1

CHAPTER I

INTRODUCTION

1.1 ABOUT THE STUDY MORALE

Morale is a fundamental psychological concept . It refers to the spirit of the organization. It represents the attitudes of individuals and groups in an organization towards their work environment and towards voluntary co-operation to the full extent of their capacities for the fulfillment of organizational goals. It has been defined in many ways, but all the definitions revolve remind the attitude towards work for the accomplishment of organizational goals. Morale is by product of motivation and group relationship in the organization.

Definition
William Spiegel has defined morale as the co-operative attitude or mental health of a number of people who are related to each other on some basis.

Significance of Morale
It plays an important role in the success of business organization. Because it reflects the attitudes and sentiments of organizational members towards the organization, its objectives and polices .Morale is the total satisfaction a person derives from his job his workgroup his boss his organizational and his environment.

High morale
High morale exists when employees attitude is favorable toward their job to achieve the organizational objectives efficiently and effectively or employees are satisfied with their job or if they are interested to do their job.

Benefits of high morale

1) 2) 3) 4) 5) 6) Willing co-operation towards objectives of the organization. Loyalty to the organization and leadership. Good discipline that is voluntary conformity to rules and regulations. High degree of employees interest in their jobs and organization. Dignity in the organization. Reduction or rates of absenteeism

Low morale
Low morale exists when attitude inhibit the willingness and ability of the group to attain company objectives. Low morale indicates the presence of mental unrest , the mental unrest not only hampers production but also leads to ill health of the employees.

Consequences of low morale

1) 2) 3) 4) 5) High rates of absenteeism and lab our turnover. Excessive complaints and grievances. Frustration among the workers. Friction among the workers. Antagonism towards leaders. hip of the organization

1.2 ABOUT THE INDUSTRY

In India furniture companies started functioning in 1980 manufacturing steel folding chairs and tables. Since 1998 they managed well due to peak demand of these products. But in the year of 1998-1999 the sudden entering of fiber chairs in to the market, made on steep decline in demand of folding chairs. In 1999-2000 they identified the growing market of computers and increasing number of hospitals. So they shifted in to manufacturing of computer table and hospital furniture. And also they got an equal demand for slotted angles and panels from 1985.so they continued the manufacturing of angles and panel.

The trend of customer in the past years was wooden furniture. But at later the invention of steel and plastic furniture made changes in customers trend. The deforestation adversely affected the wooden manufacturers. So they turned in to manufacturing of steel and plastic furniture. As the population increase it leads to increase in the number of hospitals, houses, shops educational institutions and commercial establishments. This resulted in the increased demand of steel furniture.

Ganesh industries was started in 1982 by manufacturing folding chairs. After the emergence of fiber chair the demand of steel folding chair become reduced. After that in 1986 because of the increasing demand for steel product they started to manufacture slotted angles and panel system. Then they are looking for to produce new product. Then they identify the growing market of computer. so they begin to produce computer tables. It was in 1999-2000. Now they continue to produce computer tables, slotted angles and panel system because of their good demand.

1.3 ABOUT THE COMPANY

The trend of customer in the past years was wooden furniture. But at later the invention of steel and plastic furniture made changes in customers trend. The deforestation adversely affected the wooden manufacturers. So they turned in to manufacturing of steel and plastic furniture. As the population increase it leads to increase in the number of hospitals, houses, shops educational institutions and commercial establishments. This resulted in the increased demand of steel furniture. By considering all these factors m/s SREE GANESH INDUSTRIES started in 1980 for manufacturing steel furniture like steel tables and folding chairs. M/s SREE GANESH INDUSTRIES, KANHANGAD started functioning in 1980 manufacturing steel folding chairs and tables. Since 1998 they managed well due to peak demand of these products. But in the year of 1998-1999 the sudden entering of fiber chairs in to the market, made on steep decline in demand of folding chairs. In 1999-2000 they identified the growing market of computers and increasing number of hospitals. So they shifted in to manufacturing of computer table and hospital furniture. And also they got an equal demand for slotted angles and panels from 1985.so they continued the manufacturing of angles and panel.M/S Sree Ganesh industry is a partnership firm. The promoters of the unit are sri.H .Ananth Kamath & Sri H Sridhar Kamath.H.Ananth kamath is the Managing Director. He is a B.Com graduate. Sri.Sreedhar Kamath is an Engineering graduate. He is a Mechanical Engineer of this firm.

SOURCE OF TECHNOLOGY

1.promoters knowledge and skill 2.visiting other units.

INFRASTRUCTURAL FACILITIES
1.LOCATION; -the company is located at hosdurg, 0.5 km away from the main road. This place got an advantage of urban site.

2. LAND: -the extends of land occupied by the sree ganesh industry is 1.2 acres.

3.BUILDING & CIVIL WORKS:- the office and work area stands on an area of 216.98 m2 and 1399.17m2 respectively .it included toilets and bath rooms etc

4.TRANSPORTATION:- sree ganesh industry enjoy the road and rail transportations facilities.

5.COMMUNICATION SYSTEMS:-A well equipped communication system is prevails in the organization. Every activities of the office and administration section is linked through inter-com, Internet, fax etc

SOCIAL COMMITMENTS

1.We are aware and conscious in the process of wealth creation 2.We focused on employment generation and providing training to unskilled work force in technical and supervisory cadres to make them employable

MODE OF INCORPORATION
M/S Sree Ganesh Industry is a partnership firm.Mr.Ananth kamath &Mr.Sreedhar kamath are the partners .

POLICIES OF THE COMPANY

The major policies of the company are as follows:

1) Maximum utilization of available resources and capacity. 2) Maintaining and improving the quality throughout the manufacturing process. 3) Not to make any complaints from the customers.

PURCHASING FUNCTION

PURCHASING
Purchasing Department that is a major department in every organization, but in the case of Sree Ganesh Industry the purchase department is incorporated with production department.

In sree Ganesh Industry the CEO and chief technician head production department. Departmentalization is made on the basis of products. The supervisors do the quality control techniques.

METHODS OF PURCHASING In sree Ganesh Industry the raw materials are directly purchased.

Following are the some of the step which following the time of purchasing.

1. Issuing orders to the routine suppliers. 2. Payment in advance (for certain materials) 3. Collecting raw material with in two weeks. 4. Checking quality of material when received.

5. Storing the raw materials at different stores. .

ORGANISATION STRUCTURE
Organization structure refers to the network of relationship among individuals and positions in an organization. The head of all departments is CEO. Each department had separate supervisors, assistants and departments are self sufficient. There is one engineer each for slotted angles, panels and computer tables respectively. There is one account and has been assisted by two. The organization structure can be shown through following organization charts.

ORNANISATION STRUCTURE

CEO

PRODUCTION

ADMINISTRATION

TECHNICAL SUPERVISOR

ACCOUNTANT

CONTRACTOR

TAXATION

WORKERS

ATTENDERS

MANAGEMENT IN THE COMPANY

Management is getting things done through and with the people. And also management is doing right things rightly for the first time and all the time. In this unit, this is possible through the following professionals.

1. Managing Director. Over all charge of all activities. Responsible to provide adequate resources. Responsible for implementing quality policy.

2. Factory Manager Responsible for day to day activities of the factory. Authorized to manage day to day affairs of the company.

3. Marketing Manager Responsible for marketing the products. Responsible for providing the data for production plan

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MANUFACTURING PROCESS OF ANGLES

The following are the manufacturing process of angles; 1) RAW MATERIAL Hr strips is used for making angles. The major suppliers of HR strips are KULDEEP IRON STORE, PUNJAB.

2) CUTTING It is the first process of making angles. In this stage sheets are cutting. For this purpose sheering machine/cutting machine is used. .

3) PUNCHING In this stage makes holes in the sheet. For this purpose punching marching is used.

4) BEND STRAITENING In this stage the bend of the sheet were straitening. This is done through manually.

5) PAINTING In this stage there is no primer coat. The paint is directly coated to the angles. For this purpose dipping process is used.

6) HEATING/ STOWING After painting angles were putting to a heater for 15 minutes. This is done for drying the angles quickly and for long life.

7) PACKING AND STORING: Packing is done manually. Packing materials are hard board, insulation etc.

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MANUFACTURING PROCESS OF PANELS

The following are the manufacturing process of panels;

1)

RAW MATERIALS: CR sheet is used for making panels. The major suppliers of CR

sheet are Tata steel, Kochi.

2)

SHEET CUTTING: In this stage sheets were cutting according to the size using

electric power sheering machine.

3)

CORNER CUTTING: After cutting the sheet the next process is corner cutting. In

this stage the four corners were cutting. These machines were also operating manually.

4)

BENDING: In this stage bending the sheet sheet piece in to panels using manual

bending maching.These machines were also operating manually.

5)

CLEANING: In this stage cleaning the panel with water,paper and cotton waste

cloths.For this purpose tre treatment solution is using.It is also known as degreasing

6)

PAINTING: In this stage panels panels clipped in to the enamel paint tank filled

with desired color paint for 15 minutes. For painting dipping process is used

7)

HEATING/STOVING: After painting the next step is heating.In this stage put the

panel in to heater and allows it therefore 45minutes.

8)

PACKING: In this stage, panels were packed in bundles and one bundle contains10

panels.

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MANUFACTURING PROCESS OF COMPUTER TABLES

For converting particle board in to computer, need seven processes. They are as follows.

1)

CUTTING: In this stage the particle boards were cutting in to appropriate size with the help of

panel saw machine.

2)

EDGE BANDING: After cutting the particle boards the next process is edge banding. In this stage

edge bands are pasted on the hurted place of the particle board.

3)

MARKING: It is a carpentry work, in this stage workers are put mark where they need holes.

It is a manual work.

4)

ASSEMBLING: In this stage finished parts of the products are assembling and check whether

defect is there.

5)

DISMANDLING In this stage the assembled furniture are divided in to each part.

6)

PACKING In this stage parts of the products were covered with plastic sheets and then

put it in the carton box or role.

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CHAPTER-2

2. MAIN THEME OF THE PROJECT

2.1 OBJECTIVES OF THE STUDY Primary objectives

To find out the employees morale and opinion related to their work. To identify how morale is related to performance.

Secondary objectives
To evaluate the level of job satisfaction among the employees. To analyze the welfare measures provided by the company. To find out the relation between the manager and employees.

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2.2 SCOPE OF THE STUDY

The study is conducted for SREE GANESH INDUSTRY, targeted to employees as to find out the impact of morale in productivity for a period of one month. Introduction with the various employees backed by the structural questionnaire was the main source of qualitative data. Initially the study required to really more explanatory research .the study also covers to the tools to improve employee morale in turn increase the productivity

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2.3 LIMITATIONS OF THE STUDY

Time consuming is one of the limitations in a specified time we must complete our project work Highly transportation cost are there, due to this we didnt take interview to all respondent During the course of investigation some the employees are non-co-operate Some particular questions in the survey confuses to respondents. So it takes as much time to analyses the respondents.

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2.3 RESEARCH METHODOLOGY

Research is the careful investigation or inquiry especially through search for new facts in any branch of knowledge. Research methodology is the description explanation and justification of various methods of conducting research. This area deals with

collection, sampling design, size of the sample, hypothesis and statistical tools used for the data analysis and interpretation.

Research design
A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population. it refers to the technique or procedure the researcher would adopt in selecting items of the sample. Sampling design is determined before collecting the data. there are many sample designs.

Sample size

Here the sample size selected for the study is 60 employees out of 75.

Convince sampling
Under this method every sample in the universe will be selected according to the convince of the researcher.

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Primary data
Data is collected through interview with manager and interaction with employees other internal guide and issuing questionnaire employees. and

Secondary data
Data is collected from journals and annuals company records, textbook website.

Tools used for data analysis

The tools used are:

Simple percentage analysis

The percentage analysis is obtained when ratios are multiplied by 100 so, one figure is taken as base and it is represented by 100.

Simple Percentage =

No of respondents x 100 Total no of respondents

Chi-square.
Chi square method is used for difference between the some category and external training. Chi square is an important non parametric test and as such no rigid assumptions are necessary in respect of the type of population. As a non parametric test chi square can be used As a test of goodness to fit As a test of independence

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Formula Chi square = (O-E) ^ 2/E

Where O= observed frequency E= expected frequency Degree of freedom= (D-1) Level of significance= 5%

Area of study
The stuffy was conducted in Sree ganesh industry. The company was located at kanhangad in Kasargod district.

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2.5 REVIEW OF LITERATURE

The purpose of the literature review was to determine what information is available on the relationship of morale and employee performance. Although the specific word morale was not used this text, the Successful Managers Handbook dedicates two chapters concerning leadership and motivational skills (Davis 1992). The authors express the need to foster teamwork, coach and develop others, and the importance of motivating others. This text was more of a self-help book that did not involve quantifiable data

Rodney Nordstrom of Nordstrom and Associates (a private consulting firm specializing in employee productivity) had the ominous task of rebuilding the morale of the Codes Administration for the City of Kansas City Missouri, following the tragedy and subsequent scandal surrounding the Hyatt skywalk collapse. Inspectors were thrown into the mix of corruption in expose that showed them loafing on the job. Nordstrom sites feedback as being the single most positive influencing factor in restoring the employees morale. He sites feedback as being effective in the treatment of all productivity concerns from accident reduction to increasing the number of inspections (Nordstrom 1985). BOCA Past President Gerald Jones took over the directorship of codes for the City of KC Missouri during this storm of controversy. He writes that employee productivity and morale were at such a low that he sought the advise and services of an outside private sector firm to help restore his agency (Jones 1985). In a June 1995 article in the publication Occupational Health and Safety Alan Colledge sites the example of the Union Pacific Railroad diesel shops increase in injury claims over a two year period. The employees felt that management cared more for production than for the well being of the workforce. A ten-member committee was set up with representatives from all sides of the issue. AIM, Attitude, Incentive, Morale was the name given to this team of individuals. The group empowered its employees and gave them a sense of ownership in the decision making process.

20 William Ransom, President of Ransom & Associates (a management advisory firm) writes: The morale of a business allows it to accomplish more than its cumulative talents would suggest. It operates in a synergistic mode using management, employee and customer participation to resolve its problems. He further lists three characteristics of a high morale organization: 1. Gives workers the freedom and autonomy to do their jobs. 2. Rewards the employee for exceeding expectations. 3. Listens to employees, and swiftly act to resolve any disputes. Ransom also sites that high morale organizations are more productive than the competition (Ransom 1995).

Elton Mayo ran a series of experiments from 1927 to 1932 to determine how changing the physical environment would impact production. These tests were dealt primarily with the lighting of the work area at Western Electrics Chicago Hawthorne plant. In a certain control group the test subjects continued to produce consistently even when the lighting was reduced to near darkness. This single control group knew they were being tested. Itwas later determined that the morale and motivation of the consistently productive control group was their impetus for production. This phenomenon would later be calledthe Hawthorne Effect (Fry 1989). Other public administration authorities concur with the findings of the Hawthorne experiments. In the textbook Organizational Theory: A Public Perspective these authors also concluded that the significance of the Hawthorne effect was not the lighting or lack thereof, subjected to the test subjects.

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CHAPTER 3 ANALYSIS AND INTERPRETATION

TABLE-3.1

THE TABLE SHOWING AGE OF THE RESPOMDENT

Sample size: 60

PARTICULARS

NO : OF RESPONDENT

PERCENTAGE

Below 20 years

10

17

20-30 years

15

25

30-40years

15

25

Above 40 years.

20

33

Total

60

100

Source: Primary data.

INTERPRETATION:
The above table shows that among the total number of 60 respondents,17% of them below 20 years, 25% of them 20-30 years , 25% of them 30-40 yeas, 25% of them 30-40 years and 33% of above 40 years.

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CHART -3.1

CHART SHOWING AGE OF THE RESPONDENTS.

AGE
35 30

PERCENTAGE

25 20 15 10 5 0 below 20 years 20-30 years 30-40 years above40 years

Attributes

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TABLE-3.2

TABLE SHOWING THE WORK EXPRIENCE

Sample size: 60

PARTICULARS

NO; OF RESPONDENT

PERCENTAGE

1-5 Years

13

26

6-10 years

10

20

11-15 years

10

20

16-20 Years

10

21-25year

60 Total Source:primary

100

INTERPRETATION:
Among 50 respondents 26% were having work experience of 1-5 years 20% were having an experience of 6-10 years, 20% were having an experience of 16-20 years, and 10% employees were having an experience of 25years

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CHART-3.2

CHART SHOWING THE WORK EXPRIENCE

WORK EXPERIENCE
30 25

PERCENTAGE

20 15 10 5 0 1-5 YEARS 6-10 YEARS 11-15 YEARS 16-20 YEARS 21-25 YEARS

Attributes

25

TABLE -3.3

TABLE SHOWING THE MARITIAL STATUS OF THE RESPONDENT

Sample size 60

MARITIAL STATUS

NO; OF RESPONDENT

PERCENTAGE

Married

38

63

Single

22

37

Total

60

100

Source: primary data

. INTERPRETATION:

The above table shows that among the total number of 60 respondents, 63% of them are married and 37% of them are single.

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CHART-3.3

CHART SHOWING MARITIAL STATUS

MARITAL STATUS
70 60 50 PERCENTAGE 40 30 20 10 0 married single Attributes

27

TABLE -3.4

THE TABLE SHOWING THE GENDER OF THE RESPONDENT

Sample size:60

GENDER

NO; OF RESPONDENT

PERCENTAGE

Female

16

27

Male

44

73

Total

60

100

Source: primary data

INTERPRETATION:
The above shows that among the total number of 60 respondents.73% of them are male and 60 respondents of them are male and 23% of them female.

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CHART -3.4

THE CHART SHOWING GENDER OF RESPONDENTS

GENDER
80 70 60

PERCENTAGE

50 40 30 20 10 0 FEMALE MALE

Attributes

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TABLE -3.5

THE TABLE SHOWING FEELS ABOUT THEIR JOB

Sample size 60

PARTICULARS

NO; OF RESPONDENT

PERCENTAGE

Challenging

Serious

20

33

Interesting

10

17

Just to earn

30

50

60 Total Source: primary data.

100

INTERPRETATION
It is interpreted that among the total no of 60 respondent 33% , of them are serious 17% no them interesting , 50% of them just to earn and 05 are challenging.

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CHART-3.5

CHART SHOWING THE FEEL ABOUT THEIR JOB

JOB
50 45 40

PERCENTAGE

35 30 25 20 15 10 5 0 CHALLENGING SERIOUS INTERSTTING JUST TO EARN

Attributes

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TABLE -3.6

THE TABLE SHOWING HAVE MORE WORK IN EXISTING ORGANISATION

Sample size: 60

PARTICULARS

NO; OF RESPONDENT

PERCENTAGE

Yes

50

83

No

10

17

Total

60

100

Source: primary data

INTERPRETATION;
Out of 60 respondents, 83% were work more in existing organization and 17% are not work more in existing organization.

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CHART-3.6

CHART SHOWING HAVE MORE WORK IN EXISTING ORGANIZATION

WORK
YES NO

17%

83%

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TABLE -3.7

THE TABLE SHOWING THE WORK LOAD OF THE WORKERS

Samplesize:60

PARTICULARS

NO OF RESPONDENTS

PERCENTAGE

Heavy

Not heavy

35

58

Moderate

25

42

60 Total

100

Source: primary data.

INTERPRETATION
It is interpreted that among the total number of 60 respondents,58% f them are not heavy 42% of them are moderate.

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CHART-3.7

CHART SHOWING THE WORK LOAD OF WORKERS

WORK LOAD
60 50

PERCENTAGE

40 30 20 10 0 Heavy Not heavy moderate

Attributes

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TABLE -3.8 THE TABLE SHOWING INFRASTRUCTURAL FACILITES PROVIDED BY THE COMPANY
Sample size: 60

PARTICULARS

RESPONDENT

PERCENTAGE

Highly satisfied

10

17

Satisfied

20

33

Neutral

30

50

Dissatisfied

Highly dissatisfied

60 Total Source: primary data

100

INTERPRETATION
Out of the 60 respondents 17% were highly satisfied with infrastructural facilities provided by the firm, 33% were satisfied and 50% were neutral.

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CHART-3.8

CHART SHOWING THE INFRASRUCTURAL FACILITES PROVIDED BY THE COMPANY

. INFRASRUCTURAL FACILITES
50 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutral dissatisfied Highly dissatisfied

PERCENTAGE

Attributes

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TABLE -3.9

THE TABLE SHOWING GRIEVANCE HANDLING PROCEDURE

Sample size: 60

PARTICULARS

NO; OF RESPONDENT

PERCENTAGE

Yes

10

15

No

50

85

60 Total

100

Source: primary data

INTERPRETATION:

Out of 60 respondent 83% were dissatisfied with the grievance handling procedure followed by the company and 17% were satisfied.

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CHART-3.9

CHART SHOWING THE GRIEVANCEHANDLING PROCEDURE

GRIEVANCE HANDLING
YES 17%

NO 83%

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TABLE -3.10 THE TABLE SHOWING LEVEL OF SATISFACTION OF THEIR JOB

Sample size 60 PARTICULARS RESPONDENT PERCENTAGE

Highly satisfied

13

Satisfied

30

50

Neutral

20

33

Dissatisfied

Highly dissatisfied

Total Source: primary data.

60

100

INTERPRETATION
Out of 60 respondent 13% of them are highly satisfied, 50% of them are satisfied, 33% f them neutral and 4% of them are dissatisfied wit their job.

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CHART.3.10

CHART SHOWING THE LEVEL OF SATISFACTION OF THEIR JOB

LEVEL OF SATISFACTION
50 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

PERCENTAGE

Attributes

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TABLE -3.1 THE TABLE SHOWING THE OPINION ABOUT RULES AND REGULATIONS OF THE COMPANY
Sample size: 60 PARTICULARS RESPONDENT PERCENTAGE

Highly satisfied

Satisfied

29

48

Neutral

28

47

Dissatisfied

Highly dissatisfied

60 Total Source: primary data

100

INTERPRETATION:
Out of 60 respondents, 35 were highly satisfied .48% were satisfied, 47% were neutral with the opinion about the rules and regulations of the company.

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CHART-3.11

CHART SHOWING THE OPINION ABOUT THE RULES AND REGULATIONS OF THE COMPANY

RULES AND REGULATIONS

50 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisdied Highly dissatified

PERCENTAGE

Attributes

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TABLE -3.12

THE TABLE SHOWING THE WORK RELATED STRESS LEVEL

Sample size:60

PARTICULARS

NO; OF RESPONDENT

PERCENTAGE

Yes

45

75

No

15

25

60 Total

100

Source: primary data.

INTERPRETATION
Out of the 60 respondents 75% agreed that their work related stress level is too high while 25% were of the opinion that the work related stress level is too high

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CHART-3.12

CHART SHOWING THE WORK RELATED STRESS LEVEL

STRESS

25%

YES NO 75%

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TABLE-3.13 THE TABLE SHOWING THE REMUNERATIION

Sample size 60 PARTICULARS RESPONDENT PERCENTAGE

Highly satisfied

13

Satisfied

51

85

Neutral

Dissatisfied

Highly dissatisfied

Total

60

100

Source: primary data

INTERPRETATION
Out of 60 respondents, 13% were highly satisfied with the remuneration provided by the company 85% were satisfied and 25 were dissatisfied.

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CHART-3.13 CHART SHOWING THE REMUNERATION

REMUNERATION
90 80 70

PERCENTAGE

60 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied Highly satisfied

Attributes

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TABLE -3.14 THE TABLE SHOWING TIMELY FEED BACK

Sample size:60 PARTICULARS RESPONDENT PERCENTAGE

Highly satisfied

13

Satisfied

51

85

Neutral

Dissatisfied

Highly dissatisfied

60 Total Source: primary data.

100

INTERPRETATION
Out of the 60 respondents, 13% were highly satisfied with the timely feedback prvided by the company. 85% were satisfied and 2% were dissatisfied.

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CHART-3.14

CHART SHOWING THE TIMELY FEED BACK

TIMELY FEED BACK

90 80 70 60 50 40 30 20 10 0

PERCENTAGE

Attributes

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TABLE -3.15 THE TABLE SHOWING THE COMMUNICATION SYSTEM

Sample size:60

PARTICULARS

RESPONDENT

PERCENTAGE

Highly satisfied

15

Satisfied

51

85

Neutral

Dissatisfied

Highly dissatisfied

60 Total Source: primary data

100

INTERPRETATION:
Out of 60 respondents, 15% were highly satisfied with the communication system followed by the company, 85% were satisfied.

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CHART-3.15

CHART SHOWING THE COMMUNICATION SYSTEM

COMMUNICATION SYSTEM
90 80 70

PERCENTAGE

60 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Attributes

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TABLE -3.16 THE TABLE SHOWING ACCOMODATION FACILITIES PROVIDED BY THE COMPANY
Sample size 60

PARTICULARS

NO; OF RESPONDENT

PERCENTAGE

Yes

60

100

No

60 Total Source: primary data

100

INTERPRETATION

Out of the 60 respondents 100% were satisfied with their present accommodation facilities provided by the company.

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CHART-3.16

CHART SHOWING THE ACCOMODATION FACILITES PROVIDED BY THE COMPANY

ACCOMODATION
0%

YES NO 100%

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TABLE -3.17 THE TABLE SHOWING THE BENEFITS AND WELFARE FACILITIES.
Sample size 60 PARTICULARS NO OF RESPONDENTS PERCENTAGE

Highly satisfied

20

33

Satisfied

40

67

Neutral

Dissatisfied

Highly dissatisfied

Total Sources; Primary data

60

100

INTERPRETATION
33%were highly satisfied and 67% were satisfied with the benefits and welfare facilities provided by the company.

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CHART-3.17

CHART SHOWING THE BENEFITS AND WELFARE FACILITIES

BENEFITS
70 60

PERCENTAGE

50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Attributes

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TABLE -3.18.

THE TABLE SHOWING THE REALATIONSHIP WITH COWORKERS .

Sample size 60

PARTICULARS

NO F RESPONDENT

PERCENTAGE

Very good

12

20

Good

46

76

Not bad

Bad

60 Total Source: primary data.

100

INTERPRETATION:

Out of the 60 respondents 20% agreed that very good relationship with coemployees.76% agreed that good, 4% are not bad.

56

CHARTNO: 3:18

CHART SHOWING RELATIONSHIP WITH CO-WORKERS.

RELATIONSHIP
80 70 60

PERCENTAGE

50 40 30 20 10 0 Very good Good Not bad Bad

attributes

57

CHI SQUARE AGE GROUP V/S RELATIONSHIP WITH CO- WORKERS AT WORK.
Age Below-20 years. Relationship Very good 1 2 1 2 6 20-30 years 30-40 years Above 40 years Total

Good

12

Not bad

Bad

Total

10

30

Ho: null hypothesis

There is a relationship between age group V/S relationships with co-workers.

H1: Alternative hypothesis.

There is no relationship between age group V/S relationships with co-workers. Chi square={O-E)2/E

58

O-E)2

(O-E)

(O-E)2/E

1 2 1 2 4 3 3 2 1 1 5 1 1 1 1 1

1 1.4 0.33 0.4 2.8 2.8 4 3 1.8 2.6 1.6 0.93 0.93 1.3 1.3 0.8

0 .67 1.96 1.20 .20 -1 -0.4 -0.8 -0.8 30 -0.60 0.07 0.07 -.30 .-.30 0.040

0 1.6 0.4489 3.8416 1.44 0,04 1 1.6 0.64 0.64 5.76 0.36 0.0049 0.09 0.009 0.04

0 1.4 1.36 9.604 0.514 0.0142 0.25 0.67 0.366 0.356 2.26 0.256 0.225 0,0052 0.0052 0.05 17.15

TOTAL

Degrees of freedom V=(r-1)(c-1) =(4-1) (4-1) =9

Decision: The tabulated value of chi-square at level of significance 5%and 9 degrees of freedoms 0.05, 9=16.919 Since calculated value =17.15.> tabulated hypothesis Ho is rejected and the alternative hypothesisH1 is accepted.

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CHAPTER 3

3.1 FINDINGS
CHI-SQUARE FINDINGS From the analysis it reveals there is a significant relationship between opportunities for improvement and self development and relationship with superiors and co-workers From the analysis it document there is a significant relationship between top

management appreciation in work and considering your suggestion for the improvement of company

SIMPLE PERCENTAGE ANALYSIS .

A majority of the workers in the company belonging in the age category of above 40 years.

At most all the workers have experience of more have 6 years most of them have above 16 years of experience. 73% of the respondents are male. 58% of the respondents feel not heavy about workload in the organization. 83% of the respondents satisfied with the grievance handling procedure followed by the company. 100% of the respond dents are satisfied with the accommodations facilities provided by the company. 88% of the workers were satisfied with the remuneration provided by the company. 75% of the respondents say that work related stress level is too high. 88% of the respondents satisfied with then salary provided by the company. 85% of the respondents satisfied with the communication system followed by the company.

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3.2 RECOMMENDATIONS
An organization can make arrangements of exact pay in bonus where it facilitates the employee to work in better way An organization can reduce the work related stress level of workers.

More group interaction can be adopted in the organization.

As the work involved is more hectic and requires a greater deal of physical activity, proper recreational facilities can be provided so that they feel refreshed.

Organization has to develop the environment with proper outline of policies and

procedures that prevail now.

Employee welfare facilities like resting room and sanitary condition can be maintained well. Health and safety measures also to be adopted in protection

Job specifications does not give any creative sense for the employees, so management can enrich the job by motivating with different constraints

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3.3 CONCLUSION
The study employee morale and its impact on productivity has observed in sree ganesh industries with conducting the procedures of various analysis where the research reveals that the overall morale in the organization is fair.but with small areas of low coverage like health, safety measures ,welfare facilities and stress factor has to be taken steps for better improvement. Organization employee morale is the major factor to determine the environment. Organization can take steps that make the firm to perform effectively in organization culture and better productivity