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A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
A study on work environment and commitment of employees
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A study on work environment and commitment of employees

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A study on work environment and commitment of employees

A study on work environment and commitment of employees

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  • sir ,can you send this project in my email..its very useful to my mba project..
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  • the information provided in the slides are eye opening for a student and for the teaching faculties
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  • 1. Work Environment and Commitment of Employees Introduction Title of the Project:” A study on Work Environment and Commitment of Employees” Objectives of the study: • To know the company structure and performance and business environment. • To evaluate the practical difficulties in implementing personnel policies, practices of work environment, job roles and commitment of selected employees. • To assess the importance of personnel management with the practical orientation. • To know the dissatisfaction of the employees towards their working environment. Scope of the study: New technologies and communication and information processing and geo- political upheavals have revolutionized the way we think about the organization. Indeed, all these factors are part of the organization environmental that the managers must take into account. The right kind of working environment not only increases the employees productivity but also makes them positive with high morale and job satisfaction. For the purpose of the study the employees working in the company have been taken as respondents. Research methodology: The study of the work environment at T.T. Minerals was done from the data collected by interviewing the sample of 50 employees belonging to different categories, designations, seniority etc. Each employee was asked in the same way as a respondent, promoting for reliability. The purpose of the study was made clear to each respondent before the interview and they were requested to give correct information and were assured of the confidentiality of their information. Research design gives the information on the type of research, survey, procedure, technique of data gathering, sample size and technique used, sample description in profile instrumentation technique, scope and time. H.R. Institute of Higher Education, Hassan 1
  • 2. Work Environment and Commitment of Employees Data sources: • Primary data: Is generated in an investigation with the help of questionnaires. • Secondary data: Is collected from books, internet, articles, journals and other sources. Sampling: Sample Population: There are 600 employees in the organization. Sample Size: We are taking 50 employees sample. Sample Area: We are conducting in the production department. Sample method: The method we are using here is survey method. Tools and Techniques of Data Collection: The researcher framed a set of self-administered questionnaire and it consist of factors like job, roles and specific responsibilities, welfare facilities of employees, wages, salary administration, promotion, supervision, group work, working conditions etc. Questionnaire were personally distributes to the selected respondents. Limitation of the study: • The study is confined to T.T Minerals. • The study is confined to 50 respondents due to time constraints so an extensive research could not be undertaken. • Analysis is done on the assumption that the respondents have given the correct information through questionnaires. • There may be errors due to bias of respondents. • The study as a sample unit was restricted to few employees. • Unwillingness of the respondents to give actual information H.R. Institute of Higher Education, Hassan 2
  • 3. Work Environment and Commitment of Employees Need of the study: The concept of ‘Work Environment and Commitment of employees’ is undertaken by the researcher. The study is undertaken in order to know the skills, knowledge, attitudes, values, attitude etc. The work environment should match with the requirement of plants and machinery in case of production requirements and job requirement. Hence, the topic was found to be suitable for study. STATEMENT OF PROBLEM The changes in social; economic and technological condition are already affecting business and will have an even greater impact in future. These changes pose major challenges to human resource management. It is necessary to make some projection of the future directions in the human resource management to make a proactive and creative response to these challenges. Expectation, composition of employees, government regulation, new technologies, need for change in the organizational culture. To meet the increased expectation human resource professionals must began to act professionally. They must focus more on the deliverable of their work and less on just getting their work done and they must articulate their role in items of the value they create. Hence, they must know how to manage human resources effectively, primarily because traditional management models are in appropriate in our dynamic work environment. In facing today’s global and economic challenges corporate leaders muss employee new models and new ways of managing their human resource to solve their business problem. Due to the rise in cost and fall in productivity, more and more organization has started giving a serious look into the man power policies. It has been commonly observed that most of employees on contract labour status or temporary status show excellent performance but just after being regularized their performance decreases, and it has become a vicious circle. It is therefore, essential to see the problem in its totality and planned approach is needed for optimizing the human resource. A quantitative approach will not be sufficient; the qualitative aspect need more emphasis. T.T. Minerals company is employing human resource with satisfaction of employees. Hence it was decided that to know their employee job satisfaction and work environment with references to human practices. H.R. Institute of Higher Education, Hassan 3
  • 4. Work Environment and Commitment of Employees 2. INDUSTRY PROFILE 2.1 INTRODUCTION The kingfisher Company is the largest bottle water manufacturer in the country. Kingfisher has 10 manufacturing units spread across different locations. Kingfisher packaged drinking Water had got 40 contract packers in various cities. 2.1.1 INDUSTRIAL BACKGROUND The origin of Kingfisher in India the brand owes is named its founder Mr. Vital Malya an Indian entrepreneur. He first brought the idea of selling water in India. In1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water, which did not quite worked. By 1959 Kingfisher wanted to exit the company. H.R. Institute of Higher Education, Hassan 4
  • 5. Work Environment and Commitment of Employees Being a returnable package owing to various other problems such as breakage and weight, in 1962-63, Kingfisher was made available in PVC (Poly Vinyl Chloride) bottles. After this plastic packaging was introduced, things started to change, and sales increased rapidly. 2.1.2 Packaged water business: Bottled water or packaged water sector is considered to be one of the fastest growing business sectors in India. Several big Indian and multi national corporations have entered into the water business sector in a big way. This market is estimated at US $104 to 145 million and the sales had increased from 95 to 935 million litres between 1992 and 2002. The growth rate of this sector is put in the range of 30-70 percent per year. The growth of this market is predicated upon the failure of the governments to provide clean drinking water to the citizens and the increase in demand for clean water due to environmental pollution. This industry has seen as many as 180 players in the market selling as much as 1,000 million litres of water each year. The government agencies are also encouraging consumption of bottled water instead of consuming municipal water in the official meetings. The government estimated that by March 2001, about 6540 million cold drink bottles were sold annually, which means a per capita of 6 bottles for the billion Indian population. The consumption in Delhi is estimated to be as high as 50 bottles per capita. With the companies now busy in wooing rural markets, 'colanization is here to happen' in India. In the forefront are Bisleri, Bailley, Yes, Kinley, KingFisher and Aquafina. There are numerous other regional and local brands across the country meeting local demands. Many multi-nationals have entered the bottled water market and have increased the marketing activity to tap the unexploited potential. Most of the brands had H.R. Institute of Higher Education, Hassan 5
  • 6. Work Environment and Commitment of Employees been competing in a very narrow market segment, comprising predominantly the areas of travel, tourism, caterers, restaurants, hospitals etc. Their attention is now focused towards tapping the vast potential presented by affluent / upper middle class households. 2.1.3 Manufacturers in the water war: The Indian packaged drinking water market is worth Rs.1500 Crores and it is growing at the rate of 30- 70% a year. In the last one year, the world largest colour water companies Coco Cola and Pepsi have made in road into a market previously dominated by Mr. Mallya Brothers. In March 2000, Pepsi, Aquafina had negligible presence in the market, Coke Kinley was yet to be launched and Ramesh Chauhan’s Bisleri and Prakash Chauhan’s Bailley accounted Three out of every Four bottle of water sold. A year later, in March 2001 Kinley had a 20% share of the market, Aquafina 14% and share of King Fisher had come down to 10%. By June 2001, number provided by the companies to ‘Business Today’ indicates that it had come down to 7%. Not only Coke and Pepsi the world’s largest water player Danone and Nestle have a presence in the Indian market too. In March 2003, Kinley had a 30% share of the market, Aquafina 16% and share of Bisleri had come down to 30%, Bailley 10% and other local brands like Cauvery, Ganga Crystal had 10%. The following figures showing the declining market share due to impact of Coke and Pepsi in the Indian water market. At present, coke having 8 bottling plants, by the end of 2007 the company would have doubled number of water bottling plant to 16. Kinley boosted a market share of 19% in June 2001. It already contributes 5% to Cokes revenue in India and available in 5 Lakhs retail outlet across the country. The company expects to invest Rs.70 –75 Crores in its water business in the next three years. Pepsi would have added 7 Crores, a 5% share of the market and contributing 7% Pepsi revenue in the country. It is having 2,50,000 retail outlets and the company will invest Rs.80-100 Crores in its water business in the next three years. H.R. Institute of Higher Education, Hassan 6
  • 7. Work Environment and Commitment of Employees 2.1.4 VARIETY OF PRODUCTS OF KINGFISHER PACKAGED DRINKING WATER. QUALITY (ml) Per Case 200ml 48 pieces 500ml 20 pieces 1ltr 12 pieces 21tr 9 pieces 20ltr Can 2.1.5 Regulation for packaged drinking water: Government of India has issued a Gazette Notification GSR No.85(E) dated 3.2.2000 inviting objections and suggestions from the public within 60 days of the date of publication or laying down specifications of packaged drinking water. Previously, a draft notification was issued on updating the existing notification for mineral water, bringing it in the line with the international standards prescribed for that product. The present notification seeks to lay down specification for any packaged drinking water other than mineral water, sold in sachets, bottles, sealed cups etc. These specifications are in line with the international standards fixed for Codex for packaged drinking water. As per the new specification, packaged drinking water can be treated through various processes specified in the notification like decantation, filtration etc. or a combination of these various processes. It shall be sold only in clean colourless, transparent and tamperproof bottles or containers made of polyethylene conforming to BIS standards specifically lay down for this purpose or in sterile glass bottles suitable for preventing possible adulteration or contamination. All such containers shall be BIS- certified. The specification of the product includes permissible levels of contaminants / impurities including micro-biological parameters. Every container used for packing shall be conspicuously labeled as ‘packaged drinking water’ and no claim concerning medicinal effects or other beneficial effects relating to the health of the consumer can be H.R. Institute of Higher Education, Hassan 7
  • 8. Work Environment and Commitment of Employees displayed. The draft rules also seek to prohibit the use of any statement or of any pictorial device that can create confusion in the mind of the public or mislead them about the nature, origin, composition or properties of water on the container of the product. The manufacture, sale or exhibiting for sale of packaged drinking water will only be allowed henceforth under the BIS certification mark. This measure will help promote monitoring and enforcement of quality right from the stage of manufacturing. This is yet another measure initiated in the interest of public health. 2.1.6 General report on market study of Indian water bottle business: A clear differentiation is happening among the water brand in terms of both pricing and positioning. While King Fisher is touting itself as “THE KING OF GOOD TIMES” and is trying to ride the drinking water wave. An Evian launched by French company Damon sells itself as “Water from the French Alps” competing with premium soft drinks. The facts however, remain that almost all players in the category are positioning themselves on the purity platform. In this scenario how Mr. Vijay Mallya differentiate King Fisher from the other and more importantly for how long ? Mr. Vijay Mallya has been trying to differentiate his product by its easy handle system as an assurance of purity and also quality. As he say almost 76% of consumption of bottled drinking water happens in transit. Market research conducted by King Fisher revealed that other overriding concern for this set of buyers is the tampering of the seal and reused bottles. Man has witnessed used bottles being refilled at railway station. So, when a consumer buys bottled water he would like to be assured that the bottle has not been tampered. King Fisher is promoted by an aggressive print and T.V backed by hording and point of sale material. Every interface with the consumer is being used as an opportunity to reinforce the message. For instance all the vehicles used for this supply have been painted in bright blue colour, the King Fisher logo and spot catching base line like King Fisher at same price. Pepsi Co. chairman Rajeev Bakshi says, the bulk water business is a low-volume, but a high-value, category and is now growing faster than the retail segment, attracting a number of major players. With the entry of beverages multinational Pepsi Co. into the bulk water market it looks as if the water market is likely to witness some action soon. PepsiCo India launched the packaged water bottle brand Aquafina about two-and-a-half H.R. Institute of Higher Education, Hassan 8
  • 9. Work Environment and Commitment of Employees years ago, in a 750-ml pack. The brand now retails in conventional retail pack sizes of 500-ml and 1-litre bottles. Sources say Pepsi Co .India has been investing in additional capacity at its plants in Bangalore and Chennai for the bulk water foray and, though details of the venture have not been finalized, the soft drinks major is expected to introduce the product under the Aquafina brand. Pepsi’s Aquafina water, in bulk packs of 20 liters, is expected to hit the market after a couple of months. It will be up against stiff competition from Parle’s Bisleri and Coca-Cola India’s Kinley. In line with Pepsi's total commitment to the highest quality standards, Aquafina 25-litre meets stringent international and national standards for water purity benchmarked against the new norms for packaged water effective January 2004, says a company press release. Thanks to Pepsi's venture into the new business of bulk water, the consumer will benefit from great tasting top-quality water, aseptically packaged with a 100-percent tamper-proof seal with a guarantee of hygienic dispensing. Packaged in premium quality transparent food grade, clear Polycarbonate jars, the Aquafina 25-litre pack is competitively priced at Rs 65. The unique 'tamper and adulteration proof seal' assures the consumer of consistently genuine product and highest quality water which need not be re-boiled. Aquafina also provides several innovative, imported dispenser models to suit every need — from a tabletop model to one fitted with a refrigerator that is competitively price compared to ruling market prices. What's more, the consumer has the option of making cash-less payments for a month's supply of Aquafina, thanks to the electronic prepaid card. Says PepsiCo India Holdings chairman Rajeev Bakshi: "Pepsi's entry into the fast-growing bulk water business segment is slated to redefine quality standards in the category. The unique business model encapsulates our fundamental strengths in product and packaging innovation coupled with marketing and distribution muscle to deliver world-class quality and convenience to consumers." The first entrant in the bulk water category was Bisleri, while Coke, through Kinley, entered the segment two years ago. Over the past five years or so, Bisleri has become a major player in the bulk water segment in the water-starved southern states. Parle Bisleri chairman Ramesh Chauhan has gone on record saying the bulk water market would spearhead Bisleri’s growth over the next few years and would account for 80 per cent of the company’s branded water business within the next five years (double of what it is now). About a month ago, Bisleri announced the re-launch of its 20-litre home pack with a more “consumer-friendly format” in thread fitting and valve cap, against the H.R. Institute of Higher Education, Hassan 9
  • 10. Work Environment and Commitment of Employees conventional snap-on fittings. The existing 20-litre Bisleri packs are now being withdrawn and the rollout of the new jars, priced between is on. Bisleri’s focus on the bulk water market has grown in the past few years, mainly owing to the stiff competition posed by innumerable brands in the packaged bottled water market. Not only are there big multinational players like Coke with their huge distribution networks, regional players exist side by side, enjoying local clout. 2.2 Kingfisher in the context The kingfisher Company is the largest bottle water manufacturer in the country. Kingfisher has 10 manufacturing units spread across different locations. Kingfisher packaged drinking Water had got 40 contract packers in various cities. The origin of Kingfisher in India the brand owes is named its founder Mr. Vital Malya an Indian entrepreneur. He first brought the idea of selling water in India. In1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water, which did not quite worked. By 1959 Kingfisher wanted to exit the company. Being a returnable package owing to various other problems such as breakage and weight, in 1962-63, Kingfisher was made available in PVC (Poly Vinyl Chloride) bottles. After this plastic packaging was introduced, things started to change, and sales increased rapidly. The Indian packaged drinking water market is worth Rs.1500 Crores and it is growing at the rate of 30- 70% a year. In the last one year, the world largest colour water companies Coco Cola and Pepsi have made in road into a market previously dominated by Mr. Mallya Brothers. H.R. Institute of Higher Education, Hassan 10
  • 11. Work Environment and Commitment of Employees In March 2000, Pepsi, Aquafina had negligible presence in the market, Coke Kinley was yet to be launched and Ramesh Chauhan’s Bisleri and Prakash Chauhan’s Bailley accounted Three out of every four bottle of water sold. A year later, in March 2001 Kinley had a 20% share of the market, Aquafina 14% and share of King Fisher had come down to 10%. By June 2001, number provided by the companies to ‘Business Today’ indicates that it had come down to 7%. Not only Coke and Pepsi the world’s largest water player Danone and Nestle have a presence in the Indian market too. In March 2003, Kinley had a 30% share of the market, Aquafina 16% and share of Bisleri had come down to 30%, Bailley 10% and other local brands like Cauvery, Ganga Crystal had 10%. The following figures showing the declining market share due to impact of Coke and Pepsi in the Indian water market. At present, coke having 8 bottling plants, by the end of 2007 the company would have doubled number of water bottling plant to 16. Kinley boosted a market share of 19% in June 2001. It already contributes 5% to Cokes revenue in India and available in 5 Lakhs retail outlet across the country. The company expects to invest Rs.70 –75 Crores in its water business in the next three years. Pepsi would have added 7 Crores, a 5% share of the market and contributing 7% Pepsi revenue in the country. It is having 2,50,000 retail outlets and the company will invest Rs.80-100 Crores in its water business in the next three years. 2.3 COMPANY PROFILE H.R. Institute of Higher Education, Hassan 11
  • 12. Work Environment and Commitment of Employees This section deals with the nature of the Company and its area, departments. It also includes a study about the organization. It also includes brief introduction about the Company. 2.3.1 INTRODUCTION: The King Fisher, United Breweries Company is one of the best companies today. It offers many products like bear, packaged drinking water and also it is offering its new airline services. The Company has given the rights of its brand name to T.T minerals for manufacture of King Fisher packaged drinking water and the company profile is limited to T.T Minerals. King fisher has 10 manufacturing units spread across different locations. 2.3.2 Industrial Background: The kingfisher, united breweries company is one of the best companies today. It offers many products like bear, packaged drinking water and also it is offering its new airline services. The company has given the rights of its brand name to T .T Minerals which is the only company for manufacturing King Fisher packaged drinking water. The company profile is limited to T.T Minerals. The origin of kingfisher in India the brand owes is named its founder Mr. Vital Mallya an Indian Entrepreneur. He first brought the idea of selling bottled water in India. H.R. Institute of Higher Education, Hassan 12
  • 13. Work Environment and Commitment of Employees In 1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water, which did not quite worked. Later by 1959 kingfisher wanted to exit the company. But later things started to change and it gave its brand rights to company called T. T Minerals. Being a returnable package owing to various other problems such as breakage and weight, in 1962-63, kingfisher was made available in PVC (poly Vinyl Chloride) bottles. After this plastic packaging was introduced, things started to change, and sales increased rapidly. The bottling and marketing plant in Bangalore was set up in the year 1982 with work force .In the starting the production rate was 600 cases per day. The work force has become double in numbers due to the sincere commitment given by the top management and thus the production capacity could able to increase up to 5000 cases per day. The company is doing their distribution and marketing function with help of self and contract vehicles. 2.3.4 Distribution: Distribution involves the flow of product from the manufacturer to the ultimate end user through the distribution channel. A distribution channel is defined as a set of firms and individual that assists in transferring the title to the particular customer. These firms which are marketing intermediaries perform a number of key functions viz. gathering information is necessary for facilitating exchange, promotion, contacting prospective buyers to cover the cost of channel work. Therefore, it is very necessary that appropriate distribution channel be chosen. The purpose of using intermediaries is largely to market the goods properly and to make it available and accessible to target market. Distribution does not end with selling H.R. Institute of Higher Education, Hassan 13
  • 14. Work Environment and Commitment of Employees but also intensifies the relationship with the buyers after the sales, which is to determine the buyer’s choice next time onwards. 2.3.5 Distribution muscle of T.T Mineral. Distribution plays a crucial role in successful marketing of the bottled water. The consumer has the tendency of picking up whatever is conveniently available. Kingfisher has indeed a strong distribution network. The company is presently using distribution channel which involves: Manufacturer Distributor Retailer Consumer As we already know that distribution is the key factor, and the consumer tends to pickup whatever is conveniently available and is pushed by the retailer. Therefore, a lot depends on the availability of the product and the profit margin given to the retailers. Thus, T .T Minerals introduces attractive schemes for one liter two liter and 20 liter can. The company as 40 distributors in various areas. Through distributors the company tries to distribute its products and increases the sales as well as acquire the market. From the production unit, the stock is transferred to warehouses, which is known as crystal marketing and operates distribution function by using their vehicles. A salesman and one delivery boy accompany each vehicle. They visit daily according to the requirement of the market. H.R. Institute of Higher Education, Hassan 14
  • 15. Work Environment and Commitment of Employees 2.3.6 Marketing Function: The marketing function carried out for King Fisher packaged drinking water is simple. The company T.T Minerals which is the franchisee of united breweries has given the marketing rights to Ice Berg Foods Ltd keeping in view its busy schedule of work and to make sure that its product are reached in each and every corner. The marketing division receives the order from the distributors based on the requirement. The marketing department sends the message to the stores department and there the cases are loaded to trucks as per the order and then distributed. Early morning 20Ltr can are first supplied and then other packages. The distributors supply the product mainly to retailers, bars, industries, hospitals and hotels. Major of the selling is done in hotels and bars. 2.3.7 Warehousing: Storage facility is necessary because there is a time gap between production and consumption. At T.T Minerals they have central warehouse system. They follow First-in First-out system in managing the stock of the finished goods. They also do continuous stock checking and periodic data files are maintained. 2.3.8 Transportation: The company requires transportation for the direct flow of products from the factory to the distributors and to the customers. For transportation company uses their own vehicles and also have vehicles on contract basis. The company is having 22 trucks and other vehicles for distribution of their products. 2.4 Product manufacturing process: H.R. Institute of Higher Education, Hassan 15
  • 16. Work Environment and Commitment of Employees Water from the bore well is taken and stored in large 10 tanks and each tanks capacity of carrying water is 7000 liters. Then the water from the bore well is passed through sand filters to remove sediments and dust particles. Then water is made to pass through activated carbon filters which have highly porous bituminous coal carbon for the removal of tastes, odor, chlorine, color and other organic material from water. Then this water made to pass through ultra violet sterilization. Further the water is passed through micron filters for more filtration. Then finally this water is treated with ozonization which is an oxidation agent which is easily soluble in water and eliminates completely the micro organisms. The main purpose of this is to increase the life of the water. After this chlorination and reverse osmosis is done. At last the treated water is bottled and marketed. The service provided is good they take all the precautionary measures to satisfy the customers taking into account the product certification mentioned as per the Indian Standards. The product certification is as follows – BIS (Bureau of Indian Standards) operate a product certification scheme under which licenses are granted to manufacturers who wish to claim conformity of these products to relevant Indian Standards. It enables manufacturers to use the standard mark (popularly known as ISI mark) under BIS act. The scheme was voluntary in nature and aimed at providing third party assurance to the customer but after the Union Minister of Health and Family Welfare issued a Notification NO.759 (E) an amendment to the prevention of Food Adulteration Rules 1954, the BIS certification mark has become mandatory for packaging drinking water. Separate Standards have been formulated for packaged drinking water (IS 14543:98) and for packaged natural mineral water (IS13428:98). These Standards give parameters to be tested and the requirements to be met in respective category of packaged water. According to the Standards, the manufacturers should see that the total pesticides residue is not more than 0.0005mg per liter. 2.4.1 Purification processes: H.R. Institute of Higher Education, Hassan 16
  • 17. Work Environment and Commitment of Employees Purity and safety are two major factors taken care in sourcing and processing King Fisher water. Great care goes in tapping this source. Only water below 25 metres is tapped, this is to avoid any surface contamination to percolate and mix with underground water source. Area surrounding water collection tube at the surface is protected and kept clean. There are 7 stages in purification process. They are: 1. Sand filtration: Sand filtration system removes contamination by forcing the water through a vessel of sand. These require backwashing about once a month and have no need for replacement of chemicals. 2. Carbon filtration: A filter that uses a piece of activated carbon to remove odors, contaminants and impurities. It removes organic and inorganic chemicals that RO unit cannot. 3. Micron filter: Micron filters functions is it removes solid particles from water. This filter gets its name from its ability to trap micron size particles at a very high efficiency rate. 4. Reserve osmosis (RO): Reserve osmosis is a water treatment method whereby water is forced through a semi permeable membrane which filters out impurities. Reserve osmosis unit removes inorganic chemicals such as salts, metals and minerals as well as micro organisms and many (but not all) organic compounds. 5. Ultra filtration: H.R. Institute of Higher Education, Hassan 17
  • 18. Work Environment and Commitment of Employees Ultra violet radiation is used to destroy contaminants in water. Ultra violet light is also used to create ozone molecules for destroying contaminants in water. 6. Ionizations (O3): Ionizations is a type of gas which as a variety of oxygen. Ozone treatment is used to kill microbes in water. Ozone is a form of oxygen containing 3 molecules. 7. Chlorination : Chlorination is addition of chlorine to water to destroy micro-organisms. 2.4.2 Processing and quality assurance: 1. The casing tube itself is protected with stainless steel mesh to give a preliminary filtration to the water. 2. Ultra filtration is used to remove the bacteria in the water. 3. Activated carbon purifier is to remove colour and odour in water and remove chlorine in the water. To ensure King Fisher water is held safe free from contamination, ultra-violet treatment and Ionization process is carried out. Ozone is unstable trivalent oxygen which is done within couple of hours for the preservative purpose. Sterilisation effect of ionized water continues even after is water is packaged, thereby ensuring safety of King Fisher water up to its final packing. To ensure high quality packing materials, components like caps and bottles are manufactured in-house from resins of quality suppliers. Good manufacturing practices are stringently followed at all times. Processing is religiously monitored at every stage. 2.5 Technology development: To make sure that the product that reaches the consumers is always of high quality and also meets international standards. King Fisher has always been involved in improving its product packaging. One such recent development is the tamperproof seal and easy carry handle. H.R. Institute of Higher Education, Hassan 18
  • 19. Work Environment and Commitment of Employees 2.6 Future plans: Now as King Fisher water as perhaps already steps ahead of its competitors it will endeavour to widen its gap in the months to come. King Fisher brand positioning stresses on pure and clean drinking water. Some of the future plans to maintain the top spot that King Fisher commands in the Indian market are;  New pack sizes in bottles and cups.  Increase the distribution network with an investment in terms of crores.  Strengthening its traditionally weak areas by setting up of new bottling facilities at a cost of Rs. 150 crores. 2.7 Vision: To be a premier UB-company with a clear focus to become globally competitive through growth and technology up gradation committed to excellence in quality service and environment management. 2.8 Mission: • To be the recognized leader in our target markets. • To be preferred employer wherever we operate. • To recognize the value of our human assets. • To be the partner of choice for customers, suppliers and other creators of innovative concepts. 2.9 Goals and objectives • To act with integrity, probity, honesty transparency and with utmost good faith. • Actively assist in implementing the companies’ objectives and creating an organization that is responsive, positive and driven by business and social needs. 2.10 Competitors information H.R. Institute of Higher Education, Hassan 19
  • 20. Work Environment and Commitment of Employees Some of the competitors in this field KINGFISHER PACKAGED DRINKING WATER are  KINLEY.  BAILLEY.  AQUAFINA.  BISLERI.  CAUVERY.  GANGA.  CRYSTAL. H.R. Institute of Higher Education, Hassan 20
  • 21. Work Environment and Commitment of Employees 2.11 ORGANIZATION STRUCTURE ORGANISATIONAL CHART Proprietor General Manager Marketing Production Finance Personal Manager manager manager manager Sales officer Plant supervisor Supervisor In charge Administration Salesman Foreman Accounts clerk Clerks Workers H.R. Institute of Higher Education, Hassan 21
  • 22. Work Environment and Commitment of Employees Proprietor - T Ashwathnarayana General Manager - A marnath Marketing manager - K P Udupa Production manager - K P Suresh Finance manager - A Deepak Human Resource manager - R Nagaraj Marketing sales officer - Karum Bahia Plant Supervisor - Thukaram Finance Supervisor - A Deepak Personnel In charge Administration - R Nagaraj H.R. Institute of Higher Education, Hassan 22
  • 23. Work Environment and Commitment of Employees 2.11.1 Functional departments at T.T Minerals: 1. Human Resource Department 2. Production Department  Filling section  Blowing section 3. Stores department 4. Quality Control Department 5. Finance or Accounts Department 6. Sales or Marketing Department  Dispatch section H.R. Institute of Higher Education, Hassan 23
  • 24. Work Environment and Commitment of Employees 2.11.2 Human Resource Department T.T Minerals has been divided into various departments for the smooth functioning of all activities here Human Resource Management is also one of the important departments. Structure of Human Resource Management in T .T Minerals : Managing director (T. Ashwathnarayana) AGM (A .Amaranth) HRD Manager (R. Nagaraj) Supervisor Workers Kingfisher recognizes its employees as the most important asset for its continued growth. Human Resource Management in kingfisher strives to ensure continuous organizational growth by nurturing the strengths of its employees and providing the environment and opportunity for every individual to rise to his or her highest potential, identify and achieve his personal goal within the frame work of organizational, societal and national objectives. H.R. Institute of Higher Education, Hassan 24
  • 25. Work Environment and Commitment of Employees T.T.Minerals has been divided into various departments for the smooth functioning of all activities here Human Resource Departments is also one of the important departments. The main functions of human resource department in T.T.Minerals are: a) Recruitment. b) Retention. c) Retirement. d) Promotion. e) Transfer. f) Demotion. The human resource department has two divisions, namely, a) Personnel Department. b) Welfare Department. The personnel department consists of: 1. Maintenance of personnel files and employees master records. 2. Processing of confirmation in respect of employees appointed/promoted; • Checking of personnel records. • Follow-up probationer rating sheets. • Putting up of notes to the concerned competent authority. • Issue of confirmation letters to the concerned employees. • Informing accounts officers (pay rolls) for granting annual progress Increments. • Entering in the personal records. 3. Extension of probationary period on grounds of unsatisfactory probation. 4. Entering annual progress increment dates and rates in the personal records/ employee master records in respect of eligible employees. H.R. Institute of Higher Education, Hassan 25
  • 26. Work Environment and Commitment of Employees 5. Employee service records; • Follow-up of employee service records from the department. • Pointing out the deficiencies to the employee who have been rated below 331/3% after obtaining competent authorities approval. 6. Annual confidential reports; • Follow-up of annual confidential reports in respect of officers and putting up to the divisional hands before sending it to corporate office. • Communication of adverse remarks to the officers who have been rated low average/below average or corrective action. 7. Fixation on pay on promotion in respect of employee promoted option cases to the date of next drawl of annual progress increment and making necessary entries in the records. 8. Processing of incentives. • For acquiring additional qualification. • For undergoing family planning operation (incentive/special increment). 9. Preparing superannuation statement of employees retiring during the year and arranging procurement action for presentation of mementoes. 10. Feeding seniority date in respect of all employees to corporate office for computerizing. 11. Preparing seniority lists-reviewing the personal records, putting recommendations for promotions up to wage Group-E under career development plan. 12. Wage fixation entries in the records of employees and officers. H.R. Institute of Higher Education, Hassan 26
  • 27. Work Environment and Commitment of Employees 13. Completing the formalities of checking of documents, getting clearance from accounts/corporate office in respect of employees / officers for availing loan. 14. Preparing list of employees who will be completing 10/15 of service, writing of certificates, obtaining CMD’s signature on the certificate, and arranging procurement action for wrist watches and gold plated steel strap and distribution to employees. 15. Transfers. • Inter departmental transfers. • Inter divisional transfers. 16. Resignations/Termination. 17. Forwarding of application to out side organization. 18. Court attachment/service of summons. 19. Issue of service certification for various purpose such as educational authorities, banks, rationing officer, Life Insurance Corporation of India Authorities, Etc. 20. Issue of No Objection Certificate for pass port authorities, employment exchange, contesting for elections for taking-up higher studies etc. 21. Up-dating seniority registers/strength registers. 22. Incorporation of additional qualification. 23. Company leased accommodation for officers. 24. Trade Union is responsible for fixing the canteen requirements under the Karnataka Company Act of 1969. H.R. Institute of Higher Education, Hassan 27
  • 28. Work Environment and Commitment of Employees 2.11.3 The Welfare Department consists of: • Administration of personnel policies, rules and regulations. • Implementation of service condition. • Training of filter/welders in machine shop traders. • Giving clarification to employees regarding LTC’s, family planning, HDFC, confirmations, fixation of pay, etc. • Punishment cases- affect of reduction in pay or grade and reckoning of seniority. • Release of reservists for Re-survey Medical Board and Ex-Serviceman for periodical training. 2.12 Suggestion Awards: • Feeding information to house margins. • Recommendation for Prime Ministers Sharm Awards. • Recommendation for Physically Handicapped Awards. • Leave Rules. • Study leave for employees/sponsoring. • Payment of gratuity. • Maintenance policy files. H.R. Institute of Higher Education, Hassan 28
  • 29. Work Environment and Commitment of Employees • Processing of loan application forms for purchase of vehicles. • Annual inventory. • Change of name of employees. • Nomination/wills. • Uniforms. • Wage anomalies. 2.13 PRODUCT PROFILE The company kingfisher offer variety of services to the customers. The services like Airline services, beverages etc, but as my project is restricted only to packaged drinking water, I will be giving the product related to the packaged drinking water. The kingfisher as given its brand rights to T T Minerals for the marketing of the packaged drinking water and the marketing rights to ICE BERG FOODS LTD. The variety of products comes in 200ml, 500ml, 1000ml, 2000ml, 5000ml, 20ltr can and also they manufacture soda. The table is shown below: H.R. Institute of Higher Education, Hassan 29
  • 30. Work Environment and Commitment of Employees Different Qualities of Kingfisher Packaged Drinking Water with prices. Quality Per case Price (in Rs) 200m 48 pieces 3.50 500ml 12 pieces 08-00 1000ml 12 pieces 14-00 2000ml 09 pieces 20-00 5000ml 01 Can 35-00 20ltrs 01 Can 60-00 Above all the varieties, it is said that 20ltrs jar has high profit margin because the jars can be recycled and repeatedly used for many times. The cost of jars Rs120. For one liter Bottle the total production cost involved is around Rs5.75, for two liter bottle is around Rs6.30 for half liter bottle is around Rs5.20. 2.14 ORGANIZATIONAL SWOT ANALYSIS STRENGTHS:  Acting with integrity, probity, honesty, transparency and with utmost good faith.  Actively assist in implementing the company’s objectives and creating an organization that is responsive, positive and driven by business and social needs.  It is most useful mineral water.  Quality of the product is good compare to other mineral water.  Brand image of the product is good compare to other bottled water manufacturers.  Motivation of customer satisfaction.  Kingfisher bottled water is sharing the competitive market effectively. WEAKNESS:  Shrinking damaged of blowing section.  Other limitation is maintaining the marketing.  Less co-ordination between employees & organization.  Less use in advance technology. H.R. Institute of Higher Education, Hassan 30
  • 31. Work Environment and Commitment of Employees OPPORTUNITIES:  Adequate Scope for development activities.  Entering places such as science parts and rural areas, where brand awareness can be created by better promotional activities  Better utilization of resources which in turn results in effective productivity  Implementation of better and upgraded technology THREATS:  Tuff and strong competition from the respective industry  Threat from foreign players  Competition among the distributers or retailers  Fluctuation in the rate of inflation H.R. Institute of Higher Education, Hassan 31
  • 32. Work Environment and Commitment of Employees 3. INTRODUCTION: HUMAN RESOURCE MANAGEMENT: Different terms are used to denote human resource management they are : Labour management, Labour administration, Labour management relations, employee employer relations, industrial relations, personal administration, personnel management and like these terms can be widely the basic nature of distinction lies in the spoke are coverage and evolutionary stage. 3.1 MEANING: Human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements. Human resource management is concerned with the management of people in organizations. It represents that part of an organization’s activities concerned with the recruitment, development and management of its employees. Managing human resources is an integral part of general management and is critical to the success of all types of organizations. Human resources are the essential constituents in any organization. No organization stands on its own without them. Thus, human resource management is the process of acquiring, training, developing, motivating and evaluating a sufficient number of employees to perform the activities required for an organization’s objectives, generation of satisfaction and optimal productivity and effectiveness of employees. The primary functions of human resource management are human resource planning, recruitment and selection, training and management development, performance appraisal, compensation and providing employee benefits and satisfaction. Therefore, human resource management comprises the activities. H.R. Institute of Higher Education, Hassan 32
  • 33. Work Environment and Commitment of Employees 3.1.1 DEFINITIONS: According to Ronald J. Ebert, “Human Resource Management refers to attracting, developing and maintaining an effective workforce” According to Wood and Wall ,” Human Resource Management is a term used to represent that part of an organization’s activities concerned with the recruitment, development and management of its employees. According to P.S Van Dyk “ Human Resource Management signifies a process of management whereby a sustained synergy is maintained between the employees, the assigned task, the organization and the environment. This is to ensure that organizational goals are attained and the employee achieves a competent level of performance and an agreeable degree of gratification. According to Michael Armstrong and Angela Baron “ Human Resource Management can be defined as a strategic and coherent approach to the management of an organization’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives for sustainable competitive advantage” 3.2 NATURE OF HRM: Human resource management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. It may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features:  Pervasive force  Action Oriented  Individually Oriented H.R. Institute of Higher Education, Hassan 33
  • 34. Work Environment and Commitment of Employees  People Oriented  Future Oriented  Development Oriented  Integrating mechanism  Comprehensive function  Auxiliary service  Inter-disciplinary function 3.3 CHARACTERISTICS OF HUMAN RESOURCE MANAGEMENT:  HRM is an organization wide strategic activity  HRM is goal- oriented rather than established/ maintenance focused.  HRM seeks to develop individual capacity and capability in order to contribute their best to the organization.  HRM is a people oriented process for assimilating individual efforts with organization’s competitive priorities  HRM emphasizes individual as a core element of its competitive strategy  HRM is an integrating and integrative framework which links people resources, business process and customers effectively  HRM is an ongoing set of activities and requires commitment of top management 3.4 SCOPE OF HRM: The scope of HRM is very wide Research in behavioral sciences, new trends in managing knowledge workers and advances in the field of training have explained the scope of HR function in recent years. The Indian Institute of Personnel Management has specified the scope of HRM thus: H.R. Institute of Higher Education, Hassan 34
  • 35. Work Environment and Commitment of Employees 3.4.1 Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentives, productivity, etc. 3.4.2 Welfare aspect: It deals with working conditions and amenities such as canteens, crèches, rest and lunch rooms , housing transport, medical assistance, education, health and safety, recreation facilities, etc. Industrial relation aspect: This covers union- management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. 3.5 OBJECTIVES OF HRM :  To help the organization reach its goals  To employ the skills and abilities of the workforce efficiently  To provide the organization with well-trained and well-motivated employees  To increase to the fullest the employee’s job satisfaction and self- actualization  To develop and maintain a quality of work life  To communicate HR policies to all employees  To be ethically and socially responsive to the needs of society.  To facilitate in maintenance of cordial relationship between management and employees.  To devise programmes for meeting economic, social and psychological needs of the employees.  To create an enabling climate in which employees are inspired to harness and deploy their skills and competencies to the fullest. H.R. Institute of Higher Education, Hassan 35
  • 36. Work Environment and Commitment of Employees 3.6 IMPORTANCE OF HRM : People have always been central to organizations, but their strategic importance is growing in today’s knowledge-based industries. An organization’s success increasingly depends on the knowledge, skills and abilities (KSAs) of employees, particularly as they help establish a set of competencies that distinguish an organization from its competitors. With appropriate HR policies and practices an organization can hire, develop and utilize best brains in the marketplace, realize its professed goals and deliver results better than others.  At the Enterprise level  At the Individual level  At the National level 3.6.1 At the enterprise level: Good human resource practices can help in attracting and retaining the best people in the organization. Planning alerts the company to the types of people it will need in the short, medium and long run. It helps in training people for challenging roles, developing right attitudes towards the job and the company, promoting team spirit among employees and developing loyalty and commitment through appropriate reward schemes. 3.6.2 At the individual level: It promotes team work and team spirit among employees. It offers excellent growth opportunities to people who have the potential to rise It allows people to work with diligence and commitments H.R. Institute of Higher Education, Hassan 36
  • 37. Work Environment and Commitment of Employees 3.6.3 At the society level: Employment opportunities multiply scarce talents are put to use. Companies that pay and treat people always race ahead of others and deliver excellent results 3.6.4 At the national level Effective use of human resources helps in exploitation of natural, physical and financial resources in a better way. People with right skills, proper attitudes and appropriate values help the nation to get ahead and compete with the best in the world leading to better standard of living and better employment. • Attract and retain talent • Train people for challenging roles • Develop skills and competencies • Increase productivity and profits • Improve job satisfaction • Enhance standard of living and generate employment opportunities. • Human resources help in transforming the lifeless factors of production into useful product. 3.7 INFLUENCING FACTORS OF HRM:  Size of the workforce  Composition of workforce  Employee expectations  Changes in technology  Life- style change  Environmental challenges  Personnel functions in future H.R. Institute of Higher Education, Hassan 37
  • 38. Work Environment and Commitment of Employees • Job redesign • Career opportunities • Productivity • Recruitment and Selection • Training and Development • Rewards • Safety and welfare  Changes in 21st century impacting HRM • HR as a spacing board for success • Talent hunting, developing and retaining • Lean and mean organization • Labour relations and health care benefits. 3.8 GENERAL INTRODUCTION Indian economic scenario is undergoing a fundamental structural change affecting all walks of life. Physical, behavioural and psychological differences among individuals have increased with the rapid changes taking place in the management process of organization. These have implication in the design of recruitment, selection, training and development, compensation, performance evaluation, employee discipline, promotion and transfer etc., are becoming difficult for implementation due to poor understanding of Personnel Management by the employees. Human resources are one of the most important managerial functions encompassing with all aspects of the organizational interactions with people. In recent years, the term human resource management has been adopted as an alternative to personnel management. H.R. Institute of Higher Education, Hassan 38
  • 39. Work Environment and Commitment of Employees 3.8.1 OBJECTIVES OF WORKERS PARTICIPATION IN MANAGEMENT The objectives of workers participation in management vary from country to country and from company to company. The various objectives are;- I. To promote industrial peace and harmony II. To promote industrial democracy III. To encourage workers to take positive role in managing the enterprise IV. To regulate self centered action of capitalists V. To improve moral of the employees VI. To ensure best utilization of human resources by recognizing and tapping the potential of the employees. 3.9 FORMS OF WORKERS PARTICIPATION IN MANAGEMENT After independence, India attempted to introduce this concept to promote the participation, the provision of industrial disputes (ID) act for setting up of woks committees and for the establishments of bipartite committees in factories act 1948 were introduced. India introduced the joint consultative machinery in government undertakings to facilitate co-operation between the government and employees the schemes of participation and description are described in brief below: 1)Work Committees: The industrial Disputes Act 1947 provides for the setting up of works committee, consisting of representatives of management and employees, in every undertaking employing 100 or more workers to promote measure for securing and preserving good relations between employer and employees. The representatives of the workmen, whose number shall not be less than the representatives of the employer, are to be chosen from among the workmen engaged in the establishment and consultation with their recognized trade unions if any. It is a channel for joint consultation. The issues that are normally dealt with by works committee are: H.R. Institute of Higher Education, Hassan 39
  • 40. Work Environment and Commitment of Employees • Conditions of work • Safety and accident prevention • Administration of welfare programmes • Educational and Recreational activities 2) Joint Management Councils (JMC) : This scheme is based on the draft prepared by the tripartite committee appointed by the 15 th session of Indian Labour Conference and further modified by the tripartite national seminars. Objectives of JMC: • To promote cordial relationship between workers and management. • To establish a mutual trust and confidence • To train the workers to understand and share the responsibility of management. • To secure better welfare and other facilities for workers 3) Workers Director: The apex level of participation in an enterprise is at the board of director’s level. The objectives of this are as follows • A feeling of enhanced status for workers and union • An active role in the formulation of company policy • Workers involvement in strategic level decisions The system has got many limitations like worker will not remain as a worker and in some cases bargaining power of the unions will be reduced. H.R. Institute of Higher Education, Hassan 40
  • 41. Work Environment and Commitment of Employees 3.10 LEGISLATION GOVERNING WORK ENVIRONMENT TOWARDS FACTORIES ACT, 1948 The main objective of this act is to improve working conditions of the workers by implementing the provisions of industrial safety. Factory means any premises wherein ten or more workers are working and in any part of which a manufacturing process is carried out with the aid of power wherein twenty or more workers are working and in any part of which a manufacturing process is being carried without the aid of power. 3.11 INDUSTRAIL SAFETY MANAGEMENT For a dynamic industrial world, it is essential to have a sound, efficient and well planned safety programme. Industrial safety activities are not entirely separate from production, but must be completely integrated with the production programmes. The success in preventing accidents depends on the principles accepted and practiced by all the concerned people, union labour, management and government. The cost of loss of life and other losses are unimaginable. The prevention of accidents at work is one of the most important problems of industries. The Factories act prescribes the minimum requirement of cleanliness, lighting and ventilation and provides for the disposal of wastes, the elimination of dust and fumes, and the control of temperature in work environment. 3.11.1 STEPS IN SAFETY PROGRAMMES The steps involved in safety programme of any organization are given as follows: 1. Management’s commitment and involvement: Securing management’s commitment is a prerequisite for any safety programme. It is an essential step to ensure the safety programme in the right spirit. 2. Organizing for achieving safety goals: The specialist in charge of safety has to coordinate the various activities and he has to mobilize the necessary resources including the personnel. 3. Detailing the operational plan: The Company’s safety objectives, policies, rules and procedures that are chosen for implementation should be communicated to every one concerned in the organization. 4. Inspection of safety operations: The inspection provides an ongoing evaluation of the progress being made H.R. Institute of Higher Education, Hassan 41
  • 42. Work Environment and Commitment of Employees 5. Revision of existing practices: The existing safety system and practices are to be revised in the light of advancement of technology. The corrections to existing practices are to be taken up depending upon the collections of hazard 6. User guards and protective devises as a last option: If it is not possible to revise the system because of constraints to achieve the safety objective, use supplementary means to safeguard the exposure. 7. Educate and train employees to bring safety awareness: Awareness and motivation are essential ingredients in the remedy of controllable injuries. 3.11.2 SAFETY CONSCIOUSNESS This refers to educating the employees toward safety awareness and safe work practices. A worker will accept the use of safety measure if he is convinced of its necessity. Therefore, suitable measures should be adopted to increase the awareness of need for safety in the work environment. 1. Display of safety posters and slogans 2. Providing simple and convenient safety devices 3. Allowance to workers for setting, removing and replacing any necessary safety devices 4. Hold safety competition and award prizes for the safe practices 5. Give the identity and recognition to safe workers. 6. Hold regular safety meetings 7. Report safety activities to all employees 8. Cross mark all accident prone areas 9. Conduct safety- training programmes at regular intervals. H.R. Institute of Higher Education, Hassan 42
  • 43. Work Environment and Commitment of Employees 3.11.3 ACCIDENTS Accidents are really recognized when there is damage to properties and some one is injured. It is nit necessary that all accidents should result in personal injury. Generally an accident is defined as “an event which is unexpected or the cause of which is unforeseen” but this definition does not give scope for accident prevention. Thus, a definition, which provides the basis for industrial accident prevention is as follows, “an accident is any occurrence that interrupts or interferes with the orderly progress of the activity in question.” Cause of Accidents • Technical causes reflect deficiencies in plant, equipment etc, and general work environment. a. Mechanical causes • Unsafe design and/or construction • Improper machine guarding • Improper loading of the machine • Unsafe and improper material handling system • Leakages of valves of dangerous liquids and gases • Broken safety guards b. Environment factors These refer to improper condition of work. • Too high or tool low temperature • High humidity causing excessive fatigue • Defective and inappropriate illumination • Presence of dust, fumes and smokes • Poor house keeping • Human causes of unsafe acts by the person concerned are due to his ignorance or carelessness etc. • Age, health and mental condition • Financial position and number of dependents • Lack of job knowledge and skill • Improper attitude towards the work H.R. Institute of Higher Education, Hassan 43
  • 44. Work Environment and Commitment of Employees • Incorrect machine habits • High anxiety level • No use of safety devices • Working unsafe speeds • Improper handling of tools 3.11.4 ACCIDENT PREVENTION It is the responsibility to provide safe conditions of work and inculcate safe habits and behaviour and right attitudes among workers by education, training and right supervision. Accident prevention has become a predominant matter of concern in all- industrial enterprises. Accident prevention has both humanitarian and social implications, as they are required for higher productivity. The recommendations of code of practice are intended to guide all those having responsibility towards safety. These are obligations of employers, workers and obligations of manufactures towards accident prevention. A. Obligation of employers • Employers should provide, maintain and periodically inspects the buildings, plants and machineries and to organize the work so as to protect workers against accidents and injury and health. • It is the duty of employee to ensure that machines, appliances, vehicles etc. are conforming to the relevant safety regulations. • To take care for the safety of the workmen and other employees • To make sure that workers are properly instructed about hazards of their occupations and precautions necessary to prevent accidents. • It is the duty of the employer to see that all places i.e. near buildings, near machinery, passages etc, are properly provided with adequate lightning required for workers safety. H.R. Institute of Higher Education, Hassan 44
  • 45. Work Environment and Commitment of Employees B. Obligation of the workers • It is the duty of the workers to make proper use of all safeguards, safety devices and other appliances furnished for their protection • It is the duty of the workers to examine workplace and the plant and equipment that is used before starting the work. C. Obligation of the manufacturers. • To provide appropriate guards for machinery, wherever required. • To furnish instructions for the safe use of equipments and handling of hazardous materials. 3.11.5 OCCUPATIONAL HEALTH Occupational health should aim at the promotion and maintenance of the highest degree of physical, mental and social well being of workers. In all occupations, the prevention among workers of departures from health caused by their working conditions, the protection of workers in their employment, from risks resulting from factors adverse to health, the planning and maintenance of workers in an occupational health environment adopted to his physiological equipment. Thus occupational health is adoption of work to men and each man to his job. H.R. Institute of Higher Education, Hassan 45
  • 46. Work Environment and Commitment of Employees 3.12 A STUDY ON WORK ENVIRONMENT AND COMMITMENT OF EMPLOYEES INTRODUCTION Employees are endowed with skills, knowledge, attitude, values, aptitude, attitude etc, they come to the organization with all these varieties of skills, attributes, though the organization mostly require employees skills and knowledge, it is inevitable to the management to bear and respects the total employees, there only the employees commits himself to the organization. A committed employee is a valuable asset to the company as he contributes his maximum skills and knowledge, in the process of maintaining human relations, the company provides congenial work environment to its employees. The organization has to create conductive environment at the work place to make him committed to the company. Work environment includes various internal and external factors. These factors influence the employees mind and body. The work environment should match with the requirement of plant and machinery in case of production requirements and job requirements, in case of other requirements in addition to the convenience and comfort of the employee. The work environment, which suits the requirements of job and conveniences of the employees, maximizes the workers efficiency and productivity. Industrial psychologists, therefore, suggest that the organization should provide constructive work environment in order to reduce employee’s problem at work. Work environment consists of 1) physical environment, 2) social environment, 3) psychological environment. 1) Physical environment : Physical work environment consists of building location, type of the buildings, ventilation, lighting, rest rooms, toilets, furniture, temperature, moisture, humidity and noise, colours of the walls, roof, height of the roof, passages, greenery etc. H.R. Institute of Higher Education, Hassan 46
  • 47. Work Environment and Commitment of Employees 2) Social environment: Social work environment consists of management policies and practices regarding formation of work groups/teams, allowing and encouraging the employees top form work groups/teams informally, making use of grapevine, utilizing open space concept regarding the layout of offices and workplace. The factors like encouraging/ allowing the employees to interact socially with other employees open and extensive interaction between superiors and subordinates, easy access of top management to employees and management style of managing by walking around and consulting the employees informally also included in social work environment. 3) Psychological environment Psychological work environment significantly influences certain factors of human resources like values, attitude, aptitudes etc. Psychological work environment includes perception, personality, motivation, morale, group formation, maintenance, utilization, leadership, style, and levels of job satisfaction, individual differences, human relation, superior-subordinate interaction and relation, organization climate communications. Fatigue: The term fatigue is defined as decrease in the capacity or efficiency or ability of a person to carryout the work because of work. Mandatory: According to Harrel, Mandatory is a state of mind caused by performing repetitive tasks. It implies no emotional dislike. Job enlargement mostly causes monotony, job enlargement overloads it. H.R. Institute of Higher Education, Hassan 47
  • 48. Work Environment and Commitment of Employees Boredom: Boredom is caused due to lack of interest or aptitude in the job; it is characterized by depression and a desire for change of activities. According to Thomas W. Harrel, boredom is tinged with emotional distaste and is accompanied by a correspondingly attitudinal outlook. Thus boredom is hardly affected like personality, attitude, aptitude or interest pattern rather than doing repetitive tasks. Boredom is a desire for change in work rather than for a rest or relief from work. Repetitive tasks, less challenging jobs, significant jobs in the organization in insignificant jobs from the new point of customers and society and family members and friends of the employee’s cause’s boredom. Boredom refers to the subjective aspects of fatigue. It is highly specific, a worker experiencing boredom can do the work efficiently, physically and mentally but he has no desire or aptitude/interest to do the work. A good working environment is a good business: Accidents at works and occupational injuries represent a considerable economic burden to individuals, employers and to the society as a whole. For companies in particular occupational accidents can have a major financial impact. Some of these costs like lost workdays or lost income are clearly visible and can readily be expressed in monetary value. For a large part however, the economic consequences of accidents are somewhat hidden or cannot be identified. It is important to note that accidents (and accidents prevention) have simultaneous effects on both employees health (such as injuries) and on company performance (Detrimental effects on company image). Improvements in safety and health at work can bring economic benefits not only to companies but also to the society as a whole. Occupational safety and health can affect company performance in many ways, • Fewer work related accidents and disease lead to fewer sick leaves. In turn, this results in lower costs and less disruption of the production process. • Equipment and a working environment that is optimized to the needs of these working process and that are well maintained lead to higher productivity/ • Reduction of injuries and illness means less to higher productivity. H.R. Institute of Higher Education, Hassan 48
  • 49. Work Environment and Commitment of Employees It might be, however difficult to convince employees and decision makers of the profitability of improving working conditions. Often an effective way is to make financial or economic estimations, although making calculations or making an analysis of costs and future benefits need not be complicate. Indeed, some elements in economics appraisal, like the value of health or human life, can sometimes be complicated. However, the basic principles are quite straightforward and can easily be performed by safety and health professional and managers. It is necessary to study the economic effects health and safety policy at company level in order to be able to: • Take a balanced decision with regard to the allocation of company resources • Bridge the gap between health and safety needs and management requirements and desires: • Take account of legal requirements. The economic approach to health and safety at company level cannot replace the value of the human requirements and social obligations. Health and safety is part of the social and ethical role of a company and policy, cannot only be based on economical parameters alone. It is difficult or even impossible to quantify costs such as suffering, reduction of the quality of life, family problems. Decrease of life span time, etc, in monetary terms. H.R. Institute of Higher Education, Hassan 49
  • 50. Work Environment and Commitment of Employees 4.1. The geographical location and structure of company and building. Table 4.1: Geographical location and structure Response No. of respondents Percentage Excellent 15 30 Good 21 42 Fair 4 8 Satisfactory 10 20 Not satisfactory 0 0 Total 50 100 Analysis: From the above table it is observed that 72 percent of the respondent’s state that the company’s geographical location and structure is good. While 8 percent of the selected respondents find it fair and 20 percent say it is satisfactory and none of them felt to be not satisfactory. Interpretation: From the above response of the employees we can infer that nearly ¾ of the employees are in high spirits and gratify in working in the well located and well built organization. H.R. Institute of Higher Education, Hassan 50
  • 51. Work Environment and Commitment of Employees 4.2. The comfort and convenience in the work place Table 4.2: The comfort and convenience Response No. Of respondents Percentage Excellent 10 20 Good 14 28 Fair 0 0 Satisfactory 26 52 Not satisfactory 0 0 Total 50 100 Analysis: From the above table it is observed that 28 percentage of the employees state that the comfort and convenience at the work place is good. While 52 percent find it to be satisfactory and 20 percent of the employees find it excellent. Interpretation: It can be inferred that nearly 1/4th of the employees felt that the comfort and convince in their area is satisfactory, and more than ½ th of them it to be good. We can thus infer that the company provides its employees with ideal and convient work conditions in their work area. 4.3. The lighting and ventilation facilities in the work place. H.R. Institute of Higher Education, Hassan 51
  • 52. Work Environment and Commitment of Employees Table 4.3: Lighting and ventilation Response No. of respondents Percent Excellent 6 12 Good 22 44 Fair 14 28 Adequate 0 0 Poor 8 16 Total 50 100 Analysis: From the above table it is observed that lighting and ventilation facilities are found to be excellent by 12 percent of the respondents, while 44 percent of the selected employees respondents say its good and only 28 percent of the employees say fair, while 16 percent say it is poor. Interpretation: The above data shows that the company provides very good lighting and ventilation facilities, thereby helping the employees get a satisfying work area. H.R. Institute of Higher Education, Hassan 52
  • 53. Work Environment and Commitment of Employees 4.4 The maintenance of the heat and noise at the work place. Table 4.4: Working conditions (heat and noise at the place) Response No. of respondents Percentage Yes 38 76 No 12 24 Total 50 100 Analysis: 76 percent of respondents state that measures taken by the company to maintain the heat and noise at the work area while 24 percent say no. Interpretation: Here we can infer that the company provides the employees with a temperature and noise free atmosphere at work to the maximum possible extent, thereby creating a positive working environment. H.R. Institute of Higher Education, Hassan 53
  • 54. Work Environment and Commitment of Employees 4.5. The access to materials at the work place Table 4.5: Access to materials at the work place Response No. of respondents Percentage Excellent 4 8 Good 30 60 Fair 4 8 Satisfactory 14 28 Not satisfactory 0 0 Total 50 100 Analysis: 8 percent of the respondents find that the company provides excellent access to materials at their work place while 60 percent of them feel it is good, 8 percent find it to be fair and 28 percent find it to be satisfactory. Interpretation: From the above data we can draw the conclusion that more than half of the employee feel that they have an easy access to materials and thus the employees seen to be happy. H.R. Institute of Higher Education, Hassan 54
  • 55. Work Environment and Commitment of Employees 4.6. The medical facilities’ provided in cases of injuries and accidents. Table 4.6: Medical facililities Response No. of respondents Percentage Excellent 10 20 Good 15 30 Fair 20 40 Satisfactory 5 10 Not satisfactory 0 0 Total 50 100 Analysis: 30 percent of the respondent’s state that good medical facilities are given in case of injuries and accidents while 20 percent find it excellent and 40 percent say fair, while 10 percent find it satisfactory. Interpretation: H.R. Institute of Higher Education, Hassan 55
  • 56. Work Environment and Commitment of Employees Here, majority of the respondents say good to the medical facilities provided in the company in case of injuries and accidents where as few have responded to be satisfactory which means that there is still scope for improvement. 4.7 The stress relief measures Table 4.7: Stress Relief Measures Response No. of respondents Percentage Tea break 15 30 Lunch break 20 40 Leisure 5 10 All the above 10 20 Total 50 100 Analysis: 40 percent of the respondents stated that lunch breaks relieves their jobs stress while 30 percent of them feel leave travel allowance relieves stress while 20 percent feel all the above. Interpretation: H.R. Institute of Higher Education, Hassan 56
  • 57. Work Environment and Commitment of Employees With regard to stress relief in the company the employees have specified with equal response to tea break, lunch break and LTA it can be refer that this should be continued and more search option can be implemented. 4.8. The welfare measures in the company Table 4.8: Welfare measure of employees Response No. of respondents Percentage Housing facilities 0 0 Transport facilities 14 28 Canteen facilities 15 30 Medical facilities 16 32 All the above 5 10 Total 50 100 Analysis: 28 percent of the respondents are getting transport facilities and 30 percent say they get canteen facilities while 32 percent of them say medical facilities while 10 percent if them state that they get all the above facilities. Interpretation: H.R. Institute of Higher Education, Hassan 57
  • 58. Work Environment and Commitment of Employees We can infer from the above that the company is providing necessary facilities such as transport free canteen facilities and medical reimbursement facilities. 4.9. The fatigue at work Table 4.9: Fatigue at work Response No. of respondents Percentage Yes 30 60 No 20 40 Total 50 100 Analysis: 60 percent of the respondents have that they get fatigued at the work while 40 percent of them say they do not fatigued. Interpretation: Here we can conclude that majority of the respondent stated that they do not get fatigue this show that the company is conducting stress relief such has providing breaks in the middle of the working hours. H.R. Institute of Higher Education, Hassan 58
  • 59. Work Environment and Commitment of Employees 4.10. Teamwork and its effect on employee and his job satisfaction. Table4.10: Teamwork and its effect on employee Response No. of respondents Percentage Unity 16 32 Division of labour 8 16 Better understanding 22 44 All the above 4 8 Total 50 100 Analysis: 44 percent of the respondents states that team work understanding among them while 32 percent feel it brings unity and 16 percent feel that it helps in division of labour while 8 percent feel that it helps in bringing all the above. Interpretation: H.R. Institute of Higher Education, Hassan 59
  • 60. Work Environment and Commitment of Employees From the above table we can infer that majority of the employees feel that working in teams helps them in building unity and better understanding among them. 4.11. Company’s policies and practices and its impact on group formation Table 4.11: Company’s policies and practices Response No. of respondents Percentage Excellent 7 4 Good 22 44 Fair 4 8 Satisfactory 22 44 Total 50 100 Analysis: 44 percent of the respondents state that company’s policies and practices are good impact on their group formation while 44 percent of them find it to be satisfactory and 4 percent find it excellent while 8 percent find it to be fair. Interpretation: H.R. Institute of Higher Education, Hassan 60
  • 61. Work Environment and Commitment of Employees The above employees response shows that the companys policies and practices are equally good and satisfactory. Information of this show that the company has good team forming policies thus the company should continue this. 4.12. The superior subordinate relationship Table 4.12: Superior and subordinate relationship Response No. of respondents Percentage Very good 4 8 Good 14 28 Fair 10 20 Satisfactory 22 44 Total 50 100 Analysis: 44 percent of the respondents state that the superior relationship in the company is satisfactory while 28 percent find it good, 20 percent find it fair, while 8 percent of them find it to be very good. Interpretation: H.R. Institute of Higher Education, Hassan 61
  • 62. Work Environment and Commitment of Employees The above table shows that the employers’ are satisfied with the superior subordinate relationship in the company and the company should conduct some informal meetings so that the subordinates can freely interact with the superiors. 4.13 On and Off the job training(OJT) Table 4.13: On and Off the job training Response No. of respondents Percentage Yes 32 64 No 18 36 Total 50 100 Analysis: 64 percent of the respondents stated that they are getting on the off the job training while 36 percent of them say that they do not get it. Interpretation: H.R. Institute of Higher Education, Hassan 62
  • 63. Work Environment and Commitment of Employees From the above data we can infer that the company is providing good on and off the job training facilities with their employees, which well improve their performance so the company should continue such training programs to increases the productivity of the company. 4.14 Job rotation and its frequency Table 4.14: Job rotation Response No. of respondents Percentage Monthly 6 12 Quarterly 4 8 When desire 20 40 As the job requires 20 40 Total 50 100 Analysis: 40 percent of the respondents said that they should have job rotation when they desire while 40 percent of them said that it should be done as their requires while 12 percent want to have it monthly and 8 percent of them want to have it quarterly. H.R. Institute of Higher Education, Hassan 63
  • 64. Work Environment and Commitment of Employees Interpretation: Most of the employees want the job rotation to be conducted when ever their job requires or whenever the employees desire to change the job. So the company should take their employees view in future before on job rotation. 4.15 Job enlargement and its contribution in employee’s work Table 4.15: Contribution of job enlargement Response No. of respondents Percentage Increased motivation 2 4 Increased productivity 12 24 Work satisfactory 26 52 All the above 10 20 Total 50 100 Analysis: 52 percent of the respondents said that job enlargement gives them work satisfactory while 24 percent of them said it has increased their productivity, 4 percent feel it has increased their motivation while 20 percent say that it has contribute in all the above. H.R. Institute of Higher Education, Hassan 64
  • 65. Work Environment and Commitment of Employees Interpretation: Majority of the employees has stated that they get work satisfaction if the company gives job enlargement to them. Some respondents stated that it even helps in increasing their productivity and motivates them. So the company should enlarge the jobs of their employees. 4.16 Job Satisfactory in the company Table 4.16: Job Satisfaction Response No. of respondents Percentage Excellent 2 4 Good 30 60 Fair 6 12 Satisfactory 12 24 Not satisfactory 0 0 Total 50 100 Analysis: H.R. Institute of Higher Education, Hassan 65
  • 66. Work Environment and Commitment of Employees 60 percent of the respondents have stated that their job in the company has given them good job satisfactory while 24 percent of them feel that them their job satisfactory while 4 percent find it to be excellent and 12 percent find it to be fair. Interpretation: Majority of the employees feel good about the job satisfaction in the company. This shows that the company is satisfying the need of their employees. 4.17. Rating of job satisfaction when compared to last year. Table 4.17: Job satisfactory ratings Response No. of respondents Percentage Very much satisfied 6 12 More satisfied 32 64 Same level of satisfied as 10 20 last year Less satisfied 2 4 Total 50 100 Analysis: H.R. Institute of Higher Education, Hassan 66
  • 67. Work Environment and Commitment of Employees 64 percent of the respondents said that they are more satisfied with their job when compared to the previous year and 20 percent of them have the same satisfaction level, 12 percent of them are very much satisfied while 4 percent of them are less satisfied. Interpretation: Most of the employees stated they are more satisfied with the present job compare to a year ago. This shows that the company is predicting the future of the employees and it is working keeping in mind the employees needs. 4.18. Balance between work life and family Table 4.18: Work life and family Response No. of respondents Percentage Yes 44 88 No 6 12 Total 50 100 Analysis: 88 percent of the respondents stated that they are able to keep up the balance between their work life and family life while 12 percent of them say that they are not. H.R. Institute of Higher Education, Hassan 67
  • 68. Work Environment and Commitment of Employees Interpretation: Majority of the employees of this company are able to keep up the balance their work life and family as the company is not burdening employees with the more work and it is always working towards the fulfillment of the wishes of its employees. 4.19. Employees desire to say with the company Table 4.19: Employee desire to stay with the company Response No. of respondents Percentage Supplementary cheerful 0 0 desire Strong desire 32 64 Moderate desire 0 0 Weak desire 16 32 Not sure 2 4 H.R. Institute of Higher Education, Hassan 68
  • 69. Work Environment and Commitment of Employees Total 50 100 Analysis: 64 percent of the respondents say that they are having a strong desire to continue working for the company and 32 percent have a weak desire to stay while 4 percent of the respondents are not sure. Interpretation: Here we can that majority of the employees are willing to stay with the company, only some people showed their weak desire to stay in the company. So the company should take their views for their desire and they should try to improve on them. 4.20. Factors in the company’s environment Total 4.20: Company’s Environment Response No. of respondents Percentage Team Work 18 36 Superior subordinate 12 24 relationship Group communication 8 16 Nature of work 12 24 Total 50 100 Analysis: H.R. Institute of Higher Education, Hassan 69
  • 70. Work Environment and Commitment of Employees 36 percent of the respondents stated that they have a higher preference for team work in their work environment, 24 percent prefer more superior subordinate relationship, and 24 percent of them give preference to the nature of work while 16 percent prefer group communication. Interpretation: From the above table we can infer that majority of the employees have given higher preference to team work and equal proportion of the employees have given more preference to both superior and subordinates relationship and nature of work and very few of them have preferred group communication. Hence the company should conduct some good programs for interaction. 5. FINDINGS 1. The employees are satisfied with their work place and their working environment. They feel that the environment is well planned due to which they work comfortably, with less stress and strain. 2. 100 percent of the employees feel proud to be a part of this organisation due to its recognition. This has created a sense of pride, belongings and loyalty towards the organisation, thereby making the employees more committed. H.R. Institute of Higher Education, Hassan 70
  • 71. Work Environment and Commitment of Employees 3. The employees believe in unity, and co operation not within their own respective departments but also with the employees of the other departments, which has created a cordial relationship among them. 4. The employees are expecting more support from the HR department to be extended to them in the form of various new welfare activities and schemes. 5. The company is providing very good transport, medical and canteen facilities about which the employees are highly satisfied. 6. The employees are having a strong desire to desire to continue working with the company as they have grown with the company. 7. The employees are happy with the relationship they have their superior and subordinate. They feel that they get adequate guidance/ support from them , thereby enabling them to meet their goals and objectives. H.R. Institute of Higher Education, Hassan 71
  • 72. Work Environment and Commitment of Employees 5.1 SUGGESTIONS Very challenging and fast-paced work environment has been integral to its continued success in the highly competitive and evolving high-tech industry. While maintaining a work culture that ensures success, strives to treat each employee fairly and with dignity. Consisted with this principle, seeks to:  Reward individual performance through meritocracy- based compensation practices.  Created opportunity for advancement and growth, and a environment that allows employees to continuously improved and expand their skills.  Provide market competitive compensation and a pay structure that allows employees to shares in its success.  Promote open communication and prompt resolution of employee issues.  Provide safe and secure work environment for all employees. In addition, is committed to complying with all applicable laws regarding employees in each of the countries in which the company operates. This includes laws regarding: minimum ages for employment; minimum wages and overtime compensation; benefits; discrimination and affirmative action; employee’s rights to raise issues and work collectively for mutual benefits; and health and safety. H.R. Institute of Higher Education, Hassan 72
  • 73. Work Environment and Commitment of Employees 6. CONCLUSION Productivity of an organization depends upon the people who work in the organization in accomplishing the goals of an organization. The management or the manager is not working alone; he should work along other member like a team. He is responsible for its effectiveness. Such management or staff or employees, first of all involves providing satisfactory and working conditions to work effectively. How to make people work more and more better is an issue that requires an understanding of “what motivates people to work”. Similarly, it may be possible to get people to work more by creating positive working environment. Such needs have been analyzed through this study and it will be fruitful for the organization to adopt better human performance management. There should exist a real relationship between management and employees. They should work together for identified the problem and opportunity in the work environment and thereby proposing and evaluating the outcomes. H.R. Institute of Higher Education, Hassan 73
  • 74. Work Environment and Commitment of Employees BIBILOGRAPHY 1. Industrial Relations Mr. Arun Monappa Tata Mc Graw Hills 2. Human Resource Management : Mr. Biswajeet pattnayak Prentice-Hall of India : V S P Rao 3. Personnel and Human Resource Management P.Subba Rao Himalaya Publishing House Website: www. Google.com www. Kingfisher.com H.R. Institute of Higher Education, Hassan 74
  • 75. Work Environment and Commitment of Employees ANNEXURE QUESTIONNAIRE FOR EMPLOYEE RESPONDENTS Dear sir/Madam I am Shruthi.Y.M. , pursing, M.B.A. in Human Resource specialization in “H.R. Institute of higher Education” and currently doing project work on the topic entitled “A study on work environment and commitment of employee at “T. T. Minerals Pvt ltd” I request you to fill up this questionnaire and the data provided by you will be used only for academic purpose it will be kept confidential. 1. How do you feel about the location and structure of the company’s “Building”? a) Good b) Fair c) Satisfactory d) Not satisfactory 2. What is the level of convince and comfort in your work area? a) Good b) Fair c) Satisfactory d) Not satisfactory 3. How are the lighting and ventilation in your work area? a) Excellent b) Good c) Adequate d) Poor H.R. Institute of Higher Education, Hassan 75
  • 76. Work Environment and Commitment of Employees 4. Whether proper measures are taken in the work area to maintain and control Heat and Noise? a) Yes b)No H.R. Institute of Higher Education, Hassan 76
  • 77. Work Environment and Commitment of Employees 5. How are the facilities provided in the work area for the easy access materials? a) Excellent b) Good c) Fair d) Satisfactory 6. How are the Medical facilities provided in the company in case of injuries and accidents? a) Excellent b) Good c) Fair d) Satisfactory 7. What measures are taken in the company regarding stress relief of employees? a) Tea break b) Lunch break c) Leave Travel Allowance d) All the above 8. What are the company’s Welfare towards employees? a) Housing facilities b) Transport facilities c) Canteen facilities d) Medical facilities e) All the above 9. Do you get fatigue very often? a) Yes b) No 10. What impact does the teamwork have on you and your job satisfaction? a) Unity b) Division of Labor c) Better understanding d) All the above 11. What is the impact of the company’s policies and practices on the formation of group in your company? H.R. Institute of Higher Education, Hassan 77
  • 78. Work Environment and Commitment of Employees a) Excellent b) Good c) Fair d) Satisfactory 12. What do you feel regarding the superior subordinate interaction in the company? a) Very good b) Good c) Fair d) satisfactory 13. Are you provided with any kind of on-the job satisfactory? a) Yes b) No 14. How frequently do you prefer job rotation? a) Monthly b) Quarterly c) When desired d) As the job requires 15. In what way does job enlargement help you job? a) Increases Motivation b) Increases productivity c) Work satisfactory d) All the above 16. How do you rate your job satisfactory in the company? a) Excellent b) Good c) Fair d) Satisfactory 17. Compared to a year ago how do you describe your overall job satisfaction? a) Very much satisfied b) More satisfied c) Same level of job satisfaction d) less satisfaction 18. Are you able to keep up the balance between your work life and family? a) Yes b) No H.R. Institute of Higher Education, Hassan 78
  • 79. Work Environment and Commitment of Employees 19. How do you describe your desire to stay with the company? a) Strong desire b) Moderate desire c) Weak desire d) not sure 20. In your company’s work environment; which factor do you have a higher preference? a) Team power b) Superior subordinate relationship c) Group communication d) Nature of work THANK YOU H.R. Institute of Higher Education, Hassan 79

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