Employe and Management

A
PROJECT REPORT
ON
“A STUDY ON POWER OF RELATIONSHIP BETWEEN MANAGEMENT AND EMPLOYEES
AT NEXGEN TECHNOLOGY”
Submitted to the
“University”
In partial fulfillment of the requirement for the award of the degree of
Master of Business Administration (MBA)
Under the guidance of
“”
Submitted by
“”
THROUGH
1
DECLARTION
I the undersigned, hereby declare that the project title “A STUDY ON POWER OF
RELATIONSHIP BETWEEN MANAGEMENT AND EMPLOYEES AT NEXGEN
TECHNOLOGY” is an original piece of research work carried out by me under the
guidance and supervision of …………... The information has been collected from
genuine and authentic sources. The work has been submitted in partial fulfillment
of the requirement of MBA to …………...
Signature Date:
(………) Place:
2
INDEX
Sr. DESCRIPTION PAGE
No. NO.
1. Executive Summary 05
2. Chapter1-Business Enviorment 08
3. Chapter2-Organization Profile 12
4. Chapter3-Outline of The Problem/Task 20

Undertaken
5. Chapter4-Research Methodology 22
6. Chapter5-Data Analysis And Interpretation 28
7. Chapter6-Learning of The Student Through 44

The Project
8. Chapter7-Contribution To The Host 47
Organization
9. References 51
10. Annexure 53
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EXECUTIVE SUMMARY
EXECUTIVE SUMMARY
One of the most pressing issues facing most organizations today is the need to raise
employee productivity. There is a widespread belief that productivity
improvements can only be achieved through a fundamental reform in the area of
employee relations. Changes are thought to be necessary both in the organization
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and structure of work and in the way in which employees are trained, remunerated
and motivated.
A healthy relation among employees promotes a positive ambience at the work

place and employees feel happy and satisfied at work. They look forward to going
to office daily and also work hard to realize their team’s as well as organization’s
goals.
It is important that employees share a healthy relation with each other at the work
place in order to have smooth running of organization with the most important
asset for its development.
The objective of my study was to observe
1. To identify various employee relations practices, and its effect on the

productivity of an organization.
2. To identify the challenges faced by employees at work places.
3. To identify ways of enhancing healthy relationship between employees and
employers in an organization.
To achieve the objectives mentioned above, I have to collect data from the
organization and analyze them to receive information.
With regards to the research methodology of this study, the purposive sampling is
also known as Judgmental sampling or selective sampling or subjective
sampling was chosen as most appropriate research design for study. In this
sampling method the researcher chooses the sample based on who they think
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would be appropriate for the study. This is used primarily when there is a limited
number of people that have expertise in the area being researched.
Data was gathered from both primary and secondary sources of information.
Responses from questionnaires and interviews with management of the
organization formed the basis for the primary data, while books, articles and
journals on employee relations acted as the secondary data. Findings from this
study revealed that employee relations practices affect productivity through
employee morale, quality and quantity of output/product. Other findings include
various challenges that employees face at workplace and various ways to enhance
healthy relationship between employees and their employers in an organization.
The most valuable recommendation given is to treat employees with great care.
INTRODUCTION
Business owners wishing to compete at a world-class level must understand the

human side of their organisation and business processes. According to Jansen et al.
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(2013: 192-216), they must be social architects who can work across levels and
functions of the organisation, continuously improving the business process and
fostering an atmosphere favourable for innovation, risk-taking, self-directed
teamwork, commitment, quality and self-improvement. To survive and grow in the
twenty-first century, entrepreneurs must learn and use appropriate human skills to
motivate and inspire all those involved in their business (McDermott and Conway
2013: 289). Various sources including Accuff and Wood (2004), Browne and
Keeley (2009), Donaldson and O’Toole (2007), Ford et al. (2003), and Selmier and
Travis (2013) have suggested that without strong relationships, it becomes
impossible to be successful as a business owner. These studies express the opinion
that business owners need to have long-term customer and employee relationships
that will carry them through challenging and difficult times, as well as
relationships with other business owners, to share struggles, resources and best
practices, which can really give them an edge. Relationships are complex but
research from Anderson and Kerr (2002), Boxall (2013), Hartline and Bejou
(2004), and Alcarzar et al. (2013) suggest that they can be managed. Jackson
(2009) concluded that the reality about business relationships is that they are just
like any other relationship; they require lots of effort to maintain and they must be
mutually beneficial to all the stakeholders. Jackson emphasised that as in any
business relationship, a business owner must be willing to give, share and support,
not just take or receive.
OBJECTIVES
This study was developed with the intention to: Highlight the critical role
played by positive employer-employee relationships towards business success;
Discuss interpersonal skills as the basis for establishing and maintaining
relationships; Discuss the role played by job satisfaction on employer-employee
7
relationships; Assess the nature of the relationship between businesses and their
employees in a targeted community in the Western Cape Province of South Africa
and discuss the role this relationship contributes to the success of SMMEs in the
community
LITERATURE REVIEW
The relationship between the employer and the employee is important, therefore
business owners need to pay attention to this relationship if they want their
businesses to grow and succeed (Bhattacharya et al. 2012). There are a number of
employee retention strategies that business owners can utilise in order to maintain
the good relationship they have with the employees. Several sources including
Kleinaltenkamp and Ehret (2006), Strohmeier (2013), and Yan and Stafford (2011)
outline relationship strategies targeted at workers might include amongst others
motivating, providing incentives, delegating important responsibilities, being open
and transparent, team building, and so on. Burns (2012: 186-196) declared that
good employer-employee relations are essential for different reasons. These
reasons might include: Employees who are inspired to work produce better and
more results. The level of competency of the staff increases because of their
drive to become better. Customer service is improved because employees who
have good relations with their employer are usually viewed as good customer
consultants. Institute of Leadership and Management (2007) outlines a number of
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issues that can cause the downfall of the employer-employee relationship. Some of
the issues include:
The High Rate of Inflation
The increment of the inflation rate in an economy results in an increased standard

of living (Berument et al. 2011: 149). When this happens, workers start to demand
higher salaries to complement the increased cost of living. This situation possesses
the potential for the breakdown of the employer-employee relationship.
Lack of Trust and Respect
According to Hunt et al. (2009: 71-77) trust and respect are earned by an employer
through open communication, consistent feedback and delegation of
responsibilities to the staff. An employer who fails to abide by these elements of
trust and respect will eventually also put a negative strain on the relationship.
Globalisation
Globalisation provides the platform for changes in work processes, management

style, and technology (Spence 2011: 28). Business owners should always monitor
the global economy to ensure they are up to date with current global trends of
relationship management. A business that fails to do so is faced with the potential
of losing their workforce.
Labour Laws
Labour laws were designed by the South Africa government to protect workers
against unfair treatment by their employers (Cazes et al. 2012). Every employee
eventually becomes aware of these. It is important for the employer to ensure that
they comply with these laws or face penalties and a demise of the relationship they
have with the staff. Daft and Marcic (2010) advise business owners to never allow
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a negative relationship to exist between themselves and their staff. If this happens,
the productivity levels of the organisation decrease. The employees are the ones
who have direct contact with the customers and go an extra mile to be helpful.
When they are happy, a good relationship between themselves and the customer is
created and maintained. When they are unhappy these employees often direct their
unhappiness at the customers.
Interpersonal Skills as the Basis for Building and Maintaining Relationships
To build strong relationships in the workplace, business owners need to develop

their interpersonal skills. According to Nkosi et al. (2013: 10-20), interpersonal
skills will make it easier for the business owners to manage relationships and
succeed in business. Some of the interpersonal skills include: I. The ability to
understand other people’s behaviours and interpret them correctly (Gilley 2006: 5).
The business owners must aim to recognise and correctly interpret the feelings,
thinking, and behaviour of another person. Gilley states that this is done in an
effort to discover their fears, failures, successes and actions. II. The ability to
manage impressions and present oneself competently to others
(Chiaburu and Stoverink 2013). Success in business today depends on building

successful relationships. Knowing how to present yourself professionally gives you
a powerful edge over the competition. Business owners must have a combination
of confidence, competence, attitude, manners, and communication. These are
enhanced by a polished executive image; knowing what to do, how and when to do
it. III. The ability to communicate and get your message across (Jones and Sinnett
2011). Good communication skills will enable business owners to convey
important information. They should never be tongue tied, know what to say, and
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say it. IV. The ability to persuade others and influence their behaviours, attitudes,
opinions and beliefs (Kehoe and Wright 2013). Business owners are encouraged to
use the authority and systems they have in their organisation to persuade and
influence staff to work efficiently and effectively to ensure that the organisational
goals are met and good relationships are maintained. V. The ability to use power
(Pfeffer 2009). Business owners must use the power they have to influence staff
but must not act in an intimidating manner.
Job Satisfaction
Job satisfaction has been outlined as a difficult entity to define even in simplistic
operational terms. Schults and Schults (2002) referred to job satisfaction as the
positive feelings and attitudes employees hold about their jobs. This depended on
many work-related factors, ranging from the sense of fulfilment workers get on
their daily tasks and many more. Yang et al. (2011) states that personnel factors
can also affect job satisfaction. These factors include age, health, and length of job
experience, emotional stability, social status, family and other social relationships.
Their motivations and aspirations and how well these are satisfied by their work
also affect their attitudes towards their jobs. Daft and Marcic (2010) describe job
satisfaction as an accurate indicator of good relationships between the employer
and the employees. This is because a satisfied worker usually has good
relationships with the employer. Previous research from Jeon and Choi (2012)
pointed out that employees who were happy with their jobs are the most likely to
satisfy customers and manage good relationships with them. This may suggest that
treating employees well puts them in a better frame of mind to treat customers
well. Lusch and Vargo (2006) were of the opinion that customer service and
employee satisfaction were closely related to each other. Customers, for example
expect outstanding customer service. Employees want recognition and
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compensation that relate to the achievement of customer service goals. Customers
want to deal with knowledgeable customer-contact personnel who can make
decisions. Employees want to be led, inspired and recognised. This study
encourages business owners to continuously make efforts to satisfy their
employees as they are the ones who contribute the most to production, sales and
customer satisfaction. The owners should make efforts to understand what satisfies
their staff and continuously check whether the business processes and management
are in line with what the employees want. The owners must find their own method
to measure job satisfaction either by having one on one session with staff,
distribution of questionnaires, and so on. As far back as 1989, Bennet stated that
job satisfaction was not easy to measure because there was no standard
measurement criterion for business owners. Some firms issue questionnaires to
employees asking them to list in rank order the tasks that they find particularly
boring and/ or unpleasant. Equally, employees might be invited to comment on the
working conditions they regard as most attractive (security, good working
conditions, responsibility, control over work, etc.). Results from such surveys may
help in providing to the employees what they need in the organisation in order to
be satisfied. The factors that affect job satisfaction vary from one worker to
another and from day to day, but include the following: The nature of the work
(the tasks involved, and the interest and challenge the job generates). The level
of compensation The perceived fairness of the promotion system within a
company
The quality of the working conditions Management style Social

relationships in the workplace Along with contributing to a general sense of
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personal well-being, job satisfaction is perceived to be linked to a positive work
attitude and increased productivity.
RESEARCH METHODOLOGY
A quantitative approach was followed for this research. Houser and Osman (2010:
75) defined a quantitative approach as a formal, objective, systematic process to
describe, test relationships and examine cause and effect interactions among
variables. Houser and Osman further declare that quantitative research focuses on
gathering numerical data and generalising it across groups of people. The
researchers conducted a survey in an attempt to collect data from a sample of
participants drawn from a larger population through the use of standardized
questionnaires which were carefully constructed and developed to ensure that they
would gather the desired information. Dewitt and Hernandez (2003:136) state that
surveys of this kind aim to paint an accurate picture of the phenomenon under
investigation. This is because the results of surveys are representative of the
population within a certain degree of error. To measure the role played by business
relationships towards the growth of businesses, the researcher divided the survey
into two sections.
Section 1
The first section aimed to determine the business owners’ opinions about their
relationships with staff and whether they believe this relationship contributes to the
success of their business.
Section 2
This section assessed the satisfaction level of the staff towards the business and its
ownership. Basically, job satisfaction was measured. If the results indicate that the
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satisfaction of staff is high, then this would suggest employees had a good
relationship with the business. The section on job satisfaction outlined the direct
link between job satisfaction and good employer-employee relationships. Job
satisfaction was outlined as an accurate indicator of good relationships between
these two parties.
Research Population
In the context of this research, the population included every individual or element
within the research environment that was likely to be affected in one way or
another by the findings of the research. The targeted population for this research
consisted of SMMEs in the targeted community. The research encompasses all the
businesses operating in the community. The total number is calculated at 60.
The Research Sample
A sample has been defined as a subset drawn from the targeted population that is
directly involved in or participate in the data collection of the research (Wellman
and Kruger 2004: 50). A sample is further described by these authors as the
resemblance of the population from which it was drawn. According to Wellman
and Kruger (2004: 96) a sample has the following elements: Representivity: the
sample must represent the population Sample must be of a reasonable size if the
researcher is going to be able to generalise his or her findings to that population.
Generally the acceptable sample size drawn from the targeted population must be
33% and in some cases 25% is acceptable. Randomness of the sample: Anyone
in the population could have fallen into the sample. The sample for this research
consisted of businesses in the targeted community. Majority of legally operating
businesses in this community are registered under a business forum. The forum is
responsible for co-ordinating business relationships among its members, facilitate
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development, and provide training and networking opportunities. The researchers
obtained a list which contained all information about the businesses registered in
this forum.
Participants
Systematic sampling was used to determine the participants that qualify in the
sample. Bry-
man (2012: 63) highlights that with systematic sampling the researchers decided on
a system to qualify the businesses that will participate. The businesses that
qualified for this research were those that employ five or more employees. Various
researchers have used various systems to decide on an appropriate number to
target. This selection depends on the attributes of the research population. The
provided list of 60 businesses indicated that only 25 businesses employed 5 or
more staff members. These were automatically selected to be the sample for the
research. The 5 employees for each business were selected and asked to complete a
job satisfaction questionnaire. These were selected according to their willingness
and availability.
LIMITATIONS
The major limitations that confronted the research were: Some of the staff
members were not comfortable in completing the questionnaire in the business
premises, so they requested the researcher to meet them elsewhere. These
employees feared that their anonymity was compromised, despite the fact that their
confidentiality was guaranteed. There were carelessly completed questionnaires
which resulted in some missing or unclear values. Some staff members in senior
positions of the businesses in the uptown area were unavailable to complete the
questionnaires and so a large majority of the participating employees represent
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lower level employees. This limited the researchers from obtaining responses from
different ranks of the businesses. There were some language and literacy
problems for some employees as they were not able to read and understand English
properly. The researchers had to give clear instructions to these participants in their
language of choice and then completed the questionnaire for those who could not
write. This procedure was time consuming. Only 20 businesses from the
selected ones showed interest to take part in the research.
Data Analysis
After the data was collected it was organised and analysed. For analysis of the
questionnaires, a computer programme called Statistical Package for Social
Sciences (SPSS) was used. Data was analysed by using descriptive statistics.
Discussion of Owner Responses
The main intention of this study was to evaluate the business owners’ opinions
about the nature of the relationship they have with their staff. This was done so that
the researchers could determine whether these relationships contribute to the
success of their organisations. The response to the majority of the questions was
positive, signalling that a large majority of them strongly believe that relationships
are important and that it is important that they build and strengthen them in order
to obtain sustainable success for their businesses. Their responses also showed that
they are businessmen who believe that relationships possess the potential for
growth and are a vital success factor. The business owners signalled that the
relationships they have with their staff contributes to the effective and efficient
functioning of the businesses. The owners believed it was true that good
relationships contribute to the increase of productivity in their businesses. They
believe it is easy to motivate staff with whom they have a good relationship with as
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well as to carry out instructions. Incentives might be the front line tool to get
people to work to their best but good relationships form the foundation for
increased productivity. All the business owners agreed that a good relationship
with employees improve customer service. This is because satisfied staff serves
customers well. The majority of business owners though feel that good
relationships amongst staff members do not make it easy for businesses to retain
valuable staff members. Employees might remain loyal to the business because of
other motivators such as growth opportunities as well as increased pay. It is in the
nature of human beings to always look for better opportunities for growth and
more money for a better lifestyle. Society today is designed in such a way, that
people will overlook relationships if an opportunity to have a better lifestyle comes
their way
DISCUSSION OF EMPLOYEE
Responses In this study, job satisfaction was identified as an accurate indicator of

good relationships between employees and employers. In this questionnaire the
employees indicated many of the statements provided by the researcher were true.
This would suggest that the majority of employees from the sampled businesses
were satisfied with their jobs and therefore had a good relationship with the
business and its ownership. The majority of employees indicated that they were
willing to work for their current employers for the next five years. Factors that
might have come into play when the employees answered this question would have
been the size of the organisation they work for, the satisfaction employees have
about the work that they do and lastly the role the job plays in their livelihood.
Employees who work in much more developed business would feel happy with
their earnings and opportunities provided by the business and therefore rule out the
option of furthering their career elsewhere. The respondents who work in smaller
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businesses on the other hand, would have made this selection because job is a form
of security for their family income and they are not willing enough to endeavour or
take risks to find better opportunities elsewhere. A majority of the respondents felt
a strong personal attachment to the business they worked for this might be mainly
because they are provided with an income every month for their contribution to its
success. A larger part of the respondents believed that the business cared about
them and contributed to their success. The experience these employees gain while
working for these businesses is something that they can cherish and it contributes
to their development as individuals. The majority of staff in all the businesses
believed they contributed to the existence, growth and success of that business.
This response signals that the employers give responsibility to the staff. The small
or big tasks they do, regardless of its nature or importance, they believe make a
meaningful contribution to the success of the business they work for.
Sixty percent of the employees believed the businesses they worked for attract
outstanding employees and the other forty percent disagreed with this statement.
Outstanding employees are usually attracted by better opportunities to grow and
better incentives. The research determined that a majority of the staff felt the
owner communicated openly and honestly with them. This signals that employees
felt involved in decision making and are well informed about all information about
the business. (See Table 2). More than ninety percent of the staff wanted their
relationship with the business to grow in the foreseeable future. Both parties must
work on this. The owner needs to take all the steps that will enable the staff to
work to the best of their ability and the staff must in turn be reasonable and
understanding with their demands. The majority of the staff said they understood
the principles of the business they worked for. This means the majority of owners
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were able to sell their vision and present the objectives they set for their businesses
clearly to the staff
Chapter 1
Business Environment
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Chapter 1
Business Environment
India is the topmost off shoring destination for IT companies across the world.
Having proven its capabilities in delivering both on-shore and off-shore services to
global clients, emerging technologies now offer an entire new gamut of
opportunities for top IT firms in India. Social, mobility, analytics and cloud
(SMAC) are collectively expected to offer a US$ 1 trillion opportunity. Cloud
represents the largest opportunity under SMAC, increasing at a CAGR of
approximately 30 per cent to around US$ 650-700 billion by 2020. The social
media is the second most lucrative segment for IT firms, offering a US$ 250 billion
market opportunity by 2020. The Indian e-commerce segment is US$ 12 billion in
size and is witnessing strong growth and thereby offers another attractive avenue
for IT companies to develop products and services to cater to the high growth
consumer segment.
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India is the world's largest sourcing destination for the information technology (IT)
industry, accounting for approximately 67 per cent of the US$ 124-130 billion
market. The industry employs about 10 million workforce. More importantly, the
industry has led the economic transformation of the country and altered the
perception of India in the global economy. India's cost competitiveness in
providing IT services, which is approximately 3-4 times cheaper than the US,
continues to be the mainstay of its unique selling proposition (USP) in the global
sourcing market. However, India is also gaining prominence in terms of
intellectual capital with several global IT firms setting up their innovation centres
in India.
The IT industry has also created significant demand in the Indian education sector,
especially for engineering and computer science. The Indian IT and ITeS industry
is divided into four major segments – IT services, business process management
(BPM), software products and engineering services, and hardware.
The IT-BPM sector in India grew at a Compound Annual Growth rate (CAGR) of
15 per cent over 2010-15, which is 3-4 times higher than the global IT-BPM spend,
and is estimated to expand at a CAGR of 9.5 per cent to US$ 300 billion by 2020.
SWOT Analysis of IT Sector
Strengths
 Highly skilled human resource

 Low wage structure
 Quality of work
 Initiatives taken by the Government (setting up Hi-Tech Parks and
implementation of e-governance projects)
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 Many global players have set-up operations in India like Microsoft, Oracle,
Adobe, etc.
 Following Quality Standards such as ISO 9000, SEI CMM etc.
 English-speaking professionals
 Cost competitiveness
 Quality telecommunications infrastructure
 Indian time zone (24 x 7 services to the global customers). Time difference
between India and America is approximately 12 hours, which is beneficial
for outsourcing of work.
Weaknesses
 Absence of practical knowledge

 Dearth of suitable candidates
 Less Research and Development
 Contribution of IT sector to India ‘s GDP is still rather small.
 Employee salaries in IT sector are increasing tremendously. Low wages
benefit will soon come to an end.
Opportunities
 High quality IT education market

 Increasing number of working age people
 India ‘s well developed soft infrastructure
 Upcoming International Players in the market
Threats
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 Lack of data security systems Countries like China and Philippines with
qualified workforce making efforts to overcome the English language barrier
 Countries like China and Philippines with qualified workforce making
efforts to overcome the English language barrier
 IT development concentrated in a few cities only
Chapter 2
Organization Profile
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Chapter 2
Organization Profile
About History of NEXGEN
NEXGEN TECHNOLOGY is solution provider for offshore and onshore

technological solutions to business enterprises around the world. Established in
2010, the Company has been promoted by experienced professionals in
Information Technology. It possesses the latest technology gadgets and also offer
most user friendly customized solutions as per requirement.
Since its foundation, An NEXGEN Software solutions had delivered hundreds of

cost effective and high-quality software solutions for a wide range of industries
and domains. These solutions have included consumer and business software
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development, web hosting, retail manufacturing, real estate, community services
and many others.
Current Status Of Company

It is Company's official commitment to conduct business through quality services.
With an attention to detail, the focus is on a process of continuous review,
improvement and innovation to ensure that the product and service is not just one
of ‘QUALITY’ but "EXCEPTIONAL QUALITY". The core strength of NEXGEN
Software Solutions is built upon the knowledge, skills and hard work of its Young
and Enthusiastic Engineers.
Company’s head office is in Illinois, USA and their offshore programming

department is located in Pune (INDIA)
NEXGEN Software Solutions is a leading Company in ready to use off the

shelf product development, customized software development and
Outsourcing Company in its field. Some of the World's most successful
Independent Software Vendors (ISVs) have relied on our unique software
outsourcing experience to get their projects done on time and within budget.
NEXGEN Software Solutions has consistently demonstrated its commitment to
developing cost-effective, quality applications by adhering to strict time-lines.
Their competence and experience ensures that they deliver excellent services

and products to our customers. We employ only experienced professionals with a
wide spectrum of knowledge and skills.
At NEXGEN Software Solutions we are proud of our high quality standards.
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These standards allow us to provide our customers with reliable and error-free
software applications, regardless of complexity. Our top-notch developers use the
latest software methodologies and technologies. This means that they can
concentrate on our clients business goals and keep them involved in every stage
through the entire project. Our meticulous approach has helped us build
our excellent track record with no failed or aborted projects.
Today, NEXGEN Software products are currently in use by people from all the
segments of the industry.
Mission
To provide the best IT service and solutions that enables business to excel.
Vision
To be the most preferred and trusted IT service provider.
Services
Business Applications
They provide clients with the exact tailor-made software solutions that will meet
their specific business requirements. Their team of experienced and technical
engineers will integrate application development with your line of business. They
have a standardized software development methodology which helps to provide
cost-effective and efficient software solutions to virtually any industry. This
26
ensures to get a robust and error-free product to serve better and provide with the
edge client deserve, over client’s competitors.
They believe in increasing competitiveness in the global scenario by offering:
• Experienced, skilled, highly qualified and technically proficient staff

dedicated to your project
• Full cycle software development process, right from product design
• Cutting down and integration of multiple process initiatives
• Unparalleled speed of execution
• Reduction of development costs
• Compression of development time
E- Commerce Solutions
NEXGEN Software Solutions has comprehensive experience and expertise in

developing and deploying e-commerce solutions. NEXGEN Software Solutions
can develop specialized e-commerce solutions including latest shopping cart
solutions for clients, addressing there unique requirement and thus market and sell
your product in a competitive marketplace. E-commerce development solutions -
ASP e-commerce shopping carts and e-commerce web solutions – can be easily
customized as per client's requirements, enabling optimization of web site for
specific customer base and benefit from e-commerce solutions.
Web Designing
Along with the development of software applications and e-commerce systems,

NEXGEN Software solutions, provides client with web design services. They
27
provide end-to-end web development and web-marketing solutions that help client
reach a wide target market and meet goals of client. Regardless of whether you are
building an e-commerce site, an online magazine, a portal or a simple content site,
at NEXGEN Software Solutions They provide with a wide range of solutions.
Web Services
• Web portal Design
• E-commerce Website Design
• Dynamic Website Design
• Flash Web Design
• Static Website Design
• Flash Web Design
• Website Redesign
Intellectual Property Registration
We provide Intellectual Property Right (IPR) registration and IPR infringement

prosecution services in India. Our solicitors have valuable knowledge and
experience in providing legal remedies related to intellectual property right, which
may include patents, trademarks, copyright, geographical indications, industrial
designs, layout-designs of integrated circuits, etc.
Registering IPR in India involves complex legalities and requires extensive

expertise for ensuring fast and effective registration. Through a network of
attorneys across India, we can assist clients in registering intellectual property as
per:
• Copyright Act, 1957 as amended till date.
• The Patents Act, 1970 as amended till date.
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• The Designs Act, 2000 as amended till date.
• The Trade Marks Act, 1999 as amended till date.
• The Geographical Indications of Goods (Registration & Protection) Act,

1999 as amended till date.
We also provide consultation to clients for owning, buying, bequeathing and

selling intellectual property as IP in India is protected through law and
consequently liable for legal remedies. We also provide legal representation of our
clients in Intellectual Property Appellate Board (IPAB) to context/file a lawsuit
regarding counterfeiting or to appeal against the decisions of government
authorities
29
Organizational Structure
Mr.SANTHOSH
(CEO)
Mr.ANBU
(MANAGER)
Mr.PRAVEEN KUMAR
(TEAM LEADER)
30
Mr.Kaviy Mis. Mrs. Mr.
arasu
Hema Varshini Haesh
Line Organisational Structure:
The above organizational structure is line organisation which has only direct,
vertical relationships between different levels in the firm. There are only line
departments-departments directly involved in accomplishing the primary goal of
the organisation. For example, in a typical firm, line departments include
production and marketing. In a line organisation authority follows the chain of
command.
Features:
Has only direct vertical relationships between different levels in the firm.
Advantages to the organization:
1. Line organozational structure tends to simplify and clarify authority,

responsibility and accountability relationships
2. The line organizational strucrure promotes fast decision making
3. This line organization structure is simple to understand.
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Chapter 3
Outline of The Problem/Task Undertaken
32
Chapter 3
Outline of The Problem/Task Undertaken
In recent times, while most workers are on job, they do not produce more simply
because of the un-healthy relationship they have with their fellow colleagues and
employers.
A recent study conducted by Blyton (2008) revealed that employees do not put up
their best performances at workplaces when they are un-happy with management,
government, or even their fellow colleagues. Bad employee-employer relationship
results in strike actions and lockouts. All these actions taken by employees to
display their grievances only do the organization harm than good as productivity
will be reduced drastically.
33
By many accounts, employee relations today are in crisis. In academia, its
traditional positions are threatened on one side by the dominance of mainstream
economics and organizational behaviour, and on the other by postmodernism. In
policy-making circles, the industrial relations emphasis on institutional
intervention is trumped by a neo-liberal emphasis on the laissez faire promotion of
free markets.
Chapter 4
34
Chapter 4
In order to do research successfully and fulfill the objectives of research I studied

the Employee Relations at NEXGEN Software Solutions. I have done the research
by interacting with the executive, managers of the HR Department and understood
how the process is executed in the organization.
After that, I designed a questionnaire which had various questions related to

Employee Relations. The questionnaire was distributed to the employees and filled
up by them.
DETERMINING SAMPLE SIZE
POPULATION:
35
All the items under consideration in any field of enquiry constitute a population.
In my study, the population of the employees is 30.
SAMPLE SIZE
The sample size is 20 employees of NEXGEN Software Solutions.
SAMPLING METHOD
The purposive sampling is also known as Judgmental sampling or selective

sampling or subjective sampling was chosen as most appropriate research design
for study. In this sampling method the researcher chooses the sample based on who
they think would be appropriate for the study. This is used primarily when there is
a limited number of people that have expertise in the area being researched.
TOOLS OF DATA COLLECTION
Primary and Secondary data were used.
In Primary Data
Standardized Questionnaire is used for data collection. A Questionnaire consists of

a number of questions printed or typed in a definite order on a form or set of forms.
The respondent has to answer the question on their own. Apart from this
observations and interview has also been used as a source for primary data
collection.
 Interviews
 Questionnaires
 Observations
36
In Secondary Data
Secondary data means data that are already available i.e. they refer to the data
which have already been collected and analyzed by someone else. Secondary data
may either be published data or unpublished. It is collected from:
 Journals
 Magazines
 Websites
INTRODUCTION TO PROJECT TOPIC
Every individual shares a certain relationship with his colleagues at the workplace.
The relationship is either warm, so-so or bad. The relationship can be between
anyone in the organization - between co workers, between an employee and his
superior, between two members in the management and so on. It is important that
the employees share a healthy relationship with each other to deliver their best
performances.
An individual spends his maximum time at the workplace and his fellow workers
are the ones with whom he spends the maximum hours in a day. No way can he
afford to fight with his colleagues. Conflicts and misunderstandings only add to
tensions and in turn decrease the productivity of the individual. One needs to
discuss so many things at work and needs the advice and suggestions of all to reach
to a solution which would benefit the individual as well as the organization.
No individual can work alone. He needs the support and guidance of his fellow
workers to come out with a brilliant idea and deliver his level best
37
Happy employees are productive employees. Successful businesses know how to
manage relationships to build lasting employee satisfaction.
The most important part of any business is its people. No business can run
effectively without them. they need to communicate and work with others to get
their jobs done. Employers need to manage relationships in the workplace to keep
the business functioning smoothly, avoid problems, and make sure employees are
performing at their best.
Importance of Employee Relations - Why Employee Relations at Workplace?
 There are several issues on which an individual cannot take decisions

alone.
He needs the guidance and advice of others as well. Sometimes we might

miss out on important points, but our fellow workers may come out with a
brilliant idea which would help us to achieve our targets at a much faster
rate. Before implementing any plan, the pros and cons must be evaluated on
an open forum where every employee has the right to express his opinions
freely. On your own, you will never come to know where you are going
wrong, you need people who can act as critic and correct you wherever you
are wrong. If you do not enjoy a good relation with others no one will ever
come to help you.
 Work becomes easy if it is shared among all.
A healthy relation with your fellow workers would ease the work load on
you and in turn increases your productivity. One cannot do everything on his
own. Responsibilities must be divided among team members to accomplish
the assigned tasks within the stipulated time frame. If you have a good
38
rapport with your colleagues, he will always be eager to assist you in your
assignments making your work easier.
 The organization becomes a happy place to work if the employees work

together as a family.
An individual tends to lose focus and concentration if his mind is always

clouded with unnecessary tensions and stress. It has been observed that if
people talk and discuss things with each other, tensions automatically
evaporate and one feels better. Learn to trust others, you will feel relaxed.
One doesn’t feel like going to office if he is not in talking terms with the
person sitting next to him. An individual spends around 8-9 hours in a day at
his workplace and practically it is not possible that one works non stop
without a break. You should have people with whom you can share your
lunch, discuss movies or go out for a stroll once in a while. If you fight with
everyone, no one will speak to you and you will be left all alone. It is
important to respect others to expect the same from them.
 An individual feels motivated in the company of others whom he can

trust and fall back on whenever needed.
One feels secure and confident and thus delivers his best. It is okay if you
share your secrets with your colleagues but you should know where to draw
the line. A sense of trust is important.
 Healthy employee relations also discourage conflicts and fights among

individuals.
39
People tend to adjust more and stop finding faults in each other. Individuals
don’t waste their time in meaningless conflicts and disputes, rather
concentrate on their work and strive hard to perform better. They start
treating each other as friends and try their level best to compromise and
make everyone happy.
 A healthy employee relation reduces the problem of absenteeism at the

work place.
Individuals are more serious towards their work and feel like coming to
office daily. They do not take frequent leaves and start enjoying their work.
Employees stop complaining against each other and give their best
 It is wise to share a warm relation with your fellow workers, because

you never know when you need them.
You may need them any time. They would come to your help only when
you are nice to them. You might need leaves for some personal reasons; you
must have a trusted colleague who can handle the work on your behalf.
Moreover healthy employee relations also spread positivity around.
It is essential that employees are comfortable with each other for better focus and
concentration, lesser conflicts and increased productivity.
 SCOPE OF THE STUDY

The scope of the research of Employee Relations and Its Effect on
Employee Productivity will be limited to NEXGEN Software Solutions at
the Bhagyashree Apts, 1692, Sadashiv Peth, Near Grahak Peth, Tilak Road,
Pune. The research will rely on the organization for vital information as well
40
as information from secondary source. The Study will based on various
employee relation practices.
 LIMITATION OF THE STUDY
The researcher encountered a limitation in regards to availability of
information. Thus due to the organizations working ethics, the researcher
could not get access to vital information since it was treated as confidential
and the targeted respondent’s number was not attained since some
employees were on leave and availability of time also became a limitation.
Chapter 5
41
DATA ANALYSIS
Chapter 5
DATA ANALYSIS
1. Rate your level of satisfaction with the working culture of the organization?
a.Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly Dissatisfied
TableNo: 5.1
TableTitle: Working Culture.
Sr. No Attributes No. of Percentage
Respondents
1. Highly Satisfied 01 05%
2. Satisfied 18 90%
3. Average 01 05%
4. Dissatisfied 00 00%
5. Highly Dissatisfied 00 00%
TOTAL - 20 100%
42
1 1
18
a) Highly Satisfied b) Satisfied c) Average

d) Dissatisfied e) Highly Dissatisfied
Interpretation:
As graph shows almost all the employees are satisfied with the working culture of
the Organization.This says that the work culture of organization is good and
satisfying according to employees opinion.
2. Are you satisfied with your relations with your coworkers?
a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied

e. Highly Dissatisfied
TableNo: 5.2
Table title: Relations with coworkers
Respondents
2. Satisfied 18 90%
3. Average 00 00%
TOTAL - 20 100%
43
1 1
18

Interpretation:
According to graph almost all the employees are satisfied with their relations with
their coworkers.
But there are very few employees who is not satisfied with the relations with their
coworkers.
3. Do you get Support from manager/supervisor for your work?
a. Yes b. No c. Not Applicable To Me
Table No: 5.3

Table Title: Suport from manager.
Sr. No. Attributes No. Of Percentage
Respondents
1. Yes 19 95%
2. No 01 05%
3. Not Applicable To Me 00 00%
TOTAL - 20 100%
44
No. Of Respondents
5%
a) Yes
b) No
c) Not Applicable To Me
95%
Interpretation:
The interpretation from this graph is that the managers or supervisors of the
organization are supportive for employees. But there is employees who are feeling
neglected or not getting support from managers or supervisors of the organization.
4. To what extent do you agree with the following statement: I would

recommend this company as a Great Place to Work?
a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly
Dissatisfied
TableNo: 5.4
Table Title: Opinion About Organization
45
Respondents
2. Satisfied 15 75%
3. Average 03 15%
TOTAL - 20 100%
3 2
15

Interpretation:
The interpretation from this graph is that almost all the employees are happy with
the work culture of the organization and they recommend this organization as the
great place to work.
5. Are you satisfied with your relation with your immediate supervisor?
Dissatisfied
Table No: 5.5

Table Title: Relation With Supervsor
Respondents
46
2. Satisfied 14 70%
3. Average 02 10%
TOTAL - 20 100%
1
3
2
14

Interpretation:
The interpretation from the graph is that the employees relation with their
immediate supervisor is good. But there are some of employees who are not
satisfied with the relation with their immediate supervisor of the organizatin.
47
6. Do you know how you are part of company’s vision and your role for
that?
Dissatisfied
TableNo: 5.6
Table Title: Awareness About Vision
Respondents
2. Satisfied 14 70%
3. Average 05 25%
TOTAL - 20 100%
14

Interpretation:
There are employees who know how they are part of company’s vision and their
role for that.
But it can be observed that the some of the employees don’t have any clear idea
about organization vision and their role for that.
48
7. Is there good communication from managers to employees in The
Company?
a. Yes b. No c. To some extent.
TableNo: 5.7
Table Title: Communication.
Sr. No Attributes No. Of Percentage
Respondents
1. Yes 15 20%
2. No 01 05%
3. To some extent. 04 20%
TOTAL - 20 100%
No. Of Respondents
20%
a) Yes
5% b) No
c) To some extent.
75%
Interpretation:
Here the some of employees think that there is not proper communication between
the managers and employees in organization.
But more than 70% employees are satified with Comminication between employee
and employer
49
8. People in your department communicate sufficiently with one another?
TableNo: 5.8
Table Title: Communication Between Colleagues.
Respondents
1. a) Yes 14 70%
2. b) No 00 00%
3. c) To some extent. 06 30%
TOTAL - 20 100%
No. Of Respondents
30%
a) Yes
b) No
c) To some extent.
70%
Interpretation:
70% employees are confident that department communicates sufficiently with one
another.
But 30% employees think that the department communicates sufficiently with one
another up to some extent only.
50
9. Does your supervisor actively listens to your suggestions and enables
you to perform at your best?
Dissatisfied
TableNo: 5.9
Table Title: Suggetions From Supervisor.
Respondents
2. Satisfied 13 65%
3. Average 02 10%
TOTAL - 20 100%
1
2 4
13

Interpretation:
Here we can interpret that the supervisor is active listener as in everyone is
satisfied but some of them are averagely satisfied.
51
10. Overall, how satisfied are you working for the Company?
Dissatisfied
TableNo: 5.10
Table Title: Satisfaction Of Employees.
Respondents
2. Satisfied 15 75%
3. Average 03 15%
TOTAL - 20 100%
3 2
15

Interpretation:
Here we can interpret that almost everyone is satisfied by overall working of the
Organization.
Which means that overall working of organization is satifing for the employees.
52
11.Do you think that if employees have healthy relationships the
organization will be more effective and successful?
Table No: 5.11

Table Title: Opinion Of Employees.
Respondents
1. Yes 16 80%
2. No 00 00%
TOTAL - 20 100%
No. Of Respondents
20%
a) Yes
b) No
c) To some extent.
80%
Interpretation:
Here the 80% employees are saying yes and 20% employees are saying to some
extent it indicates that organiztion have a healthy relationship bt still some
imrovements are needed.
53
12 Do you generally feel you are able to balance your work and personal
relationships (such as marriage, partners, and friends)?
TableNo: 5.12
TableTitle: Balance In Personal&Proffesional Life.
Respondents
1. Yes 09 45%
2. No 03 15%
TOTAL - 20 100%
No. Of Respondents
40% a) Yes

45% b) No
c) To some extent.
15%
Interpretation:
Here the 40% employees are saying to some extent 45% are saying yes and 15%
are saying no.
We can predict that some of the employees are not able to balance personal and
professional life.
54
13.The people here are pleasant and co-operative to work with.
TableNo: 5.13
Table Title: Nature Of Colligues.
Respondents
1. Yes 16 80%
2. No 01 5%
TOTAL - 20 100%
No. Of Respondents
15%
5%
a) Yes
b) No
c) To some extent.
80%
Interpretation:
Here the 80% employees are saying yes 15% are saying to some extent and 5% are
saying no.
55
14.There is someone at work who encourages my development.
TableNo: 5.14
Table Title: Encouragement By Colligues.
Respondents
1. Yes 13 65%
2. No 03 15%
TOTAL - 20 100%
No. Of Respondents
20%
a) Yes
b) No
c) To some extent.
15%
65%
Interpretation:
Here the 65% employees are saying yes 20% are saying to some extent and 15%
are saying no.
56
15.Even if I had the opportunity to get a similar job with
another organization, I would stay with my present company.
TableNo: 5.15
Table Title: Job Switch Opportunity.
Respondents
1. Yes 07 35%
2. No 01 5%
TOTAL - 20 100%
No. Of Respondents
35%
a) Yes
b) No
c) To some extent.
60%
5%
Interpretation:
Here the 60% employees are saying to some extent 35% are saying yes and 5% are
saying no.
57
Chapter 6
Learning Of Student Through Project
58
Chapter 6
Learning Of Student Through Project
 Week 1: I studied about the organization structure and profile of the

NEXGEN Software Solutions Pune. By which I studied & learned about
various organizational structures.
 Week 2: The project topic, Objectives of project and the format for the
report was discussed. I learned about formats of the project.
 Week 3: Study of what is Employee relation s and how its effect on

employee productivity was done in the 3rd week.In this week I learned about
what is employee relations and why it is important for organization.
 Week 4: Study on Employee relation practices within the NEXGEN

Software Solutions Pune was done in this week. I learned about Employee
relation practices in this week.
 Week 5: Study of the various employee relation practices was studied in this
week to improve the employee relations at organization.In this week I
learned about different employee relation practices.
59
 Week 6: Questionnaire was prepared according to the topic that is employee
relations and its effect on employee productivity. In this week I learned
about how to prepare quetionnaires focusing on the research topic.
 Week 7: Survey was conducted in the 7th week.In this week I have learned
about how to conduct the survey for the project.
 Week 8: Data Analysis and Interpretation was done, Project report on

employee relation and its effect on employee productivity was Submitted to
the organization.
60
Chapter 7
Contribution To The Host Organization.
61
Chapter 7
Contribution To The Host Organization.
Findings
1. It is observed that the employees are happy with the work culture of the
organization. But some employees are facing problem in communication with
managers or immediate supervisors.
2. It is observed that some of employees are facing problems in balancing personal

and professional life to some extent. This was affecting their productivity.
3. There are some employees who are dissatisfied with the relationship with their
managers or immediate supervisor. So the productivity of the employees getting
affected.
4. Attrition rate is on higher side when the IT industry is performing well overall.
5. Employees are not clear about the vision of the organization and their role to
achieve it.
62
Suggetion
 Improve Communication : Sending out a memo or email to inform

employees of important company information is inefficient and impersonal.
Your employees are among the most important resources in your
organization, so you should work to improve communication with the staff.
Have regular company meetings to introduce important information to
employees, and allow employees to ask questions as well.
 Career Development: To decrease employee turnover, the company needs to

take an active role in staff career development. Encourage your managers to
work closely with employees on improving staff skills and answering any
questions. Use annual performance appraisals to set up a development plan
for the coming year that will help employees reach their career goals. The
company also should consider a tuition reimbursement program that will
assist employees in furthering their education while working for the
company. It creates a smarter workforce and increases employee morale.
 Share the Vision:To make employees feel better about the company, it is
important to share the company's plans with the staff. Hold meetings to
explain the company's plans for growth and expansion, and get the entire
staff to understand and take pride in the company's future. Seek input from
employees on ways to improve company productivity going forward, and
reward employees who offer ideas that make company growth more
efficient. The rewards can be cash or paid time off. When management
makes the effort to keep employees updated on plans and incorporates
63
employee suggestions to improve those plans, the staff feels more personally
invested in the company's success.
 Motivate: Employee of the Month programs are great, as are incentives and
rewards. However, they are short term behaviour changers, and you need to
get the fundamentals right. Ensure that each staff member knows what their
boundaries are, what success looks like and the expectations of both their
immediate manager and the team as a whole. The absence of any clear
guidelines or feedback can be detrimental to ensuring positive employee
relations.
CONCLUSION
In this study business owners are advised to never allow a negative relationship to
exist between themselves and their staff. If this happens, the productivity levels of
the organization will decrease. The employees are the ones who have direct contact
with the customers and go the extra mile to be helpful. When they are happy, a
good relationship between them and the customer is created and maintained. When
they are unhappy these employees often direct their unhappiness towards the
customers. This study highlighted the critical role played by positive employer-
employee relationships towards business success. Various sources suggested that
without strong relationships, it becomes impossible to be successful as a business
owner. Business owners need to have longterm and employee relationships that
will carry them through challenging and difficult times, as well as relationships
with other business owners, to share struggles, resources and best practices, which
64
can really give them an edge. Business owners who want to compete at a
worldclass level should understand the human side of their organisation and
business processes. They must be social architects who can work across levels and
functions of the organisation, continuously improving the business process and
fostering an atmosphere favourable to innovation, risk-taking, self-directed
teamwork, commitment, quality and self-improvement. To survive and grow in the
twenty-first century, business owners must learn and use appropriate human skills
to motivate and inspire all those
65
References
References
Books
Sr. Name Of The Author Publisher Edition Year of

No. Book Publication
1. Employee Elizabeth Kindle Cloud 1st 2014
Relations. Aylott Reader
2. Research C.R.Kothari NewAge 2nd 2004
66
methodology. Publishers
3. Employee John Gennard, London : 4th 2005

Relations. Graham Judge Chartered
institute of
personnel and
development
Websites
Sr. Website Name Date Of Visit

No.
1. www.NEXGEN .com 03/06/2015
2. www.NEXGEN india.com 05/06/2015
3. www.managementstudyguide.com 26/06/2015
4. www.citehr.com 04/07/2015
67
Annexure
68
Annexure
QUETIONNAIRE
I am pursuing MBA from ……. under UNIVERSITY. As a part of the curriculum,
I am doing a SIP on selected topic “A study on power of relationship between
management and employees in company project report”(study at NEXGEN
Software Solutions, Pondicherry)
You are requested to fill
survey based on your own perception and judgment. This survey being done purely
for academic purpose and will not be used for any other than for this study. Kindly
spare some time for filling this questionnaire.
Thank you for your cooperation
……..student name
PERSONAL DETAILS (optional)
Name: DESIGNATION:
WORKING EXPIRIENCE:
1.Rate your level of satisfaction with the working culture of the

organization?
Dissatisfied
2.Are you satisfied with your relations with your coworkers?

Dissatisfied
3.Do you get Support from manager/supervisor for your work?

a. Yes b. No c. Not Applicable To Me
4.To what extent do you agree with the following statement: I would
recommend this company as a Great Place to Work?
Dissatisfied
5.Are you satisfied with your relation with your immediate supervisor?
Dissatisfied
69
6.Do you know how you are part of company’s vision and your role for that?
Dissatisfied
7.Is there good communication from managers to employees in The

Company?
a. Yes b. No
8.People in your department communicate sufficiently with one another?

a. Yes b. No
9.Does your supervisor actively listens to your suggestions and enables you
to perform at your best?
Dissatisfied
10.Overall, how satisfied are you working for The Company?

Dissatisfied
11.Do you think that if employees have healthy relationships the

organization will be more effective and successful?
a. Yes b. No
12. Do you generally feel you are able to balance your work and personal
relationships (such as marriage, partners, and friends)?
a. Yes b. No
13.The people here are pleasant and co-operative to work with.

a. Yes b. No
14.There is someone at work who encourages my development.

a. Yes b. No
15.Even if I had the opportunity to get a similar job with

another organization, I would stay with my present company.
a. Yes b. No
70

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A

“A STUDY ON POWER OF RELATIONSHIP BETWEEN MANAGEMENT AND EMPLOYEES

In partial fulfillment of the requirement for the award of the degree of

Master of Business Administration (MBA)

Under the guidance of

4. Chapter3-Outline of The Problem/Task 20

6. Chapter5-Data Analysis And Interpretation 28

7. Chapter6-Learning of The Student Through 44

A healthy relation among employees promotes a positive ambience at the work

The objective of my study was to observe

1. To identify various employee relations practices, and its effect on the

Business owners wishing to compete at a world-class level must understand the

The High Rate of Inflation

The increment of the inflation rate in an economy results in an increased standard

Lack of Trust and Respect

Globalisation provides the platform for changes in work processes, management

Interpersonal Skills as the Basis for Building and Maintaining Relationships

To build strong relationships in the workplace, business owners need to develop

(Chiaburu and Stoverink 2013). Success in business today depends on building

 The quality of the working conditions  Management style  Social

The Research Sample

Discussion of Owner Responses

Responses In this study, job satisfaction was identified as an accurate indicator of

SWOT Analysis of IT Sector

 Highly skilled human resource

 Absence of practical knowledge

 High quality IT education market

About History of NEXGEN

NEXGEN TECHNOLOGY is solution provider for offshore and onshore

Since its foundation, An NEXGEN Software solutions had delivered hundreds of

Current Status Of Company

Company’s head office is in Illinois, USA and their offshore programming

NEXGEN Software Solutions is a leading Company in ready to use off the

Their competence and experience ensures that they deliver excellent services

At NEXGEN Software Solutions we are proud of our high quality standards.

They believe in increasing competitiveness in the global scenario by offering:

• Experienced, skilled, highly qualified and technically proficient staff

• Full cycle software development process, right from product design

• Cutting down and integration of multiple process initiatives

• Unparalleled speed of execution

• Reduction of development costs

• Compression of development time

NEXGEN Software Solutions has comprehensive experience and expertise in

Along with the development of software applications and e-commerce systems,

• Web portal Design

• E-commerce Website Design

• Dynamic Website Design

• Flash Web Design

• Static Website Design

• Flash Web Design

Intellectual Property Registration

We provide Intellectual Property Right (IPR) registration and IPR infringement

Registering IPR in India involves complex legalities and requires extensive

• Copyright Act, 1957 as amended till date.

• The Patents Act, 1970 as amended till date.

• The Trade Marks Act, 1999 as amended till date.

• The Geographical Indications of Goods (Registration & Protection) Act,

We also provide consultation to clients for owning, buying, bequeathing and

Line Organisational Structure:

Advantages to the organization:

1. Line organozational structure tends to simplify and clarify authority,

2. The line organizational strucrure promotes fast decision making

3. This line organization structure is simple to understand.

The quality of the working conditions Management style Social