INTRODUCTION

Industrial progress of a country depends on its committed labour force. In this regard the
importance of labour welfare was recognized as early as 1931, when the Royal commission on
Labour stated that the benefits which go under this nomenclature are of great importance to the
worker who is unable to secure by himself. The schemes of labour welfare may be regarded as “a
wise investment” which should and usually does bring a profitable return in the form of greater
efficiency.

The worker should at least have the means and facilities to keep himself in a state of
health and efficiency. This is primarily a question of adequate nutrition and suitable housing
conditions. The working condition should be such as to safeguard his health and protect him
against occupational hazards.

The work place should provide reasonable amenities for his essential needs. The worker
should also be equipped with the necessary technical training and a certain level of general
education.

The employee investigation committee preferred to include under Employee Motivation.

“Anything done for the intellectual, physical, moral and economic betterment of the
workers, whether by employers by government or by other agencies, over and above what is laid
down by law or what is normally expected for the contractual benefits for which workers may
have bargained.”

REVIEW OF LITERATURE

Motivation is an important function which very manager performs for actuating the
people to work for accomplishment of objectives of the organization .Issuance of well conceived
instructions and orders does not mean that they will be followed .A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Effective motivation
succeeds not only in having an order accepted but also in gaining a determination to see that it is
executed efficiently and effectively.

1
 In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which appropriate
incentives are available for their satisfaction .If the management is successful in doing so; it will
also be successful in increasing the willingness of the workers to work. This will increase
efficiency and effectiveness of the organization .There will be better utilization of resources and
workers abilities and capacities.

RESEARCH GAPS

We also examine the determinants of the return gap. We find that estimated trading costs
are negatively related to the return gap. Also, most funds in our sample exhibit relatively large
correlations between the hypothetical holdings returns and the investor returns, indicating that
their actual investment strategies do not differ significantly from their disclosed strategies.
However, some funds have relatively low correlations between holdings and investor returns.
Our findings indicate that such opaque funds tend to exhibit particularly poor return gaps.

OBJECTIVES OF THE STUDY:

The objectives of the study are:

 To study the Employee Motivation measures implemented by the DATA POINT

INFO SOLUTIONS
 To study the awareness of employees regarding welfare amenities provided by the
company.
 To examine to opinions of employees regarding welfare measures.
 To know the impact of welfare measures on efficiency of the organization.
 To draw conclusions and offers suggestions.

2
SCOPE OF STUDY

The present study confined to the Employee Motivation in of DATA POINT INFO
SOLUTIONS. The study also covered the procedure of Employee Motivation measures
implemented in the company and the opinions of employees regarding the Employee Motivation
measures implemented by the company.

HYPOTHESIS
Null hypothesis:
Null hypothesis is taken to understand the relationship between Company’s Sales &
Profitability.
The customers are not satisfied with the services provided by other banks rather than This
study examined the independent and joint contributions of employees' creativity-relevant
personal characteristics and three characteristics of the organizational context—job complexity,
supportive supervision, and controlling supervision—to three indicators of employees' creative
performance; patent disclosures written, contributions to an organization suggestion program,
and supervisory ratings of creativity.
NEED FOR THE STUDY

The need for labour welfare arises from the very nature of the industrial system, which is
characterized by two basic factors, one, the conditions under which work is carried on are not
congenial for health and second, when a labour join an industry, has to work in an entirely
strange atmosphere, which creates problems of adjustment. One author calls these two factors
“The long arm of the job”, and “the social invasion of the factory”.

PERIOD OF STUDY:

Duration period of work completed from 45 days

3
LIMITATIONS OF THE STUDY:

 Based on those responses ranking was given on logical basis to the extent possible.

 The analysis of motivation is carried out based on only some identified factors.

 Project work is done in a stipulated period of 45days, so it is not possible to collect

information from all the available sources of the company.
 Due to time limitation a large sample could not be selected, which would have helped in
identifying the opinion of majority of employees. The information provided by the employee
might be biased.
 The employees may not give their opinion openly due to their personal problems.

DATA COLLECTION

The researcher was attempting to submit briefly the methodology adopted by him to
make his subject of the study more effective and useful in both academic and practical fields. In
dealing with any real life problem it is often found that data that are appropriate. There are
several ways of collecting the appropriate data which differ considerably in context of money
cost, time and other resources at the disposal of the researcher. Since, the subject of the study
needs methodology of empirical study nature of project the study more effect. The researcher has
adopted both methods namely primary and secondary for collecting the data. Information
regarding motivation has been collected through publications like human capital and available
old literature forms the sources of secondary data for the study.

Primary data:

The researcher has adopted questionnaires method for collecting more reliable and
accurate data for the purpose of the study. Personal interviews have been conducted to the
employees to discuss the factors that are behind their motivation and to justify the study. The
research discussed on many issues relating to the motivation.

4
Secondary data.

Secondary data’s are in the form of finished products as they have already been treated
statistically in some form or other. The secondary data mainly consists of data and information
collected from records, company websites and also discussion with the management of the
organization. Secondary data was also collected from journals, magazines and books.

SAMPLE DESIGN:

The researcher must decide the way of selecting a sample or what is popularly known as
the sample design. The researcher has made sample design on satisfied sampling basis to
interview the employees Data point info solutions has been selected for sampling.

5
 INDUSTRIAL PROFILE
INFORMATION TECHNOLOGY IN INDIA

The Indian Information Technology industry accounts for a 5.19% of the country's
GDP and export earnings as of 2015, while providing employment to a significant number of its
tertiary sector workforce. More than 2.5 million people are employed in the sector either directly
or indirectly, making it one of the biggest job creators in India and a mainstay of the national
economy. In 2013-11, annual revenues from IT-BPO sector is estimated to have grown over
US$76 billion compared to China with $35.76 billion and Philippines with $8.85 billion. India's
outsourcing industry is expected to increase to US$225 billion by 2020. The most prominent IT
hub is IT capital Bangalore. The other emerging destinations are Chennai, Hyderabad, Kolkata,
Pune, Mumbai, NCR and Kochi. Technically proficient immigrants from India sought jobs in the
western world from the 1950s onwards as India's education system produced more engineers
than its industry could absorb. India's growing stature in the information age enabled it to form
close ties with both the United States of America and the European Union. However, the recent
global financial crises has deeply impacted the Indian IT companies as well as global companies.
As a result hiring has dropped sharply and employees are looking at different sectors like the
financial service, telecommunications, and manufacturing industries, which have been growing
phenomenally over the last few years.

India's IT Services industry was born in Mumbai in 1967 with the establishment of Tata
Group in partnership with Burroughs. The first software export zone SEEPZ was set up here way
back in 1973, the old avatar of the modern day IT park. More than 80 percent of the country's
software exports happened out of SEEPZ, Mumbai in 80s.

Each year India produces roughly 500,000 engineers in the country, out of them only
25% to 30% possessed both technical competency and English language skills, although 12% of
India's population can speak in English. India developed a number of outsourcing companies
specializing in customer support via Internet or telephone connections. By 2015, India also has a
total of 37,160,000 telephone lines in use, a total of 506,040,000 mobile phone connections, a
total of 81,000,000 Internet users—comprising 7.0% of the country's population, and 7,570,000
people in the country have access to broadband Internet— making it the 12th largest country in

6
the world in terms of broadband Internet users. Total fixed-line and wireless subscribers reached
543.20 million as of November, 2015.

Formative years (till 1991)

The Indian Government acquired the EVS EM computers from the Soviet Union, which
were used in large companies and research laboratories. In 1968 Tata Consultancy Services—
established in SEEPZ, by the Tata Group—were the country's largest software producers during
the 1960s. As an outcome of the various policies of Jawaharlal Nehru (office: 15 August 1947 –
27 May 1964) the economically beleaguered country was able to build a large scientific
workforce, third in numbers only to that of the United States of America and the Soviet Union.
On 18 August 1951 the minister of education Maulana Abul Kalam Azad, inaugurated the Indian
Institute of Technology at Kharagpur in West Bengal. Possibly modeled after the Massachusetts
Institute of Technology these institutions were conceived by a 22 member committee of scholars
and entrepreneurs under the chairmanship of N. R. Sarkar.

Relaxed immigration laws in the United States of America (1965) attracted a number of
skilled Indian professionals aiming for research. By 1960 as many as 10,000 Indians were
estimated to have settled in the US. Kapur (2006)By the 1980s a number of engineers from India
were seeking employment in other countries. In response, the Indian companies realigned wages
to retain their experienced staff. In the Encyclopedia of India, Kamdar (2006) reports on the role
of Indian immigrants (1980 - early 1990s) in promoting technology-driven growth:

The United States’ technological lead was driven in no small part by the brain power of
brilliant immigrants, many of whom came from India. The inestimable contributions of
thousands of highly trained Indian migrants in every area of American scientific and
technological achievement culminated with the information technology revolution most
associated with California’s Silicon Valley in the 1980s and 1990s.

The National Informatics Centre was established in March 1975. The inception of The
Computer Maintenance Company (CMC) followed in October 1976. Between 1977-1980 the
country's Information Technology companies Tata Infotech, Patni Computer Systems and Wipro
had become visible. The 'microchip revolution' of the 1980s had convinced both Indira Gandhi

7
and her successor Rajiv Gandhi that electronics and telecommunications were vital to India's
growth and development. MTNL underwent technological improvements. Between 1986-1987,
the Indian government embarked upon the creation of three wide-area computer networking
schemes: INDONET (intended to serve the IBM mainframes in India), NICNET (the network for
India's National Informatics Centre), and the academic research oriented Education and Research
Network (ERNET).

1991–2001

In 1991 the Department of Electronics broke this impasse, creating a corporation called
Software Technology Parks of India (STPI) that, being owned by the government, could provide
VSAT communications without breaching its monopoly. STPI set up software technology parks
in different cities, each of which provided satellite links to be used by firms; the local link was a
wireless radio link. In 1993 the government began to allow individual companies their own
dedicated links, which allowed work done in India to be transmitted abroad directly. Indian firms
soon convinced their American customers that a satellite link was as reliable as a team of
programmers working in the clients’ office.

Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail Service in
1991, the 64 kbit/s leased line service in 1992, and commercial Internet access on a visible scale
in 1992. Election results were displayed via National Informatics Centre's NICNET.

The Indian economy underwent economic reforms in 1991, leading to a new era of
globalization and international economic integration. Economic growth of over 6% annually was
seen between 1993-2002. The economic reforms were driven in part by significant the internet
usage in the country.

The new administration under Atal Bihari Vajpayee—which placed the development of
Information Technology among its top five priorities— formed the Indian National Task Force
on Information Technology and Software Development.

Wolcott & Goodman (2003) report on the role of the Indian National Task Force on Information
Technology and Software Development:

8
 Within 90 days of its establishment, the Task Force produced an extensive background
report on the state of technology in India and an IT Action Plan with 108 recommendations. The
Task Force could act quickly because it built upon the experience and frustrations of state
governments, central government agencies, universities, and the software industry. Much of what
it proposed was also consistent with the thinking and recommendations of international bodies
like the World Trade Organization (WTO), International Telecommunications Union (ITU), and
World Bank. In addition, the Task Force incorporated the experiences of Singapore and other
nations, which implemented similar programs. It was less a task of invention than of sparking
action on a consensus that had already evolved within the networking community and
government.

The New Telecommunications Policy, 1999 (NTP 1999) helped further liberalize
India's telecommunications sector. The Information Technology Act 2000 created legal
procedures for electronic transactions and e-commerce.

Throughout the 1990s, another wave of Indian professionals entered the United States.
The number of Indian Americans reached 1.7 million by 2000. This immigration consisted
largely of highly educated technologically proficient workers. Within the United States, Indians
fared well in science, engineering, and management. Graduates from the Indian Institutes of
Technology (IIT) became known for their technical skills. Thus GOI planned to establish new
Institutes especially for Information Technology to enhance this field. In 1998 India got the first
IT institute name Indian Institute of Information Technology at Gwalior. The success of
Information Technology in India not only had economic repercussions but also had far-reaching
political consequences. India's reputation both as a source and a destination for skilled workforce
helped it improve its relations with a number of world economies. The relationship between
economy and technology—valued in the western world—facilitated the growth of an
entrepreneurial class of immigrant Indians, which further helped aid in promoting technology-
driven growth.

9
2001–present

India is now one of the biggest IT capitals in the modern world. The economic effect of
the technologically inclined services sector in India—accounting for 40% of the country's GDP
and 30% of export earnings as of 2006, while employing only 25% of its workforce—is
summarized by Sharma (2006):

The share of IT (mainly software) in total exports increased from 1 percent in 1990 to 18
percent in 2001. IT-enabled services such as back office operations, remote maintenance,
accounting, public call centers, medical transcription, insurance claims, and other bulk
processing are rapidly expanding. Indian companies such as HCL, TCS, Wipro, and Infosys may
yet become household names around the world. Today, Bangalore is known as the Silicon Valley
of India and contributes 33% of Indian IT Exports. India's second and third largest software
companies are head-quartered in Bangalore, as are many of the global SEI-CMM Level 5
Companies.

10
 DATA POINT INFO SOLUTIONS PVT LTD

WELCOME TO DATAPOINT

" Datapoint was established in 2001 as a IT Consulting and Staffing company. On the verge of
our expansion, we gradually moved our operations to Software development.“ Datapoint offers
career opportunities in various technologies to support its internal development team and also
Clients’ staffing requirements.

DATAPOINT

DATAPOINT was established in the year 2001 has made a mark in IT Consulting and
Staffing.On the verge of our expansion we gradually moved our operations to Software
Development , Web Designing and Development. We are uniquely positioned - geographically
and strategically to help organizations achieve their business goals through effective and cost
efficient solutions for their Business needs. We have a focused approach which is targeted to
meet the requirements of end users and is quality-centric. After having worked with varied
vertical and Business lines, we have gained expertise in various Business Domains that have
given us an edge over others. We believe in satisfaction of our clients through compelling and
well-focused websites and web solutions that ultimately result in business generation for them
too.

SERVICES

clients choose Datapoint they feel confident and secure that they'll receive the best people, the
best tools, and the assurance that their Datapoint team will be there every step of the way ... until
success is achieved.

SOFTWARE DEVELOPMENT :

Datapoint is a Information Technology and Software Development industry with a vision of

creating a competitive advantage with Software and becoming the most valued partner of our
clients, we deliver high quality Business Management Solutions, Custom Software Solutions
,Custom Software Development, Application Development, Project Management, Software

11
Testing and Quality Assurance. We provide Offshore Software Development services &
solutions.

STAFFING & RECRUITMENT :

At Datapoint we constantly work with clients’ requirements in mind. Precisely why we have
huge experience in a range of fields like Microsoft Technologies. We have vast experience of
search and selection procedures and have well developed screening methods to find the ‘right
fit’.

CORPORATE TRAINING :

Whether you are interested in becoming a more skillful communicator, increasing your
managerial effectiveness, or simply wish to upgrade your PC skills, you can learn and grow your
skills and knowledge at Datapoint.

Hiring Process at Datapoint

Recruitment is also done through advertisement in Newspapers for people with prior experience.
And we have a referral scheme, By which our employees can recommend prospective candidates
for Recruitment. If the candidate is selected and joins the company, then a bonus is provided to
the employee who has recommended the candidate.

The hiring process typically consists of 5 stages.

 Personal Introduction
 Group Discussion (GD)
 Technical Round
 System Test
 HR Round
“We hire outstanding people”
It is a pleasure to know that you are interested in exploring a career at Datapoint Search our job
listings, then submit your resume so you too, can be part of the solution. Datapoint offers a range
of opportunities that provide for fast growth and real challenge.

12
Datapoint is committed, talented, and ambitious young information technology professionals.
Datapoint offers a range of challenging opportunities that provide fast growth.

At Datapoint, you will:

1. Work for Fortune 500 customers.

2. Have exposure to mature Quality practices and processes.
3. Work on best-of-breed technologies.
4. Take up challenging, end-to-end projects.
5. Benefit from mentoring by experienced seniors.
6. Keep your skills upgraded by continuous learning.
7. Grow as fast as you excel.
8. Work in a competitive, free and healthy environment.

IT SOLUTIONS

Datapoint is a Software Development company with a vision of creating a competitive advantage

with Software and becoming the most valued partner of our clients, we deliver high quality
Business Management Solutions, Custom Software Solutions, Custom Software Development,
Application Development, Project Management, Software Testing and Quality Assurance. We
provide Offshore Software Development services & solutions.

STAFFING & RECRUITMENT

At Datapoint we constantly work with clients’ requirements in mind. Precisely why we have
huge experience in a range of fields like Microsoft Technologies.

We have vast experience of search and selection procedures and have well developed screening
methods to find the ‘right fit’.

Based on the assignment specifications given by our clients. Datapoint will identify potential
sources, gather resumes of suitable candidates, and conduct initial screening. We will make
arrangements for our clients to interview the short listed candidates. In Contract Services,
Datapoint can meet our clients' most specific needs by sourcing and managing the right

13
professionals with the relevant experience and the correct attitudes. We have successfully
assisted many in the IT industry in sourcing for contract professionals. We have the confidence
that we can extend the same service to you.

Recruitment is also done through advertisement in Newspapers for people with prior experience.
And we have a referral scheme …,By which our employees can recommend prospective
candidates for Recruitment. If the candidate is selected and joins the company, then a bonus
provided to the employee who has recommended the candidate.

“We hire outstanding people”

Java

Do you have a desire to innovate a new idea through your academic project? Then we are here to
provide you right path. We develop projects on java having various domains Cloud computing,
Mobile computing, Networking, Data mining, Knowledge and data engineering, Parallel and
distributed systems, Dependable and secure computing, neural networks.

Here is a team who furnish you good environment and encourage with incredible support. We
provide an overview of the Java technologies JSE, JCF, JEE, JFC, RMI, TCP/IP Socket
programming, JDBC, Android, SQlite mobile database, XML, Web services involved in creating
various types of web applications corresponding to real time environment, which helps you to
succeed in your career

The Java technologies we will use to create web applications are a part of the Java EE platform,
in addition to many of the Java Platform, Standard Edition (Java SE) classes and packages. In
order for many of these technologies to work on a server, the server must have a container or
web server, installed that recognizes and runs the classes you create. For development and testing
of these technologies, you can use the NetBeans IDE, but when you deploy, make sure that the
server has Java server software installed to run Java technology-based web applications.

“Zeal without knowledge is fire without light”

JAVA TEAM

14
Dot net

.NET Framework is a software framework developed by Microsoft that runs primarily on

Microsoft Windows. It includes a large class library known as Framework Class Library (FCL)
and provides language interoperability across several programming languages. ASP.NET is a
web development platform, which provides a programming model, a comprehensive software
infrastructure and various services required to build up robust web applications for PC, as well as
mobile devices. The ASP.NET application codes can be written in any of the languages like C#,
Visual Basic.Net, Jscript and J#.

Our strength is technology expertise for application development in all major languages and
IDEs. Our unique methodology in designing portal system results in preserving the operation and
integrity of expertise legacy applications, and provides an enterprise model for integrating
existing application into the portal system.

Our unique skills in business analysis, architecture and delivery allow us to provide support
throughout the project life cycle. We offering wide range of platforms for the academic projects,
we will observe the modern industry trends and based on that we will train the students to get on
hold on concerned areas. In .Net , Time advantage – Accelerated software product design and
development processes.

"Correction does much, but encouragement does more."

DOTNET TEAM

EMBEDDED

Today, embedded systems are found in cell phones, digital cameras, camcorders, portable video
games, calculators, and personal digital assistants, microwave ovens, answering machines, home
security systems, washing machines, lighting systems, fax machines, copiers, printers, and
scanners, cash registers, alarm systems, automated teller machines, transmission control, cruise
control, fuel injection, anti-lock brakes, active suspension and many other devices/ gadgets.

15
RFID

RFID (Radio frequency identification) tag is also called as Transponder. This operates on 1.25
KHz. It is a low power consumption unit. It consists of digital data in the form of active RF zip.
It sends the digital data to the RFID reader through internal Antenna.

GSM

GSM (Global System for Mobile Communications, originally Groupe Spécial Mobile), is a
standard developed by the European Telecommunications Standards Institute(ETSI) to describe
protocols for second-generation(2G) digital cellular networks used by mobile phones, first
deployed in Finland in July 1992.

GPS

The Global Positioning System(GPS) is a space-based satellite navigation system that provides
location and time information in all weather conditions, anywhere on or near the earth where
there is an unobstructed line of sight to four or more GPS satellites.The system provides critical
capabilities to military, civil, and commercial users around the world. The United States
government created the system, maintains it, and makes it freely accessible to anyone with a
GPS receiver.

ZIGBEE

ZigBee is a wireless technology for a suite of high-level communication protocols used to create
personal area networks built from small, low-power digital radios. ZigBee is based on an IEEE
802.15.4 standard. Though its low power consumption limits transmission distances to 10-100
meters line-of-sight, depending on power output and environmental characteristics.

VLSI

The EDA(Electronic design automation) industry is an increasingly challenging area in which to

be working. They deals extensively with both VHDL and Verilog in a comparative manner and
includes many graphic examples of synthesied circuits. We have abundant examples throughout
show complete functional designs and not just snippets of code.

16
Over the past several years, Silicon CMOS technology has become the dominant fabrication
process for relatively high performance and cost effective VLSI circuits. The revolutionary
nature of this development is understood by the rapid growth in which the number of transistors
integrated in circuits on a single chip .

The MOS technology is considered as one of the very important and promising technologies in
the VLSI design process. The circuit designs are realized based on pMOS, nMOS, CMOS and
BiCMOS devices. a hardware description language (HDL) is a specialized computer language
used to program the structure, design and operation of electronic circuits, and most commonly,
digital logic circuits.

There are now two industry standard hardware description languages, VHDL and Verilog. The
complexity of ASIC and FPGA designs has meant an increase in the number of specialist design
consultants with specific tools and with their own libraries of macro and mega cells written in
either VHDL or Verilog. As a result, it is important that designers know both VHDL and Verilog
and that EDA tools vendors provide tools that provide an environment allowing both languages
to be used in unison. For example, a designer might have a model of a PCI bus interface written
in VHDL, but wants to use it in a design with macros written in Verilog.

MAT LAB

We work on modelling and simulating electrical power systems including three-phase machines,
electric drives, flexible AC transmission systems (FACTS) and renewable energy systems. Load
flow, and other key electrical power system analyses are automated. We can add mechanical,
hydraulic, pneumatic, and other components to the model and test them together in a single
simulation environment. To deploy models to other simulation environments, including
hardware-in-the-loop (HIL) systems and we can support up to C-code generation.

We are working on Test case design, test procedure and test script development by analysing the
system behaviour requirements, performance specifications and vehicle features. we support for
Setting up of HIL system for system validation (Familiar with HIL system functionality,
hardware/software tool set, Hardware IO requirements, Sensor and actuator signal interfaces in
Body and Chassis Electrical systems). Even we support for Automotive Body and Chassis

17
Embedded ECUs System Software Validation using HIL systems such as dSPACE and Vector
tools.

We are feeling great to announce Model based software development (using MATLAB /
SIMULINK and automatic code generation) providing programming using C,C++,Java,
MATLAB designing of the software module and Testing And for Plant modelling and Auto
Code Generation Embedded Coder, Targetlink by dSPACE

 We support on fuzzy and neural network tool box

 We support for control system design and stability analysis
 We support for IEEE solution with higher accuracy
 We support for SIL(Software in Loop) , MIL(Model in Loop) testing
 We support for application development using GUI
 We support for all converter design and development
CONTACT DETAILS :
Address: 65/3RT, Above Exide Power Center, Near Community Hall, S.R. Nagar, Hyd-38.
Email: hr@datapointinfo.com
Google Maps: See our location online.
Ph:040-42402591

18
 THEORITICAL FRAMEWORK
Human resource management means employing people, developing their resources,
utilizing, maintaining and compensating their services in force with the job and organizational
requirements with a view to contribute to the goals of the organization, individual and the
society.

Personnel management may be defined as the field of management which has to do

with Planning, organizing, directing and controlling the functions of procuring, developing,
maintaining and utilizing a labour force, such that the

Objectives for which the company is established are attained economically and
effectively.

Objectives of all levels of personnel are served to the highest possible degree. Objectives
of society are duly considered and served

Michael J. Jucius

“Human resource management can be defined as managing (planning, organizing,

directing and controlling) the functions of employing, developing and compensating human
resources resulting in the creation and development of human relations with a view to contribute
proportionately to the organizational, individual and social goals”.

19
FUNCTIONS of HRM

Functions of HRM

Operative Functions
Managerial Functions

Employment
Planning
Human Resources
Organizing Development

Compensation
Directing
Human Relations
Controlling
Industrial Relations

Recent Trends in
HRM

The functions of HRM can be broadly classified into two categories

1) Managerial Functions

2) Operative Functions

I. MANAGERIAL FUNCTIONS:

Managerial functions of personnel management involve planning, organizing, directing

and controlling. All these functions influence the operative functions.

20
PLANNING: If is a pre-determined course of action, planning pertains to formulating strategies
of personnel programmes and changes in advance that will contribute to the organizational goals.
In other words if involves planning of human resources, requirements, recruitment, selection,
training etc.,

ORGANIZING: An organization is a means to an end. It is essential to carry out the determined

course of action. In other words of J.C. Massie, an organization is a “Structure and a process by
which a co-operative group of human beings allocates its task among its members identifies
relationships and integrates its activities towards a common objective”. Complex relationships
exist between the specialized departments and the general departments as many top managers are
seeking the advice of the personnel manager.

DIRECTING: The next logical function after completing planning and organizing is the
execution of the plan. The basic function of personnel management at any level is motivating,
commanding, leading and activating people. The willing and effective co-operation of employees
for the attainment of organizational goal is possible through proper direction.

CONTROLLING: After planning, organizing and directing various activities of personnel

management, the performance is to be verified in order to know that the personnel functions are
performed in conformity with the plans and directions of an organization, controlling also
involves checking, verifying and comparing of actual with the plans, identification of deviations
if any and correcting of identified deviations.

II. OPERATIVE FUNCTIONS: The Operative functions of human resource management are
related to specific activities of personnel management employment, development, compensation
and relations. All these functions are interacted with managerial functions.

EMPLOYMENT: It is the first operative function of human resource management (HRM).

Employment is concerned with securing and employing the people possessing the required kind
and level of human resources necessary to achieve the organizational objectives. If covers
functions such as job analysis, human resource planning, recruitment, selection, placement,
induction and internal mobility.

21
HUMANA RESOURCE DEVELOPMENT:

If is the process of improving moulding and changing the skills, knowledge, creative
ability, aptitude, attitude, values, commitment etc., based on present and future job and
organizational requirements. The functions include are performance appraisal, training,
management development, career planning and development, internal mobility, transfer,
promotion, demotion, change and organization development.

COMPENSATIONS:

It is the process of providing adequate, equitable and fair remuneration to the employees.
If includes job evaluation, wage and salary administration, incentives, bonus, fringe benefits,
social security measures etc.,

HUMAN RELATIONS:

Practicing various human resources policies and programmes like employment,

development and compensation and interaction among employees create a sense of relationship
between the individual worker and management, among workers and trade unions and the
management. Human relations in an area of management.

INDUSTRIAL RELATIONS:

Industrial relations refer to the study of relations among employees, employer,

government and trade unions. Industrial relations include.

Indian labour market

Trade Unionism
Collective bargaining
Industrial conflicts
Workers participation in management
Quality circle
vi) Recent Trends in HRM:
Human Resource Management has advancing at a fast rate.
The recent trends in HRM include:

22
Quality of work life
Total quality in human resources
HR accounting audit and research
Recent Techniques of HRM
Scope of Human Resource Managements
The scope of human resource management in the modern days is vast. infact, the scope of
HRM was limited to employment and maintenance of and payment of wage and salary. The
scope gradually enlarged to providing welfare facilities, motivation, performance appraisal,
human resource management, maintenance of human relations, strategic human resource and the
like. The scope has been continuously enlarging.

The scope of Human Resources Management includes:

Objectives of HRM
Organization of HRM
Strategic HRM
Employment
Development
Wage and salary administration
Maintenance
Motivation
Industrial Relations
Participative management
Recent development in HRM

Objectives of Human Resource Management

|
Objectives and organization of HRM
|
Strategic HRM
|
Employment

23
Job design and analysis
Human Resources Planning
Recruitment and Selection

HUMAN RESOURCES DEVELOPMENT

Performance appraisal
Training and development
Career planning and development
Promotion, transfer and demotion
Absenteeism and labour for nover
Management of change, development and culture
COMPENSATION MANAGEMENT
Job Evaluation
Wage and Salary administration
Social Security and welfare
HUMAN RELATIONS
Motivation and job satisfaction
Morale
Communication
Leadership
Work environment, Industrial accidents, safety and health
Industrial Relations
Indian labour market
Industrial relations
Trade Unionism
Collective Bargaining
Industrial conflicts
Workers participation in management and quality circle
Recent Trends in HRM
Quality of work life and empowerment

24
 Total quality HRM
HR accounting, audit and research
Recent techniques in HRM
Rensis Likerthas called motivation as the core of management. Motivation is the core of
management. Motivation is an effective instrument in the hands of the management in inspiring
the work force .It is the major task of every manager to motivate his subordinate or to create the
will to work among the subordinates .It should also be remembered that the worker may be
immensely capable of doing some work, nothing can be achieved if he is not willing to work
.creation of a will to work is motivation in simple but true sense of term.
Motivation is an important function which very manager performs for actuating the
people to work for accomplishment of objectives of the organization .Issuance of well conceived
instructions and orders does not mean that they will be followed .A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Effective motivation
succeeds not only in having an order accepted but also in gaining a determination to see that it is
executed efficiently and effectively.

In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which appropriate
incentives are available for their satisfaction .If the management is successful in doing so; it will
also be successful in increasing the willingness of the workers to work. This will increase
efficiency and effectiveness of the organization .There will be better utilization of resources and
workers abilities and capacities.

The concept of motivation

The word motivation has been derived from motive which means any idea, need or
emotion that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive can
be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which
control mans behavior at any particular point of time. In general, the different motives operate at

25
different times among different people and influence their behaviors. The process of motivation
studies the motives of individuals which cause different type of behavior.

Definition of Motivation.

According to Edwin B Flippo, “Motivation is the process of attempting to influence others to do

their work through the possibility of gain or reward.

Significance of Motivation

Motivation involves getting the members of the group to pull weight effectively, to give their
loyalty to the group, to carry out properly the purpose of the organization. The following results
may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with opportunities to
fulfill their physiological and psychological needs. The workers will cooperate voluntarily
with the management and will contribute their maximum towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and knowledge
so that they are able to contribute to the progress of the organization. This will also result in
increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also be low.
6. There will be increase in the quantity and quality of products. Wastage and scrap will be less.
Better quality of products will also increase the public image of the business.
Motivation Process.
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back

26
Theories of Motivation.
Understanding what motivated employees and how they were motivated was the focus of many
researchers following the publication of the Hawthorne study results (Terpstra, 1979). Six major
approaches that have led to our understanding of motivation are Mcclelland’s Achievement Need
Theory, Behavior Modification theory; Abraham H Mallows need hierarchy or Deficient theory
of motivation. J.S. Adam’s Equity Theory, Vrooms Expectation Theory, Two factor Theory.

McClelland’s Achievement Need Theory.

According to McClelland’s there are three types of needs;
Need for Achievement (n Ach);
This need is the strongest and lasting motivating factor. Particularly in case of persons who
satisfy the other needs. They are constantly pre occupied with a desire for improvement and lack
for situation in which successful outcomes are directly correlated with their efforts. They set
more difficult but achievable goals for themselves because success with easily achievable goals
hardly provides a sense of achievement.
Need for Power (n Pow)
It is the desire to control the behavior of the other people and to manipulate the surroundings.
Power motivations positive applications results in domestic leadership style, while it negative
application tends autocratic style.
Need for affiliation (n Aff)
It is the related to social needs and creates friendship. This results in formation of informal
groups or social circle.
Behavioral Modification Theory;
According to this theory people behavior is the outcome of favorable and unfavorable past
circumstances. This theory is based on learning theory. Skinner conducted his researches among
rats and school children. He found that stimulus for desirable behavior could be strengthened by
rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found
in the installation of financial and non financial incentives.

27
More immediate is the reward and stimulation or it motivates it. Withdrawal of reward incase of
low standard work may also produce the desired result. However, researches show that it is
generally more effective to reward desired behavior than to punish undesired behavior.

Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by behavioral scientists,
A.H Maslow and Frederick Heizberg, whose published works are the “Bible of Motivation”.
Although Maslow himself did not apply his theory to industrial situation, it has wide impact for
beyond academic circles. Douglous Mac Gregor has used Maslow’s theory to interpret specific
problems in personnel administration and industrial relations.

.Higher needs cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a
motivator. This resembles the standard economic theory of diminishing returns. The hierarchy of
needs at work in the individual is today a routine tool of personnel trade and when these needs
are active, they act as powerful conditioners of behavior- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs, safety needs,
social needs, ego needs and self actualization needs, as shown in order of their importance.

Self-
Actualization

Ego Needs

Social Needs

Safety Needs

Physiological Needs
Fig (2.1)

28
The above five basic needs are regarded as striving needs which make a person do things. The
first model indicates the ranking of different needs. The second is more helpful in indicating how
the satisfaction of the higher needs is based on the satisfaction of lower needs. It also shows how
the number of person who has experienced the fulfillment of the higher needs gradually tapers
off.

Physiological or Body Needs: - The individual move up the ladder responding first to the
physiological needs for nourishment, clothing and shelter. These physical needs must be equated
with pay rate, pay practices and to an extent with physical condition of the job.

Safety: - The next in order of needs is safety needs, the need to be free from danger, either from
other people or from environment. The individual want to assured, once his bodily needs are
satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The safety
needs may take the form of job security, security against disease, misfortune, old age etc as also
against industrial injury. Such needs are generally met by safety laws, measure of social security,
protective labor laws and collective agreements.

Social needs: - Going up the scale of needs the individual feels the desire to work in a cohesive
group and develop a sense of belonging and identification with a group. He feels the need to love
and be loved and the need to belong and be identified with a group. In a large organization it is
not easy to build up social relations. However close relationship can be built up with at least
some fellow workers. Every employee wants too feel that he is wanted or accepted and that he is
not an alien facing a hostile group.

Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition,
respect and prestige in the work group or work place such as is conferred by the recognition of
ones merit by promotion, by participation in management and by fulfillment of workers urge for
self expression. Some of the needs relate to ones esteem

e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this means
praise for a job but more important it means a feeling by employee that at all times he has the
respect of his supervisor as a person and as a contributor to the organizational goals.

29
Self realization or Actualization needs: - This upper level need is one which when satisfied
provide insights to support future research regarding strategic guidance for organization that are
both providing and using reward/recognition programs makes the employee give up the
dependence on others or on the environment. He becomes growth oriented, self oriented,
directed, detached and creative. This need reflects a state defined in terms of the extent to which
an individual attains his personnel goal. This is the need which totally lies within oneself and
there is no demand from any external situation or person.

J.S Adams Equity Theory

Employee compares her/his job inputs outcome ratio with that of reference. If the employee
perceives inequity, she/he will act to correct the inequity: lower productivity, reduced quality,
increased absenteeism, voluntary resignation.

Vrooms Expectation Theory

Vroom’s theory is based on the belief that employee effort will lead to performance and
performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The
more positive the reward the more likely the employee will be highly motivated. Conversely, the
more negative the reward the less likely the employee will be motivated.

Two Factor Theory

Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.
X Theory
 Individuals inherently dislike work.
 People must be coerced or controlled to do work to achieve the objectives.
 People prefer to be directed
Y Theory
 People view work as being as natural as play and rest
 People will exercise self direction and control towards achieving objectives they are
committed to
 People learn to accept and seek responsibility.

30
Types of Motivation.

Intrinsic motivation occurs when people are internally motivated to do something because it
either brings them pleasure, they think it is important, or they feel that what they are learning is
morally significant.

Extrinsic motivation comes into play when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades)

Incentives

An incentive is something which stimulates a person towards some goal. It activates human
needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If
one need is satisfied, the other need need arises. In order to motivate the employees, the
management should try to satisfy their needs. For this purpose, both financial and non financial
incentives may be used by the management to motivate the workers. Financial incentives or
motivators are those which are associated with money. They include wages and salaries, fringe
benefits, bonus, retirement benefits etc. Non financial motivators are those which are not
associated with monetary rewards. They include intangible incentives like ego-satisfaction, self-
actualization and responsibility.

31
 INCENTIVES

Financial Incentives Non-financial incentives

- Wages and Salaries. - Competition

- Bonus - Group recognition
- Medical reimbursement - Job security
- Insurance - Praise
- Housing facility - Knowledge of result
- Retirement benefits. - Workers participation.
- Suggestion system.
- Opportunities for growth

Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to drink; it will
drink only if it's thirsty - so with people. They will do what they want to do or otherwise
motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be
motivated or driven to it, either by themselves or through external stimulus. Are they born with
the self-motivation or drive? Yes and no. If no, they can be motivated, for motivation is a skill
which can and must be learnt. This is essential for any business to survive and succeed.

Performance is considered to be a function of ability and motivation, thus:

 Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow and
long process. On the other hand motivation can be improved quickly. There are many options
and an uninitiated manager may not even know where to start. As a guideline, there are broadly
seven strategies for motivation.

32
There are broadly seven strategies for motivation.

 Positive reinforcement / high expectations

 Effective discipline and punishment

 Treating people fairly

 Satisfying employees needs

 Setting work related goals

 Restructuring jobs

 Base rewards on job performance

Essentially, there is a gap between an individual’s actual state and some desired state and the
manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this
gap.

33
 DATA ANALYSIS & INTERPRETATION

1. Is the physical working conditions are taken care by superiors?

A) Yes B) No C) Some time D) Can’t say

s.no Options No.of Respondent percentage

1 Yes 40 40%
2 No 25 25%
3 Some time 25 25%
4 Can’t say 10 10%
Total 100 100

superior take care of the physical working

condition
50%
40%
percentage

30%
20%
10%
0%
Yes No Some time Can’t say
Options

INTERPRETATION:

From the above table the interpretation can be drawn that 40% employees said that
superior take care of the physical working condition, 25% disagreed with the above proposal,
25% said that some time and 10% can’t say.

34
 2. Are you accustomed work under many supervisors for the same nature of work?

A) Yes B) No C) Some time D) Can’t say

s.no Options No. of Respondent percentage

1 Yes 20 20%
2 No 50 50%
3 Some time 30 30%
4 Can’t say 0 0%
Total 100 100

accustomed work under many supervisors

for the same nature of work
60%
50%
Percentage

40%
30%
20%
10%
0%
Yes No Some time Can’t say
Option

INTERPRETATION:

From the above table the interpretation can be drawn that 20% employees said that
accustomed work under many supervisors for the same nature of work, 50% disagreed with the
above proposal, 30% said that some time and 0% can’t say

35
 3. Do you feel to do your duty out of your commitment to job or because of the fear of
survival?

A) Yes B) No C) Some times

s.no Options No. of Respondent percentage

1 Yes 30 30%
2 No 70 70%
3 Some time 0 0%
Total 100 100

feel to do your duty out of your commitment to

job or because of the fear of survival
80%
70%
60%
percentage

50%
40%
30%
20%
10%
0%
Yes No Some time
option

INTERPRETATION:

From the above table the interpretation can be drawn that 70% employees said that feel
to do their duty out of commitment to job, 30% disagreed with the above proposal, and 0% said
that some time .

36
4. Do you feel that working atmosphere is friendly in nature at your work place?

A) Agree B) Disagree C) Agree to some extent D) Can’t say

s.no Options No. of Respondent percentage

1 Agree 20 20%
2 Disagree 50 50%
Agree to Some
3 30 30%
time
4 Can’t say 0 0%
Total 100 100

feel that working atmosphere is friendly in

nature at your work place
60%
percentage

40%

20%

0%
Agree Disagree Agree to Some time Can’t say
option

INTERPRETATION:

From the above table the interpretation can be drawn that 20% employees said that feel
that working atmosphere is friendly in nature at work place, 50% disagreed with the above
proposal, 30% said that some time and 0% can’t say

37
5. Do you feel that you are having a good relation with all your peers and superiors?

A) Very good B) Average C) Below Average D) Low

s.no Options No. of Respondent percentage

1 Very good 50 50%
2 Average 30 30%
3 Below Average 20 20%
4 Low 0 0%
Total 100 100

feel that you are having a good relation with all

your peers and superiors
60%
50%
percentage

40%
30%
20%
10%
0%
Very good Average Below Average Low
option

INTERPRETATION:

From the above table the interpretation can be drawn that 50% employees said that feel
that having a good relation with all their peers and superiors, 30% said that Average with the
above proposal, 20% said that below average and 0% low.

38
 6. Is work distributed in a fair manner in your deportment?

A) Yes B) No C) Some time D) Can’t say

S.No Options No. of Respondent percentage

1 Yes 70 70%
2 No 15 15%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Some time Can’t say

INTERPRETATION:

70 % agreed with the above proposal

15% disagreed with the above proposal

10% May or may not

5% Can’t Say

39
 7. Do you feel that your job is secured?

A)Yes B) No C) Doubtful D) can’t say

S.No Options No. of Respondent percentage

1 Yes 65 65%
2 No 20 20%
3 Doubtful 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
70%

60%

50%

40%

30%

20%

10%

0%
Yes No Doubtful Can’t say

INTERPRETATION:

65 % yes with the above proposal

20% no with the above proposal

10% May or may not

40
 8. Do you feel job enrichment helps in individual development?

A) Agree B) Disagree C) Agree to some extent D) Can’t say

S.No Options No. of Respondent percentage

1 Agree 70 65%
2 Disagree 20 20%
Agree to some
3 5 5%
extent
4 Can’t say 5 5%
Total 100 100

percentage
70%

60%

50%

40%

30%

20%

10%

0%
Agree Disagree Agree to some extent Can’t say

INTERPRETATION:

70 % agreed with the above proposal

20% disagreed with the above proposal

5% May or may not

41
9. “Technology and better work environment leads to more productivity” Do you agree?

A) Agree B) Disagree C) Agree to some extent D) Cant say

S.No Options No. of Respondent percentage

1 Agree 50 50%
2 Disagree 20 20%
Agree to some
3 15 15%
extent
4 Can’t say 15 15%
Total 100 100

percentage
60%
50%
40%
30%
20%
10%
0%
Agree Disagree Agree to some extent Can’t say

INTERPRETATION:

50 % agreed with the above proposal

20% disagreed with the above proposal

15% May or may not

15% Can’t Say

42
10. Have you been informed about the objectives of your organization?

A) Yes B) No

S.No Options No. of Respondent percentage

1 Yes 90 90%
2 No 10 10%
Total 100 100

percentage
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No

INTERPRETATION:

90 % Yes with the above proposal

10% No with the above proposal

43
 11. Whether you are given any incentives / appreciation / rewards by the company when you
do your work?

A) Yes B) No C) Some time D) Can’t

S.No Options No. of Respondent percentage

1 Yes 65 65%
2 No 20 20%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Some time Can’t say

INTERPRETATION:

65 % yes with the above proposal

20 % no with the above proposal

10 % May or may not

5 % Can’t

44
12. Whether the salary package is the main motivating factor to you?

A) Agree B) Disagree C) Agree to some extent D) Can’t say

S.No Options No. of Respondent percentage

1 Agree 50 50%
2 Disagree 20 20%
Agree to some
3 15 15%
extent
4 Can’t say 15 15%
Total 100 100

percentage
60%
50%
40%
30%
20%
10%
0%
Agree Disagree Agree to some extent Can’t say

INTERPRETATION:

50 % agreed with the above proposal

20% disagreed with the above proposal

15% May or may not

15% Can’t Say

45
13. You feel that personal growth is more important that financial growth?

A) Agree B) Disagree C) Agree to some extent D) Can’t say

S.No Options No. of Respondent percentage

1 Agree 70 65%
2 Disagree 20 20%
Agree to some
3 5 5%
extent
4 Can’t say 5 5%
Total 100 100

percentage
70%

60%

50%

40%

30%

20%

10%

0%
Agree Disagree Agree to some extent Can’t say

INTERPRETATION:

70 % agreed with the above proposal

20% disagreed with the above proposal

5% May or may not

46
14. Is your job suffice and challenging?

A) Yes B) No C) Some time D) Can’t say

S.No Options No. of Respondent percentage

1 Yes 65 65%
2 No 20 20%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Some time Can’t say

INTERPRETATION:

65 % yes with the above proposal

20 % no with the above proposal

10 % May or may not

5 % Can’t

47
 15. Whether your work is scheduled by yourself?

A) Yes B) No C) Some time D) Can’t say

S.No Options No. of Respondent percentage

1 Yes 70 70%
2 No 15 15%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Some time Can’t say

INTERPRETATION:

70 % agreed with the above proposal

15% disagreed with the above proposal

10% May or may not

5% Can’t Say

48
16. Are you willing to take additional responsibilities?

A) Yes B) No C) Some time D) Can’t say

S.No Options No. of Respondent percentage

1 Yes 65 65%
2 No 20 20%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Some time Can’t say

INTERPRETATION:

65 % yes with the above proposal

20 % no with the above proposal

10 % May or may not

5 % Can’t

49
17. “In the present competitive business scenario there is no external motivation required; one
has to be on his own”. Do you agree?

A) Agree B) Disagree C) Agree to some extent D) Can’t say

S.No Options No. of Respondent percentage

1 Agree 50 50%
2 Disagree 20 20%
Agree to some
3 15 15%
extent
4 Can’t say 15 15%
Total 100 100

percentage
60%
50%
40%
30%
20%
10%
0%
Agree Disagree Agree to some Can’t say
extent

INTERPRETATION:

50 % agreed with the above proposal

20% disagreed with the above proposal

15% May or may not

15% Can’t Say

50
18. Have you been informed about the objectives of your department?

A) Yes B) No C) Some time D) Can’t say

S.No Options No. of Respondent percentage

1 Yes 70 70%
2 No 15 15%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100

percentage
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Some time Can’t say

INTERPRETATION:

70 % agreed with the above proposal

15% disagreed with the above proposal

10% May or may not

5% Can’t Say

51
 FINDINGS

1. The study examines the readiness for employee empowerment in six aspects, namely
effective Communication, Value of people, Clarity, Concept about power, Information and
Learning.

2. A perusal of data pertaining to combination makes us to conclude that the Executives have
agreed to the effective down ward communication flow, which is a prerequisite for
empowerment.

3. However, in respect of concept about power, they are somewhat agreed to share the power.
As far as information sharing with lower rungs is concerned, they are very positive.

4. As far as clarity is concerned, the executives are somewhat agreed i.e., neutral.

52
 SUGGESTIONS

The conclusions so far drawn from the study tempts to offer the following suggestions for
making the organization ready for empowerment. The conclusions drawn above convince
anybody to identify the following areas to chart out training programs for the executives to make
them completely ready for empowerment

1. A general training program covering the importance of and need for employee empowerment
in the light of global competition is to be designed in brainstorming session involving
internal and external experts.

2. The present study identifies the following areas in which training is to be undertaken.

 A training program may be undertaken for Executives in general and to Senior Executives in
particular to convince and make them accept the empowerment concept.

 Executives working in technical areas to be trained effectively in the areas of their role and
interpersonal dependence and relations to make empowerment more fruitful.

3. A training program may be undertaken about "Shared Leadership" which brings high morale
and high productivity and makes the empowerment a success. The subordinate staff that is
going to be empowered must be ready to take up this responsibility. A study is to be
conducted among the subordinate staff to find out their readiness to discharge the new roles
under this empowerment program. This helps in identifying the training areas, to make the
subordinate staff completely ready for undertaking empowerment.

53
 CONCLUSION

1. The present chapter makes an attempt to draw some conclusions. It should be confessed
here that the investigator is conscious of the limitations of the study and the conclusion
drawn on the basis of the sample from a single unit cannot be generalized about the entire
manufacturing sector.

2. The study examines the readiness for employee empowerment in six aspects, namely
effective Communication, Value of people, Clarity, Concept about power, Information
and Learning.

3. A perusal of data pertaining to combination makes us to conclude that the Executives

have agreed to the effective down ward communication flow, which is a prerequisite for
empowerment. With regard to value of people, the analysis leads to the conclusion that
the Executives give a reasonable value to the Human Resources in the Organization.

54
 QUESTIONNAIRE

Name:…………………………………………………….
Age:………………………………………………………
Gender:……………………………………………………
Designation:……………………………………………….
Place of work:……………………………………………..
Qualification:……………………………………………….
Experience:………………………………………………….

1. Is the physical working conditions are taken care by superiors?

A) Yes B) No C) Some time D) Can’t say
2. Are you accustomed work under many supervisors for the same nature of work?
A) Yes B) No C) Some time D) Can’t say
3. Do you feel you do your duty out of your commitment to job or because of the fear of
survival?
A) Yes B) No C) Some times
4. Do you feel that working atmosphere is friendly in nature at your work place?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
5. Do you feel that you are having a good relation with all your peers and superiors?
A) Very good B) Average C) Below Average D) Low
6. In your department work is distributed in a fair manner?
A) Yes B) No C) Some time D) Can’t say
7. Do you feel that your job is secured?
A) Yes B) No C) Doubtful D) can’t say
8. Do you feel job enrichment helps in individual development?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
9. “Technology and better work environment leads to more productivity” Do you agree?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
10. Have you been informed about the objectives of your organization?
A) Yes B) No C) Some time D) Can’t say

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11. Whether you are given any incentives / appreciation / rewards by the company when you do
at your work?
A) Yes B) No C) Some time D) Can’t
12. Whether the salary package is the main motivating factor to you?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
13. You feel that personal growth is more important that financial growth?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
14. Is your job suffice and challenging?
A) Yes B) No C) Some time D) Can’t say
15. Whether your work is scheduled by yourself?
A) Yes B) No C) Some time D) Can’t say
16. Are you willing to take additional responsibilities?
A) Yes B) No C) Some time D) Can’t say
17. “In the present competitive business scenario there is no external motivation required; one
has to be on his own”. Do you agree?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
18. Have you been informed about the objectives of your department?
A) Yes B) No C) Some time D) Can’t say

56
 BIBLIOGRAPHY
BOOK AUTHOR PUBLISHER

Labour Trade Unionism and Punekar.S.D Himalaya Publishing

Industrial Relations

Research Methodology Methods Kothari C.R New age international

and techniques

Anniversary issue 1995 Business Today BUSINESS TODAY

Empowerment Demystified Daine Tracy DALAL STREET

JOURNAL 1994

Web sites:

www.gartner.com

www.themanagementor.com

www.google.com

www.hr.com

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