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A STUDY ON EMPLOYEES PERSONALITY IN NATURAL CAPSULES LTD., PUDUCHERRY


SUMMER PROJECT REPORT

Submitted by M.SRIDARAN REGISTER NO: 27348346

Under the Guidance of Mr. S.JAYA KUMAR., M.E, MBA, MISTE Faculty, Department Of Management Studies

in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY,

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SEPTEMBER- 2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET, PUDUCHERRY


DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE

This to certify that the project work entitled A STUDY ON EMPLOYEES PERSONALITY IN NATURALCAPSULES LTD., PUDUCHERRYis a bonafide work done by M.SRIDARAN REGISTER NO: [27348346] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2007 2008.

GUIDE

HEAD OF DEPARTMENT

Submitted for Viva-Voce Examination held on

EXTERNAL EXAMINER

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ACKNOWLEDGEMENT
The successful completion of any task would be incomplete without mentioning the names of persons who helped to make it possible. I take this opportunity to express my gratitude in few words and respect to all those who helped me in the completion of this summer project.

I express my deep gratitude to Mr. N.KESAVAN, Chairman,

Mr. M.

DHANASEKARAN, Managing Director and Mr. S.V.SUGUMARAN, Vice-chairman. Sri Manakula Vinayagar Engineering College.

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to provide necessary and essential facilities to do this project work.

I express our sincere thanks and deep sense of gratitude to our Head of Department Mr. S.JAYAKUMAR, Department of Management Studies for providing me with an opportunity to study and for his encouragement, support and guidance to complete this project work successfully.

I convey my heartiest thanks to Mr. T.M.V.SHIVA, ADMINISTRATOR, Natural Capsules Limited, Moolakulam, Puducherry, who kindly granted permission to do this project work in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for the success of this project work.

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ABSTRACT

The study was carried out at NATURAL CAPSULES LIMITED. The study is related to the Employees personality. A survey was taken among the employees to know their various Personalities in NATURAL CAPSULES LIMITED at MOOLAKULAM. The required data to study the interest level of the employees has been collected as primary, secondary data using a questionnaire from a sample of 50 employees, which the sampling was on the basis of convenience and non-probabilistic sampling procedure. The collected data was edited, coded, classified and tabulated further statistically analyzed using various statistical tools like chi-square test, etc., From analyzed data both general findings and statistical findings were posted, thereby deriving suggestions and recommendations. The study reveals that the data collected from the study conducted, is observed the employees are very poor in personality. So the management will conduct any personality development program in future means the employees personality will improved of the limitations of the study, and in consultation with the company

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CONTENTS
CHAPTER TITLES LIST OF TABLES LIST OF CHARTS I INTRODUCTION 1.1 PROFILE OF ORGANIZATION 1.2 OBJECTIVE OF THE ORGANISATION 1.3 ORGANISATION CHART 1.4 FACILTIES OF THR ORGANISATION 1.5 ABOUT PRODUCTS 1.6 PRODUCTS 1.7 SERVICES OFFER BY ORGANISATION NEED FOR THE STUDY II III IV V VI VII REVIEW OF LITERATURE OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY, SUGGESTION AND RECOMMENDATIONS CONCLUSION 38 4 6 6 7 8 12 13 16 36 1 2 3 3 4 PAGE NO

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VIII

LIMITATIONS OF THE STUDY, SCOPE FOR THE FUTHER STUDY

39

APPENDICES
41

ANNEXURE-1 ANNEXURE-2

LIST OF TABLES

S.no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

TABLE NAME Qualification of the Respondent tables Experience of the Respondent tables Personality of the Respondents tables Job involvement of the Respondent tables Job satisfaction of the Respondent tables Job attitudes of the Respondent tables Job motivation of the Respondent tables Decision-making of the Respondent tables Job Factor gives satisfaction of the Respondent tables Ethical Rate of the Respondent tables Communication Style of the Respondent tables Personal Planning of the Respondent tables Job Responsibility of the Respondent tables Listening skills of the Respondent tables Mental efforts of the Respondent tables Job Flexibility of the Respondent tables Commitment of the Respondent tables

Page No 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32

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LIST OF CHARTS

S.no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

CHART NAME Qualification of the Respondents charts charts Experience of the Respondent charts charts Personality of the Respondent charts charts Job involvement of the Respondent charts Job satisfaction of the Respondent charts Job attitudes of the Respondent chart charts Job motivation of the Respondent charts Decision-making of the Respondent charts Job Factor gives satisfaction of the Respondent charts Ethical Rate of the Respondent charts Communication Style of the Respondent charts Personal Planning of the Respondent charts Job Responsibility of the Respondent charts Listening skills of the Respondent charts Mental efforts of the Respondent charts Job Flexibility of the Respondent charts Commitment of the Respondent charts

Page No 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32

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CHAPTER- I

INTRODUCTION

1.1 PROFILE OF ORGANISATION Natural Capsules Limited is a Public Limited Company established in the year 2003 at Pondicherry, Its head quarters were located in Bangalore established in the year 1993. Natural Capsules Limited is a well-equipped modern manufacturing plant to manufacture Hard Gelatin Capsule shells, Hard Cellulose Capsule shells and Pharmaceutical Dosage Forms in Capsule Dosage Form. The logical integration of NCL hard shell manufacturing to formulation was initiated in the year 1998. NCL is having an on going research and development activity to develop value added products. The company has successfully exported Gelatin Capsules to mainly South-East Asian countries. These capsules are also sold in domestic and also exported to several countries. The Company meets the statutory requirements as laid down by the authorities in respect to cGMP and cGLP practices. Since its inception, Natural Capsules has ensured to provide turnkey solutions to all its customers. NCL has evolved and strengthened its endeavors by constantly

For More projects visit techshristi.com innovating through its excellent products. With a mission to enable Technology Assisted Business Transformation, NCL ensure to deliver the best products with a technological edge. The company is also engaged in formulating the pharmaceutical dosage forms in Capsule dosage form, both Pharma and Neutraceutical Products. The company is fully committed to upgrade its facilities on a continuous basis to meet the requirements of National and International Standards, cGMP and cGLP practices. The Pharmaceutical and Dietary supplement industries count on Natural Capsules to supply hard two-piece Gelatin and Cellulose capsules. With manufacturing sites at Bangalore and Pondicherry, we are serving customers on quick service no matter where they are located. For the past 12 years, with the greatest respect to the Customers, Natural Capsules has dedicated itself to the production of the highest quality capsules.

1.2 OBJECTIVES OF THAT ORGANISATION The main objective of the company is to manufacture and market Hard Gelatin Capsule shells and Hard Cellulose Capsule Shells VISION STATEMENT Natural Capsules is committed to: * Be the Global Leader for supply of Cellulose Capsules * Providing superior Quality two-piece hard Gelatin Capsules * Be the Best Service provider to the Customers all around * Invest in Research and Development of new capsule technologies and application MISSION STATEMENT * Internationally benchmarked Quality and Regulatory Systems * Customer relationship through outstanding products and services * State of the art manufacturing facilities * To understand our customer needs and adding value to our customers & products, so that we grow together . We truly believe in Relating Technology to Nature.. FOCUS WORLD CLASS MANUFACTURING WHO-GMP Certifications; Automated statistically-controlled operations; ISO 9001

compliance; Disciplined Quality Assurance monitoring; Clean room policies and procedures; Trained and Competent professionals and technicians, trained sales and customer service NATURAL

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CAPSULES has put in place systems and programs that ensures Customers needs. Our capsule products are known throughout the Industry for their ability of mahinability. GOAL MEETING CUSTOMER NEEDS Natural Capsules provides Total Customer Satisfaction by describing what and how we do best. It is not only the sales and technical staff focus on addressing and resolving customer needs, but also our manufacturing personnel and formulation personnel often interact directly with customers on product and process improvement programs. At Natural Capsules, we have an added advantage of having formulation unit which will continuously provide feedback on improving quality and mahinability of hard two-piece capsules.We also use formal customer satisfaction measurement programs that provide routine opportunities for our customers to tell us what they like or, more importantly, what they dont like about dealing with NATURAL CAPSULES.

1.3 ORGANIZATIONAL CHART


NATURAL CAPSULES LTD. UNIT II PUDUCHERRY.

MANAGING DIRECTOR

GENERAL MANAGER

SR. MANAGER ADMIN.

PER. & ADMIN. EXICE / SALES TAX PURCHASE STATUTORY COMPLIANCE

SR. MANAGER QA

PRODUCTION MANAGER

UTILITY MANAGER

IPQC INSPECTOR

PLANT OPERATORS

WORKSHOP OPERATORS

GEL. ROOM CHEMISTS

TECHNICIANS

ANALYTICAL CHEMISTS ASST. MANAGER AIR CONDITIONING DEPT. ELECTRICIANS

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ASST. MANAGER PRINTING

E.T.P

STORING DEPT. INCHARGE

1.4 FACILITIES * Manufacturing capacity of more than 3 billion capsules per annum * Isolated and dedicated Automatic Manufacturing Lines for manufacturing Hard Gelatin and Hard Cellulose capsule shells of sizes 00, 0el, 0, 1, 2, 3 & 4 * Capability of Circular and Linear printing on capsules. Printing can Be customized and can be done in two colors * Capsules are sorted online through Automatic Diametrical Sorting machines * A continuous and dedicated effort of the R & D team ensures development of innovative ideas & implementation of those ideas. * Each of the manufacturing line is housed as an independent unit to eliminate The risk of cross-contamination * Usage of Automatic machines for encapsulation in dosage form * Various types of packaging are available for Formulations of non-betalactom, neutraceutical & herbal products 1.5 ABOUT PRODUCTS NCLs constant endeavor to research & most customer specific requirement has resulted in manufacture of a wide range of capsules. The Cellulose capsules and newly introduced variants form a part of NCls niche products.NCLs facility of dedicated manufacturing lines adopts stringent procedures to manufacture Hard Gelatin Capsules. Each of this manufacturing line is housed as an independent unit to eliminate the risk of cross contamination. NCL manufactures Hard Capsules for pharmaceutical and dietary supplement industries in sizes 00, 0el, 0, 1, 2, 3 & 4. All operations are assured through our comprehensive QA procedures to conform to Indian Pharmacopoeia and United States Pharmacopoeia standards and the specific requirements of the customers.

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Two-piece capsules have long been a reliable drug delivery system. Capsules continue to offer worldwide consumer appeal because they: * * * * * are easy to swallow mask odors are tasteless are aesthetically pleasing; and are versatile

In addition, two-piece capsules are a top choice of many pharmaceutical and contract manufacturers because they: * Can be filled in-house under a companys direct supervision and control standards * * * Require fewer excipients than other drug formulations Require less initial investment in processing equipment Are manufactured to universal standards, which allows for multi-sourcing and mahinbility on all types of filling equipment Offer endless varieties of color and print options for unique identification of your product in the market place

Recent survey results reveals that pharmaceutical customers choose capsule vendors based on the following characteristics: * * * * The Best Quality & Machinability Adherence to Timely Delivery Customer Service from Informative Staff Technology transfer from Knowledgeable Source

The Gelatin capsule is the most common form of capsule for oral dosage formulations. NCL offers its High Quality Products to customers committing to: * * * * * * Validated Manufacturing process based on cGMPs Odorless & Tasteless Capsules Round the World Availability Five Year Shelf Life Preservative and Preservative-Free Capsules Made from pure Bovine Gelatin

A Quality Assurance system has been set up to be preventive and not curative. Our capsules undergo vigorous in-process inspection checks in accordance with cGMP and ISO 9001:2000. With

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every delivery we provide our customers a bulletin of physico-chemical and bacteriological analyses in conformity with the requirements of Indian and United States Pharmacopoeia.

1.6 PRODUCTS: o Hard Gelatin Capsule Shells o Hard Cellulose Capsule Shells o BSE / TSE Free Gelatin Capsule Shells o Shiny Gelatin Capsule Shells o SLS Free Gelatin Capsule Shells o Halal Certified Gelatin Capsule Shells o Fortified Gelatin Capsule Shells o Sweet Gelatin Capsule Shells o Fast Release Gelatin Capsule Shells

o Printed Gelatin / Cellulose Capsule Shells


1.7 SERVICES WE OFFER

* Contract Research in Synthetic Chemistry. * Dosage Development. * Dossier in CTD Format. * Manufacturing of APIs and Finished Dosage Forms. * Development of Dossiers/ ANDAs for products of the customers choice. * Contract Research and Analytical * Online Enquiry * Contract Manufacturing * Chating Services

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NEED FOR THE STUDY

The success of any manufacturing organization depends largely on the workers. The employees are considered as the backbone of NATURAL CAPSULES LIMITED,The study was mainly undertaken to identify the level of EMPLOYEES PERSONALITY. Once the levels of Employee personality are identified, it would be possible for the management to take the necessary action to improve in getting highly sophisticated products. Since employees are considered as backbone of the Company, their progression will lead to the success of the Company in the long run.and it mainly improve employees intraction among the management to raise their standard of livings in the society

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CHAPTER II

REVIEW OF LITERATURE

3.1. PERSONALITY Personality is what makes a person a unique person, and it is recognizable soon after birth. A employees's personality has several components: temperament, environment, and character. Temperament is the set of genetically determined traits that determine the child's approach to the world and how the child learns about the world. There are no genes that specify personality traits, but some genes do control the development of the nervous system, which in turn controls behavior. 3.2. PERSONALITY TEST Personality tests are developed for a range of different purposes, but few have ever been specifically designed to identify people for company. Consequently, psychologists have faced a range of problems when trying to interpret these tests in a selection environment. The most challenging is motivational distortion, the desire of job applicants to present themselves in the most favourable, or unfavourable1 light. This limitation, affects both the questions included in many personality questionnaires and the conscious, or unconscious, response bias of the examinee. While motivational distortion scales have been introduced into many test profiles to give a measure of the reliability of the results, they cannot eliminate the bias itself. Additionally, there is the problem of the application of the results. Personality tests have to be interpreted, if the person making the interpretation has limited experience of the test, or the applicability of the test results for the occupation being selected for, then the results are unlikely to enhance the selection decision.

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Finally, traditional personality tests are not designed to predict future behaviour in extreme environments. While such tests may be used to predict how an individual might respond in a relatively benign situation, many researchers now believe that the relationship between an individuals personality and the situation actually determines future behaviour. Self-report scales rarely take into account situational factors, or the constellation of mediating and moderating variables that operate on this relationship.. Despite the problems, interest in personality and its relevance to the selection process has never wavered. When an individual sits down for an company psychological interview aspects of their personality still assume primary importance. Largely this occurs in terms of interview behaviour and descriptions of previous behaviour provided by the interviewee. A brief personality screening tool is administered to every applicant, but the results are used as an interview prompt rather than a selection tool. This use of testing may the lack the empirical objectivity of a score on a test, nevertheless, the selection interview appears to have greater face validity for both the applicant and the assessor, and hence this process remains the primary source of personality appraisal in the NATURAL CAPSULE LIMITED. 3.3. According to Leonard D. Goodstein1 and Richard I.Lanyon.Arizona state university,.USA Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counter productivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in EMPLOYEES

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3.4 .According toVan Eerde, W. (2004). the Big Five Model of personality,washington, DC:
American Psychological Association

I focus on the self-management of employees with regard to how they use their skills. The role of time in research on behavior at work has been under emphasized. This is surprising in light of the role that skills plays in the lives of individuals in our society heavily regulated by clock time. In fact, deadlines play an overwhelmingly important role in many lives of individuals. More sophisticated information systems will speed up many more processes at work in the future, as organizations .Continue to use the speed of their output as an important means to compete. I think that the personality of employees needs to be studied much more than it has been up until now. 3.5. According toKathryn L.W. Heinze Northwestern University., December 5, 2005 Employees personality are more likely to pursue job involvment in organizations with more responsible .Although social responsibility can make corporations more attractive, we need a better understanding of how individual characteristics or dispositions of Employees personality increase the likelihood that jobs are favored in corporations that are sociably responsible. In particular, due to the impassioned debate surrounding corporate responsibility (Boal & Perry, 1985), what is the role of individual emotion when considering employment options? This question has implications for corporations, in terms of recruitment and organizational objectives, and subsequently for society as a whole. 3.6. According toR. B. Cialdini .,Department of Psychology,Arizona State University, we review the literature on impression management to determine if there are substantial gender differences in the employment of impression management tactics in organizational contexts. Based on a social roles theory perspective (Eagly, 1987), we examined use of impression

management tactics in organizational settings for gender differences in behavior.


We expected that men and women would generally report usingimpression management tactics consistent with gender role expectations and that this might not be advantageous to women in the corporate world. Our review of the literature supported our expectations. We conclude with implications of these findings for an enriched understanding of organizational behavior.
3.7. According toMyriam N. Bechtoldt and Bernard A. Nijstad, University of Amsterdam, Department ofPsychology, the Netherlands

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In surface-level (demographic) diversity, and then move on to consider the literature on deeplevel (personality) diversity.Surface-level diversity may be equated with visible differences among group members in terms of demographic characteristics like age, sex, and ethnicity (Milliken & Martens, 1996; Harrison et al., 2002; Riordan, 2000). In general, people feel more comfortable with others perceived to be similar to the self because similarity in itself is rewarding (Berscheid, 1985, Byrne, 1971; Lazarsfeld & Merton, 1964): A careful review of the theory and empirical research on diversity and group process and performance suggests the impact of the changing demography of the workforce may not be as positive as many would like to believe (OReilly et al., 1998, p. 184). Demographic, surface-level diversity undetermines group creativity and innovation because it undermines, in general, group cohesion and thereby the processes and performance requiring high levels of cohesiveness (Nahapiet &Ghoshal, 1998). Theoretical assumptions in what ways deep-level diversity should be related toinnovation need to be divided into those focusing on differences among group members in abilities, knowledge and skills (cognitive diversity) and those attending to differences in personality

CHAPTER-III

OBJECTIVES

The study is helps to you assess the employees knowledge,

The study is helps to you asses the employees beliefs, The study is helps to you asses the employees feelings,

For More projects visit techshristi.com Which allows to assess the employees actions in regard to a wide range of personal skills, abilities, and interests. The assessments are graded, that exercises that generate individual the organization. personality in

CHAPTER IV

RESEARCH METHODOLOGY

4.1 RESEARCH DESIGN

The research design which was selected was narrative one. It narrates the whole research in a simple manner.

4.2 TYPES OF DATA COLLECTED Primary Data

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Questionnaires are prepared and interview was conducted. Most of the questions are consist of multiple choices. The questionnaires were conducted in English as well as in Tamil. Generally 33 questions are prepared and asked to the employees of the ACT Plastic Private Ltd., Puducherry. Secondary Data Secondary data was collected from Internets, various books, Journals, and Company Records.

4.3 QUESTIONNAIRE CONSTRUCTION


In this Questionnaire Constructed on the basis of two types. There are Multiple choice and close ended ( Yes/ No) Questions. 4.4 DEFINING THE POPULATIONS The Population or Universe can be Finite or infinite. The population is said to be finite if it consist of a fixed number of elements so that it is possible to enumerate it in its totality. So In this projects consist of finite population.

4.5 SAMPLE SIZE About 50 sample are taken in NATURAL CAPSULES LIMITED

4.6 FIELD WORK

The field works is done in NATURAL CAPSULES LIMITED,

PONDICHERRY

4.7 PERIOD OF SURVEY The period of survey is from August to September, 2007.

4.8 DESCRIPTION OF STATISTICAL TOOLS USED


Percentage method Chi-square test Weighted average

4.8.1 PERCENTAGE METHOD:


In this project Percentage method test was used. The following are the formula No of Respondent

For More projects visit techshristi.com Percentage of Respondent = x 100 Total no. of Respondents 4. 8.2 CHI-SQUARE ANALYSIS:

In this project chi-square test was used. This is an analysis of technique which analyzed the stated data in the project. It analysis the assumed data and calculated in the study. The Chi-square test is an important test amongst the several tests of significant developed by statistical. Chi-square, symbolically written as x2 (Pronounce as Ki-Spare), is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance.

Formula (O-E) 2 2 =

E
O E = = Observed frequency Expected frequency

4.8.3 WEIGHTED AVERAGE METHOD Weighted average can be defined as an average whose component items are multiplied by certain values (weights) and the aggregate of the products are divided by the total of weights. One of the limitations of simple arithmetic mean is that it gives equal importance to all the items of the distribution. In certain cases relative importance of all the items in the distribution is not the same. Where the importance of the items varies. It is essential to allocate weight applied but may vary in different cases. Thus weightage is a number standing for the relative importance of the items.

4.8.4 SIMPLE CORRELATION:

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In probability theory and statistics, correlation, also called correlation coefficient, indicates the strength and direction of a linear relationship between two random variables. In general statistical usage, correlation or co-relation refers to the departure of two variables from independence.

Formula: (X-Xi) (Y-Yi)

r=

(X-Xi) 2 (Y-Yi) 2
Where X- Reason for repurchase Y-Preference of respondent

CHAPTER V DATA ANALYSIS AND INTERPRETATION

5.1 ANALYSIS USING PERCENTAGE METHOD

TABLE: 5.1.1
QUALIFICATION OF THE EMPLOYEES QUALIFICATION
S. NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 QUALIFICATION B.A B.B.A B.COM B.S.C D.M,E EIGHT I.T.I M.A M.C.A MATRIC SEVENTH TENTH TWELTH Total NO OF RESPONDENTS 6 1 3 4 1 1 16 2 2 1 1 7 5 50 PERCENT 12.0 2.0 6.0 8.0 2.0 2.0 32.0 4.0 4.0 2.0 2.0 14.0 10.0 100.0

Source: Primary Data

Inference: The above table infers that 32 percent belongs to the I.T.I, 14 percent tenth, 12 percent belongs to the B.A and 10 percent belongs to the twelth

belongs to the

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CHART: 5.1.1

QUALIFICATION
20

10

Frequency

0 B.A B.COM B.B.A B.S.C D.M,E EIGHT I.T.I M.A M.C.A SEVENTH TWELTH MATRIC TENTH

QUALIFICATION

TABLE 5.1.2 EXPERIENCE OF THE RESPONDENTS EXPERIENCE


S.NO 1 2 3 4 NO OF RESPONDENTS 31 6 5 8 50 PERCENT 62.0 12.0 10.0 16.0 100.0

OPTIONS
1-5 6-10 11-15 ABOVE 16 TOTAL

Source: Primary Data

Inference: Above table states that 62% of the respondents having 1 5 year Experience, 12% are respondents having above 16years experience, 12% employee are 611yrears experience.

CHART 5.1.2

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EXPERIENCE
40

30

20

Frequency

10

0 1-5 6-10 11-15 ABOVE 16

EXPERIENCE

TABLE: 5.1.3 PERSONALITY OF THE RESPONDENTS


S.NO NO OF RESPONDENTS 16 10 PERCENT

OPTIONS EXTRAVERSION AGREEABLENESS CONSCIENTIOUSNESS

1 2 3

32.0 20.0 6.0

3 4 5 EMOTIONAL STABILITY OPENNESS TO EXPERIENCE TOTAL 3 18 6.0 36.0

50

100.0

Source: Primary Data

Inference:

From the Table shows that out of 50 employees, 36 % of the respondents of them are

openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are agreeableness personality.

CHART: 5.1.3

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PERSONALITY
20

10

Frequency

0 EXTRAVERSION CONSCIENTIOUSNESS OPENNESS TO EXPERIEN AGREEABLENESS EMOTIONAL STABILITY

PERSONALITY

TABLE: 5.1.4 JOB INVOLVEMENT OF THE RESPONDENTS


S.NO OPTIONS NO OF RESPONDENTS 37 PERCENT

STRONG INVOLVEMENT INVOLVEMENT TOTAL

74.0

13 50

26.0 100.0

Source: Primary Data

Inference: From the above table it is inferred that out of 50 employees, 74% of the Respondents are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them feels poor and average.

CHART: 5.1.4

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JOB INVOLVEMENT
40

30

20

Frequency

10

0 STRONG INVOLVEMENT INVOLVEMENT

JOB INVOLVEMENT

TABLE: 5.15 JOB SATISFACTION

S.NO

OPTIONS

NO OF RESPONDENTS 32 10

PERCENT

1 2

SATISFIED HIGHLY SATISFIED

64.0 20.0

DISSATISFIED

10.0

HIGHLY DISSATISFIED TOTAL

3 50

6.0 100.0

Source: Primary Data

Inference: The table shows that out of 50 employees,64 % of the employees are satisfied in jobs. 29%

of the employee are higly satisfied, 10 % of the employees are dissatisfied in their jobs: CHART:5.1.5

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JOB SATISFACTION
40

30

20

Frequency

10

0 SATISFIED HIGHLY SATISFIED DISSATISFIED HIGHLY DISSATISFIED

JOB SATISFACTION

TABLE: 5.1.6

JOB ATTITUDES OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

POSITIVE

50

100.0

Source: Primary Data

Inference: The above table show that 100 % of the employees having job attitudes and there is zero % negative attitudes in employees towards job

CHART: 5.1.6

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JOB ATTITUDES
60

50

40

30

20

Frequency

10

0 POSITIVE

JOB ATTITUDES

TABLE: 5.1.7
JOB MOTIVATES
S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1 GROWTH NEEDS 38 2 RELATEDNESS NEEDS 3 EXISTENCE NEEDS TOTAL 5 10.0 7 14.0 76.0

50

100.0

Source: Primary Data

Inference: Above table states that out of 50 respondent, 76% of the employees motivates towards growth needs,14% of the respondents motivates towards relatedness needs of personality

CHART 5.1.7

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JOB MOTIVATES
40

30

20

Frequency

10

0 GROWTH NEEDS RELATEDNESS NEEDS EXISTENCE NEEDS

JOB MOTIVATES

TABLE: 51.8
DECISION- MAKING S.NO

OPTIONS
RATIONAL

NO OF RESPONDENTS 50

PERCENT

100.0

Source: Primary Data

Inference: The Above table states that out of 50 of employees, 100 % the respondents decision making style was rational in their jobs

CHART: 6.1.8

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DECISION- MAKING
60

50

40

30

20

Frequency

10

0 RATIONAL

DECISION- MAKING

TABLE: 51.9
FACTOR GIVES SATISFACTION OF THE RESPONDENTS
S.NO 1 PAY 2 CO-WORKER COORDINATION 3 PROMOTION 4 REWARDS AND INCENTIVES 5 JOB SECURITY 7 14.0 16 32.0 5 10.0 18 36.0 4 8.0

OPTIONS

NO OF RESPONDENTS

PERCENT

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TOTAL

50

100.0

Source: Primary Data

Inference: Above table states out of 50 employees, 36% of the employees are satisfied by co-workers co ordinations, 32% of the respondents are satisfied by rewards and incentives

CHART: 5.1.9

FACTOR GIVES SATISFACTION


20

10

Frequency

0 PAY PROMOTION JOB SECURITY CO-WORKER COORDINATI REWARDS AND INCENTIV

FACTOR GIVES SATISFACTION

TABEL: 5.1.10 ETHICAL RATE OF THE RESPONDENTS


S.NO 1 LOW 2 MEDIUM 3 HIGH TOTAL 26 50 52.0 100.0 22 44.0 2 4.0

OPTIONS

NO OF RESPONDENTS

PERCENT

Source: Primary Data

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Inference: Above table states out of 50 employees, 52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium

CHART: 5.1.10

ETHICAL RATE
30

20

10

Frequency

0 LOW MEDIUM HIGH

ETHICAL RATE

TABLE: 5.1.11 COMMUNICATION STYLE OF THE RESPONDENTS


S.NO OPTIONS NO OF RESPONDENTS 2 2.0 2 3 4 DRAMATIC ATTRACTIVE FRIENDLY 1 6.0 3 64.0 32 24.0 5 RELAXED TOTAL 12 50 100.0 PERCENT 4.0 1 DOMINANT

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Source: Primary Data

Inference: Above table states out of 50 employees, 64% of the employees communication are in friendly manner, 24% of the employees communication are in relaxed manner,

CHART: 5.1.11

COMMUNICATION STYLE
40

30

20

Frequency

10

0 DOMINANT DRAMATIC ATTRACTIVE FRIENDLY RELAXED

COMMUNICATION STYLE

TABLE: 5.1.12 PERSONAL PLANNINGS OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

EXCELLENT

16

32.0

2 3

GOOD FAIR

33 1

66.0 2.0

TOTAL

50

100.0

Source: Primary Data

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Inference: Above table shows that out of 50 employees , 66% of the employees personal planning are good, 32 % of the employees personal planning are excellent

CHART: 5.1.12

PERSONAL PLANNING
40

30

20

Frequency

10

0 EXCELLENT GOOD FAIR

PERSONAL PLANNING

TABLE: 5.1.13 JOB RESPONSIBILITY OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS 31 19 50

PERCENT

1 2

EXCELLENT GOOD TOTAL

62.0 38.0 100.0

Source: Primary Data

Inference: Above table shows that out of 50 respondents, 62% of the employees job responsibility are good, 38 % of the employees job responsibility are excellent CHART: 5.1.13

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JOB RESPONSIBILITY
40

30

20

Frequency

10

0 EXCELLENT GOOD

JOB RESPONSIBILITY

CHART: 5.1.14 LISTENING SKILLS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

EXCELLENT 1 2 3 GOOD FAIR TOTAL

16

32.0

33 1 50

66.0 2.0 100.0

Source: Primary Data

Inference:

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Above table shows that out of 50 respondents, 33% of the employees listening skills are good, 16 % of the employees listening skills are excellent CHART: 5.1.14

LISTENING SKILLS
40

30

20

Frequency

10

0 EXCELLENT GOOD FAIR

LISTENING SKILLS

CHART: 5.1.15 MENTAL EFFORT

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1 2

EXCELLENT GOOD TOTAL

14 36 50

28.0 72.0 100.0

Source: Primary Data

Inference:

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Above table shows that out of 50 respondents, 36% of the employees mental effort is good, 14 % of the employees mental efforts are excellent CHART: 5.1.15

MENTAL EFFORT
40

30

20

Frequency

10

0 EXCELLENT GOOD

MENTAL EFFORT

TABLE: 6.1.16 JOB FLEXIBILITY OF THE RESPONDENTS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1 2

YES NO TOTAL

31 19 50

62.0 38.0 100.0

Source: Primary Data

Inference: Above table shows that out of 50 respondents, 62% of the employees job flexibility is good, 38 % of the employees job flexibility is excellent CHART: 6.1.16

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JOB FLEXIBILITY
40

30

20

Frequency

10

0 YES NO

JOB FLEXIBILITY

TABLE: 5.1.17 COMMITED TO ORGANISATION OF THE RESPONDENTS


S.NO

OPTIONS

NO OF RESPONDENTS

PERCENT

1 2

YES NO

49 1

98.0

2.0 TOTAL 50 100.0

Source: Primary Data

Inference: Above table shows that out of 50 respondents, 98% of the employees are committed to organisation, 2 % of the employees are not committed organisations

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CHART: 5.1.17

COMMITED TO ORGANISATION
60

50

40

30

20

Frequency

10

0 YES NO

COMMITED TO ORGANISATION

5.2 WEIGHTED AVERAGE METHOD

The respondents are asked about the Maintenance skill in the organization. Their skills are calculated below.

TABLE No: 5.2.1

S.n 1

Maintenance Skill Personal planning

EXCELLENT 16

GOOD 33

FAIR 1

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2 3 4 5 6

Listening skills Giving feedback Building a team Leading a team Relationship with others Mental effort responsibility

16 20 19 19 14 14 31

33 29 30 29 35 36 19

1 1 1 2 11 0 0

7 8

Source: Primary data

Formula: Weighted average = WX

TABLE No: 5.2.2

Point Weight age S.n Maintenance Skill 1 2 3 4 5 6 Personal planning Listening skills Giving feedback Building a team Leading a team Relationship with others

3 EXCELLENT 48 48 60 57 57 42

2 GOOD 66 66 58 66 58 70

1 FAIR 1 1 1 1 2 1

0 Total 115 115 119 124 117 113

0 Avg. 2.3 2.3 2.38 2.48 2.34 2.26

0 Rank 6 5 3 2 4 8

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7 8

Mental effort responsibility

42 93

72 38

0 0

114 131

2.28 2.62

7 1

Inference: Form the above mentioned calculation; the employees are having more responsibility in organisations , building skills, leading a team, giving a feed back to organisations shows their attitudes of personalities are good respectively.,,,

5.3. ANALYSIS BY CORRELATION BETWEEN REASON FOR LISTENING SKILLSAND MENTAL EFFORT

Factors

Preference For listening skills X

Preference For Mental effort Y 14 36 0 50

X-Xi

Y-Yi

(X-Xi)x(Y-Yi)

(X-Xi)2

(Y-Yi)2

Excellent Good Fair Total

16 33 1 50

-0.67 16.33 -15.67 0

-2.67 19.33 -16.67 0

1.7889 315.6589 261.2189 578.6667

0.4489 266.6689 245.5489 512.6667

3.2201 373.6479 277.8889 654.7379

Xi =50/3 =16.66 Yi =50/5 =16.66

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Formula: (X-Xi) (Y-Yi)

r=

(X-Xi) 2 (Y-Yi) 2
Calculation: r = 578.6667/ 599.3637 =0.965 r = 0.965

INFERENCE: The value of r is 0.965. It indicates that there is a high, prefect correlation between two variables "Preference for listening skills and mental effort". This provides a basis to consider some functional relationship between them.

CHAPTER VI

FINDINGS OF THE STUDY, SUGGESSTION AND RECOMMENDATION

6.1 FINDINGS OF STUDY

32 percent belongs to the I.T.I, 14 percent belongs to the tenth,12 percent belongs to the B.A and 10 percent belongs to the twelth 62% of the respondents having 1 5 year Experience, 12% are respondents having above 16years experience, 12% employee are 6-11yrears experience.

36 % of the respondents of them are openness to experience. 32% of the respondents are extraversions personality,. 20% of respondents are agreeableness personality

74% of the respondents are strong involvement in jobs. Reaming 26 % of the people feels involvement in jobs. None of them feels poor and average.

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64 % of the employees are satisfied

in jobs. 29% of the employee are higly satisfied, 10

% of the employees are dissatisfied in their jobs 100 % of the employees having job attitudes and there is zero % employees towards job 76% of the employees motivates towards growth needs,14% of the respondents motivates towards relatedness needs of personality 100 % the respondents decision making style was rational in their jobs 36% of the employees are satisfied by co-workers co ordinations ,32% of the respondents are satisfied by rewards and incentives negative attitudes in

52 % of the employees ethical rate is high, 44% of the employees ethical rate is medium 64% of the employees communication are in friendly manner , 24% of the employees communication are in relaxed manner , 66% of the employees personal planning are good, , 32 % of the planning are excellent employees personal

62% of the employees job responsibility are good, , 38 % of the employees job responsibility are excellent 62% of the employees job flexibility are good, 38 % of the employees job flexibility are excellent 98% of the employees are committed to organisation, 2 % of the employees are not committed organisations

6.2. SUGGESTIONS & RECOMMENDATIONS The wrkers are not known how to develop our personality on the basis of participating personality development programs and various self- development programs Management will conduct any personality development programs means its helps to develop the workers personality. If the workers once developed their personality means the work performance will be improved. So the management will provide the above things means the management will attain their goals easily. The most of the employees are wanted to entrepreneur. So the management should conduct any career development programs so that it will helps the employees career to develop them to be an entrepreneur. In this study assessing the employees knowledge, beliefs, feelings, wide range of personal skills, abilities, and interests of their participation in the organisation goal.

For More projects visit techshristi.com In the company the employees attitude is depends on the superior recognition based. So the superior have to recognize the employees personality to raise their standard in good manner. Some of the employees are not interested to involving in job so management have to interact with the employees and recognize employees to achieve the organisation goals their work ability and to motivates the

CHAPTER VII

CONCLUSION

Employees Personality is a description of consistent emotional, thought, and behavior patterns in a person. The several theoretical perspectives on personality involve different ideas about the relationship between personality and other psychological constructs as well as different ideas about the way personality doesn't develop The study has been conducted at NATURAL CAPSULE LIMITED. The company has become a leading in manufacturing capsule shells company in India. The researcher has conducted the study for 30 days. A survey was conducted with 50 respondents in the company by using questionnaire to collect the informations from the respondents. After gathering the informations, the researcher has analysis the data by interpreting the various tools. Based on the analysis, the researcher has given some suggestions to the management to develop their employees Personality. If the employees will improve their personality means the company discipline will be good in future and also they can easily achieve their goals.

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CHAPTER VIII

8.1 LIMITATIONS OF THE STUDY

1. Due to lack of time, unable to collect more information from the Employees. 2. Some employees may afraid to give informations. 3. Illiterate employees are also given informations. 4. Some informations may be biased. 5. As the study size is small, it may not actually represent the whole employees in the organization.

6. Human error is Subjective


7. Time factors is limited 8. The whole population cannot be studied due to Selection of limited Samples

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8.2 SCOPE FOR THE FURTHER STUDY

The project throws light on the need for different attitudes of personality among the employees in the organization.

The project was developed based on employees Skills towards the management.

It will be helpful for the Management to identify the Weakness and the necessity of Suitable training to the employees in their Skills area.

This project can be base for the students who are doing the project in the related area.

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APPENDICES ANNEXURE-1 QUESTIONNAIRE A STUDY ON EMPLOYEES PERSONALITYIN NATURAL CAPSULES LIMITED, PUDUCHERRY

Employee Name Qualification

: :

1) Age a. 25 and below c. 36-45 2) Sex a. Male 3) Marital status a. Single 4) Experience a. less than 5 years c. 11-15 years 5) What's your Basic Personality? a .Extraversion c. Conscientiousness e. Openness to Experience 6) What is your opinion on Involvement in your Job? a. Strong involvement b. Involvement b. Agreeableness d. Emotional Stability b. 6-10 years d. 16 and above b. Married b. Female d. 46and above b. 26-35

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c. undecided

e. No involvement

7) Mention your level of Job satisfaction? a. Satisfied c. Dissatisfied 8) What is your Attitude towards Achievement? a. Positive 9) What Motivates you? a. Growth needs c. Existence needs 10) What's your Decision-Making Style? a. Rational 11) What's your Leadership Style? a. People Oriented b. Task Oriented b. Irrational b. Relatedness need b. Negative b. Highly Satisfied d. Highly Dissatisfied

12) Which of the following factor gives your job satisfaction? a. Pay c. Promotion e. Job security 13) What is your ethical rate? a. Low c. High 14) What's your Face-to-Face Communication Style? a. Dominant c. Attractive e. Relaxed b. Dramatic d. Friendly b. Medium b.Coworker coordination d. Rewards & incentives

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15) Please rate the following factors: factors a. Personal planning b. Listening skill c. Giving feed back d. Building a team e. Leading a team f. Relations ship with others g. Mental Effort h. Responsibility Excellent Good Fair Poor

16) Please answer the following questions:

Questions 1) Are you flexible in your job? 2) Do you want to become an entrepreneur? 3) Have you committed to your organization? 4) Do you want job enrichment? 5) If your life is stressful? 6) Are you an productive worker?

Yes

No

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ANNEXURE-2 BIBILIOGRAPHY

BOOKS: [1.] Fred luthans, Organisational behavior Tata McGraw-hill publishing Company New Delhi. [2.] Stephens .p.robbins Organisational behavior-Personality,Tata McGraw-hill publishing company New Delhi. [3.] Kothari, C.R Research Methodology - Methods & Techniques Publishers- New Age international (P) Ltd., New Delhi, Second Edition, 2004. [4.] Gupta, S.P., Statistical Methods, Sultan Chand & Sons Publishers, New Delhi, Thirty Fourth Editions, 2005.

WEBSITES:

[1] www.navigation.com [2] ww.natural capsules limited.com [3] ww.managementorg.com

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