CHAPTER - I

INTRODUCTION AND DESIGN OF THE STUDY

1.1 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 co-operate
with coworkers. Poor or low Morale becomes obvious from the negative feelings of
employees such as dissatisfaction, discouragement or dislike of the job. 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

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".

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".

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

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 employee’s 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

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 e.t.c…
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.

1.2 OBJECTIVES OF THE STUDY

1. To assess the level of morale of the employees of Noah Infotech

2. To find the various factors leading to employees morale in the organization.
3. To evaluate the impact of employee morale on their efficiency.
4. To suggest measures for improve morale of the employees of organization.
5. To study the effect of morale on the productivity and efficiency of employees.
6. To study the strategies to improve the morale of employees.
7. To study the effect of productivity on morale
8. To know and understand about the employee morale and suggest measure to
increase morale of employee of the organization.
9. To find out whether the employee of Noah Infotech expecting monetary benefits
for the morale boosting.
10. To find out whether the working cultural provided by the Administrative
Authorities satisfying the employee or not.

1.3 NEED OF THE STUDY

Good employee morale is the mental attitude of the individual or of the group which
enables the employee to rely the maximum satisfaction of his drive as it coincides with the
fulfillment of the objectives of the organization. In other words the employee’s morale
identifies his objectives in the tasks and purposes of a company so that the organizational
goals can be accomplished. Since the level of morale effects the quality and quantity of the
output and influences factors like costs and transparency which are the ingredients for
success, the study and measurement of morale is highly significant.

1.4 LIMITATIONS OF THE STUDY

No study is complete in itself, however good it may be and every study has some
limitations. Some of the limitations which may face in this study are as follows:

1. The study will be restricted to the employee morale of Noah Infotech only.
2. This is not an inclusive survey due to time and resource constraint.
3. Since the convenient sampling technique will be adopted in the study, hence, it may
not be the representative of the universe.
4. Since the proposed sampling size is 120, so the findings and conclusions of the study
may only be suggestive and not conclusive.
5. The respondents (some) may provide biased information/views due to their personal
issues in an organization.

1.5 SCOPE OF THE STUDY

 This study was conducted in Noah Infoetech. The finding will reflect executive of
welfare activities in the organization.
 This finding will help to the organization to understand, how the welfare activities
provide and how it reaches to the employees.
 This study was conducted what types of activities to improve the employee morale.
 Scope will be limited to the geographical boundary of employees of Noah Infotech

1.6 RESEARCH METHODOLOGY

Sources of Data

The study is mainly based on primary and secondary data.

Primary Data

Data used in research originally obtained through the direct efforts of the researcher through
surveys, interviews and direct observations. Data that has been collected from firsthand
experience is known as primary data. Primary data is the data that has not been previously
published. Stratified random sample technique is planned to collect the data. To collect the
primary data a questionnaire was prepared and primary data was collected through
questionnaire method. The questionnaire was distributed to student to obtain information.This
helped in the direct interaction with the respondents. The questionnaire consists of close
handed questions and open ended question.

Secondary Data

Secondary data are those which have been already collected by someone else and which have
been passed through the statistical processes. In this study data has been taken from various
secondary sources like newspapers, internet, books, magazines, reports, publications and
journals.

Design of the Study

The descriptive research was conducted by using the procedure survey method and it is a one
form of methodology in social sciences studies.

Sample

The study does not include entire population because time required is more to find the perfect
picture. Therefore the study will survey a particular area that is Karur District.

Sample Size

This study will cover the option of 50 respondents, to find out the customer satisfaction
towards sakthi masala at Karur District. The respondent will be asked to fill the questionnaire
based on their knowledge.

Data Collection

The present study is based on the primary data collection through questionnaire from 50
respondents.

Data Collection Tools

Questionnaire: A close-ended questionnaire was used in the research. Close- ended

questions are when ask the respondent to answer the question based on the options already
given. With the provided questions and options, the respondents are asked to choose from.
Data Analysis and Method Presentation

Analysis means computation of certain measures along with searching for pattern of
relationship that exists among data group. Data analyses the data are classified under various
methods are supplemented with necessary tables and diagrams.

Research Tools and Techniques

The following statistical tools are used in this study for the purpose of analysis.

o Percentage Analysis

1.7 CHAPTER SCHEME

The current thesis is organized into five chapters

Chapter I: Introduction and Design of the Study

o Introduction
o Statement of the Problem
o Scope of the study
o Objectives of the study
o Need of the study
o Limitations of the study
o Research methodology and limitations of the study

Chapter II: Review of Literature

o The Related work and Back Ground is covered in Chapter II.

Chapter III : Profile of Study Area and Respodent

o Introduction
o Profile of the study area and respondents

Chapter IV : Data Analysis and Iterpretation

o Analysis of Data Analysis and Interpretation of collected data is done to

determine the employee job satisfaction towards his/her job.

Chapter V : Data Analysis and Iterpretation

o Introduction
o Findings
o Suggestions
o Conclusion
 CHAPTER II

REVIEW OF LITERATURE

The purpose of the literature review was to determine what information is available
on the relationship of morale and employee performance. Although the specific word morale
was not used this text, the Successful Manager’s Handbook dedicates two chapters
concerning leadership and motivational skills (Davis 1992). The authors express the need to
foster teamwork, coach and develop others, and the importance of motivating others.

Richard Arwood, a retired Fire Chief and renowned NFA adjunct wrote in an issue of
“Speaking of Fire” points out the potentially most cost effective way in which a fire service
can increase productivity is through a formal positive reinforcement program. In other terms
highly motivated employees are more productive employees (Arwood 1989).

Randy Novak, now director of Fire Service Training in Stillwater Oklahoma, wrote an article
entitled “ Much More To Morale Than You Might Think.” This 1990 article appeared in the
Minnesota Fire Chief magazine. In it, he mentions several of the external factors that
influence morale that were listed in this research project’s survey instrument. Listening,
keeping people informed, encouraging participation, promoting a positive attitude as leaders
are all cited by Novak as being effective means in responding to employee concerns (Novak
1990).

Rodney Nordstrom of Nordstrom and Associates (a private consulting firm specializing in

employee productivity) had the ominous task of rebuilding the morale of the Codes
Administration for the City of Kansas City Missouri, following the tragedy and subsequent
scandal surrounding the Hyatt skywalk collapse. Inspectors were thrown into the mix of
corruption in expose’ that showed them loafing on the job. Nordstrom sites feedback as being
the single most positive influencing factor in restoring the employee’s morale. He sites
feedback as being effective in the treatment of all productivity concerns from accident
reduction to increasing the number of inspections (Nordstrom 1985). BOCA Past President
Gerald Jones took over the directorship of codes for the City of KC Missouri during this
storm of controversy. He writes that employee productivity and morale were at such a low
that he sought the advise and services of an outside private sector firm to help restore his
agency (Jones 1985). In a June 1995 article in the publication “Occupational Health and
Safety” Alan Colledge sites the example of the Union Pacific Railroad diesel shop’s increase
in injury claims over a two year period. The employees felt that management cared more for
production than for the well being of the workforce. A ten-member committee was set up
with representatives from all sides of the issue. AIM, Attitude, Incentive, Morale was the
name given to this team of individuals. The group “empowered” its employees and gave them
a sense of ownership in the decision making process. The result was a dramatic decrease in
injuries and a commensurate level increase in productivity (Colledge1995).

William Ransom, President of Ransom & Associates (a management advisory firm) writes:
“The morale of a business allows it to accomplish more than its cumulative talents would
suggest. It operates in a synergistic mode using management, employee and 5 customer
participation to resolve its problems.” He further lists three characteristics of a high morale
organization: 1. Gives workers the freedom and autonomy to do their jobs. 2. Rewards the
employee for exceeding expectations. 3. Listens to employees, and swiftly act to resolve any
disputes. Ransom also sites that high morale organizations are more productive than the
competition (Ransom 1995).

Chopade (2012): revealed the relationship between survivors’ perception of rightsizing and
their continuance commitment, affective commitment and morale. During this intervention, if
employees’ positive perception of rightsizing would have positive impact on their
continuance as well as affective commitment. But, survivors’ rightsizing perception has
negative impact on their morale. Employees were satisfied with their pay and amount of work
done. They were worried about their job security. So that respondents has shown high
commitment but low morale. To achieve high levels of employee productivity, organizations
must ensure that the physical environment is conducive to organizational needs facilitating
interaction and privacy, formality and informality, functionality and cross-disciplinarily.

Consequently, the physical environment is a tool that can be leveraged both to improve
business results (Mohr, 1996) and employee well-being (Huang, Robertson and Chang,
2004) Ensuring adequate facilities are provided to employees, is critical to generating greater
employee commitment and productivity. The provision of inadequate equipment and adverse
working conditions has been shown to affect employee commitment and intention to stay
with the organization (Weiss, 1999).

Haynes (2008) explains the behavioral office environment behavioral components of the
office environment that have the greatest impact on office productivity. In all of the work
patterns, it was found that interaction was perceived to be the component to have the most
positive effect on productivity, and distraction was perceived to have the most negative..
Employee’s welfare and social security are important because it frees the employee to work
with his utmost efficiency and effectiveness to the organizations task and thus organization’s
productivity and efficiency get increased. It also play important role in reducing absenteeism
and employee turnover. Social security measures are the part of welfare activities which play
important role in rapid industrialization, growth of national economy as they improve
employee’s morale by providing sense of security to them against various industrial hazards
(Shelar and Phadatare ,2013).

Usmani et. al.(2013) explores the relationship between diversity and customer satisfaction
mediated by employee morale. Exploratory Factor Analysis, Confirmatory Factor Analysis
and Structural Equation Modelling were run to test the relationship and significance of the
model. The results rejected the mediated relationship of diversity and customer satisfaction
but showed positive direct association between diversity and employee morale.

Ngamb(2013) revealed that there is a relationship between leadership and morale, and those
leadership competencies such as communication, fostering trust and team building set a clear
direction for the college impact on morale. It is recommended that morale surveys should be
conducted to obtain the requisite information before developing strategies that relate to
employee morale, retention and performance.

Zial (2011) concluded is that teambuilding has long term positive relationship between
employee morale and employee retention. Team performance, individual contribution, team
evaluation and coordination have long term positive relationship between employee morale
and employee retention. Team unity has no significant effect on employee morale and
employee retention. Employee morale within an organization has a direct impact on the
satisfaction level of its customers and the company's ultimate success. When relationship-
based leaders promote core competency development of its workforce throughout the
organization, an opportunity exists for ensuring high employee morale and customer
satisfaction, an increase in employee and customer retention rates, and a positive long-term
outlook for the company's successful performance Barbara (2002).

Upadhyay and Gupta (2012) conclude that communication plays a major role in increasing
the satisfaction of an employee. Satisfied employees are reported to have high morale.
Welfare measures and work experience does not necessarily relates to satisfaction .Therefore
its recommended that company should provide for adequate welfare measures but should not
burden itself by increasing the cost part of it in greed to earn the competitive edge and declare
itself as most desired company. Other factors like good and open communication, providing
motivating factors, empowerment etc should be taken into consideration for increasing the
employee satisfaction level.

Ransom (1995) emphasizes three characteristics of a high morale in an organization: (a)

Offering freedom and autonomy to workers to do their work, (b) Rewarding the employee for
exceeding the organizational expectations, and (c) Paying attention to employees and
resolvingtheir disputes immediately. Ransom (1995) also states that high morale of
employees in organizations leads to more productive than competition. All of the above
definitions imply that attaining high standards of morale is important to expose the feelings of
employees and their abilities in the work.

Fardet al. (2010) indicate that employee morale plays the major role in setting a healthy
work place. The study also explores that high level of employee morale is linked with the
employee work satisfaction, creativity and innovation, honourable mind with the work,
employee commitment towards the organization, and anxiousness toachieve group objectives
beyond individual objectives, thus leading to enhance the organizational performance.

Linzet al. (2006) indicate positive relationship between expected rewards and morale among
the Russian employees. They explore that expected monetary rewards exhibit a greater
influence on morale than expected non-monetary rewards. Their results indicate that there is a
strong positive correlation between performance assessment and morale, as well as between
positive work attitudes and morale.

Ngambi (2011) indicates that leadership approaches can influence thestaff morale. His results
revealed that the initiatives by the new leadership have a positive impact on morale and have
significantly reduced the intentions of employees to leave their organization. Neely (1999)
concludes that there is strong direct correlation between morale and productivity.

According to Munck (2001), employee turnover causes a decrease in productivity and often
contributes to low employee morale. Akintayo (2012) reveals significant relationships
among working environment, workers morale and perceived productivity. The study also
finds thatflexible working environment and workers morale havesignificantly contributed to
workers productivity.
Millett (2010) states six reasonswhy the employee morale is important in an organization: (a)

improving productivity, (b) improving performance and creativity, (c) reducing number of
leave days, (d) paying higher attention, (e) providing safe workplace and (f) improving
quality of work. Mazin (2010) also indicates that high employee morale leads to on-time
reporting of employees for work, and improving communication, recruitment and creativity
of employees. He further indicates that high employee morale keeps retention of employees
in the organization.

Dye and Garman (2006) states low level of employee morale is the result of loss of
management trust, lack of interpersonal relations and improper working environment.
Further, organizational layoffs, employee conflict/disputes over contract, high level of
employee turnover, unfavourable changes of leadership,and indistinct expectation and
corporate direction also lead to create the low employee morale in an organization (Dorsett,
2006).Upadhyay and Gupta(2012) find positive relationship of job satisfaction to morale of
employees.It reflect satisfied person have high level of morale in an organization.
 CHAPTER III

COMPANY PROFILE

Noah Infotech is a complete IT-services company offering comprehensive services to

enterprises across a wide range of platforms and technologies. The primary areas of expertise
are providing quality, cost effective software and web development services to the clients.
Noah Infotech is one of the leading company offering innovative business technology
solutions to its clients. Stand-alone desktop applications, Enterprise solutions, ERP Systems
and Multi-user environments have been done in this concern.

Stand-Alone Applications refers to 'Commercial billing software', 'Simple Inventory

Maintenance systems', etc
ERP - Enterprise Resource Planning Software’s which integrates various departments and
its process into a single system. ERP software’s with robust functionality and high security
have been done. Simple GUI design enables better user friendliness.
Its core values of Belief in people, Entrepreneurship, Customer orientation and the
Pursuit of excellence are expressed in the way the teams are built, the way they operate and
how they achieve results. These values were identified on the basis of the internal strengths of
the organisation and today they form the underlying principles and guides parameters for all
our organisation wide initiatives. Noah Infotech aspires to be source of providing global IT
services through promoting an in-depth focus on core technologies and deploying the latest
development in Software Engineering. It strives constantly to stay abreast of the latest in
information Technology through constant research, training and development. The company
exploits cutting edge technologies to build in high quality and maximum productivity in its
solutions and experienced teams with advances technical skills and equipping itself with the
most modem infrastructure in terms of Hardware, Software and Skill sets.
Noah Infotech is strongly wedded in orienting Software Productivity to meet the
rapidly changing needs and challenges of the environment. As the challenge in front of the IT
industry is to face open-ended real life situations, it must have a strongly accented economic
relevance to Society. With the understanding of domain, comfort with the latest technologies,
tools and continuously improving quality processes. It shrinks every project cycle and
enables accelerated delivery of context sensitive solutions.
Mission

1. Providing high quality software development services, professional consulting and

development outsourcing that would improve the customers’ operations
2. Making access to information easier and securer
3. Improving communication and data exchange
4. Providing the customers with a Value for Money and
5. Providing the employees with meaningful work and advancement opportunities

Vision
Our Vision is to become a leading oftware service provider by delivering superior
solutions to enhance the competitive advantage of the client.

Services
 Website Development
 Web Hosting
 IT Services
 Project Management
 Consultancy
 Outsourcing
 Education / Training

Our Values
We are driven by the value system that has brought us this far. Our values make an
impact on all those who are associated with us. i.e, our employees, our customers and our
shareholders. Our values guide & motivate us for greater achievements.
 Conduct ourselves with highest sense of integrity.
 Enable employees to realize full potential and reward with wealth creation.
 Follow high level of professional and business ethics.
 Openness and being honest & transparent in all our dealings.
 Respect for the individual & value team work.
Quality Assurance & Testing
All the software solutions developed undergo following cycle of testing:

Requirements Analysis
Testing begins in the requirements phase of the software development life cycle.

Design Analysis
During the design phase, testers work with developers in determining what aspects of a
design are testable and under what parameter those tests work.

Test Planning
Test Strategy, Test Plan(s), and Test Bed creation.

Test Development
Test Procedures, Test Scenarios, and Test Cases & Test Scripts to use in testing software.

Test Execution
Testers execute the software based on the plans and tests and report any errors found to the
development team.

Test Reporting
Once testing is completed, testers generate metrics and make final reports on their test effort
and whether or not the software tested is ready for release.

Retesting the Defects

In this cycle applications are passed through following levels of testing:
 Component testing tests the minimal software item that can be tested.
 Component integration testing exposes defects in the interfaces and interaction
between integrated components.
 System testing tests an integrated system to verify that it meets its requirements.
 Acceptance testing allows the end-user or customer to decide whether or not to accept
the product.After modifying software, either for a change in functionality or to fix
defects, a regression test re-runs previously passed tests on the modified software to
ensure that the modifications haven't unintentionally caused a regression of previous
functionality.