SHANTHINI Project COMPLETED

CHAPTER - 1
1.1. INTRODUCTION:
Organization effectiveness has been a topic of discussion and research for

a long time; then the question arises as to how this topic has been dealt with
again. This article will focus on the results of Employee empowerment and
contribution which have resulted in a positive contribution to organization
welfare and growth! Empowerment has been touted as a solution for a variety of
organizational problems including low productivity and employee commitment.
But the question is whether empowerment ensures success of organizations?
Proof of the pudding is in the eating.
There is a growing awareness in India as well as any other countries,

where women are not at the forefront of development. This scenario is changing
and organizations need to be aware of such social changes which have a far
reaching impact on Employment and employee contributions! Empowerment
cannot be taken for granted and symbolic facilitations will not do.
Modern organizations have been created and sustained in an environment

of intense competition and creativity to face the competition squarely.
Redesigning organizational structures, lean organizations, empowered
organizations are some of the buzz words in this context. Organizational
changes have been implemented in several areas for ensuring success and better
performance. But the mute question is whether has been a positive correlation
between the measures and the results and whether the correspondence could be
established. The purpose of this article is to address these questions.
Guest visiting Quality Inn Viha". Environment of business is not static

and it is ever changing. The capacity of organizations to analyze the impact of
such changes in their operations will determine their relative success. Some of
the recent environmental changes are the Technology particularly Mobile
1
technology, Advancements in web and internet, Social media and impact on
younger generation and in general the changes which seem to be irreversible!
Organizations have to foresee at least the direction of such changes and adapt
suitable technologies and organizational structures and strategies. Sometimes it
calls for wholesale changes and retraining or replacement of present set of
employees. How organizations deal with such challenges will determine their
success and future
1.1.1 DEFINITION:
As it is said that employee contribution shows the commitment and the energy
that employees bring to their work and it's also a key indicator of their
involvement and dedication towards their organization. The main context of the
study is that employees who are engaged and more productive and also loyal to
an organization, that shows, whenever HR practices is placed they are more
likely to discover that the employees are satisfied, safe and work to their full
potential, i.e. they are ready to stay in an organization.
Which shows the positive sign of an employee in an organization. As

effectiveness and efficiency are related to the work of an employee towards its
organization. Also to understand the turnover and attrition in an organization
study of employee contribution becomes important.
1.1.2 BENEFITS:
 Higher productivity level. If people are contributed to work faster and

more efficiently, this will lead to more output.
 Lower level of absenteeism.
 Lower level of staff turnover.
 Great reputation and stronger recruitment.
2
1.1.3 IMPORTANCE:
 Contribution coupled with ability leads to performance.

 Contributed employee will be more productive than the apathetic
workers.
 Low attrition.
 Low turnover rate
 The employee will be more loyal towards the organization.
 Employee will love his/her job.
1.1.4 TYPES OF CONTRIBUTION:
Achievement Contribution
It is the drive to pursue and attain goals. An individual with achievement

contribution wishes to achieve objectives and advance up on the ladder of
success. Here, accomplishment is important for its own shake and not for the
rewards the accompany it.
Power Contribution
It is the drive to influence people and change situations. Power
contributed people wish to create an impact on their organization and are
willing to take risks to do so.
Attitude Contribution
Attitude contribution is how people think and feel. It is their self

confidence, their belief in themselves, their attitude to life. It is how they feel
about the future and how they react to the past.
Incentive Contribution
3
It is where a person or a team reaps a reward from an activity. It is “you
do this and you get that” attitude. It is the type o awards and prizes that drive
people to work a little harder.
Fear Contribution
Fear contribution coercions a person to act against will. It is instantaneous

and gets the job done quickly. It is helpful in the short run.
1.1.5 ADVANTAGES:
 Contribution to workers.
 Increase in productivity.
 Attractive Proposition for management.
 Increase in earnings of employees.
1.1.6 DISADVANTAGES:
 Increased expenses.
 Lead to higher labor cost.
 Feeling of jealously among workers.
 Danger of accidents.
1.2 LITERATURE REVIEW:
According to THOMAS(2009) the main challenges of contribution in

workplaces is identifying what motivates each individual employee taking into
account his or her individual differences. I other words, individual differences
have been specified by Thomas (2009) as the major obstruction for management
in engaging in employee contribution in n effective manner.
LOCKLEY (2012), on the other hand, addresses the same issue focusing
on cross cultural differences between employees in particular. Namely, culture
can be explained as knowledge, pattern of behaviour, values, norms and
4
traditions shared by members of a specific group .cross culture difference is
perceived to be a major obstruction in the way of successful employee
contribution.
An interesting viewpoint regarding the issue has been proposed by

WYLIE (2004), according to which embers of management primarily should be
able to maintain the level of their own contribution at high levels in order to
engage in effective contribution of their subordinates. Accordingly, wylie
(2004) recommends manager to adopt a proactive approach in terms of
engaging in self contribution practices.
Alternatives working patters such a job rotating, job sharing, and flexible
working have been branded as effective contributional tools by LIOPIS (2012).
Moreover , Llopis (2012)argues that contributional aspects of alternatives
working patterns along with the increasing same time; many organization are
left behind from benefiting from such opportunities.
5
1.3. OBJECTIVES OF THE STUDY:
1.3.1 Primary objective:
To study on employee contribution with reference to HOTEL QUALITY

INN ( VIHA),Kumbakonam.
1.3.2 Secondary objectives:
 To find out the factors of contribution in the organization.

 To find out the levels of satisfaction among employees about
contribution.
 To analyze the effectiveness of contribution in the organization.
 To identify the opinion about their preferable contribution method.
 To provide valuable suggestions to improve contribution among the
employees.
1.4. SCOPE OF THE STUDY:
 This study helps to know the employee’s contribution.

 This study will help to avoid labor turnover due to contribution.
1.5. NEED OF STUDY:
 To study the level of employee contribution.

 To study the level of financial contribution, non-financial
contribution.
 To study how supervisor can influence contribution.
 To know what are the factors reduce employee contribution.
6
1.6.RESEARCH METHODOLOGY:
1.6.1Research design:
The research design indicates the type of research methodology under taken to
collect the information for the study. The researcher used both descriptive and
analytical type of research design for his research study. The main objective of
using descriptive research is to describe the state of affairs as it exists at present.
It mainly involves surveys and fact finding enquires of different kinds. The
researcher used descriptive research discover the characteristic of consumer
who use the product. The researcher also used analytical research
1.6.2 Area of study:
The area of study is confined to employees of QUALITY INN,

KUMBAKONAM.
1.6.3 Research instruments:
The structured questionnaire is used as the research instruments for the study.
1.6.3 Questionnaire Design:
The questionnaire framed for the research study is a structured questionnaire in

which all the questions are predetermined before conducting the survey. The
form of question of both closed and open type.
1.6.4Sample design:
7
A sample design is a definite plan for obtaining a sample from a
given population. It is the procedure used by the researcher in selecting items
for the sample.
1.6.5 Sample size:
Sample size =50
1.6.6 Sampling technique:
The researcher adopted simple random sampling for the study.
1.6.7 TOOL USED FOR ANALYSIS OF DATA:
The collected data have been tabulated and analyzed in a systematic

manner. The tools used for analysis are.
PERCENTAGE METHOD:
If refers to specific kind of ratio. It is used to make competition between two or

more series of data. They can be used to compare the relative’s items, the
distribution of two or more series of data, since the percentage reduce the
everything to a common base and there by allow meaningful competition to be
made.
No. of respondents
Percentage= * 100
Total respondents
1.7. DATA COLLECTION METHOD:
It is depending on two types of data. They are
 Primary data
 Secondary data
1.7.1 PRIMARY DATA:
8
The research was done with the help of questionnaire that proved to be
effective in data collecting the relevant information.
The primary data has been collected through
 Questionnaire
1.7.2 SECONDARY DATA:

Secondary data are those which have already been collected by someone
else and which already been the statistical process. Secondary data is also
collected from.
 Internet
 Magazines
 Journals
 Company brochures
1.8. LIMITATIONS OF THE STUDY:
 Management did not accept the personal approach with the workers
for collecting personal details.
 Time period given is limited.
 Some of the information was confidential.
 Lack of professional approach.
9
CHAPTER-2
2.1 INDUSTRY PROFILE:
It is important to understand that the hotel industry is ac catch all term, used to
describe services related to guest accommodation. With that in mind, it is worth
nothing that there are a variety of different accommodation types which fall
under this umbrella term.
2.1.1 HOTELS:
The most common type of accommodation in the hotel industry, a hotel

is defined is an establishments which offers overnight accommodation meals
and other services. They are mainly aimed at travellers or tourist, although
locals may also use them. Hotels provide private rooms, and almost always have
en-suit bathrooms.
2.1.2 BED AND BREAKFAST:
Bed and breakfasts are smaller establishment, which offer guests private
rooms for overnight stays, along with the breakfast in the morning. Often, these
establishments are converted from private homes and many B&B owners live in
their property.
2.1.3 MOTELS:
10
Motels are a form of overnight accommodation tailored towards
motorists. For the reason, they are typically located conveniently by the
roadside and offer sample free parking. A motel will generally have a number of
guest rooms and may have some additional facilities, but will usually have
fewer amenities than hotels.
2.1.4 BOTELS:
“ Botel ” is the name given to a boat that has been adapted to offer hotel style
lodgings. Many botels are permanently moored river boats, although others are
converted ships, which are perfectly capable of travelling with guest on board. T
hey are especially popular in European cities with rivers or canals.
2.1.5 INNS:
An inn is an establishment which provides temporary accommodation,

usually along with food and drinks. Inn are smaller than hotels, and are closer in
size to bed and breakfasts, although inns are often slightly larger. Guest are
allocated private rooms and food options will usually include breakfast and
dinner.
2.1.6 RESORT:
Resorts are commercial establishment, which will usually consist of a

hotel and a variety of additional service and amenities, on site. Guests will
usually have access to lodgings, restaurants, bars, entertainment options,
recreational activities and shops, which canal be accessed without leaving the
premises.
2.1.7 SERVICED APARTMENTS:
11
Popular among business travellers, serviced apartments are apartment
style lodgings, where guests benefits from a full range of services, such as room
service, housekeeping and laundry services. Most service apartments also offer
additional amenities, while the apartments also offer additional amenities, while
the apartments themselves tend to be larger than most hotel rooms.
The hotel industry in India can be segmented into four categories

independent\unbranded hotels, alternate accommodations, new age hotel chains,
and branded\traditional hotel chains.
The independent \ unbranded segment comprises more than 70% of the

total available hotel rooms whereas the branded\traditional hotel segment,
which dominates the organized sector, accounts for about 5% of the total hotel
rooms.
The hotel industry in India is highly dependent on the tourism sector for
business, and hence, government initiatives play a crucial role in aiding the
expansion of the industry.
12
2.2 COMPANY PROFILE :
 Quality Inn VIHA is a luxurious hotel offering discerning business &

leisure travellers their new personal address in Kumbakonam.
 VIHA which means heaven(in Sanskrit) is ideally located just 1 km from
the Kumbakonam Railway Station.
 Quality Inn VIHA offers comfort and modest luxuries thoughtfully
designed to delight you, which prove that besides the sacred temples you
visit, your stay in our luxurious Superior rooms & Executive Suites will
be an experience worth discovering. Superior Rooms:
 Superior room is tastefully done in warm colors and elegant interiors with
a double/twin beds with a work desk.It is also equipped with a 32' LED
TV with satellite connection, bathrooms with shower cubicles, attached
four fixture bath with hot & cold water, hair dryer, electronic safe,
complimentary mineral water bottle and a tea / coffee maker.
 Guests are also provided with a mini-bar on charge & wired Internet
access. Executive Suites:
 The Suites which has all the facilities of superior rooms are larger rooms
with a separate living & dining room, attached bedroom and washrooms.
 These rooms are comfortable having cheery spaces.
13
 with design walk in showers complemented with bathtub.
2.3 AMENITIES TO ENHANCE STAY:
The hotel features well-appointed contemporary guest rooms, with round the
clock in- room dining, multi-cuisine restaurant and a well stocked bar. The hotel
provides free high-speed wireless internet throughout. In addition, there is an in-
house laundry, fully equipped fitness centre and a spa. Concierge and taxi rental
facilities are also available to assist you to explore the city.
2.3.1 PROPERTY AMENITES :
Free parking, Free High Speed Internet (WiFi), Fitness Centre with
Gym / Workout Room, Free breakfast, Kids stay free, Car hire, Business Centre
with, Internet Access, Conference facilities, Parking, Bar / lounge, Restaurant,
Breakfast, buffet, Snack bar, Banquet room, Meeting rooms, BBQ facilities,
Baggage storage, Concierge, Newspaper, Non-smoking hotel, Shops, 24-hour
front desk, Express, check-in / check-out, Private check-in / check-out, Dry
cleaning, Laundry service, Self-serve laundry, Ironing service, Shoeshine
2.3.2 HOTEL AMENITIES:
Free Full Breakfast, Elevator(s),Health Club/Spa, Fitness Center,

Lounge/Bar, Restaurant, Flat Screen/Plasma TV, Multi-Lingual Staff, Valet
Cleaning Service, No Pets Allowed, Valet Parking, Copy Machine, Shoe Shine,
Fax Machine, Coffee Shop, Business Center, Beauty Shop, Car Rental Service,
Currency Exchange.
2.3.3 ROOM AMENITIES :
Safe, Living Room, Desk, Make-up mirror, Free Daily Newspaper, Air
Conditioning, Coffee Maker, Mini Bar, Room Service
14
2.4BANQUETING & CONFERENCING FACILITIES
Quality Inn Viha is an ideal venue for your business meetings, residential
conferences, weddings, and other social events.
2.5 HOTEL AT A GLANCE:
 Entrally Located With Easy Access To City’s Attractions

 Spacious Guest Rooms With Modern Amenities
 On-Site Restaurant & Bar
 Fitness Centre
CHAPTER-3
DATA ANALYSIS AND INTERPRETATION
TABLE 3.1
GENDER
NO. OF PERCENTAGE
GENDER RESPONDENTS (%)
MALE 28 56
FEMALE 22 44
TOTAL 50 100
15
Source: Primary Data
INFERENCE:
From above the table, it was inferred that gender in 55% of the respondents are at the
gender of male, 44% of the respondents are at the gender of female.
16
CHART 3.1
GENDER OF THE RESPONDENTS
30
25
20
15
10
0
Male 56% Female 44 %
17
TABLE 3.2
AGE
AGE NO. OF RESPONDENTS PERCENTAGE (%)
18-20 years 5 10
21-25 years 10 20
26-30 years 12 24
31-35 years 4 8
Above 35 years 19 38
TOTAL 50 100
INFERENCE:
From the above table, it was inferred that age in 10% of the respondents are at the
age of 18-20, 20% of the respondents are at the age of 21-25, 24% of the respondents are at
the age of 26-30, 8% of the respondents are at the age of 31-35, 38% of the respondents are
at the age of above 35 years.
18
CHART 3.2
AGE OF THE RESPONDENTS
20
18
16
14
12
10
0
18-20 yrs(10%) 21-25 yrs(20%) 26-30 yrs(24%) 31-35 yrs(8%) above 35 yrs(38%)
19
TABLE 3.3
EDUCATIONAL QUALIFICATION
EDUCATIONAL NO. OF PERCENTAGE

QUALIFICATION RESPONDENTS (%)
School Level 6 12
Diploma 18 36
UG 11 22
PG 10 20
ITI 5 10
TOTAL 50 100
INFERENCE:
From the above table, it was inferred that in 12% of the respondents are at the school level,
36% of the respondents are at the diploma, 22% of the respondents are at the UG, 20% of the
respondents are at the PG, 10 % of the respondents are at the ITI.
20
CHART 3.3
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
20
18
16
14
12
10
0
School level(12%) diploma(36%) UG(22%) PG(20%) ITI(10%)
21
TABLE 3.4
MONTHLY INCOME
MONTHLY INCOME NO. OF RESPONDENTS PERCENTAGE(%)
Below Rs. 5000 - -
Rs. 5001- Rs. 8000 6 12
Rs. 8001- Rs. 10000 14 28
Rs. 10001- Rs. 12000 12 24
Rs.12001- Rs. 15000 18 36
TOTAL 50 100
INFERENCE:
From above the table, it was inferred that monthly income in 0% of the respondents are at
the below Rs.5000,12% of the respondents are at the Rs.5001 to Rs.8000, 28% of the
respondents are at the Rs.8001 to Rs.10000, 24% of the respondents are at the Rs.10001 to
Rs.12000, 36% of the respondent are at the Rs.12001 to 36%.
22
CHART 3.4
MONTHLY INCOME OF THE RESPONDENTS
20
18
16
14
12
10
0
Below rs.5000 Rs.5001 to Rs.8001 to Rs.10001 to Rs. Rs.12001 to
Rs.8000(12%) Rs.10000(28%) 12000(24%) Rs.15000(36%)
23
TABLE 3.5
EXPERIENCE
EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)
Below 3 years 6 12
3-6 years 8 16
7-10 years 11 22
11-14 years 15 30
Above 14 years 10 20
TOTAL 50 100
INFERENCE:
From above the table, it was inferred that experience in 12% of the respondent are below 3
years,16% of the respondents are 3-6 years, 22% of the respondents are 7-10 years, 30% of
the respondents are 11-14 years, 20% of the respondents are above 14 years.
24
CHART 3.5
EXPERIENCE OF THE RESPONDENTS
16
14
12
10
0
Below 3 yrs(12%) 3-6 yrs(16%) 7-10 yrs(22%) 11-14 yrs(30%) above 14 yrs(20%)
25
TABLE 3.6
MARITAL STATUS
MARITAL STATUS NO. OF RESPONDENTS PERCENTAGE (%)
Married 32 64
Unmarried 18 36
TOTAL 50 100
INFERENCE:
From above the table, it was inferred that the marital status in 64% of the respondents are
married, 36% of the respondents are unmarried.
26
CHART 3.6
MARITAL STATUS OF THE RESPONDENT

35
30
25
20
15
10
0
Married(64%) unmarried(36%)
27
TABLE 3.7
YEARS OF WORKING IN THE ORGANIZATION
YEARS OF WORKING NO. OF RESPONDENTS PERCENTAGE (%)
1-3 years 15 30
3-5 years 18 36
5-9 years 8 16
9-15 years 7 14
Above 15 years 2 4
TOTAL 50 100
INFERENCE:
From above the table, it was inferred that working years in 30% of the respondent are 1- 3
years,36% of the respondents are 3-5 years, 16% of the respondents are 5-9 years, 14% of the
respondents are 9-15 years, 4% of the respondents are above 15 years.
28
CHART 3.7
YEARS OF WORKING RESPONDENT
20
18
16
14
12
10
0
1-3 yrs(30%) 3-5 yrs(36%) 5-9 yrs(16%) 9-15 yrs(14%) above 15 yrs(4%)
29
TABLE 3.8
NATURE OF CONTRIBUTION
FACTORS NO.OF RESPONDENTS PERCENTAGE (%)
Self - contribution 38 76
Inducing contribution 12 24
TOTAL 50 100
INFERENCE:
From the above table, it is inferred that the above factor in 76% of the respondents are self-
contribution, 24% of the respondents are inducing contribution.
30
CHART 3.8
NATURE OF CONTRIBUTION
40
38
35
30
25
20
15
10 12
0
0 0
Self contribution(76%) Inducing contribution(24%)
31
TABLE 3.9
IDENTIFICATION OF SELF CONTRIBUTION
FACTORS NO. OF RESPONDENTS PERCENTAGE (%)
Agree 4 8
Strongly Agree 46 92
Disagree - -
Strongly Disagree - -
TOTAL 50 100
INFERENCE:
From that above table, it is inferred that above factor in 8% of the respondents are agreed,
92% of the respondents are strongly agreed, 0% of the respondents are disagreed and strongly
disagreed.
32
CHART 3.9
IDENTIFICATION OF SELF CONTRIBUTION
50
45
40
35
30
25
20
15
10
0
Agree(8%) Strongly agree(92%) disagree(0%) Strongly disagree(0%)
33
TABLE 3.10
KIND OF CONTRIBUTION
Monetary 45 90
Non- Monetary - -
Both 5 10
TOTAL 50 100
INFERENCE:
From the above table, it is inferred that the above factors in 90% of the respondents are
monetary, 0% of the respondent are Non-monetary, 10% of the respondents belongs to both.
34
CHART 3.10
KIND OF CONTRIBUTION
50
45
40
35
30
25
Monetary(45%); 45
20
15
10
5
Both; 5
0
Monetary(45%) Non-Monetary(0%) Both
35
TABLE 3.11
PREFERABLE CONTRIBUTION
Monetary 40 80
Non-monetary 2 4
Both 8 16
TOTAL 50 100
INFERENCE:
From the above table, it is inferred that the above factors in 80% of the respondents are
monetary, 4% of the respondent are Non-monetary, 16% of the respondents belongs to both.
36
CHART 3.11
PREFERABLE CONTRIBUTION
45
40
35
30
25
20
15
10
0
Monetary(80%) Non-Monetary(4%) Both(16%)
37
TABLE 3.12
PERFORMANCE BASED ON CONTRIBUTION
FACTORS NO.OF RESPONDENT PERCENTAGE

(%)
Agree 22 44
Neutral 2 4
Disagree - -
TOTAL 50 100
INFERENCE:
From that above table, it is inferred that above factors in 44% of the respondents are agreed,
52% of the respondents are strongly agreed, 4% of the respondents are neutral, 0% of the
respondents are disagreed and strongly disagreed.
38
CHART 3.12
PERFORMANCE BASED ON CONTRIBUTION
30
25
20
15
10
0
Agree(44%) Strongly Agree(52%) Neutral(4%) Disagree(0%) Strongly disagree(0%)
39
TABLE 3.13
CONTRIBUTION HELP TO IMPROVED PERFORMANCE
FACTORS NO. OF PERCENTAGE (%)

RESPONDENT
Agree 15 30
Neutral 5 10
Disagree 6 12
Strongly Disagree 4 8
TOTAL 50 100
INFERENCE:
respondents are disagreed, 8% of the respondents are strongly disagreed.
40
CHART 3.13
CONTRIBUTION HELP TO IMPROVE PERFORMANCE
25
20
15
10 20
15
6
5
4
0
Agree(30%) Strongly agree(40%) Neutral(10%) Disagree(12%) Strongly Disagree(8%)
41
TABLE 3.14
POTENTIAL DELOPMENT BY CONTRIBUTION
FACTORS NO. OF RESPONDENT PERCENTAGE (%)
Highly Satisfied 12 24
Satisfied 22 44
Neutral 10 20
Highly Dissatisfied - -
Dissatisfied 6 12
TOTAL 50 100
Source: primary Data
INFERENCE:
From that above table, it is inferred that above factor in 24% of the respondents are highly
satisfied, 44% of the respondents are satisfied, 20% of the respondents are neutral, 0% of the
respondents are highly dissatisfied, 8% of the respondents are dissatisfied.
42
CHART 3.14
POTENTIAL DEVELOPMENT BY CONTRIBUTION
25
20
15
22
10
12
5 10
0 0
Highly satisfied(24%) Satisfied(44%) Neutral(10%) Highly dissatisfied(0%) Dissatisfied(6%)
43
TABLE 3.15
BENEFITS OF CONTRIBUTION
Promotion 5 10
Incentives 28 56
Reward 6 12
Award 9 18
All the above 2 4
TOTAL 50 100
INFERENCE:
From that above table, it is inferred that above factor in 10% of the respondents gained
Promotion, 56% of the respondents gained Incentives, 12% of the respondents gained
Reward, 18% of the respondents gained Award, 4% of the respondents gained all the above.
44
CHART 3.15
BENEFITS OF CONTRIBUTION
30
25
20
15
10
0
promotion(10%) Incentives(56%) reward(12%) award(185) all the above
45
TABLE 3.16
CONTRIBUTION HELP TO EMPLOYEE RETENTION
FACTORS NO. OF RESPONDENT PERCENTAGE(%)
Agree 11 22
Neutral 10 20
Disagree 1 2
TOTAL 50 100
INFERENCE:
46
47
CHART 3.16
CONTRIBUTION HELP TO EMPLOYEE RETENTION
30
25
20
15
10
0
Agree(22%) Strongly agree(56%) Neutral(10%) Disagree(1%) Strongly disagree(0%)
48
TABLE 3.17
SUPPORT FROM HR DEPARTMENT
Satisfied 10 20
Neutral 9 18
Dissatisfied - -
TOTAL 50 100
INFERENCE:
respondents are highly dissatisfied and dissatisfied.
49
CHART 3.17
SUPPORT FROM HR DEPARTMENT
35
30
25
20
15 31
10
5 10 9
0 0 0
Highly Satisfied(62%) Satisfied(20%) neutral(18%) Highly dissatisfied(0%) Dissatisfied(0%)
50
TABLE 3.18
INCENTIVES SYSTEM
Satisfied 18 36
Neutral 8 16
Dissatisfied 2 4
TOTAL 50 100
INFERENCE:
respondent is highly dissatisfied and 4% of the respondents are dissatisfied.
51
CHART 3.18
INCENTIVES SATISFIED
25
20
15
10
0
highly satiesfied(44%) satiesfied(36%) neutral(16%) highly dissatisfied(0%) dissatisfied(4%)
52
TABLE 3.19
BEST EFFORT AT WORK
Agree 28 56
Strongly Agree 4 8
Neutral 16 32
Disagree 2 4
TOTAL 50 100
INFERENCE:
53
CHART 3.19
BEST EFFORT AT WORK
30
25
20
15
10
0
Agree(56%) strongly agree(8%) neutral(32%) disagree(4%) strongly disagree(0%)
54
TABLE 3.20
ABSENCE OF CONTRIBUTION MAKES THE EMPLOYEE

DISSATISFIED
Agree 4 8
Strongly Agree 8 16
Neutral 1 2
Disagree 22 44
Strongly Disagree 15 30
TOTAL 50 100
INFERENCE:
55
CHART 3.20
ABSENCE OF CONTRIBUTION MAKES THE EMPLOYEE DISSATISFIED
25
20
15
10
0
Agree(8%) Strongly Agree(16%) Neutral(2%) Disagree(44%) Strongly disagree(30%)
56
TABLE 3.21
CONTRIBUTION CREATES CONFIDENCE
Agree 8 16
Neutral 12 24
Disagree 2 4
TOTAL 50 100
INFERENCE:
57
CHART 3.21
CONTRIBUTION CREATES CONFIDENCE
30
25
20
15
10
0
58
TABLE 3.22
OVERALL SATISFACTION
Satisfied 26 52
Neutral 4 8
Dissatisfied 6 12
TOTAL 50 100
INFERENCE:
dissatisfied, 52% of the respondents are satisfied, 8% of the respondents are neutral, 0% of
the respondents are highly dissatisfied, 12% of the respondents are highly dissatisfied.
59
CHART 3.22
OVERALL SATISFACTION
30
25
20
15
10
0
Highly satisfied(28%) Satisfied(52%) Neutral(8%) Dissatisfied(0%) Highly dissatisfied(12%)
60
TABLE 3.23
STRONG CONTRIBUTION BY SUPERIOR
Agree 10 20
Neutral 12 24
Disagree 8 16
TOTAL 50 100
INFERENCE:
61
CHART 3.23
STRONG CONTRIBUTION BY SUPERIOR
25
20
15
10
0
62
CHAPTER 4.1
FINDINGS
 55% of the respondents are at the gender of male, 44% of the

respondents are at the gender of female.
 10% of the respondents are at the age of 18-20, 20% of the respondents
are at the age of 21-25, 24% of the respondents are at the age of 26-30,
8% of the respondents are at the age of 31-35, 38% of the respondents are
at the age of above 35 years.
 12% of the respondents are at the school level, 36% of the respondents
are at the diploma, 22% of the respondents are at the UG, 20% of the
respondents are at the PG, 10 % of the respondents are at the ITI.
 0% of the respondents are at the below Rs.5000,12% of the respondents
are at the Rs.5001 to Rs.8000, 28% of the respondents are at the Rs.8001
to Rs.10000, 24% of the respondents are at the Rs.10001 to Rs.12000,
36% of the respondent are at the Rs.12001 to 36%.
 12% of the respondent are below 3 years,16% of the respondents are 3-6
years, 22% of the respondents are 7-10 years, 30% of the respondents are
11-14 years, 20% of the respondents are above 14 years.
 64% of the respondents are married, 36% of the respondents are
unmarried.
 30% of the respondent are 1- 3 years,36% of the respondents are 3-5
years, 16% of the respondents are 5-9 years, 14% of the respondents are
9-15 years, 4% of the respondents are above 15 years.
 76% of the respondents are self-motivators, 24% of the respondents are
inducing motivators.
 8% of the respondents are agreed, 92% of the respondents are strongly
agreed, 0% of the respondents are disagreed and strongly disagreed.
63
 90% of the respondents are monetary, 0% of the respondent are Non-
monetary, 10% of the respondents belongs to both.
 80% of the respondents are monetary, 4% of the respondent are Non-
monetary, 16% of the respondents belongs to both.
agreed, 4% of the respondents are neutral, 0% of the respondents are
disagreed and strongly disagreed.
disagreed, 8% of the respondents are strongly disagreed.
 24% of the respondents are highly satisfied, 44% of the respondents are
satisfied, 20% of the respondents are neutral, 0% of the respondents are
highly dissatisfied, 8% of the respondents are dissatisfied.
satisfied, 18% of the respondents are neutral, 0% of the respondents are
highly dissatisfied and dissatisfied.
satisfied, 16% of the respondents are neutral, 0% of the respondent is
highly dissatisfied and 4% of the respondents are dissatisfied.
64
 28% of the respondents are highly dissatisfied, 52% of the respondents
are satisfied, 8% of the respondents are neutral, 0% of the respondents are
highly dissatisfied, 12% of the respondents are highly dissatisfied.
65
4.2 SUGGESTIONS
 Organization should give importance to communication between

employees and gain co-ordination to it.
 Skills of the employees should be appreciated.
 Better career development opportunities should be given to the
employees for their improvement.
 The management should study contribution theories for better
contribution.
 Employee contribution helps keep workers satisfied and not looking
for other jobs.
66
4.3 CONCLUSIONS
Contribution is an important aspect within any organisation and consequently ought to be

overseen appropriately if high profitability in the association is normal. Authoritative
administrators should in the manager target impacting positive representative direts through
inspiring them to guarantee that they submit their endeavours towards hierarchical
achievements. According to the study I concluded that the employees are satisfied in their
organization. Contribution plays an important role in a company when it comes to
performance. Every employee is different. Importance of recognizing different type of
managers and workers in order to effectively motivate them. Employees are much more
sensitive to their relationship with their managers and the atmosphere surrounding the
company rather than materialistic goods.
67
BIBLIOGRAPHY
Aswathappa,2006 , Human Resource Management, 4th edition,tmh
Curtis w. Cook and phillip L.Hunsaker, 2006 management and

organizational Behaviour , Mecgraw-Hill Irwin
HRM Review july 2010.by Dr. G C NAG Adjunct professor, IBS- Mumbai
Jyothi P. And DN Venkatesh – 2006, Human resource management, Oxford

University press.
K.Aswathappa, 2006, Organizational Behaviour – Test, Cases and Himalaya

publishing House.
Wayne F.Cascio 2006, Managing Human resources, TMH.
WEB REFERENCES:
www.google.com
www.syndicatebank.co.in
www.contributionnaukrihub.com
www,humanresources.about.com
68
QUESTIONNAIRE
A STUDY ON EMPLOYEE CONTRIBUTION WITH REFERENCE TO

HOTEL OUALITY INN VIHA KUMBAKONAM
NAME:
1.GENDER:
o Male.
o Female.
2.AGE:
o 18-20 years.
o 21-25 years.
o 26-30 years.
o 31-35 years.
o Above 35 years.
3.EDUCATIONAL QUALIFICATION:
o School Level.
o Diploma.
o UG.
o PG.
o ITI.
4.MONTHLY INCOME:
o Below Rs. 5000.

o Rs. 5001 to Rs. 8000.
o Rs. 8001 to Rs. 10000.
o Rs. 10001 to Rs. 12000.
o Rs. 12000 to Rs. 15000.
5.EXPERIENCE:
o Below 3 years.
69
o 3-6 years.
o 7-10 years.
o 11-14 years.
o Above 14 years.
6.MARITAL STATUS:
o Married.
o Unmarried.
7.How many years you are working in the organization?
1-3 years.
o 3-5 years.
o 5-9 years.
o 9-15 years.
o Above 15 years.
8.State the nature of motivating person that you are?
o Self-contribution.
o Inducing motivator.
9.Self-motivator is identified by the organization.
o Agree.
o Strongly Agree.
o Disagree.
o Strongly Disagree.
10.What kind of contribution is followed in your organization?
o Monetary.
o Non-monetary.
o Both.
11.State the opinion of your preferable contribution method?
o Monetary.
70
o Non-monetary.
o Both.
12. Organization give performance based on contribution.
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
13.Contribution helps to improve your performance.
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
14.What is the satisfactory level of your potential development regarding contribution?
o Highly satisfied.
o Satisfied.
o Neutral.
o Highly dissatisfied.
o Dissatisfied.
15.State the benefits gained by you through the contribution?
o Promotion.
o Incentives.
o Reward.
o Award.
o All the above.
16.Do you agree with the employee contribution helps you to stay there again?
71
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
17.Are you satisfied with the support from the HR department?
o Highly satisfied.
o Satisfied.
o Neutral.
o Dissatisfied.
18.How satisfied you are with the incentives provide by the organization?
o Highly satisfied.
o Satisfied.
o Neutral.
o Dissatisfied.
19.You are determined to give your best effort at work each way.
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
20.Absence of contribution makes the employee dissatisfied.
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
72
21.Contribution creating confidence to do a challenging job.
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
22.State the overall satisfaction level on employee contribution.
o Highly satisfied.
o Satisfied.
o Neutral.
o Dissatisfied.
23.You are getting sufficient contribution by your superior.
o Agree.
o Strongly Agree.
o Neutral.
o Disagree.
73

SHANTHINI Project COMPLETED

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

SHANTHINI Project COMPLETED

Uploaded by

Copyright:

Available Formats

CHAPTER - 1

Organization effectiveness has been a topic of discussion and research for

There is a growing awareness in India as well as any other countries,

Modern organizations have been created and sustained in an environment

Guest visiting Quality Inn Viha". Environment of business is not static

Which shows the positive sign of an employee in an organization. As

 Higher productivity level. If people are contributed to work faster and

 Contribution coupled with ability leads to performance.

1.1.4 TYPES OF CONTRIBUTION:

It is the drive to pursue and attain goals. An individual with achievement

Attitude contribution is how people think and feel. It is their self

Fear contribution coercions a person to act against will. It is instantaneous

1.2 LITERATURE REVIEW:

According to THOMAS(2009) the main challenges of contribution in

An interesting viewpoint regarding the issue has been proposed by

1.3.1 Primary objective:

To study on employee contribution with reference to HOTEL QUALITY

1.3.2 Secondary objectives:

 To find out the factors of contribution in the organization.

1.4. SCOPE OF THE STUDY:

 This study helps to know the employee’s contribution.

1.5. NEED OF STUDY:

 To study the level of employee contribution.

1.6.2 Area of study:

The area of study is confined to employees of QUALITY INN,

1.6.3 Research instruments:

1.6.3 Questionnaire Design:

The questionnaire framed for the research study is a structured questionnaire in

1.6.5 Sample size:

Sample size =50

1.6.6 Sampling technique:

The researcher adopted simple random sampling for the study.

1.6.7 TOOL USED FOR ANALYSIS OF DATA:

The collected data have been tabulated and analyzed in a systematic

If refers to specific kind of ratio. It is used to make competition between two or

1.7. DATA COLLECTION METHOD:

It is depending on two types of data. They are

1.7.1 PRIMARY DATA:

The primary data has been collected through

1.7.2 SECONDARY DATA:

1.8. LIMITATIONS OF THE STUDY:

2.1 INDUSTRY PROFILE:

The most common type of accommodation in the hotel industry, a hotel

2.1.2 BED AND BREAKFAST:

An inn is an establishment which provides temporary accommodation,

Resorts are commercial establishment, which will usually consist of a

2.1.7 SERVICED APARTMENTS:

The hotel industry in India can be segmented into four categories

The independent \ unbranded segment comprises more than 70% of the

 Quality Inn VIHA is a luxurious hotel offering discerning business &

2.3 AMENITIES TO ENHANCE STAY:

2.3.1 PROPERTY AMENITES :

2.3.2 HOTEL AMENITIES:

Free Full Breakfast, Elevator(s),Health Club/Spa, Fitness Center,

2.3.3 ROOM AMENITIES :

2.5 HOTEL AT A GLANCE:

 Entrally Located With Easy Access To City’s Attractions

DATA ANALYSIS AND INTERPRETATION

GENDER OF THE RESPONDENTS

AGE NO. OF RESPONDENTS PERCENTAGE (%)

Source: Primary Data

AGE OF THE RESPONDENTS

EDUCATIONAL NO. OF PERCENTAGE