ABSTRACT

The project work entitled “A Study on Employee’s Attitude towards the Organization in
HLL Lifecare Limited” with reference to the various factors that are concerned towards the
attitude of the employees. The analysis has been made based on the primary data that is by the
employee’s opinion online survey method. We have taken 50 samples and have used the
stratified random sampling method to select the samples from the total population.

The purpose of the study is to know the Employee’s attitude towards the organization, to
know the reasons for the Employee’s Positive and Negative attitude and to know the Employee’s
expectations from the organization and to make suggestions to improve the attitude of the
Employees to the management.

The study gives the opinion of employees about all the HR functions of HLL Lifecare
Limited, employment conditions, wages and incentives, interpersonal relationship, working
conditions, management practices, etc.

We have used the percentage analysis and the study reveals that most of the attendants
have a positive attitude towards the management practices, employment conditions, Inter
Personal relationship and Working conditions.

We have provided the suggestions for its improvement which includes suggestion
schemes which may be transparent and promotions which may be made both based on seniority
and performance to a certain level in the organizational hierarchy.

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 CHAPTER 1: INTRODUCTION

1.1 Industry Profile:

 Healthcare industry:

The healthcare industry (also called as health economy or medical industry) is a

conglomeration and joining of areas inside the monetary framework that gives goods
and services to treat patients with corrective, preventive, rehabilitative, and palliative
consideration. It incorporates the generation and commercialization of goods and
services loaning themselves to keeping up and restoring health. The cutting edge
healthcare industry incorporates three fundamental branches which are services,
products, and finance and might be partitioned into numerous divisions and
classifications and relies upon the interdisciplinary groups of prepared experts and
paraprofessionals to address medical problems of individuals and populations.

The healthcare business is one of the world's biggest and quickest developing
businesses. Expending more than 10 percent of Gross Domestic Product (GDP) of most
developed countries, healthcare can frame a gigantic aspect of a nation's economy.

 Contraceptive industry:

The worldwide hormonal contraceptives market was esteemed at around $13.36

billion in the year 2018 and it is predicted to grow up to $15.39 billion at a Compound
Annual Growth Rate (CAGR) of 3.6% by the end of 2022. The hormonal contraceptives
market comprises of offer of hormonal contraceptives and related services. Hormonal
contraceptives are utilized as an anti-conception medication technique that acts on the
endocrine system of the human body.

The increase in awareness with respect to the benefits and use of contraceptives is
a primary factor driving hormonal contraceptives market. As per the World Health
Organization (WHO), 16 million young ladies overall matured 15-19 conceive an
offspring consistently which records to roughly 11% of all births internationally. So as

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to forestall these impromptu births worldwide mindfulness projects, for example, "It's
your life, it's your future" by the WHO and world contraception day were started. The
London Summit on Family Planning asked governments, worldwide organizations, and
other private area to focus on improving admittance to deliberate family planning.

This offered ascend to the worldwide association, Family Planning 2020

(FP2020). FP2020 has made energy worldwide on issues, for example, admittance to
contraceptives, more development and more prominent responsibility in family
arranging endeavors. For instance, India committed to expend USD $3 billion by the
end of 2020 to increase awareness to promote family planning in the nation.

Also, in the year 2015, it was assessed that roughly 64% of married females aged
somewhere in the range of 15 and 49 utilized either an advanced or traditional technique
for family planning, an expansion from 36% in the year 1970.

The hormonal contraceptive drug market is controlled by the increasing utilization

of biologics instead of traditional chemical drugs. Biologics are the medications
containing at least one substance got from a biological source like human cells, animal
cells or micro-organisms. The ability to interact with specific targets puts these
medications over some other drugs, thus hampers the chemical hormonal contraceptive
drugs market.

Companies are enhancing to manufacture chewable low dose oral contraceptives

that reduce side effects. Chewable contraceptive initiative was an attempt to reduce side
effects while at the same time making it easier for the patients to get into a daily
regimen of using this contraceptive. The pill is already being sold as an over the counter
product.

Manufacturers in the hormonal contraceptives market should abide by many strict

regulations with regards to labeling hormonal contraceptives, and are all supervised by
regulatory authorities. For instance, in 2018, the US FDA has drafted a new set of
guidance and labeling recommendations in the hormonal contraceptives market, and has
to be in accordance with the 2006 physician labeling rule (PLR) and the 2014 pregnancy

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 and lactation labeling rule (PLLR). The main purpose of PLR is to enhance the safety
and usage of the particular prescribed drug by providing healthcare providers clear
prescription information (PI). The FDA mandates all hormonal contraceptives to
mention the effectiveness of the drug from preventing STDs, and any other relevant
information regarding effectiveness of the drug. The FDA considers that
communicating information regarding pregnancy rates to the users of these
contraceptive drugs is essential for safety and effective usage.

1.2 Theoretical background of the study:

Attitudes represent beliefs, feelings and action tendencies towards objects, ideas or
people. A person’s attitude contributes to success. Attitude is a complex cognitively
oriented process. It may be thought of as making up the personality. The term attitude
frequently is used in describing people and explaining their behavior. People who do not
know how to recognize opportunity they get complaint of noise when it knocks. It is said
that the grass always looks greener on the other side.

Attitudes can be characterized three ways. First they tend to persist unless
something is done to change them. Second attitudes can fall anywhere along a continuum
from very favorable to very unfavorable. Third attitudes are directed towards some object
about which a person has a feelings and beliefs.

Attitude is used in a generic sense, as to what people perceive, feel and express
their views about a situation, object or other people. Attitude cannot be seen, but the
behavior can be seen as an expression of attitude.

 Definitions:

 According to G.W. Allport, “Attitude is a mental and neutral state of readiness

organized through experience, exerting a directive or dynamic influence upon
individual’s response to all objects and situations with which it is related.”
 Krech and Crutchfield defined “Attitude as an enduring organization of
motivational, emotional, perceptual and cognitive processes with respect to

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 some aspect of the individual’s world.”
 According to Katz and Scotland, “Attitude is a tendency or predisposition to
evaluate an object or symbol of that object in a certain way.”
 Components of Attitude:

Attitudes can be categorized into three basic components Affective, Cognitive

and Behavioral. These components are explained in Figure 1 below:

Fig.1 -
Components of Attitude

o Affective  Component:

Affective component consists of the feelings, sentiments, emotions a person

has towards an object, situation or an individual. The affective component involves
the person’s feeling or affect about an object. The expression of emotions can be
either positive like customer service provider, negative like a tax collector or
neutral like an academic administrator is also important to work behavior.

o Cognitive  Component:

Cognitive component refers to what we know or think that we know about

an object, situation or information held by an individual. It makes no difference
whether or not this information is real and true. A company supervisor may think
that two weeks of training is essential before a worker can effectively operate a

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 particular process in the organization. However in reality the average worker may
be able to operate successfully the process with four days training. Yet the
information the supervisor is using two weeks of training for the workers is
necessary is the key to his attitude about training.

o Behavioral Component:

The behavioral component of an attitude is the way an individual is inclined

towards an object, situation or an individual. That may lead to the predispositions
on a favorable or unfavorable evaluation of something. An attitude represents the
interplay of a person’s affective, cognitive and behavioral tendencies with regard to
a person or group. It is important to note that out of three components of attitude;
only the behavioral component can be directly observed. One cannot predict
another person’s feelings the emotional component or beliefs the information
component.

 Types of Attitudes:

A person can have thousands of attitudes, but Organizational Behavior focuses

our attention on a very limited number of work-related attitudes. These work-related
attitudes tap positive or negative evaluations that employees hold about aspects of their
work environment. Most of the research in OB has been concerned with three attitudes:
Job satisfaction, Job involvement, and Organizational commitment.

o Job Satisfaction:

Job satisfaction is related to general attitude towards the job. A person

having a high level of satisfaction will generally hold a positive attitude while
dissatisfied people will generally display negative attitude towards life. When we
talk about attitude, we generally speak about job satisfaction because they are inter-
related in organizational behavior.

The study of Job satisfaction is one of most important factors in the study of
human behavior in the organization. Job satisfaction focuses on employee attitude
towards his job. It has three important dimensions:

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  Job satisfaction can be measured by the emotional response to a job situation,
hence it cannot be seen, and it can only be inferred.
 Job satisfaction is related to what you actually get as reward and what you
expect to get. If the difference between the actual reward and expectation is
minimum or negligible them a person will display a positive attitude and if
there is wide difference between the two, a person will display a negative
attitude towards his job and therefore the satisfaction level will be low.
 Job satisfaction is related to job dimensions. These can be expressed in terms
of job content, remuneration, attitude of co-workers, and opportunity of growth
that job is able to provide in terms of promotion and last but not the least the
expert loyal and experienced leadership is available in terms of supervision.

Factors determining job Satisfaction:

There are number of dimensions which effect job satisfaction. Value system
possessed by an individual and the culture supporting the value system in the
organization can be called as an important and basic for job satisfaction.

However some of the important factors that determine job satisfaction of the
employees in the organization are as under:

 Work Content: Content of the work itself is a major source of satisfaction.

The work must be challenging. It should lend itself opportunities to use
employee skills, ability and experience. The content of the work should be
encouraging and interesting and have variety inbuilt in it so that it is not boring.

Positive feedback from the job and autonomy has been considered to be
important for motivation of employees. Too tough or job having two little
challenge brings frustration and feeling of failure hence the job should be
moderately tough so that the individual has to stretch his ability, imagination
and skills. Once such job is completed successfully, the workers get a great
sense of satisfaction.

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 Pay and promotion policy: Salary and wages play decisive part in the study of
job satisfaction. Equitable rewards are multidimensional in nature. The benefits
are of varied nature namely pay, perks and rewards are associated with
motivation of employees. Pay system and promotion policy of the organization
must be just, unambiguous and in line with the prevalent industry norms and
employee expectations. Employee wages and salary must ensure him the social
status and should be able to fulfill the expectations. Individual must perceive
salary administration and promotion policy as being fair. Organization should
ensure that their policies are growth oriented and incremental in nature so that
employees take on an additional responsibility voluntarily. Apart from
financial benefits, organization must provide adequate perks and non-financial
benefits so that they are motivated and display high level of satisfaction.

 Supportive working condition: Working conditions have a modest but lasting

effect on job satisfaction. Due to fast development of technology, it is
necessary that the organizations are operating on upgraded technology, latest
systems and procedures. The layout of work place must be ideally suited from
operational point of view and the employees should display great degree of
satisfaction. The place should be neat and clean with necessary facilities as per
Factories Act. Light, ventilation, cleanliness, enough space for work,
immediate availability of supervision, adequate latest tools and generally good
surrounding will definitely add to job satisfaction. If the work place were closer
to home, it would add to employee retention.

 Work group: The concept of work group and work teams is more prevalent to
day. Work group of multi skilled persons with one goal will be able to function
effectively if they are friendly and co-operative. The work group serves as a
source of support, comfort, advice and assistance to individual worker. A good
work group makes the job more enjoyable. The factor of work group support is
essential for job satisfaction. If the reverse conditions prevail, the people may
not be able to get along with each other and the level of job satisfaction will be
reduced.

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  Supervision: Supervision is one of the moderate factors, which affect job
satisfaction. Qualified supervisors should be available for advice, guidance and
problem solving. Supervisors should be placed close to the place of work and
should be available. They should take personal interest in the affairs of
employees both on personal and official level. Supervision is related to
leadership. In Defence Services the leadership is so proactive that the leader
carry on him details of each soldier under his command. The details include
dependants of soldier’s family, their economic position, details of children, the
class they study, home address and other demographic details, soldier take his
boss as guide and philosopher who is always available to him for advice. Such
supervision improves the morale and job satisfaction of employees. The
concept of supervision has changed. What is in vogue and in practice to day is
self-serviced teams and work group. The group prefers more freedom of work
in relation to work hours, time management, frequent breaks between work
hours and autonomy as long as job is completed in time. Flatter organizational
structure therefore has come into practice. Steps in command structure have
reduced. There is a participative management and work has to meet the
established standards in terms of quality and quantity. The levels might have
been reduced but not the value of supervision as a factor of job satisfaction.

 Personality job fit: Individuals should be assigned the job that suits their
interest. Recently it has been seen that MBA graduates are satisfied with their
job if they get the job related to the “specialization” they have chosen during
the MBA degree. Persons having analytical approach should be assigned job in
R&D department so that their level of job satisfaction increases.

Effects of Job Satisfaction on Performance:

 Satisfaction and productivity: Based on research carried out in Hawthorne

studies, further research to prove that “happy workers are productive” was
carried out, which has been proved negative. Based on the conclusion of
Hawthorne studies, managers began their efforts to make their employees
happier by improving work conditions, providing Laissez-faire type of

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 leadership, expanding various facilities to the workers, but it has been found
that there is no direct relationship between happiness and productivity. Robins
concluded that productive workers are likely to be happy workers. Further
research on the subject suggests that organization having happy workers might
have increased productivity. On individual level it may not be true due to
complexity of environment, work processes, various systems and sub systems
having impact on the individual employee. But it can be said from
organizational point of view that organization that are able to evolve such
policies that make employees happy bound to have improved productivity.
V.H. Vroom. Productivity is considered as reward for hard work which is due
to high level of satisfaction. However globalization, speed of machines and
knowledge explosion, impact of media on workers, social awareness and high
expectations of employees to meet social obligations are important factors to
ensure high satisfaction level of employees. While evolving industrial
practices, above factors should be considered favorably and employee growth
achieved so that organizations grow automatically.

 Satisfaction and absenteeism: There is an inverse relationship between

satisfaction and absenteeism. When workers are more satisfied the absenteeism
is low. When satisfaction level is low absenteeism tends to be high. There are
certain moderating variables like sick leave and degree to which people feel
that their jobs are important. Where there is a provision for sick leave,
employees would take the benefit and gets absent for work. As far as the
importance of work is concerned, it has been observed that people attend to
their work when it is important to accomplish. Employees having high
satisfaction would not necessarily result in to low absenteeism but those having
low satisfaction level would definitely have high absenteeism.

 Satisfaction and turnover: It has been found that employees who are not
satisfied with their jobs will have high turnover. Employees who are satisfied
will not have high turnover. Satisfaction is also negatively related to turnover
but the co-relation is stronger than what we found in absenteeism. Employee

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 performance is a moderating factor of the satisfaction — Turnover relationship.
In recent times a phenomenon amongst the software engineers whose
performance is high; their turnover has been noticed as high because of
competition for personal growth. Organization lures the competent person for
their organizational growth. Organization cares for such high performers and

their retention. Poor performers do not leave the organization for fear of lack of
job opportunity outside. Dissatisfied workers may express their satisfaction as
given in Figure 2 below. The responses are based on two dimensions i.e.
constructive/destructive and activity/passivity.

Fig 2 - Expression of dis-satisfaction

o Job Involvement:

Job involvement refers to the degree to which a person identifies himself

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 (psychologically) with his job, actively participates and considers his perceived
performance level important to self-worth. (Robbins). High level of involvement
indicates that the individual cares for his job, which has an impact on high
productivity. Higher the job satisfaction, lower will be absenteeism and employee
turnover.

o Organizational Commitment:

Organizational commitment is defined as (a) a strong desire to remain

member of a particular organization (b) willingness to exert high level of efforts on
behalf of the organization, and (c) a definite belief in and acceptance of value and
goals of the organization. (R.T. Mowday, L.W. porter, and R.M. Steers). In other
words, employees display an attitude of belonging to the organization, a sense of
“MY” organization. They continue to do so even after they leave the organization.
Of late a concept of organizational citizenship is used. It indicates a sense of
belonging to a particular organization as if you were citizen of that organization,
but it depends as to the contribution made by organization to have developed such
feelings.

Organizational commitment refers to degree to which an employee

identifies himself with the organizational goals and wishes to maintain membership
in the organization. He wants to “belong” to the organization and take an active part
in its functioning. Absenting or resigning from the job versus job satisfaction is a
predictor of organizational commitment. The concept has been very popular in the
recent times. Organizational commitment depends upon job enrichment factor and
degree to which the workers enjoy autonomy and freedom of action while
performing.

 Cognitive Dissonance Theory:

Leon Festinger proposed cognitive dissonance theory in 1950s. The theory seeks
to explain linkage between attitudes and behavior. We have often observed workers
saying that working conditions in an organization are poor. Does it mean that if the
working conditions were improved the workers will achieve higher productivity? It is a

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 difficult question to answer, because there is in-consistency between working conditions
and its impact on changing of attitude of workers in relation to productivity. Festinger
explains that dissonance is inconsistency, and cognitive dissonance refers to any
inconsistency or incompatibility that an individual might perceive between two or more
attitudes, and attitude and behavior. He further argues that

 Any form of inconsistency is uncomfortable and individual attempts to reduce

dissonance or discomfort.
 Individual tries to reduce dissonance to achieve stable state of behaviour. For
example Non-payment of tax (behaviour) while recommending payment and
displaying honesty towards social obligation (attitude)
 Attitude and Consistency:

Attitude of an individual is not visible but is reflected through his behavior as a

mirror of his attitude. It is seen that people seek consistency among their attitudes or
between attitude and behavior. They seek to reconcile their attitudes and align their
attitudes with behavior so that it is rational and consistent. If there is inconsistency
between attitude and behavior, outside forces act upon an individual, which leads to
attaining of equilibrium state, thus consistency is achieved. For example an individual
may buy an old car while praising the new model. Reconciliation like, ‘why invest more
for a new model’, or ‘the old model is as efficient as the new one, because the same had
been sparingly used’. Such feelings are expressed to soothe the attitude (praising new
car) and behavior (Buying the old model) to achieve consistency between them.
(Attitude and behavior)

1.3 Importance of the topic:

An expert knows that a positive attitude is necessary for successful completion of a

project or an assigned task. Having a positive attitude with positive thinking in the
organization will reflect on what employee do and make them more productive employee.
If employees show a good attitude they may increase their chances for a promotion. On the
other hand they will get a rise in salary if they are positive role model for others in
organization.

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 Positive thinking and a good attitude help better people’s psychological well being
and help them cope better under stressful situations in the organization. If employee’s
shows a good attitude their co-workers will as well making it easier to communicate and
get along in the workplace. An attitude of a person is a form of expression of self. People
can choose to be happy, positive and optimistic or people can choose to be pessimistic and
critical with a negative outlook on their workday. When people begin to display a positive
attitude at work they can expect to see the benefits of it.

If an employee has to share knowledge about new project with his subordinates in
department he is making attitude upbeat and hopeful for a positive outcome. People with
character, integrity, loyalty, good values and positive attitudes can contribute more than
other. These are the five things that are expected in an individual in the organization.

Many measurements and scales are used to examine one’s attitudes. Attitudes can
be difficult to measure as measurement is a perception, meaning people have to give
attitudes a scale to measure it against. An attitude is ultimately a hypothetical construct that
cannot be observed directly.

Explicit measures tend to rely on self reports or easily observed behaviors. Explicit
measures can also be used by measuring the straightforward attribution of characteristics to
nominate groups. Implicit measures are not consciously directed and are assumed to be
automatic which may make implicit measures more valid and reliable than explicit
measures. Employees with positive attitude will create a healthy atmosphere in the
organization; develop positive relations with sub-ordinates, their supervisors, managers and
top management.

1.4 Need to study the topic:

Employees have attitudes or opinion while they are in services about many aspects
of their jobs, their careers, and organizations where they are working. It is observed that
the most important employee’s attitude is job satisfaction. Job satisfaction defined as a
pleasurable or positive emotional state resulting from the appraisal of one’s job or job
experiences.

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 Human resource practitioners understand the importance of the work situation as a
cause of employee attitudes. It is an area human resource can help influence through
conducting organizational programs and applying best management practices. In terms of
other influences on employee attitudes, there is also an influence of organizational culture
on employee attitudes in the organization. Dissatisfied employees are more likely to left
their jobs or be absent frequently than satisfied employees. Employee’s attitude can be
measured by conducting focus groups, interviewing employees, or carrying out employee
surveys.

CHAPTER 2: REVIEW OF LITERATURE AND RESEARCH

DESIGN

2.1 Review of Literature and Gaps:

 Robbins (2003) defined attitudes as evaluative statements and they can be either
favorable or unfavorable concerning objects, people, or events. Therefore they reflect
how one feels about something. The favorable statements may provide positive effects
regarding the concerned object, person or event whereas unfavorable statement may
provide negative effects.

An attitude is a positive or negative feeling or mental state of readiness, learned

and organized through experience that exerts specific influence on a person’s response
to people, objects and situations. This definition of attitude has certain implications for
managers. First, attitudes are learned. Second, attitudes define one’s predispositions
toward given aspects of the world. Third, attitudes provide emotional basis of one’s
interpersonal relations and identification with others. And fourth, attitudes are organized
and are closed to the core of personality. Some attitudes are persistent and enduring; yet,
like each of the psychological variables, attitudes are subject to change (Fishbein and
Ajzen, 1975).

 According to Smith, Kendall and Hulin (1969), job satisfaction is the extent to which a
person is gratified or fulfilled by his or her work. Extensive research on job satisfaction

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 shows that personal factors such as an individual’s needs and aspirations determine this
attitude, along with group and organizational factors such as relationships with co-
workers, supervisors, working conditions, work policies, and compensation. Job
satisfaction is referred to an individual’s general attitude toward his or her job. A person
with a high level of job satisfaction holds positive attitudes toward the job; a person
who is dissatisfied with his or her job holds negative attitudes about the job (Robins,
2003).

 A majority of U.S. employees say they are satisfied with their job and nearly half feel
pride in their career, according to a recent, “Harris Interactive Poll”. Still, many U.S.
employees dislike their jobs, suffer from burnout and don’t have good feelings about
their employers and Senior Managers, the poll shows. Employees in small organizations
are more likely to have positive attitude towards their jobs, their employers and their top
managers.

 Of people working for small employers, 54% of those polled say they are satisfied with
their job, and company. 38% of those working for large employers feel they are at dead-
end jobs, compared with 24% of those working for companies feel “this is the best
organizational to work for” only 25% of the people working for large organizations,
compared with for small employers, believe that the top manages display integrity and
morality. This survey also shows that younger workers have much more negative view
of their job than older workers.

Among the older workers, 59% say a good deal of their pride comes from their
work and careers, compared with just 37% of the younger workers. Likewise, among
64% of the older workers, only 47% of the younger workers really care about the fate of
the organization for which they work. Overall, while 595 of the employees are satisfied
with their jobs, that two out of every five 41% of the workers aren’t satisfied. In
addition, one-third of the workers feel they are in dead-end jobs, and “trying to cope
with feeling of burn out”. Burn out is much more prevalent among the workers’ ages
between 18-24 years, 47% report feeling burned out, compared with 28% of the older
workers.

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 Ms. B. Nagalakshmi, 2006, had done a project on “Employee Attitude towards the
Organisation in “Lakshmi Machine Works Limited” and she suggested that
Management/HR department may be changing the procedures or approaches to improve
the employees’ positive attitude towards them by participation from them. Attitudes
change from person to person. In an organization, the functions and procedures
followed by the management/ HR departent should accepted and negative attitudes if
any may be identified at an earlier stage. Relationship of the employees with the HR
Department may be enhanced to reduce negative attitude among the employees in
general which will lead to prosperity of the company through profits and that of the
employees through enhanced quality of work life.

 Ganguli (1964) has argued that the factors that determine performance of the workers in
an industrial job can be classified under three heads.

 Personal factors.
 Work factors.
 Environmental (physical and social) factors.

Personal Factors refer to skills of workers and the degree of motivation that
determine the extent to which he will apply his skill to the job. Work factor refers to
tools and equipment, method of work and materials used.

Examples of environmental factors are:

 Physical lighting, ventilation, etc.

 Social and psychological nature of leadership (supervisory and
managerial), social climate in the shop, nature of the group formation
amongst members, etc.
 Nature of organizational controls, communication patterns, etc.

 Mr. Vijayanand, 1999, had done a project on “job satisfaction”, among the employees in
“Sakthi Sugars” and he suggested that the organization has to concentrate more on
labour measures and also with regard to the maintenance of buildings.

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 Mr.Vasudevan.C, 1999, had done a project on “job satisfaction” among the workers in
“ELGI Electric and Industries Limited” and he suggested that the organization may
provide better working conditions, can reduce the hours of work and provide more
career advancement opportunities.

 According to Vroom (1964), productivity depends upon two major variables viz.,
employee’s job performance and resources utilized. In most organizational performance
of the employees is relatively more important than the equipments and raw materials.
Even in automated operations, productivity in strategic and coordinate systems largely
depends up on the human performance. Performance of a worker on a task or job is a
direct function of his motivation.

 According to Hark Mantel (1971), the nature of the relationship between job
characteristics and employee reactions to their work (including satisfaction,
performance, and absenteeism) will depend upon the need status of the employees.

 Maslow proposes that employee’s emerge in a hierarchical fashion and it is important

for the organization to satisfy their needs, failing which the employees may exhibit non
productivity and effectiveness of the organization.

 Fleishman (1953) has studied the relationship of supervisory behavior with the
productivity and morale of the sub ordinates, superiors create certain climate in their
department and high consideration results in high productivity and morale.

 Mr. R.K. Selvam has made ‘A Study on Worker’ Expectations on Labor Welfare
Facilities in 1998. In TTK Prestige Limited, the sample size was 60. He used the
interview schedule for primary data collection; the secondary data was collected
through discussion with officials of the Personnel Department from the data it was
found that almost everyone were satisfied.

 Mr. Rajaprabakaran has conducted a research on ‘The Study on level of motivating the
Employees with special reference to TTK Prestige Limited in 2002. The sample size
was 300 and he used the interview schedule for the primary data collection. He found

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 that 28% of employees were motivated with the working conditions of the company. All
of them were motivated with the first-aid facilities.

 Argyris (1957) identified a style of leadership ranging from immaturity. He holds that
the effective leader or manager will help people to move from a style of immaturity or
dependent, towards a style of maturity.

 Research Gap: There are very less number of researches is done on both
manufacturing and service industry together on the Employee’s attitude towards
organization. In this study, we are taking inputs from both manufacturing and service
division employees of HLL Lifecare Limited for studying the Employee’s attitude
towards organization.

2.2 Statement of the Problem:

Attitudes have significant effects on the behavior of a person at work. Some of the
areas of attitudes that a person in the world of work is concerned with are superior,
subordinates, peers, supervision, pay, benefits, promotions or anything that leads to trigger
positive or negative reactions. These attitudes reflect a particular person likes and dislikes
towards other people, objects, events and activities in that persons surrounding
environment. Some of the strong attitudes are likely to affect person’s behavior and this
makes the enthusiasm to study and know about attitudes.

The project work entitled “Employee’s attitude towards the organization” with
special reference to the HLL Lifecare Limited the various factors that are concerned
towards the attitude of the employees.

2.3 Scope of the Study:

 Monitor transition from a previously owned proprietarily business to a subsidiary

business.
 Measure the effects of company management over the previous two years.
 Monitor the organization’s current state of maturity.

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  Monitor the effects of personnel, policy, and strategy changes.
 Monitor the effects of market changes.

2.4 Significance of the Study:

 Job Satisfaction is an important output that employees work for Organization.

 It comprises of extrinsic and intrinsic factors and helps to maintain an able and willing
work force.
 It is an interesting and significant area for conducting research.
 The study made on the topic of Job Satisfaction will reveal the factor of feelings of
employees.
 This report is useful to the management of the company to know the satisfaction levels
of employees and they can take measures to increase productivity.
 This report may be useful to the management students for reading, and may be useful in
preparing their report on the job satisfaction" In business concerns, public organization
etc.

2.5 Objectives of the Study:

 To know the Employee’s attitude towards the organization.

 To know the reasons for the Employee’s Positive and Negative attitude.
 To know the Employee’s expectations from the organization and to make suggestions to
improve the attitude of the Employees to the management.

2.6 Sampling:

 The sample size taken is 50 which have been selected through Stratified.
 The technique adapted for the sample was disproportionate stratified sampling. From
the universe, selected samples from various departments are chosen. Thus, samples
were selected for study and hence the sampling technique used was disproportionate
stratified technique.
 Random Sampling: When the markedly heterogeneous group is first sub-divided into

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 groups or ‘stratas’ in such a manner that all items in any particular group are similar
with regard to the characteristic under consideration. From each such ‘strata’ items are
chosen at random. The number of items taken from each group may be in proportion to
its relative strength, the sample so formed is called as ‘stratified’.

2.7 Tools for Data Collection:

 The analysis will be mainly based on the primary data that is by the employee’s opinion
survey method.
 The primary data was collected from 50 sample attendants from HLL Lifecare Limited.
The tools needed for the data collection was questionnaire. The questionnaire containing
28 questions was used to collect data from the employees.
 Questionnaire has been asked in online using Google Forms and shared the
questionnaire link with the employees and asked them to fill it.
 Most of the questions are multiple choices which will be easy for employees to answer
and also it helps us to understand the employee’s feedback in a better way and provides
opportunity for further study on the topic and to conclude.
 Secondary information was collected from sources like websites, reports, new papers
and books.

2.8 Data Analysis

 For the purpose of analysis and interpretation certain common methods were used
through diagrammatic representation like pie diagram and data collected by the
questionnaire method and data analysis in percentage analysis. It is a descriptive type of
study.
 Percentage Analysis: Percentage analysis is a statistical tool, which is used to identify
the percentage of responses the attendants have given.

Percentage = (No of attendants / Total No. of Samples) X 100

2.9 Limitations of Study:

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 We have taken only 50 samples for this study. So, if this study is conducted to
maximum persons, it may give accurate overall attitude of the employees.
 This study is done in HLL Lifecare Limited, so it cannot resemble the entire population
working in the whole industry.
 Time was a major limitation for our study.
 We could not interact with the employees directly due to ongoing COVID-19 pandemic.
 Some employees did not respond properly for the questionnaire clearly. We had to
eliminate those responses from our study.
 We did not ask few employees to answer our questions due to lack of their knowledge
on Internet and System. Our survey was conducted online through Google form. The
main reason to choose online survey was due to ongoing COVID-19 pandemic.

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