May 27, 2007 To whomsoever it may concern

This is to certify that Ms. Kanmani.T pursuing MBA-HRM in Pondicherry University (A Central University) has successfully completed her Final semester Project in “EMPLOYEE CLIMATE SURVEY CONDUCTED AMONG THE EMPLOYEES” in our Organization from 6th JAN 2007 to 23rd MARCH 2007.During the period of training her Conduct was good. We wish the best in all her future endeavors.

For RASIPURAM MUNICIPALITY HEAD OFFICE.

D.Udayarani MA., B.Ed., Commissioner Rasipuram Municipality

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ABSTRACT

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ABSTRACT

An Employee climate Survey was conducted in Rasipuram Municipality Salem for a period of three months. Rasipuram Municipality has more than 500 employees at present .The Study was undertaken to find out the employees perception towards various aspects of the organization climate.

After identifying the need, an appropriate Research Design was formulated. The research design adopted for the study was Descriptive and the sampling technique used for the study was stratified sampling.

The sample size taken for this study was sixty-six. The Study was conducted only with the operational Level executives in each Project.

The primary data was collected through structured non – disguised questionnaire that is based on four- point scale. Secondary data was collected from the books, company’s website, and other related websites. Statistical tools such as percentage analysis, weighted average Method, Multiple correlation, Kari Pearson correlation was used for analyzing the data collected.

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The organization can reduce the frequency of job rotation so that the employees can understand the job fully. Environment. Conducting seminars and meeting for the employees of various departments periodically.The major findings of this study was majority of the employees have good opinion towards various aspects of their working place such as Image. Ethics. 4 . which could be more beneficial for the employees. Support from Immediate Superior and so on. Even then focus can be given by the organization in training the employees with latest technology. The organization can make suitable modifications in future Orientation programs.

Introduction 5 .

detailed statistics. We conduct Climate Surveys on-line or on paper.Introduction An effective Climate Survey is a valuable tool for measuring cultural alignment. Together with the survey report we provide feedback coaching. Our Climate Surveys capture the pulse of your organization. demographic analysis. executive coaching and facilitated action planning. making strategic decisions. identify competency levels. This type of survey is usually driven by the business need to change or align with a new vision. anonymity. on-site presentations. setting organizational goals and tracking progress. confidentiality and data accuracy. These surveys usually measure one or more of the following: 6 . and identifies policy impact and guides leadership decisions to improve effectiveness and morale. We keep you informed on a regular basis on your project status to ensure your Success Climate Survey reports are available electronically or hardcopy providing summaries. assess company values. and written feedback. addressing critical issues. We manage the survey project to ensure maximum participation.

The results and action plans that result are then rolled into the strategic plans of the company. 7 . There are a few common reasons to do employee surveys and rarely are surveys driven by only one of these reasons. When used properly. the employee survey communicates the information of those closest to strategic problems to those that need that information at the top of the organization. The results are analyzed and an interpretive summary is delivered to a broad level of management. An employee survey is often the only voice most employees get that is heard at the top levels of the organization.• • • • • • Vision Customer Focus Business Results Innovation Teamwork Employee Perceptions of Managers These surveys vary in length from 20-70 questions depending on how targeted the questions are and how many areas need to be evaluated.

" Blame allocation . An employee survey. Additionally. can be tied to business performance.When action is taken based on the results of the employee survey. when designed and analyzed properly."We've tracked these measures for years and our executives now expect them. The ROI on the actions taken based on these drivers have historically averaged between 700% and 900%. This gives a clear picture of what employee levers the company has that give the most benefit to all the companies stakeholders."We need to know who is causing these problems."We always do the employee survey in Q4. companies can align employees behind culture and business changes by holding leaders and employees accountable for the results. this builds employee confidence and commitment to changes." We need the metrics ." 8 . Business reality is that not all of the reasons for doing an employee survey are as noble." • • Preventive maintenance ."Our employees are ready to fire us. Here are a few more common reasons clients contact us: • • It's that time of the year .

one of our consultants normally debriefs the overall employee survey report with the client. The results are analyzed and an interpretive summary is done and presented to senior management."We want to know if our employees are happy with their jobs." The purpose of this type of survey is to evaluate many. This can take place onsite or over the phone and lasts one to two hours. For smaller projects.• Morale check . or all. of the following: • • • • • • • Satisfaction with Job Perception of HR Perception of Pay & Compensation Causes of Turnover or Retention Perception of Policies Perception of Diversity Intent to Leave Surveys like this tend to be longer – often 65-120 questions. the consultant 9 . During the presentation.

customer satisfaction. and productivity) so you can see how employee engagement impacts the bottom line.reviews the findings in the report and highlights significant findings. This provides a rich and detailed look into the collective employee mind. if only you know how to find it. Finally. 10 . The consultant will also indicate the relative strength of the scores based your industry and situation. we provide an in-depth statistical analyst of the survey results. Most surveys have compelling story to tell. To uncover this story. We compare the survey results to your internal metrics (profitability. turnover. the consultant provides recommendations and answers any questions about the results. This presentation is always conducted by one of our senior consultants to the management team and lasts two to four hours.

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23490. Female . Building Plan.5. The Municipality is delimited into 27 wards as per the 1991 census population.1998. (Male. 12 . Citizen Counters and Facilitation counters nearest to their residences. Area of the Municipality is 8. It obviates the need to visit Rasipuram Municipality in person to pay tax. It is situated 25 Km from Salem and 25 Km from Namakkal. Trade License etc. The population of the Municipality is 46370. E-governance in Rasipuram Municipality offers the online Citizen services.10. or to get certificates such as Birth and Death. All information related to Rasipuram Municipality is easily accessible to the Public.COMPANY PROFILE COMPANY PROFILE Rasipuram Municipality was constituted from 1.1948 and it is now upgraded to 1st grade Municipality with effect from 22. The facility E-governance offers is such that the Public can remit their taxes in the Banks.22880) as per 2001 census.158 Sq KM.

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Employee climate surveys provide a picture of your organization’s needs. This process helps the organization (Human Resource Department) understand How the employees perceive them. or local issues such as quality of the working environment. 14 . These surveys can be used to solicit employee opinion on a variety of issues such as the company’s success in communicating mission to employees. The Result of this type feedback process provides an understanding how the employee perceives the organization along different dimensions.ABOUT THE STUDY ABOUT THE STUDY Often the essential component of organization training and development.

The process can also be a motivator of performance since it shoes the employee that their opinion and views are considered important. It allows the organization of focus on needs and leverages its strengths. 2.  Evaluation of Training. It informs the organization on which action will create problems for the employees. Uses for Employee Climate Surveys include:  Focusing of Employee Development Programs. The feedback obtained from the employees is essential in facilitating development and organization change. Information may be useful for guiding the development of Personnel policies and regulations. It helps in measuring the impact of current programs.  Organizational Climate Survey.1. 15 .  Training Needs Assessment. It provides management with employee feedback (both positive and negative) on the internal health of the organization.  Enhancing Management/Employee Relations. Benefits Of Employee Climate Survey: It provides a direct means of assessing employee attitudes that would otherwise be UN reported.

16 .policies and procedure and can be used to motivate employees and improve job satisfaction.

PROJECT FRAMEWORK PROJECT FRAMEWORK OBJECTIVE PRIMARY OBJECTIVE: The Primary Objective is to Study the employee’s perception towards various aspects of the organization climate SECONDARY OBJECTIVES: The Secondary objective of the study is to analyze the correlation between the variables. 17 . Personal Growth and Development. Measurement and compensation using multiple correlation.  Support from HR.

HR managers were hired and various measures were taken to retain employees. “Internationally the trend has been going on since early 90’s. 2.” says R. Managing Productive Behavior and service Orientation using Karl Pearson Correlation. While employees should be assured that the survey is anonymous (and they will not be tracked) it should also be ensure that they understand that it is not a process through which they can increase their pay package. vice President of India operations. From 1995 onwards IT companies in India started focusing on employee relationships.2 REVIEW OF LITERATURE Most large Indian IT Organization regularly conduct such surveys. a number of smaller companies (100 plus staff) have also started understanding the benefits. It should also be made clear that the survey is not a performance evaluation. Market probe. which conducts such surveys worldwide for many organization. 18 . The surveys have to be a top management initiative but it is typically the HR people who have to build the right king of environment to conduct it. The purpose of the surveys should be clearly communicated to them.Balasubramanian.

and gauge productivity employee’s understanding of the company mission The problem areas can be detected at their early stages before it gets escalated into issues of grave concerns. 19 .” says Manoj Mandavgane general manager of HR at ICICI InfoTech. ” He adds that these surveys enable the organization improvements. opportunities. The benefits of the surveys are many. Says Mandavgane: “positive survey results will let employees know that their employer cares about their well being as individuals. It gives an insight into employee perceptions and attitude towards the job as well as the organization. overall workplace productivity and work culture. Other benefits come in the form of enhanced interactions leading to openness and trust and increased accountability. provides a healthy and productive place to work and is committed to further improvements in employee satisfaction. to identify assessing coat training saving needs. “We believe that employee satisfaction surveys are a valuable tool for assessing job satisfaction. you can go down and attack it at the root. The Biggest benefit is that the minute you spot a weakness through the survey.ICICI InfoTech conducts employee satisfaction survey twice a year.

3 NEED FOR THE STUDY: 20 . Climate Surveys are also conducted every alternate year to understand the health of the organization from the employees’ viewpoint. The contents vary widely and they include almost all the important aspects of the organization.” At Patni Computer Systems (PCS). which believes in investing heavily in their employees. “The purpose of the survey is to understand the organizational climate. such as structure. HR. organizational effectiveness. irrespective of their designation. patni computer Systems annually conducts Employee Expectation Survey. conflict. 2. says. every one of its 4.” says Milind Jadhav. “I believe in this rather than satisfaction when one does not know employee expectation. In their endeavor to understand the needs of their employees. communication. reward systems. interpersonal relationships. country champion of HR and Total Quality management at ENP.654 members is considered a key employee. Sanjay mandlik. Employee satisfaction Survey is a yearly activity.At Emerson Network Power (ENP). leadership. PCS is a company. Vice president. responsibility and so forth. They also aim at developing a competent and prosperous workforce by stressing growth from within and providing competitive remuneration.

These surveys prove that the organization cares for its employees. The employee climate survey was conducted by the organization to find out the employees perception towards various aspects of the organization. 21 .The perception towards various aspects of the organization climate varies from one employee to other employee.

overall work place productivity and work culture. 2.5 RESEARCH METHODOLOGY: 2. Based on this survey the organization can chalk out plans for the betterment of its employees.5. In turn.1 FORMULATING RESEARCH PROBLEM: 22 .SCOPE OF THE STUDY SCOPE OF THE STUDY Employee climate survey is a valuable tool for assessing job satisfaction. these surveys are an effective tool for the organization to improve productivity. It gives an insight into employee’s perceptions and attitude towards the job as well as organization.

2.2 RESEARCH DESIGN: 23 .  There is no relationship between the variables support from HR and personal Growth & Development. The hypotheses of the study are. This is no relation between the variables support from HR and personal Growth & Development. Also it makes the study both meaningful and economical.  There is no relationship between the variables personal Growth & Development and Measurement and compensation. Measurement and compensation. 2. It specifies the precise scope of the problem. The study examines HYPOTHESIS DEVELOPMENT: A hypothesis is a proposition. There is no relationship between variables Managing Productive Behavior and service Orientation. 1.5.  There is no relationship between the variables support from HR and Measurement and compensation.The Research problem is “An Employee climate survey conducted among the Employees of Rasipuram Municipal Office”. which the researcher wants to verify.

2. Communication. Measurement and compensation. Primary data is the major source for this study. The research design used for this study is descriptive . service Orientation.  Primary data  Secondary data Primary Data are those. Support from 24 . your Immediate superior.5. Future Orientation.3 SOURCES OF DATA AND COLLECTION FORMS: The sources of data are mainly. The primary data has been collected from the respondents through in-depth Interview using a Structured Non-disguised Questionnaire which comprised of a number of statements classified under different broad parameters like Image. Environment. Organization Integration.Research design constitutes the blueprint for the collection.A descriptive study has been undertaken to study in detail regarding the employee’s perception towards various aspects of the organization climate. measurement and analysis of data. which are collected afresh for the first time by the researcher to conduct the study and happen to be original in nature. Ethics. Personal Growth and Development.

25 . It is the information. Secondary Data are the information. The Secondary data was mainly collected through Books & Internet. which is collected by someone else already for the research purpose. The employees were asked to rate each of the statement on a 4-point scale. The secondary data can be obtained internally within a firm or about the employee’s climate survey.HR & management. which is readily available for the study.

The sample technique chosen for the study is stratified sampling.DETERMINING SAMPLING DESIGN AND TECHNIQUE DETERMINING SAMPLING DESIGN AND TECHNIQUE The sample design for the study is probabilistic sampling consists of various sampling techniques. A stratified sampling is the one where the population is divided into mutually exclusive and mutually exhaustive and then a simple random sample is selected within each of the strata. 26 .

Personal Survey is administered through in-depth interview with the respondents. 2.Stratified sampling technique is applied since the whole population is divided into several projects (strata’s) and the respondents are chosen randomly from each project.5. minimum of fifteen numbers of operational level employees. 2.6 SAMPLE SIZE: The questionnaire was administered on a sample size of 66 employees.7 DATA COLLECTION METHOD: The method adopted for collecting the primary data is personal survey. Currently twenty-three projects are undertaken by the organization and each project are undertaken by the organization and each project consists.5. For this Study the respondents are mainly the operational level employees from each Project. Personal Survey is adopted to ensure the privacy of data given by the respondents and to avoid influence of the management on the employees. So approximately 20% of the universe is considered for the study.5 SAMPLE UNIT: Sampling unit means the individual person from whom the information is sought. 27 . 2.5.

2. The tabulation of data is done according to each question in the questionnaire using tally method. 2.10 RESEARCH REPORT: After analyzing the collected data. Weighted Rating Method Multiple Correlation and Karl Pearson Correlation.9 ANALYSIS OF DATA: The data collected from the respondents are mainly qualitative data. No changes were made in the Questionnaire after the pilot study. The primary data has been analyzed using various statistical tools such as percentage analysis.2. 2. Also. suggestions are given to improve the performance of the organization based on the perception of the employees. the findings are submitted in the form of report for better interpretation and necessary action.8 ORGANIZING AND CONDUCTING SURVEY: Pilot was conducted with few respondents before conducting the survey to find out the errors in the Questionnaire.5.5. The Survey was well organized and conducted based on the availability of the respondents in each project.6 LIMITATION: The limitations of the study conducted are 28 .5.

 The employees with minimum experience of 6 months are considered for the study. 29 .  The study was limited to the operational level executives in each project.

ANALYSIS AND RESULTS ANALYSIS AND RESULTS 3.1 IMAGE Table showing the employee perception towards the image of the company Factors Strongly Disagree Agree Strongly Agree 30 .1.1 ANALYSIS AND INTERPRETATION PERCENTAGE ANALYSIS TABLE NO.3.

1. 2 3 20 3 36 0 5. 3. 2 3 15 2 42 2 2. 2 3 6 9 45 6 7 4 6 13 8 3. 1 2 15 2 28 3 4.Disagree Respondents % Respondents % Respondents % Respondents % 1.1. 1 2 9 1 49 3 4 22 2 5 8 5 7 7 4 1 1 2 0 3 3 1 2 1 1 OVERALL PERCENTAGE (%) Section Image Strongly Disagree 2 Disagree 20 Agree 61 Strongly Agree 17 CHART NO. 31 .

It is inferred that much concern is shown in developing quality products and services and maintaining the same. Quality of work 4. Customer satisfaction 3. 75% of the employees agree that company provides quality products and services where as 25% disagree with the opinion.Chart showing the employees perception towards the image of the company 80 70 Per cen 60 tag es 50 (%) 40 30 20 10 0 1 Quality products and services 2. References Strongly Disagree Disagree Agree Strongly Agree INFERENCE 1. Career opportunities 5. Following are some 32 .

2 ENVIRONMENT 33 .3. 2. This shows that employees attitude towards their work is highly positive.1.of the factors supporting the above statement customer satisfaction. 75% of the employees agree that they feel a sense of pride in the quality of the work they do in their company and 25% disagree. Among the employees 78% express their good opinion while 22% of the employees do not have favorable opinion about the company. 85% of the employees agree that they would proudly recommend this organization to a friend or relative and 15% disagree. It can be seen that the training. field knowledge provided by the company is quite helpful in their career. From the above table overall inference is obtained. TABLE NO. This shows that employees highly consent with the opinion of producing products and services highly satisfied by the customers. 4. 88% of the employees agree that they provide customer satisfied products and services 12% disagree. 3. 5. 67% of the employees agree that company provides opportunities for a remarkable career but 33% disagree with the opinion. This shows that the company has highly positive influence on its employees. positive customer response and increase in sales.

34 .2.Table showing the employee level of satisfaction regarding working environment Strongly Disagree 2 4 5 1 0 3 6 8 2 0 Factors 6. 3. 7. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 17 27 19 8 3 2 5 4 1 2 8 1 2 5 36 30 36 47 41 6 5 4 5 5 5 7 1 6 2 11 5 6 10 22 1 7 8 9 1 5 3 3 OVERALL PERCENTAGE (%) Strongly Disagree 4 Section Environment Disagree 22 Agree 58 Strongly Agree 16 CHART NO. 8. 9.1. 10.

Physical environmental factor Factors 9. Exciting Work Space 3 7. 35 .80 70 60 Percentages (%) 50 Chart showing the employees level of satisfaction regarding working environment 71 65 55 45 33 25 17 6 8 8 9 2 8. 72% of the employees agree that they have been provided with an exciting workspace where as 28% disagree. 53% of the employees agree that attention is paid to minimizing the unnecessary stress and chaos in the work place and 47% of the employees disagree. 7. Friendly environment 62 41 40 30 20 10 0 6. Employee safety 12 28 15 5 0 10. Problem free w ork space Strongly Disagree Disagree Agree Strongly Agree INFERENCE 6. Further improvement in their work conditions can improve the level of satisfaction. This shows that employees are satisfied with the facilities provided in their workspace and find it interesting to work in.

95% of the employees agree that friendliness prevails in their working environment and only 5% disagree.It shows that organization efforts still require improvement in providing tension free working atmosphere. This shows that employees highly consent with the opinion that the company has taken all the effective measures to avoid any kind of accidents and provide maximum safety to the employees. 86% of the employees agree that safety is the top concern in my work environment and 14% disagree with the opinion. From the above table overall inference is obtained. It is inferred that friendliness prevails in their working environment people are very helpful to one another and maintain good relationship. 36 . 74% of the employees are satisfied with the present working environment where as 26% are not satisfied. 9. 64% agree that their physical environment promotes effective performance where as 36% disagree. 10. 8. works areas machines and equipment is quite satisfactory further modifications in their physical facilities can prove to be quite useful to employees. This shows employees opinion towards office.

3 COMMUNICATION Table showing the level of communication existing within the Organization Strongly Disagree 7 7 1 1 4 6 1 1 2 2 6 Factors 11. 13.3.1.TABLE NO. 12. 15. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 12 35 14 11 9 1 8 5 3 2 1 1 6 1 3 36 22 38 42 44 5 5 3 3 5 7 6 4 6 7 14 2 13 12 9 2 1 3 2 0 1 8 1 4 OVERALL PERCENTAGE (%) Strongly Disagree 5 Strongly Agree 15 Section Communication Disagree 25 Agree 55 37 . 14.

Inter Departmental Communication 13.3. 36% of the employees agree that there is adequate communication between department and 64% disagree with the opinion. 12.1.CHART NO. Unrestricted Hierarchial Communication Factors 14. Expressing Queries 15. Trust Worthiness 12. Communication of Weakness 6 18 21 11 3 2 2 35 33 21 20 18 13 6 55 57 64 67 16 14 Strongly Disagree Disagree Agree Strongly Agree INFERENCE 11. 76% of the employees agree that they trust people in the organization and 24% disagree with the opinion. 3. This shows absence of free flow communication between various departments and much concern is to be taken to improve the level of effective communication between various departments. Chart showing the level of communication existing within the organisation 80 70 60 Percentages (%) 50 40 30 20 10 0 11. 38 .

77% of the employees agree that people communicate with each other regardless to their positional level where as 23% disagree. 39 . 15. 82% of the employees agree that they can convey their queries easily to their superiors and 18% disagree.13. This shows that people at all levels freely communicate with one another and show mutual cooperation. This shows that the employees feel free to express their queries to their superiors without any hesitation. 14. This shows that employee’s weakness is pointed out and rectification measures are suitable suggested. 70% of the employees agree that effective communication prevails at all levels within the organization but 30% of the employees do not agree. 81% of the employees agree that their weakness is communicated in a non-threatening way and 19% disagree.

18.1.TABLE NO.3.4 PERSONAL GROWTH AND DEVELOPMENT Table showing the employees perception towards the personal growth and development opportunities Strongly Disagree 2 0 0 1 6 3 0 0 2 9 Factors 16. 6 Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 8 17 30 28 19 1 2 2 6 4 5 4 2 2 9 44 43 29 32 33 6 7 6 5 4 4 4 8 5 0 12 6 7 5 8 1 8 9 1 1 8 1 2 OVERALL PERCENTAGE (%) Strongly Disagree 3 Section Personal Growth and Development Disagree 31 Agree 55 Strongly Agree 11 40 . 17. 19.

4. Style and w ay of living 19. Job Rotation 3 18 12 0 9 0 11 2 8 9 12 26 29 45 44 48 42 67 65 50 Factors Strongly Disagree Disagree Agree Strongly Agree INFERENCE 41 . Career Building 18.CHART NO. Acquaint Ance w ith Technology 20. 3. Job Know ledge 17.1. Chart showing the employees perception towards personal growth and development opportunities 80 70 60 Percentages (%) 50 40 30 20 10 0 16.

18. 62% of the employees agree that job rotation helps them to get experience with different kinds of jobs where as 38% disagree. 19. 56% of the employees agree that company helps the employees to get acquainted the recent technology where as 44% of the employees disagree. 55% of the employees agree that working in the company has improved their style and way of living where as 45% of the employees disagree.16. 74% of the employees agree that they can build up a better career with this company whereas 26% disagree. 42 . 17. This shows that company should show much interest in developing the personality of the employees. This shows that employees have favourable opinion towards the various career opportunities provided to them by the company. 83% of the employees agree that they are provided with the opportunity to know about their job well where as 15% disagree. 20. attitude and skill with the existing infrastructure provided by the company. It can be inferred that employees are highly satisfied with the opportunity provided to them to improve their knowledge. This shows that employees need concern in making them well equipped with the current changes in technology.

22. From the above table following inference is arrived. 24.This shows that employees ate not satisfied with the frequency of job rotation and they need more time to fully understand the job before the next rotation is affected.5.1. Strongly Disagree 9 3 9 4 5 1 4 5 1 4 6 8 Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 17 12 31 15 17 2 5 1 8 4 7 2 2 2 5 35 43 22 38 38 5 3 6 5 3 3 5 8 5 8 5 8 4 9 6 8 1 2 6 1 4 9 43 . 66% of the employees agree that the company provides them with opportunities for their personal growth and development whereas 34% disagree. TABLE NO.3. MEASUREMENT AND COMPENSATION Table showing the employees opinion about company’s measurement and compensation policy Factors 21. 23. 25.

3.OVERALL PERCENTAGE (%) Strongly Disagree 9 Strongly Agree 10 Section Measurement and Compensation Disagree 23 Agree 53 CHART NO. 44 .1.5.

Performance Appraisal 22. 22.Chart showing the employees opinion about companys measurement and compensation policy 70 60 50 Percentages (%) 40 30 20 10 0 21. 77% of the employees agree that the company realizes their value at work where as 23% disagree. Salary and Benefits Factors 24. This shows that the employee’s perception towards the existing system of performance appraisal is not to their full advantage and employees expect radical change. 61% of the employees agree that the appraisal system is fair in the company while 39% disagree. 45 . Value at Work 23. Recognition 25. It is seen that the company recognizes employees’ sincerity towards work. Performance Assessment 14 8 5 25 18 12 14 6 6 53 47 65 58 58 33 22 14 8 9 25 Strongly Disagree Disagree Agree Strongly Agree INFERENCE 21.

23. 24. It is seen proper recognition is shown to employees for their performance and adequate rewards are being given.63% of the employees agree that their performance is highly recognized and suitably rewarded but 37% are of the opinion that their performance is not at all recognized and dully rewarded. From the above table overall inference is arrived. This shows that the companies often appreciates the performance of the employees and are well recognized. 67% of the employees agree that their performance is appreciated where as 33% disagree. 72% of the employees agree that when they perform well they are well recognized where as 28% disagree. 46 . This shows that there is a fair amount of dissatisfaction with regard to their qualification and experience and suitability of salary and benefits. 25. 39% of the employees agree that they are provided with suitable salary and benefits where as 61% disagree.

3.1. 29. 30. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 4 13 19 12 18 6 2 0 2 9 1 8 2 7 44 37 32 39 31 6 6 5 6 4 8 5 9 4 7 17 14 14 13 15 2 6 2 1 2 0 2 1 2 3 OVERALL PERCENTAGE (%) Strongly Disagree 3 Section Your Immediate Superior Disagree 20 Agree 55 Strongly Agree 22 47 . 27. YOUR IMMEDIATE SUPERIOR Table showing the employees opinion about their immediate superior Strongly Disagree 1 2 2 1 2 2 3 3 2 3 Factors 26.6.TABLE NO. 28.

6. 27. Superior Behaviour 30. Chart showing the employees opinion about the ir immediate superior 70 60 50 Percentages (%) 40 30 20 10 0 26. Role Model 6 3 3 26 20 21 29 20 18 21 27 31 23 66 56 48 59 2 2 3 Strongly Disagree Disagree Agree Strongly Agree INFERENCE 26. Updating w ith Information 28.1. 92% of the employees agree that their superior is fair towards them and 8% disagree with the opinion. Fairness 27.CHART NO. This shows that very clear understanding prevails between the superior and the subordinates. Feedback Factors 29. 3. 77% of the employees agree that their superior keeps them informed of the upcoming changes whereas 23% disagree. 48 .

30. 70% of the employees agree that their superior is seen as a role model to emulate where as 30% disagree. It can be inferred that the superior’s attitude towards employees is quite inspiring. 68% of the employees agree that they receive regular feedback from their superior and 32% disagree. 77% of the employees express their favourable opinion about their immediate superior and 23% do not have favourable opinion. 80% of the employees agree that their superior sets examples of what is work place behaviour and 20% disagree. This shows that their superior’s behaviour is excellent and he commands good leadership qualities. From the above table overall inference is arrived.This shows that their superior is much helpful in the work of the employees and updates them with the all the information required for performing their job. 29. 28. 49 . It is inferred that the superior shows good concern to employees and given them regular feedback regarding their performance and suggest the necessary improvements.

33. 35. 34.TABLE NO. 32.7. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 16 5 26 11 14 2 4 8 3 9 1 6 2 1 35 47 35 44 41 5 3 7 1 5 3 6 7 6 2 12 14 3 11 11 1 8 2 1 5 1 7 1 7 OVERALL PERCENTAGE (%) Strongly Disagree 2 Strongly Agree 15 Section Organizational Integration Disagree 22 Agree 61 50 .1.3. ORGANIZATIONAL INTEGRATION Table showing the employee perception towards organizational integration Strongly Disagree 3 0 2 0 0 5 3 0 3 0 0 Factors 31.

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Chart showing the employee perception towards organisational integration 80 71 70 60 50 40 30 20 10 0 31. 52 . Cooperation 32. Team Effort 33. 32. 71% of the employees agree that there is good cooperation in the organization where as 29% of the employees disagree. 92% of the employees agree that there is a team effort where as 8% disagree with the opinion.CHART NO.1. 3. Management Integration Factors 34. Team Spirit 39 67 62 53 53 Percentages (%) 24 18 8 0 21 16 5 0 0 17 21 17 5 3 Strongly Disagree Disagree Agree Strongly Agree INFERENCE 31. This shows that integration existing within the organization is of high order. Coordination 35.7.

34. 33.It can be inferred that team effort is of very high order in the organization. 84% of the employees agree that the people are helpful to each other whereas 16% disagree. 35. From the above table overall inference is arrived. This shows that there is good interaction among the people in the organization. 79% of the employees agree that team spirit is of very high order whereas 21% disagree. This shows that integration existing within the organization is of high order. 58% of the employees agree that management often integrates with my department and them where as 42% disagree. This shows that there is a good coordination among the people working in the organization and intend to help each other in their work related problems. 76% of the employees agree that people in this company promote the organizational integration where as 24% of the employees disagree. which promotes team spirit. 53 .

3. 39. ETHICS Table showing the employee opinion about company’s ethics Strongly Disagree 4 0 2 1 6 6 0 3 2 9 Factors 36.TABLE NO.1. 37. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 20 21 17 11 26 3 0 3 1 2 5 1 6 4 0 39 38 42 42 28 5 9 5 8 6 4 6 4 4 2 3 7 5 12 6 5 1 1 8 1 8 9 OVERALL PERCENTAGE (%) Section Ethics Strongly Disagree 4 Disagree 29 Agree 57 Strongly Agree 10 54 .8. 40. 38.

Influence of Company's Standard 6 5 0 11 3 31 25 16 8 2 18 9 9 59 58 64 64 42 Factors Strongly Disagree Disagree Agree Strongly Agree INFERENCE 36. Values 39. 69% of the employees agree that the company does not “say one thing and do another” where as 31% disagree. 3. 37.CHART NO.1. Chart showing the employees opinion about the companys ethics 70 60 Percentages (%) 50 40 40 30 30 20 10 0 36. 55 . Company's Standard for perfection 40. 64% of the employees agree that company keeps up its commitment where as 36% disagree.8. This shows that company seems to be welfare oriented and satisfies employee’s demands and requirement. This shows that the company plans effectively and carries out its activities as planned and does not go for changes now and then. Company's Perfection 38. Commitment 37.

82% of the employees agree with the company standards where as 18% disagree. 56 . From the above table overall inference is arrived. 51% of the employees agree that the company standard does not affect them in any manner and 49% disagree. as it does not affect their work style. This shows that employees do not bother much about the company standards. 72% of the employees agrees that the company follows a clears set of values where as 28% disagree with the opinion. 40.38. This shows that company follows clear rules and procedures to the advantage of the employees. This shows that employees understand the company standards well and follow them effectively. 39. 67% of the employees agree with the company ethics and 33% disagree with the company’s ethics.

43.9. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 20 3 5 12 5 3 0 4 7 1 8 7 36 46 43 37 44 5 4 7 0 6 5 5 6 6 7 9 16 17 17 17 1 4 2 4 2 6 2 6 2 6 OVERALL PERCENTAGE (%) Strongly Disagree 1 Section Service Orientation Disagree 14 Agree 62 Strongly Agree 23 57 .1.3. SERVICE ORIENTATION Table showing the employee commitment towards service orientation Strongly Disagree 1 1 1 0 0 2 2 2 0 0 Factors 41.TABLE NO. 44. 42. 45.

Customer Welfare 43. Chart showing employees commitment towards service orientation 80 70 60 Percentages (%) 50 40 30 20 10 0 41. 3. 68% of the employees agree that they are provided with enough knowledge to understand their customer wants and 32% disagree. Time Management 45.CHART NO. Understanding Customer Wants 42. 58 .1. Customer Solution 44. 94% of the employees agree that they spend time to understand the customers where as 6% disagree. It is inferred that people are quite satisfied with the knowledge provided to them.9. 42. Customer Acceptance 2 14 2 4 2 7 0 0 30 24 54 70 65 56 67 26 18 26 26 7 Factors Strongly Disagree Disagree Agree Strongly Agree INFERENCE 41. which helps them to know about their customers and provide services effectively.

45. 59 . 93% of the employees agree that services have achieved a greater acceptance where as 7% disagree. This shows that the employees are highly committed to their work and provide services that could best suit customer’s requirements. 91% of the employees agree that they listen to their customer complaints with patience where as 9% disagree. This shows that people are committed to produce the quality products and services that suit the customer requirements to the maximum extent. 43. 44. This shows that the employees are very much concerned with time management and the equality of the work. 85% of the employees agree that they are committed to service orientation in maximizing the customer satisfaction but 15% disagree with the opinion. From the above table overall inference is obtained. 82% of the employees agree that they are able to provide services within the stipulated time and 18% disagree.This shows that the employees are customer friendly and devote for customer satisfaction.

48. FUTURE ORIENTATION Table showing the employees opinion about company’s future orientation Strongly Disagree 1 0 10 6 0 2 0 1 5 9 0 Factors 46.TABLE NO. 49. 47.10.3.1. 50. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 12 26 33 27 6 1 8 3 9 5 0 4 1 9 40 33 18 28 39 6 0 5 0 2 7 4 2 5 9 13 7 5 5 21 2 0 1 1 8 8 3 2 OVERALL PERCENTAGE (%) Strongly Disagree 5 Section Future Orientation Disagree 32 Agree 48 Strongly Agree 15 60 .

61 .

62 . 80% of the people agree that company keeps up its pace with the changing technology and 20% disagree.1. It is inferred that the company is up to date with the technology improvement and is able to introduce new methods and procedures. 3. 61% of the employees agree that company comes up with new plans that are mutually beneficial to the employees and the company and 39% disagree with the opinion. 47. Changing Technology 47. Beneficial Plans 48. Scope for Development 18 20 15 11 2 0 8 9 8 0 9 39 27 50 41 42 32 59 Factors Strongly Disagree Disagree Agree Strongly Agree INFERENCE 46.10. Chart showing the employees opinion about companys future orientation 70 60 60 50 50 Percentages (%) 40 30 20 10 0 46. Proper Guidance 50.CHART NO. Training 49.

35% of the employees agree that company provides effective training to the employees to help them get accustomed with current changes where as 65% disagree. This shows that the employees are equally divided regarding the guidance provided by the organization to mould their behaviour.It can be inferred that company’s new plans to some extent benefits employees and organization in functioning of organization. From the above table following inference is obtained. 49. 50. which also suits employee’s prospectus and welfare. This shows that the company’s prospects are very bright and continue to prosper very well in the near future. 48. 91% of the employees feel that the company has higher scope for development but 9% disagree. 50% of the employees agree that proper guidance is provided for the employee’s future role and responsibilities where as 50% disagree. 63 . It seems that there is a fault in training programming training for employees and needs correction in existing training methods. 63% of the employees agree and 37% of the employees disagree that the company is up-to-date with the changing technology.

MANAGING PRODUCTIVE BEHAVIOUR Table showing the employee perception about company’s management towards productive behaviour Strongly Disagree 4 2 8 9 3 6 3 1 2 1 4 5 Factors 51. 52.3. 54. 53.TABLE NO. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 41 10 36 32 13 6 2 1 5 5 4 4 8 1 9 19 42 19 21 38 2 9 6 4 2 9 3 2 5 8 2 12 3 4 12 3 1 8 5 6 1 8 OVERALL PERCENTAGE (%) Strongly Disagree 8 Section Managing Productive Behaviour Disagree 40 Agree 42 Strongly Agree 10 64 .11. 55.1.

Quality 6 29 18 12 5 14 6 5 29 64 58 54 48 62 32 19 15 3 3 18 Strongly Disagree Disagree Agree Strongly Agree INFERENCE 51. Job Clarification 52. Chart showing employees perception about company's management towards productive behaviour 70 60 50 Percentages (%) 40 30 20 10 0 51. 52. Meeting Deadline Factors 54. 65 . 68% of the employees disagree that they have trouble getting the information and 32% agree with the opinion.CHART NO. This shows that company readily provides all the necessary information that the employees require in performing their job well. Cost Factor 55. 3. This shows that employees are provided with quite adequate deadlines needed to accomplish their task.1. Reasonable Deadline 53.11. 82% of the employees agree that they are given deadlines that are reasonable but 18% disagree.

From this we can infer that company is ready to sacrifice anything to keep up the quality of its product and services. From the above table overall inference is obtained. 66 . 55. 62% of the employees disagree that company is concerned with the low cost of production whereas 38% disagree. 66% of the employees disagree that higher priority is given in meeting the deadline whereas 34% of the employees disagree. Here again the company’s primary concern is to keep up the quality of its product and services without emphasizing on the cost factor.53. 76% of the employees agree that quality is the top priority of the company whereas 24% disagree. 54. It shows the company’s concern about the quality products and services without bothering about the time factor. 71% of the employees agree and 29% of the employees disagree that the company is able to effectively manage the productivity.

59. 58.12 SUPPORT FROM HR Table showing the employee level of satisfaction towards support provided by HR Department Strongly Disagree 5 2 2 5 5 8 3 3 8 8 Factors 56. Disagree Agree Strongly Agree Respondents % Respondents % Respondents % Respondents % 15 14 26 20 12 2 2 2 1 3 9 3 0 1 8 40 42 32 36 36 6 1 6 4 4 9 5 4 5 4 6 8 6 5 13 9 1 2 9 8 2 0 OVERALL PERCENTAGE (%) Strongly Disagree 6 Section Support from HR Disagree 26 Agree 56 Strongly Agree 12 67 .3. 57.1. 60.TABLE NO.

Chart showing the employees level of satisfaction towards support provided by HR Department 70 61 60 50 Percentages (%) 40 30 20 10 0 56. 68 . 70% of the employees agree that HR provides useful framework and 30% of the people do not agree. 76% of the employees agree that organization policies are clearly communicated by the HR Department whereas 24% disagree. This shows that the role clarify/job clarify can be improved further so that more number of employees may understand the overall framework of jobs and responsibilities. 57. Work related problems 60. Maximum support 8 9 3 39 30 22 21 12 3 9 18 8 8 8 20 49 64 54 54 Strongly Disagree Disagree Agree Strongly Agree INFERENCE 56. 3.CHART NO. Job Framew ork 57. Organization Policies 58.12. Keeping Informed Factors 59.1.

This shows that effective functioning of the HR Department in providing the information related to company’s policy and framework. 58. 58% of the employees agree that they are informed about the matters affecting them where as 42% do not agree. This shows that HR Department takes due care about the employees working conditions and information is given from time to time for performing their job but HR Department should widen the its scope to bring more employees in their network. 59. 62% of the employees agree that they get due help from the HR Department whereas 38% disagree. This shows HR Departments positive attitude towards employee’s work related problems and they come to the rescue at times of need. 60. 74% of the employees agree that they receive maximum support from the HR department whereas 26% disagree. From the above table overall inference is obtained. 68% of the employees are satisfied and 32% of the employee’s are not satisfied with the support provided by the HR department.

69

TABLE NO.3.1.13 MANAGEMENT Table showing the employee perception towards Management Strongly Disagree 2 1 0 1 3 3 2 0 2 5

Factors 61. 62. 63. 64. 65.

Disagree

Agree

Strongly Agree

Respondents % Respondents % Respondents % Respondents % 30 11 9 18 20 4 5 1 6 1 4 2 7 3 0 32 43 47 40 34 4 9 6 5 7 1 6 0 5 1 2 11 10 7 9 3 1 7 1 5 1 1 1 4

OVERALL PERCENTAGE (%) Strongly Disagree 2

Section Management

Disagree 27

Agree 59

Strongly Agree 12

70

CHART NO. 3.1.13
Chart showing the employees percept towards management 80 71 70 60 Percentages (%) 50 40 30 20 10 0 61. Management concern 62. Initiativeness 3 16 14 2 64. Help from Management 5 27 30 45 49 60 54 51

2

0 63. Team work

65. Self Development

Factor Strongly Disagree Disagree Agree Strongly Agree

INFERENCE 61. 52% of the employees agree that management goes out of its way to help them in their work whereas 48% disagree. This shows management is neutral concern towards employee’s personal attitude. But it still requires improvement. 62. 82% of the employees agree that the management encourages employee’s initiative ness whereas 18% of the employees disagree. This shows that management appreciates the individual efforts to accomplish the task given to them.
71

86% of the employees agree that management encourages the team work whereas 14% disagree.63. This shows that management is concern with the personal development of each and every employee. It shows that management fully supports the work force in carrying out their work with concerted efforts. 65. 64. 72 . From the above table following inference is obtained. This shows that employees are much satisfied with the helpful attitude of the management. which in turn helps the organization development. 65% of the employees agree that management shows much concern in their development within their organization whereas 35% disagree. 71% of the employees agree that management provides the help required to perform the job well whereas 29% disagree. 71% of the employees agree and 29% of the employees disagree that the management shows much concern towards the employees in the organization.

WEIGHED RATING METHOD 3.1.14. APPLICATION OF FOUR POINT RATING SCALE IN CALCULATION OF WEIGHED VALUES S.NO A 1 2 3 4 5 FACTORS/FREQUENCY OF RESPONSE IMAGE QUALITY PRODUCTS AND SERVICES CUSTOMER SATISFACTION QUALITY OF WORK CAREER OPPURTUNITIES REFERENCE 186 201 203 182 194 WEIGHED SCALE VALUES (X)

B

ENVIRONMENT 6 EXCITING WORK SPACE 7 PROBLEM FREE WORK SPACE PHYSICAL ENVIRONMENTAL 8 FACTORS 9 EMPLOYEE SAFETY 10 FRIENDLY ENVIRONMENT 188 168 175 198 217

C

COMMUNICATION 11 TRUST WORTHINESS INTER-DEPARTMENTAL 12 COMMUNICATION UNRESTRICTED HIERARCHIAL 13 COMMUNICATION 14 EXPRESSING QUERIES 15 COMMUNICATION OF WEAKNESS
73

192 151 195 197 190

D

PERSONAL GROWTH AND DEVELOPMENT 16 JOB KNOWLEDGE 17 CAREER BUILDING 18 STYLE AND WAY OF LIVING ACQUAINTANCE WITH 19 TECHNOLOGY 20 JOB ROTATION MEASUREMENT AND COMPENSATION 21 22 23 24 25 PERFORMANCE APPRAISAL VALUE AT WORK SALARY AND BENEFITS RECOGNITION PERFORMANCE ASSESSMENT YOUR IMMEDIATE SUPERIOR 26 27 28 29 30 FAIRNESS UPDATING WITH INFORMATION FEED BACK SUPERIOR BEHAVIOR ROLE MODEL ORGANISATIONAL INTEGRATION 31 32 33 34 35 COOPERATION TEAM EFFORT MANAGEMENT INTEGRATION COORDINATION TEAM SPIRIT
74

198 187 175 173 175

E

168 188 153 184 177

F

209 195 192 194 191

G

188 207 171 198 195

H

ETHICS 36 COMMITMENT 37 COMPANY'S PERFECTION 38 VALUES COMPANY'S STANDARD FOR 39 PERFECTION INFLUENCE OF COMPANY'S 40 STANDARD 173 184 182 197 166

I 41 42 43 44 45

SERVICE ORIENTATION UNDERSTANDING CUSTOMER WANTS CUSTOMER WELFARE CUSTOMER SOLUTION TIME MANAGEMENT CUSTOMER ACCEPTANCE 185 209 208 203 210

J 46 47 48 49 50

FUTURE ORIENTATION CHANGE IN TECHNOLOGY BENEFICIAL PLANS TRAINING PROPER GUIDANCE SCOPE FOR DEVELOPMENT 197 179 150 164 213

75

K 51 52 53 54 55 MANAGING PRODUCTIVE BEHAVIOUR JOB CLARIFICATION REASONABLE DEADLINE MEETING DEADLINE COST FACTOR QUALITY 151 196 149 152 191 L 56 57 58 59 60 SUPPORT FROM HR JOB FRAME WORK ORGANISATION POLICIES KEEPING INFORMED WORK RELATED PROBLEMS MAXIMUM SUPPORT 179 188 174 173 189 M 61 62 63 64 65 MANAGEMENT MANAGEMENT CONCERN INITIATIVENESS TEAM WORK HELP FROM MANAGEMENT SELF DEVELOPMENT 166 196 199 185 181 NOTE: X=RESPONDENTS (SD) * 1 + RESPONDENTS (D) * 2 + RESPONDENTS (A) * 3 + RESPONDENTS (SA) * 4 76 .

 Interdepartmental communication  Salary and benefits  Training  Job clarification  Meeting Deadline  Cost Factor 2. For the values ranging between 161 – 190. For the values ranging between 131.  Quality Products and services  Career Opportunities  Exciting Workspace  Problem free work space  Physical Environmental Factors  Communication f weakness  Career Building  Style and way of living  Acquaintance with technology  Job Rotation 77 .INFERENCE: From the above table the inference is as follows 1.160 improment is expected by the respondents in the following areas. Scope for development can still be found in the following areas.

 Performance Appraisal  Commitment  Value at work  Recognition  Performance assessment  Co-operation  Management integration  Company’s Perfection  Values  Influence of Company Standards  Understanding Customer Wants  Beneficial Plans  Proper Guidance  Job Framework  Organizational Policies  Keeping Informed  Work related problems  Maximum support  Management concern  Help from management  Self development 3. The degree of positive feeling is high on the following factors. For the values ranging between 191-220. 78 .

Expressing queries 9. No.15 Multiple correlations Table No. Team effort COEFFICIENT OF CORRELATION BETWEEN VARIABLES Application of Weighted Scale Values in Determining the Correlation Between the Variables.6 -7.5 V2 U*V 268. Time Management 21. Quality 26.6 -8.1 Support from HR & Personal growth and development S. Initiative ness 27. Co-ordination 16. 1.1. 3.6 8.6 -6.3. Fairness 11.15.7 6 70.96 43.96 43.5 6 57. Role model 15.36 -55. Feedback 13.1.6 16.56 73.56 54.56 43. Company’s standard for perfection 18.4 79 V=X4181.6 U2 2. Customer acceptance 22.4 -6. 4 5. Team Spirit 17. Reference 4.16 39. Quality of work 3. Superior behavior 14. Reasonable deadline 25.1. Customer solution 20. Team work 28. Scope for development 24.56 65.24 29. Changing technology 23. X12 179 188 174 174 189 X4 198 187 175 173 175 U=X12180.96 -26. 2. Friendly environment 6.4 5.7 6 43. Job knowledge 10.6 -1. Customer satisfaction 2. Customer welfare 19.4 -6. Trust worthiness 7. Updating with information 12.6 -7. 3. Employee Safety 5. Unrestricted hierarchical communication 8.44 .

1.TOTAL - - 0 0 6 229.12 of Support from HR Percentage Table No. Support from HR Personal Growth and Development 1/ n r = ∑UV − UV σUσV r12 = 0. 2 459.207 INFERENCE The correlation co-efficient r12 = 0. Ref: Percentage Table NO. If there is any improvement or new matters introduced then that increases the chances of improvement in Personal Growth and Development.207 reveals that there is a positive relation existing between “Support from HR” and “Personal Growth and Development”. If more emphasis given on HR automatically the Personal Growth and Development also increases.4 of Personal Growth and Development 80 . 2.2 NULL HYPOTHESIS There is no relation between the variables.2 67.

1.56 229. 3.6 -7.2 67. 4 5. Measurements and Compensation 1/ n r = ∑UV − UV σUσV r13 = 0.15. TOTAL X12 179 188 174 174 189 X4 168 188 153 184 177 U=X12180.2 V2 36 196 441 100 9 459.4 0 V=X4-181.Table No. 2.6 -7.4 -6.6 -1.1.56 54.475 81 .56 57. Support from HR 2.3.2 U*V 9.2 NULL HYPOTHESIS There is no relation between the variables.6 -76 25.6 103.76 70. No.2 Support from HR & Measurement and Compensation S.6 138.6 -6 14 21 10 3 0 U2 2.76 43. 1.6 8.

5 of Measurement and Compensation Table No.4 -6.6 138.4 5.3.16 43.96 29. 4 5. This shows that positive approach of HR department towards employees in connection with performance appraisal.96 43.6 -6. 2.56 459.6 16.INFERENCE The correlation co-efficient r13 = 0.8 10 NULL HYPOTHESIS 82 .4 75.56 73.475 shows that there is a positive correlation between the variables “Support from HR” and “Measurement and Compensation”. salary and other benefits have an influence on measurement and compensation.6 -8. Ref: Percentage Table NO.12 of Support from HR Percentage Table No.1. TOTAL X12 198 187 175 173 175 X4 168 188 153 184 177 U=X12-180.15. So any changes in these factors may show improvement in Measurement and compensation.6 -86 19. 1. 3. No.2 V2 36 196 441 100 9 782 U*V -98.3 Personal growth and Development & Measurement and Compensation S.6 0 V=X4-174 -6 14 -21 10 3 0 U2 268.

Ref: Percentage Table NO.207. This shows that Salary and other benefits provided to the employees have an effect on their personal growth and development. Any changes in the compensation provided to them can bring about a considerable change in the employees personal growth and development. r31 = 0.There is no relation between the variables. r32 = 0.5 of Measurement and Compensation r12 = 0.475.017 INFERENCE The correlation co-efficient r23 = 0. Measurements and Compensation 1/ n r = ∑UV − UV σUσV r23 = 0. r21 = 0.017.475. r23 = 0. r13 = 0. 1.017 shows that there is a positive correlation between “Personal Growth and Development” and “Management and Compensation”.4 of Personal Growth and Development Percentage Table No. Support from HR 2.207.017 NULL HYPOTHESIS 83 .

r223) 0.This is no relation between variables. 2. This shows that HR department’s approach towards the employees in their development within the organization has a greater influence on them. R2.r212) 0.r213) 0.515 √(r221 + r223 – 2r21 r23 r13) / (1 .23 = R2. Any new methods introduced by the HR department could prove to be much beneficial to the employees.13 = R3. 3.23 = R1.12 = 0. Personal Growth and Development.482 R1.12 = R1.23 = INFERENCE It is seen from the correlation coefficient values R1.23 = 0.515. 1. R3.227 √(r231 + r232 – 2r31 r32 r12) / (1 .13 = R2. -13 = 0. Measurement and Compensation.227. 84 . Support from HR Personal Growth and Development Measurement and Compensation √(r212 + r213 – 2r12 r13 r23) / (1 .482 that higher degree of correlation exists between the variables support from HR.

4 540 NULL HYPOTHESIS There is no relation between the variables.44 249.24 353.4 169. 2.2 -94 0 162.55 INFERENCE 85 .4 Service Orientation and Managing Productive Behavior S. Service Orientation 1/ n R = ∑UV − UV σUσV R = 0.KARL PEARSON CORRELATION Table No. No. TOTAL X12 185 209 208 203 210 X4 151 196 149 152 191 U=X12180. 3.8 23.8 -15.24 795.8 28.6 -18 6 5 0 7 0 V=X4-174 -16.2 0 U2 324 36 25 0 49 434 V2 282.24 2218.15. 4 5.1.3. 1. 1.2 -18.8 U*V -302.64 538. Managing Productive Behavior 2.

55 implies that higher degree of correlation exists between the variables managing productive behavior and service orientation.The correlation co-efficient R=0. 86 . This shows that the quality of the service produced to the customers is highly dependent on all facilities that are provided to the employees. Thus concentrating much in the employees’ requirements could bring improvement in their services provided to the customers.

FINDINGS AND SUGGESTION FINDINGS AND SUGGESTION 87 .

76% f the employees agree that people in this company promote the organizational integration where as 24% of the employees disagree. 11. 88 . which also suits employee’s prospectus and welfare. 63% of the employees agree that their performance is highly recognized and suitably rewarded but 37% are of the opinion that their performance is not at all recognized and dully rewarded.78% of the employees express their good opinion while 22% f the employees do not have favorable opinion about the company’s image. 66% of the employees agree that the company provides them with opportunities for their personal growth and development whereas 34% disagree. 2. 9. 63% of the employees agree and 37% of the employees disagree that the company is up-t-date with the changing technology.1. 3.70% of the employees agree that the effective communication prevails at all levels within the organization but 30%of the employees do not agree. 77% of the employees express their favorable opinion about their immediate superior and 23% do not have favourable opinion. 5. 4. 8. 71% of the employees agree and 29% of the employees disagree that the company is able to effectively manage the productivity.85% of the employees agree that they are committed to service orientation in maximizing the customer satisfaction but 15% disagree with the opinion. 7. 6. 67% of the employees agree with the company ethics and 33% disagree with the company’s ethics.74% f the employees are satisfied with the present working environment where as 26% are not satisfied. 10.

personal growth and development.12=0. The correlation co-efficient r12 = 0.482 that higher the degree of correlation exists between the variables support from HR. 15. 68% of the employees are satisfied and 32% of the employee’s are not satisfied with the support provided by the HR department. 18. 13.475 shows that there exists positive correlation between the variables “Support from HR” & “Measurement and compensation”.13 = 0.227. 71% of the employees agree and 29% of the employee’s disagree that the management shows much concern towards the employees in the organization.13 = 0.207 reveals that there is positive relation existing between “Support from HR” & “Personal growth & Development”. 17. measurement and compensation. R2. The correlation co-efficient r23=0.227. 14.12.23 = 0.55 implies that higher degree of correlation exist between the variables of managing Productive Behavior and service orientation. It is seen from the correlation coefficient values R1.515. 16. 89 . R2. The correlation coefficient R=0. R3.017 shows that there exists positive correlation between “Personal growth and development” & “Measurement and compensation”. The correlation co-efficient r13 = 0.

CONCLUSION CONCLUSION 90 .

This was on the employee satisfaction of Rasipuram Municipality – Salem and from the analysis it has been found out that most of the employees are satisfied with their Job.An Employee Climate Survey is one of the important aspects to be taken into consideration. 91 .

APPENDIX 92 .

P Guptha Business Statistics Twelfth Edition (2001).P.D.R Kothari Research Methodology Methods & Techniques Second Edition (2003). Print well Publication . Macmillan India Ltd. Rbsa Publishers jaipur. S. “Human Resources Management”. Houghton Mifflin Company (USA). 1991 Rao Kamaleshwar S “Job Satisfaction and Work Motivation”. Chennai.Gupta & M. Jaipur 1996 Wendell French. Sultan Chand & sons. All India Publishers and Distributors. Wishwa Prakashan. Pestonjee. 93 . 1996. New Delhi. Sharma and Sharma Sarita “Research Methodology”.M “Motivation and Job Satisfaction”.Madras.REFERENCES BOOKS: List of Books Referred C. New Delhi.

nasscom.com www.msn.com How satisfied are Your Employees? By Sudipta Dev (Mumbai) WEBSITES VISITED: www.com www.com www.com www.Google.expresscomputeronline. www.Org 94 .com www.SurveyReport.hr-Survey.economictimes.ARTICLES: List of Articles Downloaded from the Internet.

QUESTIONNAIRE 95 .

1 2 3 4 96 . 6. My physical environment promotes effective performance. My company provides opportunities for a remarkable career. My company provides services that are highly satisfied by our customers. The attention is paid to minimizing unnecessary stress and chaos in the work place. 1 2 3 4 4. 1 2 3 4 5. 1 2 3 4 B. I feel a sense of pride in the quality of the work I do in this company. ENVIRONMENT I have been provided with an exciting workspace. I would proudly recommend this organization as a good place to work to a friend or relative. 1 1 2 2 3 3 4 4 1 2 3 4 FACTORS STRONGLY DISAGREE AGREE STRONGLY DISAGREE AGREE 2.QUESTIONNAIRE S. 8. 1 2 3 4 3.NO A. IMAGE My company is able to provide the best quality products and services. 7. 1.

1 2 3 4 15. Safety to the employees is a top concern in my work environment. all kinds of work related problems. 1 2 3 4 14. 1 2 3 4 D. 1 2 3 4 10. attitude and skill required for my job. There is adequate communication between the departments. 1 2 3 4 1 2 3 4 12. C. 1 2 3 4 13. People communicate comfortably with one another in the organization regardless to their position level. PERSONAL GROWTH AND DEVELOPMENT I am given adequate opportunity through the company to develop the knowledge. COMMUNICATION I can trust people in the organization and openly discuss with the others.9. Friendliness prevails in my work environment. 16. Company provides better opportunity for me to convey my queries to my superiors. My weakness is communicated to me in a non – threatening way. 11. 1 2 3 4 97 .

22. I feel that for my qualification and experience my salary and benefits are adequate. 1 2 3 4 98 . My company makes me realize my value at work. 21. 1 1 1 2 2 2 3 3 3 4 4 4 24. 23. If I perform well I will be recognized and rewarded adequately. Job – rotation helps me to get experience with different kinds of jobs. The company has improves my style and way of living. 1 2 3 4 E. I feel that with this company I can build a better career. 1 1 1 2 2 2 3 3 3 4 4 4 20. MEASUREMENT AND COMPENSATION My performance appraisal system is fair. 19. The company helps me to get acquainted with recent changes in technology. 1 2 3 4 25.17. 18. When I do a good job it is generally appreciated during performance assessment.

1 2 3 4 30. I receive a regular feedback from my superior on how well I am performing my job. YOUR IMMEDIATE SUPERIOR I trust my superior for he is fair towards me. My superior leads by setting examples of what is work place behavior. 1 2 3 4 G. It is always a team effort whenever a task is considered. ORGANISATION INTEGRATION I feel that there is a good cooperation among the members of the organization. 26. 1 2 3 4 29. My superior is seen by my team and me as a role model to emulate. 32. 31. My superior keeps me informed of the upcoming changes that affect my job. The management often integrates with my department and me.F. 33. 1 2 3 4 99 . 27. 1 2 3 4 1 1 2 2 3 3 4 4 28. I feel that people in the organization are very helpful to each other. 1 1 2 2 3 3 4 4 34.

36. Company’s standard does not affect me in any manner. 1 2 3 4 43.35. I listen to my customer complaints with patience and offer him with best possible solutions. 41. 1 2 3 4 100 . Company follows a clear set of values. I spend time to understand the customer need and help him out with his requirements. 38. I believe that company’s standard are for my own good and to bring perfection in the organization. Team spirit is of high order in this organization. 1 2 3 4 1 2 3 4 42. 1 2 3 4 1 2 3 4 37. SERVICE ORIENTATION The company equips me with enough knowledge and skill to know what my customer wants and provide services effectively. I. ETHICS The company keeps up its commitments made to its employees. 1 1 1 2 2 2 3 3 3 4 4 4 40. My company does not “say one thing and do another”. 39. H.

47.44. 45. I feel that my company has higher scope for development in the near future. 1 2 3 4 50. I am given proper guidance to prepare my self for the future responsibilities/roles I am likely to take up. 1 1 2 2 3 3 4 4 48. 1 2 3 4 101 . 1 1 2 2 3 3 4 4 J. 46. I am able to provide services within the stipulated time. The services offered have achieved a greater acceptance among the customers. 1 2 3 4 49. Company provides effective training to the employees to help them get accustomed with the current changes. Company comes up with new plans that ate mutually beneficial to the employees and the company. FUTURE ORIENTATION Company keeps up its pace with the changes in technology.

1 2 3 4 58. 1 1 2 2 3 3 4 4 1 1 1 2 2 2 3 3 3 4 4 4 54. 57.K. Keeping cost down gets higher priority than providing quality services. Quality is the top priority with the company. 56. Organization policies are clearly communicated by the HR. 1 2 3 4 55. I believe that I can receive maximum support from HR department whenever I need. Meeting a deadline gets higher priority than providing quality products. 1 1 2 2 3 3 4 4 102 . I am given deadlines that are reasonable. HR ensures that I am adequately informed about the matters affecting me. SUPPORT FROM HR HR provides useful framework for performing my job. HR helps in solving work related problems. 60. 1 2 3 4 59. L. 51. 53. MANAGING PRODUCTIVE BEHAVIOR I have trouble in getting the information I need. 52.

64. MANAGEMENT 61. 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 103 . The management of this organization goes out of its way to make sure that I enjoy my work. 62. The management encourages me and my team to work well. 65. 63. The management shows much concern in my development within the organization. The management provides me with all the help that is required to perform my job well. The management encouragement me to take initiative and to do things of my own.M.

104 .

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