1
A STUDY ON EMPLOYEES ATTITUDE IN PUDUCHERRY
AGRO SERVICE AND INDUSTRIES CORPORATION LIMITED
PROJECT REPORT
Submitted by
...
2
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
MADAGADIPET, PUDUCHERRY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE...
3
ACKNOWLEDGEMENT
In connection with this endeavor I would like to record my gratitude to many people
surrounding me for t...
4
Table of Content
CHAPTER No. PARTICULARS PAGE No.
1 Introduction 1
2 Review of Literature 10
3 Conceptual Framework of I...
5
List of Tables
TABLE NO. TABLE NAME PAGE NO.
3.1.9 Top Agricultural Products 17
4.1 Table Showing Classification of Resp...
6
TABLE NO. TABLE NAME PAGE NO.
4.15 Table Showing Respondents Opinion on Encouragement to
Develop
39
4.16 Table Showing R...
7
TABLE NO. TABLE NAME PAGE NO.
4.31 Table Showing Respondents Opinion on Working Hours
Satisfaction
55
4.32 Table Showing...
8
TABLE NO. TABLE NAME PAGE NO.
4.48 Table Showing Respondents Opinion on Compensation & Pay
System
72
4.49 Table Showing ...
9
List of Charts
CHART NO. CHART NAME PAGE NO.
3.3 Business Activities 19
3.4 Organization Structure 20
4.1.1 Chart Indica...
10
CHART NO. CHART NAME PAGE NO.
4.14.1 Chart Indicating Respondents Opinion on Management
Recognization
38
4.15.1 Chart I...
11
CHART NO. CHART NAME PAGE NO.
4.29.1 Chart Indicating Respondents Opinion on Work Environment
Satisfaction
53
4.30.1 Ch...
12
CHART NO. CHART NAME PAGE NO.
4.45.1 Chart Indicating Respondents Opinion on Job Satisfaction 69
4.46.1 Chart Indicatin...
13
ABSTRACT
This project is done at Puducherry Agro Service and Industries Corporation Ltd. (PASIC)
and the title of the p...
14
CHAPTER-I
INTRODUCTION & RESEARCH DESIGN
1.1 INTRODUCTION
The importance of attitude in understanding psychological phe...
15
1.1.3 Benefits of Attitude:
An opinion is generally the expression of one’s judgment of a particular set of facts,
on e...
16
Social Learning:
The process of deriving attitudes form family, peer groups, religious organizations and
culture is cal...
17
1.2 STATEMENT OF THE PROBLEM:
Attitude is the driving force of an employee to perform optimistically in an
organization...
18
1.3 OBJECTIVES OF THE STUDY
To analyze the employees attitude.
To analyze the various factors influencing the employees...
19
1.4 SCOPE OF THE STUDY:
This study would reveal the percentage of employees having positive attitude in an
organization...
20
Secondary Data:
The secondary data for the research has been collected from
Internet
Books
Articles
Journal
Organizatio...
21
1.8.2 Sampling Frame Work:
While conducting survey it is impossible to meet each and every element of the
universe. Bes...
22
1.8.6 Weighted Average:
An average in which each quantity to be averaged is assigned a weight. These
weightings determi...
23
CHAPTER-II
2.1 REVIEW OF LITERATURE
This review of literature involves collection of some literature and works previous...
24
Edwards & Fisher, 2011; Kraut, 2008 One likely future direction of employee
attitude research will be to better underst...
25
Organ (2011) suggests that the failure to find a strong relationship between job
satisfaction and performance is due to...
26
CHAPTER III
CONCEPTUAL FRAME WORK OF INDUSTRY
3.1 Industry Profile:
Agricultural practices such as irrigation, crop rot...
27
3.1.2 Neolithic:
The Fertile Crescent of the West Asia first saw the
domestication of animals, starting the Neolithic
R...
28
3.1.4 Middle Age:
The Middle Ages saw significant improvements in
the agricultural techniques and technology. During th...
29
3.1.6 Green Revolution:
Norman Borlaug, father of the Green Revolution, is
often credited with saving over a billion pe...
30
3.1.8 Top Agricultural Products, by crop types (million tonnes) 2012 Data
Agricultural Products Million Tonnes
Cereals
...
31
3.2 ORGANIZATION PROFILE:
The Puducherry Agro Service and Industries Corporation Limited, commonly known
as “PASIC” whe...
32
3.3 BUSINESS ACTIVITIES:
The following are the various trading activities which are being performer by the organization...
33
3.4 ORGANISATION STRUCTURE:
Chairman
Managing Director
GM (Horticulture) GM (Civil) GM (Microbiology)
AGM (Inputs) AGM ...
34
3.5 TRADING ACTIVITIES:
PASIC undertakes the purchase and marketing of the following materials required to
the farming ...
35
3.6 DEALERSHIP ACTIVITIES:
PASIC has a Mega godown at Arasur which is also serving as Stock point for the
fertilizer ma...
36
3.7.1 Special Features:
a) It is free from Chemical treatment processes like Demineralization, Reverse Osmosis etc.,
wh...
37
3.8.1 Salient Features:
PASIC Bio-fertilizers save the cost on inorganic Nitrogenous & Phosphatic fertilizers by
25%
Th...
38
CHAPTER –IV
DATA ANALYSIS AND INTERPRETATION
Table 4.1
Table Showing Classification of Respondents on The Basis of Age ...
39
TABLE NO 4.2
Table Showing Classification of Respondents on The Basis of Gender
S. No Gender No. of Respondents Percent...
40
TABLE NO 4.3
Table Showing Classification of Respondents on The Basis of Marital Status
S. No Marital status No. of Res...
41
TABLE NO 4.4
Table Showing Classification of Respondents on The Basis of Designation
S. No Designation No. of Responden...
42
TABLE NO 4.5
Table Showing Classification of Respondents on The Basis of Experience
S. No Experience No. of Respondents...
43
TABLE NO 4.6
Table Showing Classification of Respondents on The Basis of Qualification
Source: Primary Data
CHART NO 4....
44
TABLE NO 4.7
Table Showing Classification of Respondents on The Basis of Income
S. No Income No. of Respondents Percent...
45
TABLE NO 4.8
Table Showing Classification of Respondents on The Basis of Type of Employment
S. No Type of Employment No...
46
TABLE NO 4.9
Table Showing Respondents Opinion on Access of Information
S. No Access of
Information
No. of Respondents ...
47
TABLE NO 4.10
Table Showing Respondents Opinion on Mission Statement
S. No Mission Statement No. of Respondents Percent...
48
TABLE NO 4.11
Table Showing Respondents Opinion on Involvement in Decision Making
S. No Involvement in
Decision Making
...
49
TABLE NO 4.12
Table Showing Respondents Opinion on Comfortness in Work Environment
S. No Work Environment No. of Respon...
50
TABLE NO 4.13
Table Showing Respondents Opinion on Job Requirement
S. No Job Requirement No. of Respondents Percentage ...
51
TABLE NO 4.14
Table Showing Respondents Opinion on Management Recognization
S. No Management
Recognization
No. of Respo...
52
TABLE NO 4.15
Table Showing Respondents Opinion on Encouragement to Develop
S. No Encourage to
Develop
No. of Responden...
53
TABLE NO 4.16
Table Showing Respondents Opinion on Involvement of Employees in Problem Solving
S. No Employee Solve
Pro...
54
TABLE NO 4.17
Table Showing Respondents Opinion on Management Flexibility
S. No Management is
Flexible
No. of Responden...
55
TABLE NO 4.18
Table Showing Respondents Opinion on Recommending Others to Join in PASIC
S. No Recommend others No. of R...
56
TABLE NO 4.19
Table Showing Respondents Opinion on Performance Standard
S. No Performance
Standard
No. of Respondents P...
57
TABLE NO 4.20
Table Showing Respondents Opinion on Personal Growth
S. No Personal Growth No. of Respondents Percentage ...
58
TABLE NO 4.21
Table Showing Respondents Opinion on Suggestion & Leadership
S. No Suggestion &
Leadership
No. of Respond...
59
TABLE NO 4.22
Table Showing Respondents Opinion on Supervisors Encouragement
S. No Supervisor’s
Encouragement
No. of Re...
60
TABLE NO 4.23
Table Showing Respondents Opinion on Reward for Effort
S. No Reward for Effort No. of Respondents Percent...
61
TABLE NO 4.24
Table Showing Respondents Opinion on Supervisors Valuation
S. No Supervisors
Valuation
No. of Respondents...
62
TABLE NO 4.25
Table Showing Respondents Opinion on Companies Positive Image
S. No Positive Image No. of Respondents Per...
63
TABLE NO 4.26
Table Showing Respondents Opinion on Difference in Lives of Others
S. No Difference in Lives No. of Respo...
64
TABLE NO 4.27
Table Showing Respondents Opinion on Solving Customers Problems
S. No Solve Customer
Problems
No. of Resp...
65
TABLE NO 4.28
Table Showing Respondents Opinion on Productivity
S. No Productivity No. of Respondents Percentage (%)
1 ...
66
TABLE NO 4.29
Table Showing Respondents Opinion on Work Environment Satisfaction
S. No Work Environment
Satisfaction
No...
67
TABLE NO 4.30
Table Showing Respondents Opinion on Job Location Satisfaction
S. No Satisfied with Job
Location
No. of R...
68
TABLE NO 4.31
Table Showing Respondents Opinion on Working Hours Satisfaction
S. No Satisfied with
Working Hours
No. of...
69
TABLE NO 4.32
Table Showing Respondents Opinion on Salary Satisfaction
S. No Salary Satisfaction No. of Respondents Per...
70
TABLE NO 4.33
Table Showing Respondents Opinion on Reward Got for Their Effort
S. No Reward for Effort No. of Responden...
71
TABLE NO 4.34
Table Showing Respondents Opinion on Satisfaction in Compensation
S. No Satisfied in
Compensation
No. of ...
72
TABLE NO 4.35
Table Showing Respondents Opinion on Work Respondents
S. No Responsibility No. of Respondents Percentage ...
73
TABLE NO 4.36
Table Showing Respondents Opinion on Comfortness in Responsibilities
S. No Responsibility No. of Responde...
74
TABLE NO 4.37
Table Showing Respondents Opinion on Relationship in Organization
S. No Relationship No. Of Respondents P...
75
TABLE NO 4.38
Table Showing Respondents Opinion on Satisfaction in Activities of the Firm
S. No Satisfied with
Activiti...
76
TABLE NO 4.39
Table Showing Respondents Opinion on Job Security
S. No Job Security No. of Respondents Percentage (%)
1 ...
77
TABLE NO 4.40
Table Showing Respondents Opinion on Satisfaction in Rights
S. No Satisfaction in
Rights
No. of Responden...
78
TABLE NO 4.41
Table Showing Respondents Opinion on Satisfaction in Leadership
S. No Satisfaction in
Leadership
No. of R...
79
TABLE NO 4.42
Table Showing Respondents Opinion on Satisfaction in Performance
S. No Satisfaction in
Performance
No. of...
80
TABLE NO 4.43
Table Showing Respondents Opinion on Satisfaction in Present Job
S. No Satisfaction in
Present Job
No. of...
81
TABLE NO 4.44
Table Showing Respondents Opinion on Job Security
S. No Job Security No. of Respondents Percentage (%)
1 ...
82
TABLE NO 4.45
Table Showing Respondents Opinion on Job Satisfaction
S. No Job Satisfaction No. of Respondents Percentag...
83
TABLE NO 4.46
Table Showing Respondents Opinion on Working Condition
S. No Working Condition No. of Respondents Percent...
84
TABLE NO 4.47
Table Showing Respondents Opinion on Performance
S. No Performance No. of Respondents Percentage (%)
1 Hi...
85
TABLE NO 4.48
Table Showing Respondents Opinion on Compensation & Pay System
S. No Compensation &Pay No. of Respondents...
86
TABLE NO 4.49
Table Showing Respondents Opinion on General Fairness
S. No General Fairness No. of Respondents Percentag...
87
TABLE NO 4.50
Table Showing Respondents Opinion on Safety Concern
S. No Safety Concern No. of Respondents Percentage (%...
88
TABLE NO 4.51
TABLE SHOWING THE WEIGHTAGE GIVEN BY RESPONDENTS TO EMPOLYEES
ATTITUDE:
Level
Wei
ght
Access of
Informati...
89
Level
Weig
ht
Job
Requirement
Received
Training
Training
Provided
Management
Reorganization
Respect By
Management
X W X...
90
Level Weight
Encourage
To Develop
Employees
Solve Problems
Management is
Flexible Recommend Others
X W X11
WX1
1 X12 WX...
91
INFERENCE:
Respondents gave first rank to encourage to develop , second rank to Respect by
management , third rank to t...
92
TABLE NO 4.52
TABLE SHOWING THE WEIGHTAGE GIVEN BY RESPONDENTS TO PEROMANCE OF
EMPLOYEES:
Level
Wei
ght
Performance
Sta...
93
Level Weight
Valued By
Supervisor
Positive
Image Job Difference
Solve
Customers
Problem
Happy With
My
Productivity
X W ...
94
INFERENCE:
FACTORS RANKS
Valued By Supervisor 1
Positive Image 2
Suggestion & Leadership 3
Happy With My Productivity 4...
95
TABLE NO 4.53
TABLE SHOWING THE WEIGHTAGE GIVEN BY RESPONDENTS TO SATISFACTION LEVEL
OF EMPLOYEES:
Level Weight
Satisfi...
96
Level Weight
Satisfied With
Compensation
Happy
with
Work Responsibilities
Satisfied
With
Relationship
Satisfied
With
Ac...
97
Level Weight
Satisfied
With Job
Security
Satisfied
With Rights
Satisfied
With
Leaders
Satisfied With
Present
Performanc...
98
INFERENCE:
FACTORS RANK
Satisfied With Rights 1
Satisfied With Job Security 2
Satisfied With Leaders 3
Satisfied With S...
99
TABLE NO 4.54
TABLE SHOWING THE WEIGHTED AVERAGE GIVEN BY RESPONDENTS TO
SATISFACTION:
Level Weight Job Security
Job
sa...
100
Level Weight Performance
Compensation
& Pay system
General
Fairness
Safety
Concerns
X W X5
WX
5 X6 WX6 X7 WX7 X8 WX8
S...
101
INFERENCE:
FACTORS RANK
Compensation & Pay system 1
Job Security 2
Working Condition 3
Job satisfaction 4
Supervision ...
102
TABLE NO 4.55
TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN EMPLOYEES WORK
WELL TOGETHER TO SOLVE PROBLEMS AND SOLVIN...
103
r = (ΣXY. N) – (ΣX. ΣY)
ΣX2
. N – (ΣX)2
ΣY2
. N – (ΣY)2
= (2921 x 5) – (100 x 100)
2964 x5 – (100) 2
2884 x 5 – (100)2...
104
TABLE NO 4.56
TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN EMPLOYEES IN
DECISION MAKING AND SUGGESSIONS AND LEADERSH...
105
r = (ΣXY. N) – (ΣX. ΣY)
ΣX2
. N – (ΣX)2
ΣY2
. N – (ΣY)2
= (3149 x 5) – (100 x 100)
3074 x5 – (100) 2
3334 x 5 – (100)2...
106
TABLE NO 4.57
TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN COMFORTABLE
WITH WORK ENVIRONMENT AND SATISFIED WITH WORK...
107
r = (ΣXY. N) – (ΣX. ΣY)
ΣX2
. N – (ΣX)2
ΣY2
. N – (ΣY)2
= (2589 x 5) – (100 x 100)
2942 x5 – (100) 2
2453 x 5 – (100)2...
108
TABLE NO 4.58
TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN JOB REQUIREMENT
AND SATISFIED WITH PRESENT PERFOMANCE
JOB...
109
r = (ΣXY. N) – (ΣX. ΣY)
ΣX2
. N – (ΣX)2
ΣY2
. N – (ΣY)2
= (2880 x 5) – (100 x 100)
2904 x5 – (100) 2
3090 x 5 – (100)2...
110
CHAPTER-V
5.1 FINDINGS OF THE STUDY
5.1.1 Findings of Demographic Factors:
10% of employees are less then 20 age, 25% ...
111
5.1.2 Findings for Attitude of Employees:
The rating of Accessing Information is 19% of employees are strongly agreed,...
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
Sendhil project 99% final (2)
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Sendhil project 99% final (2)

  1. 1. 1 A STUDY ON EMPLOYEES ATTITUDE IN PUDUCHERRY AGRO SERVICE AND INDUSTRIES CORPORATION LIMITED PROJECT REPORT Submitted by SENDHIL KUMAR .R Register No: 12MBA071 Under the Guidance of Mr. R. RAMESH B.E., MBA. Assistant Professor, Department of Management Studies In partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION DEPARTMENT OF MANAGEMENT STUDIES SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PUDUCHERRY UNIVERSITY PUDUCHERRY JULY-2013
  2. 2. 2 SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET, PUDUCHERRY DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATE This is to certify that the project work entitled “A STUDY ON EMPLOYEES ATTITUDE IN PUDUCHERRY AGRO SERVICE AND INDUSTRIES CORPORATION LIMITED (PASIC)” is a bonafide work done by SENDHILKUMAR .R [REGISTER NUMBER: 12MBA071] in partial fulfillment of the requirement for the award of the degree of Master of Business Administration by Pondicherry University, during the academic year 2012-2013. INTERNAL GUIDE HEAD OF THE DEPARTMENT Submitted for Viva -Voice Examination held on___________________ EXTERNAL EXAMINER 1. 2.
  3. 3. 3 ACKNOWLEDGEMENT In connection with this endeavor I would like to record my gratitude to many people surrounding me for this encouragement affirmation and guidance. I express my profound thanks and gratitude to SHRI M. DHANASEKARAN, Chairman and Managing Director, SHRI S. V. SUGUMARAN, Vice Chairman of Sri Manakula Vinayagar Engineering College Puducherry. I would like to thank Dr. V. S. K. VENKATACHALAPATHY, Principal cum Director of Sri Manakula Vinayagar Engineering College Puducherry, for given me the opportunity to do this project. I would like to ponder with gratitude my sincere thanks to Mr. N. S. N. CAILASSAME, Associate Professor, Department of Management Studies, for his encouragement, support and guidance to complete this project successfully. I take the privilege to extend my hearty thanks to Mr. R. RAMESH, Assistant Professor, Department of Management Studies, my internal guide for his valuable suggestion and encouragement throughout this project period. I express my whole hearted gratitude to Dr. S. VASANTHA KUMAR, Managing Director of Puducherry Agro Service and Industries Corporation Limited (PASIC), who kindly granted permission to do my project work in this esteemed organization. I convey my heartiest thanks to Mr. R. SHANMUGAM, EDP Manager, Puducherry Agro Service And Industries Corporation Limited (PASIC), Thattanchavady, Puducherry, my external guide for his dedicated support and encouragement to complete this project. Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for doing the project.
  4. 4. 4 Table of Content CHAPTER No. PARTICULARS PAGE No. 1 Introduction 1 2 Review of Literature 10 3 Conceptual Framework of Industry 13 4 Data Analysis and Interpretation 25 5 Findings, Suggestions And Conclusion 97 ANNEXURES: BIBLIOGRAPHY QUESTIONNAIRE WEBSITES
  5. 5. 5 List of Tables TABLE NO. TABLE NAME PAGE NO. 3.1.9 Top Agricultural Products 17 4.1 Table Showing Classification of Respondents on The Basis of Age Group 25 4.2 Table Showing Classification of Respondents on The Basis of Gender 26 4.3 Table Showing Classification of Respondents on The Basis of Marital Status 27 4.4 Table Showing Classification of Respondents on The Basis of Designation 28 4.5 Table Showing Classification of Respondents on The Basis of Experience 29 4.6 Table Showing Classification of Respondents on The Basis of Qualification 30 4.7 Table Showing Classification of Respondents on The Basis of Income 31 4.8 Table Showing Classification of Respondents on The Basis of Type of Employment 32 4.9 Table Showing Respondents Opinion on Access of Information 33 4.10 Table Showing Respondents Opinion on Mission Statement 34 4.11 Table Showing Respondents Opinion on Involvement in Decision Making 35 4.12 Table Showing Respondents Opinion on Comfort in Work Environment 36 4.13 Table Showing Respondents Opinion on Job Requirement 37 4.14 Table Showing Respondents Opinion on Management Recognization 38
  6. 6. 6 TABLE NO. TABLE NAME PAGE NO. 4.15 Table Showing Respondents Opinion on Encouragement to Develop 39 4.16 Table Showing Respondents Opinion on Involvement of Employees in Problem Solving 40 4.17 Table Showing Respondents Opinion on Management Flexibility 41 4.18 Table Showing Respondents Opinion on Recommending Others to Join in PASIC 42 4.19 Table Showing Respondents Opinion on Performance Standard 43 4.20 Table Showing Respondents Opinion on Personal Growth 44 4.21 Table Showing Respondents Opinion on Suggestion & Leadership 45 4.22 Table Showing Respondents Opinion on Supervisors Encouragement 46 4.23 Table Showing Respondents Opinion on Reward for Effort 47 4.24 Table Showing Respondents Opinion on Supervisors Valuation 48 4.25 Table Showing Respondents Opinion on Companies Positive Image 49 4.26 Table Showing Respondents Opinion on Difference in Lives of Others 50 4.27 Table Showing Respondents Opinion on Solving Customers Problems 51 4.28 Table Showing Respondents Opinion on Productivity 52 4.29 Table Showing Respondents Opinion on Work Environment Satisfaction 53 4.30 Table Showing Respondents Opinion on Job Location Satisfaction 54
  7. 7. 7 TABLE NO. TABLE NAME PAGE NO. 4.31 Table Showing Respondents Opinion on Working Hours Satisfaction 55 4.32 Table Showing Respondents Opinion on Salary Satisfaction 56 4.33 Table Showing Respondents Opinion on Reward Got for Their Effort 57 4.34 Table Showing Respondents Opinion on Satisfaction in Compensation 58 4.35 Table Showing Respondents Opinion on Work Respondents 59 4.36 Table Showing Respondents Opinion on Comfortness in Responsibilities 60 4.37 Table Showing Respondents Opinion on Relationship in Organization 61 4.38 Table Showing Respondents Opinion on Satisfaction in Activities of the Firm 62 4.39 Table Showing Respondents Opinion on Job Security 63 4.40 Table Showing Respondents Opinion on Satisfaction in Rights 67 4.41 Table Showing Respondents Opinion on Satisfaction in Leadership 68 4.42 Table Showing Respondents Opinion on Satisfaction in Performance 66 4.43 Table Showing Respondents Opinion on Satisfaction in Present Job 67 4.44 Table Showing Respondents Opinion on Job Security 68 4.45 Table Showing Respondents Opinion on Job Satisfaction 69 4.46 Table Showing Respondents Opinion on Working Condition 70 4.47 Table Showing Respondents Opinion on Performance 71
  8. 8. 8 TABLE NO. TABLE NAME PAGE NO. 4.48 Table Showing Respondents Opinion on Compensation & Pay System 72 4.49 Table Showing Respondents Opinion on General Fairness 73 4.50 Table Showing Respondents Opinion on Safety Concern 74 4.51 Table showing the weighted average given be respondents to employees attitude 75 4.52 Table showing the weighted average given by respondents to performance of Employees 79 4.53 Table showing the weight age given by respondents to satisfaction level of Employees 82 4.54 Table showing the weighted average given by respondents to satisfaction 86 4.55 Table showing analysis of the relation between employees work well together to solve problems and solving customers problems 88 4.56 Table showing analysis of the relation between employees in decision making and suggestions 91 4.57 Table showing analysis of the relation between comfortable with environment and satisfied with work environment 93 4.58 Table showing analysis of the relation between job requirement and satisfied with present performance 95
  9. 9. 9 List of Charts CHART NO. CHART NAME PAGE NO. 3.3 Business Activities 19 3.4 Organization Structure 20 4.1.1 Chart Indicating Classification of Respondents on The Basis of Age Group 25 4.2.1 Chart Indicating Classification of Respondents on The Basis of Gender 26 4.3.1 Chart Indicating Classification of Respondents on The Basis of Marital 27 4.4.1 Chart Indicating Classification of Respondents on The Basis of Occupation 28 4.5.1 Chart Indicating Classification of Respondents on The Basis of Experience 29 4.6.1 Chart Indicating Classification of Respondents on The Basis of Qualification 30 4.7.1 Chart Indicating Classification of Respondents on The Basis of Income 31 4.8.1 Chart Indicating Classification of Respondents on The Basis of Type of Employment 32 4.9.1 Chart Indicating Respondents Opinion on Access of Information 33 4.10.1 Chart Indicating Respondents Opinion on Mission Statement 34 4.11.1 Chart Indicating Respondents Opinion on Involvement in Decision Making 35 4.12.1 Chart Indicating Respondents Opinion on Comfort in Work Environment 36 4.13.1 Chart Indicating Respondents Opinion on Job Requirement 37
  10. 10. 10 CHART NO. CHART NAME PAGE NO. 4.14.1 Chart Indicating Respondents Opinion on Management Recognization 38 4.15.1 Chart Indicating Respondents Opinion on Encouragement to Develop 39 4.16.1 Chart Indicating Respondents Opinion on Involvement of Employees in Problem Solving 40 4.17.1 Chart Indicating Respondents Opinion on Management Flexibility 41 4.18.1 Chart Indicating Respondents Opinion on Recommending Others to Join in PASIC 42 4.19.1 Chart Indicating Respondents Opinion on Performance Standard 43 4.20.1 Chart Indicating Respondents Opinion on Personal Growth 44 4.21.1 Chart Indicating Respondents Opinion on Suggestion & Leadership 45 4.22.1 Chart Indicating Respondents Opinion on Supervisors Encouragement 46 4.23.1 Chart Indicating Respondents Opinion on Reward for Effort 47 4.24.1 Chart Indicating Respondents Opinion on Supervisors Valuation 48 4.25.1 Chart Indicating Respondents Opinion on Companies Positive Image 49 4.26.1 Chart Indicating Respondents Opinion on Difference in Lives of Others 50 4.27.1 Chart Indicating Respondents Opinion on Solving Customers Problems 51 4.28.1 Chart Indicating Respondents Opinion on Productivity 52
  11. 11. 11 CHART NO. CHART NAME PAGE NO. 4.29.1 Chart Indicating Respondents Opinion on Work Environment Satisfaction 53 4.30.1 Chart Indicating Respondents Opinion on Job Location Satisfaction 54 4.31.1 Chart Indicating Respondents Opinion on Working Hours Satisfaction 55 4.32.1 Chart Indicating Respondents Opinion on Salary Satisfaction 56 4.33.1 Chart Indicating Respondents Opinion on Reward Got for Their Effort 57 4.34.1 Chart Indicating Respondents Opinion on Satisfaction in Compensation 58 4.35.1 Chart Indicating Respondents Opinion on Work Respondents 59 4.36.1 Chart Indicating Respondents Opinion on Comfortness in Responsibilities 60 4.37.1 Chart Indicating Respondents Opinion on Relationship in Organization 61 4.38.1 Chart Indicating Respondents Opinion on Satisfaction in Activities of the Firm 62 4.39.1 Chart Indicating Respondents Opinion on Job Security 63 4.40.1 Chart Indicating Respondents Opinion on Satisfaction in Rights 64 4.41.1 Chart Indicating Respondents Opinion on Satisfaction in Leadership 65 4.42.1 Chart Indicating Respondents Opinion on Satisfaction in Performance 66 4.43.1 Chart Indicating Respondents Opinion on Satisfaction in Present Job 67 4.44.1 Chart Indicating Respondents Opinion on Job Security 68
  12. 12. 12 CHART NO. CHART NAME PAGE NO. 4.45.1 Chart Indicating Respondents Opinion on Job Satisfaction 69 4.46.1 Chart Indicating Respondents Opinion on Working Condition 70 4.47.1 Chart Indicating Respondents Opinion on Performance 71 4.48.1 Chart Indicating Respondents Opinion on Compensation % Pay System 72 4.49.1 Chart Indicating Respondents Opinion on General Fairness 73 4.50.1 Chart Indicating Respondents Opinion on Safety Concern 74 List of Figures FIGURE NO. FIGURE NAME PAGE NO. 3.1.2.1 Neolithic Revolution 14 3.1.3.1 Roman Harvesting Machine 14 3.1.4.1 Agricultural Calendar 15 3.1.5.1 The Harvesters 15 3.1.6.1 Norman Borloug 16 3.1.7.1 Fordson Tractor 16
  13. 13. 13 ABSTRACT This project is done at Puducherry Agro Service and Industries Corporation Ltd. (PASIC) and the title of the project is “A Study on Employees Attitude in Puducherry Agro Service and Industries Corporation Limited (PASIC)”. This study is focused on analyzing attitude of employees those who working in PASIC, and their performance as well as the satisfaction level of those employees in the work place and also to identify the number of positive attitude employees who are working in the organization. The data collection has been done through questionnaire and the population size is 400 and the sample size is 100. The tools used in the project are Percentage Analysis, Weighted Average and Correlation Analysis. This study helps to find the changing management practices for the development of an organization. And, this project helps the organization to know the attitude of employees and their satisfaction level. The performance of employees can be valued and if there is any deviation in performance of the employees a necessary corrective actions can the taken by the organization. The factors influencing good attitude are to be identified and also the less influencing factors were concentrated, this project would help the management to stimulating the positive attitude among the employees. The Percentage Analysis tool being used for rating the data collected, Weighted Average Method is used to identify the preference for various factors and Correlation Analysis is used to identify the relationship between the variables.
  14. 14. 14 CHAPTER-I INTRODUCTION & RESEARCH DESIGN 1.1 INTRODUCTION The importance of attitude in understanding psychological phenomenon was given formal recognition early in the history of social psychology. From the time of the concept’s entry in to the language of psychology until now, interest in attitude has been strong and growing. However, over the years attitudes have been studied with differing emphasis and methods. 1.1.1 Concept of Attitude: Attitudes are evaluative statements. They respond one's feeling either favorable or unfavorable to persons, objects and events. In other words, attitudes reflect how one feels about something. For example, a man says “I like teaching” here he is expressing his attitude about his work. Attitude is an enduring organization of motivational, emotional, perceptual and cognitive processes with respect to some aspect of the individual’s world. Attitudes are learned predispositions towards aspects of our environment. They positively or negatively directed towards certain people service or institutions. Now, attitudes can precisely be defined as a persistent tendency to feel and behave in a particular way towards some objects, persons or events. 1.1.2 Salient Features: The following are the salient features of an attitude 1. Attitudes are related to the feelings and beliefs of people. 2. Attitudes respond to persons, objects or events. 3. Attitudes affect behavior either positively or negatively. 4. Attitudes undergo changes.
  15. 15. 15 1.1.3 Benefits of Attitude: An opinion is generally the expression of one’s judgment of a particular set of facts, on evaluation of the circumstances presented to him. “Thurstone” defines opinion as a response to a specifically limited stimulus, but the response is certainly influenced by the predisposition with, with the individual is operating, that is, the attitude structure. A difference can also be made between attitude and belief. A belief is an enduring organization of perceptions and cognitions about some aspects of individual world. Thus, belief is a hypothesis concerning the nature of objects, more particularly, concerning one’s judgments belief is the cognitive component of attitude which reflects the manner in which an object is perceived. The difference between attitude, opinion, and belief exists on conceptual basis. Most researchers believe that these three terms are so closely tied that it is difficult to separate them except on a limited conceptual basis. 1.1.4 Formation of Attitudes: Attitudes are not inherited. These are acquired or learned by the people from the environment in the formation of attitudes is broadly classified into two sources: Direct Experience, and Social Learning Direct Experience: One’s direct experience with an object or person serves as a powerful source for his/her attitude formation. In other words, attitudes are formed on the basis of one’s past experience in concerned object or person. Take your own case, for instance. How do you know that you like organizational behavior or dislike financial management? The answer to it is that our have formed these attitudes form you in studying the two subjects. Research has shown that attitudes derived from the direct experience are more powerful, stronger and durable are difficult to change than are attitudes that are formed through indirect experience. This is because of their availability in our cognitive processes.
  16. 16. 16 Social Learning: The process of deriving attitudes form family, peer groups, religious organizations and culture is called social learning, In social learning, and individual acquires attitudes form his/her environment in an indirect manner. Social learning starts form early age when children derive certain attitudes from their parents. This is often evident from when young children express their political preferences similar to those held by their parents. Attitudes are derived from peer groups also. For example if Ravi saxena has been attending his duty late for some days but co-workers have always been on time, Ravi Saxena is likely atop attitude his duty on time. 1.1.5 Learning Attitude Process: 1. Attention: Attention must be focused on model. 2. Retention: What was observed form the model must be retained. 3. Reproduction: Behavior must be practiced again and again. 4. Motivation: The learner must be motivated to learn from the model, An individual’s association with others also shapes one’s attitude about him/her. For example, the teacher’s attitude, be it favorable or unfavorable, about X student will often be formed by associating him with Y student about whom the teacher had already formed an opinion or attitude. 1.1.6 Factors Influencing Attitude: Level of Satisfaction Performance of an employees Organization Culture & Climate Nature of Management Nature of Job Reward and Compensation Motivation Factors etc. These are the various factors which are influencing the attitude of employees in an Organization.
  17. 17. 17 1.2 STATEMENT OF THE PROBLEM: Attitude is the driving force of an employee to perform optimistically in an organization; Employees with positive attitude are the real assets of any organization. A Positive attitude of employees in an organization can be identified by this study and if there is any deviation in the attitude of employees, those deviation can be controlled and the negative attitude can be eradicated from the minds of the employees. So that the performance of employees can be enhanced and the satisfaction level in their job can also be improved. By utilizing positive attitude manpower an organization can attain its mission and vision within a stipulated period of time.
  18. 18. 18 1.3 OBJECTIVES OF THE STUDY To analyze the employees attitude. To analyze the various factors influencing the employees attitude. To study the relationship between the employees attitude and performance To analyze the relationship between the employees attitude and job satisfaction. To measure the level of positive attitude.
  19. 19. 19 1.4 SCOPE OF THE STUDY: This study would reveal the percentage of employees having positive attitude in an organization. The level of satisfaction for employees in their job can be identified. This study helps to enhance the performance of the employees in their work place. The deviation level of attitude among the employees can be identified and control measures can be taken. 1.5 GEOGRAPHICAL REGION: This study is conducted in Puducherry Agro Service And Industries Corporation Ltd, Thattanchavady Puducherry. 1.6 FIELD WORK AND COLLECTION OF DATA: The following are the method used for data collection and the details about field work is given below. 1.6.1 Field Work: The field work is done with the employees of Puducherry Agro Services And Industries Corporation Limited, Puducherry. 1.6.2 Collection of Data: A data collection for this study has been done in the form of two types of collection methods and they are Primary Data: The primary data was collected from the respondents. This project relied on the response from the employees of Puducherry Agro Service And Industries Corporation Limited (PASIC). To obtain this primary data, a well-structured questionnaire was prepared & the respondents (sample) were given the Questionnaire to represent their views.
  20. 20. 20 Secondary Data: The secondary data for the research has been collected from Internet Books Articles Journal Organization Records. 1.7 LIMITATION OF THE STUDY: The data collected in this study may not be reliable for a long term, since the attitude of employees is dynamic. The mood and mind set of the respondents at the time of data collection would have a major impact in the study. Some of the questions are related to the respondent’s immediate boss/supervisors, therefore respondents may gave reviled based responses. 1.8 RESEARCH METHODOLOGY: Research method is very essential to collect the information for the research. A research methodology defines what the activity of research is, how to proceed, how to measure progress, and what constitutes success the following are the elements involved in the research method. 1.8.1 Research Design: The research design undertaken for the study is Descriptive one. A study, which wants to portray the characteristics of a group or individuals or situation, is known as Descriptive study.
  21. 21. 21 1.8.2 Sampling Frame Work: While conducting survey it is impossible to meet each and every element of the universe. Besides it is time consuming and expensive. Further to arrive at valid conclusion it may not be necessary to enumerate all. We may study a sample drawn from the layer population and if that sample is adequately representation of the population, we can arrive at valid conclusion. Sampling design is determined before any data is collected. 1.8.3 Sample Design: Population : 400 Sample Size : 100 Sample Tools : Percentage Method, Weighted Average and Correlation Analysis. Sampling Method: Random Sampling Method 1.8.4 Description of Statistical Tools Used: Percentage Analysis Weighted Average Correlation Analysis 1.8.5 Percentage Analysis: In this project Percentage analysis test was used. The percentage method is used to know the accurate percentages of the data I took. The following formula was used. No. of respondents favorable Percentage of respondent = ---------------------------------------- x 100 Total no of respondents From the above formula, we can get percentages of the data given by the respondents.
  22. 22. 22 1.8.6 Weighted Average: An average in which each quantity to be averaged is assigned a weight. These weightings determine the relative importance of each quantity on the average. Weightings are the equivalent of having that many like items with the same value involved in the average. The weighted mean is similar to an arithmetic mean (the most common type of average) where instead of each of the data points contributing equally to the final average, some data points contribute more than others. The notion of weighted mean plays a role in descriptive statistics and also occurs in a more general form in several other areas of mathematics. If all the weights are equal, then the weighted mean is the same as the arithmetic mean. While weighted means generally behave in a similar fashion to arithmetic means, they do have a few counterintuitive properties, as captured for instance in Simpson's paradox. It can be calculated as, Weighted average, WX = Σ WX / Σ Here, XW represents the weighted average. X represents the value of variable. W represents the weight given to the variable. 1.8.7 Correlation Analysis: The correlation analysis deals with association between two or more variables. The correlation does not necessarily imply causation or functional relationship though the existence of causation always implies correlation. By itself it establishes only co- variance. It is used to find the degree of relationship between motivation and work satisfaction.
  23. 23. 23 CHAPTER-II 2.1 REVIEW OF LITERATURE This review of literature involves collection of some literature and works previously done in the same area. By doing this the researcher can make a study to explore new dimensions in the same area and add to the body of knowledge. A Several approaches towards employees attitude have been proposed. Brief and Motowidlo (2011) have developed theoretical models in an attempt to better understand the relationship between “dispositions and job satisfaction”. Continuing this theoretical development, Judge and his colleagues (Judge & Bono, 2010 Judge, Locke, Durham, & Kluger, 2008) found that a key personality trait, core self-evaluation, correlates with employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction the job itself is linked to what may be the most important personality trait to predict job satisfaction core self evaluation. Evidence also indicates that some other personality traits, such as extraversion and conscientiousness, can also influence job satisfaction (Judge, Heller, & Mount, 2011). Davis-Blake & Pfeffer (2012) a accumulating body of evidence indicates that differences in job satisfaction across employees can be traced, in part, to differences in their disposition or temperament (House, Shane, & Herold, 2009). Despite its contributions to our understanding of the causes of job satisfaction, one of the limitations in this literature is that it is not yet informative as to how exactly dispositions affect job satisfaction (Erez, 2012).
  24. 24. 24 Edwards & Fisher, 2011; Kraut, 2008 One likely future direction of employee attitude research will be to better understand the interplay between the person and the situation and the various internal and external factors that influence employee attitudes. In particular, a better understanding of the role of emotion, as well as broader environmental impacts, is needed and has been largely overlooked in past research. In addition, ongoing research will provide more in-depth understanding of the effects of employee attitudes and job satisfaction on organizational measures, such as customer satisfaction and financial measures. Greater insights on the relationship between employee attitudes and business performance will assist HR professionals as they strive to enhance the essential people side of the business in a highly competitive, global arena. Hawthorne studies, conducted in the 2013, are often credited with making researchers aware of the effects of employee attitudes on performance. Shortly after the Hawthorne studies, researchers began taking a critical look at the notion that a “happy worker is a productive worker” Most of the earlier reviews of the literature suggested a weak and somewhat inconsistent relationship between job satisfaction and performance. (Iaffaldano & Muchinsky, 2010) The presumed relationship between job satisfaction and performance was a “Management Fad” and “Illusory.” This study had an important impact on researchers, and in some cases on organizations, with some managers and HR practitioners concluding that the relationship between job satisfaction and performance was trivial. However, further research does not agree with this conclusion. Moorhead and Griffin (2010) discussed two primary job-related attitudes job satisfaction and job dissatisfaction. It is “an individual’s attitude toward his or her job. When this attitude is positive, employees are said to be satisfied. Dissatisfaction exists when the attitude is negative”. K. S. Bass (2010) Employees and their attitude to work are of paramount importance to the achievement of any organizational goals. Thus, effective leadership enables greater participation of the entire workforce, and can also influence both individual and organizational performance.
  25. 25. 25 Organ (2011) suggests that the failure to find a strong relationship between job satisfaction and performance is due to the narrow means often used to define job performance. Organ argued that when performance is defined to include important behaviors not generally reflected in performance appraisals, such as organizational citizenship behaviors, its relationship with job satisfaction improves. Research tends to support Organ’s proposition in that job satisfaction correlates with organizational citizenship behaviors (Organ & Ryan, 2009). (Staw & Ross, 2013) Several innovative studies have shown the influences of a person’s disposition on job satisfaction. One of the first studies in this area demonstrated that a person’s job satisfaction scores have stability over time, even when he or she changes jobs or companies. In a related study, childhood temperament was found to be statistically related to adult job satisfaction up to 40 years later (Staw, Bell, & Clausen, 2010). Thoresen, Bono, and Patton (2011) when the correlations are appropriately corrected the average correlation between job satisfaction and job performance is a higher.30. In addition, the relationship between job satisfaction and performance was found to be even higher for complex jobs than for less complex jobs. Thus, contrary to earlier reviews, it does appear that job satisfaction is, in fact, predictive of performance, and the relationship is even stronger for professional jobs. Hofstede (2012, 2013). He conducted research on employee attitude data in 67 countries and found that the data grouped into four major dimensions and those countries systematically varied along these dimensions. The four cross-cultural dimensions are: (1) Individualism-collectivism; (2) Uncertainty avoidance versus risk taking; (3) Power distance, or the extent to which power is unequally distributed; and (4) Masculinity/Femininity, more recently called achievement orientation. The four dimensions have been a useful framework for understanding cross-cultural differences in employee attitudes, as well as recognizing the importance of cultural causes of employee attitudes. More recent analyses have shown that country/culture is as strong a predictor of employee attitudes as the type of job a person has (Saari, 2005; Saari & Erez, 2007; Saari & Schneider, 2009).
  26. 26. 26 CHAPTER III CONCEPTUAL FRAME WORK OF INDUSTRY 3.1 Industry Profile: Agricultural practices such as irrigation, crop rotation, fertilizers, pesticides and the domestication of livestock were developed long ago, but have made great progress in the past century. The history of agriculture has played a major role in human history, as agricultural progress has been a crucial factor in worldwide socio-economic change. Division of labour in agricultural societies made commonplace specializations rarely seen in hunter-gatherer cultures, which allowed the growth of towns and cities, and the complex societies we call civilizations. When farmers became capable of producing food beyond the needs of their own families, others in their society were freed to devote themselves to projects other than food acquisition. Historians and anthropologists have long argued that the development of agriculture made civilization possible. The total world population probably never exceeded 15 million inhabitants before the development of agriculture. According to Jared Diamond, the costs of agriculture were: "the average daily number of work hours increased, nutrition deteriorated, infectious disease and body wear increased, and lifespan shortened. 3.1.1 Prehistoric Origins: Forest gardening, a plant-based food production system is thought to be the world's oldest agro ecosystem, Forest gardens originated in prehistoric times along jungle-clad river banks and in the wet foothills of monsoon regions. In the gradual process of a family improving their immediate environment, useful tree and vinse species were identified, protected and improved whilst undesirable species were eliminated. Eventually superior foreign species were selected and incorporated into the family's garden.
  27. 27. 27 3.1.2 Neolithic: The Fertile Crescent of the West Asia first saw the domestication of animals, starting the Neolithic Revolution. Between 10,000 and 13,000 years ago, the ancestors of modern cattle, sheep, goats and pigs were domesticated in this area. The gradual transition from wild harvesting to deliberate cultivation happened 3.1.2.1 Neolithic Revolution independently in several areas around the globe. Agriculture allowed for the support of an increased population, leading to larger societies and eventually the development of cities. It also created the need for greater organization of political power (and the creation of social stratification), as decisions had to be made regarding labour and harvest allocation and access rights to water and land. Agriculture bred immobility, as populations settled down for long periods of time, which led to the accumulation of material goods. 3.1.3 Roman Harvesting Machine: Agriculture advanced to Europe slightly later, reaching the northeast of the continent from the east around 4000 BC. The idea that agriculture spread to Europe rather than independently developing there, has led to two main hypotheses. The first is a "wave of advance", which holds that agriculture traveled 3.1.3.1 Roman Harvesting Machine slowly and steadily across the continent, while the second, "population pulse" theory, holds that it moved in jumps. Also around 6000 years ago, horses first began to be domesticated in the Eurasian steppes. Initially used for food, it was quickly discovered that they were useful for field work and carrying goods and people. Around 5,000 years ago, sunflowers were first cultivated in North America, while South America's Andes region was developing the potato.
  28. 28. 28 3.1.4 Middle Age: The Middle Ages saw significant improvements in the agricultural techniques and technology. During this time period, monasteries spread throughout Europe and became important centers for the collection of knowledge related to agriculture and forestry. The manorial system, which existed under different names throughout Europe and Asia, allowed large landowners significant control over both their land and its labourers, in the form of peasants or serfs. During the 3.1.4.1 Agricultural Calendar medieval period, the Arab world was critical in the exchange of crops and technology between the European, Asian and African continents. 3.1.5 Modern Developments: After 1492, a global exchange of previously local crops and livestock breeds occurred. Key crops involved in this exchange included maize, potatoes, sweet potatoes and manioc traveling from the New World to the Old, and several varieties of wheat, barley, rice and turnips going from the Old World to the New. There were very few livestock species in the New World, with 3.1.5.1 The Harvesters horses, cattle, sheep and goats being completely unknown before their arrival with Old World settlers. Crops moving in both directions across the Atlantic Ocean caused population growth around the world, and had a lasting effect on many cultures. Since being introduced by Portuguese in the 16th century, maize and manioc have replaced traditional African crops as the continent's most important staple food crops.
  29. 29. 29 3.1.6 Green Revolution: Norman Borlaug, father of the Green Revolution, is often credited with saving over a billion people worldwide from starvation. The Green Revolution refers to a series of research, development, and technology transfer initiatives, occurring between the 1940s and the late 1970s, which increased agriculture production around the world, beginning most markedly in the late 1960s. The initiatives, led by Norman Borlaug, the "Father of the Green 3.1.6.1 Norman Borloug Revolution" credited with saving over a billion people from starvation, involved the development of high-yielding varieties of cereal grains, expansion of irrigation infrastructure, modernization of management techniques, distribution of hybridized seeds, synthetic fertilizers, and pesticides to farmers. 3.1.7 Safety: The International Labour Organization considers agriculture "one of the most hazardous of all economic sectors." It estimates that the annual work-related death toll among agricultural employees is at least 170,000, twice the average rate of other jobs. In addition, incidences of death, injury and illness related to agricultural activities often go unreported. The organization has developed the Safety and Health in Agriculture Convention, 2001, which covers the 3.1.7.1 Fordson Teactor range of risks in the agriculture occupation, the prevention of these risks and the role that individuals and organizations engaged in agriculture should play.
  30. 30. 30 3.1.8 Top Agricultural Products, by crop types (million tonnes) 2012 Data Agricultural Products Million Tonnes Cereals Vegetables and Melons Roots and Tubers Milk Fruit Meat Oil Crops Fish Eggs Pulses Vegetable Fiber 2,2263 866 715 619 503 259 133 130 63 60 30 Source: Food And Agriculture Organization (FAO)
  31. 31. 31 3.2 ORGANIZATION PROFILE: The Puducherry Agro Service and Industries Corporation Limited, commonly known as “PASIC” where incorporated in the year 1986 under the Companies Act 1956 as No.399 of 1986. The main objective of the Corporation is to organize supply of all Agricultural Inputs like Fertilizers, Seeds, Organic Manures, Plant protection chemicals and Equipments and tools, Bio-Fertilizers, Soil amendments etc., to the farming community at a reasonable price under one roof at the right time. To cater to the needs of the farming community there is a network of 49 Agro Depots in all the four regions apart from 3 Horticultural show rooms called “Vasantham” and 5 Vegetable Outlets in Puducherry and Karaikal including the two vegetable sale outlets in “Uzhavar Sandhai”. Because of the establishment of network of Agro Depots in urban, semi urban and rural areas, the requirement of Agricultural Inputs of the farmers are met within a radius of 3-5Kms. At present the average Business Annual turnover of PASIC is Rs23 cores. The PASIC’s Market Share on Fertilizer is 40% plant protection Chemicals 45% and seeds around 80% PASIC are the only Corporation in Puducherry which is running on profit from the inception and paying Dividend to the Government regularly. There are 46 Agro Depots are operating in all the four regions namely Puducherry, Karaikal, Yanam and Mahe. And 25 Agro Depots are operating in Puducherry.
  32. 32. 32 3.3 BUSINESS ACTIVITIES: The following are the various trading activities which are being performer by the organization. BUSINESS ACTIVITIES Agro Inputs Civil Mineral Water Tube Well Bio-Fertilizers & Organic Manure
  33. 33. 33 3.4 ORGANISATION STRUCTURE: Chairman Managing Director GM (Horticulture) GM (Civil) GM (Microbiology) AGM (Inputs) AGM (Vegetables) AGM (Horticulture) TM (Inputs) TM (Veg.) TM (Grocery) Manager Manager (Liquor) 15 Depo Managers 15 Salesmen Work force
  34. 34. 34 3.5 TRADING ACTIVITIES: PASIC undertakes the purchase and marketing of the following materials required to the farming community and to the public. i. Agricultural Input like Urea, Single Superphosphate, Ammonium Sulphate, Ammonium Chloride and Murate of Potash, complex fertilizers like Diammonium Phosphate, factomphos, Paramfos, Vijay Complex and Rock Phosphate. ii. Different kinds of plant protection chemicals like Pesticides, Fungicides, Weedicides and Accaricides and Rodenticides. iii. Foundation, certified and truthfully labeled seeds of different varieties of paddy Groundnut, Cotton and Green Manure seeds, Vegetables Seeds, Flower seeds etc. iv. Plant protection Equipments like manually operated and power operated sprayers and Dusters etc. v. Soil Amendments like Gypsum, Lime power etc. vi. Micro nutrient Mixtures required for different crops both for basal and Foliar application. vii. Different kinds of implements and Tools required for Agriculture and Horticulture operations. viii. Horticultural planting materials like different varieties of Fruit plants and coconut seedlings. ix. Different kinds of vegetables, fruits, and eggs required to the public, School, Hospital, Central kitchens, different school canteens of Puducherry and Karaikal Regions. x. Bio-Control Agents like Bio-Pesticides, Pheremone Lure and Traps.
  35. 35. 35 3.6 DEALERSHIP ACTIVITIES: PASIC has a Mega godown at Arasur which is also serving as Stock point for the fertilizer manufacturers like A. E.I.D Parry India Limited. B. Madras Fertilizers Limited. C. Indian Potash Limited. D. It is also a private stock point for SPIC limited. E. Mahyco seeds and Indo American Hybrid Seed. F. Aspee Plant Protection Equipments. G. ACC Cement. Apart from the distribution of Agricultural inputs through the network of Agro Depots, PASIC is maintaining two Horticultural farms at Karuvadikuppam and Arasur for the quality production of ornamental plants, Grafted plants of different varieties of Mango and Sapota and layers of Guava, Lime and production of vegetable seeds. The required mother plants are maintained in the farm for grafting. 3.7 PUDUCHERRY WATER: The Puducherry Agro Service and Industries Corporation Limited (PASIC), a Government of Puducherry Undertaking is bottling and marketing Natural Mineral Water under the brand name “Pondichery” since 1989. It is the only Government Undertaking in the country to market Mineral Water. Ponduchery water is the oldest serving brand of Mineral Water in India. This water is directly bottled from a single deep source that knows nothing of pollution and overwhelms your thirst with the natural taste and purity of water you can trust.
  36. 36. 36 3.7.1 Special Features: a) It is free from Chemical treatment processes like Demineralization, Reverse Osmosis etc., which is being done by most of the other brands in order to meet the specifications stipulated by the Bureau of Indian Standards. b) It is bottled directly from a single source and has no franchise, unlike the other leading brands that have franchised for bottling their brands in cities and leading towns for marketing in the local area to save the transport cost. c) As it is bottled only source, the taste of the water is the same, irrespective of the region it is sold, comparing to other leading brands. d) Possesses extra features of safety. The Ponduchery Water enjoys the special status of being the official supplier to the Rastrapathi Bhavab, New Delhi from 1989 onwards. The Ponduchery water is being now patronized by certain Embassies and Consulates for serving to their dignitaries in Delhi and in Chennai and in leading Stat Hotels in Chennai and other major cities in India. 3.8 PASIC BIO-FERTILIZERS: PASIC has established a Bio-fertilizers Centre during 1996. The production capacity of this unit is 75M.T. per annum. The unit is equipped with modern production machineries, Fermentors with the automatic control devices, mechanized mixing of the sterile carrier material with culture broth, and necessary quality control lab equipments. Various types of Nitrogen fixing and Phosphate solubilising Bio-fertilizers are produced at this unit. Pure cultures of efficient microbial strains are obtained from Agricultural Universities and Research Institutes which are being used for mass multiplication and production of Bio-fertilizers.
  37. 37. 37 3.8.1 Salient Features: PASIC Bio-fertilizers save the cost on inorganic Nitrogenous & Phosphatic fertilizers by 25% They secrete various plant growth promoting Hormones & Vitamins in the Rhizosphere of the crop Plants, thereby enhancing the plant growth. They improve the Soil Fertility & Promote Soil Biological activities to a greater extent. They increase the number of Tillers in the crop. They increase the crop yield by 10 to 20%. They improve the quality of the produce. 3.9 PASIC BIO-PESTICIDE: PON-PESUDOFLUOR (Pseudomonas fluorescens) “A biological control of plant diseases” To go in line with the present day concept of IPM (Integrated Pest Management) PASIC has started producing Bio-pesticide utilizing the infrastructural facilities available at the PASIC Bio-fertilizers Production Centre, Puducherry, since 1998. Pseudomonas fluorescens is a soil bacteria, which has got the capability of dominating and controlling the growth of plant pathogens. Indiscriminate use of chemical pesticides diminishes the quality of farm produce, as residue of these chemicals has been detected in the produce even after the harvest. This leads to ill health of Human beings, pollution of the environment & decrease in the population of beneficial organisms in the soil with a view to sustain soil fertility & curb the environmental pollution, PASIC is engaged in production & distribution of bio fertilizers and Organic Manures. In this regard, PASIC has recently launched a Bio-pesticide “PON-PSEUDOFLUOR” for biologically controlling plant diseases. Pon-pseudofluor contains Pseudomonas fluorescens bacteria with Lignite as carrier material.
  38. 38. 38 CHAPTER –IV DATA ANALYSIS AND INTERPRETATION Table 4.1 Table Showing Classification of Respondents on The Basis of Age Group S. No Age No. of Respondents Percentage (%) 1 Less Then 20 10 10 2 21-30 25 25 3 31-40 19 19 4 41-50 22 22 5 Above 50 24 24 6 Total 100 100 Source: Primary Data CHART NO 4.1.1 Chart Indicating the Respondents Classification on The Basis of Age Group Source: Primary Data INFERENCE: The above table showes that the 10% of Employees are less then 20 age, 25% of Employees where 21-30 age group, 19% of Employees where 31-40, 22% of Employees where belong to 41-50, and 24% of Employees where above 50. 0 5 10 15 20 25 30 Less Then 20 21-30 31-40 41-50 Above 50 Percentage Age
  39. 39. 39 TABLE NO 4.2 Table Showing Classification of Respondents on The Basis of Gender S. No Gender No. of Respondents Percentage (%) 1 Male 73 73 2 Female 27 27 3 Total 100 100 Source: Primary Data CHART NO 4.2.1 Chart Indicating the Respondent Classification on The Basis of Gender Source: Primary Data INFERENCE: The above table shows that 73% of respondents are Male and, 27% of Respondents are Female. 0 10 20 30 40 50 60 70 80 Male Female Percentage Gender
  40. 40. 40 TABLE NO 4.3 Table Showing Classification of Respondents on The Basis of Marital Status S. No Marital status No. of Respondents Percentage (%) 1 Married 82 82 2 Unmarried 17 17 3 Widow/Widower 1 1 4 Total 100 100 Source: Primary Data CHART NO 4.3.1 Chart Indicating Respondents Classification on The Basis of Marital Status Source: Primary Data INDFERENCE: The above table shows that 82% of Employees are Married, 17% of Employees are Unmarried and only 1% of Employee is widow. 0 10 20 30 40 50 60 70 80 90 Married Unmarried Widow/Widower Percentage Marital status
  41. 41. 41 TABLE NO 4.4 Table Showing Classification of Respondents on The Basis of Designation S. No Designation No. of Respondents Percentage (%) 1 Director 5 5 2 Managerial 38 38 3 Executive 28 28 4 Supervisor 19 19 5 Others 10 10 6 Total 100 100 Source: Primary Data CHART NO 4.4.1 Chart Indicating Respondents Classification on The Basis of Occupation Source: Primary Data INFERENCE: The above table shows that 5% of Employees are acting as a Director, 38% of Employees are acting as a Manager, 28% of Employees are Executive, 19% of Employees are acting as a Supervisor, and 10% of Employees are acting in other designations. 0 5 10 15 20 25 30 35 40 Director Managerial Executive Supervisor Others Percentage Designation
  42. 42. 42 TABLE NO 4.5 Table Showing Classification of Respondents on The Basis of Experience S. No Experience No. of Respondents Percentage (%) 1 Less than 5years 12 12 2 5-10 19 19 3 11-15 22 22 4 16-20 22 22 5 Above 20 25 25 6 Total 100 100 Source: Primary Data CHART NO 4.5.1 Chart Indicating Respondents Classification on The Basis of Experience Source: Primary Data INFERENCE: The above table shows that 12% of Employees has Less than 5 years experience, 19% of Employees has 5-10 years of experience, 22% of Employees has 11-15 years of work experience, 22% of Employees has 16-20 years of experience and 25% of Employees are having Above 20 years of work experience. 0 5 10 15 20 25 30 Less than 5years 5to10 11to15 16-20 Above 20 Percentage Exprience of the empolyee
  43. 43. 43 TABLE NO 4.6 Table Showing Classification of Respondents on The Basis of Qualification Source: Primary Data CHART NO 4.6.1 Chart Indicating Respondents Classification on The Basis of Qualification Source: Primary Data INFERENCE: The above table shows that 30% of Employees has completed HSC, 37% of Employees has completed Diploma, 28% of Employees has completed UG, and 5% of Employees has completed PG. 0 5 10 15 20 25 30 35 40 HSC Diploma UG PG Percentage Qualification S. No Qualification No. of Respondents Percentage (%) 1 1111HSC 30 30 2 Diploma 37 37 3 UG 28 28 4 PG 5 5 5 Total 100 100 .
  44. 44. 44 TABLE NO 4.7 Table Showing Classification of Respondents on The Basis of Income S. No Income No. of Respondents Percentage (%) 1 Less than 10,000 4 4 2 10,001-20,000 44 44 3 20,001-30,000 32 32 4 30,001-40,000 16 16 5 Above 40,000 4 4 6 Total 100 100 Source: Primary Data CHART NO 4.7.1 Chart Indicating Respondents Classification on The Basis of Income Source: Primary Data INFERENCE: The above table shows that 4% of Employees are earning Less than 10,000, 44% of employee,s are earning 10,001-20,000, 32% of Employees are earning 20,001-30,000, 16% of Employees are earning 30,001-40,000, and 4% of Employees are earning Above 40,000Rs. As Salary. 0 5 10 15 20 25 30 35 40 45 50 Less than 10,000 10,001-20,000 20,001-30,000 30,001-40,000 Above 40,000 Percentage Income
  45. 45. 45 TABLE NO 4.8 Table Showing Classification of Respondents on The Basis of Type of Employment S. No Type of Employment No. of Respondents Percentage (%) 1 Permanent 33 33 2 Temporary 36 36 3 Trainee 3 3 4 Contract 25 25 5 Others 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.8.1 Chart Indicating Respondents Classification on The Basis of Type of Employment Source: Primary Data INFERENCE: The above table shows that 33% of Employees are permanent, 36% of Employees are Temporary, 3% of Employees are Trainee, 25% of Employees are Contract basis and 3% of Employees of other category. 0 5 10 15 20 25 30 35 40 Permanent Temporary Trainee Contract Others Percentage Type Of Employment
  46. 46. 46 TABLE NO 4.9 Table Showing Respondents Opinion on Access of Information S. No Access of Information No. of Respondents Percentage (%) 1 Strongly agreed 19 19 2 Agree 43 43 3 Neutral 15 15 4 Disagree 15 15 5 Strongly Disagree 8 8 6 Total 100 100 Source: Primary Data CHART NO 4.9.1 Chart Indicating Respondents Opinion on Access of Information Source: Primary Data INFERENCE: The above table shows the rate of Accessing Information, 19% of Employees are strongly agreed, 43% of Employees are Agreed, 15% of Employees are Neutral, 15% of Employees are Disagree and 8% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Agree Neutral Disagree Strongly Disagree Percentage Access If Information
  47. 47. 47 TABLE NO 4.10 Table Showing Respondents Opinion on Mission Statement S. No Mission Statement No. of Respondents Percentage (%) 1 Strongly Agree 18 18 2 Agree 40 40 3 Neutral 19 19 4 Disagree 17 17 5 Strongly Disagree 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.10.1 Chart Indicating Respondents Opinion on Mission Statement Source: Primary Data INFERENCE: The above table shows the rate for Familiar with Mission Statement, 18% of Employees are strongly agreed, 40% of Employees are Agreed, 19% of Employees are Neutral, 17% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Familiar With Mission Statement
  48. 48. 48 TABLE NO 4.11 Table Showing Respondents Opinion on Involvement in Decision Making S. No Involvement in Decision Making No. of Respondents Percentage (%) 1 Strongly Agree 20 20 2 Agree 44 44 3 Neutral 24 24 4 Disagree 6 6 5 Strongly Disagree 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.11.1 Chart Indicating Respondents Opinion on Involvement in Decision Making Source: Primary Data INFERENCE: The above table showing the rate of Involvement of Employees in Decision Making, 20% of Employees is strongly agreed, 44% of Employees are Agreed, 24% of Employees are Neutral, 6% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Involved In Decession Making
  49. 49. 49 TABLE NO 4.12 Table Showing Respondents Opinion on Comfortness in Work Environment S. No Work Environment No. of Respondents Percentage (%) 1 Strongly Agree 25 25 2 Agree 46 46 3 Neutral 14 14 4 Disagree 11 11 5 Strongly Disagree 4 4 6 Total 100 100 Source: Primary Data CHART NO 4.12.1 Chart Indicating Respondents Opinion on Comfortness in Work Environment Source: Primary Data INFERENCE: The above table showing the rating for Comfortable Work Environment, 25% of Employees is strongly agreed, 46% of Employees are agreed, 14% of Employees are Neutral, 11% of Employees are Disagree and 4% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Comfortable With Work Environment
  50. 50. 50 TABLE NO 4.13 Table Showing Respondents Opinion on Job Requirement S. No Job Requirement No. of Respondents Percentage (%) 1 Strongly Agree 24 24 2 Agree 44 44 3 Neutral 18 18 4 Disagree 9 9 5 Strongly Disagree 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.13.1 Chart Indicating Respondents Opinion on Job Requirement Source: Primary Data INFERENCE: The above table showing the rating for Job Requirement, 24% of Employees is strongly agreed, 44% of Employees are agreed, 18% of Employees are Neutral, 9% of Employees are Disagree and 5% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Pecentage Job Requirement
  51. 51. 51 TABLE NO 4.14 Table Showing Respondents Opinion on Management Recognization S. No Management Recognization No. of Respondents Percentage % 1 Strongly Agree 32 32 2 Agree 40 40 3 Neutral 13 13 4 Disagree 8 8 5 Strongly Disagree 7 7 6 Total 100 100 Source: Primary Data CHART NO 4.14.1 Chart Indicating Respondents Opinion on Management Recognization Source: Primary Data INFERENCE: The above table shows the rating for Recognization by Management, 32% of Employees are Strongly Agree, 40% of Employees are Agree, 13% of Employees are Neutral, 8% of Employees are Disagree and 7% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Management Recognization
  52. 52. 52 TABLE NO 4.15 Table Showing Respondents Opinion on Encouragement to Develop S. No Encourage to Develop No. of Respondents Percentage (%) 1 Strongly Agree 34 34 2 Agree 50 50 3 Neutral 8 8 4 Disagree 4 8 5 Strongly disagree 4 4 6 Total 100 100 Source: Primary Data CHART NO 4.15.1 Chart Indicating Respondents Opinion on Encouragement to Develop Source: Primary Data INFERENCE: The above table shows the rate of Encouragement given by the management for the development of Employees 34% of Employees are Strongly Agree, 50% of Employees are Agree, 8% of Employees are Neutral, 4% of Employees are Disagree, and 4% of Employees are Strongly Disagree. 0 10 20 30 40 50 60 Strongly Agree Agree Neutral Disagree Strongly disagree Percentage Encourage To Develop
  53. 53. 53 TABLE NO 4.16 Table Showing Respondents Opinion on Involvement of Employees in Problem Solving S. No Employee Solve Problem No. of Respondents Percentage (%) 1 Strongly Agree 36 36 2 Agree 37 37 3 Neutral 11 11 4 Disagree 13 13 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.16.1 Chart Indicating Respondents Opinion on Involvement of Employees in Problem Solving Source: Primary Data INFERENCE: The above table shows the rating for the percentage Employees Solve Problems 36% of Employees are Strongly Agree, 37% of Employees are Agree, 11% of Employees are Neutral, 13% of Employees are Disagree and 3% of Employees are Strongly Agree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Agree Percentage Employee's solve Problems
  54. 54. 54 TABLE NO 4.17 Table Showing Respondents Opinion on Management Flexibility S. No Management is Flexible No. of Respondents Percentage (%) 1 Strongly Agree 35 35 2 Agree 38 38 3 Neutral 12 12 4 Disagree 9 9 5 Strongly Disagree 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.17.1 Chart Indicating Respondents Opinion on Management Flexibility Source: Primary Data INFERENCE: The above tables showing the rating for the Flexibility of Management, 35% of Employees are Strongly Agree, 38% of Employees are Agree, 12% of Employees are Neutral, 9% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Management Is Flexible
  55. 55. 55 TABLE NO 4.18 Table Showing Respondents Opinion on Recommending Others to Join in PASIC S. No Recommend others No. of Respondents Percentage (%) 1 Strongly Agree 29 29 2 Agree 43 43 3 Neutral 13 13 4 Disagree 13 13 5 Strongly Disagree 2 2 6 Total 100 100 Source: Primary Data CHART NO 4.18.1 Chart Indicating Respondents Opinion on Recommending Others to Join in PASIC Source: Primary Data INFERENCE: The above table showing the rating for the Recommending Others, 29% of Employees are Strongly Agree, 43% of Employees are Agree, 13% of Employees are Neutral, 13% of Employees are Disagree and 2% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Recommend Others
  56. 56. 56 TABLE NO 4.19 Table Showing Respondents Opinion on Performance Standard S. No Performance Standard No. of Respondents Percentage (%) 1 Strongly Agree 26 26 2 Agree 38 38 3 Neutral 20 20 4 Disagree 13 13 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.19.1 Chart Indicating Respondents Opinion on Performance Standard Source: Primary Data INFERENCE: The above table showing the rating for Perfomance Standard, 26% of Employees are Strongly Agree, 38% of Employees are Agree, 20% of Employees are Neutral, 13% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Perfomance Standard
  57. 57. 57 TABLE NO 4.20 Table Showing Respondents Opinion on Personal Growth S. No Personal Growth No. of Respondents Percentage (%) 1 Strongly agree 29 29 2 Agree 44 44 3 Neutral 12 12 4 Disagree 10 10 5 Strongly Disagree 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.20.1 Chart Indicating Respondents Opinion on Personal Growth Source: Primary Data INFERENCE: The above table showing the rating for Personal Growth, 29% of Employees are Strongly Agree, 44% of Employees are Agree, 12% of Employees are Neutral, 10% of Employees are Disagree and 5% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Personal Growth
  58. 58. 58 TABLE NO 4.21 Table Showing Respondents Opinion on Suggestion & Leadership S. No Suggestion & Leadership No. of Respondents Percentage (%) 1 Strongly Agree 34 34 2 Agree 44 44 3 Neutral 10 10 4 Disagree 10 11 5 Strongly Disagree 2 2 6 Total 100 100 Source: Primary Data CHART NO 4.21.1 Chart Indicating Respondents Opinion on Suggestion & Leadership Source: Primary Data INFERENCE: The above table showing the rating for Suggestion & Leadership, 34% of Employees are Strongly Agree, 44% of Employees are Agree, 10% of Employees are Neutral, 10% of Employees are Disagree and 2% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Suggestion And Leadership
  59. 59. 59 TABLE NO 4.22 Table Showing Respondents Opinion on Supervisors Encouragement S. No Supervisor’s Encouragement No. of Respondents Percentage (%) 1 Strongly Agee 35 35 2 Agree 36 36 3 Neutral 13 13 4 Disagree 11 11 5 Strongly Disagree 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.22.1 Chart Indicating Respondents Opinion on Supervisors Encouragement Source: Primary Data INFERENCE: The above table showing the rating for Supervisor’s Encouragement, 35% of Employees are Strongly Agree, 36% of Employees are Agree, 13% of Employees are Neutral, 11% of Employees are Disagree and 2% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agee Agree Neutral Disagree Strongly Disagree Percentage Supervisor's Encouragement
  60. 60. 60 TABLE NO 4.23 Table Showing Respondents Opinion on Reward for Effort S. No Reward for Effort No. of Respondents Percentage (%) 1 Strongly Agree 32 32 2 Agree 42 42 3 Neutral 12 12 4 Disagree 10 10 5 Strongly Disagree 4 4 6 Total 100 100 Source: Primary Data CHART NO 4.23.1 Chart Indicating Respondents Opinion on Reward for Effort Source: Primary Data INFERENCE: The above table showing the rating for Reward for Effort, 32% of Employees are Strongly Agree, 42% of Employees are Agree, 12% of Employees are Neutral, 10% of Employees are Disagree and 4% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Reward For Effort
  61. 61. 61 TABLE NO 4.24 Table Showing Respondents Opinion on Supervisors Valuation S. No Supervisors Valuation No. of Respondents Percentage (%) 1 Strongly Agree 38 38 2 Agree 41 41 3 Neutral 11 11 4 Disagree 9 9 5 Strongly Disagree 1 1 6 Total 100 100 Source: Primary Data CHART NO 4.24.1 Chart Indicating Respondents Opinion on Supervisors Valuation Source: Primary Data INFERENCE: The above table showing the rating for Supervisor’s Valuing, 38% of Employees are Strongly Agree, 41% of Employees are Agree, 11% of Employees are Neutral, 9% of Employees are Disagree and 1% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Valued By Supervisor's
  62. 62. 62 TABLE NO 4.25 Table Showing Respondents Opinion on Companies Positive Image S. No Positive Image No. of Respondents Percentage (%) 1 Strongly Agree 35 35 2 Agree 42 42 3 Neutral 14 14 4 Disagree 7 7 5 Strongly Disagree 2 2 6 Total 100 100 Source: Primary Data CHART NO 4.25.1 Chart Indicating Respondents Opinion on Companies Positive Image Source: Primary Data INFERENCE: The above table showing the rating for Positive Image, 35% of Employees are Strongly Agree, 42% of Employees are Agree, 14% of Employees are Neutral, 7% of Employees are Disagree and 2% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Positive Image
  63. 63. 63 TABLE NO 4.26 Table Showing Respondents Opinion on Difference in Lives of Others S. No Difference in Lives No. of Respondents Percentage (%) 1 Strongly Agree 27 27 2 Agree 46 46 3 Neutral 15 15 4 Disagree 10 10 5 Strongly Disagree 2 2 6 Total 100 100 Source: Primary Data CHART NO 4.26.1 Chart Indicating Respondents Opinion on Difference in Lives of Others Source: Primary Data INFERENCE: The above table showing the rating for Job Difference, 27% of Employees are Strongly Agree, 46% of Employees are Agree, 15% of Employees are Neutral, 10% of Employees are Disagree and 2% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Job Difference
  64. 64. 64 TABLE NO 4.27 Table Showing Respondents Opinion on Solving Customers Problems S. No Solve Customer Problems No. of Respondents Percentage (%) 1 Strongly Agree 35 35 2 Agree 37 37 3 Neutral 11 11 4 Disagree 12 12 5 Strongly Disagree 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.27.1 Chart Indicating Respondents Opinion on Solving Customers Problems Source: Primary Data INFERENCE: The above table showing the rating for Solving Customer’s Problem, 35% of Employees are Strongly Agree, 37% of Employees are Agree, 11% of Employees are Neutral, 12% of Employees are Disagree and 5% of Employees are Strongly Disagree 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Solve Customer Problem
  65. 65. 65 TABLE NO 4.28 Table Showing Respondents Opinion on Productivity S. No Productivity No. of Respondents Percentage (%) 1 Strongly Agree 40 40 2 Agree 31 31 3 Neutral 18 18 4 Disagree 8 8 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.28.1 Chart Indicating Respondents Opinion on Productivity Source: Primary Data INFERENCE: The above table showing the rating for Happy with Perfomance, 40% of Employees are Strongly Agree, 31% of Employees are Agree, 18% of Employees are Neutral, 8% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentabge Happy With Productivity
  66. 66. 66 TABLE NO 4.29 Table Showing Respondents Opinion on Work Environment Satisfaction S. No Work Environment Satisfaction No. of Respondents Percentage (%) 1 Strongly Agree 32 32 2 Agree 35 35 3 Neutral 16 16 4 Disagree 10 10 5 Strongly Disagree 7 7 6 Total 100 100 Source: Primary Data CHART NO 4.29.1 Chart Indicating Respondents Opinion on Work Environment Satisfaction Source: Primary Data INFERENCE: The above table showing the rating for Work Environment Satisfaction, 32% of Employees are Strongly Agree, 35% of Employees are Agree, 16% of Employees are Neutral, 10% of Employees are Disagree and 7% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Work Environment
  67. 67. 67 TABLE NO 4.30 Table Showing Respondents Opinion on Job Location Satisfaction S. No Satisfied with Job Location No. of Respondents Percentage (%) 1 Strongly Agree 32 32 2 Agree 35 35 3 Neutral 14 14 4 Disagree 16 16 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.30.1 Chart Indicating Respondents Opinion on Job Location Satisfaction Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction in Job Location, 32% of Employees are Strongly Agree, 35% of Employees are Agree, 14% of Employees are Neutral, 16% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Job Location
  68. 68. 68 TABLE NO 4.31 Table Showing Respondents Opinion on Working Hours Satisfaction S. No Satisfied with Working Hours No. of Respondents Percentage (%) 1 Strongly Agree 32 32 2 Agree 36 36 3 Neutral 10 10 4 Disagree 16 16 5 Strongly Disagree 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.31.1 Chart Indicating Respondents Opinion on Working Hours Satisfaction Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction in Working Hour’s, 32% of Employees are Strongly Agree, 36% of Employees are Agree, 10% of Employees are Neutral, 16% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Working Hours
  69. 69. 69 TABLE NO 4.32 Table Showing Respondents Opinion on Salary Satisfaction S. No Salary Satisfaction No. of Respondents Percentage (%) 1 Strongly Agree 38 38 2 Agree 37 37 3 Neutral 8 8 4 Disagree 9 9 5 Strongly Disagree 8 8 6 Total 100 100 Source: Primary Data CHART NO 4.32.1 Chart Indicating Respondents Opinion on Salary Satisfaction Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction Level in Salary, 38% of Employees are Strongly Agree, 37% of Employees are Agree, 8% of Employees are Neutral, 9% of Employees are Disagree and 8% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Salary
  70. 70. 70 TABLE NO 4.33 Table Showing Respondents Opinion on Reward Got for Their Effort S. No Reward for Effort No. of Respondents Percentage (%) 1 Strongly Agree 28 28 2 Agree 39 39 3 Neutral 12 12 4 Disagree 14 14 5 Strongly Disagree 7 7 6 Total 100 100 Source: Primary Data CHART NO 4.33.1 Chart Indicating Respondents Opinion on Reward Got for Their Effort Source: Primary Data INFERENCE: The above table showing the rating for Reward for Effort, 28% of Employees are Strongly Agree, 39% of Employees are Agree, 12% of Employees are Neutral, 14% of Employees are Disagree and 7% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Reward For Effort
  71. 71. 71 TABLE NO 4.34 Table Showing Respondents Opinion on Satisfaction in Compensation S. No Satisfied in Compensation No. of Respondents Percentage (%) 1 Strongly Agree 30 30 2 Agree 38 38 3 Neutral 8 8 4 Disagree 22 22 5 Strongly Disagree 2 2 6 Total 100 100 Source: Primary Data CHART NO 4.34.1 Chart Indicating Respondents Opinion on Satisfaction in Compensation Source: Primary Data INFERENCE: The above table showing the rating for Compensation they received, 30% of Employees are Strongly Agree, 38% of Employees are Agree, 8% of Employees are Neutral, 22% of Employees are Disagree and 2% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Compensation
  72. 72. 72 TABLE NO 4.35 Table Showing Respondents Opinion on Work Respondents S. No Responsibility No. of Respondents Percentage (%) 1 Strongly Agree 37 37 2 Agree 36 36 3 Neutral 12 12 4 Disagree 12 12 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.35.1 Chart Indicating Respondents Opinion on Work Respondents Source: Primary Data INFERENCE: The above table showing the rating for Happy with Work Responsibilities, 37% of Employees are Strongly Agree, 36% of Employees are Agree, 12% of Employees are Neutral, 12% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Happy With Work Responsibilities
  73. 73. 73 TABLE NO 4.36 Table Showing Respondents Opinion on Comfortness in Responsibilities S. No Responsibility No. of Respondents Percentage (%) 1 Strongly Agree 30 30 2 Agree 34 34 3 Neutral 14 14 4 Disagree 13 13 5 Strongly Disagree 9 9 6 Total 100 100 Source: Primary Data CHART NO 4.36.1 Chart Indicating Respondents Opinion on Comfortness in Responsibilities Source: Primary Data INFERENCE: The above table showing the rating for Comfortable in Responsibilities, 30% of Employees are Strongly Agree, 34% of Employees are Agree, 14% of Employees are Neutral, 13% of Employees are Disagree and 9% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Comfortable In Responsibilities
  74. 74. 74 TABLE NO 4.37 Table Showing Respondents Opinion on Relationship in Organization S. No Relationship No. Of Respondents Percentage (%) 1 Strongly Agree 28 28 2 Agree 33 33 3 Neutral 16 16 4 Disagree 13 13 5 Strongly disagree 10 10 6 Total 100 100 Source: Primary Data CHART NO 4.37.1 Chart Indicating Respondents Opinion on Relationship in Organization Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction with Relationship, 28% of Employees are Strongly Agree, 33% of Employees are Agree, 16% of Employees are Neutral, 13% of Employees are Disagree and 10% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 Strongly Agree Agree Neutral Disagree Strongly disagree Percentage Comfortable in Responsibilities
  75. 75. 75 TABLE NO 4.38 Table Showing Respondents Opinion on Satisfaction in Activities of the Firm S. No Satisfied with Activities No. of Respondents Percentage (%) 1 Strongly Agree 34 34 2 Agree 35 35 3 Neutral 12 12 4 Disagree 16 16 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.38.1 Chart Indicating Respondents Opinion on Satisfaction in Activities of the Firm Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction with Activities in organization, 34% of Employees are Strongly Agree, 35% of Employees are Agree, 12% of Employees are Neutral, 16% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Activities
  76. 76. 76 TABLE NO 4.39 Table Showing Respondents Opinion on Job Security S. No Job Security No. of Respondents Percentage (%) 1 Strongly Agree 39 39 2 Agree 41 41 3 Neutral 7 7 4 Disagree 10 10 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.39.1 Chart Indicating Respondents Opinion on Job Security Source: Primary Data INFERENCE: The above table showing the rating for Happy with Job Security, 39% of Employees are Strongly Agree, 41% of Employees are Agree, 7% of Employees are Neutral, 10% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Happy With Job Security
  77. 77. 77 TABLE NO 4.40 Table Showing Respondents Opinion on Satisfaction in Rights S. No Satisfaction in Rights No. of Respondents Percentage 1 Strongly Agree 44 44 2 Agree 35 35 3 Neutral 5 5 4 Disagree 13 13 5 Strongly Disagree 3 3 6 Total 100 100 Source: Primary Data CHART NO 4.40.1 Chart Indicating Respondents Opinion on Satisfaction in Rights Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction with Rights, 44% of Employees are Strongly Agree, 35% of Employees are Agree, 5% of Employees are Neutral, 13% of Employees are Disagree and 3% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Rights
  78. 78. 78 TABLE NO 4.41 Table Showing Respondents Opinion on Satisfaction in Leadership S. No Satisfaction in Leadership No. of Respondents Percentage (%) 1 Strongly Agree 45 45 2 Agree 32 32 3 Neutral 8 8 4 Disagree 10 10 5 Strongly Disagree 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.41.1 Chart Indicating Respondents Opinion on Satisfaction in Leadership Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction with Leaders, 45% of Employees are Strongly Agree, 32% of Employees are Agree, 8% of Employees are Neutral, 10% of Employees are Disagree and 5% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 50 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Leaders
  79. 79. 79 TABLE NO 4.42 Table Showing Respondents Opinion on Satisfaction in Performance S. No Satisfaction in Performance No. of Respondents Percentage (%) 1 Strongly Agree 37 37 2 Agree 39 39 3 Neutral 8 8 4 Disagree 10 10 5 Strongly Disagree 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.42.1 Chart Indicating Respondents Opinion on Satisfaction in Performance Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction with Present Perfomance, 37% of Employees are Strongly Agree, 39% of Employees are Agree, 8% of Employees are Neutral, 10% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Present Prefomance
  80. 80. 80 TABLE NO 4.43 Table Showing Respondents Opinion on Satisfaction in Present Job S. No Satisfaction in Present Job No. of Respondents Percentage (%) 1 Strongly Agree 37 37 2 Agree 33 33 3 Neutral 13 13 4 Disagree 11 11 5 Strongly Disagree 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.43.1 Chart Indicating Respondents Opinion on Satisfaction in Present Job Source: Primary Data INFERENCE: The above table showing the rating for Satisfaction with Present Job, 37% of Employees are Strongly Agree, 33% of Employees are Agree, 13% of Employees are Neutral, 11% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Strongly Agree Agree Neutral Disagree Strongly Disagree Percentage Satisfied With Present Job
  81. 81. 81 TABLE NO 4.44 Table Showing Respondents Opinion on Job Security S. No Job Security No. of Respondents Percentage (%) 1 Highly Satisfied 32 32 2 Satisfied 40 40 3 Neutral 12 12 4 Dissatisfied 10 10 5 Highly Dissatisfied 6 6 6 Total 100 100 Source: Primary Data CHART NO 4.44.1 Chart Indicating Respondents Opinion on Job Security Source: Primary Data INFERENCE: The above table showing the rating for Job Security in an organization, 32% of Employees are Strongly Agree, 40% of Employees are Agree, 12% of Employees are Neutral, 10% of Employees are Disagree and 6% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage Job Security
  82. 82. 82 TABLE NO 4.45 Table Showing Respondents Opinion on Job Satisfaction S. No Job Satisfaction No. of Respondents Percentage (%) 1 Highly Satisfied 28 28 2 Satisfied 42 42 3 Neutral 13 13 4 Dissatisfied 12 12 5 Highly Dissatisfied 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.45.1 Chart Indicating Respondents Opinion on Job Satisfaction Source: Primary Data INFERENCE: The above table showing the rating for Job Satisfaction in an organization, 28% of Employees are Strongly Agree, 42% of Employees are Agree, 13% of Employees are Neutral, 12% of Employees are Disagree and 5% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage Job Satisfaction
  83. 83. 83 TABLE NO 4.46 Table Showing Respondents Opinion on Working Condition S. No Working Condition No. of Respondents Percentage (%) 1 Highly Satisfied 33 33 2 Satisfied 41 41 3 Neutral 12 12 4 Dissatisfied 10 10 5 Highly Dissatisfied 4 4 6 Total 100 100 Source: Primary Data CHART NO 4.46.1 Chart Indicating Respondents Opinion on Working Condition Source: Primary Data INFERENCE: The above table showing the rating for Working condition in an organization, 33% of Employees are Strongly Agree, 41% of Employees are Agree, 12% of Employees are Neutral, 10% of Employees are Disagree and 4% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage Working Condition
  84. 84. 84 TABLE NO 4.47 Table Showing Respondents Opinion on Performance S. No Performance No. of Respondents Percentage (%) 1 Highly Satisfied 29 29 2 Satisfied 35 35 3 Neutral 16 16 4 Dissatisfied 13 13 5 Highly Dissatisfied 7 7 6 Total 100 100 Source: Primary Data CHART NO 4.47.1 Chart Indicating Respondents Opinion on Performance Source: Primary Data INFERENCE: The above table showing the rating for Perfomance of Employees, 29% of Employees are Strongly Agree, 35% of Employees are Agree, 16% of Employees are Neutral, 13% of Employees are Disagree and 7% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage Perfomance
  85. 85. 85 TABLE NO 4.48 Table Showing Respondents Opinion on Compensation & Pay System S. No Compensation &Pay No. of Respondents Percentage (%) 1 Highly Satisfied 38 38 2 Satisfied 37 37 3 Neutral 7 7 4 Dissatisfied 16 16 5 Highly Dissatisfied 2 2 6 Total 100 100 Source: Primary Data CHART NO 4.48.1 Chart Indicating Respondents Opinion on Compensation % Pay System Source: Primary Data INFERENCE: The above table showing the rating for Compensation & Pay System in an Organization, 38% of Employees are Strongly Agree, 37% of Employees are Agree, 7% of Employees are Neutral, 16% of Employees are Disagree and 2% of Employees are Strongly Disagree 0 5 10 15 20 25 30 35 40 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage Compensation & Pay System
  86. 86. 86 TABLE NO 4.49 Table Showing Respondents Opinion on General Fairness S. No General Fairness No. of Respondents Percentage (%) 1 Highly Satisfied 24 24 2 Satisfied 38 38 3 Neutral 14 14 4 Dissatisfied 17 17 5 Highly Dissatisfied 7 7 6 Total 100 100 Source: Primary Data CHART NO 4.49.1 Chart Indicating Respondents Opinion on General Fairness Source: Primary Data INFERENCE: The above table showing the rating for General Fairness, 24% of Employees are Strongly Agree, 38% of Employees are Agree, 14% of Employees are Neutral, 17% of Employees are Disagree and 7% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage General Fairness
  87. 87. 87 TABLE NO 4.50 Table Showing Respondents Opinion on Safety Concern S. No Safety Concern No. of Respondents Percentage (%) 1 Highly Satisfied 29 29 2 Satisfied 42 42 3 Neutral 13 13 4 Dissatisfied 11 11 5 Highly Dissatisfied 5 5 6 Total 100 100 Source: Primary Data CHART NO 4.50.1 Chart Indicating Respondents Opinion on Safety Concern Source: Primary Data INFERENCE: The above table showing the rating for Safety Concern’s in an Organization, 29% of Employees are Strongly Agree, 42% of Employees are Agree, 13% of Employees are Neutral, 11% of Employees are Disagree and 5% of Employees are Strongly Disagree. 0 5 10 15 20 25 30 35 40 45 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Percentage Safety Concerns
  88. 88. 88 TABLE NO 4.51 TABLE SHOWING THE WEIGHTAGE GIVEN BY RESPONDENTS TO EMPOLYEES ATTITUDE: Level Wei ght Access of Information Familiar with Mission Statement Agree with Mission Statement Involved In Decision Making Comfort with work environment X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 Highly Satisfied 5 18 90 16 80 20 10 25 125 24 120 Satisfied 4 40 160 48 192 44 176 46 184 44 176 Neutral 3 19 57 22 66 24 72 14 42 18 54 Dissatisfied 2 17 36 10 20 6 12 11 22 9 18 Highly dissatisfied 1 6 6 4 4 6 6 4 4 5 5 ΣWX 347 362 276 377 373 XW 3.47 3.62 2.76 3.77 3.73 Rank XIV XII IX VIII X
  89. 89. 89 Level Weig ht Job Requirement Received Training Training Provided Management Reorganization Respect By Management X W X6 WX6 X7 W X7 X8 WX 8 X9 WX9 X10 WX10 Highly Satisfied 5 25 125 20 100 32 160 32 160 37 185 Satisfied 4 43 172 45 180 42 168 40 160 37 147 Neutral 3 15 45 17 51 16 48 13 39 15 45 Dissatisfied 2 14 28 11 22 9 18 8 16 10 20 Highly dissatisfied 1 3 3 7 7 1 1 7 7 1 1 ΣWX 373 360 395 382 398 XW 3.73 3.60 3.95 3.82 3.98 Rank X XIII III VII II
  90. 90. 90 Level Weight Encourage To Develop Employees Solve Problems Management is Flexible Recommend Others X W X11 WX1 1 X12 WX12 X13 WX13 X14 WX14 Strongly agree 5 34 170 36 180 35 175 29 145 Agree 4 50 200 37 148 38 152 43 172 Neutral 3 8 24 11 33 12 36 13 39 Disagree 2 8 16 13 26 9 18 13 26 Strongly disagree 1 0 0 3 3 6 6 2 2 ΣWX 410 390 387 384 XW 4.10 3.90 3.87 3.84 Rank I IV V VI XW = ΣWX / ΣX ΣX = 100
  91. 91. 91 INFERENCE: Respondents gave first rank to encourage to develop , second rank to Respect by management , third rank to training provided, fourth rank to employees solve problems , fifth rank to management is flexible , sixth rank to recommend others, seventh rank to management reorganization, eighth rank to involved in decision making, ninth rank to agree with mission statement, tenth rank to comfort with work environment, eleventh rank to job requirement, twelfth rank to received training, thirteenth rank to familiar with mission statement, and fourteenth rank to access of information. An attitude of an employee is maximum influenced by ENCOURAGE TO DEVELOP and a minimum level of influence from ACCESS OF INFORMATION. FACTORS RANK Encourage To Develop 1 Respect By Management 2 Training Provided 3 Employees Solve Problems 4 Management Is Flexible 5 Recommend Others 6 Management Reorganization 7 Involved In Decision Making 8 Agree with Mission Statement 9 Comfort with work environment 10 Job Requirement 11 Familiar with machine statement 12 Received Training 13 Access of Information 14
  92. 92. 92 TABLE NO 4.52 TABLE SHOWING THE WEIGHTAGE GIVEN BY RESPONDENTS TO PEROMANCE OF EMPLOYEES: Level Wei ght Performance Standard Personal Growth Suggestion & Leadership Supervisor Encouragement Reward For Effort X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 Highly Satisfied 5 26 130 29 145 34 170 36 175 32 160 Satisfied 4 38 156 44 176 44 176 35 144 42 168 Neutral 3 20 60 12 36 11 33 13 39 12 36 Dissatisfied 2 13 26 10 20 11 22 11 22 10 20 Highly dissatisfied 1 3 3 5 5 0 0 5 5 4 4 ΣWX 371 382 401 395 388 XW 3.71 3.82 4.01 3.95 3.88 Rank X IX II VII V
  93. 93. 93 Level Weight Valued By Supervisor Positive Image Job Difference Solve Customers Problem Happy With My Productivity X W X6 WX 6 X7 WX7 X8 WX8 X9 WX9 X10 WX 10 Highly Satisfied 5 38 190 35 175 27 135 35 175 40 200 Satisfied 4 41 164 42 168 46 184 37 148 30 120 Neutral 3 11 33 14 42 15 45 11 33 18 54 Dissatisfied 2 9 18 7 14 10 20 12 24 8 16 Highly dissatisfied 1 1 1 2 2 2 2 5 5 4 3 ΣWX 406 401 386 385 393 XW 4.06 4.01 3.86 3.85 3.93 Rank I II VI VII IV XW = ΣWX / ΣX ΣX = 100
  94. 94. 94 INFERENCE: FACTORS RANKS Valued By Supervisor 1 Positive Image 2 Suggestion & Leadership 3 Happy With My Productivity 4 Reward For Effort 5 Job Difference 6 Supervisor Encouragement 7 Solve Customers Problem 8 Personal Growth 9 Performance Standard 10 Respondents gave first rank to valued by supervisor , second rank to positive image, third rank to suggestion & leadership, fourth rank to happy with my productivity, fifth rank to reward for effort, sixth rank to job difference, seventh rank to supervisor encouragement, eighth rank to solve customers problems, ninth rank to personal growth and tenth rank to performance standard . A performance of an employee has maximum influenced by VALUED BY SUPERVISOR and minimum influenced by PERFOMANCE STANDARD.
  95. 95. 95 TABLE NO 4.53 TABLE SHOWING THE WEIGHTAGE GIVEN BY RESPONDENTS TO SATISFACTION LEVEL OF EMPLOYEES: Level Weight Satisfied With Work Environment Job Location Satisfied With Working Satisfied With Salary Rewarded For Efforts X W X1 WX1 X2 WX 2 X3 WX3 X4 WX4 X5 WX5 Highly Satisfied 5 32 160 32 160 32 160 38 190 28 140 Satisfied 4 35 140 35 140 36 144 37 148 39 156 Neutral 3 16 48 14 42 10 30 8 25 12 36 Dissatisfied 2 10 20 16 32 16 32 9 18 14 28 Highly Dissatisfied 1 7 7 3 3 6 6 8 8 7 7 ΣWX 375 377 372 388 367 XW 3.75 3.77 3.72 3.88 3.67 Rank X IX XI VI XV
  96. 96. 96 Level Weight Satisfied With Compensation Happy with Work Responsibilities Satisfied With Relationship Satisfied With Activities X W X6 WX6 X7 W X7 X8 WX8 X9 WX9 X10 WX 10 Highly Satisfied 5 30 150 37 185 30 150 28 140 34 170 Satisfied 4 38 152 36 144 34 136 33 132 35 140 Neutral 3 8 24 12 36 14 42 16 48 12 36 Dissatisfied 2 22 44 12 24 13 26 13 26 16 32 Highly Dissatisfied 1 2 2 3 3 9 9 10 10 3 3 ΣWX 372 392 363 356 381 XW 3.72 3.92 3.63 3.56 3.81 Rank XI IV XIV XIII VIII
  97. 97. 97 Level Weight Satisfied With Job Security Satisfied With Rights Satisfied With Leaders Satisfied With Present Performance Satisfied With Present Job X W X1 1 WX1 1 X12 WX1 2 X13 WX1 3 X14 WX1 4 X15 WX1 5 Highly Satisfied 5 39 195 44 220 45 225 37 185 37 185 Satisfied 4 41 164 35 140 32 128 39 156 33 132 Neutral 3 7 21 5 15 8 24 8 24 13 39 Dissatisfied 2 10 20 13 26 10 20 10 20 11 22 Highly Dissatisfied 1 3 3 3 3 2 5 6 6 6 6 ΣWX 403 404 402 391 384 XW 4.03 4.04 4.02 3.91 3.84 Rank II I III V VII XW = ΣWX / ΣX ΣX = 100
  98. 98. 98 INFERENCE: FACTORS RANK Satisfied With Rights 1 Satisfied With Job Security 2 Satisfied With Leaders 3 Satisfied With Salary 4 Satisfied With Present Performance 5 Satisfied With Salary 6 Satisfied With Present Job 7 Satisfied With Activities 8 Job Location 9 Satisfied With Work Environment 10 Satisfied With Compensation 11 Satisfied With Working 12 Satisfied With Relationship 13 Responsibilities 14 Rewarded For Efforts 15 Respondents gave first rank to satisfaction with rights, second rank to satisfied with job security , third rank to satisfied with leaders, fourth rank to satisfied with salary, fifth rank to satisfied with present performance , sixth rank to satisfied with salary, seventh rank to satisfied with present job, eighth rank to satisfied with activities, ninth rank to job location, tenth rank to satisfied with work environment, eleventh rank to satisfied with compensation, twelfth rank to satisfied with relationship, thirteenth rank to satisfied with relationship, fourteenth rank to responsibilities and fifteenth rank to rewarded for effort. A satisfaction level of an employee has been maximum influenced by SATISFACTION WITH RIGHTS and minimum influenced by REWARDED FOR EFFORTS.
  99. 99. 99 TABLE NO 4.54 TABLE SHOWING THE WEIGHTED AVERAGE GIVEN BY RESPONDENTS TO SATISFACTION: Level Weight Job Security Job satisfaction Working Condition Supervision X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 Strongly agree 5 32 160 28 140 31 155 34 34 Agree 4 40 160 42 168 39 156 32 32 Neutral 3 12 36 13 39 15 45 15 15 Disagree 2 11 22 12 24 10 20 14 10 Strongly Disagree 1 5 5 5 5 5 5 5 5 ΣWX 383 376 381 376 XW 3.83 3.76 3.81 3.76 Rank II IV III IV
  100. 100. 100 Level Weight Performance Compensation & Pay system General Fairness Safety Concerns X W X5 WX 5 X6 WX6 X7 WX7 X8 WX8 Strongly agree 5 29 145 38 190 27 135 29 145 Agree 4 35 140 37 148 34 136 42 84 Neutral 3 16 48 7 21 14 42 13 39 Disagree 2 13 26 16 32 17 34 12 24 Strongly Disagree 1 7 7 2 2 8 8 4 4 ΣWX 366 393 355 296 XW 3.66 3.93 3.55 2.96 Rank VI I VII VIII XW = ΣWX / ΣX ΣX = 100
  101. 101. 101 INFERENCE: FACTORS RANK Compensation & Pay system 1 Job Security 2 Working Condition 3 Job satisfaction 4 Supervision 5 Performance 6 General Fairness 7 Safety Concerns 8 The Employees gave first rank to compensation & Pay system, second rank to job security, third rank to working condition, fourth rank to job satisfaction, fourth rank to supervision, sixth rank to performance, seventh rank to general fairness, and eighth rank to safety concerns. An Employees in an organization is highly satisfied in COMPENSATION & PAY SYSTEM and they have a low level of satisfaction in SAFETY CONCERNS.
  102. 102. 102 TABLE NO 4.55 TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN EMPLOYEES WORK WELL TOGETHER TO SOLVE PROBLEMS AND SOLVING CUSTOMER’S PROBLEMS: EMPLOYEES IN PROBLEM SOLVING X SOLVING CUSTOMER’S PROBLEMS Y X2 Y2 XY 36 35 1296 1225 1260 37 37 1369 1369 1369 11 11 121 121 121 13 12 169 144 156 3 5 9 25 15 X = 100 Y = 100 X2 =2964 Y2 =2884 XY =2921
  103. 103. 103 r = (ΣXY. N) – (ΣX. ΣY) ΣX2 . N – (ΣX)2 ΣY2 . N – (ΣY)2 = (2921 x 5) – (100 x 100) 2964 x5 – (100) 2 2884 x 5 – (100)2 = 14605 – 10000 14820 – 10000 x 14420 – 10000 = 4605 4820 x 4420 = 4605 69.43 x 66.48 = 4605 4615.7 r = + 0.9977 INFERENCE: There is a highly positively correlation between Employees problem solving and solving customer problems.
  104. 104. 104 TABLE NO 4.56 TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN EMPLOYEES IN DECISION MAKING AND SUGGESSIONS AND LEADERSHIP: DECISION MAKING X SUGGESSIONS & LEADERSHIP Y X2 Y2 XY 25 34 625 1156 850 46 44 2116 1936 2024 14 11 196 121 154 11 11 121 121 121 4 0 16 0 0 X = 100 Y = 100 X2 =3074 Y2 =3334 XY =3149
  105. 105. 105 r = (ΣXY. N) – (ΣX. ΣY) ΣX2 . N – (ΣX)2 ΣY2 . N – (ΣY)2 = (3149 x 5) – (100 x 100) 3074 x5 – (100) 2 3334 x 5 – (100)2 = 15745 – 10000 15370 – 10000 x 16670 – 10000 = 5745 5370 x 6670 = 5745 73.28 x 81.67 = 5745 5984.78 r = + 0.9614 INFERENCE: There is a highly positively correlation between decision making and suggestion & leadership.
  106. 106. 106 TABLE NO 4.57 TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN COMFORTABLE WITH WORK ENVIRONMENT AND SATISFIED WITH WORK ENVIRONMENT: COMFORTABLE WITH WORK ENCIRONMENT X SATISFIED WITH WORK ENVIRONMENT Y X2 Y2 XY 24 32 576 1024 768 44 32 1936 1024 1408 18 16 324 256 288 9 10 81 100 90 5 7 25 49 35 X = 100 Y = 100 X2 =2942 Y2 =2453 XY =2589
  107. 107. 107 r = (ΣXY. N) – (ΣX. ΣY) ΣX2 . N – (ΣX)2 ΣY2 . N – (ΣY)2 = (2589 x 5) – (100 x 100) 2942 x5 – (100) 2 2453 x 5 – (100)2 = 12945 – 10000 14710 – 10000 x 12265 – 10000 = 2945 4710 x 2265 = 2945 68.63 x 47.59 = 2945 3266.10 r = + 0.9017 INFERENCE: There is a highly positively correlation between comfortable with work environment and satisfied with work environment.
  108. 108. 108 TABLE NO 4.58 TABLE SHOWING ANALYSIS OF THE RELATION BETWEEN JOB REQUIREMENT AND SATISFIED WITH PRESENT PERFOMANCE JOB REQUIREMENT X SATISFIED WITH PRESENT PERFOMANCE Y X2 Y2 XY 25 37 625 1369 925 43 39 1849 1521 1677 15 8 225 64 120 14 10 196 100 140 3 6 9 36 18 X = 100 Y = 100 X2 =2904 Y2 =3090 XY =2880
  109. 109. 109 r = (ΣXY. N) – (ΣX. ΣY) ΣX2 . N – (ΣX)2 ΣY2 . N – (ΣY)2 = (2880 x 5) – (100 x 100) 2904 x5 – (100) 2 3090 x 5 – (100)2 = 14400 – 10000 14520 – 10000 x 15450 – 10000 = 4400 4520 x 5450 = 4400 67.23 x 73.82 = 4400 4962.92 r = + 0.8866 INFERENCE: There is a highly positively correlation between job requirement and satisfied with present performance.
  110. 110. 110 CHAPTER-V 5.1 FINDINGS OF THE STUDY 5.1.1 Findings of Demographic Factors: 10% of employees are less then 20 age, 25% of employees where 21-30 age group, 19% of employees where 31-40, 22% of employees where belong to 41-50, and 24% of employees where above 50. 73% of respondents are Male and, 27% of Respondents are Female. 82% of employees are Married, 17% of employees are Unmarried and only 1% of employee is widow. 5% of employees are acting as a Director, 38% of employees are acting as a Manager, 28% of employees are Executive, 19% of employees are acting as a Supervisor, and 10% of employees are acting in other designations. 12% of employees have Less than 5 years experience, 19% of employees has 5-10 years of experience, 22% of employees has 11-15 years of work experience, 22% of employees has 16-20 years of experience and 25% of employees are having Above 20 years of work experience. 30% of employees have completed HSC, 37% of employees has completed Diploma, 28% of employees has completed UG, and 5% of employees has completed PG. 4% of employees are earning Less than 10,000, 44% of employee,s are earning 10,001- 20,000, 32% of employees are earning 20,001-30,000, 16% of employees are earning 30,001-40,000, and 4% of employees are earning Above 40,000Rs. As Salary. 33% of employees are permanent, 36% of employees are Temporary, 3% of employees are Trainee, 25% of employees are Contract basis and 3% of employees are belonging to other category.
  111. 111. 111 5.1.2 Findings for Attitude of Employees: The rating of Accessing Information is 19% of employees are strongly agreed, 43% of employees are agreed, 15% of employees are Neutral, 15% of employees are Disagree and 8% of employees are Strongly Disagree. The rating for Familiar with Mission Statement is 18% of employees are strongly agreed, 40% of employees are agreed, 19% of employees are Neutral, 17% of employees are Disagree and 6% of employees are Strongly Disagree. The rating for Involvement of employees in Decision Making is 20% of employees are strongly agreed, 44% of employees are agreed, 24% of employees are Neutral, 6% of employees are Disagree and 6% of employees are Strongly Disagree. The rating for Comfortable Work Environment is 25% of employees are strongly agreed, 46% of employees are agreed, 14% of employees are Neutral, 11% of employees are Disagree and 4% of employees are Strongly Disagree. The rating for Job Requirement is 24% of employees are strongly agreed, 44% of employees are agreed, 18% of employees are Neutral, 9% of employees are Disagree and 5% of employees are Strongly Disagree. The rating for Training they have received in a organization is 20% of employees are strongly agreed, 45% of employees are Agreed, 17% of employees are Neutral, 11% of employees are Disagree and 7% of employees are Strongly Disagree. The rating for Recognization by Management is 32% of employees are Strongly Agree, 40% of employees are Agree, 13% of employees are Neutral, 8% of employees are Disagree and 7% of employees are Strongly Disagree. The rating for Respect by Management towards employees is 37% of employees are Strongly Agree, 37% of employees are Agree, 15% of employees are Neutral, 10% of employees are Disagree and 1% of employees are Strongly Disagree. The percentage employees Solve Problems is 36% of employees are Strongly Agree, 37% of employees are Agree, 11% of employees are Neutral, 13% of employees are Disagree and 3% of employees are Strongly Agree. The Flexibility of Management is 35% of employees are Strongly Agree, 38% of employees are Agree, 12% of employees are Neutral, 9% of employees are Disagree and 6% of employees are Strongly Disagree.

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