DEEPTHI

A PROJECT REPORT ON EMPLPOYEE MOTIVATION IN TECUMSEH PRODUCTS PVT LTD By Ms.B.
PRADEEPTHI (09671E0026) 2009-2011
MASTER OF BUSINESS ADMINISTRATION J.B. INSTITUTE OF ENGINEERING & TECHNOLOGY Moinabad R.R. Dist. A.P.
CERTIFICATION
This is to certify that the Project Report titled EMPLOYEE MOTIVATION submitted in partial fulfilment for the award of MBA Programme of Department of Business Management, JNTU Hyderabad, was carried out by B.PRADEEPTHI under my guidance. This has not been submitted to any other University or Institution for the award of any degree/diploma/certificate.
Mrs.Vijetha,
ASST. PROF., Department of Business Administration, J.B. Institute of Engineering & Technology Moinabad.
Mr. Rajesh Pershad,

ASSOC. PROF. & HEAD, Department of Business Administration, J.B. Institute of Engineering & Technology, Moinabad.
DECLARATION
In the under signed below declare that the project report fitted A study on EMPLOYEE MOTIVATION is written and submitted me under the guidance of Mrs.VIJETHA . The empirical findings in the report are based on the data collected by me during the summer placement training program and also that the matter presented here is not a reproduction of any other source and it is an original work done by me. I here by understand that only such coping is liable to be punished in any way by the university authorities deem fit.
B.PRADEEPTHI Reg No: 09671E0026 Batch: 2009-2011
Place:Hyderabad Date:
ACKNOWLEDGEMENT
I wish to express my sincere thanks to Mr.VARAPRASAD, welfare officer who have given me the permission to do the project and also for helping me during the project.
I am also thankful to Mrs.vijetha, Internal Guide who have provided valuable time and effort for guiding me for the completion of this report.
Finally, I would particularly like to express my gratitude to Mr.Rajesh Pershad, HOD who have been a tremendous help and encouragement to accomplish this project work. I also extend my gratitude to my beloved parents and friends for this untiring efforts in guiding me.
Date: Place: Hyderabad B.PRADEEPTHI
CONTENTS
CHAPTER 1 Introduction 1 CHAPTER - 2 Literature Review 12 CHAPTER - 3 Company Profile 25 CHAPTER - 4 Data analysais & Interprtation 47 CHAPTER 5 Findings Suggestions Conclusions Questionnaire 64 Page No.
BIBLIOGRAPHY9
CHAPTER 1
INTRODUCTION Motivation: Motivation is defined as an internal drive that activates behavior and gives its direction. The word motivation is coined from the latin word movere, which means to move. The term motivation theory is concerned with the processes that describe why and how human behavior is activated and detected. It is regarded as one of the most important areas of the study in the field of organizational behaviour. There are tow different categories of motivation theories such as content theories and process theories. Content theorie is also known as need the theorie of motivation, mainly focuses on the internal factors that energize and direct human behaviour. Another type of motivation theory is process theory process theories of motivation provide an opportunity to understand thought process that influence behavior. Reinforcement theory is concerned with controlling behaviour by manipulating its consequences. Motivation is the cornerstone t any organization, without motivation from employee or employers an organization will struggle to complete, especially in times of economic uncertainty. This section will give an understanding of motivation in the work place and some of the theories behind motivation.
DEFINITION OF MOTIVATION.
1) 2) 3) Desires and needs that inspire behaviour. Internal state or condition that activates behaviour and gives it direction. Desire or want that energizes and direct goal-oriented behaviour.
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4) 5)
influence of needs and desires on the intensity and direction of behaviour. MC Grogors which is known as the theory of X and theory (theory Z)
MEANING OF MOTIVATION.
Motivation has been defined in numerous ways one of the best is motivation is the force of acting either on or within a person to initiate behaviour. In the field of psychology, human motivation has long been studied as a way to explain an individuals behaviour. An individuals motives can be described as primary, or basic and secondary, or learned from experience, primary motives are not leaned but are common to animals and human beings. Motivation is the driving force which allows us take action on our desire and goals. We should build up these learning experiences within our thoughts so when we endure more obstacles, we are more prepared. When we use our motivation to work through obstacles in our life, we use a positive personal attribute and we benefit from the experience as do those around us. In life obstacles which build our character, allow us to grow, give strength move on. Motivation is positive in nature and others are not only attracted to it, they are also inspired by it. They respect us for it. It also allows us to overcome any negative obstacles and is an essential part of our life.
MORALE: The word morale is used in many different contents, usually to describe the mood of a group of people but moral egos deeper than just a general feeling among a populance . It also alludes to a sense of purpose and usefulness. Morale is an intangible concept that refers to how positive, supportive a group or individual feels towards the organization to which its belongs. Physiological state of a person as expressed itself confidence, enthusiasm and / or loyabily to a cause or organization.
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Moral or spirit de corps is an intangible that refers to the ability to a group of people to maintain confidence in an institution, goal or practice. It a specific group which can be as large as a nation or the employees of a company, to as small as a neighbourhood or family has faith it is moving in the right direction, then morale is said to be high or goal. If the group begins to loosing faith, i.e when moral becomes low or bad, moral is not related to morality or knowing the difference between right or wrong.
DEFINITIONS OF MORALE: Condition of confidence, enthusiasm and good cheer, esp, in face of hardship. According to navis, moral is a mental condition of groups & individuals. which determines there attitude. According the encyclopedia of management motivation refers to the degree of readiness an organism posses some designated goal, and implies the determination of the nature and locus of the forces, including the degree of readiness. Meaning of morale:- moral is an impprecise term. It is related to the moral qualities of the individual (indeed, in earlier times it was often spelt moral) may be defined in the words of individual efforts to enhance the effectiveness of the group in accomplishing the task in hand. High group moral, or cohesion, is the product in large part of good moral experienced by members of that unit. The state of moral of a large formation such as an army is the product of the cohesion of its constituent units. Being attentive to the moral of the troops does not a automatically one as a successful commander.
Moral is internal feeling and it is inspired by the environment. Moral can be defined as the total satisfaction derived by an individuals from his job, his work group, his superior, organization, he works for and the environment, it generally relates to the feeling of individuals comfort, happiness and satisfaction. In short moral includes employees attitude on and specific reaction to their job.
RESEARCH METHODOLOGY Data collection for any statistical enquire the collection of data or information is done to principle sources identically i..e., by primary source & secondary sources. Primary: Primary data are those which are collected a fresh and for the first time. Primary data is collected through interaction. By theory and interacting the form is enclosed. The questions which are asked in the interaction are in theoryactical way. Secondary: Most of the data used for study is secondary in nature. Websites Library.
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Bguide etc.,
SCOPE OF THE STUDY Programmes and also discusses management ideas that can be utilized to innovate the employees motivation. It helps to provide insights to support future research. Motivation work a managers leadership style can have a positive or negative impact an employee motivation. A manager or supervisor can influence individual therefore, managers must pay attention to the next higher level of needs in other to motivate employers if there is a change in behavior. To satisfy those needs and aspirations becomes available to the persons. Employee motivations is one of the major issue faced by every organization. It requires everyone to be motivated at work. Things become difficult, frustration it also needs good level of moral at work place. Some of needs are physiological, and some are related to social values. When moral is high & partners are motivated, there is great chance of success. The scope and period of study is restricted to TECUMSEH Balanagar. Hyderabad. The scope is limited operations of TECUMSEHs department, and the system followed in TECUMSEH for motivation the employees in their respective. Work areas the techniques and tools which are using by the management to the employees towards achieving the individual and organizational goals. The data is collected from TECUMSEH, Hyderabad unit
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with the help of interaction with the staff and workers of TPIPL and with the superior of the manager and above.
OBJECTIVE OF THE STUDY To study the Incentives schemes provided by the organization . To study the level of satisfaction of the employees regarding their incentive schemes . SAMPLE SIZE: Sample size is 70 LIMITATIONS OF THE STUDY TECUMSHE Company has not provided us to go in the Questionary way, they had given us details of schemes which are implemented in the organization to employees. Company had provided limited data view about the organization. DIFFERENCES OF MOTIVATION & MORALE While motivation is an internal psychological drive of an individual which urges him to behave in an specific manner, moral is more of a group scenario. Higher motivation often need to higher moral of employees but high moral does not essential results in greatly motivated employees as to have a positive attitude towards all factors of work situation may not essentially force the employees to work more efficiently. While motivation is an individual concept, moral is a group concept, thus, motivation takes into consideration the individual difference among the employees and moral of the employees can be increased by taking those
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factors into consideration which influence group scenario or total work settings. Motivation acquires primary concern in every organization, while moral is a secondary phenomenon because high motivation essentially leads to higher productivity while high moral may not necessarily lead to higher productivity. Things tied to moral are usually things that are just part of the work environment and things tied to motivation are tied to the performance of the individual. TOOLS AND TECHNIQUES. POWER MOTIVE: The leader has this motive if he is interested in influencing others. PERSONALIZED POWER MOTIVE: Leaders with a personalized power motive seek power mostly to further their own interests. They crave the trappings of power, such as status symbols, luxury and money. SOCIALIZED POWER MOTIVE: Leaders with this motive use power primarily to achieve organizational goals or a vision. In this context the term socialized means that the leader uses power primarily to help others. DRIVE AND ACHIEVEMENT MOTIVE: This motive refers to a propensity to put forth high energy into achieving goals and to persistence in applying that energy. Drive also includes achievement motivation finding joy in accomplishment for its own sake.
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STRONG WORK ETHIC: Leaders with a strong work ethic have a firm belief in the dignity of work and are well motivated because they value hard work. organizational leader believe that the group task is worthwhile. TENACITY: This is motivational characteristic of a leader who is better at overcoming obstacles. This refers to a strongly developed sense of purpose and a willful determination to achieve what he wanted. The central ingredient of this motive is purpose. TOOLS: The first tools is to raise the bari, where the workplace should demand high quality service from its staff. This will help to bread pride, professionalism, morale, commitment and unity. This helps the
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CHAPTER 2
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LITERATURE REVIEW HOW TO MOTIVATE: What is motivation? Motivation is difficult to explain and even harder to turn on in people Webster defines motivation as an act or process of motivating; a force stimulus, or influence: incentive or drive (Motivation). The study of motivation helps manager understand what prompts people to initiate action, why they persists in their action overtime. Over the years many theorist have studed the human condition of motivation, and learned various techniques to help managers figure out what makes employees seek to attain higher knowledge, wealth, prosperity, and happiness in there work. One most important theorist is Abraham Maslow; he carried out his investigation into human behavior and developed the hierarchy of needs. There are five sets of goals which may be called basic needs suggested by Maslow they are: PHYSIOLOGICAL, SAFETY BELONGINGNESS, ESTEEM, and SELF ACTUALIZATION. In this books he also examined two models called Theory X and Theory Y.
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PHYSIOLOGY:Physiological it includes basic emotional needs of self (Existence) There are nine basic human needs: 1) Security 2) Adventure 3) Freedom 4) Exchange 5) Power Physiological needs are basic needs for the body. Such as food shelter drink rest. Human strives to reach the highest levels their capabilities. People seek the frontiers of creativity and strive to reach the highest level and below were lebeled by other psychologists as fully functioning or possessing a healthy personality. 6) Expansion 7) Acceptance 8) Community and 9) Expression
SAFETY NEEDS: It their physical needs relatively satisfied the individual safety needs take precedence and dominate behaviour these needs have to do with peoples yearning for a predictable orderly world in which perceived unfairness and inconsistency are under control, the familiar frequent and the unfamiliar rare. Safety & security needs include. 1) 2) Personal security Financial
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3) 4)
Health * wellbeings Safety net against accidents illness and their adverse impact.
LOVE & BELONGING After physiological and safety needs are fulfilled, the third layer of human needs are social and involve feeling of belongingness. This aspect of Masllows hierarchy involves emotionally based relationships in general, such as friendship, intimacy, family. In absence of these elements many people become susceptible to loneliness, social anxiety and clinical depression. This need belonging can often overcome the physiological and security needs on the strength. SELF ESTEEM: Is a term used in psychology to reflect a persons overall evaluation or appraisal of his or and emotions such as triumph, despare, pride and shame. Self esteem is distinct from self-confidence and self-efficacy, which involve beliefs about ability and future performance. The original definition presents self esteem as a ration found by dividing ones successes in areas of life of importance to a given individual by the failures in them or ones success / pretension. 1) Self esteem as a basic human need i.e., it makes an essential contribution to the life process, is indispensable to normal & healthy self development and has a value for survival. 2) Self-esteem as an automatic & inheritable consequence of the sum of individuals choices in using their consciousness. 3) Some thing experienced as a part of, or background to, all of the individuals thoughts, feelings and actions.
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Self esteem is a concept of personality, for it to grow, we need to have self worth, and this self worth will be sought from embracing challenges that result in showing of success. Many early theories suggested that self-esteem that self-esteem is a basic human need or motivation. According to Maslow, without the fulfillment of the self esteem need, individuals will be driven to seek it and unable to grow and obtain self actualization. SELF ACTUALIZATION: Is a term that has been used in various psychology theories, often slightly different ways. The tendency to actualize itself as fully as possible is the basic drive that drive of self-actualization. A more explicit definition of self-actualization according to Maslow is intrinsic growth of what is already in the organism or more accurately of what is the organism itself self-actualization is growth motivated rather than deficiency motivated. The people who have reached self-actualization are. They embrace reality and facts rather than denying truth. They are spontaneous. They are focused on problems it includes basic emotional. SOCIAL VALUES: It means social learning (or observational once the physiological needs and safety needs are reasonably satisfied, social needs such as needing acceptance, giving and receiving affection and belonging becomes things that people want. The social values orientations also refers to social motives, social values or value orientation is a social psychology motivational theory or choice
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behaviour in game situation advance by David M. Messick and Charles G.MC. Clintock in 1968. ACCORDING TO THEORY X AND THEORY Y. Douglas MC. Gregor proposed two distinct views of human beings one basically negative, labeled, theory X and other basically positive, labeled, after viewing the way manager dealt with employees, he concluded that a managers view of the nature human beings is based on some assumption and that he or she hence mould his behaviour towards sub-ordinates according to these assumptions. ACCORDING TO THEORY X Employees inherently dislike work and whenever possible will attempt to avoid. Since employees dislike worm they must be co-erased & threatened with punish to achieve goals. Employees will avoid responsibilities and seek formula direction whenever possible. Most workers place security, above all other factors associated with work and will display little ambition. ACCORDING TO THEORY Y Employees can view work as being as rest of play. People will exercise self direction & self control, it they are committed to the objectives. The average person be learn to accept, even seek responsibilities.
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The ability to make innovative decision is widely dispersed through out the population & is not necessarily the soul promise of those in management problems. Jim cleammer (2004), a writer and motivational speaker states when confronting morale problems, manager will often succumb to the victims virus and blame the declining work ethic, attitudes of entitlement, softening values the welfare state, or any number of societal factors. But these factors which are mostly are more imagined than real. PROBLEM WHILE INTERACTING WITH PEOPLE: The work outlined is in seven different learning style, including linguistic, mathematical logical, bodily kinesthetic, spatial, musical, interpersonal and intrapersonal. The interpersonal and intrapersonal learning style stood out for being centered on levels of interaction and reflection in education settings. People prefer different hairstyles, clothings styles, managerial styles and music styles; feel much more natural & comfortable acquiring information in ways that fit my preferred Styles of learning. People learn and process information I different ways for decades, education researchers designs models that differentiate how people often to harder to understand they describe. The basic problem in interacting with other people namely, those with an interpersonal personality. The first and most important action to take is to realize you have a problem. Once you have addressed the issue you sit down to map out or describe the process to evaluate the information you gathered. Mind mapping is a choice recommend, by sitting down and writing out the problem can branch out to find where the main concern is. This is also way to make priority what in life is important to you. Take a glance to see how this can benefit you this also reminds you that you have something to believe when
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things go wrong. This can take you away from the harsh reality of life and give you some time for yourself.
TEAM WORK: Team working has been viewed as an effective way of improving the performance effectiveness and quality of working life in organization. Select an organization that is important to you, preferably, relating to you work environment. Critically analyze and discuss the actual practice of how Team working is implemented in the organization. What team working approach effectiveness of the organization selected. The essay examiner the litterateur on team work and analyses how teams can enhance the performance of the company. Various theories on teams and team building are studied with a particular emphasis on how teams can make the organist ion more competitive. There are many different and liable response to this question. Many argues. Against the motion of term work in todays corporation. Other argue the top management alone should control every aspect of operations. Lower level employees should safety be responsible for decision making within their groups. Finally my opinions about the positive and negative aspects of teamwork. I believe that many people in a team cause the connections between the team members to hard to make, ultimately destroying the team. Seven to nine members must be in the team work. Team leader should keep the team in a right way to the right reason. Team work is in a right way to the right reason. Team work is crucial and matters of-factly a situation of life and death if a team isnt functioning properly. Successful shuttle launches depends on communication from each member of a team. Team building includes: -
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Reconciling differences between group members. Reducing tension through humour. Keeping communication channels open. Modifying personal views in the interests of group cohesion.
TASK BEHAVIOUR Making suggestions, defining problems. Seeking or giving information. Clarifying, interpreting & summarizing ideas. Seeking or taking decision. As a way of accommodating the preparatory work, it is helpful to describe the process symptoms that arises when teams are seduced by the task. Not only does it help them to understand the model, it also legitimizes their concerns about the team. By asking each member in turn to read out their comments on the team, on the concern, but instead, to assign it to one of the three areas tasks, group or individual. PERCEPTION MOTIVATION LEADERSHIP Organizational management is a widely developed process which includes activates such as planning, leading, controlling and coordinating. Plenty psychological concepts are involved in analyzing the organizational behavioural and the relationship between the members of one. However, the motivation and leadership discuss the role of perception, motivation and leadership in relation to, to the given study. This situation deservers to be
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analyzed according to the main concepts which are involved in the organizational management. Literature give us several indications an how transformation leadership increases success in groups and organizations. the specific performance criteria, but on particular situational Conditions. The effects of transformationals leadership in organization seem to depend largely not only on
LEADERSHIP MOTIVES Effective leaders, as opposed to non-leaders and less effective leaders, have frequently been distinguished by their motives and needs. In general, leaders have an intense desire to occupy a position of responsibility for others and to control them. The motives are: Power motive. Drive and achievement motive Strong work ethic Tenacity. POWER MOTIVE: Effective high power leadership have three dominant characteristics motives: They act with vigor and determination to exert their power. They invest much time in thinking about ways to alter the behaviour and thinking of other and
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They care about their personal standing with those around them. Power is used for the sake of the power holder (personalized power motive) or for helping others (socialized power motive) PERSONALIZED POWER MOTIVE Leadership with a personalized power motive seek power mostly to further their own interests. They crave the trappings of power, such as status symbols, luxury and money. Some leaders with strong personalized power motives typically enjoy dominating others. Their need for dominance can lead to submissive subordinates who are frequently sycophants an yes persons.
SOCIALIZED POWER MOTIVE: It is important not to draw arigid line between leaders with personalized power motives and those with socialized power motives. Leaders with a socialized power motive use power primarily to achieve organizational goals or a vision. The term socialized means that the leader uses power primarily to help others. Leaders with socialized power motives. Tend to be more emotionally nature. DRIVE AND ACHIEVEMENT MOTIVE: Leaders are known for their strong effort achieving work goals. The important of strong motivation for leadership is well accepted. Person with a strong achievement motivation has Consistent desire to Achieve through ones own efforts and take responsibly for success or failure.
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Take moderate risks that can be handled through ones own efforts. Receive feedback on level of performance. Introduce novel innovative, or creative solutions. STRONG WORK ETHIC:Effective leaders typically have a strong work ethic, a firm belief in the dignity of work. People with a strong work ethic are well motivated because they value hard work. A strong work ethic helps the organizational leader believe that the group task is worth while. They are making possible for thousands. Of families to eat nutritious food. TENACITY:A final observation about the motivational characteristics of
organizational leaders is that they are tenacious. Leaders are better at overcoming obstacles than are non leaders. Tenacity multiplies in importance for organizational leaders because it takes so long to implement a new program or consummate a business deal such as acquiring another company. TYPES OF MOTIVATION: Achievement Motivation: - It is the drive to pursue and attain goals. An
individual with achievement motivation wishes to achieve objectives and advice up on the leader of success. Here, accomplishment is important for its own shake and not for the rewards that accompany it. It is similar to the Japanese management. AFFILIATION MOTIVATION: -
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It is a drive to relate to people on a social basis persons with affiliation motivation perform work better when they are complimented for these favourable attitudes and cooperation COMPETENCE MOTIVATION It is the drive to be good at something, allowing the individual to perform high quality work. Competence motivated people seek job mastery, take pride in developing and using their problem solving. Skills and strive to be creative when confronted with obstacles. POWER MOTIVATION: It is the drive to influence people and change situations. Power motivated people wish to create an impact on their organizations and are VEILING to take risks to do so. ATTITUDE MOTIVATION Attitude motivation is how people think & feel. about the future and how they react to the past. INCENTIVE MOTIVATION: It is where a person or a team reaps a reward form an activity. It is you do this and you get that, attitude. It is the type of awards and prizes that drive people to work a little harder. FEAR MOTIVATION: Fear motivation coercion a persons to act against will. It is instantaneous and gets the job done quickly. It is helpful in the short run. MOTIVATION DIFFERENT PEOPLE IN DIFFERENT WAYS
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It is there self
confidence, there belief in themselves there attitude to life. It is how they feel
Motivation is not only in a single direction i.e. downwards. In the present scenario, where the workforce is more informed, more aware educated and more goal oriented, the role of motivation has left the boundaries of the hierarchy of management. Apart from superior motivating and subordinate encouragement and support to colleague as well as helpful suggestions o the bright time, even to the superior, brings about a rapport at various work levels. Besides, where workforce is self motivated, just the acknowledgement of the same makes people feel important & wanted. In todays growing society, long working hours daily plague the average dual employed family which may lesion quality family time, and more important eliminate and exercise schedule. Although eating the right foods and taking daily vitamins are essential for continued health, strength, and growth the problem resides in lack of physical activity because of time constraints that ma lead to obesity. According to webmd, there are several factors that may contribute to obesity such as physical activity, age, gender, genetics, psychological, illness, and medication
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CHAPTER-3
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COMPANY PROFILE
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED is an ISO 14001 and 9001 certified, American based multinational company, which has core expertise in manufacturing hermetically sealed compressors. Tecumseh India is a 100% subsidiary to Tecumseh Products Company (TPC), USA, which is the worlds only full line, independent manufacturer of compressors. TPC has 29 manufacturing locations in 4 continents. In India the company has 20 sales offices and an extensive network of over 200 dealers and more than 600 registered small scale manufacturers. TECUMSEH India is the preferred supplier to the whos who of the AC & R industry in India and in the Middle East, SAARC countries. Tecumseh India is headed by Mr. S.Vipin Sondhi, the managing director and employs about 2500 people. Tecumseh India is largest merchant manufacturer of compressors in the country catering to all three segments of air conditioners, domestic and commercial refrigeration and is leading player with a growing Indian market for compressors. Tecumseh Products Company invested $80 million in Indian operation known as Tecumseh Products India Private Ltd. (TPIPL). TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global engineering needs. The company was originally established in 1963 under the name of USHA Refrigeration Industries Ltd (URIL) by Lala Charath Ramji who was from a renewed industrial family of DCN and Coromandal Group of
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Companies. URIL manufactures compressors for Water Cooler, Air Conditioner and Air Coolers. In 1970, the URIL was changed to Shriram Refrigeration Ltd. and the business was diversified towards manufacturing of diesel engines and water coolers. Shriram industries played a great role in the field and captured more than 50% of the market share in India. Shriram industries also kept its hands in international trade and were successful in exporting their products to the neighboring countries Nepal and Bangladesh. In 1980 Lala Charath Ramjis son Mr. Siddharth C Shriram became the chairman cum managing director of the company. The period saw sea change in industrial policy, which resulted in a great change in industrial sector. In the process of survival, Shriram went to tech collaboration with Westing House US and was named as SIEL compressors. SIEL compressors were the first Indian company to manufacture compressors. Later Westing House stopped manufacturing compressors and SIEL went in to technical collaboration with Tecumseh Products Company USA in 1988 was named as TECUMSEH PRODUCTS INDIA PRIVATE LIMITED. PLANTS OF TPIPL: TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global engineering needs. Hyderabad plant: The Hyderabad plant is located on sprawling 54 acre land at Balanagar. Industrial belt 15 km away from Hyderabad city. At Hyderabad Plant, they manufacture compressors for air-conditioning from 1200 BTU to 60,000 BTU and also compressors for deep freezers, bottle coolers and water coolers which are considered to be worlds no.1 in the 150 million compressor market a year. The Hyderabad plant has a capacity of manufacturing more than 3000 units per
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day. It has a technology development centre with full Research and Development facility. The plant is also supported by two service centres: A W Service centre and M C Service centre. The Hyderabad plant has six regional sales offices, among which four are located in metropolitan cities like Delhi, Mumbai, Chennai, and Calcutta while the remaining two are at Ahmedabad and Secunderabad. Besides these there are branch offices and depots located in prime cities across the country. It also has a network of about 177 dealers across the country and is preferred suppliers to key OEMs (Originally Equipment Manufacturers) like Voltas, AMTREX, LG, Blue-star and Godrej, Videocon, Fedders Lloyd, Hitachi etc. TPIL Hydreabad plant was successful in getting the ISO 9001 Certification for maintaining quality of the compressors in 1994, and for ecofriendly environment maintenance the company has got ISO 14001 certification. The management has started development activities in the following areas: Tree plantation Rain water harvesting is to increase the ground water level and TPIPL has the distinction of being the first organization in this regard. Vermiculture is the process of converting canteen food wastage to natural manure. Departments of Tecumseh Products India Pvt. Ltd., Human Resource Development Welfare Department Attendance and Pay Office (A & PO) Electronics Data Processing (EDP) Provident Fund and Credit Cooperative Society (PF & CCS) Maintenance and Engineering Department
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Quality Development of AW Assembly A W Machine shop
A W Press shop Dispensary Canteen Chemical and Technological Laboratories
Tecumseh Products India Pvt. Ltd., Hyderabad has a total of 766 permanent employees as on which includes Officers - 172 Staff & workers - 376
BALLABGARH PLANT: At Ballabgarh , Haryana TPIPL has invested Rs. 200 crores for manufacturing of Non-CFC compressors. The Ballabgarh plant is one of best compressors manufacturing unit in Asia. The plant is extended on 21 acre land on the Delhi Mathura National highway. The plant has a capacity to manufacture 25000 units per month. Workplace improvements (5-S Philosophies) Creativity club KRAS (improvements /suggestions) Variable earnings sharing of value addition Agreement process organization needs Non conformance reporting /audits
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Open house / communication meeting Team assessment and feedback Changing life styles.
To provide comprehensive solutions to customer in the field of cooling while providing autonomous working environment for employees, to tap their creative potential, bring out the best in them and optimizes stake holder returns. Tecumesh products India Pvt. Ltd., Mission: To be recognized as the world leader in the supply of refrigerator and air conditioning compressors. To provide our customer superior products and services. To create an environment in which our employees can grow to their full potential and make difference. To provide superior value to our stake holders. To be driven to reach the highest possible standars of excellence in all our endeavors. Nothing will be done to compromise our integrity.
Tecumesh products India Pvt. Ltd., Quality Policy; Committed to total customer satisfaction by meeting their evolving needs, expectations and aspirations stated, implied or latent. Striving to provide products and service of global quality standards and to reach a position of leadership in the field of operations, setting new values.
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Continuous improvement across the organization and up-gradation of product, technology and process supportive environment, at least cost to society shall be the means to achieve the goals. The approach will be through proper systems and procedures and total involvement of employees, vendors and other business associates.
the vision of Tecumseh India is to be a serene green and eco-friendly cooperation carrying out all its operations contributing to preservation of environment and natural resources of the benefit at large. Among others this can be achieved through. Allocation of company wide priority for sustainable development with total involvement and commitment. Evaluation and up gradation of current technologies, products and raw materials for minimization, handling and disposal of solid, liquid and gaseous wastes. Realization of tangible objectives and targets set for continual improvement to control and prevent pollution and conserve resources. Legal compliance and going beyond setting new standards. Meeting international expectations such sa Montreal Protocal, 1987 in phasing out CFCs refrigerants in our compressors. Training and Propagation of Knowledge on environment . Tecumesh products India Pvt. Ltd., Key Business Objective: Set the world industry standard of excellence for customer satisfaction. Achieve total quality. To attain and surpass global quality and reliability standards for our products.
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Maintain clear technology leadership. Market share leadership with focus on customer needs. Meet business and financial commitments.
TECUMESH PRODUCTS INDIA PVT. LTD., SEVEN DEADLY SINS: 1. 2. 3. 4. 5. 6. 7. Inconsistent products Quality Slow response to market place Lack of innovative and competitive products Uncompetitive cost structure Inadequate employee involvement Unresponsive customer service Ineffective source allocation
CERTIFICATIONS Tecumseh Products Companys (TPC) global vision of providing comfort, Health and convenience to millions worldwide. Gives and impetus for the companys steady diversification into new frontiers. A and today, this cooling giants products are available in over a 100 countries across the globe. The Technology Development Center (TDC) at Tecumseh India engages in R & D of Compressor Technology. Its Customer Services Center (CSC) constantly tries to look in to the problems faced by its customers. The center constantly does competitor analysis i.e. comparison of competitor products with that of Tecumsehs and improvising on the Technology.
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POLICIES QUALITY POLICY: Committed to total customer satisfaction by meeting their evolving needs, expectations and aspirations stated. Striving to provide products and service of global quality standards and to reach a position of leadership in the field of operations, setting new values. Continuous improvement across the organization and up gradation of product, technology and process supportive environment, at least cost to society shall be the means to achieve the goals. The approach will be through proper systems, procedure and total involvement of employees , vendors and other business associates.
ENVIRONMENTAL POLICY: The vision of Tecumseh India is to be a serene green and eco-friendly cooperation carrying out all its operations contributing to preservation of environment and natural resources for the benefit at large. This can be achieved through Allocation of company wide priority for sustainable development with total involvement and commitment. Evaluation and up gradation of current technologies . products and raw material for minimization handling and disposal of solid, liquid and gaseous wastes. Realization of tangible objectives and targets set for continual improvement to control and prevent pollution and conserve resources.
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CANTEEN Subsidized food is provided for all categories of employees. Healthy food is supplied to the employees on all working days. 250 persons can take lunch at a time. Break fast and tea are provided in the morning. Employees can go to canteen only during the specified timings. FESTIVALS: Dussera Puja is celebrated with great joy. Puja material shall be supplied to each department. Coconut and sweet packet from a renowned shop shall be given to every employee. ANNUAL DAY CELEBRATIONS: Every year Annual day is observed on 30th June or any date agreed by Union and Management depending upon the production exigencies. On the eve of this, Cultural Programmes, Sports and Games are organized, prizes are given to winners. On the same day employees with outstanding attendance record and long service will be felicitated with Special awards. All the employees and families are invited for dinner and followed by distribution of sweets. PICNIC Company provides picnic subsidy @ Rs.200/- [Rupees Two hundred only] for each employee for the departmental Picnic once in a year. WELFARE FUND: The incentive received from the Postal Department towards the subscriptions against the monthly savings schemes will be credited to this account. Also fines collected from Staff and Workers against late comings would also be credit to this fund. Certain amounts out of this fund will be paid to any employee (staff/ worker) who is on long loss of pay leave on medical grounds.
MEDICAL ADVANCE: The Management would sanction at its sole discretion a medical advance of up to Rs.50000/- to any employee who had to incur heavy expenses towards medical
38
treatment of self and dependents. This is recoverable along with interest @ 5% p.a. COOPERATIVE CREDIT SOCIETY There is a well-established credit society catering the financial needs of the employees. The Management nominates the president of this society and the Management provides complete infrastructure. UNIFORM: Two pairs of uniform, one pair of shoes and three pairs of socks shall be supplied to all employees except to the officers of commercial departments. All employees who were issued the uniform are expected to come to Factory strictly in uniform. BENEVOLENT FUND: This is applicable only for staff and workmen. Re.1/- per month shall be deducted from the salary of all staff and workers. The Management would contribute equal amount. In the case of death of the employee an amount of Rs.5000/would be paid to the dependent towards funeral expenses. In the case of death of spouse and children, an amount of Rs.500/- would be paid to the employee. MEDICAL FACILITY The company has its own ambulance department with sufficient medical staff. The site-dispensary is responsible for providing immediate medical facilities for employees of the company. The dispensary looks after the maintenance of linewise and shed wise first aid boxes. In addition it also looks into the treatment for immediate illness of the employees of the company. The dispensary is equipped with a bed and an ambulance, which is used in case of requirement to transfer the patient to an outside hospital. Regular/preventive health check will be conducted for every employee on his/her birthday.
SPECIAL ATTENDANCE REWARD SCHEME In order to maintain the production, productivity and quality, it is essential that employees are motivated to attend work regularly during the peak season i.e. January to July in a year.
39
One days basic salary [basic / 26 x 1] will be paid for those employees who attend, work on all working days in a month without even availing half-day leave or absenteeism. CHILDREN EDUCATION REWARD Children of all permanent workers / staff [and not officers] are eligible for the reward. A minimum of 60% in examinations starting from matriculation / SSC/ICSE/CBSE or equivalent examination. An amount of Rs.150/- will be paid per month per child towards tuition fee, books, examination fee etc., starting from the first month of passing each course and continued till the completion of the course in the specified time Applications, along with Memorandum of marks or school leaving certificate, and proof of entering college for further education should be submitted to IR Department. Proof regarding the student continuing in college should be submitted every quarter. The reward will stand terminated in case of : Discontinuance of the course for which reward is being granted Employees separation from the company Failure of the student during the course
CHILDREN SCHOLARSHIP SCHEME This is in addition to the reward scheme specified above. School going children [up to the age of 18 years] of all permanent employees securing more than 75% marks in aggregate in their respective final examinations are entitled to a scholarship of Rs.2000/- per annum. This will be given to any one child of the employee. This amount will be paid directly to the children at the beginning of the term for the previous academic year.
SMOKING POLICY Smoking is not permitted in the following areas: Any area in which a fire or safety hazard exists; Production and manufacturing areas;
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Common areas including lobbies, reception areas, employee lounges, canteen etc. Individual offices where smoking is not permitted Individual offices may be designated smoking permitted or nosmoking by the occupant.
REWARD FOR DETECTION OF THEFT CASES Cash reward will be given to those employees who help in detection of thefts. The details of this scheme are as under: All Staff and workers are eligible for the reward under this scheme. The amount of reward may be up to Rs.500/-. Exact quantum of the reward will be determined by the Unit Head, taking into consideration all factors such as the items involved in theft, the skill and role played by the employees in detecting the theft. In case more than one report has been received in respect of the same theft, reward will be given based on first report received. For claiming the reward, written report should be made to the HRD/IR/Security of the Unit giving sufficient information about the person and articles involved. Reward will be disbursed only when the culprit is caught and the theft is established.
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CHAPTER-4
42
INTERPRETATION
1. I consider myself a self-motivated person? TABLE 4.1: Kind of options Strongly agree Agree Disagree Somewhatagree Cant say Total No of respondents 7 17 5 0 3 30 No of percentage 14 34 10 0 6 60
CHART 4.1:
Interpretation:
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From this we can say that 14% Respondents are strongly agree they are self motivated persons.34% are Agree they are self motivated persons. 10%are disagree.and 6% of Respondents are cant say their opinion
2.Financial incentives motivates me more than non financial incentives. TABLE 4.2: Kind of option Strongly agree Agree Disagree No of respondents 11 2 9 No of percentage 22 4 18
Somewhatdisag ree Cant say Total
0 8 30
0 16 60
Chart 4.2:
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CHART4.2:
INTERPRETATION: From this 22% of Respondents strongly agree financial incentives are motivates them non financial incentives.4% Respondents are agree with that.18% Respondents are disagree.16% Respondents are they cant say about this.
3.I am satisfied with the lunch break,rest breaks and leaves given in the organization. TABLE 4.3: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say 8 14 8 0 0
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No of Respondents
No of percentage 16 28 16 0 0
Total
30
60
CHART4.3:
INTREPRETATION: From this we can say that 16% Respondents are strongly agree with the lunch breaks.28% Respondents are agree with that leaves and breaks.16% Respondents are disagree with that.
4. The medical benefits provided in the organization are satisfactory Kind of option Strongly agree
46
No of respondents 1
No of percentage 2
Agree Disagree Somewhatdisag ree Cant say Total
21 1 7 0 30
42 2 14 0 60
Chart 4.4:
INTERPRETATION: From this we can say that 16% Respondents are satisfied with the breaks.28% Respondents are agree with that lunch breaks.16% Respondents are disagree with that breaks
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5.The employees in the organization feel secured in their job. TABLE 4.5: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 2 20 3 3 2 30 No of percentage 4 40 6 6 4 60
CHART 4.5:
INTERPRETATION: From this we can say that 4% Respondents are strongly agree that they feel secured in their job.And 40% Respondents are agree that they feel secured their job.6%Respondents are not
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satisfy with their job.6%Respondents are not satisfy.4% Respondents are they cant able to say their job security.
6.I am satisfied with the responsibility and role that I have in my work? TABLE 4.6: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 4 20 5 1 0 0 No of percentage 8 40 10 2 0 60
CHART 4.6:
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INTERPRETATION: From this we can say that 8% Respondents are satisfied and they feel responsible in their work.40%Respondents are agree with that.10% are disagree.2% are feel some what disagree.
7.Good physical working conditions are provided in the organization? TABLE 4.7 Kind of option Strongly agree Agree Disagree Somewhatdisag 0 22 1 3
50
No of Respondents 0
No of percentage
44 2 6
ree Cant say Total 4 30 8 60
CHART 4.7:
INTREPRETATION: From this we can say that 44% Respondents are agree with tha good working conditions are there in the work place.2% Respondents are disagree with the working conditions.6% are some what disagree.8% Respondents are cant able to say.
8.I am satisfied with the support from the HR department. TABLE 4.8: Kind of option
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No of
No of
Respondents Strongly agree Agree Disagree Somewhatdisag ree Cant say Total 5 5 13 4 3 30
percentage 10 10 26 8 6 60
CHART 4.8:
INTREPRETATION: From this we can say that 10% Respondents are satisfied with the HR department.10% Respondents are agree with that.26%are not satisfied with the HR department.8% Respondents are somewhat disagree .6% Respondents are cant able to say.
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9.The company providing motivation camps to us. TABLE 4.9: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 2 14 9 0 5 30 No of percentage 4 28 18 0 10 60
CHART 4.9:
INTREPRETATION:
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From this we can say that 4% Respondents are strongly agree that company providing motivation camps.28% Respondents are agree with that motivation camps.18% are disagree with the camps.10% are cant abie to say.
10.I am satisfied with the motivation and training camps conducted in company. TABLE 4.10: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 2 13 9 2 4 30 No of percentage 4 26 18 4 8 60
CHART 4.10:
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INTREPRETATION: From this we can say that 4% Respondents are strongly agree that company providing motivation camps are satisfying.26% Respondents are agree with that motivation camps.18%are disagree with the camps.8% are cant abie to say. 11.I feel that motivation training camps are needed to employees in the company. TABLE 4.11: Kind of option Strongly agree Agree Disagree Somewhatdisag ree
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No of Respondents 3 20 0 1
No of percentage 6 40 0 2
Cant say Total
6 30
12 60
CHART 4.11:
Intrepretation: From this we can say that 6% Respondents are needed motivation camps.40% Respondents are agree with this.2%are some what disagree.12%Respondents are can not able to say.
12.I satisfied with the working environment where I work. TABLE 4.12:
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Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total
No of Respondents 6 20 2 1 1 30
No of percentage 12 40 4 2 2 60
CHART 4.12:
Intrepretation: From this we can say that 12% Respondents are satisfied with the work environment.40% Respondents are agree with this.4%are some what disagree with the work environment where they work.2%Respondents are can not able to say.
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13.Are superiors are free enough to solve your psychological distress. TABLE 4.13: Kid of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total 2 30 No of Respondents 0 23 5 No of percentage 0 46 10 0 4 60
CHART 4.13:
INTREPRETATION: From this we can say that 46% Respondents are satisfy with their superiors when they are in distress.4%are can not able to say.
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14.I am satisfied with the allotted working hours. TABLE 4.14: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 0 14 15 0 1 30 No of percentage 0 28 30 0 2 60
CHART 4.14:
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INTREPRETATION: From this we can say that 28% Respondents are satisfied with their allotted working hours.30% Respondents are disagree with their allotted working hours.2% are can not able to say that.
15.I reach my targets intime with the support of my superiors. TABLE 4.15: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 0 24 5 0 1 30 No of percentage 0 48 10 0 2 60
CHART 4.15:
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INTREPRETATION: From this we can say that 48% Respondents are reach their targets intime with the support of superiors.10% Respondents are disagree to reach their targets intime.2% are can not able to say that.
16. My organization provides stree free relaxation programmes. TABLE 4.16: Kind of option Strongly agree Agree Disagree No of Respondents 1 0 29 No of percentage 2 0 58
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0 0 30
0 0 60
CHART 4.16:
INTREPRETATION: From this we can say that 2% Respondents are saying that organization provides stress free programmes.58% Respondents are disagree with this.
17.Visibility with top management is important to me. TABLE 4.17:
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CHART 4.17:
INTREPRETATION: From this we can say that 6% Respondents are saying that visibility of top management is tmportant.30% Respondents are agree with this.20%are disagree with this top management.4%are somewhat disagree with this.
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18.I feel that job I do gives me a good status. TABLE 4.18: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 3 17 9 1 0 30 No of percentage 6 34 18 2 0 60
CHART 4.18:
INTREPRETATION: From this we can say that 6% are strongly agree that their job gives good status.34%are agree with this.18%are disagree with this statement.2%are some what disagree with this statement.
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19.Want to be the best at my own job. TABLE 4.19: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 5 20 3 0 2 30 No of percentage 10 40 6 0 4 60
CHART 4.19:
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INTREPRETATION: From this we can say that 10% are strongly agree that they are best at their own job.40%are agree with this.6%are disagree with this statement.4%are Cant say with this statement.
20.I find opportunities for advancement in this organization. TABLE 4.20: Kind of option Strongly agree Agree Disagree Somewhatdisag
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No of Respondents 1 9 14 0
No of percentage 2 18 28 0
ree Cant say Total 6 30 12 60
CHART4.20:
INTREPRETATION: From this we can say that 2% are strongly agree that they are find the oppertunities in the organisation..18%are agree with this.28%are not finding any oppertunities in this organisation.2%are Cant say with this statement.
21.I generally like to schedule my own work and to make job-related decisions with a minimum of supervision. TABLE 4.21:
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CHART4.20:
INTREPRETATION: From this we can say that 40% are strongly agree that they are taking the job related decisions minimum of supervision.10%are disaagree with this..2%are Cant say with this statement.
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22.I feel that my superior always recognize the work done by me. TABLE 4.22: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 0 29 1 0 0 30 No of percentage 0 58 2 0 0 60
CHART4.22:
INTREPRETATION
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From this we can say that 58% are agree that superiors always recognise their work..2%are disaagree with this.
23.Do you feel confortable with your job position. TABLE 4.23: Kind of option Strongly agree Agree Disagree Somewhatdisag ree Cant say Total No of Respondents 1 22 7 0 0 30 No of percentage 2 44 14 0 0 60
CHART4.23:
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INTREPRETATION From this we can say that 2% are Stringly agree they feel conforteble with the job position.44%are agree with that they are satisfied with the job positions.14%are disagree with this statement.
24.Are you satisfied with the support given by your superiors. TABLE 4.24: Kind of option Strongly agree Agree Disagree No of Respondents 0 25 2 No of percentage 0 50 4
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2 1 30
4 2 60
CHART4.24:
INTREPRETATION From this we can say that 50% are agree that they are satisfied with the support from the superiors. 4%are disagree with that they are not satisfied with the support given by the superiors. 4%are somewhatdisagree with this.2%are can not abie to say.
25.Are you self motivated enough to manage any situation in working conditions. TABLE 4.25:
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CHART4.25:
INTREPRETATION From this we can say that 20% are Strongly agree that they are self motivated to manage any working conditions.32%are agree with that they are able to manage any situation in the working conditions.6%are somewhat disagree with this.4% can not able say.
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CHAPTER 4
74
COMPANY PROFILE
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED is an ISO 14001 and 9001 certified, American based multinational company, which has core expertise in manufacturing hermetically sealed compressors. Tecumseh India is a 100% subsidiary to Tecumseh Products Company (TPC), USA, which is the worlds only full line, independent manufacturer of compressors. TPC has 29 manufacturing locations in 4 continents. In India the company has 20 sales offices and an extensive network of over 200 dealers and more than 600 registered small scale manufacturers. TECUMSEH India is the preferred supplier to the whos who of the AC & R industry in India and in the Middle East, SAARC countries.
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Tecumseh India is headed by Mr. S.Vipin Sondhi, the managing director and employs about 2500 people. Tecumseh India is largest merchant manufacturer of compressors in the country catering to all three segments of air conditioners, domestic and commercial refrigeration and is leading player with a growing Indian market for compressors. Tecumseh Products Company invested $80 million in Indian operation known as Tecumseh Products India Private Ltd. (TPIPL). TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global engineering needs. The company was originally established in 1963 under the name of USHA Refrigeration Industries Ltd (URIL) by Lala Charath Ramji who was from a renewed industrial family of DCN and Coromandal Group of Companies. URIL manufactures compressors for Water Cooler, Air Conditioner and Air Coolers. In 1970, the URIL was changed to Shriram Refrigeration Ltd. and the business was diversified towards manufacturing of diesel engines and water coolers. Shriram industries played a great role in the field and captured more than 50% of the market share in India. Shriram industries also kept its hands in international trade and were successful in exporting their products to the neighboring countries Nepal and Bangladesh. In 1980 Lala Charath Ramjis son Mr. Siddharth C Shriram became the chairman cum managing director of the company. The period saw sea change in industrial policy, which resulted in a great change in industrial sector. In the process of survival, Shriram went to tech collaboration with Westing House US and was named as SIEL compressors. SIEL compressors were the first Indian company to manufacture compressors. Later Westing House stopped manufacturing compressors and SIEL went in to technical collaboration with Tecumseh Products Company USA in 1988 was named as TECUMSEH PRODUCTS INDIA PRIVATE LIMITED.
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PLANTS OF TPIPL: TPIPL has two states of manufacturing facilities at Hyderabad, Andhra Pradesh and Ballabgarh, Haryana with a CADEM at Hyderabad plant to meet global engineering needs. Hyderabad plant: The Hyderabad plant is located on sprawling 54 acre land at Balanagar. Industrial belt 15 km away from Hyderabad city. At Hyderabad Plant, they manufacture compressors for air-conditioning from 1200 BTU to 60,000 BTU and also compressors for deep freezers, bottle coolers and water coolers which are considered to be worlds no.1 in the 150 million compressor market a year. The Hyderabad plant has a capacity of manufacturing more than 3000 units per day. It has a technology development centre with full Research and Development facility. The plant is also supported by two service centres: A W Service centre and M C Service centre. The Hyderabad plant has six regional sales offices, among which four are located in metropolitan cities like Delhi, Mumbai, Chennai, and Calcutta while the remaining two are at Ahmedabad and Secunderabad. Besides these there are branch offices and depots located in prime cities across the country. It also has a network of about 177 dealers across the country and is preferred suppliers to key OEMs (Originally Equipment Manufacturers) like Voltas, AMTREX, LG, Blue-star and Godrej, Videocon, Fedders Lloyd, Hitachi etc. TPIL Hydreabad plant was successful in getting the ISO 9001 Certification for maintaining quality of the compressors in 1994, and for ecofriendly environment maintenance the company has got ISO 14001 certification. The management has started development activities in the following areas: Tree plantation
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Rain water harvesting is to increase the ground water level and TPIPL has the distinction of being the first organization in this regard. Vermiculture is the process of converting canteen food wastage to natural manure. Departments of Tecumseh Products India Pvt. Ltd., Human Resource Development Welfare Department Attendance and Pay Office (A & PO) Electronics Data Processing (EDP) Provident Fund and Credit Cooperative Society (PF & CCS) Maintenance and Engineering Department Quality Development of AW Assembly A W Machine shop
A W Press shop Dispensary Canteen Chemical and Technological Laboratories
Tecumseh Products India Pvt. Ltd., Hyderabad has a total of 766 permanent employees as on which includes Officers - 172 Staff & workers - 376
BALLABGARH PLANT:
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At Ballabgarh , Haryana TPIPL has invested Rs. 200 crores for manufacturing of Non-CFC compressors. The Ballabgarh plant is one of best compressors manufacturing unit in Asia. The plant is extended on 21 acre land on the Delhi Mathura National highway. The plant has a capacity to manufacture 25000 units per month. Workplace improvements (5-S Philosophies) Creativity club KRAS (improvements /suggestions) Variable earnings sharing of value addition Agreement process organization needs Non conformance reporting /audits Open house / communication meeting Team assessment and feedback Changing life styles.
To provide comprehensive solutions to customer in the field of cooling while providing autonomous working environment for employees, to tap their creative potential, bring out the best in them and optimizes stake holder returns. Tecumesh products India Pvt. Ltd., Mission: To be recognized as the world leader in the supply of refrigerator and air conditioning compressors. To provide our customer superior products and services. To create an environment in which our employees can grow to their full potential and make difference. To provide superior value to our stake holders.
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To be driven to reach the highest possible standars of excellence in all our endeavors. Nothing will be done to compromise our integrity.
Tecumesh products India Pvt. Ltd., Quality Policy; Committed to total customer satisfaction by meeting their evolving needs, expectations and aspirations stated, implied or latent. Striving to provide products and service of global quality standards and to reach a position of leadership in the field of operations, setting new values. Continuous improvement across the organization and up-gradation of product, technology and process supportive environment, at least cost to society shall be the means to achieve the goals. The approach will be through proper systems and procedures and total involvement of employees, vendors and other business associates.
the vision of Tecumseh India is to be a serene green and eco-friendly cooperation carrying out all its operations contributing to preservation of environment and natural resources of the benefit at large. Among others this can be achieved through. Allocation of company wide priority for sustainable development with total involvement and commitment. Evaluation and up gradation of current technologies, products and raw materials for minimization, handling and disposal of solid, liquid and gaseous wastes.
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Realization of tangible objectives and targets set for continual improvement to control and prevent pollution and conserve resources. Legal compliance and going beyond setting new standards. Meeting international expectations such sa Montreal Protocal, 1987 in phasing out CFCs refrigerants in our compressors. Training and Propagation of Knowledge on environment . Tecumesh products India Pvt. Ltd., Key Business Objective: Set the world industry standard of excellence for customer satisfaction. Achieve total quality. To attain and surpass global quality and reliability standards for our products. Maintain clear technology leadership. Market share leadership with focus on customer needs. Meet business and financial commitments.
TECUMESH PRODUCTS INDIA PVT. LTD., SEVEN DEADLY SINS: 1. 2. 3. 4. 5. 6. 7. Inconsistent products Quality Slow response to market place Lack of innovative and competitive products Uncompetitive cost structure Inadequate employee involvement Unresponsive customer service Ineffective source allocation
CERTIFICATIONS
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Tecumseh Products Companys (TPC) global vision of providing comfort, Health and convenience to millions worldwide. Gives and impetus for the companys steady diversification into new frontiers. A and today, this cooling giants products are available in over a 100 countries across the globe. The Technology Development Center (TDC) at Tecumseh India engages in R & D of Compressor Technology. Its Customer Services Center (CSC) constantly tries to look in to the problems faced by its customers. The center constantly does competitor analysis i.e. comparison of competitor products with that of Tecumsehs and improvising on the Technology.
POLICIES QUALITY POLICY: Committed to total customer satisfaction by meeting their evolving needs, expectations and aspirations stated. Striving to provide products and service of global quality standards and to reach a position of leadership in the field of operations, setting new values. Continuous improvement across the organization and up gradation of product, technology and process supportive environment, at least cost to society shall be the means to achieve the goals. The approach will be through proper systems, procedure and total involvement of employees , vendors and other business associates.
ENVIRONMENTAL POLICY:
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The vision of Tecumseh India is to be a serene green and eco-friendly cooperation carrying out all its operations contributing to preservation of environment and natural resources for the benefit at large. This can be achieved through Allocation of company wide priority for sustainable development with total involvement and commitment. Evaluation and up gradation of current technologies . products and raw material for minimization handling and disposal of solid, liquid and gaseous wastes. Realization of tangible objectives and targets set for continual improvement to control and prevent pollution and conserve resources. CANTEEN Subsidized food is provided for all categories of employees. Healthy food is supplied to the employees on all working days. 250 persons can take lunch at a time. Break fast and tea are provided in the morning. Employees can go to canteen only during the specified timings. FESTIVALS: Dussera Puja is celebrated with great joy. Puja material shall be supplied to each department. Coconut and sweet packet from a renowned shop shall be given to every employee. ANNUAL DAY CELEBRATIONS: Every year Annual day is observed on 30th June or any date agreed by Union and Management depending upon the production exigencies. On the eve of this, Cultural Programmes, Sports and Games are organized, prizes are given to winners. On the same day employees with outstanding attendance record and long service will be felicitated with Special awards. All the employees and families are invited for dinner and followed by distribution of sweets. PICNIC
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Company provides picnic subsidy @ Rs.200/- [Rupees Two hundred only] for each employee for the departmental Picnic once in a year. WELFARE FUND: The incentive received from the Postal Department towards the subscriptions against the monthly savings schemes will be credited to this account. Also fines collected from Staff and Workers against late comings would also be credit to this fund. Certain amounts out of this fund will be paid to any employee (staff/ worker) who is on long loss of pay leave on medical grounds.
MEDICAL ADVANCE: The Management would sanction at its sole discretion a medical advance of up to Rs.50000/- to any employee who had to incur heavy expenses towards medical treatment of self and dependents. This is recoverable along with interest @ 5% p.a. COOPERATIVE CREDIT SOCIETY There is a well-established credit society catering the financial needs of the employees. The Management nominates the president of this society and the Management provides complete infrastructure. UNIFORM: Two pairs of uniform, one pair of shoes and three pairs of socks shall be supplied to all employees except to the officers of commercial departments. All employees who were issued the uniform are expected to come to Factory strictly in uniform. BENEVOLENT FUND: This is applicable only for staff and workmen. Re.1/- per month shall be deducted from the salary of all staff and workers. The Management would contribute equal amount. In the case of death of the employee an amount of Rs.5000/would be paid to the dependent towards funeral expenses. In the case of death of spouse and children, an amount of Rs.500/- would be paid to the employee.
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MEDICAL FACILITY The company has its own ambulance department with sufficient medical staff. The site-dispensary is responsible for providing immediate medical facilities for employees of the company. The dispensary looks after the maintenance of linewise and shed wise first aid boxes. In addition it also looks into the treatment for immediate illness of the employees of the company. The dispensary is equipped with a bed and an ambulance, which is used in case of requirement to transfer the patient to an outside hospital. Regular/preventive health check will be conducted for every employee on his/her birthday.
SPECIAL ATTENDANCE REWARD SCHEME In order to maintain the production, productivity and quality, it is essential that employees are motivated to attend work regularly during the peak season i.e. January to July in a year. One days basic salary [basic / 26 x 1] will be paid for those employees who attend, work on all working days in a month without even availing half-day leave or absenteeism. CHILDREN EDUCATION REWARD Children of all permanent workers / staff [and not officers] are eligible for the reward. A minimum of 60% in examinations starting from matriculation / SSC/ICSE/CBSE or equivalent examination. An amount of Rs.150/- will be paid per month per child towards tuition fee, books, examination fee etc., starting from the first month of passing each course and continued till the completion of the course in the specified time Applications, along with Memorandum of marks or school leaving certificate, and proof of entering college for further education should be submitted to IR Department. Proof regarding the student continuing in college should be submitted every quarter. The reward will stand terminated in case of : Discontinuance of the course for which reward is being granted Employees separation from the company Failure of the student during the course
CHILDREN SCHOLARSHIP SCHEME

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This is in addition to the reward scheme specified above. School going children [up to the age of 18 years] of all permanent employees securing more than 75% marks in aggregate in their respective final examinations are entitled to a scholarship of Rs.2000/- per annum. This will be given to any one child of the employee. This amount will be paid directly to the children at the beginning of the term for the previous academic year.
SMOKING POLICY Smoking is not permitted in the following areas: Any area in which a fire or safety hazard exists; Production and manufacturing areas; Common areas including lobbies, reception areas, employee lounges, canteen etc. Individual offices where smoking is not permitted Individual offices may be designated smoking permitted or nosmoking by the occupant. REWARD FOR DETECTION OF THEFT CASES Cash reward will be given to those employees who help in detection of thefts. The details of this scheme are as under: All Staff and workers are eligible for the reward under this scheme. The amount of reward may be up to Rs.500/-. Exact quantum of the reward will be determined by the Unit Head, taking into consideration all factors such as the items involved in theft, the skill and role played by the employees in detecting the theft. In case more than one report has been received in respect of the same theft, reward will be given based on first report received. For claiming the reward, written report should be made to the HRD/IR/Security of the Unit giving sufficient information about the person and articles involved. Reward will be disbursed only when the culprit is caught and the theft is established.
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CHAPTER 5
FINDINGS
According to the survey done in the company. 1.Maximum employees in the organization found their job and working environment both are satisfactory. 2.Employees in the organization do not have medical benefits. 3.Management is not providing any motivation camps to the employees. 4.Communication levels,mutual understanding between the employees and management is good and fare in level. 5.Employees are motivated to the reach the objectives and targets pointed by the organization. 6.lack of providing stress free relaxation programs conducted by the organization to employees. 7.Recognition of hardworkdone by the management is good at level. 8.Appraising system is good.
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SUGGESTIONS:
1.To my knowledge I suggest that provide better medical benefits to the employees. 2 positive motivation camps shouid be conducted in the organization. 3.Healthy and safety facilities should be provided to the employess in the organization. 4.provied better canteen fecilities to the employees in the organization. 5.provide stress free relaxation programs to the employees in the organization. 6.They need growth in their job position and advancement in the job designation. 7.Every employee need motivation training camps in the organization.
SUMMARY The purpose of this study is to examine MOTIVATION AND MORALE of employees. The study is done in an organization in TECUMSEH BALANAGAR. Every organization needs to have well motivation and morale of employees to perform their work good in the organization when the employee feel good about their jobs, certain factors tend to consistently related to job satisfaction. This theory provides an explanation of job satisfaction and the comfortableness of an employee in the organization. My study is to examine the various factors of motivation in employees with reference to Maslows need hierarchy, to know the level of morale in employees of the company and to provide practical suggestions for the improvement of organizations performance. Motivation and Morale is positive in nature and others are not only attracted to it but they are also inspired by it. By this we can over come any negative obstacles and is an essential part of our life.
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`The organization is providing motivational techniques to the employee so that they feel relief when they have higher targets and feel comfortable to work. Management is providing them a good working environment and delegates the work among themselves and their co-workers. It is suggested that the positive reaction of employees towards superior authorities leads to building relationship and make it as a motivating factor to achieve goals.
CONCLUSION
Tecumseh is a manufacturing company; it maintains the organization in a systematic and planned way which is coordinated well. The organization is providing motivational techniques to the employees so that they feel relief when they have higher targets and feel comfortable to work. Management provides them a good working environment and delegates the work among themselves and their co-workers. Majority of the employees are satisfied with the work they are performing and reaching the management expectations. Employees are very much satisfied with the job and job requirements in the working environment. The employees agreed that company is using fair practices in promotion policy to upraise an employee; the employees have selected that even though due to higher targets in the company management helps them in providing ideas and encourages them with new ideas and appreciates their performance and potentiality.
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According to Maslows laws the employees are satisfying their needs and satisfied with the job what they are performing in the organization. Management appreciates the employees timely by appraisal systems to motivate the employee and increase the potentiality. Tecumseh uses fair practices in promotion policy and believes that employees are resources of the organization and choose the right person for the right post. In the organization each and every employee have given a statement that I m proud to say that I work in this company this proves that how well the organization is giving support to the employees.
EMPLOYEE MOTIVATION
QUESTIONNAIRE
I B.Pradeepthi student of JBIET doing project work on EMPLOYEE MOTIVATIOat TPPL.This study is purely for my Academic purpose and the information given by you will be kept confidential please spare your valuable time in filling this questionnaire.I request you to return this questionnaire with in 1 to 2 days. Category: Department: Designation:
BASIC NEEDS:
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1Q.I consider myself a self-motivated person a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
2Q.Financial incentives motivates me more than non financial incentives. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
3Q.I am satisfied with the lunch break,rest breaks and leaves given in the organisation. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
4Q.The medical benifits provided in the organisation are satisfactory. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
5Q.The employees in the organisation feel secured in their job. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
6Q.I am satisfied with the responsibility and role that i have in my work. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
PHYSICOLOGICAL NEEDS 7Q.Good physical working conditions are provided in the organisation. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
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8Q.I am satisfied with the support from the HR department. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
9Q.The company providing motivation training camps to us. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
10Q.Iam satisfied with the motivation training camps conducted in company. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
11Q.I feel that motivation training camps are needed to employees in the company. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
12Q.I satisfied with the working environment where i work. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
PSYCHOLOGICAL NEEDS: 13Q.Are superiors are free enough to solve your psychological distress. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
14Q.I am satisfied with the allotted working hours. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
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15Q.I reach my targets intime with the support of my superiors. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
16Q.My organisation provides stress free relaxation programmes. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
SELF ACTULISATION: 17Q.Visibility with top management is important to me. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
18Q.I feel that job i do gives me a good status. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
19Q.Want to be the best at my own job. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
20Q.I find opportunities for advancement in this organisation. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
21Q.I generally like to schedule my own work and to make jobrelated decisions with a minimum of supervision. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
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SELF-ESTEEM: 22Q.I feel that my superior always recognise the work done by me. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
23Q.Do you feel confortable with your job position. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
24Q.Are you satisfied with the support given by your superiors. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
25Q.Are you self motivated enough to manage any situation in working conditions. a)Strongly agree e)Cant say b)Agree c)Disagree d)Somewhatdisagree
Suggestions...if any? 1) 2) Thank you..
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BIBLIOGRAPHY:
List the books, articles, websites that are reffered and useful for research on the topic of specific project. It should be detailed as for Journal articles, but with the additional information as to where it is available on the Internet. A bibliography is give hereunder for a better understanding. Accelerated Learning ..COLIN ROSE Self Motivation ..HENRY DAVID THOREAU Feeling Good ..DAVID D. BURNS The 7 Habit of Highly Effective people ..STEPHEN R.COVEY Awaken the giant within ..ANTHONY ROBBINS
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7 Secrets to Maintaining your motivation. ..DONNA KRECH SELF CONFIDENCE ..SWAMI VIVEKANANDA
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A PROJECT REPORT ON EMPLPOYEE MOTIVATION IN TECUMSEH PRODUCTS PVT LTD By Ms.B.

PRADEEPTHI (09671E0026) 2009-2011

Mr. Rajesh Pershad,

B.PRADEEPTHI Reg No: 09671E0026 Batch: 2009-2011

Date: Place: Hyderabad B.PRADEEPTHI

Quality Development of AW Assembly A W Machine shop

A W Press shop Dispensary Canteen Chemical and Technological Laboratories

Somewhatdisag ree Cant say Total

Agree Disagree Somewhatdisag ree Cant say Total

ree Cant say Total 4 30 8 60

Cant say Total

Somewhatdisag ree Cant say Total

17.Visibility with top management is important to me. TABLE 4.17:

ree Cant say Total 6 30 12 60

Somewhatdisag ree Cant say Total

A W Press shop Dispensary Canteen Chemical and Technological Laboratories

CHILDREN SCHOLARSHIP SCHEME

Suggestions...if any? 1) 2) Thank you..

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