A PROJECT REPORT ON

“A STUDY ON EMPLOYEE MORALE” IN SUPER

SPINNING MILLS LTD., HINDUPUR.

VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

Bachupally, Hyderabad.

BY

VERSHA VIJAY

PGDM (2010-2012)

BATCH – XVIII

ROLL NO- 10349

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 ACKNOWLEDGEMENT

I hereby convey my deep acknowledgement to all those who made it possible for me to
complete this project, by extending their support and continuous co-operation.

I would like to acknowledge the consistent encouragement extended by Dr. Kamal Ghosh Ray,
Director and Dr. Ch. S. Durga Prasad, Dean-Academic Planning of Vignana Jyothi Institute of
Management.

My sincere gratitude to the faculties whose constant guidance, efforts, heartfelt support,
suggestions and consideration helped me in the successful completion of this project.

The project provided me with an opportunity to understand the fundamentals of research

methods in a better manner and apply them.

I would like to thank my respondents for giving me their valuable time and providing me with
the information needed to carry out the research successfully.

Finally, I would like to thank all my friends, batch mates and staff members without whom this
dissertation work would not have been successfully completed.

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Table of Contents
ABSTRACT.................................................................................................................5
INTRODUCTION.........................................................................................................6
OBJECTIVE OF THE STUDY........................................................................................6
SCOPE OF THE STUDY................................................................................................6
LIMITATION OF THE STUDY.......................................................................................7
METHODOLOGY OF THE STUDY.................................................................................7
SAMPLE SIZE..........................................................................................................7
DATA COLLECTION................................................................................................7
CONSTRUCTION OF A QUESTIONNAIRE..................................................................7
RESEARCH DESIGN.................................................................................................8
DATA SOURCES..........................................................................................................8
Primary Data.............................................................................................................8
Secondary Data..........................................................................................................8
Sampling...................................................................................................................8
Population..............................................................................................................9
Sample Size.............................................................................................................9
Statistical Tools for Analysis........................................................................................9
MEANING OF EMPLOYEE MORALE............................................................................9
DEFINITIONS..............................................................................................................9
INDIVIDUAL AND GROUP MORALE.............................................................................10
FACTORS AFFECTING MORALE............................................................................10
DETERMINATION OF LEVELS OF WORK MORALE................................................10
TYPES OF MORALE..................................................................................................11
MEASUREMENT OR EVALUATION OF MORALE.....................................................11
COMPANY PROFILE.................................................................................................13
BRIEF HISTORY OF SS MILLS................................................................................13
Technology Absorption, Adaption and Innovation:......................................................14
OBJECTIVES OF THE COMPANY............................................................................15

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RESEARCH INSTRUMENT.........................................................................................17
TOOLS OF ANALYSIS.............................................................................................17
ANALYSIS.................................................................................................................19
Table 1.1.................................................................................................................19
Graph no.1.1............................................................................................................19
Table 1.2.................................................................................................................20
Graph no.1.2............................................................................................................20
Table 1.3.................................................................................................................21
Graph no.1.3............................................................................................................21
Table 1.4.................................................................................................................22
Graph no. 1.4...........................................................................................................22
Table 1.5.................................................................................................................23
Graph no.1.5............................................................................................................23
Table 1.6.................................................................................................................24
Table 1.7.................................................................................................................25
Table 1.8.................................................................................................................26
Table 1.9.................................................................................................................27
Table 1.10...............................................................................................................28
Table 1.11...............................................................................................................29
Table 1.12...............................................................................................................30
Table 1.13...............................................................................................................31
Table 1.14...............................................................................................................32
Table 1.15...............................................................................................................32
Table 3.16...............................................................................................................33
FINDINGS.................................................................................................................34
SUGGESTIONS..........................................................................................................36
CONCLUSION...........................................................................................................38
BIBLIOGRAPHY........................................................................................................39
QUESTIONNAIRE......................................................................................................40
QUESTIONNAIRE

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5
ABSTRACT

This paper focuses on the employee’s morale and the different factors which affect the
employees’ morale. It is one of the important aspects in the organization for the effectiveness
and efficiency of the employees in the organization. Morale can be of individual or it can be
group more and both are having effect in the organization. Morale is generally described in
terms of high and low. High morale exists where people have favourable attitude towards their
superiors, peers and subordinates, their job, management policies and practices and their
company; and where these attitudes are less favourable, morale is said to be low. So, this paper
is the study on the morale of employees which is done in the organization called SUPER
SPINNING MILLS LTD. Kirikera at Anantpur. This paper shows that how morale of the
employees can be improved and what exactly employees needs from the organization.

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INTRODUCTION

Organizational effectiveness considerably depends on the morale of its workforce. Morale is the
enthusiasm with which workers as individuals and groups respond to their work situation and
requirements. It is the state of health and balance in the organization in which people make their
respective individual and group contributions to the achievement of its goals, maintain their
sense of worth, in which people develop abilities, knowledge and skills.

Morale is generally described in terms of high and low. High morale exists where people have
favorable attitude towards their superiors, peers and subordinates, their job, management
policies and practices and their company; and where these attitudes are less favorable, morale is
said to be low.

Employee morale reflects the organizational culture and also show the way employers are
treating their employees. An employee needs to think great about the place he is working in, and
then only he can perform to his optimum capability. Employees should not feel overburdened by
their job. The key to remember here is, a happy employee is key to happy performance. That
explains, why companies all over the world are thinking of implementing employee morale
boosters so that workers feel motivated.

OBJECTIVE OF THE STUDY

➢ To identify the level of satisfaction in the super spinning mills limited regarding the
factors contributing to morale.
➢ To assess the factors that have direct impact on morale.
➢ To find out the relationship between factors that have a direct impact on morale and
factors that provide satisfaction leading to morale.

SCOPE OF THE STUDY

➢ The study was conducted at SUPER SPINNING MILLS Ltd., kirikera, Hindupur.

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 ➢ Study is confine to only SUPER SPINNING MILLS LTD at KIRIKERA, HINDUPUR
which is located in ANANTPUR.

LIMITATION OF THE STUDY

➢ The limitation of the present study is with regard to primary data obtained through

questionnaire and there sample size is very small to represent the whole employees.

➢ Due to their busy schedule, the respondents were able to furnish very few information

which is considered to be one of the major constraints of this study.

METHODOLOGY OF THE STUDY

The research methodology is a procedure of collecting data to find out purpose. The data
collection distinguished in secondary and primary data including description of the target
population, survey method, design of questionnaire and presenting and demonstrated finally,
used methods for the analysis and conclusion.

SAMPLE SIZE

SUPER SPINNING MILLS has 600 employees in unit. Out of 600 employees sample size has
been taken as 105 in 7 departments.

DATA COLLECTION

The data was collected in period of 10 days through questionnaire distributed to the above
mentioned sampling. The general information about the organization was collected with the help
of general schedule. A questionnaire is set with a formal list of questions to be answered in the
survey. A structured non-disguised questionnaire was used as the research instrument.

CONSTRUCTION OF A QUESTIONNAIRE

The questionnaire was prepared in which questions followed by five alternative

responses was given.

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1. Strongly Agree

2. Agree

3. Neither agree nor Disagree

4. Disagree

5. Strongly Disagree

RESEARCH DESIGN

After selecting the research problem, one has to plan how they should conduct their
research in most efficient and successful manner. Good Planning gives the direction to the
research for the successful completion of the project. The plan of study is called Research
Design. The Research Design constitutes the blue print/frame work of the data collection,
measurement and analysis of data.

The researcher used descriptive research procedure for describing the present situations
in organization and analytical research to analyze the results using research tools.

DATA SOURCES

Primary Data

The primary data are those, which are collected afresh and for the first time, and thus happen to
be original in character.

Secondary Data

Secondary data means data are already available i.e., they refer to the data which have already
been collected and analyzed by someone else.

Sampling
The importance of sampling is that, it allowed in concentrating our attention upon a relatively
smaller number of people and hence to devote more energy to ensure that the information
collected from them is accurate, less time consuming, less cost and more reliable information.
Sampling is simply the process of learning about the entire population on the basis of sample
drawn from it, studied and conclusion was made. The process of sampling involves three steps.

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 1. Selecting the sample.

2. Collecting the Information.

3. Making the inferences of the population.

Population
Total population is 600 in the unit

Sample Size
Sample size selected for the study of Employee Morale is 105.

Statistical Tools for Analysis

Arithmetic means, Chi-square method, Anova test, percentages and tables, pie-charts and bar
charts are used to test the analysis and represent the results.

MEANING OF EMPLOYEE MORALE

Employee Morale refers to a relationship that employees share with the organizations they work
for and with their work.

There are several theories and practices involved with the concept of employees’ morale. There
is always a contract between an employer and employee that states that employee provides full
day of work and in return he is adequately compensated. There are plenty of tangible and
intangible things involved. If an organization is willing to register more revenues and better
corporate performance, it is essential that morale of the employees is high.

If the morale of the employee is high, it indicates he is happy with his work and work
environment and that gets reflected in his job performance. But in case, the morale of the
employee is low, he will put in less efforts and he will be less productive which will ultimately
costs the company. In that light, it is imperative for organizations to think of the ways to
improve employee morale. Companies need to keep the morale of the employees high because
that directly affects the performance. Organizations cannot afford to miss any steps that can have
effects on final result of the company because a slight slip-up and it will be tough to survive in
the hugely competitive market arena.

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DEFINITIONS
“Employee Morale as a willingness to strive for the goals of a particular group”.

-Viteless

“Employee Morale is the capacity of a group of people to pull together persistently and
consistently in the pursuit of a common purpose”.

Leighton (1949)

“Employee morale is the mental attitude of the individuals, or of the group, which enables an
employee to realize that the maximum satisfaction coincides with the fulfillment of objectives of
the company”

-Mee

INDIVIDUAL AND GROUP MORALE

Individual’s morale is related with knowing one’s own expectations and living up to them. If
one is clear of his own needs and how to satisfy them most of the time, his morale is high.
Individual morale is a single person’s attitude towards life while group morale reflects the
general export of corps of a collective group of personalities.

FACTORS AFFECTING MORALE

According to Mc Farland, the important factors which have a bearing on morale are:

• The attitudes of the executives and managers towards their subordinates.

• Working conditions, including pay hours of work and safety rules.

• Effective leadership and an intelligent distribution of authority and responsibility in the

organization.

• The design of the organization’s structure which facilitates the flow of work and;

• The size of the organization.

DETERMINATION OF LEVELS OF WORK MORALE:

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 • The organization itself

• The nature of the work

• The level of satisfaction

• The supervision received

• The perception of the self

• Worker’s perception of the past awards and future opportunities for rewards.

• The employee’s age and;

• The employee’s educational level and occupational level.

TYPES OF MORALE
• High morale is represented by the use of terms like team spirit, zest, enthusiasm, loyalty,
dependability and resistance to frustration.

• Low morale is described by words and such as jealousy, pessimism, fighting, disloyalty
to the organization, disobedience of the orders of the leader, dislike of, or lack of interest
in, one’s job, and laziness.

MEASUREMENT OR EVALUATION OF MORALE

The indicators of morale are the various attitudes and behavior patterns of employees, which
have to be properly and correctly interpreted to determine the kind of organizational climate and
which prevail at a given time.

The most commonly used methods for measuring morale are:

• Observation: By this method executives observe the behavior of their employees, listen
to them while they talk, and note their actions-shrugging of shoulders, change in facial
expression, shuffling of feet, nervous hands, change in work habits or avoidance of
company. Any departure from the normal is likely to tell them that something is wrong
and needs to be set right.

• Attitude or Morale surveys: This method is generally used to discover the feelings of
employees about their jobs, their supervisors, company policies or the organization as a

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 whole. It is classified into two categories-the interview method and the questionnaire
method.

○ The interview method: By this method, employees are interviewed to judge

their feelings and opinions about the different aspects of their jobs and the
company for which they work. An interview may be a face to face affair, it may
be oral, it may be in the form of an evaluation that is put down in writing.

○ The Questionnaire method: This method is generally used to collect employee

opinions about the factors which affect morale and also effect on personnel
objectives.

• Company records and reports: These are usually prepared by the personal department
at regular intervals with the assistance of supervisors and departmental heads.

Warning signs of low morale:

Signs of low morale generally not noticed till it is obviously low or when something has gone a
miss. By the time the management recognizes the fact that morale has deteriorated, it is faced
with one crisis or another. Perceptive managers are , therefore, constantly on the lookout for
clues to any deteriorated in the morale of employees.

Among the more significant of the warning signals of low morale are :

• High rate of absenteeism

• Tardiness

• High labor turnover

• Strikes and sabotage

• Lack of pride in work

• Wastage and spoilage

Low morale can gradually destroy employee’s commitment, hurt the product or service they
offer, and alienate the clients and customers they serve. It has many sources—poor economic
conditions, a clash of cultures following a merger or acquisition, bad management, or any
number of other factors.

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COMPANY PROFILE
BRIEF HISTORY OF SS MILLS

The company was promoted and established in the year 1964 by well known industrialist and
philanthropist, Sri L.G. Balakrishnan at Kirikera in back ward area of Anantapur district. The
company chairman is Sri Ramamurthy and Managing Director is Sri R. Sumanth the successful
functioning of this unit gave rise to another two units namely Super – B at Kotnur in the year
1983 and Super-C an export oriented unit at d-gudur in Tamilnadu in the year 1992. the total
capacity of group on date is 12000 spindles and an asset Rs. 640 millions

The amount of sales is around 880 millions out of the production at 9.7 million Kgs per annum
and the total labor force is around 2300. Sri L.G. Balkrishnan and Bros. Ltd. Elgi equipment,
Elgi Tead India Ltd., Elgi Rolling Mill Ltd., Elgi & Co Pvt Ltd., Rayalaseema Technologies
Ltd., etc

The company SUPER-A commenced its commercial production in April 1964 with 12000
spindles capacity and the capacity was increased in the year after year up to 59712 spindles by
2000. The paid up capital of the company is Rs.300 lakh. The company has recorded steady
growth in its productivity as well as quality and its profitability over the year since its inception.
The company has been following a steady dividend policy and never skipped the dividend since
1965.

According to the survey conducted by the South India textile research association (SITRA) the
company is one among the best 10 mills of south in respect to quality and productivity. The
company is using cotton as raw material and producing. The company is using as raw material
and producing yarn in different counts viz 60s,80,90 etc the company’s finished products are
being sold in the areas of Tirupur Kolkata, Varanasi, New Delhi Lehalharangi, Mangalagiri etc.

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Through brokers and also the company is exporting 37% of its products to various countries viz
Bangaladesh, Japan, Singapore, Italy Etc.

The company’s products are used in manufacturing sarees, Dhoties, Banians, T-Shirts etc and it
is proud to say that the company is fulfilling one of the basic needs of human being that is
clothing. The company’s total turnover is around 760 Millions. The company is providing latest
machinery. Equipment, testing equipment and also keeping the plant and the machinery updated
from time to time. In order to provide sound up-keeping conditions, the company has provided
humidification to the entire plant. Also the company has introduced the waste evaluation system
in the carding and preparatory department.

The company has sound industrial relations. The company recently concluded a settlement with
its workers on wages and work assignments linked to productively for 5 years. Also the
company has arrived at a settlement on Bonus and Effie bonus for 5 years linked to
productively. The company is paying very high Bonus i.e., 35 %, 38%, and 28%.

Technology Absorption, Adaption and Innovation:

The thrust areas have been in improving the quality of the products and increasing productivity
through cost programs and value engineering techniques. The company commenced the re-
engineering process in the organization to fundamentally rethink and redesign-manufacturing
processes to achieve dramatic improvement is critical areas of performance such as quality, cost,
service and speed. This will enable the company to complete more efficiently in the competitive
global environment.

During the year, state of art shi-tech machinery namely Reither Unfropck A-11 and unchain B-
11 RSB D30 draw frames, contamination cleaners Etc were included in our manufacturing
process to produce yearns meeting user 5 to 25% standards, in addition, high-tech gassing
machine, micro 2000 yarn cleaners were also added in our post spinning process to offer value
added yarns meant for export purpose.

Shift Timings:

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General Shift: 8:00 A.M. To 5:00 P.M.

1 shift: 8:00 A.M. To 4:30 P.M.

2 shift: 4:30 P.M. To 1:00 P.M.

3 shift: 1:00 P.M. To 8:00 A.M.

With a break of one hour for lunch in each shift.

Visitors:

It is advised to be courteous to visitors. But, dispose them soon after meeting is over. Meeting
them at reception lounge is recommended. It is advised to meet the visitors only after they have
taken the appointment.

Security:

Mill security system is on contract basis. Round the clock, security arrangements are provided
for the mill and the quarters.

Uniform and Identity cards:

1. All the staff wears the uniforms as prescribed.

2. The company supplies cloth material for 2 sets of uniform once in 2 years. The company
also plays the stitching change as the management decides many.

3. Uniforms should be maintained neat and class.

4. Male staff should tuck-in their shirts and wear shoes.

5. Female staff should attend their work wearing sarees and blouse provided by the company.

6. Identity cards are given to each staff.

7. In case of replacement, the cost should be borne by the individual concerned.

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OBJECTIVES OF THE COMPANY

1. Their efforts are committed towards fulfilling their quality, requirements of customer
expectations and needs.

2. Enhancing the awareness of employees toward quality through systematic training,

development and motivation.

3. The policy is understood implemented and maintained through display boards, training
classes, videocassettes and policy cards.

Export performance:

The company has identified new markets during the year and thrust has been given more on
direct exports. The total exports during the year were Rs. 7,625 lakhs registering an increasing
of 38% over last years Rs. 5540 lakhs. The company is striving to improve the exports for
achieving better results in the coming year.

Direct exports consisted of Rs. 5443 lakhs as against Rs. 4045 lakhs registering a growth of
35%. The foreign exchange outflow utilized during the year mainly for modernization was Rs.
943 lakhs and the next foreign exchange earnings by the company is Rs. 4500 lakhs.

The development of its workers such as:

• Interest free owns your house scheme.

• Quarters for 20% of its employees.

• Educational benefit for children’s

Since this area is highly backward the company has extended its help by way of donations to the
development of educational and medical facilities in this area those are:

• Donations for construction of ZP HIGH SCHOOL at Basavanapalli.

• Construction of science block in the same school.

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 • Constructed primary school at Mittemdedepalli

• Running English Medium School for the benefit of rural children.

• Construction of auditorium in A.P. Residential School, Sevamandir.

• Constructed a block in Government Hospital, Hindupur.

• Donated for construction of a free dispensary by the all India Medical Association.

• Donated for court building at Hindupur.

Quality policy of the company:

• Quality leading to customer satisfaction shall be top priority.

• All employees shall be systematically trained, developed and motivated to

. Continuously improve the quality of their work

Administration setup:

The company has total number has of employees of 1040 out of which 61 are staff and 22 are
masteries and rests of the people are workmen. General Manager heads the firm.

Awards

According to the survey conducted by the south India Textile Research association the company
is one among the best 10 mills of South India in respect of quality land productivity in 1996 out
of 270 mills the company’s three units productivity performance is ranked as follows.

A Unit ……………………….. 21st Rank

B Unit ……………………….. 10th Rank

C Unit ……………………….. 06th Rank

RESEARCH INSTRUMENT
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Statistical Tools for Analysis:

Arithmetic means, Chi-square method, Anova test, percentages and tables , pie-charts and bar
charts are used to test the analysis and represent the results.

TOOLS OF ANALYSIS

➢ Arithmetic mean
➢ Chi-square method
➢ Percentages and tables
➢ Pie-charts and bar charts

Chi-Square Test:

Chi-Square Test is used to find accuracy of the statements given by the respondents with the
help of hypothesis. All hypothesis used in research are null hypothesis.

X2 = ∑i=1 ∑j=1 (Oij-Eij) 2

Eij

Where

Oij = Observed frequencies at i, j

Eij = Expected frequencies at i, j

r = Number of rows

c = Number of columns

X2 cal≤ X2 tab, accept the null hypothesis HO

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Criterion for acceptance or rejection:

➢ If the calculated chi-square value is less than the table value, then null hypothesis is
accepted.
➢ If the calculated chi-square value is greater than the table value, then null hypothesis is
rejected.

ANALYSIS

Table 1.1 Age of the employee

Age in years Respondents Percentages

Below 20 6 6

20 to 35 21 20

35 to 50 74 70

Above 50 4 4

Total 105 100

Graph no.1.1

Interpretation:

From the above table it is observed that out of 105 respondents age 20% of them has age in
between 20 to 35 years and 70% employees are in between 35 to 50 years, and a very less
people of 4% are above 50 years.

Table 1.2 Experience of the employee

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 Experience in years Respondents Percentages
Less than 5 8 7

5 to 15 26 25

15 to 25 6 6

Above 25 65 62

Total 105 100

Graph no.1.2

Interpretation:

From the above table it is observed that maximum of respondents 62% have experience above
25 years and 6% respondents has maximum experience of 15 to 25 years.

Table 1.3 Educational Qualification of the employee

Qualification Respondents Percentages

10th Class 65 62

Intermediate 25 24

Graduation 15 14

Total 105 100

Graph no.1.3
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Interpretation:

From the above table it is observed that out of 105 respondents 62% have qualification of 10 th
class 24% respondents are intermediate and 14% respondents have qualification of graduation.

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Table 1.4 Monthly Income of the employee

Monthly income in Respondents Percentages

Rupees
Less than 5000 40 38

5001 to 10000 54 51

10001 to 15000 7 7

Above 15001 4 4

Total 105 100

Graph no. 1.4

Interpretation:

From the above table it is observed that out of 105 respondents, 51% people are earning
betweenRs5001 to 10000 and 38% people are earning less than Rs 5000. And very low number
of people like 4% is earning above Rs 15001.

Table 1.5 Gender-wise distribution of the employee

Gender Respondents Percentages

Male 72 69

Female 33 31

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 Total 105 100

Graph no.1.5

Interpretation:

From the above table it is observed that out of 105 respondents, 69% of them are male and 31%
of them are female.

Table 1.6 Opinion About the Relationship with their colleagues on the morale
of the employees

Factors Opinion
Strongly Agree Neither Disagree Strongly Total
Counts Agree agree nor Disagree
Disagree

Cordial No. of 80 10 0 15 0 105

working respondents
environment

Percentage 76 10 0 14 0 100
Helpful No. of 85 5 0 3 12 105
among respondents
colleagues

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 Percentage 81 5 0 3 11 100

Interpretation:

It is evident from the table 3.6 that 76% respondents strongly agree that a cordial working
environment exists in their department and 81% of respondents strongly agree that their
colleagues are helpful to each other.

Table 1.7 Opinion About the Motivation and Recognition on the morale of the
employees

Factors Opinion
Strongly Agree Neither Disagree Strongly Total
Counts Agree agree nor Disagree
Disagree

Job is No. of 8 76 0 0 21 105

interesting respondents
and
prospective
Percentage 8 72 0 0 20 100
Satisfied No. of 6 68 3 5 23 105
about the respondents

25
 recognition

Percentage 5 65 3 5 22 100
Proud to No. of 9 65 2 11 18 105
work in the respondents
organization

Percentage 9 62 2 10 17 100
Recognition No. of 10 60 6 16 13 105
through respondents
statutory
benefits
Percentage 10 57 6 15 12 100

Interpretation:

From the above table it is observed that maximum of 72% respondents are strongly agreed that
their job is interesting and prospective and 21% respondents are strongly disagreed to it.

65% respondents agreed and feel satisfied when their performance is recognized.

62% respondents agreed and feel proud to work in the organization.

57% of respondents agree that there is a recognition through statutory benefits and 12% of them
strongly disagreed to it.

Table 1.8 Opinion about the relationship with their superiors on the morale of
the employees.

Factors Opinion

26
 Counts Strongly Agree Neither Disagree Strongly Total
Agree agree nor Disagree
Disagree

Easy to No. of 82 8 7 3 5 105

approach the respondents
boss
Percentage 78 8 6 3 5 100
Superiors No. of 76 9 14 6 0 105
appreciation respondents
on
performance Percentage 72 9 13 6 0 100
Mutual No. of 68 10 0 5 22 105
respect respondents
towards
opinion Percentage 64 10 0 5 21 100

Interpretation:

From the above table it is observed that maximum of 78% respondents are strongly agreed that,
it is easy to approach their boss and 5% respondents strongly disagreed to it.

72% respondents strongly agree that superiors appreciate their performance and 6% disagree to
it and 64% respondents strongly agreed that their there is mutual respect towards their opinions.

Table 1.9 Opinion of the respondents about job training

Factors Opinion

27
 Counts Strongly Agree Neither Disagree Strongly Total
Agree agree nor Disagree
Disagree

Adequate No. of 15 65 13 5 7 105

training and respondents
development
programs Percentage 14 62 12 5 7 100
provided

Training is No. of 18 60 15 8 4 105

helpful respondents

Percentage 17 57 14 8 4 100

Interpretation:

It is evident from the table 3.9 that 62% respondents agreed that adequate training and
development programs are provided and 12% respondents neither agree nor disagree. 57%
respondents agreed that training is helpful at work.

Table 1.10 Morale of the Employees about Present Environment and Working
Conditions in the Organization.

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 Factors Opinion Weighted Rank

Good Satisfied Poor Mean

Cleanliness 40 65 0 2.38 2

Machinery 34 67 4 2.28 3
conditions

Tools and 35 65 5 2.28 3

Equipments

Lighting 78 27 0 2.74 1

Interpretation:

It is evident from the table 11 that the respondents have given a highest weighted score(2.74) for
lighting facilities prevailing in the organization, followed by cleanliness(2.38), machinery
conditions(2.28) and tools and equipments(2.28).

Table 1.11 Opinion about the Welfare facilities on the Morale of employees

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 Factors Opinion Total

Strongly Agree Neither Disagree Strongly

Counts Agree agree nor Disagree
Disagree

Adequate No. of 86 9 3 3 4 105

canteen respondents
facilities
Percentage 81 9 3 3 4 100
Adequate No. of 78 16 0 8 3 105
safety respondents
provisions
Percentage 74 15 0 8 3 100
Adequate No. of 18 68 9 3 7 105
medical respondents
facilities
Percentage 17 65 8 3 7 100

Interpretation:

It is evident from the above table that out of 105 respondents 81% employees strongly agree that
the canteen facilities are adequate and 4% respondents strongly disagree to it.

74% respondents strongly agree to adequate safety provisions and 8% of the employees disagree
to it. 65% respondents agree that the medical facilities are adequate and 7% respondents strongly
disagree to it.

30
Table 1.12 Opinion of the respondents about the job security and Grievance
Handling procedures

Factors Opinion Total

Strongly Agree Neither Disagree Strongly

Counts Agree agree Disagree

nor
Disagree

Happy with No.of 12 73 0 20 0 105

the respondents
company’s
policies Percentage 11 70 0 19 0 100

Job security No.of 9 82 3 4 7 105

based on respondents
performance
Percentage 8 78 3 4 7 100

Grievance No.of 15 83 2 0 5 105

handling respondents
procedures
Percentage 14 79 2 0 5 100

Interpretation:

From the above table it is observed that out of 105 respondents 70% respondents agree with the
company’s policies, 19% employees disagree to it.

78% of the respondents agree that the job security is based on performance and 7% respondents
strongly disagree to it.

79% respondents agree that the Grievances are set promptly and 5% people strongly disagree.

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Table 1.13 Opinion of the respondents about the management style

Factors Opinion Total

Strongly Agree Neither Disagree Strongly

Counts Agree agree Disagree

nor
Disagree

Satisfied No.of 9 56 12 20 8 105

towards the respondents
line of
management Percentage 9 53 11 19 8 100

Satisfied with No.of 15 55 11 14 10 105

the decision respondents
making
standards and Percentage 14 52 11 14 10 100
plans

Due No.of 12 60 16 9 8 105

importance is respondents
given in
decision Percentage 11 57 15 9 8 100
making

Interpretation:

It is evident from the table that maximum of 53% respondents agreed that, they are satisfied
towards the line of management and 12% respondents neither agree nor disagree to it.

52% respondents agreed & satisfied with decision making standards & plans of the company
and 14% respondents disagree to it.

32
57% respondents agree that they are given importance in decision making and 15% respondents
neither agree nor disagree to it.

Table 1.14 Opinion about the Present salary on the Morale of the Employees

Factors Opinion Total

Strongly Agree Neither Disagree Strongly

Counts Agree agree nor Disagree
Disagree

Present No. of 15 60 0 22 8 105

salary and respondents
their efforts
Percentage 14 57 0 21 8 100

Expectation No. of 85 6 0 5 9 105

towards respondents
change in
pay scale Percentage 81 6 0 5 8 100

Interpretation:
From the above table it is observed that 57% of respondents agree that their present salary is
commensurate with their efforts & 21% disagree to it. 81% respondents expects a change in the
pay scale and 8% of them strongly disagree to it.

Table 1.15 Relationship between Educational Qualification and Monthly

Income of the Respondents
H0: There is no relationship between educational qualification and Employee monthly income.

H1: There is relationship between educational qualification and Employee monthly income.

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 Educational Monthly Income
Qualification 10001 to 5001 to Above Below Total
1500 10000 15000 5000

10th class 0 15 0 28 43

Intermediate 3 23 0 12 38

Degree 4 16 4 0 24

Total 7 54 4 40 105

Chi –square test

Value Df sig
Pearson chi-square 41.84 6 0.00

Likelihood ratio 49.82 6 0.00

Linear by linear 25.28 1 0.00

association

P value=0.00

P value≤0.05, hence H1 is accepted.

Interpretation:
It is evident from the table that the calculated chi-square value is greater than table value at 5%
level of significance. Therefore the relationship between educational qualification of the
respondents and monthly income of the respondents is significant. Hence H1 is accepted.

Table 3.16 Relationship between Marital status of the Respondents and

Decision on respondents career to satisfy their expectations
H0: There is no relationship between Employee marital status and their career to satisfy their
expectations.

H1: There is relationship between Employee marital status and their career to satisfy their
expectations.

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 Opinion
Strongly Agree Neither Disagree Strongly Total
Marital agree agree disagree
status nor
disagree
Married 50 12 7 3 2 74

Unmarried 12 8 5 2 4 31

Total 62 20 12 5 6 105

Chi –square test

Value df sig
Pearson chi-square 9.22 4 0.056

Likelihood ratio 8.90 4 0.063

Linear by linear 7.97 1 0.005

association

P value=0.00

P value≤0.05, hence H0 is accepted.

Interpretation:
It is evident from the table that the calculated chi-square value is greater than table value at 5%
level of significance. Therefore the relationship between educational qualification of the
respondents and monthly income of the respondents is significant. Thus null hypothesis is
accepted.

FINDINGS

35
➢ More number of respondents are in the age group of 35-50 in the selected sample.

➢ More number of respondents have experience more than 25 years.

➢ Majority number of respondents feel that working hours are comfortable in the organization.

➢ Majority number of respondents have the qualification of 10th class.

➢ Maximum number of respondents are earning between 5000-10000.

➢ Majority number of respondents are of male.

➢ Maximum number of respondents feel that there is cordial working environment with
their colleagues and they are helpful to each other.

➢ Maximum number of respondents feel that their job is interesting and prospective. Few
of them agree that they are satisfied about the recognition. A very few of them feel proud
to work in the organization and the recognition is done through statutory benefits.

➢ Majority number of respondents feels that there is a easy approach to their boss. Few of
the respondents agree that there is superiors appreciation on the performance and a very
few of them strongly agree that there is mutual respect towards their opinions.

➢ More number of respondents agree that the organization provides adequate training and
development programs which are helpful to them.

36
 ➢ Majority of the respondents strongly agree that there are adequate canteen facilities and a
few of them feel that the organization provides adequate safety provisions and very few
of them strongly agree that the medical facilities are adequate.

➢ A few number of respondents strongly agree with company’s policies. Very few of them
feel that their job security is based on performance. 15% of respondents strongly agree
with grievance handling procedures.

➢ A very few number of respondents strongly agree to the line of management and few of
them feel that they are satisfied with the decision making standards and plans. Few of
them strongly agree that due importance is given in decision making.

➢ Minimum number of respondents feel that their present salary is not commensurate with
their effects. Maximum of them are expecting change in their pay scale.

➢ It is found that employee educational qualification do not affect the employee monthly
income.

➢ It is found that employee marital status do not affect the employee career.

➢ The work intervals based on salaries and excessive work load do not affect the employee
salaries.

SUGGESTIONS

➢ To maintain the morale of the organizational culture, both the management and
employees should keep a trustful relationship.

37
➢ Relationship between the superiors and managers should be good which increases the
level of work of the workers.

➢ The employees attitude towards the job in the organization must be improved.

➢ Organization should recognize individual skills and identify that pay and skills are
matched.

➢ Some of the employees disagree that the work related problems are recognized and the
organization has to identify and solve their work related problems.

➢ A few of the employees are disagreeing to company’s policies and rules so the
organization has to make necessary changes to fair policies and rules.

➢ Organization has to give importance for employees in decision making standards.

38
CONCLUSION

From analysis it was found that the company is providing good conditions at work place and giving the
importance to employee by providing all the required benefits which influence morale and employee
participation in management.

39
BIBLIOGRAPHY

1. Aswathappa.k, “Human Resource and personnel management” Tata McGraw-Hill Publishing

Co., Limited, New Delhi, 2002

2. Agarwal R.S(1983), “Organization and Management”, 7th Edition, Tata McGraw-Hill.

3. C.R.Kothari(2002)first edition “Research Methodology” vishwa parmesan-New Delhi.

4. S.P.Gupta(2001)second edition “Statistical methods” Sultan Chand & co-New Delhi.

WEBSITES

40
 1. www.google.com

QUESTIONNAIRE

MORALE OF THE EMPLOYEES

Name of the employee:

Department:

1. Age of the employee:

Below 20
20-35
35-50
Above 50

41
 1. How many years experience do you have?
Less than 5 years
5 to 15 years
15 to 25 years
Above 25
1. What is your educational qualification?
10th class
Intermediate
Graduation and above
1. What is your monthly income?
Below 5000
5001 to 10000
10001 to 15000
Above 15001
1. Gender
Male
Female
1. What is your opinion about the relationship with your colleagues on the morale of an
employee?
Factors Opinion
Strongly agree Agree Neither agree Disagree Strongly
Nor disagree disagree
Cardial working
environment
Helpful among
employees

2. What is your opinion about the motivation and recognition on the morale of the
employee by the organization?

Factors Opinion
Strongly Agree Neither Disagree Strongly
agree agree nor disagree
disagree

42
Job is
interesting
and
prospecting
Satisfied
about the
recognition
Proud to
work in the
orgnization
Recognition
through
statutary
benefits

3. What is your opinion about the relationship with your superiors on the morale of the
employees?

Factors Opinion
Strongly Agree Neither agree Disagree Strongly
Agree nor Disagree Disagree

Easy to approach
the boss

Superiors
appreciation on
performance

Mutual respect
towards opinion

43
 4. What is your opinion about job training?

Factors Opinion
Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
Disagree

Adequate
training and
development
programs
provided

Training is
helpful

5. What is the morale of the Employees about Present Environment and Working
Conditions in the Organization?

Factors Opinion

Good Satisfied Poor

Cleanliness

Machinery
conditions

Tools and
Equipments

Lighting

6. What is your opinion about the Welfare facilities on the Morale of employees?

Factors Opinion

44
 Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
Disagree

Adequate
canteen
facilities

Adequate
safety
provisions

Adequate
medical
facilities

7. What is your opinion about the job security and Grievance Handling procedures of the
organization?

Factors Opinion
Strongly Agree Neither Disagree Strongly
Agree agree Disagree

nor
Disagree

Happy with
the
company’s
policies

Job security
based on
performance

Grievance
handling
procedures

8. What is your opinion about the management style?

Factors Opinion
45
 Strongly Agree Neither Disagree Strongly
Agree agree Disagree

nor
Disagree

Satisfied
towards the
line of
management

Satisfied with
the decision
making
standards and
plans

Due
importance is
given in
decision
making

9. Opinion about the Present salary on the Morale of the Employees

Factors Opinion
Strongly Agree Neither Disagree Strongly
Agree agree nor Disagree
Disagree

Present
salary and
their efforts

Expectation
towards
change in
pay scale

46
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