R6 TD 5 Ug 6

CHAPTER I
[1]
INTRODUCTION
In this fast changing and dynamic environment, everyone is having shortage of time.
Everyone has lot many things to do. Due to this, people try to find out ways and
means to save their time and justify lot many things to do at a time. Taking this into
consideration and with the advantage of technology, companies are trying to give
convenience to customers at their doorstep. Online shopping is one such
convenience to customers where they can buy 24 x 7 at their convenience. Online
shopping is the process whereby consumers directly buy goods or services from a
seller in real-time, without an intermediary service, over the Internet. It is a form of
electronic commerce. The sale or purchase of transaction is completed
electronically. The process of buying products or services on an online shop, e-shop,
e-store, internet shop, web shop, web store, online store is called Business-to-
Consumer (B2C) online shopping.
In 1990, Tim Berners-Lee created the first World Wide Web server and browser in
UK. It opened for commercial use in 1991. In 1994, Netscape introduced Secure
Sockets Layer (SSL) encryption of data transferred online, which had become
essential for secured online shopping. Later on, other advances took place, such as
online banking and the opening of an online pizza shop by Pizza Hut. In 1994 itself,
the German company “Intershop” introduced its first online shopping system. In
1995, Amazon launched its online shopping site, and in 1996, eBay also appeared
online. Indian Railway Catering and Tourism Corporation (IRCTC) was the first in
India to interact with the online E-Commerce in 2002. The government of India
came forward with the IRCTC Online Passenger Reservation System, which for the
first time encountered the online ticket booking from anywhere at any time. This
was followed by Airline Agency and then in 2007 online shopping gained
momentum with the introduction of Flipkart with its new business model of deep
discounted.
[2]
Objectives of the study
1). PRIMARY OBJECTIVE

2).SECONDARY OBJECTIVE
1). PRIMARY OBJECTIVE
To study on employee relations and it effects on employee productivity in badve

engineering limited (karnataka).
2).SECONDARY OBJECTIVES
• Study the factors related to employee relations.

• To examine the relationship between employee relations and Performance in
Badve Group of Industries
• To determine how employee relations reduces labor turnover in Organizations
Study the factors related to employee relations.
• To examine the impact of employee relations on team work in organizations like
Badve Group of Industries
• Analyze the impact employee relations on employee performance.
[3]
SCOPE OF THE STUDY
• The scope of this study will cover employee relations and its effects on employee
productivity.
The study will be done mainly in Badve Group of Industries where the researcher
will be able to get all the relevant employees.
• The study focused on the topic. The researcher used a sample comprising of the
employees were sampled to participate in the study.
[4]
LIMITATIONS OF THE STUDY
1. The researcher encountered a limitation in regards to availability of

information.
2. Thus due to the institutions working ethics, the researcher could not get
access to vital information since it was treated as confidential and the
targeted respondents number was not attained since some employees
were on leave.
3. Inadequate funds and availability if time also became a limitation.
[5]
CHAPTER 2
[6]
Company profile
Company name: BADVE Engineering Limited
Address: Narasapura Industrial Rd, Appasandra, Karnataka 563133
Introduction of the company:
Badve Group of Industries is a Tier-1 Automotive OEM Manufacturing Group in India

with a turnaround revenue of INR 5000Cr. We specialize in Automotive Systems for the
Two-wheeler, Three-wheeler and Four-wheeler Passenger and Commercial vehicle niche.
Our Product Portfolio is diversified across Metal Processing, Polymer Processing,
Floriculture, Home Appliances, Foundry, Security Hardware, and Suspension & Mirrors
respectively.
Core values of Badve Group
• Sustainability
• Integrity
• Innovation
• Excellence
• Customer Success
Functions of the company
This Badve group of industry was manufacturing the car and bike (outer and inner parts)
.they are providing. The main concept of the success of the company was to provide the
good quality of products to the costumers it is the back bone of the company.
Departments
In Badve group of industry has many department particularly few important departments
• General Management
• Production
• Quality
• Sales and Purchasing
• Environmental Health and Safety.
• Technical Planning (also known as Engineering)
• Marketing Department
[7]
• Operations Department
• Finance Department
• Sales Department
• Human Resource Department
• Purchase Department.
Manufacturing products:
• Polymer Processing,
• Suspension systems
• Mirrors,
• Home Appliances,
• Security Hardware,
• Floriculture and
• Foundry products.
Employees
Badve Group of Industries nearly 3,000 employs are working in the industry and also
included in all department.
Working hours
In Badve Group of Industries have the 3 shift of working time ( it means 8 hours per day
particularly for labors not for the managers and other staffs in hire superiors
Important clients for this Badve groups
It was the most famous company and also it have a more clients and tie-up with India and
also foreign companies. They was exporting most of the products to other country
important clients are mentioned
Bajaj, Honda, Hero, Suzuki, TVS, Jaguar, Land rovers, Volvo, Elicher, Mahindra,
Royal enfiels, Tata, Ashokleyland, ICA, Faurecia, Emerson, Lg, Fiat, Allengion,
Scanis, Bharat, benz, Ford, Exide, Brose , Tafe
[8]
Review of literature
Etzioni (1975)
identified three different sources and forms of power that could be utilized by employers
and three different forms of involvement. The source and forms and forms of power were
named coercive, remunerative and normative, and the forms of involvement were named
alliterative , calculative and moral.
Schein (1988)
there exists an implicit contractual relationship between the employee and the employer
which is derived from a series of assumptions on the part of employer and employee about
the nature of their relationship
Cully(1998)
Addresseed this issue as part of an attempt to ascertain the extent to which employees in
the Uk were satisfied with their job.they complied a measure of job satisfaction which look
into account employees satisfaction with four different components of their overall reward
package incorporating both intrinsic and extrinsic factors.work satisfaction depends on
sense of achievement,respect from managers in terms of recognition for a job well done
Gennard J and judge G (2002)
define employee relations is as study of the rules, regulations and agreements by which
employees are managed both as individuals and as a collective group, the priority given to
the individuals as opposed to the collective relationship varying from company depending
upon the values of management .
King, price& dainty(2004)
an organizations strengths and weakness relies on the way they manage and undertake
employee relations within their businesses.
Torrington And Blyton&turnbull(2008)
conducted a study thatrevealed: employees do not put up their best performance at work
if the employee-employer relations are estranged
Gospel & palmer(1993)
[9]
regarding to employee relations they started: conflict and cooperation coexists in
organization.
Gazioglu&saziye(2013)
job satisfaction in relation to managerial attitudes towards employees
Torrington and Hall(1998)
refers to the relationship between employee and management as a framework of

organizational justice consisting of organizational culture and management style as well as
rules and procedural sequence for grievance and conflict management indeed , the
objectives of employee relationship is to achieve harmonious employee relations and
minimize conflict practices in employment
Peter drucker (1999)
according to this author there was not enough evidence for the alleged turning away from
material towards. Economic incentives where becoming right rather then towards. There
was no doubt what we live in a money motivated world. Any amount of human relations
cannot compensate for lack of monetary rewards. Rewards could act as the catalyst for
improved performance and better productivity
[10]
Chapter -3
[11]
RESEARCH METHODOLOGY
Research is an original contribution to the existing stock of knowledge making for its
advancement. It is the pursuit of truth with the help of study, observation, comparison and
experiment. In short, the search for knowledge through objective and systematic method
of finding solution to a problem is research.
A research method refers to the methods the researchers use in performing research
operations. Research Methodology is a way to systematically solve the research problem.
By research methodology not only the research methods are considered but also the logic
behind the methods used in the context of the research study and explanations are given
RESEARCH DESIGN
on why a particular technique is used
The research design that is adopted in this study is Descriptive Research.
DESCRIPTIVE RESEARCH:
To describe the characteristics of the variables in a situation.
METHODS OF DATA COLLECTION
Sources of Data:
Data were collected through both primary and secondary data sources.
Primary Data
A primary data is a data, which is collected afresh and for the first time, and thus happen
to be original in character. The primary data with the help of questionnaire were collected
from various investors
Secondary Data
Secondary data consist of information that already exists somewhere, have been collected.
Secondary data is collected from company websites, other websites.
SAMPLING DESIGN
Sampling Method:
The sampling technique used is Simple Random sampling.
[12]
Sample Size:
The sample size for this study is 150 customers of Bajaj pulsar in Chennai city.
Tools used for analysis:
Simple percentage method and chi square method was used.
1. Simple percentage analysis:

The percentage analysis is mainly used to standardize the response of the
respondents. This analysis is carried out for all the questions given in the
questionnaire, mainly to asses, how the respondents are distributed in each category.
Percentage analysis uses percentage to process the data this method is used as a
percentage simply number, reducing them into “0-100” range through percentage.
Percentage = n/N X 100
n = number of respondents assured.
N= Total number of respondents.
2. Chi – Square Test
It is useful to determine the sign can’t relationship between the two variables The
formula is used for chi-square test.
Chi-square = (oij-eij) 2
Eij
Where
OIJ Observed frequency,
EIJ Expected frequency,
Expected frequency is calculated as follows

Expected value = Row total X column total/ Grand total
Degree of freedom = (r-1) X(c-1)

Where,
R - Number of rows
C - Number of columns.
[13]
Chapter -4
[14]
Data analyzes and interpretation
TABLE-1
AGE OF THE RESPONDENT
SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 Under -18 0 50%
2 18-24 18 18%
3 25-34 35 35%
4 35-44 34 34%
5 45-54 10 10%
6 55-64 3 3%
7 Above 64 0 0%
Total 100 100%
Source : Primary Data
Tool : Percentage Analysis
Interpretation:
The above table shows the age of respondents. That 18% respondents are under 18-
24 , 35% respondents are under 25-34 , 34% respondents are under 35-44 , 10%
respondents are under 55-64 , 3% respondents are under 55-64 ,above 64 and under
18 was nil.
[15]
Chart -1
AGE
under -18 18-24 25-34 35-44 45-54 55-64 above 64
[16]
TABLE-2
GENDER OF THE RESPONDENT

1 Male 70 70%
2 Female 30 30%
3 Others 0 0%
Total 100 100%
Interpretation:
The above table shows the gender of respondents. That 70% are male
respondents, and that 30% are female respondents and other respondents
are 0%.
[17]
Chart -2
GENDER
80
70
60
50
40
30
20
10
0
male female other
[18]
TABLE-3
MARRIED STATUS OF THE RESPONDENT

1 Married 73 73%
2 Separated 18 18%
3 Divorced 0 0%
4 Prefer not to say 9 9
Total 100 100%
Interpretation:
The above table shows the married status of respondents. That 73%
respondents Married, and that 18% respondents separated ,0% respondents
divorced, and that 9% respondents Prefer not to say.
[19]
Chart -3
married status
married seprates divorced prefer not to say
[20]
TABLE-4
EMPLOYEE RELATIONS CAN IMPROVE PERFORMANCE OF THE

RESPONDENT

1 Strongly Agree 50 50%
2 Agree 40 40%
3 Neutral 5 5%
4 Disagree 3 3%
5 Strongly Disagree 2 9%
Total 100 100%
Interpretation:
The above table shows the employee relations can improve performance of
respondents. That 50% respondents Strongly Agree, and 40% respondents
Agree, 5% respondents Neutral, and 3% respondents Disagree, 2%
respondents Strongly Disagree.
[21]
CHART -4

RESPONDENT
3 2
5
50
40
[22]
TABLE-5
RATE EMPLOYEE RELATIONS WITH MANAGEMENT OF THE

RESPONDENT

1 1 9 9%
2 2 15 15%
3 3 45 45%
4 4 25 25%
5 5 6 6%
Total 100 100%
Interpretation:
The above table shows the rate employee relations with management of
respondents. That 9% respondents say 1 rate, and 15 % respondents2 rate,
45% respondents 3 rate, and 25% respondents 4 rate , 6% respondents 5
rate.
[23]
CHART -5
CHART SHOWS RATE EMPLOYEE RELATIONS WITH

MANAGEMENT
50
45
45
40
35
30
25
25
20
15
15
10 9
5
2
0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr
[24]
TABLE-6
EMPLOYEE RELATIONS HAVE AN IMPACT ON TEAM BUILDING OF

THE RESPONDENT

2 Agree 28 28%
3 Neutral 23 23%
4 Disagree 9 9%
Total 100 100%
Interpretation:
The above table shows the employee relations have an impact on team building
of respondents. That 37% respondents Strongly Agree, and 28% respondents
[25]
CHART -6

THE RESPONDENT
23
28
37
[26]
TABLE-7
EMPLOYEE RELATIONS PRACTICE IN THEIR ANNUAL REPORT OF

THE RESPONDENT

2 Agree 37 37%
3 Neutral 6 6%
4 Disagree 11 11%
Total 100 100%
Interpretation:
The above table shows the employee relations practice in their annual report of
[27]
CHART -7

THE RESPONDENT
3
11
45
37
[28]
TABLE-8
SPECIFIC DAY INITIATIVES OF THE RESPONDENT

2 Agree 38 38%
3 Neutral 18 18%
4 Disagree 4 4%
Total 100 100%
Interpretation:
The above table shows the special day invites in the company of respondents.
That 39% respondents Strongly Agree, and 38% respondents Agree, 18%
respondents Neutral, and 4% respondents Disagree, 1% respondents Strongly
Disagree.
[29]
CHART -8
39
38
18
[30]
TABLE-9
AWARE OF EMPLOYEE RELATIONS PRACTICES OF THE

RESPONDENT

2 Agree 33 33%
3 Neutral 19 19%
4 Disagree 2 2%
Total 100 100%
Interpretation:
The above table shows the aware of employee relations practices of respondents.
Disagree.
[31]
CHART -9

RESPONDENT
2 1
19
45
33
[32]
TABLE-10
RATE YOUR LEVEL OF SATISFACTION WITH THE WORKING

CULTURE OF THE RESPONDENT

2 Agree 23 23%
3 Neutral 44 44%
4 Disagree 19 19%
Total 100 100%
Interpretation:
The above table shows Rate your level of satisfaction with the working culture of
[33]
CHART -10

1
9
19
23
44
[34]
TABLE-11
CLEAR UNDERSTANDING OF THE STRATEGIC OBJECTIVES OF THE

RESPONDENT

2 Agree 28 28%
3 Neutral 27 27%
4 Disagree 13 13%
Total 100 100%
Interpretation:
The above table shows clear understanding of the strategic objectives of

[35]
CHART -11

RESPONDENT
29
28
27
13
[36]
TABLE-12
CLEAR TO YOU WHAT YOUR ROLE DEMANDS IN MEETING OF THE

RESPONDENT

2 Agree 37 37%
3 Neutral 21 21%
4 Disagree 12 12%
Total 100 100%
Interpretation:
The above table shows clear to you what your role demands in meeting of
[37]
CHART -12

RESPONDENT
12
21
37
28
[38]
TABLE-13
OPPORTUNITY FOR INDIVIDUAL CAREER GROWTH OF THE

RESPONDENT

2 Agree 33 33%
3 Neutral 16 16%
4 Disagree 7 7%
Total 100 100%
Interpretation:
The above table shows opportunity for individual career growth of respondents.
Disagree.
[39]
CHART -13

RESPONDENT
7 1
16
44
33
[40]
TABLE-14
WORKING FOR THE SAME ORGANIZATION IN THE NEXT 2 YEARS

OF THE RESPONDENT

2 Agree 35 35%
3 Neutral 31 31%
4 Disagree 5 5%
Total 100 100%
Interpretation:
The above table shows working for the same organization in the next 2 years of
[41]
CHART -14

OF THE RESPONDENT
29
31
35
[42]
TABLE-15
ARE YOU SATISFIED WITH YOUR JOB OVERALL OF THE

RESPONDENT

2 Agree 23 23%
3 Neutral 41 41%
4 Disagree 5 5%
Total 100 100%
Interpretation:
The above table shows Are you satisfied with your job overall of respondents.
Disagree.
[43]
CHART -15

RESPONDENT
0
5
31
41
23
[44]
TABLE-16
TEAM AN INSPIRATION FOR YOU TO DO YOUR BEST AT THE JOB

OF THE RESPONDENT

2 Agree 30 30%
3 Neutral 17 17%
4 Disagree 13 13%
Total 100 100%
Interpretation:
The above table shows team an inspiration for you to do your best at the job of
[45]
CHART -16
TEAM AN INSPIRATION FOR YOU TO DO YOUR BEST AT THE JOB

OF THE RESPONDENT
38
30
17
13
[46]
TABLE-17
TEAM PROVIDE YOU SUPPORT AT WORK WHENEVER NEEDED OF

THE RESPONDENT

2 Agree 31 31%
3 Neutral 14 14%
4 Disagree 13 13%
Total 100 100%
Interpretation:
The above table shows team provide you support at work whenever needed of
[47]
CHART -17

THE RESPONDENT
13
14
31
40
[48]
TABLE-18
YOU STRUGGLE TO GET INFORMATION TO MAKE BETTER

DECISIONS AT WORK OF THE RESPONDENT

2 Agree 38 38%
3 Neutral 14 14%
4 Disagree 7 7%
Total 100 100%
Interpretation:
The above table shows you struggle to get information to make better decisions at
work of respondents. That 39% respondents Strongly Agree, and 38%
respondents Agree, 14% respondents Neutral, and 7% respondents Disagree,
2% respondents Strongly Disagree.
[49]
CHART -18

2
7
14
39
38
[50]
TABLE-19
SOMETHING UNUSUAL COMES UP, DO YOU KNOW WHO TO GO

FOR A SOLUTION OF THE RESPONDENT

2 Agree 34 34%
3 Neutral 7 7%
4 Disagree 5 5%
Total 100 100%
Interpretation:
The above table shows something unusual comes up, do you know who to go for
a solution of respondents. That 39% respondents Strongly Agree, and 38%
respondents Agree, 14% respondents Neutral, and 7% respondents Disagree,
2% respondents Strongly Disagree.
[51]
CHART -19
SOMETHING UNUSUAL COMES UP, DO YOU KNOW WHO TO GO

FOR A SOLUTION OF THE RESPONDENT
60
54
50
40
34
30
20
10
7
5
0
0
1st Qtr 2nd Qtr 4th Qtr
[52]
TABLE-20
JOB MAKES A POSITIVE DIFFERENCE IN OTHER’S LIFE OF THE

RESPONDENT

2 Agree 29 29%
3 Neutral 13 13%
4 Disagree 7 7%
Total 100 100%
Interpretation:
The above table shows job makes a positive difference in other’s life of
[53]
CHART -20

RESPONDENT
[54]
TABLE-21
TRAINING TO SOLVE CUSTOMER ISSUES OF THE RESPONDENT

2 Agree 29 29%
3 Neutral 42 42%
4 Disagree 2 2%
Total 100 100%
Interpretation:
The above table shows training to solve customer issues of respondents. That
18% respondents Strongly Agree, and 29% respondents Agree, 42%
Disagree.
[55]
CHART -21
TRAINING TO SOLVE CUSTOMER ISSUES OF THE RESPONDENT
9%
18%
2%
42% 29%
[56]
Chapter -5
[57]
Findings
18% respondents are under 18-24 , 35% respondents are under 25-34 , 34%
respondents are under 35-44 , 10% respondents are under 55-64 , 3% respondents
are under 55-64 ,above 64 and under 18 was nil.
70% are male respondents, and that 30% are female respondents and
other respondents are 0%.

73% respondents Married, and that 18% respondents separated ,0%
respondents divorced, and that 9% respondents Prefer not to say.

RESPONDENT

Disagree.
RATE EMPLOYEE RELATIONS WITH MANAGEMENT OF THE

RESPONDENT
9% respondents say 1 rate, and 15 % respondents2 rate, 45% respondents
3 rate, and 25% respondents 4 rate , 6% respondents 5 rate.
[58]
THE RESPONDENT
Disagree.

THE RESPONDENT
respondents Neutral, and 11% respondents Disagree, 1% respondents
Strongly Disagree
Disagree.

RESPONDENT
Disagree

[59]
Strongly Disagree

RESPONDENT
Strongly Disagree

RESPONDENT
Strongly Disagree

RESPONDENT
Disagree

OF THE RESPONDENT
Disagree
[60]
RESPONDENT
Disagree.
TEAM AN INSPIRATION FOR YOU TO DO YOUR BEST AT THE JOB OF

THE RESPONDENT
Strongly Disagree

THE RESPONDENT
Strongly Disagree


Disagree.
SOMETHING UNUSUAL COMES UP, DO YOU KNOW WHO TO GO FOR

A SOLUTION OF THE RESPONDENT
[61]
Disagree.

RESPONDENT
Disagree.
TRAINING TO SOLVE CUSTOMER ISSUES

Disagree.
[62]
Chapter -6
[63]
Suggestions and conclusions
Maintaining harmonious relationships is very important for the survival, prosperity and
growth of the Organization. Good and healthy relationships with employees lead to
better organizational performance. The Study found that small organizations are aware
of the advantages of maintaining good relationships with Employees and of correcting
corrective actions to minimize relationships with the poor employees of the
Organization. Similarly, the study found that there is a significant positive relationship
between employee Relationships and employee performance, as well as between
employee relationships and the performance of The organization. In addition, the study
found that the use of unfair labor practices is one of the main causes Of poor
relationships with employees in small organizations in Tanzania. Therefore, the study
suggests the Need for small organizations to begin to implement fair work practices in
all their activities and eliminate Unfair labor practices. In addition, the study
recommends that small organizations in Tanzania focus more On creating effective and
sustainable working relationships that guarantee their growth and survival.
From the study it can be deduced that a good salary, a pleasant working relationship and
a good working Condition play an important role in ensuring that employees are
satisfied in the workplace and directly Reflect their intention to remain committed. In an
institution. From these results, it is correct to conclude that Job satisfaction has a
relationship with the commitment of both an employee’s career and the institution for
Which he works. However, this can be achieved if there is transparency in the reward
system and if the Rewards or compensations satisfy the aspirations of the beneficiaries.
One of the main lessons of the study is That employees would be more committed to
GCB when they receive prizes according to their Responsibilities and abilities. On this
basis, it is recommended that the measures be implemented not only to Increase their
salaries, but also to pay all their emoluments promptly. Changes in compensation
packages Have an associated impact on employee satisfaction levels. Once again, GCB
must devise ways to obtain Adequate structures to improve effective career
management. The responses showed that around 33% feel Unsatisfied and, therefore,
there should be incentive packages for employees who remain in place for a
Considerable number of years or who accept publications for rural areas. There is a
positive link between the Benefits and the incentive packages. This was also revealed in
this study. GCB must have concrete career Development structures and conservation
policies for its staff in other people to develop and maintain. The GCB promotion and
promotion criteria should be reconsidered to encourage staff morale and do everything
Possible to help achieve the organization’s goals.
[64]
Chapter -7
[65]
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[67]
Research Questionnaire
TOPIC: A study on employee relations and its effect on employee
productivity
1)Name : ________________________________
2)AGE : A) ☐18-20 B)☐ 21-30 C) ☐31-40 D)☐ Above 41
3)GENDER : MALE ☐ FEMALE ☐
4) your designation :______________________________________________

5) Marital status
a) Married b) Single c) Divorced d) Widower e) Widow f) Separated
6).Do you believe that employee relations can improve performance at Badve
Group of Industries?
a) Strongly agree
b) Agree
c) Strongly disagree
d) Disagree
7). In your opinion how would you rate employee relations with management at
Badve Group of Industries?
a) Strongly agree
b) Agree
d) Disagree
8).Do you agree that employee relations have an impact on team building at
Badve Group of Industries?
a) Strongly agree
b) Agree
d) Disagree
[68]
9).Does Badve Group of Industries include employee relations practice in their
annual report to the stake holders?
a) Strongly agree
b) Agree
d) Disagree
10).Is there a specific day set aside by Badve Group of Industries for purposes of
employee relations practices and initiatives?
a) Strongly agree
b) Agree
d) Disagree
11).Would do you agree that all staffs of Badve Group of Industries are aware of
employee relations practices?
a) Strongly agree
b) Agree
d) Disagree
12 ) .Rate your level of satisfaction with the working culture of the organization?
a) Strongly agree
b) Agree
d) Disagree
13).Is there a clear understanding of the strategic objectives of the organization?

a) Strongly agree
b) Agree
d) Disagree
14).Is it clear to you what your role demands in meeting the company objectives?
a) Strongly agree
[69]
b) Agree
d) Disagree
15).Do you believe that there is an opportunity for individual career growth and
development within the company?
a) Strongly agree
b) Agree
d) Disagree
16). Will you be working for the same organization in the next 2 years?
a) Strongly agree
b) Agree
d) Disagree
17).Are you satisfied with your job overall?

a) Strongly agree
b) Agree
d) Disagree
18).Is your team an inspiration for you to do your best at the job?
a) Strongly agree
b) Agree
d) Disagree
19).Does your team provide you support at work whenever needed?

a) Strongly agree
[70]
b) Agree
d) Disagree
20).Do you struggle to get information to make better decisions at work?

a) Strongly agree
b) Agree
d) Disagree
21).If something unusual comes up, do you know who to go for a solution?
a) Strongly agree
b) Agree
d) Disagree
22 ).Does the organization inform you about all the resources and tools to perform
your duties well?
a) Strongly agree
b) Agree
d) Disagree
23).Do you think you go beyond your limits to fulfill a task?

a) Strongly agree
b) Agree
d) Disagree
24).Do you think your job makes a positive difference in other’s life?
a) Strongly agree
b) Agree
d) Disagree
[71]
25).Do you think you have had enough training to solve customer issues?
a) Strongly agree
b) Agree
d) Disagree
26).Do you think the management respects your personal family time?
a) Strongly agree
b) Agree
d) Disagree
27).Do you receive constructive feedback from your manager?

a) Strongly agree
b) Agree
d) Disagree
28).Does your manager praise you when you have done a good job?
a) Strongly agree
b) Agree
d) Disagree
29).Does your job cause an unreasonable amount of stress for you?

a) Strongly agree
b) Agree
d) Disagree
[72]
[73]

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CHAPTER I

1). PRIMARY OBJECTIVE

1). PRIMARY OBJECTIVE

To study on employee relations and it effects on employee productivity in badve

• Study the factors related to employee relations.

1. The researcher encountered a limitation in regards to availability of

Company name: BADVE Engineering Limited

Address: Narasapura Industrial Rd, Appasandra, Karnataka 563133

Introduction of the company:

Badve Group of Industries is a Tier-1 Automotive OEM Manufacturing Group in India

Core values of Badve Group

Functions of the company

Important clients for this Badve groups

Gennard J and judge G (2002)

King, price& dainty(2004)

Torrington And Blyton&turnbull(2008)

Gospel & palmer(1993)

job satisfaction in relation to managerial attitudes towards employees

Torrington and Hall(1998)

refers to the relationship between employee and management as a framework of

Peter drucker (1999)

on why a particular technique is used

The research design that is adopted in this study is Descriptive Research.

To describe the characteristics of the variables in a situation.

METHODS OF DATA COLLECTION

The sampling technique used is Simple Random sampling.

Tools used for analysis:

Simple percentage method and chi square method was used.

1. Simple percentage analysis:

Expected frequency is calculated as follows

Degree of freedom = (r-1) X(c-1)

AGE OF THE RESPONDENT

SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Source : Primary Data

Tool : Percentage Analysis

AGE OF THE RESPONDENT

under -18 18-24 25-34 35-44 45-54 55-64 above 64

GENDER OF THE RESPONDENT

SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Source : Primary Data

Tool : Percentage Analysis

GENDER OF THE RESPONDENT

MARRIED STATUS OF THE RESPONDENT

SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Source : Primary Data

Tool : Percentage Analysis

MARRIED STATUS OF THE RESPONDENT

married seprates divorced prefer not to say

EMPLOYEE RELATIONS CAN IMPROVE PERFORMANCE OF THE

SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Source : Primary Data

Tool : Percentage Analysis

EMPLOYEE RELATIONS CAN IMPROVE PERFORMANCE OF THE

RATE EMPLOYEE RELATIONS WITH MANAGEMENT OF THE

SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Source : Primary Data

Tool : Percentage Analysis

CHART SHOWS RATE EMPLOYEE RELATIONS WITH

EMPLOYEE RELATIONS HAVE AN IMPACT ON TEAM BUILDING OF

SL.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Source : Primary Data

Tool : Percentage Analysis

EMPLOYEE RELATIONS HAVE AN IMPACT ON TEAM BUILDING OF