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CHAPTER: I

INTRODUCTION

1.1 Introduction of the study


1

Empowerment is a process which has evolved in response to the trend towards a


greater degree of responsibility and involvement amongst employees in the running of
their organization. The advantage of an empowerment or involvement are said to
include higher quality products and services, less absenteeism, lower turnover, better
decision-making and better problem solving which, in turn, result in greater
organizational effectiveness.
An empowerment process involves change, which may be painful and frustrating.
The process also takes vast amount of time and energy. Empowerment fosters the
decision-making, issues and to motivate the employees who get immense job
satisfaction. In the contemporary business environment, empowerment is essential to
be more competitive and productive. In most organizations, empowerment is not
practised in true spirit because of the absence of a positive organizational culture that
believes in trust, transparency and employee development.
Empowerment is not an end state; but a process that all human being
experience. Employee empowerment has been toughened as a panacea for improving
organizational competitiveness through enhanced employee motivation, morale,
satisfaction, commitment and innovation.
This project was done with reference to Kitex Ltd, Kizhakambalam on the
title a study on employee empowerment and involvement level in kitex limited.

1.2 Statement of problem


Changing organizational culture can be a difficult task. Several studies identify
factors which contribute to organizational culture. Two such factors are empowerment
and employee involvement. This study is done in organization which is attending to
improve organizational culture. Through the evaluation of employee perspectives,
recommendations are made to enhance empowerment and employee involvement
factors to trigger a shift in the organizational culture.
Representatives have the opportunity to effect empowerment by applying the
HR strategies. They possess knowledge, skills, relationships and the position to
champion empowerment initiatives, facilitate the development of empowering
managers, implement empowering programmes and provide a knowledge base
regarding empowerment.

1.3 Importance of the study


It helps to study about the manufacturing industry and Kitex Ltd, Kizhakambalam.
It helps in identifying the level of employee empowerment in Kitex Ltd.
It reveals what are the factors affecting employee empowerment.

It indicates the employees suggestion and opinion for improving the employee
empowerment level.
It creates the feeling of belongingness.
It has power to strengthen the creativity of the employees.

1.4 Scope of the study


This study identifies the employee empowerment and involvement level
in Kitex Ltd and identifies the factors which are to be changed and improve which
make the organization to adopt better method and there by improve its involvement
level in decision making and achieve its objectives effectively and efficiently. The
respondents are taken for analysis to arrive at the finding and suggestion, which can
be beneficial for the organization to increase the employee empowerment and
involvement level.

1.5Objectives of the study


Primary Objectives :

To study about the employee empowerment and involvement level in KMML.


Secondary Objectives :

To study about the employee empowerment and involvement level in Kitex Ltd.
To find out the extend of empowerment being provide by the company among the

employees.
To know about the employee roles in making substantive decision.
To suggest some measures to be taken by the company to improve the degree of
empowerment among the employees.

1.6Period of study
Duration of the study conducted to 2 months in the employees of Kitex Ltd,
Kizhakkambalam, Ernakulam.

1.7Assumptions of the study


The data collected from the employees were unbiased.
The data collected from the secondary sources were true.

1.8Limitations of the study


Employees can misuse the increased power given to them.
Dissatisfaction among employees occurs due to self-priority rather than group

success.
Fallacies occur due to improper training imparted to managers.
There might be interpersonal conflicts among the group members.
Organizations may insure high cost on training.
There may be loss of time in deploying regular jobs.

CHAPTER: II

PROFILES

INDUSTRY PROFILE

2.1INDUSTRY PROFILE

2.1.1Textile Industry in India


The term Textile is a Latin word originating from the word texere which means to
weave. Textile refers to a flexible material comprising of a network of natural or
artificial fibres, known as yarn. Textiles are formed by weaving, knitting, crocheting,
knotting and pressing fibres together. Textile Museum is that specialised category of
museum which primarily preserves different types of textile and textile products.
The history of textile is almost as old as that of human civilization and as
times moves on the history of textile has further enriched itself. In the 6 th and 7th century
BC, the oldest recorded indication of using fibre comes with the invention of flax and
wool fabric at the excavation of Swiss lake inhabitants. In China, the discovery and
consequent development of sericulture and spin silk method got initiated at 2640 BC
while in Egypt the art of spinning linen and weaving developed in 3400 BC. The
discovery of machine and their widespread application in processing natural fibres was a
direct outcome of the industrial revolution of the 18th and 19th centuries. The discoveries
of various synthetic fibre like nylon created a wider market for textile products and
gradually led to the invention of new and improved sources of natural fibre. The
development of transportation and communication facilities facilitated the path of
transaction of localised skills and textile art among various countries.
The history of development in textile industry was started in Britain as the
spinning and weaving machines were invented in that country. High production of wool,
cotton and silk over the world has boosted the industry in recent years. Though the
industry was started in UK, still in 19th century the textile production was passed to

Europe and North America after mechanization process in these areas. From time to time
Japan, China and India

took part in industrializing their economics and concentrated more in the sector. Japan,
India, Hong Kong and China became leading producers due to their cheap labour supply,
which is an important factor for the industry.

2.1.2Global Scenario
According to statistics, the global textile market possesses a worth of more than
$400 billion presently. In a more globalized environment, the industry has faced high
competition as well as opportunities. It is predicted that global textile production will
grow by 25% between 2002 and 2010 and Asian region will largely contribute in this
regard. High production of wool, cotton and silk over the world has boosted the industry
in recent years.
Japan, India, Hong Kong and China became leading producers due to their cheap
labour supply, which is an important factor for the industry. The World Trade
Organization (WTO) has taken so many steps for uplifting this sector. In the year 1995,
WTO had renewed its MFA and adopted Agreement on Textiles and Clothing (ATC),
which states that all quotas on textile and clothing will be removed among WTO member
countries. However the level of exports in textiles from developing countries is
increasing even if in the presence of high tariffs and quantitative restrictions by
economically developed countries. Moreover the role of multifunctional textiles, ecotextiles and customized textiles are considered as the future of the textile industry.

2.1.3Indian Scenario

Textile industry in India is the second largest employment generator after


agriculture. It holds significant status in India as it provides one of the most fundamental
necessities of the people. Textile industry was one of the earliest industries to come into
existence in India and it accounts for more than 30% of the total exports. In fact Indian
textile industry is the second largest in the world, second only to China.Textile industry is
unique in

terms that it is an independent industry, from the basic requirement of raw materials to
the final products, with huge value addition at every stage of processing. Textile industry
in India has vast potential for creation of employment opportunities in the agricultural,
industrial, organized and decentralized sectors rural and urban areas, particularly for
women and the disadvantaged. Indian textile industry is constituted of the following
segments: Readymade Garments, Cotton Textiles including Handlooms, Man-made
Textiles, Woolen Textiles, Handicrafts, Coir and Jute.
Till the year 1985, development of textile sector in India took place in terms of
general policies. In 1985, for the first the importance of textile sector was recognized and
a separate policy statement was announced with regard to development of textile sector.
In the year 2000, National textile policy was announced. Its main objective was to
provide cloth of acceptable quality at reasonable prices for the vast majority of the
population of the country, to increasingly contribute to the provision of sustainable
employment and the economic growth of the nation and to compete with confidence for
an increasing share of the global market. The policy also aimed at achieving the target of
textile and apparel exports of us $ 50 billion by 2010 of which the share of garments will
be us $ 25 billion.

2.1.4Strengths ofIndian Textile Industry

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India has rich resources of raw materials of textile industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibers like polyester,
silk, viscose etc...

India is rich in highly trained manpower. The country has a huge advantage due to
lower wage rates. Because of low labour rates the manufacturing cost in textile
automatically comes down to very reasonable rates.

India is highly competitive in spinning sector and has presence in almost all
processes of the value chain.

Indian garments industry in very diverse in size, manufacturing facility, type of


apparel produced, quantity and quality of output, cost, requirement for fabric etc... It
comprises suppliers of ready-made garments for both domestic or export markets.

2.1.5

Weaknesses of Indian Textile Industry

Indian textile industry is highly fragmented in industry structure, and is led by small
scale companies. The reservation of production for very small companies that was
imposed with the intention to help out small scale companies across the country, led
substantial fragmentation that distorted the competitiveness of industry. Smaller
companies do not have the fiscal resources to enhance technology or invest in the
highend engineering of processes. Hence they lose in productivity.

Indian labour laws are relatively unfavourable to the trades and there is an urgent
need for labour reforms in India.

India seriously lacks in trade pact memberships, which leads to restricted access to
the other major markets.

2.1.6

Indias major competitors in the industry

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Although the textile industry contributes 9% of GDP and 35% of foreign exchange earnings,
India's share in global exports is only 3% compared to China's 13.75 % per cent. Expressed
in U.S. Dollars, India's exports value $10 billion, in sharp contrast to China's $77 billion
and while India is still concerned with its "fine-tuning" policy, China seems to have its sights
on a more strategic dimension.

In addition to China, other developing countries are emerging as serious competitive threats to
India. Looking at export shares, Korea (6%) and Taiwan (5.5%) are ahead of India, while
Turkey (2.9%) has already caught up and others like Thailand (2.3%) and Indonesia (2%) are
not much further behind. The reason for this development is the fact that India lags behind these
countries in investment levels,technology, quality and logistics.
Over the years, the industry has served to bring money into the country to fuel the
development of other industries and in this sense, the country will continue to benefit
significantly by virtue of producing and manufacturing clothing and textiles.
There are several areas where China enjoys a distinct advantage over India in a
manufacturing-type industry such as textiles. Perhaps the most noticeable advantage is
the difference in foreign direct investment (FDI), especially by Chinese nationals living
abroad. In fact, China is now the largest recipient of FDI cash inflows, ahead of the
United States. Furthermore, China has undergone significant trade reform in recent
years, especially in opening its market to foreign competitors and privatizing large
government agencies.
This compares to the relative stagnation of outdated policies that better describes India's
approach. And finally, it is simply much more efficient and cheaper for goods to reach
the U.S. from the port of Hong Kong and other China ports, versus from India. However,
India enjoys a similar comparative advantage for serving demand in the European Union.

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2.1.7State Scenario
The southern states have a rich legacy of traditional textiles. They are the
irrefutable textiles maharajas of the country; churning out enviably stunning silks and
cottons that are lapped up by people all across the continent. The textile industry
generates huge revenues for Kerala.

Thrissur is famous for the textile industry. Thrissur is also famous for its hosiery
mills. Lakshmi mills of pullazhi, Rajagopal textiles of Athani, Alagappa textiles of
Alagappa nagar are famous for their textile industry. Besides weaving saris, Kerala also
produces premium quality lace and embroidered goods .It is usually done by women
artisans. Caps are produced in bulk at Kasargod which is then exported to Gulf and
African countries.
Kannur around 350 km north of Kochi, is Keralas leading textile export hub. Its
export of textile products is worth around Rs.3 billion a year, according to industry
sources. As the US Dollar weakens against the rupee, the going is getting tough for
textile exporters here the dollar, which fell around 15 percent from March this year has
burned a Rs.450 million ($11.4 million) hole in the pockets of exporters. Kannur has
around 40 textile export units. The sector employees around 50,000 people in the district.

The major competitors were MCR, ANGEL, JANSON, RAMRAJ etc.....

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COMPANY PROFILE

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2.2COMPANY PROFILE

Vital Statistics
Name

: KITEX LIMITED

Address

: Kizhakkambalam, Aluva, Ernakulam

Registered Office

: Kizhakkambalam

Nature of Incorporation

: Public Limited Company

Nature of Business

: Manufacturing Cotton Textiles

Founder

: Mr. M.C. Jacob

Chairman and M.D

: Mr. Bobby.M.Jacob

Total Build Up Area

: 1650000 sq.ft

Production Capacity

: 3500 sq. meters/day

Employment Potential

: 2000

Total Capital Employed

: 2 Crores

Sales Turn Over

: 200 Crores

Auditor

: Varma and Varma

Bankers

: Federal Bank, ICICI, Canara Bank

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2.2.1 Introduction of the company


Kitex Limited a prominent prodigy in the field of textile industry began its spectacular
display in 1975 Kizhakkambalam, Aluva, Ernakulam. This prestigious company is one of
the 6th brand divisions of Anna Group. Kitex group of companies is a celebrity among the
industrial giants in our country. This weaving unit is engaged in production of fabric
made of cotton and other blends, grey cloth, bed sheets, dhothies, mull and lungies. They
are marketed through a network of nearly 2000 authorized dealers. Through the years the
company has carved a niche for itself in this highly competent industry with its tradition
of internationally accepted products.
The company was established to set up an efficient industrial estate to provide
technical, industrial, financial and marketing facilities to power loom owners and to
create job opportunities to reduce unemployed. Considerable infrastructure facilities have
been built up by way of buildings, electrical distribution systems, supporting machineries
for warping, sizing, etc... to help power loom owners.
The group got highest regards for the welfare of the employees and general
public. Several charitable programmes were organized for the benefit of the lower strata
of the society. The group is also providing a very good accomodation and canteen
facilities to employees who hail from all over Kerala. In the market survey conducted in
2007 of consumable products named, Top 20 Products in Kerala, Kitex got 11 th rank
with a score of 201.8736. The rank was decided on the basis of the consumers
acceptance or popularity.

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2.2.2

History and Growth of the company

More than three decades age in 1968, when Mr.M.C. Jacob founded the Anna Aluminium
Company, he made a break with the past. Belonging to an affluent family of

plantation owners, he ventured in to the risky world of manufacturing industry and hoped
for the best, while working very hard to make his maiden venture to a great success.
Today the group is involved in manufacturing of aluminum sheets, circles, vessels and
utensils, spices, fabric, school bags, garments and marine exports etc. The Anna ranges
vessels and utensils are highly popular in domestic market and in the Middle East, U.S.A,
Africa, and Australia. The group of turnover is around 200crores.
Anna Group, a multi core success story began in 1968 is now spread heading the thrust in
to the new millennium. From a company devoted to the manufacture of aluminum
vessels and utensils, it involves spices and fabric, school bags, garments and marine
exports. It has emerged as a multi-dimensional giant with interest in various fields
ranging from textiles to spices to baggage. Anna Group, where quality the buzzword has
opened new vistas of exciting challenges. Today Anna ranges of product are very popular
in domestic market and overseas.
Anna Groups weaving unit, Kitex Limited was established in 1975. The company is
engaged in the production of fabrics made of cotton and other blends, grey cloth, bed
sheets and lungies. Through the years, the company has carved a niche for itself in this
highly competitive industry with its tradition of world-class quality.
Kitex is engaged in production of fabrics made of cotton and other blends, grey cloth,
bed sheets and lungies are available in four various types-Executive, Medium Super,
Medium and Economy all are priced differently.

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Kitex white gives you an array of white dhothies single as well as double. It becomes
with streaks of colors and gold to add to the looks your dhothies. We also have beautiful
and wide range of bed sheets under the label of Sweet Dreams. Through the years the
company has carved a niche for itself in this highly competitive industry with its tradition
of world-class quality.

The company has a well-organized production department and is committed to cent


percentage quality in all the production process. In the production department Kitex has
480 power looms and 20 automated looms. There are about 390 workers in the plant.
They use both automated and power looms in the production process. The annual sales
range is in between US $10 million US $50 million.
Kitex follows a line organizational structure and their span of management is narrow due
to this they have the advantage like reinforcing authority relationship by emphasis of
status given, preventing cross communication etc.
Kitex products are marketed through 1500 authorized dealers. Kitex fabrics are now
exported to many parts of the world. Kitex is going in for a major expansion plan to
augment the production capacity. At the dawn of the new millennium Kitex entered in to
the luggage and baggage industry under the brand name of ScooBee Day.

Diversified Activities

Anna Aluminium.
Saras Spices.
Kitex Garments.

2.2.3 Quality Objectives of Kitex Limited

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Increase production by 60% from the present level by adding essential machinery,

manpower and solving space constraints.


Reduce the present product reduction by 50%.
Reduce the specific fuel and electricity consumption by 10%.
Reduce the customer complaints by 50% (Improving quality products and
services.)

2.2.4

Mission

They are committed to manufacture and deliver quality greige fabric and processed fabric
as per customer specification, efficiently in a professional and environment friendly
manner, on time and at the right cost with utmost customer satisfaction, while driving to
become a world class organization through continual improvement.

2.2.5Vision

World Class

CUSTOM
ER

POLICY &
STRATEG
Y

QUALITY
PROCESS
& PEOPLE

LEADERS
HIP &
TEAM
WORK

A world class manufacturing company focusing on all round business excellence


through a total quality management system with committed leadership, effective
teamwork, delighted customers and satisfied employees in an environment friendly
organization

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Mile Stones in the History of Kitex

Anna Groups weaving unit, Kitex Limited was established in 1975.


Celebrated silver jubilee in 2000.
Kristhu Jayanthy award for the year 2000 was conferred to Mr. Jacob during 82 nd
All Kerala Catholic Congress for his noteworthy contribution to the economy of

Kerala.
Kitex got ISO 9001-2000 certification in February 2007.

Advertising Industries Media presented a memento Kerala Adifest 2007.


Samman Pathra of Government of India, Ministry of Finance and Department of

Revenue awarded for outstanding performance.


ISO 9001:2008, WRAP (World Wide Responsible Accredited Production) certified
garment manufacturer and exporter, Oeko Tex certificate of quality, GOTS
(Global Organic Textile Standard) certified logo for organic label are achieved by

Kitex Garments.
Best business man award 2012 of Dhanam magazine was given to Mr. Bobby
Jacob.

Departments
The different departments in the company include the following:1. Marketing Department
2. Human Resource Department
3. Finance Department
4. Store Department
5. Purchase Department
6. Production Department
7. Quality Department

2.2.6Future Vision of Kitex Ltd


To reach excellent quality standards in the coming years.
To keep in pace with modern technologies and concepts.

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To organize supply of material at minimum cost, to maximum extended possible


without any compromise in quality.
This year they expect 20-30% growth.

2.2.7 Future Expansion Plan


Weaving capacity is doubled from 5,00,000 to 10,00,000 by adding 120 shuttle looms.
Now the company is planning to import raw materials Dornier and Pecanor.
Diversifications of new products are being added. As a part of expansion, Kitex Ltd
garments unit is developing and there is also future plan to expand the capacity of
Trawell day Bag unit for improving the quality and for developing the production
capacity.

ISO 9001-2000
KITEX got ISO 9001-2000 certification in February 20, 2007
They are committed to manufacture and deliver quality fabrics and processed fabrics as
per the customer specification, efficiently in a professional and environment friendly
manner, on time and at the right cost with at most customer satisfaction, while driving to
become a world class organization through continual improvement.

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PRODUCT PROFILE

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2.3

2.3.1

PRODUCT PROFILE

Kitex Lungies / Bed Sheets / Dhothies

Kitex Lungies :

EXECUTIVE :- Superior quality lungies available in various designs and colours.

MEDIUM SUPER :-Comfortable lungies you would love to drape. Available in


various designs and colour combinations.

MEDIUM :-Experience freedom and coolness with Medium range of lungies, comes
to you in warm colours and in various designs.

ECONOMY :-After a hard days work, jump into lungi to ease your tension, to
smooth your senses and to feel relaxed.

Executive

130cm200cm

175 Rs.

Medium

127cm200cm

145 Rs.

Medium super

127cm200cm

160 Rs.

Standard

127cm190cm

125 Rs.

Supreme

127cm200cm

160 Rs.

Economy

127cm200cm

135 Rs.

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Kitex Bed Sheets :

SWEET DREAMS 60 :- Beautiful king-size bed sheets available in beautiful design


and pleasant colours to suit our bedrooms.

SWEET DREAMS 50 :- Beautiful bed sheets available in beautiful design and


pleasant colours to suit bedrooms.
Sweet dreams 50.

128cm225cm

177 Rs.

Sweet dreams 60.

152cm225cm

199 Rs.

Sweet dreams double sheet.

225cm175cm

304 Rs.

Duo (1sd 60 bed sheet+2 pillow covers.)

152cm225cm

330 Rs.

Solitude 1 double sheet.

152cm225cm

186 Rs.

Sweet dreams king size.

250cm225cm

408 Rs.

Duplex (1 solitude bed sheet+2pillow covers.)

152cm225cm

306 Rs.

Soft dreams king size+2 pillow covers.

225cm250cm

575 Rs.

Sweet dreams DS + 2 pillow covers

225cm175cm

435 Rs.

Kitex Dhothies :

SMART LINE :-White single dhothi with streaks of either dark red or dark blue or
dark green lines, which can be worn equally at home and outdoors.

SMART LINE GOLD :-Cream colour single dhothi with streaks of Gold Jerry lines
for special occasions.

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READY WEAR:- plain white single dhothi you'll love to drape. The anywhere,
anytime wear.

SAMRAT:- Pure cotton white double dhothi with lines in 5 different colours to
choose from.
Ready wear

127cm200cm

120 Rs.

Smart line single

127cm200cm

135 Rs.

Smart line gold single

127cm200cm

150 Rs.

Smart double

127cm385cm

250 Rs.

Smart plus double dhothi white

127cm385cm

250 Rs.

Smart ivory plus XL

127cm400cm

260 Rs.

Smart premium RX

127cm385cm

310 Rs.

board kara

2.3.2 Dago Bert Shirting and Suiting


The shirting and suiting brand from Kitex Ltd, Dago Bert, is created from the finest
cotton. Incorporating the best contemporary designs along with the latest weaving
techniques, the clothing materials are not only elegant and comfortable, but also are
long-lasting and reasonable. Dago Bert Shirting and Suiting are available in a variety
of colours and shades to suit any occasion, from work to party.

2.3.3 Adonis and Agna Inner wears


The premium inner wear creations from Kitex Ltd are marketed under the brand names,
Adonis and Agna. Adonis, the premium range inner wears for men are made from high
quality fabric and resilient to daily wear and tear. Agna, this exclusive array of womens
inner wear offers feminine and flawless fit and comfort to every women.

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2.3.4 Scoobee Loobee Kids Wear


Kitex now offers a wide range of kids wear under the brand name, Scoobee
Loobee. Scoobee Loobee kids wears are specially meant for infants of new born to 5
years.

2.3.5 Scoobee Day Bags


The renowned Anna-Kitex group forayed in to the luggage and baggage industry with
Scoobee Day an exclusive brand of school bags. These bags are made using Ripstop
fabrics that are woven using special reinforcing technique and are well water-proofed,
making them durable and highly resistant to wears and tears.

2.3.6 Trawell Day Bags


Trawell Day Bags are stylish, meant for daily use and make any traveling hassle free for
the users. Highly spacious, secure and convenient. These bags are also well water
proofed with water proof nylon lining. The variety of trawel bags, trolley bags, business
bags, lap-top bags, back-pack bags, beauty case bags are reasonably priced to suit all
buyers.

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CHAPTER: III

REVIEW OF LITERATURE

27

3 REVIEW OF LITERATURE
EMPOWERING EMPLOYEES
Empowering employee means putting employees in charge of what they do. In
organizations, there are managers being called coaches, advisors, sponsors or
facilitators. In some organizations, employees are now called associates and there is
blurring between the roles of manager and workers. Decision making is pushed
down to operating level, where workers are being given freedom to make the choice
about schedules and procedures and to solve work related problems. In 1980s
managers were encouraged to get their employees to participate in work related
decisions. Now managers are going considerably further by allowing employees full
control of their work. An increasing number of organizations are using selfmanaged teams, in which workers operate largely without bosses. They are putting
employees in charge of what they do and in so doing, managers have to learn how to
give up control and employee have to learn how to take responsibility for their work
and make appropriate decisions.
The traditional management and administration believed that lower level
employees do not have managerial skills, managerial knowledge and managerial
aptitude. Therefore, managers at the top level used to take strategic decisions and
manager at the middle level used to take executive decisions and manager at the
lower level used to take operational decisions and workers were used to carry out or
implement the decisions and also implement them by providing training and
development and delegating authority and responsibility.

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Environmental changes and increased global competition leads the


employee empowerment has a main important role in management. Employees
empowerment is one of the effective techniques for improving employee
productivity and optimal use of capacities and capabilities in the organization.
Empowerment is one of the promising
concepts of business world that has been less attention to it, but now has been
turned to the topic. But despite

numerous discussions about the benefits of

empowerment it utilization is small and insignificant and although empowerment to


allow managers to use the knowledge, skills and experience of all organization
people but unfortunately there is little to know the number of managers and groups
that way of creating a culture of empowerment. Randolph (2003) believes that
empowerment is not only giving power to the people to decide but he believes
empowerment is intelligent decision making powers to help the company to perform
the effective activity.
Thomas and Velthhouse (1990) believe that the concept of empowerment cannot
be defined with one letter. They express psychological empowerment as a
process that increases the job internal motivation that includes four areas such as
Impact, Competency, Choice, Meaning and Trust and they enter this issue for the
first time in management literature.

Impact
Sense of impact and efficacy is the process that peoples can be influence on management
strategies, outcomes and results. In this dimension the managers gives opportunity to
employees to be able to do.

Competency

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Competency refers to the degree that a person could be performed the job responsibilities
with successfully. Some believe that this feature is the most important element because
the ability to feel self-efficacy determines whether a person tries and persistence hard to
do anything or not.

Choice
Choice is a psychological need and refers the meaning of individual freedom and
autonomy in determining the required activities to perform job duties. Choice has been
associated with individuals and groups tries to increase control over how their work and
with personal satisfaction. The choice due to forming partnerships and assistance to
people in those applications in various fields, will lead the organizational goals, human
resources and priorities are related with together.

Meaning
Meaning is the value of career goals and the persons internal interest on job.Meaning is
an opportunity that employees feel has important and valuable career goals to pursue and
they feel they are moving on the road that their time and resources are valuable.

Trust
Trust refers to relationships between managers and subordinates (trust manager to
employee and vice versa). Trust is related to interest, competence, openness and
confidence to others. Another words trust is a sense of having a private security.

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MEANING
Giving employees the permission and ability to make decisions and act autonomously
for the goods of the company.
Empowerment is the process of enhancing feeling of self-efficiency and a sense
of owing a job. It is what job aspirant are looking for in organizations. More than
monetary rewards, it is the feeling that employees owns the job that motivates him or
her now a days. Empowered employees are energetic and passionate. They aspires to
do better job because they get personally rewarded for doing so.
The term Empowerment was used in different areas before being used in
management. These areas include political and social movements. Employee
empowerment can be a powerful tool for organizations. This new management style
can increase efficiency and effectiveness inside an organization. It increases employee
productivity. By empowering employees, leaders and managers have the freedom to
dedicate their time to more important matters. Empowerment also brings many
benefits to employees. It makes them feel better about their contributions to the
organization, it enhances employees minds to find better ways to execute their jobs
and it gives employees the feeling of confidence in themselves and their organizations.
The following are some of the benefits of empowerment, as emphasized
by many researchers and authors in the field.
1. Quickly responding to changing environments.
2. Improving productivity and quality of work.

31

3.
4.
5.
6.
7.

Creating a positive work culture.


Encouraging employees to use their talents and to be creative.
Solving problems quickly.
Maintaining morale among employees.
Making employees act more responsibly.

8. Creating flexibility and innovation.


9. Facilitating knowledge sharing.
10. Increasing job satisfaction.
OPINION

OF

DIFFERENT

AUTHORS

ABOUT

EMPLOYEE

EMPOWERMENT
1. Burke (1986) defines empowerment as to empower implies the granting of power
delegation of authority.
2. Page and Czuba (1999) defines empowerment as a multi-dimensional social
process that helps people gain control over their own lives.
3. Heath field (2012) defines empowerment as the process of enabling and
authorizing individuals to think, behave, take action, decision and control work
autonomously.
STAGES INEMPLOYEE EMPOWERMENT
Empowerment consists of five stages. The first stage involves identifying the
conditions existing the organizations that lead to feelings of powerlessness on the
part of organizational members. These conditions manifest through poor
communication, centralized resources, authoritarian styles of leadership, low
incentive value rewards, low task variety and unrealistic performance goals.

The different stages include the following :


Identifying the conditions of powerlessness.
Implement empowerment strategies and techniques.
Remove conditions of powerlessness and provide self efficacy information.
Feeling of empowerment generated.
Empowerment results in performance.
Empowerment demands team formation.

32

CHARACTERISTICS OFEMPOWEREDORGANIZATION

They invest a lot of time and effort in hiring, to make sure new recruits can handle

work place freedom.


Their organizational hierarchy is flat.
They set loose guidelines, so workers know their decision making parameters.
Accountability is paramount results matter more than process.
High quality performance is always expected.
Openness and strong communication encouraged.
Employee satisfaction is the core value.
PRACTICALASPECTS INTHE COMPANY

The following tips may be useful in empowering employees;


Delegate responsibility and along with it authority.
Replace the role of managerial parent role with that of partner role.
Share information with subordinates. Empowered employees need sufficient

information to get full perspective.


Allow teams to form. Teams are the best vehicles to empowerment.
Performance feedback is always important. It is particularly important for newly
empowered employees.
ESSENTIALS BEFORE IMPLEMENTING EMPOWERMENT PROCESS

A company culture which would support a participative approach.


Employee relations must be reasonably healthy.
Acceptance of long term commitment.
Availability of management attention.
Voluntary participation.

Top management support.


Facilitator guidance.

TECHNIQUES / PROCESS FOR EMPLOYEES EMPOWERMENT

Different techniques for employees involvement include suggestions systems,

team, focus groups, surveys incentive programs and other methods involve.
Giving responsibilities to employees.
Training employees to accept responsibilities.

33

Communicating and giving feedback.


Giving reward and recognition.
Process re-engineering.
Employees involvement.
Total quality management.
STEPS IN EMPLOYEESEMPOWERMENT

Clarity of the purpose, goals and objectives of empowerment.


Willingness by employees and supervisors to accept responsibility.
Communication and feed back to supervisors.
Reward and recognition.
Apart from this basic essential ingredients are ;
Respect for individuals.
Dedication for customers.
Highest standards for integrity.
Innovation team work.

MANAGEMENT PERSPECTIVE: THE EMPLOYEES ANGLE

Since employment is two-way process and involves equal involvement of both

employers perspective is very important.


Determine people value.
Share leadership vision.
Share goals and direction.
Trust people.
BENEFITS OF EMPLOYEE EMPOWERMENT

Development of interpersonal, analytical and leadership skills.


Higher quality product.
More effective use of resources.
More individual job satisfaction.
Improved two-way communication between employees and their management.

34

OBSTACLES IN IMPLEMENTING EMPOWERMENT

Negativism in reviewing employees recommendation.


Fear is another negative emotion.
Failure to respond employee recommendation.
Lack of clarity in the concept of empowerment.
Failure to provide strategic frame work.

CHAPTER: IV

RESEARCH METHODOLOGY

35

RESEARCH METHODOLOGY

Research is an art of scientific investigation & methodology is a way to


systematically solve the research problem in order to attack a problem, suitable
method or methods should be adopted in relation to the objectives of the study.
According to Clifford Woody, research comprises, 'defining and redefining
problems', formulating hypothesis or suggested solution; collecting, organizing and
evaluating data; making deduction and conclusion; and at last carefully testing the
conclusion too determining whether they fit formulating hypothesis.

DATA COLLECTION METHODS


Primary Data
Primary data are those collected by the investigator himself for the first
time and thus they are original in character. They are collected for practical
purpose. Advantages of primary data are that, they are truthful and further suit the

36

purpose. The disadvantage is that the collection of primary data is very expensive
and time consuming.
The following methods of primary data collection are used commonly,
1.

Direct personal investigation (observation)

2.

Indirect oral investigation

3.

By schedules and questionnaires

4.

Local correspondents

5.

Interviews

6.

Case study method

Secondary Data
Secondary data are those which have been collected by some other person for his
purpose and published. The primary data collected by one person may become the
secondary data for other. When an investigator uses the data which has already
been collected by others, such data is called secondary data. This data is primary
for the agency which collects it and becomes secondary data for someone else who
uses this data for his own purposes. The secondary data can be collected from
journals, reports, government publications etc. in other words data may be
collected from published and unpublished sources. Published sources are official
publications of the central, state and local governments, technical trade journals,
whereas unpublished sources are those materials found with scholars, research
workers, trade associations etc.

STATISTICAL TECHNIQUES USED

37

Statistical techniques are to obtain findings and analysing information in logical sequence
from the questionnaire data collected. After tabulation of data research have used the
following statistical tools used :

Percentage Analysis

In the present study the sample size is hundred. The study was conducted in Kitex
Ltd. The respondents are the employees of Kitex Ltd. The tool used for this study is
questionnaire. Questionnaires were given to the respondents and they were asked to
them and the filled questionnaires the data is analyzed and graphically recorded.

CHAPTER: V

38

DATA ANALYSIS AND INTERPRETATION

1. Table showing the gender classification.


Gender

No. of respondents

Male

65

Percentage of
respondents
65%

Female

35

35%

Total

100

100%

GRAPHICAL REPRESENTATION

39

35%
65%

Male
Female

INTERPRETATION
From the above it is cleared that the 65% of respondents are Male and 35% of the
respondents are Female. While comparing the data, the number of male respondents is
higher than the female respondents.

2. Table showing the different classes of age group.


Age

No. of respondents

Below 25

Percentage of
respondents
5%

25 30

35

35%

30 35

25

25%

35 40

20

20%

Above 40

15

15%

Total

100

100%

40

GRAPHICAL REPRESENTATION

15%

5%
Below 25

35%

20%

25 - 30
30 - 35

25%

35 - 40
Above 40

INTERPRETATION
The above graph shows that 5% of respondents are in the age of below 25 years, 35%
of respondents are 25 - 30 years, 25% are in the group of 30 35 years, 20% are in the
age group of 35 40 years and 15% are in the group of above 40 years.

3. Table showing the educational qualification of employees.


Educational Qualification

No. of respondents

SSLC

Percentage of
respondents
5%

Diploma

20

20%

Graduates

40

40%

Post Graduates

25

25%

41

Others

10

10%

Total

100

100%

GRAPHICAL REPRESENTATION

10% 5%
25%

20%

SSLC
Diploma
Graduates

40%

Post Graduates
Others

INTERPRETATION
The graph shows that 5% of the respondents are SSLC, 20% of the respondents are
Diploma holders, 40% of the respondents are Graduates, 25% of the respondents are
Post Graduates and 10% of them come under Other qualifications.

4. Table showing the work experience of employees.


Work Experience

No. of respondents

Below 1 Year

20

Percentage of
respondents
20%

1 Years 5 Years

35

35%

42

5 Years 10 Years

25

25%

10 Years 15 Years

15

15%

Above 15 Years

5%

Total

100

100%

GRAPHICAL REPRESENTATION

15%

5%

20%

Below 1 Year
1 Years - 5 Years

25%

5 Years - 10 Years

35%

10 Years - 15 Years
Above 15 Years

INTERPRETATION
It is inferred that 20% of the respondents are having below 1 year of experience, 35%
of the respondents are having 1 5 years of experience, 15% are having 10 15 years
of experience and 5% are having more than 15 years of experience.

5. Table showing the way of influencing work done in the department of Kitex Ltd.
Response

No. of respondents

43

Percentage of
respondents

Strongly Agree

30

30%

Agree

50

50%

Neutral

20

20%

Disagree

0%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

20%

Strongly Agree

30%

Agree
Neutral

50%

Disagree
Strongly Disagree

INTERPRETATION
The above graph shows that 30% of the respondents Strongly Agree, 50% Agree, 20%
are Neutral in their opinion that they can influence the way of work if done in the
department and no one Disagree.

6. Table showing the involvement of employees in making decisions that affect their
work.

44

Response

No. of respondents

Strongly Agree

35

Percentage of
respondents
35%

Agree

40

40%

Neutral

25

25%

Disagree

0%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

25%

Strongly Agree

35%

Agree
Neutral

40%

Disagree
Strongly Disagree

INTERPRETATION
The above graph shows that 35% of respondents are Strongly Agreed with the
statement, 40% are Agree, 25% are Neutral and no one Disagreed to the statement.

45

7. Table showing the authority which is given to the employees to make decisions for
the benefit of the organization.
Response

No. of respondents

Strongly Agree

Percentage of
respondents
5%

Agree

20

20%

Neutral

40

40%

Disagree

25

25%

Strongly Disagree

10

10%

Total

100

100%

GRAPHICAL REPRESENTATION

10% 5%
25%

Strongly Agree

20%

Agree
Neutral

40%

Disagree
Strongly Disagree

INTERPRETATION
The above table reveals that majority of the respondents i.e., 40% are Neutral and only
10% are Strongly Disagree with the statement.

46

8. Table showing whether employees have accessed to the information and if so, they
have to make good decisions.
Response

No. of respondents

Strongly Agree

31

Percentage of
respondents
31%

Agree

41

41%

Neutral

25

25%

Disagree

3%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

25%

3%

Strongly Agree

31%

Agree
Neutral
41%

Disagree
Strongly Disagree

INTERPRETATION
From the above graph reveals that 31% of respondents are Strongly Agree, 41% of the
respondents are Agree and no respondents Strongly Disagreed to the statement.

47

9. Table showing about the opportunities given to the employees to suggest work for
improvements.
Response

No. of respondents

Strongly Agree

35

Percentage of
respondents
35%

Agree

50

50%

Neutral

10

10%

Disagree

4%

Strongly Disagree

1%

Total

100

100%

GRAPHICAL REPRESENTATION

10% 4%1%

Strongly Agree

35%

Agree
Neutral

50%

Disagree
Strongly Disagree

INTERPRETATION

48

From the above graph shows that 50% of respondents are Agree with the opinion
about the opportunities to suggest improvements. 35% are Strongly Agree, 10% are
Neutral and 4% Disagree and only 1% Strongly Disagree with this statement.

10. Table showing whether employees participate in checking the goals and objectives
for their job.
Response

No. of respondents

Strongly Agree

22

Percentage of
respondents
22%

Agree

51

51%

Neutral

18

18%

Disagree

7%

Strongly Disagree

2%

Total

100

100%

GRAPHICAL REPRESENTATION

7%2%
18%

22%

Strongly Agree
Agree
Neutral

51%

Disagree
Strongly Disagree

49

INTERPRETATION
It is inferred that 51% of respondents Agree and 22% Strongly Agree with this
statement. 18% are Neutral, 7% Disagree and 2% respondents are Strongly Disagreed.

11. Table showing the supervisors of Kitex Ltd encourage their employees to suggest
ways in the job quality.
Response

No. of respondents

Strongly Agree

17

Percentage of
respondents
17%

Agree

45

45%

Neutral

31

31%

Disagree

6%

Strongly Disagree

1%

Total

100

100%

GRAPHICAL REPRESENTATION

6% 1% 17%

Strongly Agree

31%

Agree
Neutral

45%

Disagree
Strongly Disagree

50

INTERPRETATION
The above figure reveals that majority of the respondents i.e. 45% Agree and only 1%
Strongly Disagree with the statement, that they are encouraged by the supervisor to
suggest ways in job quality.

12. Table showing how top management of Kitex Ltd values, ideas and suggestions
from the employees.
Response

No. of respondents

Strongly Agree

27

Percentage of
respondents
27%

Agree

55

55%

Neutral

16

16%

Disagree

2%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

51

16% 2%

27%

Strongly Agree
Agree
Neutral

55%

Disagree
Strongly Disagree

INTERPRETATION
From the above it is clear that 27% of respondents are Strongly Agree, 55% are
Agreed , 16% are in Neutral opinion, 2% are Disagreed and no one Srongly Disagreed
with the statement.

13. Table showing the right that employees ideas and opinions are sought when
change is considered.
Response

No. of respondents

Strongly Agree

22

Percentage of
respondents
22%

Agree

64

64%

Neutral

9%

Disagree

3%

Strongly Disagree

2%

Total

100

100%

52

GRAPHICAL REPRESENTATION

9% 3%2%

22%

Strongly Agree
Agree
Neutral

64%

Disagree
Strongly Disagree

INTERPRETATION
It is inferred that 64% Agree and 22% respondents are Strongly Agree that employees
ideas and opinions are sought when change is considered. 9% are in Neutral opinion
and rest of them i.e. 3% Disagree and 2% Strongly Disagree with the statement.

14. Table showing whether employees consider theirimportant responsibilities are


part of their job.
Response

No. of respondents

Strongly Agree

61

Percentage of
respondents
61%

Agree

19

19%

Neutral

15

15%

Disagree

3%

Strongly Disagree

2%

53

Total

100

100%

GRAPHICAL REPRESENTATION

15%

3% 2%

19%

Strongly Agree
Agree

61%

Neutral
Disagree
Strongly Disagree

INTERPRETATION
From the above graph, it is understandable that 61% of respondents are Strongly
Agreed, 19% are Agree, 15% are Neutral opinion, 3% are Disagree and 2% Strongly
Disagree with the statement that important responsibilities are part of the job.

15. Table showing the proud that dwell in the minds of employees to serve in Kitex
Ltd.
Response

No. of respondents

Strongly Agree

22

Percentage of
respondents
22%

Agree

61

61%

Neutral

11

11%

54

Disagree

4%

Strongly Disagree

2%

Total

100

100%

GRAPHICAL REPRESENTATION

11%

4% 2%

22%

Strongly Agree
Agree
Neutral

61%

Disagree
Strongly Disagree

INTERPRETATION
From the above graph, we can understand that 61% of respondents are Agree and 22%
Strongly Agree with the statement, that they are very much proud to serve in the
organization but 11% are in Neutral opinion and 4% and 2% are Disagree and
Strongly Disagree respectively.

16. Table showing the employees measure of enthusiasm towards their work.
Response

No. of respondents

Strongly Agree

57

55

Percentage of
respondents
57%

Agree

26

26%

Neutral

9%

Disagree

5%

Strongly Disagree

3%

Total

100

100%

GRAPHICAL REPRESENTATION

9%

5% 3%

26%

Strongly Agree
Agree

57%

Neutral
Disagree
Strongly Disagree

INTERPRETATION
It is inferred that majority of the employees i.e. 57% are enthusiastic in their work.
26% are Agreed and 9% are in Neutral opinion, 5% and 3% are Disagree and Strongly
Disagree respectively.

17. Table showing the measure of honesty of employees about the awareness of goals,
policies and objectives of Kitex Ltd.

56

Response

No. of respondents

Strongly Agree

58

Percentage of
respondents
58%

Agree

20

20%

Neutral

15

15%

Disagree

5%

Strongly Disagree

2%

Total

100

100%

GRAPHICAL REPRESENTATION

15%

5% 2%

20%

Strongly Agree
Agree

58%

Neutral
Disagree
Strongly Disagree

INTERPRETATION
From the above graph reveals, 58% are Strongly Agree and 20% are Agree, that they
are fully aware about the goals, policies and objectives of the organization. 15% are
Neutral in opinion and rest 5% Disagree and 2% Srongly Disagree with the statement.

57

18. Table showing the willingness of employees to put extra effort to meet the goals,
policies and objectives of Kitex Ltd.
Response

No. of respondents

Strongly Agree

61

Percentage of
respondents
61%

Agree

19

19%

Neutral

15

15%

Disagree

3%

Strongly Disagree

2%

Total

100

100%

GRAPHICAL REPRESENTATION

15%
19%

3%2%

Strongly Agree
Agree

61%

Neutral
Disagree
Strongly Disagree

INTERPRETATION
It is well known from the above figure that 61% of respondents Strongly Agreed, 19%
are Agreed that they are willing to put effort to meet the goals, policies and objectives.
15% have Neutral opinion, 3% Disagreed and 2% are Strongly Disagreed.

58

19. Table showing whether the employees are satisfied with the paid salary and
allowances by Kitex Ltd.
Response

No. of respondents

Strongly Agree

23

Percentage of
respondents
23%

Agree

64

64%

Neutral

13

13%

Disagree

0%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

13%

23%

Strongly Agree
Agree
Neutral

64%

Disagree
Strongly Disagree

INTERPRETATION
From the above figure shows majority of the employees are satisfied with the given
salary and allowances.

59

20. Table showing whether the work done by the employees are always getting
recognition.
Response

No. of respondents

Strongly Agree

19

Percentage of
respondents
19%

Agree

50

50%

Neutral

25

25%

Disagree

5%

Strongly Disagree

1%

Total

100

100%

GRAPHICAL REPRESENTATION

25%

5% 1% 19%

Strongly Agree
Agree
Neutral

50%

Disagree
Strongly Disagree

INTERPRETATION

60

It is interpreted that 19% respondents Strongly Agreed with the statement, 50% are
Agreed, 25% have Neutral opinion, 5% Disagreed and 1% Strongly Disagreed.

21. Table showing whether work of the employees in the Kitex Ltd is always
motivating.
Response

No. of respondents

Strongly Agree

23

Percentage of
respondents
23%

Agree

64

64%

Neutral

13

13%

Disagree

0%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

13%

23%

Strongly Agree
Agree
Neutral

64%

Disagree
Strongly Disagree

61

INTERPRETATION
It can be understood from the above graph shows that 23% of the employees Strongly
Agreed, 64% of employees Agreed, 13% of employees have Neutral opinion and no
one Disagreed about this statement.

22. Table showing the statement that obstacles and setback never stop the employees
to do the work.
Response

No. of respondents

Strongly Agree

66

Percentage of
respondents
66%

Agree

26

26%

Neutral

8%

Disagree

0%

Strongly Disagree

0%

Total

100

100%

GRAPHICAL REPRESENTATION

62

8%

Strongly Agree

26%

Agree
66%

Neutral
Disagree
Strongly Disagree

INTERPRETATION
It can be understood from the above graph shows that 66% of the employees Strongly
Agreed, 26% of employees Agreed, 8% of employees have Neutral opinion and no
one Disagreed about this statement.

CHAPTER: VI

63

FINDINGSAND SUGGESTIONS

6.1FINDINGS
Findings regarding percentage analysis:

Respondents based on the gender, the number of male respondents are higher than the
female respondents.

Respondents based on the age, the number of respondents 25-30 years of age are
working.

Respondents based on educational qualification, majority of the respondents are


graduates.

64

Majority of the respondents are 1-5 years of work experience.

Majority of the respondents agree with the opinion of about the way of influencing the
work done in department.

Respondents agree to a certain level for the involvement of making decisions.

Majority of the respondents have neutral opinion with the statement of given authority
to make decisions for the benefit of the organization.

Respondents agree that they need to make good decisions with accessed information.

Mostly respondents agree with the statement of opportunities given to them to suggest
ways for improvements.

51% of employees are participating to check the goals and objectives of the job.

45% of respondents agree that they are encouraged by the supervisor to suggest ways
in the job quality.

Around 55% of respondents agree that top management values, ideas and suggestions
from them.

Majority of the respondents are in the opinion that their ideas and suggestions are
sought when change is considered.

61% of respondents believe that their responsibilities are important and part of the job.

61% of respondents are proud to serve in the organization.

57% of respondents are enthusiastic in their work.

65

Majority of the respondents are fully aware of the goals, policies and objectives of the
organization.

61% of the respondents are willing to put extra effort to meet the goals, policies and
objectives.

Majority of the respondents are satisfied with paid salary and allowances by the Kitex
Ltd.

Majority of the respondents are accepting that their work is always getting
recognition.

64% of respondents believe that their work in the organization is always motivating.

66% of respondents are accepting the obstacles and setback never stop in doing work.

6.2 SUGGESTIONS

66

The major suggestions are;


The suggestions and recommendations given by the employees regarding their work
should be considered by management. Management should work hard to solicit
employee feedback and work on the common problems and issues which arise.
Employees who see their issues addressed will feel empowered to continue making
suggestions.
In order to enhance the empowerment of employees the management can give job
rotation to all employees. The objective is to expose the employees to different
experiences and wider variety of skills to enhance job satisfaction and to cross-train
them.
The management can provide self development activities. A partial list of personal
development offerings on the business to individual market might include books,
motivational speaking, e-Learning programs, workshops, individual counseling, life
coaching.
As the employee development and training activities and comfort ability of the
employees in discharging their duties i.e.,work performance of employees are
positively correlated and the organization can motivate the employees either by giving
promotion or by financial incentives to have empowerment.
To increase the level of empowerment, the organization must educate the employees
about the organizational goals, policies and objectives.
The organization must try to improve the employee relations to make healthy
environment through better communication, trust, honesty, equality and conflict
resolution.
The attention of management towards employee should be increased by open door
policy.

67

The organization must create a company culture which would support a participative
approach.

Communication of success stories i.e., there should be more sharing and publicity of
accomplishments in the organization.
Morale and team building events should be implemented to recognize milestones and
accomplishments.
Promote and encourage employees to explore opportunities to develop skills and
knowledge necessary for their identified career path with their manager.

68

CHAPTER: VII

CONCLUSION

69

CONCLUSION
Based on the present study on Employee Empowerment and Involvement is

about providing a positive and productive work experience. Successful organization


support and provide facilities to their employees to help them to strike balance between
all the factors that contribute to employees empowerment. In this process, organizations
are coming up with new and innovative ideas to improve the empowerment of employee
and every individual in the organization.
From the previous chapter data, we can conclude that most of the employees are
satisfied due to:

Salary
Benefits
Opportunities to share ideas and views.
Proud to serve in the organization
So this study gives the information to the employees in the organization are very

much satisfied in their works and they are sharing their keen involvement and
commitment to do their job. Thus the organization, Kitex Ltd, Kizhakkambalam I can
assure that the levels of empowerment among employees are high if they make some
initiatives what I have mentioned in the suggestion they can increase the
empowerment level which leads to higher productivity.

70

BIBLIOGRAPHY

71

72

BIBLIOGRAPHY

BOOKS

K. Aswathappa , Human Resource Management 5th Edition, The McGraw- Hill


Publishing Company Ltd.,2007

C.R.Kothari,

Research Methodology2ndEdition,vishwa Prakasham Publication,

Reprint.,2006

P. Subbha Rao,

Human Resource ManagementHimalaya Publishing House.,

Mumbai

WEBSITES
1

: www.kitex.annagroup.net

: www.google.com

73

APPENDIX

74

QUESTIONNAIRE
1. Designation / Department :
2. Gender
Male

Female

3. Age Group
Below 25

25-30

35-40

30-35

Above 40

4. Educational Qualification
SSLC

Diploma

PG

Others

Graduates

5. Work Experience
Below 1 Yr

1-5 Yrs

10-15 Yrs

Above 15 Yrs

5-10 Yrs

6. I can influence the way of work that done in my department.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

7. I am involved in making decisions that affect my work.


Strongly Agree
Disagree

Agree
Strongly Disagree

Neutral

8. I have the authority to make decisions of my own for the benefit of the
organization.
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
9. I have access to the information that I need to make good decisions.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
10. I always got opportunities to suggest improvements.

75

Strongly Agree
Disagree

Agree
Strongly Disagree

Neutral

11. I participate in checking the goals and objectives for my job.


Strongly Agree
Disagree

Agree
Neutral
Strongly Disagree

12. My supervisor encourages me to suggest ways in the job quality.


Strongly Agree
Disagree

Agree
Neutral
Strongly Disagree

13. Top management values, ideas and suggestions from employees.


Strongly Agree
Disagree

Agree
Neutral
Strongly Disagree

14. Employeesideas and opinions are sought when change is considered.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

15. Important responsibilities are part of my job.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

16. I am proud to serve in this organization.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

17. I am enthusiastic in my work.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

18. I am fully aware about the goals, policies and objectives of the organization.
Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

19. I am willing to put extra effort to meet the goals, policies and objectives.
Strongly Agree

Agree

Disagree

Strongly Disagree

76

Neutral

20. I am happy with the salary and allowances paid to me.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

21. The work that I am doing is always getting recognition.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

22. My work in this organization is always motivating.


Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

23. Obstacles and setback never stop me in doing my work.


Strongly Agree

Agree

Disagree

Strongly Disagree

77

Neutral