CHAPTER - I INTRODUCTION

INTRODUCTION
Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on.

Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm, desire to obey orders, willingness to cooperate with coworkers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job.

DEFINITIONS
Morale is a fundamental psychological concept. It is not easy to define. Morale is the degree of enthusiasm and willingness with which the members of a group pull together to achieve group goal. It has been defined differently by different authors. Different definition of Morale can be classified into three major approaches. 1) Classical approach 2) Psychological approach 3) Social approach

1. Classical approach: According to this approach the satisfaction of basic needs is the symbol of Morale. According to Robert M. Guion "Morale is defined as the extent to which the individual perceives that satisfaction stemming from total job satisfaction".

2. Psychological Approach: According to this approach Morale is psychological concept i.e., state of mind. According to Jurious Fillipo Morale is a mental condition or attitude of individual and groups which determines their willingness to cooperate".

3. Social Approach: According to some experts Morale is a social phenomenon. According to Davis "Morale can be defined as the attitudes of individual and groups towards their work environment and towards voluntary cooperation to the full extent of their ability in the best interest at the organization".

IMPORTANCE OF EMPLOYEE MORALE

Employee Morale plays vital role in the origination success. High Morale leads to success and low Morale brings to defeat in its wake. The plays of Morale is no less important for an industrial undertaking. The success of failure of the industry much depends up on the Morale of its employees.

TYPES OF MORALE
I. High Morale It will lead to enthusiasm among the workers for better performance. High Morale is needed a manifestation of the employees strength, dependability pride, confidence and devotion. Some of the advantages of high Morale such as: 1. Willing cooperation towards objectives of the organization. 2. Loyalty to the organization and its leadership. 3. Good Leadership. 4. Sound superior subordinate relations. 5. High degree of employees interest in their job and organization. 6. Pribe in the organization 7. Reduction in absenteeism and labour turnover. 8. Reduction in grievance. 9. Reduction in industrial conflict. 10. Team building. 11. Employee empowerment.

II.

Low Morale:

Low Morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low Morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e., there is a lot of mental tension. Such situation will have the following adverse consequences. 1. High rates of absenteeism and labour turnover. 2. Decreased quality. 3. Decreased Productivity. 4. Excessive Complaints and Grievances. 5. Frustration among the workers. 6. Lack of discipline. 7. Increase errors, accidents or injuries.

FACTORS AFFECTING MORALE

Employee Morale is a very complex phenomenon and is influenced by many factors on the shop floor. Several criteria seem important in the determinants of levels of workers Morale such as:

1.

Objectives of the organization: Employees are highly motivated and their Morale is highly if their individual goal and objectives are in tune with organizational goal and objectives.

2.

Organizational design: Organization structure has an impact on the quality of labour relation, particularly on the level of Morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication. Therefore the Morale tends to be lower. Against this flat structure increases levels of Morale.

3.

Personal Factors: It is relating to age, training, education and intelligence of the employees, time spent by them on the job and interest in worth taken by them, affect the Morale of the employees. For examples if an employees is not imparted proper training he will have low Morale.

4.

Rewards: Employees expect adequate compensation for their services rendered to the organization. Good system of wages, salaries, promotions and other incentives keep the Morale of the employees high.

5.

Good Leadership and Supervision: The nature of supervision can tell the attitudes of employees because a supervisor is in direct contact with the employers and can have better influences on the activities of the employees.

6.

Work Environment: The building and it appearance the condition of machines, tools, available at work place provision for safety, medical aid and repairs to machinery etc. all have an impact on their Morale.

7.

Compatibility with fellow employees: Man being a social animal finds his words more satisfying if he feels that he has the acceptance and companionship of his fellow workers. If he has confidence in his fellow worker and faith in their loyalty his Morale will be high

8.

Job Satisfaction: If the job gives an employee an opportunity to prove his talents and grow personality, he will certify like it and he will have high morale.

9.

Opportunity to share profit: one of the requirements of high morale is possibility and opportunity of progress in any concern. All worker should be given an opportunity of the progress and earn high wages without any discrimination.

MEASUREMENT OF MORALE
Morale is basically a psychological concept. As such the measurement of morale is a very difficult task to measure it directly. However the following methods are more commonly used to study employee morale.

1.

Observation Method Under this method evaluator observes the employees on work and records their behaviour, altitude, sentiments and feelings, which have developed in them. The changes in the attitude and behaviour of the employee are the indicators of high and low morale.

2.

Attitude Surveys: In order to overcome the limitation of the above method attitude survey method is being largely employed in modern days. This method includes conducting surveys through

questionnaires and interviews. This relates what the workers are looking in and what step should be taken to improve their approach towards work.

3.

Company Records and Reports: The records and reports relating to Labour turnover, rate of absenteeism, the number of goods rejected, strikes and such other things, which are indicators of the level of morale.

4.

Counseling: Under this method employees are advised to develop better mental health. So that they can imbide self confidence, understanding and self control. This method is used to find out the causes of dissatisfaction and then to advice the employees by way of remedial measures. The above methods of the measurement of the employees present only the tendencies or the attitude of the employee morale. The statistical measurement of morale is not possible because it relates to the inner feelings human beings. We can say that morale is increasing or decreasing, but can not measured how much it increased or in creased.

BUILDING OF HIGH MORALE

In order to achieve high morale among the employees the following suggestion may be followed.

1.

Two-Way Communication:There should be a two-way communication between the management and the workers as if exercises a profound influences on morale. The workers should be kept informed about the organization polices and programmes through conferences, bulletins and informal discussions with the workers.

2.

Show Concern. Large or small every business should have names on desks work stations or cubicles to show that a real person with worth works there not just a machine. Next ask their opinion whenever an opportunity arises rather than always telling them what to do or the way to

do it. This allows employees to add their own creative thoughts to the work process, which then can lead to more of a feeling of ownership. Finally ask how they are with out wanting to know deeply personal data the boss can easily show on interest in the individual walkers.

3.

Job Enrichment:This involves a greater use of the factors which are intended to motive the worker rather than to ensure his continuing satisfaction with the job he performs the idea is to reduce employee discontent by changing or improving a job to ensure that he is better motivated.

4.

Modifying the work environment:This involves the use of teams of work groups developing social contacts of the employees the use of music regular rest breaks.

5.

Rotation of Jobs: This is also one of important techniques to increase employee morale. Job rotation helps to reduce an employee's boredom.

6.

Incentive System: There should be a proper incentive system in the organization to ensure monetary and non-monetary rewards of the employees to motivate them.

7.

Welfare Measures: Management must provide for employees welfare measures like canteens credit facilities sport clubs, education for their children etc.

8.

Social Activities: Management should encourage social group activities by the workers. This will help to develop greater group cohesiveness which can be used by the management for building high morale.

9.

Training: There should be proper training of the employees so that they may do their work efficiently and avoid frustration when the worker are given training they get psychological satisfaction as they feel that management is taking interest in them.

10.

Workers Participation: There should be industrial democracy in the organization management should allow workers participation in management. Whenever a change to be introduced which effects the workers they must be consulted and taken into confidence workers must be allowed to put forward their suggestion and grievance to the top management.

11.

Offers recognition of the employee efforts: It takes but a few seconds to say "Nice Job" "Well done", "Marked improvement", "You 're' on the right road" or any number of other phrases that communicate to the employee that you care about the job and about them and that you recognize an improvement in productivity. Also, employees can be given performance awards or have their name mentioned at staff meetings, posted on a notice boards or in employee inter office E-mail to say that some one did a note monthly Job. All of these simple modes of painting out individual team or group behaviour serve as very strong methods of improving productivity self worth and morale.

CHAPTER - 2 NATURE HEIGHTS INFRA LTD A PROFILE

COMPANY PROFILE
INTRODUCTION
Nature of Business Name of the Company Address Phone E-Mail Managing Director : : : : : : Infrastructure Nature Heights Infra Limited 9, Sunder Nagri, Abohar, Punjab 18001024846 natureway.in@gmail.com Mr. Neeraj Arora

NHI is one of the leading Infrastructure company in India now. This Company has been established on 13th Jan. 2011. It is consisting of Real Estate Business. Understanding the need of fast changing world NHI has come up with customized residential and commercial complexes and agricultural land, keeping in mind stringent quality policy and international standard infrastructure practices.

NHI VISION
To establish a benchmark for developing the new India and to remain at the commanding height in Real Estate Business.

NHI MISSION
To provide people with the world class Real Estate concepts with Professionalism, Ethics, Quality and Customer Service.

COMPANY'S ACHIEVEMENTS
1. Retail Market & E-commerce 2. 3. Wellness Industry Infrastructure

4. Real Estates "Flats & Duplexes" 5. Resorts 6. Property & Investment

PROJECTS OF NHI
Project Running by NHI

Begumpura Heritage

Nature Farming

Nature Green

Nature Heights Western Homz

Premium Township Uni Town Talwara

Zirakpur, Baltana, Govid Vihar

Patiala Road, Near Sushma Enclave

Shivalik Avenue, 125 Sector, Mohal

Patiala Road, Backside Swastik Vihar

Kandwala Road, opp. Uttam vihar, Abohar

South Avenue, ABOHAR

Proposed layout Fazika malout Road, Near Adjuvant Grain Market, fazilka

Kotkapura Colony Agriculture Land

Ferozepur Colony

Upcoming Projects

Resort, College and Colony

Nature Heights Health Sciences

Nature Heights Civil Construction

Nature Heights Chain of Hotel Resorts

Nature Heights Colonies and Agri. Lands

Nature Heights Resorts

Nature Heights Tea Gardesns

Nature Heights Medical Colleges

Hydra Power Plant

QUALITY POLICY
Commitment to customer satisfaction, Quality awareness, desire for excellence and Continual improvement is our motto.

OBJECTIVES
1. Meeting ever growing challenging requirements in todays competitive world through strong quality systems. 2. Creating dedicated and confident work force through continual development process. 3. Adding value to the investors.

HR VISION
To further improve work culture that facilitates sharing of knowledge, teamwork and a sense of belongingness among all employees To inculcate deeply in the minds of all employees, the concepts like quality consciousness, customer delight and business orientation. To initiate cost effective measure so as to operate business with minimal overheads.

HR-TOOLS Competency Mapping Enterprises Resource Planning Balanced Score Card Effective controls at all levels Training and Development Programme

HR- INITIATIVES Cultivate positive work culture Quality month Star of the month Executive presentation Quality circles

House keeping Safety month Statutory maintenance Common cafeteria

CULTURAL INITIATIVES NHI Family Day Independence Day Republic Day Community Development Programmes Public Relations Programmes

HR-DEVELOPMENT PLANS Training need analysis Training budget Training calendar Identification of external training agencies NHI Vision, Mission transmission, Teambuilding, Positive Attitude, Discipline and safety

RETENTION PLANS Review Compensation Plans Empowerment Relocation to place of choice Involve in decision making Abroad programmes Create professionalism Hard furnishing loan Vehicle loan Marriage loan

Education loan Club membership Recognition for good work Employee stock option Housing loan

HR-POLICIES Human Capital Planning Recruitment / Selection /Induction Training and Development Performance Appraisal Succession Planning Career Planning Job Rotation and Multi Skilling Job Enrichment HR Manual Induction Manual Safety Manual Exit Interviews

INTEGRATED PERFORMANCE MANAGEMENT SYSTEM Day to Day to Accountability Individual Goals Short term / long term goals Individual development plans Team targets

HR SURVEYS Organizational culture HRD Climate

Training Need Analysis Compensation Survey Employee Satisfaction

HR SAFETY INITIATIVES Safety survey Safety Budget Safety Policy Safety Manual Awareness and Training on safety Safety Reviews and Safety Meetings Safety systems Safety audit Safety Banners On site emergency plan Zero accident schemes for sites

EARNING CENTRE FOR HUMAN EXCELLENCE Establish Learning Centre Fresher Training Induction Training In-house Training External Training.

SWOT ANALYSIS
NHI- STRENGTHS Young, Dynamic and Qualified team. Having varied background and versatile experience. No financial constrains for development activities. Management encourages Professionalism and Change Management.

Excellence brand image. High emphasis on Training and Development. Working environment is quite congenial. Encourage Creativity and Team work. Free to participate in decision-making. People are employed.

WEAKNESS No learning centre and library. Less focus on business orientation. Inadequate focus on business learning. Less focus on communication. Rationalization of compensation.

OPPORTUNITIES Develop talent and creativity. Create Role models and change agents. Visualize people problems with human face. To plan for employee retention policies and strategies. Standardize integrated Performance Management System. To improve communication. To inculcate positive work culture. To promote career planning and succession planning.

THREATS Difficult to source people with core competencies. Erosion of existing talents. Less focus on Mentor Management. Inadequate focus on employee orientation. Low focus on culture building and value system nurturing

CHAPTER - 3 REVIEW OF LITERATURE

CONCEPTUAL FRAMEWORK
Introduction In any business organization or industry, profit is the prime aim. Profits can be got only when the productivity is high and it is quite evident that, productivity will be high only when employees morale is high. When mentoring about employee morale, it is necessary to define it Morale has been defined in a study conducted by the Michigan University has The combination of attitudes towards Job Company and immediate supervisor. Mr. V.Devarajan, B.A., a student of P.S.G. college of Arts & Science, Coimbatore, Who did his M.A, in social work in the year 1973, made a Study on Employees Morales and job satisfaction in the Cambodia Mills and has suggested workers Participation in Management, Production incentive bonus to improved employee morale and his job satisfaction.

Mr. M.Ramakrishnan, a student of Madras School of Social work, who did his post graduation in Social Work in the year 1980, made Study on morale in the metal Bon India Limited Madras and has suggested that improved facilities and working conditions will improve the morale of employees. Mr. S.Prabakar, a study of G.R.D College of science, Coimbatore who did his M.A., in social work in the year 1991, made a Study on employees morale in the Cambodia Mills, has suggested that good working conditions welfare facilities, enhance good morale in the opinion of majority of the employees inspect of a few negative opinion relating to poor workers participation in the management, promotion and transfer policies.

Pestonjee & Singh, 1995, Workers morale is significantly related to their education. The higher their education is the lower their morale and vice versa. Income is found to be non-significant factor affecting morale Herzberg, 1965, Herzberg found that is 54% of the studies morale was related to high productivity which is 35%, morale and productivity did not reveal relationship. In

11% of the studies, high morale was associated with low productivity. Evidence support the view that level of satisfaction was directly related to performance on the job Miller D.C & W.H.Form, 1964, Miller & Form have given four combinations of productivity and morale i. ii. iii. 4 High productivity-high morale Low productivity-high morale High productivity-low morale Low productivity-low morale

CHAPTER 4 OBJECTIVES & SCOPE

OBJECTIVES & SCOPE OF THE STUDY

OBJECTIVES
To identify the morale level of the staffs of Nature Heights Infra Limited. To know the attributes that influence their morale To find out the satisfaction level of the staffs of Nature Heights Infra Limited in the following areas: Wages & Incentives Trust level Social and Working environment

SCOPE
The top management can use the information obtained through the study in the following areas: To identify the drawbacks in the existing system. Adopt as a tool to To enhance the opportunities for improvement and self development To provide creative job to the employees. To improve participative management techniques.

To improve the system in human resource development area.

CHAPTER 5 RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
RESEARCH DESIGN The Research design used in the study was descriptive research design. It includes surveys and fact-finding requires of different kinds. The major purpose of description research designs, as it exits at present. The main characteristic of this method is that the researcher has no control of variables; he can report only what has happened or what is happening.

SAMPLING Sampling Method In this study convenient sampling method is used in selecting the samples.

Population The population comprises of 150 employees.

Frame The Frame comprises the employees of Nature Heights Infra Limited.

Sample Size The universe of the study includes workers above. In Nature Heights Infra Limited, the total number of employee is 50 employees are selected for the study.

DATA COLLECTION METHOD Primary data collection was done through structured questionnaire. Secondary data was collected from company records. Primary data: Primary data are those which are collected a fresh and for the first time and thus happen to be original in character. Primary data can be collected either through experiment or through survey.

Secondary data: The secondary data on the other hand are those which have already bean collected by some one else and which have already bean passed through the statistical process.

DATA COLLECTION INSTRUMENT The instrument used for the collecting data was a structured questionnaire. The questionnaire consisted of 20 questions, with a Combination of open ended and close ended questions.

STATISTICAL TOOLS USED This researcher has used the following statistical tools: 1. simple percentage 2. Anova table

SIMPLE PERCENTAGE METHOD A percentage analysis method is the tools used by the researcher for the analysis and interpretation. Through the use of percentages the data are reduced in the standard form with base to 100 which fact facilities relative comparisons. In the percentage analysis, percentage is calculated by multiplying the number of employees into hundred and it is divided by the sample size.

Percentage analysis = (no. of respondent/ total no. of respondent) 100

LIMITATIONS Due to the time constraint the study is made only among 50 employees. There is a chance of personal bias which affects the original data. Cannot able to get exact information because some of the employees are reluctant to share the information. Most of the employees were busy with their tight work and they dont want to be disturbed.

CHAPTER 6
DATA ANALYSIS & INTERPRETATION

DATA ANALYSIS & INTERPRETATION

TABLE NO.1: AGE OF EMPLOYEES

S.NO 1 2 3 4 5

AGE Below 20 20-30 30-40 40-50 Above 50 Total

NO. OF EMPLOYEES 0 22 18 10 0 50

% OF EMPLOYEES 0 44 36 20 0 100

CHART NO.1: AGE OF EMPLOYEES

AGE OF RESPONDANCE AGE OF THE EMPLOYEES

50 % of respondance 40 30 20 10 0 Below 20 20-30 30-40 age 40-50 Above 50 0 0 44 36 20

INTERPRETATION The above table shows that 44% of employees are between 20 to 30 age group, 36 % of employees are between 30 to 40 age group and 20 % are between 40 to 50 age group.

TABLE NO.2: EDUCATIONAL QUALIFICATION OF EMPLOYEES S.NO 1 2 3 4 5 EDUCATION School level Diploma Graduates Post graduates Professionals Total NO. OF EMPLOYEES 22 0 8 14 6 50 % OF EMPLOYEES 44 0 16 28 12 100

CHART NO.2: EDUCATIONAL QUALIFICATION OF EMPLOYEES EDUCATIONAL QUALIFICATION OF EMPLOYEES

45 40 35 30 25 20 16 15 10 5 0 0 School Level Diploma Graduates Post Graduates Professionals 12 44

28

Interpretation The above table shows that 44% of employees are graduates, 28% of employees are post graduates, 16% of employees are school level and 12% of employees are professionals.

TABLE NO.3: WORK EXPERIENCE S.NO 1 2 3 4 5 EXPERIENCE Less than 1 year 1-3 years 3-5 years 5-10years Above 10 years Total NO. OF EMPLOYEES 14 22 8 4 2 50 % OF EMPLOYEES 28 44 16 8 4 100

CHART NO.3: WORK EXPERIENCE

EXPERIENCE
44 45 40 % of respondance 35 30 25 20 15 10 5 0 Less than 1 year 1-3 years 3-5 years experience 5-10years Above 10 years 8 4 16 28

Interpretation The above table shows that 44% of employees have 1 to 3 years of experience, 28% of employees have less than one year of experience and 4% of employees have above 10 years of experience.

TABLE NO.4: EMPLOYEES OPINION ABOUT JOB SATISFACTION

S.NO

JOB SATISFACTION

NO. OF EMPLOYEES 20 25 2 3 0 50

% OF EMPLOYEES

1 2 3 4 5

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

40 50 4 6 0 100

CHART NO.4: EMPLOYEES OPINION ABOUT JOB SATISFACTION

JOB SATISFACTION
60 50 50 % of respondance 40 40 30 20 10 0 Highly satisfied Satisfied Neutral job satisfaction dissatisfied Highly dissatisfied 4 6 0

Interpretation The above table shows that 50% of employees are satisfied with their job, 40% of employees are highly satisfied with their job and 6% of employees are dissatisfied with their job.

TABLE NO.5: OPINION ABOUT ORGANISATIONS BENEFITS ORGANISATIONS BENEFITS Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total NO. OF EMPLOYEES 8 24 12 4 2 50 % OF EMPLOYEES 16 48 24 8 4 100

S.NO 1 2 3 4 5

CHART NO.5: ORGANISATIONS BENEFITS

ORGANISATION'S BENEFITS
48 50 45 40 35 30 25 20 15 10 5 0

% of respondent

24 16 8 4

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

organisation's benefits

Interpretation The above table shows that 48% are satisfied with their organizations benefits, 24% of employees are neutral with the benefits and 4% of employees are highly dissatisfied with the benefits.

TABLE

NO.6:

OPPORTUNITIES

FOR

IMPROVEMENT

&

SELF

DEVELOPMENT S.NO 1 2 3 4 5 OPPORTUNITIES Very often Often Sometimes Rarely Very rarely Total NO. OF EMPLOYEES 13 16 11 4 6 50 % OF EMPLOYEES 26 32 22 8 12 100

CHART NO.6: OPPORTUNITIES FOR IMPROVEMENT & SELF DEVELOPMENT

OPPORTUNITIES
35 30 25 20 15 10 5 0 Very often Often Sometimes Rarely Very rarely 32 26 22 8 12 % OF RESPONDENTS

Interpretation The above table shows that 32% of employees are often having opportunities for improvement and self development, 26% have very often and 12 % of employees have rarely.

TABLE NO.7: WORK ENVIRONMENT S.NO 1 2 3 4 5 ENVIRVONMENT Very good Good Satisfactory Poor Very poor Total NO. OF EMPLOYEES 7 4 13 0 26 50 % OF EMPLOYEES 14 8 26 0 52 100

CHART NO.7: WORK ENVIRONMENT

ENVIRONMENT
60 52 50 % of respondent 40 30 20 10 0 Very good Good Satisfactory environment Poor Very poor 26

14 8 0

Interpretation The above table shows that 26% of employees are satisfactory with the work environment; work environment is very good for 14% of employees but 52% of employees are highly dissatisfied with the work environment.

TABLE NO.8: SUPERIORS AND CO-WORKERS RELATION

S.NO 1 2 3 4 5

RELATION Very good Good Satisfactory Bad Very bad Total

NO. OF EMPLOYEES 18 22 6 4 0 50

% OF EMPLOYEES 36 44 12 8 0 100

CHART NO.8: SUPERIORS AND CO-WORKERS RELATION

RELATIONSHIP
44 45 40 35 30 36

% of respondent

25 20 15 10 5 0 Very good Good Satisfactory relationship Bad Very bad 0 12 8

Interpretation The above table shows that the superior and co-workers relation is good for 46% of employees, 36% of employees feel very good and for 8% of employees relation is bad.

TABLE NO.9: JOB RESPONSIBILITIES JOB RESPONSIBILITY Very good Good Moderate Poor Very poor Total % OF EMPLOYEES 34 56 8 2 0 100

S.NO 1 2 3 4 5

NO. OF EMPLOYEES 17 28 4 1 0 50

CHART NO.9: JOB RESPONSIBILITIES

JOB RESPONSIBILITY
60 50 % of respondent 40 30 20 8 10 0 Very good Good Moderate job responsibility Poor Very poor 2 0 34 56

Interpretation The above table shows that 56% of employees feel that they have good job responsibilities, 34% of them have very good responsibilities and for 2% responsibility is poor.

TABLE NO.10: PARTICIPATIVE MANAGEMENT S.NO PARTICIPATIVE MANAGEMENT 1 2 3 4 5 Strongly agree Agree Neutral Disagree Strongly disagree Total NO. OF EMPLOYEES 27 10 9 4 0 50 54 20 18 8 0 100 % OF EMPLOYEES

CHART NO.10: PARTICIPATIVE MANAGEMENT

PARTICIPATIVE MANAGEMENT
60 54 50

% of responsibility

40

30 20

20

18

10

8 0

0 Strongly agree Agree Neutral participative management Disagree Strongly disagree

Interpretation The above table shows that 54% of employees strongly agree that they participate with management and 8% of employees do not participate with management.

TABLE NO.11: POLICIES & ADMINISTRATION PRACTICES S.NO Policies & Practices 1 2 3 4 5 Strongly agree Agree Neutral Disagree Strongly disagree Total NO. OF EMPLOYEES 14 20 15 1 0 50 28 40 30 2 0 100 % OF EMPLOYEES

CHART NO.11: POLICIES & ADMINISTRATION PRACTICES

POLICIES & PRACTICES

40 40 35 % of respondent 30 25 20 15 10 5 0 Strongly agree Agree Neutral policies & practices Disagree Strongly disagree 2 0 28 30

Interpretation The above table shows that 40% of employees agree with the policies and administration practices of the organization and 2% are disagreeing with the policies and administration practices.

TABLE NO.12: EMPLOYEES OPINION ABOUT WORKLOAD S.NO 1 2 3 4 5 Work load Overload Moderate Under load Optimal No work Total NO. OF EMPLOYEES 12 32 4 2 0 50 % OF EMPLOYEES 24 64 8 4 0 100

CHART NO.12: EMPLOYEES OPINION ABOUT WORKLOAD

WORK LOAD
70 60 50 40 30 20 8 10 0 Overload Moderate Under load workload Optimal No work 4 0 24 64

Interpretation The above table shows that for 64% of employees the work load is moderate, for 24% it is overload and for 4% it is optimal.

% of respondent

TABLE NO.13: AVAILING LEAVE S.NO 1 2 3 4 5 AVAILING LEAVE Very often Often Sometimes Rarely Very rarely Total NO. OF EMPLOYEES 4 6 12 10 18 50 % OF EMPLOYEES 8 12 24 20 36 100

CHART NO.13: AVAILING LEAVE

AVAILING LEAVE
40 35 % of respondents 30 25 20 15 10 5 0 Very often Often Sometimes availing leave Rarely Very rarely 8 12 24 20 36

Interpretation The above table shows that 36% of employees avail leave very rarely,24% avail sometimes. And 8% of employees avail leave very often.

TABLE NO.14: EMPLOYEES OPINION ABOUT CREATIVE JOB S.NO CREATIVE NO. OF EMPLOYEES 1 2 3 4 5 Very often Often Rarely Very rare Not at all Total 12 25 11 2 0 50 24 50 22 4 0 100 % OF EMPLOYEES

CHART NO.14: EMPLOYEES OPINION ABOUT CREATIVE JOB

CREATIVE JOB
50 50 45 40 35 30 25 20 15 10 5 0

% of respondent

24

22

Very often

Often

Rarely creative jobs

Very rare

Not at all

Interpretation The above table shows that 50% of employees often get creative jobs, 24% get very often and 4% of employees get creative jobs very rarely.

TABLE NO.15: EMPLOYEES OPINION ABOUT JOB CHALLENGING % OF EMPLOYEES 16 52 20 8 4 100

S.NO 1 2 3 4 5

JOB CHALLENGING Strongly agree Agree No opinion Disagree Strongly disagree Total

NO. OF EMPLOYEES 8 26 10 4 2 50

CHART NO.15: EMPLOYEES OPINION ABOUT JOB CHALLENGING

JOB CHALLENGING
60 50 % of respondents 40 30 20 10 0 Strongly agree Agree No opinion job challenging Disagree Strongly disagree 16 20 8 4 52

Interpretation The above table shows that 52% of the employees agree that they use to get challenging jobs, 20% has no opinion about this and 4% of employees are strongly disagreeing.

TABLE NO.16: OPPORTUNITIES TO UPDATE KNOWLEDGE AND SKILLS S.NO UPDATE KNOWLEDGE 1 2 3 4 5 Strongly agree Agree No opinion Disagree Strongly disagree Total NO. OF EMPLOYEES 19 25 5 1 0 50 % OF EMPLOYEES 38 50 10 2 0 100

CHART NO.16: OPPORTUNITIES TO UPDATE KNOWLEDGE AND SKILLS

UPDATE KNOWLEDGE
50 50 45 40 35 30 25 20 15 10 5 0 38

% of respondents

8 2 Strongly agree Agree No opinion Disagree 0 Strongly disagree

update knowledge

Interpretation The above table shows that 50% of employees agree that they use to get opportunities to update knowledge and skills, 2% of respondent disagree.

TABLE NO.17: EMPLOYEES OPINION ABOUT SETTING GOALS S.NO 1. 2. GOAL SETTING Yes No Total NO. OF EMPLOYEES 42 8 50 % OF EMPLOYEES 84 16 100

CHART NO.17: EMPLOYEES OPINION ABOUT SETTING GOALS

GOAL SETTING

No; 16%

Yes No

Yes; 84%

Interpretation The above table shows that 84% of employees set their future goals and 16% of employees do not set their future goals.

TABLE NO.18: APPRECIATION FOR QUALITY WORK S.NO 1 2 3 4 5 APPRECIATION Strongly agree Agree Neutral Disagree Strongly disagree Total NO. OF EMPLOYEES 20 22 5 2 1 50 % OF EMPLOYEES 40 44 10 4 2 100

CHART NO.18: APPRECIATION FOR QUALITY WORK

APPRECIATION
50 45 40 % of respondents 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral appreciation Disagree Strongly disagree 10 4 2 44 40

Interpretation The above table shows that 44% of employees agree that they get appreciation for their work and 2% disagree that they get appreciation for their work.

TABLE NO.19: EMPLOYEES OPINION ABOUT PROVIDING SUGGESTIONS S.NO PROVIDING SUGGESTIONS 1 2 3 4 5 Very often Often Rarely Very rare Not at all Total 10 26 10 0 4 50 20 52 20 0 8 100 NO. OF EMPLOYEES % OF EMPLOYEES

CHART NO.19: EMPLOYEES OPINION ABOUT PROVIDING SUGGESTIONS

PROVIDING SUGGESTIONS
60 50 % of respondents 40 30 20 8 10 0 Very often Often Rarely Very rare Not at all providing suggestions 0 20 20 52

Interpretation The above table shows that 52% of employees often provide suggestions to the management, 20% of employees very often provide suggestions and 8% are not at all involved in this.

TABLE NO.20: EMPLOYEES OPINION ABOUT HEALTH, SAFETY AND SOCIAL SERVICE.

S.NO

SOCIAL ENVIRONMENT

NO. OF EMPLOYEES 14 28 4 2 2 50

% OF EMPLOYEES

1 2 3 4 5

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

28 56 8 4 4 100

CHART NO.20: EMPLOYEES OPINION ABOUT HEALTH, SAFETY AND SOCIAL SERVICE

SOCIAL ENVIRONMENT
60 50 % of respondents 40 30 20 10 0 Highly satisfied Satisfied Neutral social environment Dissatisfied Highly dissatisfied 8 28 56

Interpretation The above table shows that 56% of employees are satisfied with the health, safety and social services and 4% of employees are highly dissatisfied.

TABLE NO.21: EMPLOYEES OPINION ABOUT SWITCHING JOBS

S.NO

SWITCHING JOBS

NO. OF EMPLOYEES

% OF EMPLOYEES

1. 2.

Yes No Total

10 40 50

20 80 100

CHART NO.21: EMPLOYEES OPINION ABOUT SWITCHING JOBS

SWITCHING JOBS
Yes 20

Yes No No 80

Interpretation The above table shows that 80% of employees will not switch their job often, but 20% of employees may switch their job.

TABLE NO.22: EMPLOYEES OPINION ABOUT ACCEPTANCE OF SALARY CUTS S.NO 1. 2. ACCEPTANCE OF SALARY CUTS Yes No Total NO. OF EMPLOYEES 14 36 50 % OF EMPLOYEES 28 72 100

CHART NO.22: EMPLOYEES OPINION ABOUT ACCEPTANCE OF SALARY CUTS

ACCEPTANCE OF SALARY-CUT
72 80 70 % of respondents 60 50 40 30 20 10 0 Yes acceptance of salary-cut No 28

Interpretation The above table shows that 72% of employees will not accept salary cut and 28% of employees will accept salary cut and will continue in same organization.

TABLE NO.23: INVOLVEMENT IN JOB

S.NO

INVOLVEMENT IN JOB

NO. OF EMPLOYEES

% OF EMPLOYEES

1. 2. 3. 4.

Total involvement Some what involvement Lack of involvement Not interested Total

40 10 0 0 50

80 20 0 0 100

CHART NO.23: INVOLVEMENT IN JOB

INVOLVEMENT IN JOB
80 80 70 % of respondents 60 50 40 30 20 10 0 Total involvement Some what involvement Lack of involvement Not interested 20 0 0

involvement in job

Interpretation The above table shows that 80% of employees are totally involved in their job and 20% are some what involved.

CHAPTER 7
FINDINGS, RECOMMENDATIONS & CONCLUSION

FINDINGS, RECOMMENDATION & CONCLUSION

-

FINDINGS
44% of employees have 1 to 3 years of experience, 28% of employees have less than one year of experience and 4% of employees have above 10 years of experience. 50% of employees are satisfied with their job, 40% of employees are highly satisfied with their job and 6% of employees are dissatisfied with their job. 48% are satisfied with their organizations benefits, 24% of employees are neutral with the benefits and 4% of employees are highly dissatisfied with the benefits. 32% of employees are often having opportunities for improvement and self development, 26% have very often and 12 % of employees have rarely. 26% of employees are satisfactory with the work environment; work environment is very good for 14% of employees but 52% of employees are highly dissatisfied with the work environment. The superior and co-workers relation is good for 44% of employees, 36% of employees feel very good and for 8% of employees relation is bad. 56% of employees feel that they have good job responsibilities, 34% of them have very good responsibilities and for 2% responsibility is poor. 54% of employees strongly agree that they participate with management and 8% of employees do not participate with management. 40% of employees agree with the policies and administration practices of the organization and 2% are disagreeing with the policies and administration practices. For 64% of employees the work load is moderate, for 24% it is overload and for 4% it is optimal. 36% of employees avail leave very rarely, 24% avail sometimes. And 8% of employees avail leave very often. 50% of employees often get creative jobs, 24% get very often and 4% of employees get creative jobs very rarely. 52% of the employees agree that they use to get challenging jobs, 20% has no opinion about this and 4% of employees are strongly disagreeing.

50% of employees agree that they use to get opportunities to update knowledge and skills, 2% of respondent disagree. 84% of employees set their future goals and 16% of employees do not set their future goals. 44% of employees agree that they get appreciation for their work and 2% disagree that they get appreciation for their work. 52% of employees often provide suggestions to the management, 20% of employees very often provide suggestions and 8% are not at all involved in providing suggestions. 56% of employees are satisfied with the health, safety and social services and 4% of employees are highly dissatisfied. 80% of employees will not switch their job often, but 20% of employees may switch their job. 72% of employees will not accept salary cut and 28% of employees will accept salary cut and will continue in same organization. 80% of employees are totally involved in their job and 20% are some what involved.

RECOMMENDATIONS
Based on the study, the following suggestions are given. The company may look into these suggestions:

Improving job satisfaction among employees by implementing appropriate job enhancement and enrichment techniques. Providing adequate compensation and appreciation for quality work. Creating jobs that provide opportunity for expression of creativity and competence. Planning and implementing training methods for self development of the work force. Creating opportunities that will enable the workers to participate in management related activities. Formulating good polices and administration practices for their employee. Increasing organizations benefits for their workers. Improving good working environment in order to increasing employees involvement in their job.

CONCLUSION
Morale in a business organization is an attitude of emotional readiness, which enables an employee to improve his productivity. When an organization motivates its employees to a high degree, resultant morale in the organization will be equally high. Motivation is the process and morale is the product. Therefore, continuous monitoring and improvement of morale is necessary for an organization.

BIBLIOGRAPHY

BIBLIOGRAPHY
Kothari.C.R., (2001) Research Methodology Methods and Techniques 2nd edition, Vishwa Prakashan, Pp 277-299. Tripathy, P.C., (2001), Human Resource Development, Sultan Chand and Sons, New Delhi. Prasad L.M, (2001) Human Resource Management, Sultan Chand & Sons, Reprint 1998, Pp 229-350. Prabhu.s, Human Resource Management, Kalyani Publishers. www.google.com www.citehr.com www.hrindia.com

ANNEXURE

A STUDY ON EMPLOYEE MORALE AT NATURE HEIGHTS INFRA LIMITED

Name of the Interviewer: I. Socio Economic Background a. Name of the respondent b. Department c. Grade d. Age Below 20 40-50 e. Sex: Male f. Educational qualification School level Diploma Post Graduates Graduates Professional Female : : : : 20-30 above 50 30-40

g. How long have you been working in this company? a. less than 1 yr d. 5-10 yrs b. 1-3 yrs e. above 10yrs c. 3-5 yrs

1. How satisfied are you with the present job? a. Highly satisfied d. Not satisfied b. satisfied c. neutral

e. highly dissatisfied

2. Your level of satisfaction with the organizations benefits. (Pay, promotion, bonus) a. Highly satisfied d. dissatisfied b. satisfied c. neutral

e. highly dissatisfied

3. How often do you get opportunities for improvement and self-development? a. Very often d. Rarely b. Often e. Very rarely c. Sometimes

4. How is your working environment facility (resting facility, sanitary condition, ventilation & lighting, water facilities)?

a. Very good d. poor

b. Good e. Very poor

c. Satisfactory

5. How is your relationship with your superiors and co-workers? a. Very good d. Bad b. Good e. Very Bad c. Satisfactory

6. How do you rate your job responsibilities? a. very good d. Poor b. Good e. Very poor c. Moderate

7. Do you have the independence to express your views or ideas to superiors? a. Strongly agree d. Disagree b. Agree e. Strongly Disagree c. Neutral

8. Are you comfortable with the policies and administrative practices of the company? a. Strongly agree d. Disagree b. Agree e. Strongly Disagree c. Neutral

9. How do you feel about your workload? a. Overload d. Optimal b. Moderate e. no work c. Under load

10. How often you avail leave?

a. very often d. very rare

b. often e. not at all

c. rarely

11. Does your job allow you to be creative? a. very often d. very rare b. often e. not at all c. rarely

12. Is the job is challenging enough? a. Strongly agree d. Disagree b. Agree e. Strongly Disagree c. No. opinion

13. Does job provide opportunities to update your knowledge and skills? a. Strongly agree d. Slightly Disagree b. Agree e. Strongly Disagree c. No. Opinion

14. Do you set goals for achievement? a. Yes If yes then how often: b. No

15. Does the Top management appreciate your quality work?

a. Strongly agree d. Disagree

b. Agree e. Strongly disagree

c. Neutral

16. Does the company take your suggestion for the improvement of the company?

a. very often d. very rare

b. often e. not at all

c. rarely

17. Your level of satisfaction with the parameters like health, safety and social service. a. Highly satisfied d. Not satisfied b. satisfied c. neutral

e. highly dissatisfied

18. If the company is at loss,

i) Will you switch over jobs? a. Yes b. No

ii) Will you accept to get less salary and continue? a. Yes 19. My involvement with my job a. Total involvement c. Lack of involvement. b. Some what involvement d. not interested b. No

20. Your suggestion to the company. ________________________________________________________________________ ________________________________________

SUMMER TRAINING REPORT ON EMPLOYEE MORALE CONDUCTED AT NATURE HEIGHTS INFRA LIMITED

Submitted To: Punjab Technical University, Jalandhar

In partial fulfillment of requirement for the degree of BACHELOR OF BUSINESS ADMINISTRATION

SUBMITTED BY LAKHVIR SINGH UNIVERSITY ROLL NO. 104562463546

Department of Business Management GULZAR GROUP OF INSTITUTES [GGI], KHANNA Session 2010 13

ACKNOWLEDGEMENT
I gratefully acknowledge my indebtness to Mr. Neeraj Arora (Managing Director of NHI, Abohar) for helping me to undertake my summer training in this reputed organization..

My special and sincere thanks are reserved for Dr. S.K. Modi [Principal of GGI] who never said no to me and lend me a helping hand whenever I needed her guidance. She always inspired me to learn more & more. I am also thankful to Mr. Tarun Arya (Assistant Professor of GGI). I am thankful to her for encouraging & valuable support.

I am thankful to the staff members of the other department of Nature Heights Infra Limited for their generous support, cooperation, encouragement & valuable suggestions through my training.

Lakhvir Singh

PREFACE
This project is result of my six weeks in industry summer training at Nature Heights Infra Limited. Summer training is an integral part of BBA course & it aims at providing a firsthand practical experience of the industry to the students. This helps the students to view a real business world closely, which in turn will influence perception.

I am happy that I got an opportunity to pursue training in a reputed, well established, fast growing & professionally managed organization like Nature Heights Infra Limited. The project assigned to me was TO KNOW THE EMPLOYEE MORALE OF NATURE HEIGHTS INFRA LIMITED. In course of training I got an opportunity to see & work specially the personnel department.

The practical knowledge acquired is certainly going to help in one & another way. The training in industry gives me opportunities to understand the various things.

CONTENTS
SR.NO 1. TITLE Introduction PAGE NO. 1

2.

Company Profile

3.

Review of Literature

18

4.

Objectives & Scope of the Study

21

5.

Research Methodology

23

6.

Data Analysis and Interpretation

26

7.

Findings, Suggestions and Conclusion

50

Bibliography

56

Annexure

58