Fieldmarshal Pvt Ltd is a company that manufactures diesel engines and pump sets. It was founded in 1963 and has grown to produce over 160,000 units annually. The company has state-of-the-art facilities and manufactures engines from 3-18 HP for applications like agriculture, construction, power generation, and more. It has over 2000 dealers and 22 distributors in India and internationally. However, the company was observed to have several problems like a lack of safety standards, no backup employees, unavailable spare parts, poor communication between engineers and workers, and high employee turnover due to firing workers without warning.

1. 12/13/2018 Industrial report
Name abdul Wahab
Reg id 150535
Submitted to Sir Muhammad Rafique
Wahab
FIELDMARSHAL

2. 1
INDEX
FIELDMARSHAL PVT LTD.
COMPANY PROFILE…………………………………………. 2
Heirachy of company………………………………………. 4
Company products………………………………………….. 6
Problems observed…………………………………………. 8
Solutions………………………………………………………… 15
Conclusion……………………………………………………… 21

3. 2
INDUSTRIAL VISIT TO FIELDMARSHAL PVT LTD.
Fieldmarshal company profile:
If you are a farmer and your fields use irrigation facilities, the chances are that you are
employing a “Fieldmarshal” to pump water out of the wells on to the fields. Fieldmarshal in
question is not a top-ranking military figure; it is the brand name of one of the most popular
diesel engines. Diesel Engines ranging from 5 H.P. to 10 H.P., since its inception in early forties
India, has shown a tremendous increase of utilization in the field of agriculture, marine and
other industrial applications. Fieldmarshal Group companies incepted in 1963 by the Founder
and Chairman Mr. P. N. Patel, under the name of M/s. Patel Manufacturers with initial capacity
of 80 engines per annum which has scaled year after year to more than 1,60,000/- units per
annum in 2001, which was one third of the all India production in Diesel Engines. Now, we are
also manufacturing latest technology, light
weight, fuel efficient and compact diesel engines ranging from 3 H.P. to 18 H.P. These
Fieldmarshal engines, now in production, have multipurpose application in various fields such
as Marine, Construction Equipment’s, Power Generation, Industrial, Agriculture, Automotive
and many more. We are also manufacturing light weight compact diesels mono pump sets
ranging from 3 H.P. to 14 H. P. having wide head range from 8 meter to 55 meters. We have a
complete range of CPCB compliance engines suitable for application ranging from 2.5 K.V.A to
12.5 K.V.A. We have also developed engines suitable for power tiller ranging from 5 H.P. to 14
H.P. Fieldmarshal - P. M. Diesels Pvt. Ltd. have added to agricultural and domestic market a
variety of Electrical Products like Single/ Three Phase and Bore well, submersible pump sets,
alternator to our present range of products. The company has in-house R&D department
headed by qualified degree engineers having more than 20 years’ experience and are assisted
by qualified engineers for carrying out the development. The R&D department is equipped to
carry out any development tests. Fieldmarshal has state of the art manufacturing facilities in
Rajkot with ISO 9001:2008 and TS:16949 certification. Today, Fieldmarshal has expanded an
extensive sale &
service network of more than 2000 dealers & 22 distributors in India, keeps in constant touch
with its valued customers. Fieldmarshal is also expanding its international footprint.

4. 3
Fieldmarshal products are already being marketed in several countries in Africa, Middle East,
Asia, Latin America, Australia, etc

5. 4
Hierarchy of company

6. 5
Vision & Mission:
To be a global leader in service of common man particularly in rural areas through agriculture
based Products, Machinery and Services employing World-Class Technologies, Quality
Standards and Operational practices.
Our Values:
Our core values are positive attitude and positive actions towards.
• Technology based Quality.
• Customer satisfaction in totality.
• Respect & Recognize business associates.
• Innovation & Creativity.
• Service to society.
Quality Policy
we will continuously strive for timely delivery of total quality products and services to ensure
full satisfaction of our customers through:
Involvement of all our employees and vendors.
Continuous improvement in product features.

7. 6
Products
Engines:
Diesel Engines
➢ Slow Speed Engine
➢ High Speed Engine
1. Engine for Gun set
2. Engine for Power Tiller
3. Multipurpose Engine
Pump sets
➢ Diesel Pump sets
Electrical Products
➢ Borewell Submersible Pump
➢ Openwell Pump
➢ Alternators

8. 7

9. 8
Problems
 No proper safety standards
While working on machines workers were not wearing gloves, glasses, shoes where it is
necessary for them safety is very important
Many companies however, go beyond the requirements of the law and develop additional
rules, such as mandatory eye protection and worker orientation. Hazard, accident and injury
reporting procedures could also form part of the company rules. Other rules could address
such items as the company non-conformance/disciplinary procedure, smoking in the
workplace, alcohol and other drugs, horseplay, use of defective tools or equipment, etc.
➢ No backup person was available in case of any emergency

10. 9
On some sites of company there were on backup person available once an
employee got ill and there was no one to replace him and his work was pending
on all day
➢ No spare parts were available
if there was even a little fault, the work had to be stopped for that day or until the time
that fault could’ve been solved
Once a machine gear box get out of order and there was no one available to repair the
gear box of machine as the machine came from china so they contacted the Chinese
manufacturer they sent an engineer along with gear box ir took approximately 10 days
to repair the machine and work on that site was stopped.
➢ Communication barrier between engineers and workers
The behavior of engineer with labor was very rude. he is not interested on listening to
their problems their concern their recommendation.

11. 10
➢ Employees were fired regularly hence causing unsafe
working environment. Every one was worried about their
job
Many times employees were fired without any warning . will you be able to work
happily when you have fear of firing out at any time from the company it demotivates
many workers
➢ No bonus or reward system was adopted to encourage
the workers
Bonus pay is used by many organizations as a thank you to employees or a
team that achieves significant goals. Bonus pay is also used to improve employee
morale, motivation, and productivity. When you tie bonuses to performance it can
encourage employees to reach their goals, which in turn helps the company reach
its goals.
Employees come to rely on bonuses, especially on regular and expected
bonuses, and regard them as part of their base salary. This is why regular
bonuses are not recommended. You want them to be rewarding and recognizing
for employees.
As a result, companies need to clearly define and communicate about the
conditions under which employees are eligible to receive a bonus
payment. Employees are devastated when they don't receive a promised salary
bonus.
As long as bonus pay is discretionary by the employer, it is not considered to be a
contract. If the employer promises a bonus, however, the employer is legally and
ethically liable to pay the bonus

12. 11
➢ Job insecurity
When we’re on a sinking ship, we start preparing for the jump. Employees who
work for unstable companies or in jobs deemed expendable will only invest
enough to keep getting their paycheck while they look elsewhere. The rest of their
energy will be spent sharing rumors with co-workers, updating their resumes and
planning their next move.
As a leader, it’s extremely difficult to keep your best talent in place during uncertain
times. The best you can do is to communicate frequently, and give your team a sense
of loyalty and trust. You can’t make people stay, but you can encourage transparency
on both sides so you’re not surprised
➢ Lack of recourse for poor performance
When we go to work, we like to be rewarded and recognized for our contributions. If this
isn’t happening, or worse, people doing mediocre work are getting the same treatment
as strong performers, it’s natural to just turn off and do your job on autopilot.
Companies that don’t deal with performance issues bring down the average for
everyone.

13. 12
➢ Short-term objectives with no career vision
In the majority of cases, money is merely one part of an employee’s motivation.
Most people want to have clear career objectives in place to feel that there is
progression for them within their organization. Career visioning can be a useful
process in setting clear, long-term goals for an employee so that they can
proactively work towards projected outcomes.
➢ Feeling under-valued
If an employee feels that their efforts are not being recognized or appreciated,
they’ll soon begin to lack energy and commitment in their role. It’s important
to celebrate successes and give credit where credit’s due. Try to make sure that
achievements are rewarded – even if it’s just with a pat on the back.
➢ No development opportunities
Regular training and development opportunities can help boost employee
motivation and engagement. Most employees will value ongoing learning
potential and the sense that they’re expanding and improving their skills and
knowledge. If a workplace feels stagnant, non-progressive and uninspired – your
employees’ motivation levels will soon dwindle. Get regular feedback from your
team to see where increased training or development opportunities would be
best placed and appreciated.
Poor leadership
Effective leadership is an essential factor in the motivation of your staff. If strong
leadership is lacking or is negatively affecting the outlook of the team – certain
employees may start to feel demoralised. Leaders must have a flexible, inclusive
approach to managing a team and be able to communicate clearly whilst
instilling confidence and focus. If a particular team or individual is lacking
motivation in your business, it may be due to a lack of good management.

14. 13
Reasons Behind the Demotivation of an Employee:
• Lack of Appreciation:
An employee feels unappreciated for his efforts.

15. 14
• Too Much Work:
An employee feels overburdened with a disproportionate chunk of work, which
renders him unable to perform his duties well and punctually.
• Lack of Clarity in Work:
An employee flounders at work due to a lack of clarity on his various tasks.
• Favoritism:
These refer to unfair practices that favor one worker over another.
• Mistrust:
This deals with an employee resorting to micromanaging everything, displaying
mistrust in a co-worker’s capabilities.
• Miscommunication:
Free flow of information is withheld or information is provided only on a “need-to-
know” basis. This can be demotivating as it proves that the boss or organization
does not fully trust its employees to share all available information on a project.
No refreshment breaks were given
To motivate their workers company are not providing any refreshment to encourage them no
tea,coffee or smoking time it demotivates the workers

16. 15
Solutions
➢ Proper international safety standards should be adopted
The duty of team leader is to tell them If you’re not wearing the correct safety
equipment for a task, you may get injured. Depending on the job, equipment
like earplugs, earmuffs, hard hats, safety goggles, gloves or a full-face mask greatly
reduce the risk of workplace injury.
It’s up to facility managers and business owners to get their employees onboard with
workplace safety efforts, encouraging them to become active members in the process.
Share with them the workplace injury statistics and the inherent risks their job
presents to them on a daily basis. Provide incentives that reward them for
exemplifying great workplace safety behavior. These simple initiatives really do make
all of the difference.
➢ Multi-talented person are made available and new workers are now
trained for many tasks
The obvious advantage for multi-talented people is the ability to pursue an
increased variety of opportunities.
The downside is the temptation to change direction whenever things become
difficult, as well as the time able to be devoted to perfecting multiple skills.
Without having statistics I can only surmise that an allrounder excelling in one
field is less common than a person with less strings to their bow.
A very good scientist may well be a very good sportsperson but the pursuit of
excellence in both would be detrimental to the level of achievement in each.
➢ Store room was established containing all backup parts
Spare parts of all the machines should be available in store room so in case of any
mishap work would not be delayed
➢ Empower People to Make Decisions.
Too often, decisions move up the management chain to people who have the
least amount of knowledge to make the best decision. Big decisions shouldn’t
always be made by management. If you have a smart team, you should
empower each person to make decisions that apply to their own groups and
roles. In addition to speeding up decisions and helping shape current team
members into future managers, this will also instill a sense of ownership
throughout your entire team.

17. 16
➢ Forget About Skills When Hiring.
You can always teach skills, but you can’t teach smart. Don’t hire someone
based on their current skills; hire people who have raw intelligence and are
competitive athletes who will learn quickly on the job. Some of the smartest
people I’ve hired have come from schools that don’t show up at the top of any
college-ratings list. At the end of the day, the most interesting problems are the
ones that nobody’s ever faced before–especially in a startup–so you need to
hire people who can think outside the box and come up with unique solutions
to complex problems.
➢ Company dinner was arranged every month where engineers and workers
interacted in a friendly environment to remove communication barriers
Every month head of the company should arrange dinner with the employee and have
dinner with them listen to their problems ,he should be aware of their problems and
their concerns ,he should listen to their recommendations and complaints
➢ No cultural differences
We live in a world that’s growing closer every day. People from different cultures,
races, and religions work together in the same environment and are expected to
get along. Unfortunately, this is easier said than done. Cultural sensitivities differ
from place to place and what you might consider wrong may be right from
someone else’s viewpoint.
Similarly, what you might interpret as normal, people of different cultures might
consider odd or even offensive. This is a very common problem in a multicultural
environment. You can address this by asking for confirmation or opinions. This
encourages people to be open with their concerns and would eventually lead to

18. 17
fewer misunderstandings.
Everyone is capable of communicating effectively with others, you just need to
know what pitfalls to avoid and how to overcome some of the most common
communication barriers. The simple rule of the thumb is to treat others how you
would like them to treat you. It’s a very important skill that influences both your
personal and professional life
➢ Employee’s were hired on basis of 2 year contracts and not fired
randomly
Employee should be hired on the basis of 2years contract so no one is worried about
their job and will work freely

19. 18
➢ Employee’s were appreciated in public and awarded bonus
➢ So how can you most effectively thank and recognize your employees, based on
their individual personalities and traits?
➢ Here are 10 tips, according to brain research:
➢ People who are at the gregarious end of the "expressiveness" spectrum use their
gift of gab as a work asset. You might write to them: 'I celebrate how you share
your enthusiasm,' or 'Thanks for keeping the lines of communication open.'
➢ People who are on the quieter end of the "expressiveness" spectrum appreciate
one-on-one contact with you. You could say: 'Mary, I prize your well-considered
solutions,' or 'I appreciate your respectful attitude toward everyone.'
➢ Those employees who are forceful in terms of "assertiveness" especially
appreciate the prompt response from you. You could let them know: 'Thank you
for keeping the momentum going!' or 'I appreciate your decisive action.'
➢ But those who are more easygoing when it comes to "assertiveness" want
everyone to get along. You might say: 'Thank you for helping to keep the peace,'
or, 'I appreciate your amiability more than you know.'
➢ When it comes to "flexibility," staffers who are change-seekers don't get
flustered easily. You might write: 'I recognize your easy resilience' or 'Thanks for
how you handled [difficult client].'

20. 19
➢ On the other end of the "flexibility" spectrum is people who are focused and
have strong opinions. You might jot down: 'I depend on your support,' or 'I honor
you for your convictions.'
➢ Analytical thinkers value intelligence and individual, rather than team,
recognition. To them, you might note: 'I appreciate your penetrating questions,' or
'I respect the depth of your knowledge.'
➢ Structural-minded folks want to hear details. You could let them know: 'Thank
you for transferring all that data perfectly,' or 'You always meet your deadlines--
impressive!'
➢ Since social thinkers want to please you, you ought to write them: 'I am so
grateful for your teambuilding skills,' or, 'I couldn't have done it without you.'
➢ Those on your team who are conceptual by nature want to feel unique. You could
let them know: 'Your solution to the XYZ problem was stunning,' or
'I treasure your creative long-term views.'
How to Save the Employee from Demotivation?
Saving the employee from demotivation is the responsibility of his immediate
manager or supervisor. Let’s have a look at what they should do.
• Listen and Get Involved:
Listen to the said, and the unsaid. Body language can speak volumes about the
atmosphere in an organization, read it and do the needful, if it needs correction.
• Promote Teamwork:
Teamwork is the way to go, pitting one employee against the other can only be
counterproductive.
• Praise and Encourage:
Simple praise and words of encouragement for a task well-done are always
welcome.
• Give Information Freely:
Let your employees know your plans and change of plans, if any.
• Appreciate and Acknowledge:

21. 20
Appreciation of a task and acknowledgement of efforts put in are wonderful morale
boosters.
• Show Concern and Extend Help Whenever Possible:
This makes life easier and better, both for the employee and the organization

22. 21
Conclusion
I am thankful to Sir Muhammad Rafique for giving us such an informative project
for us in crucial to develop our practical skills regarding logistics and
documentation or other managerial activities I have learnt the proper
management criteria of the dry port and have an opportunity to research on the
company