothesis is rejected.2230 1.9 0.1198 0.5 0.67 0 0.5 0.3 1.1 0 0 0 0 (O-E)2/ E 1.5 0. RESULT: Total number of years working of an employee and working environment are not independent.8727 0.6 0.6 6.3 10.3 1.7347 0.04 Degrees of Freedom = (R-1) (C-1) = (4-1) (4-1) = 9 Tabulated value for 9 = 16.4 -0.1 0 0 0 0 Calculated value ∑ {(O-E)2 / E} = 20.5 3.1 0 -3 -0.3 -0.3 0.www.05454 0.3 2.3 | www.1 0.3 -1.9 4 4 0.3 2. TO FIND THE RANK FOR THE FACTORS RELATED TO EMPLOYEE .2 -0.3574 0. | www.64 1 . Their opinions are tabulated below.60 3 Ranks 20 66 44 1 131 2.62 2 12 63 44 4 123 35 MORALE (USING WEIGHTED AVERAGE METHOD) The respondents were asked to give their opinion about the following factors in their organization. Table 5.No 1 2 Factors Workload Work Satisfied 0 Satisfied 36 5 22 22 1 Environmen Moderate 8 Dis-satisfied 6 t Relationship 3 with 3 21 22 4 4 superiors Job 1 32 15 2 CALCULATION OF WEIGHTED AVERAGE METHOD Table 5.46 4 4 96 30 2 132 2.finalyearthesis.1 Point weight age Factors Workload Work Environme nt Relationshi p with superiors Job ` 4 3 Highly satisfie d 0 Satisfie d 108 2 Moderat e 16 1 Dissatisfie d 6 Total Averag e score 130 2.13 Highly S.

final-yearproject.finalyearthesis.www. second rating to their work | 36 INFERENCE: It can be interpreted from the above table that the respondents have rated first to their job. third to workload and fourth to relationship with superior .

com 37 CHAPTER VI FINDINGS OF STUDY  64% of the employees are male and most of them are degree holders  60% of the employees rated their jobs as interesting  The relationship between the employees and the management is good.www. But the transportation facilities are found to be poor. second rating to value of money. third to timely delivery and fourth to availability of the product.  86% of the respondents having good relationship with co-workers.  The working condition provided by the organization satisfy the majority of the employees  80% of the respondent are satisfied with their job  The organization provides promotion to the employees on their seniority basis. third to workload and fourth to relationship with superiors.  The relationship of employees with the superiors is of satisfied |  Canteen facilities and Water facilities provided by organization are good.  The employees in organization rated first to their job.  Using the chi-square analysis it is found that there is no significant difference between between work environment and total number of years working by an employee.  Most of the respondents are satisfied with the workload provided by organization. second rating to their work environment.  The respondents have rated first to quality.  Most of the employees feel that their pay is low. .

So the company could try to provide few monetary benefits to the employees. . Transport facility found to be the most lacking facilities in the organization. The organization should also provide promotional opportunities on the basis of merits obtained by 38 SUGGESTIONS AND RECOMMENDATIONS From the study it is identified that low monetary benefits is an unfavorable factor that prevails in the organization. This would minimize the problems like turnover and absenteeism for the company. The employees coming from far places are not offered such The company should give a good pay to the employees which satisfy them.finalyearthesis.www. The promotional opportunities in the organization are based on seniority basis only. So the company should provide proper transportation facilities to all its | www. This will give a sense of motivation to the employees to boost up their performance.

com 39 CHAPTER VII CONCLUSIONS DEEKAY EXPORTS LIMITED is company which manufactures Indian made foreign liquors. This is possible only if the company maintains high level of production. represents the employee morale towards his organization.www. Feelings. The Employee morale in the organization is found to be of satisfied level.finalyearthesis. Morale is the attitude of mind or state of mind of employees. The company should satisfy its clients. The relationship between the employees is good. . employee should play a vital role. The organization has good work environment and most of the respondent are satisfied with job. Hence a high level of positive morale should be maintained in the The facilities provided by organization were | www. which has impact on the individual and company goals and the purposes. The organization was surrounded by 150 acres at madukarai village in puducherry. workload and relationship with superiors. which is in turn. emotions and motives combine and build certain attitude and behavior on the part of the individual. But to maximize the production.

Hence limited time was spent for doing the 40 CHAPTER VIII 8.  Since data was collected during working hours of employees they feel it as some disturbances to them.  The respondent may be biased while answering the questions so the sample result cannot be applied to the population in whole .1 LIMITATION OF THE STUDY  The survey period was one |  Some of the respondents didn’t give real data due to fear on management.

com | www.  The recommendations and suggestions of the study can also be applied to similar project or similar situation.finalyearthesis. .com 41 8.  It will be also helpful to those who make a research on this topic as a good reference. highlights the need for high morale among the employees in the organization.  Since the study is general one.www.2 SCOPE FOR THE FURTHER STUDY  The study is confined to DEEKAY EXPORTS LIMITED.  The study helps to know the expectations and satisfaction factors of an employee in DEEKAY EXPORTS LIMITED. it can be adopted by similar

Salary Range per month: a) Below 1000{ } b) 1000-2000{ } c) 2000-3000 d) above 3000 { } 7. How many members in your family depend on you? a) 1 b) 2 c) 3 d) More than 3 6. Martial status: Single { } Married { } 4. Name: | 42 ANNEXURE-I QUESTIONNAIRE 1. Gender: Male{ } Female{ } 3. Educational Qualification: SSLC { } HSC { } Diploma { } Degree { } Post Graduate { } Others { } What do you think of your job? a) Challenging b) Interesting c) Creative d) Poor .finalyearthesis.www. How long you have been working in this company? a) One year b) Two year c) Three year d) More than four year 8.

What is your opinion about the following factors in your organization? Factors Highly Satisfied Satisfied Moderate Dissatisfied Workload Work environment Relationship with superiors Job 43 9. Rate the following facilities in your organization 1) Excellent Canteen facilities Water facilities Safety measures Clean surroundings Transport facilities 2) Very Good 3) Fair 4) Poor . Do you have good relationship with workers? a) Yes b) No 14). How do you feel about workers participation in your company? a) Good c) At least b) Normal d) Bad 13).www.finalyearthesis. What kind of problem do you have in your company? a) Salary problem b) Working hours c) Others d) None 11. What do you feel about the present salary? a) Highly satisfied b) Satisfied c) Ok d) Highly dissatisfied e) Dissatisfied | www. | 15) Does Company motivate the employees? a) Yes b) No 16) Are you encouraged to suggest new ideas? a) Yes b) No 17) Does the company involve in solving your problem? a) Yes b) No 18) How does management provide your promotional opportunities? a) Based on merit b) Based on seniority c) Both 19) What make you to retain in the company? a) Welfare Schemes c) Job Security b) Job itself d) Others 19) Any suggestions: ------------------------------------------------------------------- 44 .