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DEPARTMENT OF MANAGEMENT STUDIES SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY
September 2007
27348322] 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
TABLE OF CONTENT
CHAPTER
1 2 3 4 5 6 7 8
TITLE INTRODUCTION REVIEW OF LITERATURE OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS, SUGGESTIONS AND RECOMMENDATIONS OF THE STUDY CONCLUSION LIMITATION OF THE STUDY AND SCOPE FOR FURTHER STUDY
ACKNOWLEDGEMENT
With the divine blessing of god, I take immense pleasure in stating the acknowledgement for this 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. My special thanks to our college Mr.V.S.K.VENKATACHALAPATHY for extending me morel support during the course of this work. My special thanks to Mr.S.JAYAKUMAR, Head of the Department of Management studies for his motivation and providing me the permission in doing this project. I wish to thank my internal guide Mr. G.BALA SENDHIL KUMAR for being so resource full from the beginning of this project and help to bring this project successfully. I thank my external guide Mr.LUCAS, Advocate cum Personal Manager of Hidesign, Puducherry for giving me this opportunity to do this project work in their organization and for guiding me throughout the project duration I wish to thank all other faculty members of the department for their co-operation and encouragement throughout my project work. I am also thankful to the all employee of Hidesign, Puducherry for providing me the details about the company for the completion of the project. Last but not least I thank my parents and friends who were very supportive to me during this project.
ABSTRACT
The welfare measure is An effort to make life worth living for workmen. It motivates employee to a great extent which leads to organizational growth. It is a major factor which affects the employee morale. The study on effect of welfare measure on employee morale in NCR, Puducherry was done to evaluate the level of satisfaction of employees about welfare measures and its effect on employee morale. The main objective of the study is to measure the effect of welfare measure on morale, level of satisfaction of employees regarding working condition and general attitude of employee towards the organization. Certain welfare measures provided by the company like medical facility, credit facility, canteen facility, infrastructure facility, and certain factors of morale like motivation. Job satisfaction interrelationships are considered in this study. This was a descriptive research study. Nearly 50 samples were collected using simple random sampling method. A questionnaire of 23 questions was prepared and data were collected from the employees of NCR. Appropriate statistical tools were used to analyze the data. From the study it is inferred that most of the employees were satisfied with the welfare measures provided by the company. The employee morale was found to be good in the company. The effect of welfare measure on employee morale was about 25%.
LIST OF TABLES
TABLE NO.
TITLE EXPERIENCE OF RESPONDENT LEVEL OF SATISFACTION OF SAFETY MEASURES LEVEL OF SATISFACTION OF MEDICAL FACILITY LEVEL OF SATISFACTION OF WORKING ENVIRONMENT LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS LEVEL OF MOTIVATION GIVEN TO EMPLOYEE LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES STATUS OF GRIEVANCE HANDLING IN THE COMPANY WORK SATISFACTION LEVEL OF THE EMPLOYEE SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION IN WORK PLACE AND WORK SATISFACTION (USING CHI-SQUARE) OBSERVED COUNT TABLE EXPECTED COUNT TABLE CHI- SQUARE TABLE ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE SATISFACTION AND WORK SATISFACTION (USING CHI-SQUARE) - OBSERVED COUNT TABLE EXPECTED COUNT TABLE CHI- SQUARE TABLE ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF RESPONDENT AND WORK SATISFACTION (USING CHI-SQUARE) OBSERVED COUNT TABLE EXPECTED COUNT TABLE
PAGE NO.
5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11
21 22 23 24 25 26 27 28 29 30 31
32 32 32
34 34 34
5.14.1 5.14.2
35 35
LIST OF TABLES
TABLE NO.
TITLE CHI- SQUARE TABLE ANALYSIS OF OPINION OF RESPONDENTS REGARDING MOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION (USING CORRELATION) CORRELATION TABLE ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES (USING WEIGHTED AVERAGE METHOD) WEIGHTED AVERAGE TABLE ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE (USING REGRESSION METHOD) REGRESSION TABLE
PAGE NO.
36 37 37
5.16.1 5.16.2
39 39
5.17.1 5.17.2
40 40
LIST OF CHARTS
CHART NO.
TITLE
PAGE NO.
5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11
EXPERIENCE OF RESPONDENT LEVEL OF SATISFACTION OF SAFETY MEASURES LEVEL OF SATISFACTION OF MEDICAL FACILITY LEVEL OF SATISFACTION OF WORKING ENVIRONMENT LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS LEVEL OF MOTIVATION GIVEN TO EMPLOYEE LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES STATUS OF GRIEVANCE HANDLING IN THE COMPANY WORK SATISFACTION LEVELOF THE EMPLOYEE SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES
21 22 23 24 25 26 27 28 29 30 31
CHAPTER-1 INTRODUCTION
1.1 COMPANY PROFILE
10 1.2 INTRODUCTION TO THE STUDY The study was conducted in HIDESIGN in othiampet, puducherry to find the effect of welfare measures on employee morale. The study intends to see the satisfaction level of the employee on the facilities provided by the company and how these welfare measures boost the employee morale. The study on effect of welfare measure on employee morale gives the management an indication of the level of satisfaction among the employees regarding the general working condition and the other facilities provided by the organization. This helps the management to know the general morale of the employees.
11
Human Resource Management is the process of procuring, developing, maintaining, and controlling human resources for effective achievement of organizational goals. This project is focused on employee welfare measure and employee morale. 2.1 EMPLOYEE WELFARE DEFINITION Employee welfare means the effort to make life worth living for workmen. When all basic facilities are provided and employees obtain satisfaction then the productivity can be increased and development of the organization will be possible CONDITIONS OF WORK ENVIRONMENT 1) Working conditions Temperature Ventilation Lighting Dust Smoke Fumes and gases Noise Humidity Posture simple Hazard and safety complex devices
2) Factory Sanitation and Cleanliness: Provision of urinals in factories Provision of spittoons Provision for the disposal of waste and rubbish Provision for water disposal (drainage) Provision of proper bathing and washing facilities Cleanliness, white- washing and repair of buildings and workshops
3) Welfare Amenities Provision and care of drinking water Canteen services Lunch Rest room Crches Cloak rooms Other amenities
2.1.1 EMPLOYEES HEALTH SERVICES 1) Factory health services Medical examination of employees Factory dispensary and clinic treatment First aid and ambulance room Treatment of accidents and Health education and research
2) Recreation Playgrounds for physical recreation (athletics, games, gymnastics, etc) Social and cultural recreation (music, singing, dancing, drama, etc)
3) Workers education Education to improve skills and earning capacity Literacy Library, audio visual education, lecture programmes and Workers educational scheme and its working
4) Economic Services Employees co-operative societies Grain shops and fair price shops and Housing co-operatives
13 6) Study of the working of welfare Acts Factories Act Employees state insurance act Minimum wages act
2.1.2 EMPLOYEE SERVICES AND BENEFITS These are concerned with the process of sustaining and maintaining the work force in an organization. They include 1) Safety provision inside the workshop 2) Employee counseling 3) The medical services 4) The recreational and other welfare facilities 5) Fringe benefits and supplementary items 2.1.3 EMPLOYEE MORALE - DEFINITION According to Yoder morale is a feeling, somewhat related to esprit de corps, enthusiasm or zeal.Fippo has described morale As a mental condition or attitude of individuals and groups which determines their willingness to co-operate. Good morale is evidenced by employee enthusiasm, voluntary conformance with regulations and orders, and a willingness to co-operate with others in the accomplishment of an organizations objectives. 2.1.4 FACTORS AFFECTING MORALE According to McFarland, the important factors which have a bearing on morale are The attitude of the executives and managers towards their subordinates. working conditions, including pay, hours of work, and safety rules effective leadership and an intelligent distribution of authority and responsibility in the organization the design of the organizations structure which facilities the flow of work and The size of the organization.
14
2.1.5 CRITERIA THAT DETERMINES MORALE Several criteria seem important in the determination of levels of workers morale, such as The organization itself The nature of the work The level of satisfaction The supervision received The perception of the self Workers perception of the past awards and future opportunities for rewards The employees age The employees educational level and occupational level.
2.1.6 TYPES OF MORALE Morale is generally referred to as high morale. According to McFarland, high morale exists when employee attitudes are favorable to the total situation of a group and to the attainment of its objectives low morale exists when attitudes inhibit the willingness and ability of an organization to attain its objectives High morale is represented by the use of such term spirit, zest, enthusiasm, loyalty, dependability and resistance to frustration. Low morale, on the other hand, is described by such words and phrases as apathy, bickering, jealously, pessimism, fighting, disloyalty to the organization, disobedience of the orders of the leaders, dislike of, or lack of interest in, ones job, and laziness. 2.1.7 MORALE AND PERFORMANCE It has been pointed that there is a little evidence in the available literature that employee attitudes bear any relationship to performance on the job. First, there are some who assert that high satisfaction leads to high performance. The Hawthorne studies of 1930s seem to support this view, as do findings of other studies.
15 Second, others take an opposite view. For example, Lyman Porter and Lawler say that satisfaction results from high performance, because most people experience satisfaction by accomplishing more tasks, like building a radio, or clinching a sale. Third, still others claim that there is no consistent relationship between morale and performance. Vroom found significant relationship between morale and performance in only 5 out of 22 studies undertaken by him. 2.1.8 WARNING SIGNS OF LOW MORALE Among the more significant of the warning signals of low morale are High rate absenteeism Tardiness High Labour turnover Strike and sabotage Lack of pride in work and Wastage and spoilage.
2.1.9 IMPROVING MORALE A three-fold action may be initiated. In the first place, it is essential to change the policy or to correct it immediately. Employees do not lose their respect for the boss who admits his mistakes but they cannot respect one who makes too many, and they may have contempt for one who refuses to admit his mistakes. Second, misconceptions should be removed, and the correct position should be explained to the employees. Third, a reasonable attempt should be made to educate and convince the employees.
16 2.2 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES Preserving Employee Morale during Downsizing Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra Topic: Human Resource Management and Industrial Relations Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 8395 Mishra propose a four-stage approach to downsizing, gleaned from interviews and surveys that will retain workers' trust and sense of empowerment. The company should consider all stakeholders' needs survivors, laid-off employees, the community, local and national press, and any affected government agencies. and honest. How to Boost Employee Morale By Betsy Gallup April 9, 2006 The following are the ways to boost the employee morale. Treat employees with respect Show interest in your employees' personal lives Allow your employees to gain ownership of their jobs by being part of the decision-making process Create a pleasant work environment Establish an employee recognition program Give clear direction and set priorities. Stand behind your employees. Be their greatest advocate. The implementation of all the above, is the most important. Management should communicate frequently and be open
17
Boost Employee Morale with an Employee Incentive Program By: Trevor Marshall Good managers know from their own observations that employee attitude affects their work and eventually the companys output. It is essential that your incentive program will actually inspire and motivate them to work efficiently and not just be competitive with each other. Healthy competition among the companys employees is good but too much of it may also cause the company to disintegrate. The company should still be very much hands-on with the whole employee incentive program to ensure that the outcome of the employee incentive program will be good. Employee Welfare By Regina Barr Employee Welfare program is based on the management policy which is aimed shaping perfect employees. Therefore the concept of employee welfare includes to aspects namely physical and mental welfares 1. Applications of merit system or work performance system as the basis for employee rewarding. 2. Providing the retired employees with the old age allowance. 3. Employee insurance program to provide the employee with better security. 4. Improvement in health security for the employees and their families so that they can work confidently and productively. 5. Increase in basic salaries and pension as adjustment to the needs providing all work units and their officials with vehicles to help support smooth mobility.
18
CANTEEN FACILITY
MEDICAL FACILITY
MOTIVATION
Effect of welfare
JOB SATISFACTION
SAFETY
WELFARE MEASURES
measure on morale
EMPLOYEE MORALE
INFRA STRUCTURE
CREDIT FACILITY
INTER RELATIOSHIP
WORK ENVIRONMENT
19
To study and analyze the safety and welfare measures of the employee. To evaluate the effect of the welfare measures on employee morale. To evaluate the satisfaction level of employee about the work environment. To find the level of satisfaction of employee about the facilities given by the company.
20
21 4.4.2 Sample design The sampling technique used in this study is simple random sampling method. This method is also called as the method of chance selection. Each and every item of population has equal chance to be included in the sample. 4.4.3 Population design The population of this study is the total employee in the company. It is finite population. There are four production centers for the organization for this study I have taken only employees in one production centre. 4.4.3 Questionnaire The questions are arranged logical sequence. The questionnaire consists of a variety of questions presented to the employees for the response. Dichotomous questions, multiple choice questions, rating scale questions were used in constructing questionnaire. 4.5 STATISTICAL TOOLS USED To analyze and interpret collected data the following statistical tools were used. 1) Percentage method 2) Weighted average method 3) Chi-square analysis 4) Correlation 5) Regression 4.5.1 Percentage method The percentage is used for making comparison between two or more series of data. It is used to classify the opinion of the respondent for different factors. It is calculated as No. of respondents favorable x 100 Percentage of respondent = Total no of respondents
22 4.5.2 Weighted average method The weighted average method can be calculated by the following formula. This tool is used to find the rank given by the respondents to the welfare measures. It can be calculated as XW = WX / X
Here XW represents the weighted average X represents the value of variable W represents the weight given to the variable. 4.5.3 Chi-square analysis Chi-square analysis in statistics is to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and expected frequencies. The formula for computing chi-square is as follows. Chi-square = {(O-E)2 / E}
The calculated value of chi-square is compared with the table of chi-square for the given degrees of freedom at the specified level of significance. If the calculated value is greater than the tabulated value then the difference between the observed frequency and the expected frequency are significant. The degrees of freedom is (n-2) where n is number of observed frequencies and in case of contingency table the degrees of freedom is (C-1) (R-1) where C is number of columns and R is number of rows. It is used to find the relation between communication in work place and work satisfaction. It is used to find the relation between welfare satisfaction and work satisfaction it is used to find the relation between experience of respondents and work satisfaction
23 4.5.4 Correlation The correlation analysis deals with association between two or more variables. The correlation does not necessary imply causation or functional relationship though the existence of causation always implies correlation. By itself it establishes only co- variance. It is used to find the degree of relationship between motivation and work satisfaction. Cov(x, y) = 1/n x y x y
x
= 1/n x2 x 2
y = 1/n y2 y 2 Cov(x, y) r= Here, r = co-efficient of correlation 4.5.5 Regression The Regression analysis deals with the nature of association between two or more variables. In regression analysis we are concerned with the estimation of one variable for a given value of another variable on the basis of an average mathematical relationship between the two variables. Y= a + bX
xX
24
Inference: From the table it infers that 52% of respondent are experienced above 10 years and 4% are less than one year. CHART-5.1 EXPERIENCE OF RESPONDENT
25
60
50
40
Percentage
30
20
10
Experience
26 TABLE 5.2 LEVEL OF SATISFACTION OF SAFETY MEASURES Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Frequency 1 12 12 19 6 50 Percentage (%) 2.0 24.0 24.0 38.0 12.0 100.0
Inference: From the table it infers that 38%of respondent are dissatisfied with the safety measures and 24% of respondent are satisfied.
27
50
40
Percentage
30
20
10
Safety Measures
Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Inference:
Frequency 10 28 3 6 3 50
From the table it infers that 56%of respondent are satisfied with the medical facility and 12% of respondent are dissatisfied. CHART 5.3 LEVEL OF SATISFACTION OF MEDICAL FACILITY
60
50
40
Percentage
30
20
10
29 TABLE 5.4 LEVEL OF SATISFACTION OF WORKING ENVIRONMENT Opinion Satisfied Neutral Dissatisfied Total Inference: From the table it infers that 80%of respondent are satisfied with the working condition and 4% of respondent are dissatisfied. CHART 5.4 LEVEL OF SATISFACTION OF WORKING ENVIRONMENT
100
Frequency 40 8 2 50
80
Percentage
60
40
20
Frequency 39 10 1 50
Inference: From the table it infers that 78%of respondent are satisfied with the supervisor and 2% of respondent are dissatisfied. CHART 5.5 LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER
100
80
Percentage
60
40
20
31 TABLE 5.6 LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS Opinion Cordial Moderate Indifference Total Frequency 41 8 1 50 Percentage (%) 82.0 16.0 2.0 100.0
Inference: From the table it infers that 82%of respondent are satisfied with the workers and 2% of respondent are dissatisfied.
32
100
80
Percentage
60
40
20
33 TABLE 5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE Opinion Very high High Moderate Low Very low Total Frequency 7 17 12 10 4 50 Percentage (%) 14.0 34.0 24.0 20.0 8.0 100.0
Inference: From the table it infers that 14%of respondent are highly motivated and 8% of respondent are not motivated. CHART 5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE
34
40
30
Percentage
20
10
35 TABLE 5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES Opinion Very High High Moderate Low Very Low Total Inference: From the table it infers that 22% of the respondent feels that freedom given to them to express their ideas is high and 36% of the feel as low. CHART 5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES
40
Frequency 2 11 15 18 4 50
30
Percentage
20
10
36
TABLE 5.9 STATUS OF GRIEVANCE HANDLING IN THE COMPANY Opinion Always Sometimes Rarely Never Total Inference: From the table we infer that 40% of the respondents are satisfied with the grievance handling and 14% of the respondents are dissatisfied. CHART 5.9 STATUS OF GRIEVANCE HANDLING IN THE COMPANY Frequency 10 20 13 7 50 Percentage 20 40 26 14 100
50
40
Percentage
30
20
10
37 TABLE 5.10 WORK SATISFACTION LEVELOF THE EMPLOYEE Opinion Always Sometimes Rarely Total Inference: From the table it infers that 46%of respondent are always satisfied with work and 8% of respondent are rarely satisfied. Frequency 23 23 4 50 Percent 46.0 46.0 8.0 100.0
60
50
40
Percentage
30
20
10
38 TABLE 5.11 SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES Opinion Yes No Total Inference: From the table it infers that 33%of respondent are always satisfied with welfare and 34% of respondent are not satisfied. CHART 5.11 SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES Frequency 33 17 50 Percentage (%) 66.0 34.0 100.0
70
60
50
Percentage
40
30
20
10 0 yes no
39 ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION IN WORK PLACE AND WORK SATISFACTION (USING CHI-SQUARE) Observed count TABLE 5.12.1 Opinion Cordial Moderate Indifference Total Expected count TABLE 5.12.2 Opinion Cordial Moderate Indifference Total Null Hypothesis: H0: There is no significant difference between communication in work place and work satisfaction. Always 7 10.5 7.5 25 Sometimes 5 7.6 5.4 18 Rarely 2 2.9 2.1 7 Total 14 21 15 50 Always 9 9 7 25 Sometimes 5 6 7 18 Rarely 0 6 1 7 Total 14 21 15 50
CHI-SQUARE TESTS TABLE 5.12.3 O 9 5 0 9 6 6 7 7 1 E 7 5 2 10.5 7.6 2.9 7.5 5.4 2.1 (O-E)2 4 0 4 2.25 2.56 9.61 0.25 2.56 1.21 (O-E)2/E 0.57 0 2 0.21 0.34 3.31 0.03 0.47 0.58
40 Calculated value = (O-E) 2 / E = 7.51 Degrees of Freedom = (R -1) (C-1) = 4 Tabulated value for 4 degrees of freedom at 5% level of significance is 9.48 Inference: The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between communication in work place and work satisfaction.
41 ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE SATISFACTION AND WORK SATISFACTION (USING CHI-SQUARE) Observed count: TABLE 5.13.1 Opinion Yes No Total Expected count: TABLE 5.13.2 Opinion Yes No Total Null Hypothesis: H0: There is no significant difference between welfare satisfaction and work satisfaction. CHI-SQUARE TESTS TABLE 5.13.3 O 20 12 1 7 6 4 E 17.8 11.9 3.3 9.2 6.1 1.7 (O-E)2 4.84 0.01 5.29 4.84 0.01 5.29 (O-E)2/E 0.27 0 1.60 0.53 0 3.11 Always 17.8 9.2 27 Sometimes 11.9 6.1 18 Rarely 3.3 1.7 5 Total 33 17 50 Always 20 7 27 Sometimes 12 6 18 Rarely 1 4 5 Total 33 17 50
Calculated value = (O-E) 2 / E = 5.51 Degrees of Freedom = (R -1) (C-1) = 2 Tabulated value for 2 degrees of freedom at 5% level of significance is 5.99 Inference: The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between welfare satisfaction and work satisfaction.
42 ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF RESPONDENT AND WORK SATISFACTION (USING CHI-SQUARE) Observed count: TABLE 5.14.1 Opinion 0-1 2-5 6-10 Above 10 Total Always 1 2 6 14 23 Sometimes 1 2 10 10 23 Rarely 0 1 1 2 4 Total 2 5 17 26 50
Expected count: TABLE 5.14.2 Opinion 0-1 2-5 6-10 Above 10 Total Always 0.9 2.3 7.8 12 23 Sometimes 0.9 2.3 7.8 12 23 Rarely 0.2 0.4 1.4 2.1 4 Total 2 5 17 26 50
Null Hypothesis: H0: There is no significant difference between experience of respondent and work satisfaction.
43 CHI-SQUARE TESTS TABLE 5.14.3 O 1 1 0 2 2 1 6 10 1 14 10 2 E 0.9 0.9 0.2 2.3 2.3 0.4 7.8 7.8 1.4 12 12 2.1 (O-E)2 0.01 0.01 0.04 0.09 0.09 0.36 3.24 4.8 0.16 4 4 0.01 (O-E)2/E 0.01 0.01 0.2 0.04 0.04 0.9 0.41 0.62 0.11 0.33 0.33 0.004
Calculated value = (O-E) 2 / E = 3 Degrees of Freedom = (R -1) (C-1) = 6 Tabulated value for 6 degrees of freedom at 5% level of significance is 12.59 Inference: The calculated value is less than the tabulated value. H 0 is accepted. Therefore there is no association between experience of the respondent and work satisfaction
44 ANALYSIS OF OPINION OF RESPONDENTS REGARDING MOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION (USING CORRELATION) Observed Count TABLE 5.15.1 OPINION ALWAYS FACTORS MOTIVATION(X) WORK SATISFACTION(Y) 24 28 SOMETIMES 12 19 NEVER 14 3 TOTAL 50 50
CORRELATION TABLE TABLE 5.15.2 X 24 12 14 Y 28 19 3 X2 576 144 196 Y2 784 361 9 XY 672 228 42
= 1/n x2 x 2 = 1/3(916-278)
45
Cov(x, y) r=
xX
= 0.66
Inference: The motivation given to employees and work satisfaction are positively correlated. The increase in motivation will increase the work satisfaction also.
46
ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES (USING WEIGHTED AVERAGE METHOD) Observed Count TABLE 5.16.1 OPINION SATISFIED NEUTRAL DISSATISFIED FACTORS MEDICAL FACILITY INFRA STRUCTURE CANTEEN FACILITY CREDIT FACILITY 35 27 21 26 4 9 9 10 11 14 14 14 TOTAL 50 50 50 50
WEIGHTED AVERAGE TABLE TABLE 5.16.2 RANK X 1 2 3 TOTAL CW RANK WEIGHTS W 3 2 1 Medical Facility X1 35 4 11 50 WX1 105 8 14 124 2.48 1 FACTORS Infra Canteen structures Facility Facility X2 WX2 X3 WX3 27 81 21 63 9 18 14 28 14 14 15 15 50 113 50 106 2.26 2.12 2 4 Credit Facility X4 26 10 14 50 WX4 78 20 14 112 2.24 3
CW (CALCULATED WEIGHT) = WXn / Xn Inference: From the table it is inferred that employees ranks medical facility followed by infra structure with the canteen facility as last.
47 ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE (USING REGRESSION METHOD)
Let X be the morale of the employee Let Y be the satisfaction of welfare measures. Observed Count TABLE 5.17.1 OPINION SATISFIED FACTORS EMPLOYEE MORALE(X) WELFARE MEASURES(Y) NEUTRAL DISSATISFIED
116 28
36 19
48 13
Y-Y 11 -8 -4
Y-Y 130 58 13
Formula
48
Regression Equation X-X = bxy (Y-Y) X = 4.3Y -6.1 Inference: Excluding the constant, from the above equation we can infer that effect of welfare measure on morale is measure is found as1:4. Therefore we can conclude that the effect of welfare measure on employee morale is about 25%.
49
CHAPTER -6
50
51
CHAPTER - 7 CONCLUSION
The study on effect of welfare measure on employee morale helps the management to know the satisfaction level of the employees about the welfare measure provided by the company. From this study we can infer that the majority of the employees are satisfied with the welfare measures. The company can concentrate on other facility like crche facility, uniform, and safety measures to boost the employee morale. The employee morale is good in the company. It is found that the effect of welfare measure on employee morale in this study is about 25%.
52
53
54
: : (b) 26-35 : (b) Female : (c) UG (c) 5-10 Yrs (d) PG (d) Above 10 Yrs (b) Hr Sec (b) 1-5 Yrs : : : (c) 36-45 (d) Above 45
4. Educational Qualification (a) Below Hr Sec 5. Experience (a) 0-1 Yrs 6. Total Salary 7. Designation 8.1. :
8. Safety Measures
Are you satisfied with the safety appliances in work place? a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied 9. Medical Facility 9.1 Specify the level of satisfaction a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied
9.2
Is there any periodical medical check up given to you (a) Yes 10. ESI Benefits (a) Yes (a) Yes : (b) No (b) No 10.1 Do you have ESI car 10.2 Do you get all the ESI benefits? (b) No
55 11. Canteen facility Specify the level of satisfaction Highly Satisfied Cleanliness Hygienic Serving Price 12. Credit facility 12.1. Is any Advances and loan given to you are satisfied (a) Very high b) high c) moderate d) low e) very low Specify the level of satisfaction of other allowances Highly Satisfied Transport allowance Attendance allowance Punctuality allowance Education allowance 13. Infra-structural facility : Specify the level of satisfaction Highly Satisfied Rest room Drinking water Ventilation Lighting Toilets Working environment Transportation 14. Inter-relationship: 14.1. Relationship between co-workers (a) Cordial (b) Moderate (c) Indifferent Satisfied Neutral Dissatisfied Highly Dissatisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
14.3. Level of communication between supervisor and employee (a) High (b) Very high (c) Low (d) Very low (e)Moderate 15. Level of motivation given to employee (a) High b) Very high (c) Low (d) Very low (e) Moderate
16. Are u informed about all the management policies? (a) Always (b) Sometimes (c) Rarely (d) Never
17. Does the management solve all your grievances? (a) Always (b) Sometimes (c) Rarely (d) Never
18. Level of freedom to express your ideas? (a) High (b) Very high (c) Low (d) Very low (e) Moderate 19. Are you satisfied with the work you do. (a) Always (b) Sometimes (c) Rarely (d) Never
20. In general are you satisfied with the welfare and safety measures given by Management? (a) Yes 21. Suggestion for Improvements (b) No
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ANNEXURE-2 BIBLIOGRAPHY
BOOKS 1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing Company Ltd., 13th Edition, 1982. 2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by Sultan Chand & Sons, 7th Edition, 1989. 3. Personnel Management by C.B.Mamoria & S.V.Gankar, Published by Himalaya Publishing House.
WEBSITES 1. www.ncr.com