A STUDY ON EMPLOYEE MORALE TOWARDS JEYYAM GLOBAL

FOODS PVT LTD, DEEVATTIPATTI, SALEM

A project submitted to the Periyar University in partial fulfillment of the

requirements for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

BY

M.GANESHKUMAR

20UBA1795

Under the Guidance of

Mrs. Dr.U. MALINI, M.B.A., Ph.D.,

GUEST LECTURER

DEPARTMENT OF MANAGEMENT STUDIES

GOVERNMENT ARTS AND SCIENCE COLLEGE
IDAPPADI- 637 102

APRIL-2023
\

CERTIFICATE
 GOVERNMENT ARTS AND SCIENCE COLLEGE,
IDAPPADI
DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that the project entitled “A STUDY ON EMPLOYEE

MORALE TOWARDS JEYYAM GLOBAL FOODS PVT LTD
,DEEVATTIPATTI,SALEM” is an bonafide work carried out by
M.GANESHKUMAR, (Reg. No.20UBA1795) under my supervision and
guidance during the academic year 2022 – 2023 in partial fulfillment of the
requirements for the award of the degree of BACHELOR OF BUSINESS
ADMINISTRATION and the work is an original one and has not formed
basis for the award of any degree, diploma, associate ship, fellowship of
any other similar title.

GUIDE HOD

Project report evaluation viva-voce examination conducted on

________________.

INTERNAL EXAMINER EXTERNAL EXAMINER

DECLARATION
 DEPARTMENT OF GOVERNMENT ARTS AND SCIENCE
COLLEGE, IDAPPADI
MANAGEMENT STUDIES

DECLARATION

I hereby declare that this project entitled “A STUDY ON EMPLOYEE

MORALE TOWARDS JEYYAM GLOBAL FOODS PVT LTD,
DEEVATTIPATTI, SALEM” submitted to the GOVERNMENT ARTS
AND SCIENCE COLLEGE, IDAPPADI, in partial fulfillment of the
requirements for the award of BACHELOR OF BUSINESS
ADMINISTRATION is an original one and has not been submitted earlier
either to this university or to any other institution for the award of any
degree / diploma.

Date: signature of the Candidate

Place: Idappadi
ACKNOWLEDGEMENT
 DEPARTMENT OF GOVERNMENT ARTS AND SCIENCE
COLLEGE, IDAPPADI
MANAGEMENT STUDIES

ACKNOWLEDGEMENT

I extend my whole hearted gratitude to LORD ALMIGHTY for having given me

the physical and mental strength to complete this project successfully.

I express my sincere thanks to Honorable VICE CHANCELLOR and

REGISTRAR, Periyar University, Salem for having given me the opportunity to pursue
BBA course. I express my deep sense of gratitude to Dr. J. JEROM FERNANDO,
M.A., M.Phil., Ph.D., Principal, Government Arts and Science College, Idappadi for
providing me the opportunity to do the project.

I take this opportunity to express my profound thanks to my distinguished guide Dr.

S. RAVI, M.B.A., M.B.M., M.Phil., Ph.D., Assistant Professor and Head, Department of
Management Studies, Government Arts and Science College, Idappadi for his valuable
guidance for the successful completion of this project.

I Would like to express my sincere thanks to my guide., Mrs. Dr. U. MALINI, M.B.A.,
Ph.D., Guest Lecturer, Department of Management Studies, Government Arts and Science
College, Idappadi for his valuable guidance for the successful completion of this project work.

I would like to express my sincere thanks to my Department faculty members., J.S.

MAHESWARAN, M.B.A., SET., MR . V. MANJULA, M.Com., M.B.A., M.Phil., Ph.D
.., Dr. M. MURUGESAN, M.Com., M.B.A., M.Phil., Ph.D., Guest Lecturers for their
valuable suggestions and encouragement.

I also thank the Manager and Staff members of “JEYYAM GLOBAL FOODS PVT
LTD, DEEVATTIPATTI,SALEM” for permitting and guiding me to complete my
project successfully.
M.GANESHKUMAR
 CONTENTS
CHAPTER NO TITTLE PAGE NO

I 1.1 INTRODUCTION 1

1.2 OBJECTIVES OF THE STUDY 6

1.3 SCOPE OF THE STUDY 7

1.4 LIMITATIONS OF THE STUDY 8

2. PROFILE OF THE STUDY 9

II
2.1 INDUSTRY PROFILE 9

2.2 COMPANY PROFILE 11

III 3. RESEARCH METHODOLODY 18

IV 4. DATA ANALYSIS AND INTERPRETATION 20

V FINDINGS, SUGGESTIONS AND CONCLUSION 62

BIBLIOGRAPHY 65

APPENDIX 66
 LIST OF TABLES
TABLES PARTICULAR PAGE

NO NO

4.1 AGE GROUP OF THE RESPONDENTS 20

4.2 GENDER OF THE RESPONDENTS 22

4.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 24

4.4 MONTHLY INCOME OF THE RESPONDENTS 26

4.5 EXPERIENCE OF THE RESPONDENTS 28

4.6 SATISFACTION WITH THE PRESENT JOB 30

4.7 EMPLOYEE SATISFACTION IN THE ORGANIZATION 32

4.8 EMPLOYEES OPPORTUNITIES FOR IMPROVEMENT 34

4.9 EMPLOYEES WORKING ENVIRONMENT 36

4.10 EMPLOYEES RELATIONSHIP WITH SUPERIORS AND CO-WORKERS 38

4.11 EMPLOYEES JOB RESPONSIBLITIES 40

4.12 EMPLOYEES INDEPENDENCE TO EXPRESS THEIR VIEWS OR IDEAS 42

4.13 POLICIES AND ADMINISTRATIVE PRACTICES OF THH COMPANY 44

4.14 EMPLOYEES FEELING ABOUT THEIR WORKLOAD 46

4.15 EMPLOYEES JOB CREATIVENESS 48

4.16 OPPORTUNITIES FOR THEIR KNOWLEDGE AND SKILLS 50

4.17 EMPLOYEES GOALS FOR ACHIEVEMENT 52

4.18 APPRECIATION ABOUT THE QUALITY OF WORK 54

4.19 SUGGESTION FOR IMPROVEMENT OF THE COMPANY 56

4.20 EMPLOYEES OPINION ABOUT SWITCHING JOBS 58

4.21 INVOLVEMENT OF THE JOB 60

 LIST OF CHARTS
CHARTS PARTICULAR PAGE

NO NO

4.1 AGE GROUP OF THE RESPONDENTS 21

4.2 GENDER OF THE RESPONDENTS 23

4.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 25

4.4 MONTHLY INCOME OF THE RESPONDENTS 27

4.5 EXPERIENCE OF THE RESPONDENTS 29

4.6 SATISFACTION WITH THE PRESENT JOB 31

4.7 EMPLOYEE SATISFACTION IN THE ORGANIZATION 33

4.8 EMPLOYEES OPPORTUNITIES FOR IMPROVEMENT 35

4.9 EMPLOYEES WORKING ENVIRONMENT 37

4.10 EMPLOYEES RELATIONSHIP WITH SUPERIORS AND CO-WORKERS 39

4.11 EMPLOYEES JOB RESPONSIBLITIES 41

4.12 EMPLOYEES INDEPENDENCE TO EXPRESS THEIR VIEWS OR IDEAS 43

4.13 POLICIES AND ADMINISTRATIVE PRACTICES OF THH COMPANY 45

4.14 EMPLOYEES FEELING ABOUT THEIR WORKLOAD 47

4.15 EMPLOYEES JOB CREATIVENESS 49

4.16 OPPORTUNITIES FOR THEIR KNOWLEDGE AND SKILLS 51

4.17 EMPLOYEES GOALS FOR ACHIEVEMENT 53

4.18 APPRECIATION ABOUT THE QUALITY OF WORK 55

4.19 SUGGESTION FOR IMPROVEMENT OF THE COMPANY 57

4.20 EMPLOYEES OPINION ABOUT SWITCHING JOBS 59

4.21 INVOLVEMENT OF THE JOB 61

 CHAPTER – I

1.1 INTRODUCTION

Morale

Employee morale refers to an attitude of satisfaction with a desire continue and strive
for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an
employee towards his job, his superior and his organization. It is not static thing, but it changes
depending on working conditions, superiors, fellow workers pay and so on.

Morale may range from to very high to very low. High morale is evident from the
positive feelings of employees such as enthusiasm; desire to obey orders, willingness to co-
operative with workers. Poor or low morale becomes obvious from the negative feelings of
employees such as dissatisfaction, discouragement or dislike of the job.

Meaning of Morale

Morale is a collection of employee’s feelings, attitudes and sentiments towards their

jobs, superiors and organization. It reflects a state of mind of people. Mayo defined morale as
– ‘the maintenance of cooperative living.’

Robert M. Guion has said that, “Morale is a group phenomenon consisting of pattern
of attitudes of members of the group. It refers to the spirit of the organization. It represents the
attitude of individuals and groups in an organization towards their work environment and
towards voluntary cooperation to the full extent of their capabilities for the fulfillment of
organizational goals.

Morale is a fundamental psychological concept. It is not easy to define. Morale is the

degree of enthusiasm and willingness with which the assemblers of a group pull to achieve
group goal. It has been defined differently by different authors. Different definition of morale
can be classified into three major approaches.

 Classical Approach

 Psychological Approach

 Social Approach
CLASSICAL APPROACH

According to this approach the satisfaction of basic needs is the symbol of morale.
According to Robert M.Guion “morale is defined as the extent to which the individual
perceives that satisfaction stemming from total job satisfaction”.

PSYCHOLOGICAL APPROACH

According to this approach the satisfaction of basic needs is the symbol of morale.
According to juriousFillipo “Morale is a mental condition or attitude of individual and groups
which determines their willingness to co-operate”.

SOCIAL APPROACH

According to some experts morale is a social phenomenon. According to Davis

“Morale can be defined as the attitudes of individual and groups towards their work
environment and towards voluntary cooperation to the full extent of their ability in the best
interest at the organization”

Factors Affecting Morale

According to McFarland, 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.

There are twelve factors that influence the morale.

 General workers attitude towards the company.

 General workers attitude towards the supervisor.

 The level of satisfaction with the job stands.

 The level of consideration the supervisor shows his subordinates.

 The work load and the work pressure level.

 The treatment of individuals by management.

  The level of worker pride in the company and its activities.

 The level if worker satisfaction with salaries.

 Worker reactions to the formal communication network in organization.

 Intrinsic job satisfaction level of the workers.

 Worker satisfaction with the progress and opportunities for further progression.

 The worker attitude towards fellow workers.

Employee Morale – Nature and Features

The word morale does not convey any favorable or unfavorable meaning. It is
dynamic in nature represents the attitudes and sentiments of the workers. It is
multidimensional in the sense that it recognizes the influence on job situation as attitudes of
individuals and also includes the role of human needs as motivational force.

The other features of morale are as follows:

 It is composite of feelings, attitudes and sentiments of the employees.

 It is the degree or enthusiasm and willingness with which the employees contribute
their efforts towards the organizational goals.
 It is different from job satisfaction because morale refers to group concept while job
satisfaction is an individual concept.
 The degree of morale can be estimated through labor absenteeism and turnover.
 It is both an individual and a group phenomenon. The high moral is reflected in good
team and team spirit in case of group morale.
 Morale is the primary concern of the management because high production and
productivity of workers are the direct result of high morale.

The following important characteristics of morale

 Morale is a state of mental health which is closely associated with loyalty, egoism and
enthusiasm.
 Morale is a densification of group interest, interest of organization, fellow workers and
requirements of the job.
 Morale is the subjective feeling of the employees.
  Morale affects behavior, performance and discipline.
 Morale can be assessing in the form of productivity, employee discipline, absenteeism
and turnover.
 Morale is an index of good industrial relations.

Employee Morale – Factors Influencing the Morale of Employees in a Work Organization

The factors affecting morale of employees in a work organization can be logically grouped
under the follower two categories:

A. External and

B. Internal.

A. External Factors (Exogenous Factors):

These are the factors external to the Organization. These comprise of the personality of
the individual Employee, his psychological make-up, level of intelligence, his physical health,
family background and relations with social groups and friends. Every human being is unique
just like fingerprints. When an individual comes to the work place he carries all these factors
with him.

These factors influence his perceptions, attitudes that, in turn, affect the morale. Since
these are external factors that are outside the control of managers, managers can do very little
to change, control or influence them. But it cannot be denied that external factors also influence
morale of employees.

B. Internal Factors (Endogenous Factors):

These are the factors that come under the domain of control of management. These
include:

1. Organizational Goals:

Perhaps the single most important factor that can have profound influence on the morale
of employees is the Organizational objectives. If the goals set by management are worthwhile,
valid and useful, then workers develop a positive feeling toward the job and the Organization.
Allowing workers participation in setting goals enhances morale of the employees to a larger
extent.

2. Organizational Structure:

Structure is another influential factor of morale. In a sound structure where lines of

authority are clearly specified; and responsibility is precisely defined and where there is candid
communication among the people, morale tends to be high. Further, if the structure of the
Organization is such that employees associate with management at least now and then, helps
remove the sense of isolation and misunderstanding among employees, about the Organization
serves to build morale. Normally, in decentralized structures morale will be high.

3. Nature of Work:

Perhaps the biggest factor that affects morale of employee is the nature of the task he
confronts. If he is asked to do time and again the dull, monotonous and repetitive jobs, he might
feel depressed adversely affecting his morale. On the other hand, if an employee is asked to do
some challenging tasks his morale may be high.

4. Working Conditions:

Morale is also a direct function of the conditions in the place of work. Morale will be
generally high when employees are placed in a clean, safe, comfortable and pleasant
environment. People generally feel suffocated if they are placed in a congested environment,
which adversely affects the morale. Good working conditions are, therefore, sine qua non for
high morale of the employees in an Organization.

5. Compensation:

Morale of the employees is also influenced by the compensation schemes in the

Organization. Inadequate compensation leads to low morale and low job satisfaction and may
also result in law productivity. Organizations cannot afford to ignore the financial and non-
financial rewards to the employees. Organizations generally come out with such schemes of
compensation that high employee morale will be maintained.
1.2 OBJECTIVES OF THE STUDY

 To identify the morale level of the employees.

 To find out the attributes that influences their morale.

 To determine the employee’s attitude towards their working conditions.

 To provide some valuable suggestions to the organization to increase the morale of the
employees.
1.3 SCOPE OF THE STUDY

The scope of the study may include the information obtained through the study in the
following areas:

 To identify the drawbacks in the existing system

 To enhance the opportunities for improvement and self development
 To provide creative job to the employees
 To improve participative management techniques
 To improve the system in human resource development area
1.4 LIMITATIONS OF THE STUDY

 Due to the time constraint the study is made only with limited respondents.

 There is a chance of personal bias which affects the original data.

 As the research is done only in Jeyyam global foods , so it cannot be applicable for
other company’s employees.

 Limited number of respondents has been chosen due to time constraint and this could
affect the accuracy of result to certain extent.
 CHAPTER II

2. PROFILE OF THE STUDY

2.1 INDUSTRY PROFILE

Workers in the food manufacturing industry link farmers and other agricultural
producers with consumers. They do this by processing raw fruits, vegetables, grains, meats,
and dairy products into finished goods ready for the grocer or wholesaler to sell to households,
restaurants, or institutional food services.

Food manufacturing workers perform tasks as varied as the many foods we eat. For
example, they slaughter, dress, and cut meat or poultry; process milk, cheese, and other dairy
products; can and preserve fruits, vegetables, and frozen specialties; manufacture flour, cereal,
pet foods, and other grain mill products; make bread, cookies, cakes, and other bakery products;
manufacture sugar and candy and other confectionery products; process shortening, margarine,
and other fats and oils; and prepare packaged seafood, coffee, potato and corn chips, and peanut
butter. Although this list is long, it is not exhaustive. Food manufacturing workers also play a
part in delivering numerous other food products to our tables.

The food industry is a complex, global network of diverse businesses that supplies most
of the food consumed by the world's population. The food industry today has become highly
diversified, with manufacturing ranging from small, traditional, family-run activities that are
highly labour-intensive, to large, capital-intensive and highly mechanized industrial processes.
Many food industries depend almost entirely on local agriculture, produce, or fishing.

It is challenging to find an inclusive way to cover all aspects of food production and
sale. The UK Food Standards Agency describes it as "the whole food industry –
from farming and food production, packaging and distribution, to retail and
catering." The Economic Research Service of the USDA uses the term food system to describe
the same thing, stating: "The U.S. food system is a complex network of farmers and the
industries that link to them. Those links include makers of farm equipment and chemicals as
well as firms that provide services to agribusinesses, such as providers of transportation and
financial services. The system also includes the food marketing industries that link farms to
consumers, and which include food and fiber processors, wholesalers, retailers, and foodservice
establishments." The food industry includes:
  Agriculture: raising crops, livestock, and seafood. Agricultural economics.
 Manufacturing: agrichemicals, agricultural construction, farm machinery and
supplies, seed, etc.
 Food processing: preparation of fresh products for market, and manufacture of
prepared food products
 Marketing: promotion of generic products (e.g., milk board), new
products, advertising, marketing campaigns, packaging, public relations, etc.
 Wholesale and food distribution: logistics, transportation, warehousing
 Foodservice (which includes catering)
 Grocery, farmers' markets, public markets and other retailing
 Regulation: local, regional, national, and international rules and regulations for food
production and sale, including food quality, food security, food safety,
marketing/advertising, and industry lobbying activities
 Education: academic, consultancy, vocational
 Research and development: food science, food microbiology, food technology, food
chemistry, and food engineering
 Financial services: credit, insurance

Areas of research such as food grading, food preservation, food rheology, food
storage directly deal with the quality and maintenance of quality overlapping many of the
above processes. Only subsistence farmers, those who survive on what they grow, and hunter-
gatherers can be considered outside the scope of the modern food industry. The dominant
companies in the food industry have sometimes been referred to as Big Food, a term coined by
the writer Neil Hamilton.

Quality control and quality assurance are vital to this industry. The U.S. Department of
Agriculture's (USDA) Food Safety and Inspection Service branch oversees all aspects of food
manufacturing. In addition, other food safety programs have been adopted as issues of chemical
and bacterial contamination and new food-borne pathogens remain a public health concern.
2.2 COMPANY PROFILE

Originating from Tamilnadu, India, Jeyyam is a food product brand catering to the
kitchens of Tamilians across the globe. With more than 40 years of experience in
manufacturing, ‘Jeyyam’ brand has earned the trust and loyalty of its distributors, retailers and
customers solely for its best quality Pulses, Dal varieties, Ready-to-Cook (RTC) and Ready-
to-Eat (RTE) products.

‘Jeyyam’ brand stays true to traditional cooking style and blends in as an everyday
ingredient for a wholesome meal. Leveraging best-in-class manufacturing technologies and
innovative methods to meet the needs of the customers, has led to associating the ‘Jeyyam’
brand with Excellence!

Jeyyam offers an extensive range of products of premium quality and taste. Our product
line consists of more than 90 different types of Ready-to-Cook (RTC) and Ready-to-Eat (RTE)
products. It includes dals, pulses, blended spices, pickles, instant mixes, noodles, vermicelli,
asafoetida, iodized salt and so on.

Apart from the consumer-packaged category products, Jeyyam also offers products in
the bulk division. Whether you’re an individual looking to buy products to cook a meal for
your family or a retailer/wholesaler interested in buying products to build your business; we
will be happy to serve you. Order online on our e-commerce platform or reach out to us at the
number/e-mail ID on our contact page, for any queries.

Vision

Building the most trusted food business offering the best of quality, taste and tradition

Mission

To be the most admired food company known for quality, taste and tradition
Values

Commitment: Quality first

We are committed to always delivering the best quality products to our customers. We
focus on leveraging innovative procedures that contribute to achieving our primary goal -
Customer Satisfaction.

Team work: Combined effort; Sustained Progress

Our success, sustenance and growth are the fruits of the collaborative efforts of all the
employees and associates of Jeyyam. We truly believe that our employees are our biggest
assets. Hence, we ensure that we provide an employee-friendly environment, devise policies
keeping their welfare in mind and also offer them the rewards for their dedication and hard
work.

Ethics: Uncompromising Integrity, Transparency, Reliability

We provide utmost transparency to our customers as we know that to gain their trust;
we need to be genuine and righteous in everything we do. We follow standard practices and
strictly conform to statutory norms.

Eco-conscious: Environmental Safety

A healthy environment helps in the growth and nourishment of everything that’s within.
Keeping that in mind, we ensure that none of our processes cause any kind of damage on any
level to the environment. We truly believe that as long as we are reaping the benefits from the
environment, we are also responsible to safeguard and conserve it.

Performance: Efficient business

We strive at being excellent and excellence is to do the most ordinary things in the most
exceptional ways. For this, we develop and utilize our expertise and competence to the best of
our ability. Productivity through hard work and perseverance is our motto.
2.3 PRODUCT PROFILE

1. DALS

Our range of dals includes moong dal, toor dal, urad dal, fried gram and so on.

Fried Gram Split Fried Gram Whole Moong Dal

Sambar Dal Toor Dal Urad Dal

2. FLOUR VARIETIES

We offer the best quality flour varieties for a tasty and healthy meal. Our range of flours
includes chakki fresh atta, rice flour, corn flour, ragi flour, rava, rice puttu flour and so on.

Chakki Fresh Atta Gram Flour Gram Flour with Multigrains Maida
3. RICE, SALT AND SUGAR

Filled with aroma and taste, our rice variety takes your everyday meal to the next level
of luxury. Our range of rice includes boiled ponni rice, basmati rice, idli rice &jeeraga samba
rice.

Iodized Salt Sugar

4. INSTANT MIXES

Rich in taste and full of nutrition, these mixes saves your precious time and prepares a
quick meal in a jiffy. Try our bajji/bonda mix, gulabjamun mix, rice mixes & health drink
mixes.

Adai Mix BajjiBonda Mix IdliDosaPodi Lemon Rice Powder

RavaIdli Mix Tamarind Rice Powder Badam Drink Mix GulabJamun Mix

Health Mix Powder SemiyaPayasam Mix

5. RAVA

Fine variety of rava for all types of dishes

Samba RavaSooji (Double Roasted Rava)

6. BLENDED SPICES POWDER

Our blended spices are widely used in Indian cuisine, from curries to soups. Our range
of blended spices includes masala powders, sambar powder, biriyani masala & so on.

Biryani Masala Curry Masala Garam Masala KulambuChilli Powder

Rasam Powder Sambar Powder Vathakulambu Powder

Ground Spices Powder

Our ground spices are widely used in Indian cuisine.

Chilli Powder Coriander Powder Turmeric Powder

Speciality products

Asafoetida Powder

ADDRESS

JEYYAM GLOBAL FOODS PVT LTD

SF No. 42, Deevattipatti,

OmalurTaluk, Salem
 CHAPTER –III

3. RESEARCH METHODOLOGY

Research methodology is a way to systematically solve research problem. Research

methodology is understood as a source of the study how to research is done scientifically. The
various steps adopted by a researcher in studying the research problem along with the logic.
The project work entitled “A study on employee’s morale towards jeyyam global foods pvt ltd
with reference to salem”.

RESEARCH DESIGN

The research designs constitute the blue print for the collection, measurement and
analysis of data. There are types of research design; they are exploratory research design,
experimental research design and describe and diagnostic research design. The research had
adopted descriptive research design for the study.

SAMPLE DESIGN

A sample is a subset from the total population. A sample is a subset from the total
population. It refers to the techniques or the procedure to the research would adopt in selecting
items for the sample (i.e) the size of the sample

METHOD OF DATA COLLECTION

A descriptive research was undertaken to the study of the problem. The study is
descriptive in nature. Descriptive research is those which are concerned with describing the
characteristics of a particular individual of a group. The descriptive research describes the
demographic the characteristic of the respondents and is typical concern with determining
frequency with something occurs how the variables vary together.

SAMPLING SIZE:

The sample size is certified to its nature of data collection. Data collection is based on
the Secondary data. 100 respondents are taken as the sample for this study.
DATA COLLECTION

Primary Data

It was collected through questionnaire further this data, are processed and tabulated
using graphs the tables where analysed and the finding has been drawn accordingly.

Secondary Data

The secondary data were collected from different sources. In the current context the
secondary data was collected through published books company records, journals, magazines
and related web sites.

SAMPLING TECHNIQUE

The sampling technique used in this study is “convenience sampling” when the
population element for inclusion in the sample is based on the ease of access. It can be called
as convenience

TOOLS & TECHNIQUES:

1. Simple percentage Analysis

SIMPLE PERCENTAGE ANALYSIS

This method is used to compare two or more series of data, to describe the relationship
or the distribution of two or more series of data. Percentage analysis test is done to find out the
percentage of the response of the response of the respondent.
No. of respondents

Simple percentage = ……………………………… X 100

Total No. of respondents

 CHAPTER – IV

DATA ANALYSIS AND INTERPRETATION

TABLE NO – 4.1

AGE OF THE RESPONDENTS

AGE NO. OF RESPONDENTS PERCENTAGE (%)

Below 25 years 20 20%

25 – 30 years 32 32%

30 – 35 years 30 30%

Above 35 years 18 18%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 20% of the respondents are in the age of below 25 years,
32% of the respondents are in the age between 25 - 30 years, 30% of the respondents are in
the age between 30 – 35 yearsand 18% of the respondents are in the age above 35 years.

Hence it concluded that most 32% of the respondents are in the age of 30 – 35 years.
 CHART NO - 4.1

AGE OF THE RESPONDENTS

35% 32%
30%
30%

25%
20%
20% 18%
AGE

15%

10%

5%

0%
Below 25 years 25 – 30 years 30 – 35 years Above 35 years
Axis Title
 TABLE NO - 4.2

GENDER OF THE RESPONDENTS

GENDER NO. OF RESPONDENTS PERCENTAGE (%)

Male 68 68%

Female 32 32%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that gender 68% of the respondents are male, and 32% of the
respondents are female.

Majority 68% of the respondents are male.

 CHART NO - 4.2

GENDER OF THE RESPONDENTS

32%

Male
Female

68%
 TABLE NO - 4.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

QUALIFICATION NO. OF RESPONDENTS PERCENTAGE ( % )

Diploma 62 62%

Graduates 18 18%

Post Graduates 4 4%

Professional 16 16%

Total 100 100%

Source: Primary Data.

INTERPRETATION:

The above table shows that 62% of the respondents educational qualification is diploma,
18% of the respondents educational qualification is under graduates, 4% of the respondents
educational qualification is post graduates, 16% of the respondents educational qualification is
professional.

Hence it concluded most 62% of the respondents are studied educational qualification in
diploma.
 CHART NO - 4.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

70% 62%

60%

50%
Percentage

40%
18%
30% 16%

4%
20%

10%

0%
Diploma Graduates Post Graduates Professional
Educational qualification
 TABLE NO - 4.4

MONTHLY INCOME OF THE RESPONDENTS

INCOME NO. OF RESPONDENTS PERCENTAGE ( % )

Below Rs.10,000 20 20%

Rs.10,000 – Rs.15,000 45 45%

Rs.15,000 – Rs.20,000 19 19%

Above Rs.20,000 15 15%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 20% of the respondents income level is Below Rs.10,000,
45% of the respondents income level is Rs.10,000 – Rs.15,000, 19% of the respondents income
level is Rs.15,000 – Rs.20,000 and 15% of the respondents’ income level is Above Rs.20,000.

Hence it concluded most 52% of the respondent’s income level is Rs.10,000 – Rs.15,000.
 CHART NO - 4.4

MONTHLY INCOME OF THE RESPONDENTS

50% 45%
45%
40%
35%
PERCENTAGE

30%
25% 20% 19%
20% 15%
15%
10%
5%
0%
Below Rs.10,000 Rs.10,000 – Rs.15,000 – Above Rs.20,000
Rs.15,000 Rs.20,000
INCOME
 TABLE NO - 4.5

EXPERIENCE OF THE RESPONDENTS

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (% )

Below 5 years 41 41%

5 – 8 years 30 30%

8 – 10 years 19 19%

Above 10 years 10 10%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 41% of the respondents are having in below 5 years’
experience, 30% of the respondents are having 5 –8 years’ experience, 19% of the respondents
are having 8 – 10 years’ experience and remaining 10% of the respondents are having Above
10 years

Hence it concluded most 41% of the respondents are having in below 5 years’
experience
 CHART NO - 4.5

EXPERIENCE OF THE RESPONDENTS

45% 41%
40%
35% 30%
PERCENTAGE

30%
25% 19%
20%
15% 10%
10%
5%
0%
Below 5 years 5 – 8 years 8 – 10 years Above 10
years
EXPERIENCE
 TABLE NO – 4.6

SATISFACTION WITH THE PRESENT JOB

PRESENT JOB NO. OF RESPONDENTS PERCENTAGE ( % )

Highly satisfied 45 45%

Satisfied 33 33%

Dissatisfied 15 15%

Highly dissatisfied 7 7%

Total 100 100%

Source: Primary Data.

INTERPRETATION:

The above table shows that 45% of the respondents are highly satisfied with the present
job, 33% of the respondents are satisfied with the present job, 15% of the respondents are
dissatisfied with the present job, and 7% of the respondents are highly dissatisfied with the
present job.

Hence it concluded that most 45% of the respondents are highly satisfied with the
present job.
 CHART NO - 4.6

SATISFACTION WITH THE PRESENT JOB

45%
45%
33%
40%
35%
30%
Percentage

25% 15%
20%
15%
7%
10%
5%
0%
Highly satisfied Satisfied Dissatisfied Highly
dissatisfied
Present job
 TABLE NO – 4.7

EMPLOYEE SATISFACTION IN THE ORGANIZATION

ORGANIZATION NO. OF RESPONDENTS PERCENTAGE ( % )

Recognition 31 31%

Promotion 39 39%

Pay 21 21%

Bonus 19 19%

Total 100 100%

Source: Primary Data.

INTERPRETATION:

The above table shows that 31% of the respondents are satisfaction in the recognition,
39% of the respondents are satisfaction in the promotion, 21% of the respondents are
satisfaction in the pay, and remaining 19% of the respondents are satisfaction in the bonus.

Hence it concluded that most 39% of the respondents are satisfaction in the promotion
 CHART NO -4.7

EMPLOYEE SATISFACTION IN THE ORGANIZATION

45%
39%
40%
35%
31%
30%
Percentage

25%
21%
19%
20%
15%
10%
5%
0%
Recognition Promotion Pay Bonus
Organization
 TABLE NO – 4.8

EMPLOYEES OPPORTUNITIES FOR IMPROVEMENT

PERIOD NO. OF RESPONDENTS PERCENTAGE ( % )

Very often 18 18%

Often 38 38%

Sometimes 35 35%

Rarely 9 9%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 18% of the respondents are getting the opportunities at very
often, 38% of the respondents are getting the opportunities at often, 35% of the respondents are
getting the opportunities at sometimes, and 9% of the respondents are getting the opportunities at
rarely.

Hence it concluded most 38% the respondents are get the opportunities for improvement
through training at often.
 TABLE NO – 4.8

EMPLOYEES OPPORTUNITIES FOR IMPROVEMENT

40%
38% 35%
35%

30%

25%
Percentage

18%
20%

15% 9%

10%

5%

0%
Very often Often Sometimes Rarely
Oppertunities
 TABLE NO – 4.9

EMPLOYEES WORKING ENVIRONMENT

PERIOD NO. OF RESPONDENTS PERCENTAGE ( % )

Resting facilities 32 32%

Sanitary conditions 26 26%

Ventilation & Lighting 15 15%

Water facilities 27 27%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 32% of the respondents are resting facility, 26% of the
respondents are sanitary conditions, 15% of the respondents are ventilation &Lighting facilities,
27% of the respondents are water facilities.

The Most 32% of the respondents are resting facility

 CHART NO –4.9

EMPLOYEES WORKING ENVIRONMENT

35% 32%

30% 27%
26%
25%
Percentage

20%
15%
15%

10%

5%

0%
Resting facilities Sanitary conditions Ventilation & Water facilities
Lighting
Enironment
 TABLE NO -4.10

EMPLOYEES RELATIONSHIP WITH SUPERIORS AND CO-WORKERS

FACTORS NO. OF RESPONDENTS PERCENTAGE ( % )

Good 54 54%

Neutral 20 20%

Bad 24 24%

Very bad 2 2%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 54% of the respondents are having good relationship with
their superiors and co-workers, 20% of the respondents are having neutral relationship with
their superiors and co-workers, 24% of the respondents are having bad relationship with their
superiors and co-workers, 2% of the respondents are having very bad relationship with their
superiors and co-workers.

Hence it concluded that most 54% of the respondents are good get along with their
superiors and co-workers.
 CHART NO – 4.10

EMPLOYEES RELATIONSHIP WITH SUPERIORS AND CO-WORKERS

60% 54%

50%

40%
Percentage

24%
20%
30%

20% 2%

10%

0%
Good Neutral Bad Very bad
Co-workers
 TABLE NO – 4.11

EMPLOYEES JOB RESPONSIBILITIES

RESPONSIBILITIES NO. OF RESPONDENTS PERCENTAGE ( % )

Excellent 21 21%

Good 55 55%

Moderate 24 24%

Poor 0 0

Total 100 100%

Source: Primary Data.

INTERPRETATION:

The above table shows that 21% of the respondents are rate their job responsibility as
Excellent, 55% of the respondents are rate their job responsibility as Good, 24% of the
respondents are rate their job responsibility as Moderate.

Hence it concluded that most 55% of the respondents are rating their job responsibility
as Good.
 CHART NO– 4.11

EMPLOYEES JOB RESPONSIBILITIES

55%
60%

50%

40%
Percentage

24%
21%
30%

20%

0
10%

0%
Excellent Good Moderate Poor
Responsibility
 TABLE NO – 4.12

EMPLOYEES INDEPENDENCE TO EXPRESS THEIR VIEWS OR IDEAS

INDEPENDENCE NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 55 55%

No 45 45%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 55% of the respondents are said yes for share their views
and ideas with their superiors, 45% of the respondents are said no for share their views and
ideas with their superiors.

Hence it concluded that most 55%of the respondents are said yes for share their views
and ideas with their superiors.
 CHART NO – 4.12

EMPLOYEES INDEPENDENCE TO EXPRESS THEIR VIEWS OR IDEAS

45%

Yes
No

55%
 TABLE NO – 4.13

POLICIES AND ADMINISTRATIVE PRACTICES OF THE COMPANY

OPINION NO. OF RESPONDENTS PERCENTAGE ( % )

Strongly agree 10 10%

Agree 52 52%

Neutral 36 36%

disagree 2 2%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 10% of the respondents are strongly agree the policies of
the company, 52% of the respondents are agree the policies of the company, 36% of the
respondents are said neutral the policies of the company, 2% of the respondents are Disagree
the policies of the company.

Hence it concluded that most 52% of the respondents are agree with the policies and
administrative practices of the company.
 CHART NO– 4.13

POLICIES AND ADMINISTRATIVE PRACTICES OF THE COMPANY

60% 52%

50%

36%
40%
Percentage

30%

10%
20%
2%

10%

0%
Strongly agree Agree Neutral disagree
Administrative
 TABLE NO – 4.14

EMPLOYEES FEELING ABOUT THEIR WORKLOAD

WORK LOAD NO. OF RESPONDENTS PERCENTAGE ( % )

Over load 22 22%

Moderate 40 40%

Under load 36 36%

Optimal 2 2%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 20% of the respondents are feel their workload is over,
52% of the respondents are feel their workload is Moderate, 36% of the respondents are feel
their workload is under load, and 2% of the respondents are feel their workload is Optimal.

Hence it concluded that most 52% of the respondents are feeling their workload is
Moderate.
 CHART NO – 4.14

EMPLOYEES FEELING ABOUT THEIR WORKLOAD

36%
40% 40%

35%

30%
22%
25%
Percentage

20%

15%
2%
10%

5%

0%
Over load Moderate Under load Optimal
Work load
 TABLE NO -4.15

EMPLOYEES JOB CREATIVENESS

CREATIVENESS NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 62 62%

No 38 38%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 62% of the respondents are said Yes for share their job allow
to be creative, and 38% of the respondents are said No for share their job allow to be creative.

Hence it concluded that most 62% of the respondents job’s are allow him to be creative.
 CHART NO – 4.15

EMPLOYEES JOB CREATIVENESS

38%

Yes
No

62%
 TABLE NO – 4.16

OPPORTUNITIES FOR THEIR KNOWLEDGE AND SKILLS

OPPORTUNITIES NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 71 71%

No 4 4%

No opinion 25 25%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 71% of the respondents are said yes for their job provide
knowledge and skills, 4% of the respondents are said no for their job provide knowledge and
skills, and 25% of the respondents are having no opinion.

Hence it concluded that most71% of the respondents jobs are provide opportunities to
update their knowledge and skills.
 TABLE NO – 4.16

OPPORTUNITIES FOR THEIR KNOWLEDGE AND SKILLS

25%

Yes
No
4%
No opinion

71%
 TABLE NO – 4.17

EMPLOYEES GOALS FOR ACHIEVEMENT

GOALS NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 95 95%

No 5 5%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 95% of the respondents are set the goals for achievements,
5% of the respondents are not ready to set the goals for their achievement.

Hence it concluded that most 95% of the respondents are set the goals for achievement.
 CHART NO – 4.17

EMPLOYEES GOALS FOR ACHIEVEMENT

100%
95%
90%

80%

70%

60%
Percentage

50%

40%

30%

20% 5%

10%

0%
Yes No
Goals
 TABLE NO – 4.18

APPRECIATION ABOUT THE QUALITY OF WORK

QUALITY OF WORK NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 58 58%

No 4 4%

No opinion 38 38%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 58% of the respondents are said management appreciate their
quality of work, 4% of the respondents are said management will not appreciate their quality of
work, and 38% of the respondents are not ready to tell anything.

Hence it concluded that most 58% of the respondents are said yes for asking management
appreciates your quality of work.
 CHART NO –4.18

APPRECIATION ABOUT THE QUALITY OF WORK

58%
60%
38%
50%

40%
Percentage

30%
4%

20%

10%

0%
Yes No No opinion
Managements
 TABLE NO – 4.19

SUGGESTION FOR IMPROVEMENT OF THE COMPANY

SUGGESTION NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 55 55%

No 10 10%

No opinion 35 35%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 55% of the respondents are said company takes their
suggestion for improvement, 10% of the respondents are said company will not take their
suggestion for improvement, 35% of the respondents are not ready to tell anything.

Hence it concluded that most 55% of the respondents are said company takes their
suggestion for improvement.
 CHART NO – 4.19

SUGGESTION FOR IMPROVEMENT OF THE COMPANY

55%
60%

50%
35%

40%
Percentage

30%

10%
20%

10%

0%
Yes No No opinion
Suggestion
 TABLE NO – 4.20

EMPLOYEES OPINION ABOUT SWITCHING JOBS

JOBS NO. OF RESPONDENTS PERCENTAGE ( % )

Yes 30 30%

No 70 70%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 30% of the respondents are switching the job while a
company gets loss, and 70% of the respondents are continuing the job while a company gets
loss.

Hence it concluded that most 70% of the respondents are didn’t switch over the job
while the company is getting loss.
 CHART NO – 4.20

EMPLOYEES OPINION ABOUT SWITCHING JOBS

30%

Yes
No

70%
 TABLE NO – 4.21

INVOLVEMENT OF THE JOB

INVOLVEMENT NO. OF RESPONDENTS PERCENTAGE ( % )

Total involvement 77 77%

Somewhat involvement 20 20%

Lack of involvement 3 3%

Total 100 100%

Source: Primary Data

INTERPRETATION:

The above table shows that 77% of the respondents are totally involved in their job,
20% of the respondents are somewhat involved in their job, and 3% of the respondents are
lack of involvement in their job.

Hence it concluded that most 77% of the respondents are totally involved in their jobs.
 CHART NO –4.21

INVOLVEMENT OF THE JOB

77%
80%
70%
60%
Percentage

50%
40%
30% 20%
20%
10% 3%

0%
Total involvement Somewhat Lack of
involvement involvement
Involvements
 CHAPTER - V

5. FINDINGS SUDDECTIONS AND CONCLUSION

5.1 FINDINGS

1. Most 32% of the respondents are in the age of 30 – 35 years.

2. Majority 68% of the respondents are male.
3. Most 62% of the respondents are studied educational qualification in diploma.
4. Most 52% of the respondent’s income level is rs.10,000 – rs.15,000.
5. Most 41% of the respondents are having in below 5 years’ experience
6. Most 45% of the respondents are highly satisfied with the present job.
7. Most 39% of the respondents are satisfaction in the promotion
8. Most 38% the respondents are get the opportunities for improvement through training at
often.
9. Most 32% of the respondents are resting facility
10. Most 54% of the respondents are good get along with their superiors and co-workers.
11. Most 55% of the respondents are rating their job responsibility as good.
12. Most 55%of the respondents are said yes for share their views and ideas with their
superiors.
13. Most 52% of the respondents are agree with the policies and administrative practices
of the company.
14. Most 52% of the respondents are feeling their workload is moderate.
15. Most 62% of the respondents job’s are allow him to be creative.
16. Most71% of the respondents jobs are provide opportunities to update their knowledge
and skills.
17. Most 95% of the respondents are set the goals for achievement.
18. Most 58% of the respondents are said yes for asking management appreciates your quality
of work.
19. Most 55% of the respondents are said company takes their suggestion for
improvement.
20. Most 70% of the respondents are didn’t switch over the job while the company is
getting loss.
21. Most 77% of the respondents are totally involved in their jobs.
5.2 SUGGESTIONS

 Only 45% of the employees are satisfied with the present job remaining 35% are
dissatisfied with the payment system. So a company wants to improve the payment
system.

 Resting facility is important for each and every employee but 43% of employees only
satisfied with the resting facility remaining are dissatisfied so improvement of the
resting facility is important.

 Creating jobs that provide opportunity for expression of creativity and competence.

 Drinking water is important for health but that water facility is not good.

 Creating opportunities that will enable the workers to participate in management related
activities.

 Improving the working environmental standards to the extent that they are considered
to be the best.
5.3 CONCLUSION

A researcher had conducted a field to the study of employee morale at Jeyyam global foods
s. Morale is the important for the individual as well as the group. In this research employees
are some of their dissatisfaction and suggestion for their job satisfaction.

Morale in a business organization is an attitude of emotional readiness, which enables an

employee to improve his productivity. When an organization motivates its employee to a high
degree, resultant morale in the organization will be equally high. Motivation is the process and
morale is the product.

Therefore, continuous monitoring and improvement of morale is necessary for an

organization.
 BIBLIOGRAPHY

 Patel Bhoomi and Tarjani Desai (2013) Effect of Workplace Fun on Employee
Morale and Performance. International Journal Of Scientific Research Vol,2(5)323-
325
 Zia Sayma(2011): Effects of organizational team building on employees' morale
& job retention. Business Management Dynamics Vol.1(.7) pp.31-37
 SaxenaChhavi Rani (2012): Employee morale an indicator of success or failure
of an organization. Bauddhik Vol. 3(2) PP. 16-21.
 Abbott, J. (2003), Does employee satisfaction matter? A study to determine
whether low employee morale affects customer satisfaction and profits in the
business-to-business sector , Journal of Communication Management, Vol. 7 No.
4, pp. 333339.

WEBSITES

https://www.jeyyamfoods.com/
 A STUDY ON EMPLOYEE’S MORALE TOWARDSJEYYAM GLOBAL FOODS
PVT LTD WITH REFERENCE TO SALEM
QUESTIONNAIRE

1. Name of the respondent

2. Age
a. Below 25 years ( ) b. 25-30 years ( )
c. 30 – 35 years ( ) c. Above 35 years ( )
3. Gender
a. Male ( ) b. Female ( )
4.Educational qualification
a. Diploma ( ) b. Graduates ( )
c. Post Graduates ( ) d. Professional ( )
5. Income level
a. Below Rs.10,000 ( ) b. Rs.10,000 – Rs.15,000 ( )
c. Rs.15,000 – Rs.20,000 ( ) d. Above Rs.20,000 ( )
6. How long have you been working in this company?
a. Below 5 years ( ) b. 5 – 8 years ( )
c. 8 – 10 years ( ) d. Above 10 years ( )
7. How satisfied are you with the present job?
a. Highly satisfied ( ) b. Satisfied ( )
c. Dissatisfied ( ) d. Highly dissatisfied ( )
8. How often do you get opportunities for improvement through training?
a. Very often ( ) b. Often ( )
c. Sometimes ( ) d. Rarely ( )
9. How do you get along with your superiors and co-workers?
a. Good ( ) b. Neutral ( )
c. Bad ( ) d. Very Bad ( )
10. How do you rate your job responsibilities?
a. Excellent ( ) b. Good ( )
c. Moderate ( ) d. Poor ( )
11. Do you have the independence to express your views or ideas to your superiors?
a. Yes ( ) b. No ( )
12. Are you agree with the policies and administrative practices of the company?
a. Strongly agree ( ) b. Agree ( )
c. Neutral ( ) d. Disagree ( )
13. How do you feel about your work load?
a. Overload ( ) b. Moderate ( )
c. Under load ( ) d. Optimal ( )
14. Does your job allow you to be creative?
a. Yes ( ) b. No ( )
15. Does your job provide opportunities to update your knowledge and skills?
a. Yes ( ) b. No ( )
c. No Opinion ( )
16. Do you set goals for achievement?
a. Yes ( ) b. No ( )
17. Does the top management appreciates your quality of work?
a. Yes ( ) b. No ( )
c. No opinion ( )
18. Does the company take your suggestion for the improvement of the company?
a. Yes ( ) b. No ( )
c. No opinion ( )
19. If the company get loss, Will you switch over jobs
a. Yes ( ) b. No ( )
20. Your involvement with your job
a. Total involvement ( ) b. somewhat involvement ( )
c. Lack of involvement ( )
21. If any suggestion ……………………………………………………