This document is an MBA HR project report on employee attitudes towards their organization at Kenana Sugar Company in UP, India. It contains an abstract, introduction, literature review, research methodology, and analysis sections. The introduction defines attitudes and their key features. It discusses the difference between attitudes, opinions, and beliefs. It also examines factors that influence attitude formation and methods of changing attitudes. The research methodology section outlines the sampling method, data collection tools, and limitations of the study. The analysis section presents and discusses the results of the employee opinion survey conducted with 180 respondents at Kenana Sugar Company.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
A project study report on the training undertaken at Aerial Telecom Solutions titled ' Employee Engagement at Aerial Telecom.' - QUESTIONNAIRE BASED STUDY
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
A project study report on the training undertaken at Aerial Telecom Solutions titled ' Employee Engagement at Aerial Telecom.' - QUESTIONNAIRE BASED STUDY
Attitude ,sources of attitude ,congnitive dissonance , organization related attitudes , personality , determinants of personaliity , personality traits in OB , types of personality
This pdf file may includes concept of organizational behaviour, characteristics of OB and it's importants to the business organization and leadership process with the major contributing disciplines of organization (Psychology, Social psychology, Anthropology, Sociology and Political Science). This pdf helpful to know about the emerging trends of OB ans d it's challenges and opportunities in an organization. It's also includes the belief systems, attitude of employees and managers towards organization and values and norms of the organization.
Similar to shraddha mishra-mba-hr-project-report (20)
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Chapter 3 - Islamic Banking Products and Services.pptx
shraddha mishra-mba-hr-project-report
1. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Project Title
Employee’s Relation
“Attitude towards the Organization”
MBA HR
Submitted by
Shraddha Mishra
Enrollment No.: SGVU45D2011602466
Suresh Gyan Vihar University, Jaipur
Page No : 1
2. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Table of Contents
ABSTRACT..................................................................................................................................4
INTRODUCTION.........................................................................................................................5
Features of Attitude....................................................................................................................6
Attitude, Opinion and Belief......................................................................................................6
Factors in Attitude Formation....................................................................................................7
Methods of Attitude Change......................................................................................................8
Values and Attitudes..................................................................................................................8
Values and Behaviour................................................................................................................9
Employee’s Attitudes towards the Organization........................................................................9
REVIEW OF LITERATURE.......................................................................................................15
LITERATURE SURVEY........................................................................................................15
RESEARCH METHODOLOGY................................................................................................18
INTRODUCTION...................................................................................................................18
SAMPLING METHOD...........................................................................................................19
TOOLS FOR DATA COLLECTION.......................................................................................19
LIMITATIONS OF THE STUDY:..............................................................................................20
Analysis and interpretation..........................................................................................................21
DISCUSSIONS............................................................................................................................44
Page No : 2
3. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
CERTIFICATE FROM GUIDE
This is to certify that this project entitled “Employee’s Relation “Attitude towards the
Organization” submitted in partial fulfilment of the degree of MASTER IN BUSINESS
ADMINISTRATION (MBA) to Suresh Gyan Vihar University, Jaipur, done by Mrs. Shraddha
Mishra, Enrollment No.: SGVU45D2011602466 is an authentic work carried out by him/her
under my guidance. The matter embodied in this project work has not been submitted earlier for
award of any degree or diploma to the best of my knowledge and belief.
Signature of the student Signature of the Guide
Mrityunjay Mishra
Date : 23.12.2019
Page No : 3
4. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
ABSTRACT
The project work entitled “Employee’s attitude towards the organization” with special
reference to the Kenana Sugar Company, UP the various factors that are concerned towards
the attitude of the employees.
The analysis has been made mainly based on the primary data that is by the employees’ opinion
survey method. The researcher has taken a sample size of 180 and has used the stratified
random sampling method to select the samples from the total population.
The study gives the opinion of employees about all the H.R. functions of Kenana Sugar
Company, employment conditions, wages and incentives, interpersonal relationship, working
conditions, management practices, etc.
The researcher has used percentage analysis and CHI-Square test, and the study reveals that
there is no relationship between JOB ENRICHMENT educational qualification of the
respondents, and there is no relationship between length of service of the respondents, and
welfare facilities, and there is no relationship between the salary of the respondents and welfare
facilities. The study has also revealed that most of the respondents have a positive attitude
towards the welfare facilities, management practices and employment conditions, WELFARE
FACILITIES, INTER PERSONAL RELATIONSHIP, WORKING CONDITION the researcher
has given suggestions for its improvement which includes suggestion schemes which may be
transparent and promotions which may be made both based on seniority and performance to a
certain level in the organizational hierarchy.
Page No : 4
5. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
INTRODUCTION
Attitude: 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.
Concept of Attitude: It is necessary to be precise in defining attitudes, because the variety of
published definitions and descriptions is almost endless. Like any other concept, attitude may
also be defined in two ways, Conceptual and Operational. There is quite a difference in the
conceptual definition of the term attitude, and divergent points of view regarding the concept of
attitude have developed.
Major aspects: When the term first entered the field of social phenomenon, it was natural to
conceive of attitude as a tendency, set or readiness to respond to some social object. For the
first time, ALLPORT noted the definition of attitude, which he had observed contained the
words ‘readiness’, ‘set’ or ‘disposition to act’. Even ALLPORT has used these terms in defining
attitude. He defines attitude as follows:
“Attitude is a mental and neural state of readiness organized through
experience, exerting a directive or dynamic influence upon the individual’s response to all
objects and situations with which it is related”
Page No : 5
6. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Features of Attitude
Attitudes affect behavior of an individual by putting him ready to respond favorably to
things in his environment.
Attitudes are acquired through learning over a period of time. The process of learning
attitudes starts right from the childhood and continues throughout the life of a person.
Attitudes are invisible as they constitute a psychologied phenomenon which cannot be
observed directly. They can be observed by observing the behavior of an individual.
Attitudes are pervasive and every individual has some kind of attitude towards the
objects in his environment. In fact, attitudes are forced in the socialization process and
may relate to anything in the environment.
Attitude, Opinion and Belief
An opinion is generally the expression of one’s judgment of a particular set of facts, an
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 of the probability regarding the nature.
In this sense, 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.
In the literature, often, there is a considerable amount of overlapping in these three terms. Most
psychologists, however, believe that attitudes are more fundamental to human behavior than are
the related aspects. For this reason, more attempts have been made to analyze attitudes as
compared to others. Obviously attitudes are an important consideration because of their central
position in the process of transforming work requirements in to efforts.
Page No : 6
7. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Attitude alone do not influence behavior but these acts with other factors in the individual
influencing behavior, such as personality, perception, motivation, etc. Further, attitudes are also
affected by the individual dimension as well as the objects, persons, and ideas. Attitudes have
been through as serving four functions and there by influencing the behavior. These are
instrumental, ego defensive, value orientation and knowledge.
Instrumental: Attitudes serve as a means to reach a desired goal or to avoid an
undesired one. Instrumental attitude are aroused by the activation of a need or cues that
are associated with the attitude object and arouse favorable or unfavorable feelings.
Ego-Defensive: The ego-defensive functions of attitude acknowledge the importance of
psychological thought. Attitude may be acquired by facing threats in the external world
or becoming aware of his own unacceptable impulses.
Value Orientation: The value-orientation function takes in to account attitudes that are
held because they express a person’s self-image, or by cues that engage the person’s
values and make them salient to him.
Knowledge: The knowledge function of attitude is based on a person’s need to maintain
a stable, organized and meaningful structure of the world.
Attitude that provides a standard against which a person evaluates the aspects of his
world and serve as the knowledge function too.
These functions of attitudes affect the individual’s way of interpreting the information coming
to him. Since attitudes intervene between work requirements and work responses, information
about how people feel about their jobs can be quite useful in the predication about work
response. Thus, these types of attitudes can portray areas of investigation for making the
individual and the organization more compatible.
Factors in Attitude Formation
The attitudes are learned. Though there are different approaches as how learning works and is
acquired by an individual, generally it is held that individuals learn things from the
Page No : 7
8. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
environment in which they interact. Thus, for attitude formation, all these factors must be taken
in to account from which people learn. Such factors may be analyzed in terms of groups
starting from the family as a group, an individual moves in a close group, then to longer groups,
and finally to the society as a whole. A part from these groups, the individual’s psychology
which makes up particularly his personality, is also responsible for behavior and attitudes.
Methods of Attitude Change
There are various methods through which a positive change in attitudes may be brought. In the
social context, Cohen has suggested four methods for attitude change. They are
Communication of additional information.
Approval and disapproval of a particular attitude.
Group influence, and
Inducing engagement in discrepant behavior.
In some or the other, all these methods involve introducing discrepancies among the elements
making up the individual’s attitudes in the hope that the elements will be rebalanced through
the effective component of the attitudes. From the organization point of view, a Manager can
take following actions in brining change in attitudes of its organizational members.
Group action
Persuasion through leadership
Persuasion through communication and
Influence of total situation.
These actions involve the analysis of different variables affecting a particular action.
Values and Attitudes
Some researchers see values as consisting of large sets of related attitudes. For example,
“Fishbein” and “Ajzen” have included two components in attitudes-informational, emotional.
Thus, they have taken values as a part of attitudes. However, some differences exist between
values and attitudes. Attitudes are specific and related to distinct objects; people, or ideas.
Page No : 8
9. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Values are more general than attitudes, values often contain statement of goodness or badness
associated with the attitudes which people hold. Values are, then, beliefs about which attitudes
we should have or how we should behave.
Values and Behaviour
Behaviour of people is influenced by the values which they hold, particularly in terms of those
stimuli which have some value orientation in the organizational context, understanding the
influence of individual value system on the behaviour of individuals in the following manner:
Values influence an individual perception about the problems he faces and consequently
the decision he makes to overcome those problems.
Values influences the way in which an individual looks at the other individual and
groups of individuals, that is, interpersonal relationship. Values become the basis of
such interpersonal relationship interactions.
Individuals judge organizational success as well as its achievement of the basis of their
value system. Thus, for some individuals, organizational success may be in the form of
high profit learning irrespective of the means adopted where as, this may be a mean
thing for other individuals.
Individuals set limit for the determination of what is ethical or unethical behaviour for
themselves as well as for the others.
Values determine the extent to which individuals accept organizational pressures and
goals. If these do not match with the value held by them, they thwart the organizational
pressures and goals, and even leave the organization.
Employee’s Attitudes towards the Organization
Attitudes are not the same as values, but the two are interrelated. You can see this by looking at
the three components of an attitude: cognition, affect and behavior. The belief that
“discrimination is wrong” is a value statement.
Types of Attitudes
A person can have thousands of attitudes, but
Page No : 9
10. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Organizational Behaviour focuses our attention on a very limited number of work-related
attitudes. These work-related attitudes tap positive or negative evaluations that employees hold
about aspects of their work environment. Most of the research in OB has been concerned with
three attitudes: job satisfaction, job involvement, and organizational commitment.
Job Satisfaction
The term job satisfaction to an individual’s general attitude towards his or her job. A person
with a high level of job satisfaction holds positive attitudes about their job, while a person who
is dissatisfied with his or her job holds negative attitudes about the job. When people speak of
employee attitudes, more often mean job satisfaction.
Job Involvement
The term job involvement is a more recent addition to the OB literature while there isn’t
complete agreement over what the tem means. A workable definition states that job
involvement measures the degree to which a person identifies him with his or her job and
considers his or her perceived performance level important to self worth. Employees with a
high level of job involvement strongly identify with and really care about the kind of work they
do.
Organizational Commitment
The third job attitude is organizational
commitment, which is defined as a state in which an employee identifies with a particular
organization and its goals, and wishes to maintain membership in the organization. So, high job
involvement means identifying with one’s specific job, while high organizational commitment
means identifying with one’s employing organization.
Attitudes and Consistency
Research has generally concluded that people seek consistency among their attitudes and
between their attitudes and their behaviour. This means that individuals seek to reconcile
divergent attitudes and align their attitudes and behaviour so that they appear rational and
consistent. When there is an in consistency, forces are initiated to return the individual to
an equilibrium state.
Page No : 10
11. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Cognitive Dissonance Theory
This theory sought to explain the linkage between attitudes and behaviour. Dissonance means
an inconsistency. Cognitive dissonance refers to any incompatibility that an individual might
perceive between two or more of his or her attitudes, or between his or her behaviour and
attitudes.
Moderating Variables
The most powerful moderates have been found to be the importance of the attitude; specially,
its accessibility, whether there exist social pressures, and whether a person has direct
experience with the attitude. Important attitudes are one’s that reflect fundamental values, self-
interest, or identification with individuals or groups that a person values. Attitude that
individuals consider important tend to show a strong relationship to behaviour.
Attitude Survey
The preceding review indicates that knowledge of employee attitudes can be helpful to
managers in attempting to predict employee behaviour. But, how does management get
information about employee attitudes. The most popular methods are through the use of attitude
surveys.
Attitude and Workforce Diversity
Managers are increasingly concerned with changing employee attitude to reflect shifting
perspectives on racial, gender, and other diversity issues. A comment to a co-worker of the
opposite sex, which 20 years ago might have been taken as a complaint, can today become a
career-limiting episode. The majority of large U.S. employees and a substantial proportion of
medium sized and smaller ones sponsor some sort of diversity training. Some examples are,
Police Officers in Escondido, California, receive 36 hours of diversity training for their 12,000
employees. The Federal Aviations Administration sponsors a mandatory 8 hours diversity
seminar for employees of its western pacific region.
Job Satisfaction
Job satisfaction is one of the important factors which have drawn attention of managers in the
organization as well as academicians Various studies have been conducted to find out the
factors which determine job satisfaction and the way it influences productivity in the
Page No : 11
12. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
organization. Though, there is no conclusive evidence that job satisfaction affects productivity
directly because productivity depends on so many variables, it is still a prime concern for
managers. Job satisfaction is the mental feeling of favorableness which an individual has about
his job. “Dubrins” has defined job satisfaction in terms of pleasure and contentment when he
says that.
Determinants of Job Satisfaction
While analyzing various determinants of job satisfaction, we have to keep in mind that all
individuals do not receive the same degree of satisfaction though they perform the same job in
the same job environment and at the same time. Therefore, it appears that besides the nature of
job and job environment, there are individual variables which affect job satisfaction. Thus all
those factors which provide a fit among individual variables, nature of job and situational
variables determine the degree of job satisfaction. Let us see what these factors are,
Individual Factors
Individuals have certain expectation from their jobs. If there expectations are met from the jobs,
they feel satisfied. These expectations are based on an individual’s level of education, age, and
other factors.
1. Level of Education: Level of education of an individual is a factor which determines
the degree of job satisfaction. For example, several studies have found the negative
correlation between the level of education, particularly higher level of education and job
satisfaction.
2. Age: Individuals experience different degrees of job satisfaction at different stages of
their life. Job satisfaction is high at the initial stage, get gradually reduced, starts rising
up to certain stage and finally dips to a low degree.
3. Other factors: Besides the above two factors, there are other individual factors
which affect job satisfaction. If an individual does not have favorable social and family
life, he may not feel happy at the work place. Similarly, other personal problems
associated with him may affect his level of job satisfaction.
Page No : 12
13. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Effect of his Job Satisfaction
Job satisfaction has a variety of effects. The effects may be seen in the context of an
individual’s physical and mental health, productivity, absenteeism, and turnover.
Physical and Mental Health
The degree of job satisfaction affects an individual’s physical and mental health. Since, job
satisfaction is a typed of mental feeling, its favorableness or unfavourableness affects the
individual psychologically which for example, “Lawler” has pointed out that drug abuse,
alcoholism, and mental and physical health results from psychologically harmful jobs.
Improving Job Satisfaction
Job satisfaction plays a significant role in the organization. Therefore, Managers should take
concrete steps to improve the level of job satisfaction. These steps may be in the form of job re-
designing to make the job more interesting and challenging, improving quality of work life,
linking rewards with performance, and improving overall organizational climate.
Attitude Measurement
Attitudes are subjective attributes of people. They can be regarded as construct in the sense that
they are conceptualizations of human statistical evidence. Thus, people may vary along a
number of attitudinal dimensions.
Keeping this measurement aspect in to consideration, the attitudes might be defined
operationally by describing the measurement systems that psychologists use to measure
attitudes. Attitude measurement, developed largely by social psychologists is concerned with
the efforts to tap these attitudes as they are characteristics of individuals. There are many
methods of attitude measurement. The Thurston type of scaling goes back to the early work of
Thurston and Chive, which collected a large number of statements relating to the area in which
attitudes were to be measured. This statement may be relating to any object about which
attitudes were to be measured. The statements are both favorable and unfavorable and are
placed in 11 piles, with most favorable one being placed in pile 11. Other statements are placed
in between their position depending on the degree of favorability or unfavorability.
Page No : 13
14. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
The scale is then presented to the respondents. Each respondent checks the statement in pulling
together numerous methods dealings with attitude measurement. They are:
Self Report
Indirect Tests
Direct Observation Techniques
Psychology Reaction Techniques
However attitude measurement of employees in an organization is most commonly carried out
with self-respect questionnaires uses several scaling methods. There are three types of attitude
scaling which are commonly used in attitude measurement. They are Thurston type of scale,
Likert scale, and semantic differential. With which he agrees his attitude score is then based on
the average or the median scale of the statements that he has checked. Soon after Thurston
scale, Likert experimented with certain other varieties of attitude scales. Likert’s attitude scale
uses five points. The statements relating to the measurement of attitude is given to the person
concerned and he is asked to check one of the five points given for every statement. These
points show the degree of agreement or disagreement with the statement. The Likert scale is
considered better as compared to Thurston because of several positive facts.
For example, in this scaling, there is no much problem in making numerous statements which
will show both positive and negative degree. The semantic differential, an attitude scaling
technique that lends itself to various applications, was developed by Orgood, Suci and
Tannenbaum. Therefore, an employee who has a high level of job satisfaction tends to bear
attitudes, which are favorable to the organization. Balancing the positives with the negatives is
important so that the employees will not be disappointed and become a problem that would
have been avoided from the beginning. Attitudes cannot be changed drastically or quickly.
There is a reason why people have attitudes; it is a part of them. To change a person takes
patience and lots and lots of stalls, especially in a boss-employee relationship where it is more
formal. Sometimes, all it takes is a warning in simple words which is to change an unfavorable
attitude. When an employee discloses a mental health problem, try to work out a reasonable
Page No : 14
15. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
accommodation. Give him/her time off from work or a modified work schedule, make physical
changes to the work place, or adjust supervisory instructions or training. Many mental health
problems are highly treatable and cause only temporary disruptions at work.
If an employee with a chronically negative attitude suddenly claims a mental disability,
employers have the right to ask for medical certification and/or, in some situations, a second
opinion. However, credible testimony from privacy. Check with an attorney before requesting
these. Strike before the iron gets hot by including conduct problems in your employee hand
book. Develop a policy that clearly delineates the types of behaviour which are not acceptable
in your workplace. The above mentioned examples are some which can change unfavorable
attitude to a favorable one.
REVIEW OF LITERATURE
LITERATURE SURVEY
From the Wall Street Journal Online:
A majority of U.S. employees say they are satisfied with their job and nearly half feel pride in
their career, according to a recent, “Harris Interactive Poll”. Still, many U.S. employees dislike
their jobs, suffer from burnout and don’t have good feelings about their employers and Senior
Managers, the poll shows. Employees in small organizations are more likely to have positive
attitude towards their jobs, their employers and their top managers.
Of people working for small employers, 54% of those polled say they are satisfied with their
job, and company. 38% of those working for large employers feel they are at dead-end jobs,
compared with 24% of those working for companies feel “this is the best organizational to
work for” only 25% of the people working for large organizations, compared with for small
employers, believe that the top manages display integrity and morality. This survey also shows
that younger workers have much more negative view of their job than older workers. Among
the older workers, 59% say a good deal of their pride comes from their work and careers,
compared with just 37% of the younger workers. Likewise, among 64% of the older workers,
only 47% of the younger workers really care about the fate of the organization for which they
Page No : 15
16. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
work. Overall, while 595 of the employees are satisfied with their jobs, that two out of every
five 41% of the workers aren’t satisfied. In addition, one-third of the workers feel they are in
dead-end jobs, and “trying to cope with feeling of burn out”. Burn out is much more prevalent
among the workers’ ages between 18-24 years, 47% report feeling burned out, compared with
28% of the older workers.
Ms. B. Nagalakshmi, 2006, had done a project on “Employee Attitude towards the Organisation
in “Lakshmi Machine Works Limited” and she suggested that Management/HR department
may be changing the procedures or approaches to improve the employees’ positive attitude
towards them by participation from them. Attitudes change from person to person. In an
organization, the functions and procedures followed by the management/ HR departent should
accepted and negative attitudes if any may be identified at an earlier stage. Relationship of the
employees with the HR Department may be enhanced to reduce negative attitude among the
employees in general which will lead to prosperity of the company through profits and that of
the employees through enhanced quality of
work life.
Ganguli (1964) has argued that the factors that determine performance of the workers in an
industrial job can be classified under three heads.
1. Personal factors
2. Work factors
3. Environmental (physical and social) factors
Personal Factors refer to skills of workers and the degree of motivation that determine the
extent to which he will apply his skill to the job. Work factor refers to tools and equipment,
method of work and materials used. Examples of environmental factors are (a) physical
lighting, ventilation, etc. (b) social and psychological nature of leadership (supervisory and
managerial), social climate in the shop, nature of the group formation amongst members, etc
and (c) Nature of organizational controls, communication patterns, etc.
Page No : 16
17. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Mr. Vijayanand, 1999, had done a project on “job satisfaction”, among the employees in
“Sakthi Sugars” and he suggested that the organization has to concentrate more on labour
measures and also with regard to the maintenance of buildings.
Mr.Vasudevan.C, 1999, had done a project on “job satisfaction” among the workers in “ELGI
Electric and Industries Limited” and he suggested that the organization may provide better
working conditions, can reduce the hours of work and provide more career advancement
opportunities.
According to Vroom(1964), productivity depends upon two major
variables viz., employees’ job performance and resources utilized. In most organizational
performance of the employees is relatively more important than the equipments and raw
materials. Even in automated operations, productivity in strategic and coordinate systems
largely depends up on the human performance. Performance of a worker on a task or job is a
direct function of his motivation.
According to Hark Mantel(1971), the nature of the relationship between job characteristics and
employee reactions to their work(including satisfaction, performance, and absenteeism) will
depend upon the need status of the employees.
Maslow proposes that employees’ emerge in a hierarchical fashion and it is important for the
organization to satisfy their needs, failing which the employees may exhibit non productivity
and effectiveness of the organization.
Fleishman (1953) has studied the relationship of supervisory behaviour with the productivity
and morale of the sub ordinates, superiors create certain climate in their department and high
consideration results in high productivity and morale.
Mr. R.K. Selvam has made ‘A Study on Worker’ Expectations on Labour Welfare Facilities in
1998. In TTK Prestige Limited, the sample size was 60. He used the interview schedule for
Page No : 17
18. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
primary data collection; the secondary data was collected through discussion with officials of
the Personnel Department from the data it was found that almost every one were satisfied.
Mr. Rajaprabakaran has conducted a research on ‘The Study on level of Motivating the
Employees with special reference to TTK Prestige Limited in 2002. The sample size was 300
and he used the interview schedule for the primary data collection. He found that 28% of
employees were motivated with the working conditions of the company. All of them were
motivated with the first-aid facilities.
Argyris (1957) identified a style of leadership ranging from immaturity.
He holds that the effective leader or manager will help people to move from a style of
immaturity or dependent, towards a style of maturity.
RESEARCH METHODOLOGY
INTRODUCTION
Research is an active, diligent and systematic process of inquiry in order to discover, interpret,
and revise facts, events, behaviors or theories or to make practical applications with the help of
such facts, laws or theories. The tem research is also used to describe the collection of
information about a particular subject.
Employees’ attitude towards the organization should be known by the
entire organization to reduce the grievance. The main objective is to find out the number of
employees who are having positive attitude and or negative attitude and what tends to the same.
Here, the general employee opinion survey method has been followed. The questionnaires were
directly handed over to the employees of the organization for their responses.
Page No : 18
19. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
OBJECTIVES OF THE STUDY
To know the employees’ attitude towards the organization
To know the reasons for the employees’ positive attitude
To know the reasons for the employees’ negative attitude
To know the employees’ expectations from the organization
To make suggestions to improve the attitude of the employees to the management.
SAMPLING METHOD
The sample size taken is 180 which has been selected through Stratified
Random Sampling.
When the markedly heterogeneous group is first sub-divided into groups or ‘stratas’ in such a
manner that all items in any particular group are similar with regard to the characteristic under
consideration. From each such ‘strata’ items are chosen at random. The number of items taken
from each group may be in proportion to its relative strength, the sample so formed is called as
‘stratified’.
TOOLS FOR DATA COLLECTION
Questionnaire is the main tool for data collection. Questionnaire has been distributed to the
employees directly and a discussion also has been done.
STATISTICAL TOOLS USED
The following are the statistical tools used in this project to arrive specific results.
Percentage Analysis:
Percentage analysis is a statistical tool, which is used to identify the percentage of responses the
respondent have given.
Percentage = (No of respondents/Total No. of Samples)X100
Page No : 19
20. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
CHI-Square Test:
The CHI-Square test is a useful measure of comparing experimentally obtained results with
those expected theoretically and based on hypothesis. It is used as a test static in testing a
hypothesis that provides a set of theoretical frequencies with which observed frequencies are
compared. In general, CHI Square test is applies to those problems in which we study whether
the frequency with which a given event has occurred is scientifically different from the one as
expected theoretically. The measure of CHI-Square enables us to find out the degree of
discrepancy between observed frequencies and theoretical frequencies and a theoretical
frequency is due to error of sampling or due to change.
CHI-Square = (Oi-Σi2)/Ei
LIMITATIONS OF THE STUDY:
This study has some limitations. They are Only 180 sample size has been taken for this study.
So, if this study is conducted to maximum persons, it may give accurate overall attitude of the
employees.
It is done in SAKTHI SUGARS, so it cannot resemble the entire population working in the
whole industry.
Page No : 20
21. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Analysis and interpretation
Age group
Frequency Percent
31 to 40 13 7.2
41 to 50 113 62.8
51 to 60 54 30.0
Total 180 100.0
It is interpreted from the table 7 % of the respondents belongs to 31 to 40 years, 63 % of
respondents belongs to 41 to 5o years and 30% of respondents belongs to 51 to 60 percentage.
Page No : 21
22. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Educational Qualification
Frequency Percent
Below high school 34 18.9
High school 42 23.3
Graduation 31 17.2
Diploma 73 40.6
Total 180 100.0
It is interpreted from the table 19 % of the respondents belong to below high school, 24 % of
respondents belongs to high school, 17% of respondents belongs to graduate and 40 % of
respondents belongs to technical qualification and diploma.
Page No : 22
23. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Marital Status
Frequency Percent
Married 158 87.8
Single 22 12.2
Total 180 100.0
It is interpreted from the table 87 % of the respondents belongs to below married, 23 % of
respondents belongs to single.
Page No : 23
24. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Length of Service
Frequency Percent
3 years to 6 year. 16 8.9
6 years to 9 years 47 26.1
9 years to 15 years 64 35.6
15 years and above 53 29.4
Total 180 100.0
It is interpreted from the table 8.9 % of the respondents belongs to 3 years to 6 years, 26.1% of
the respondents belongs to 6 years to 9 years, 35.6 % of the respondents belongs to 9 to 15
years and 29.4 % of the respondents belongs to 15 years and above.
Page No : 24
25. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Number of Members in Family
Frequency Percent
single 6 3.3
Self and spouse 11 6.1
Self, spouse and child 70 38.9
Self, spouse and two children 90 50.0
Self, spouse children and parents 3 1.7
Total 180 100.0
It is interpreted from the table 3.3% of the respondents belongs to bachelor, 6.1% of the
respondents belong to 2 members of the family, 38.9% of the respondents belongs to 3
members in the family, 50% of the respondents belongs to 4 members in the family, and 1.7% f
tespondents belongs to 5 member family.
Page No : 25
26. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Present Salary You Draw
Frequency Percent
Rs 6000 to Rs 8000 45 25.0
Rs 9000 to Rs 10000 73 40.6
Rs 11000 to Rs12000 30 16.7
above 12000 32 17.8
Total 180 100.0
It is interpreted from the above table , 25% of the respondents draw rs 6000 to 8000, 40 % of
respondent draw 8000 to 10000, 16% of the respondents belongs to 10000 to 12000, and 17%
of the respondents belongs to 12000 and above.
Page No : 26
27. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Through whom did you join this organization?
Frequency Percent
Help of friends/ relatives 55 30.6
Legal heirs 35 19.4
HRD consultants 57 18.3
Open call for 33 31.7
Total 180 100.0
The able shows that 30.6% of the respondents belongs help of friend 19.4 % of respondents say
that legal heirs, 31.7% of the respondents through HRD consultants and the 18.3 respondents
says from open call for option.
Page No : 27
28. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Type of work performed by you
Frequency Percent
Highly satisfied 153 85.0
satisfied 26 14.4
Neither satisfied nor dissatisfied 1 6
Total 180 100.0
The table show that 85% of the respondents are highly satisfied of type of work, 14.4% of the
respondents are satisfied on type of the work and .6% percentage of respondents are neither
satisfied nor dissatisfied on type of the work
Page No : 28
29. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Work Load
Frequency Percent
Highly satisfied 165 91.7
satisfied 7 3.9
Neither satisfied nor dissatisfied 8 4.4
Total 180 100.0
The table show that 91.7 % of the respondents are highly satisfied of work load, 3.9 % of the
respondents are satisfied on work load and only 4.4 % of respondents are neither satisfied nor
dissatisfied on work load
Page No : 29
30. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
CHI SQUARE ANALYSIS
Null hypothesis: There is no association between age and type of work performed.
Alternate hypothesis: There is an association between age and type of work performed.
Age * Type of work performed by you cross tabulation
type of work
performed
by you
Total
highly
satisfied
satisfied neither
satisfied nor
dissatisfied
age 31 to 40 13 13
41 to 50 95 18 113
51 to 60 45 8 1 54
Total 153 26 1 180
Ψo2 = 28.222
The table value Ψe2 for the same at 5% level of significance = 16.919 (i.e.) D.F = 9Since the
computed value is greater than the table value, the hypothesis is rejected Hence, there is an
association between age and type of work performed.
Page No : 30
31. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Job Rotation
Frequency Percent
Highly satisfied 154 85.6
satisfied 20 11.1
Neither satisfied nor dissatisfied 6 3.3
Total 180 100.0
The table show that 85.6 % of the respondents are highly satisfied of job rotation, 11.1 % of the
respondents are satisfied on job rotation and only 3.3 % of respondents are neither satisfied nor
dissatisfied on job rotation
Page No : 31
32. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Working Hours
Frequency Percent
Highly satisfied 168 93.3
satisfied 11 6.1
Neither satisfied nor dissatisfied 1 .6
Total 180 100.0
The table show that 93.3 % of the respondents are highly satisfied of working hours, 6.1 %of
the respondents are satisfied on working hours, and only .6% of respondents are neither
satisfied nor dissatisfied on working hours.
Page No : 32
33. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Shift Timing
Frequency Percent
Highly satisfied 173 96.1
satisfied 7 3.9
Total 180 100.0
The table show that 96.1 % of the respondents are highly satisfied of shift timings, 3.9% of the
respondents are satisfied on shift timing.
Page No : 33
34. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Responsibilities/Assignment Given
Frequency Percent
Highly satisfied 164 91.1
satisfied 14 7.8
Neither satisfied nor dissatisfied 2 1.1
Total 180 100.0
The table show that 91.1% of the respondents are highly satisfied of responsibilities, 7.8% of he
respondents are satisfied on responsibilities, and only 1.1% of respondents are neither satisfied
nor dissatisfied on responsibilities.
Page No : 34
35. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Treatment by the management
Frequency Percent
Highly satisfied 166 92.2
satisfied 13 7.2
Neither satisfied nor dissatisfied 1 .6
Total 180 100.0
The table show that 92.2 % of the respondents are highly satisfied of treatment by management,
7.2% of the respondents are satisfied on treatment by management, and only .6 % of
respondents are neither satisfied nor dissatisfied on treatment by management.
Page No : 35
36. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Acceptance of Suggestions Given
Frequency Percent
Highly satisfied 168 93.3
satisfied 12 6.7
Total 180 100.0
The table show that 93.3% of the respondents are highly satisfied of acceptance of suggestion,
6.7 % of the respondents are satisfied on acceptance of suggestion
Page No : 36
37. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Recognition of Performance
Frequency Percent
Highly satisfied 165 91.7
satisfied 7 3.9
Neither satisfied nor
dissatisfied
8 4.4
Total 180 100.0
The table show that 91.7 % of the respondents are highly satisfied of recognition by
performance, 3.9 % of the respondents are satisfied on recognition by performance, and only
4.4 % of respondents are neither satisfied nor dissatisfied on recognition by performance.
Page No : 37
38. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Work Group Cohesiveness
Frequency Percent
Highly satisfied 168 93.3
satisfied 10 5.6
Neither satisfied nor
dissatisfied
2 1.1
Total 180 100.0
The table show that 93.3% of the respondents are highly satisfied of work group
cohesiveness,5.6% of the respondents are satisfied on work group cohesiveness, and only 1.1%
of respondents are neither satisfied nor dissatisfied on work group cohesiveness.
Page No : 38
39. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Job Security
Frequency Percent
Highly satisfied 161 89.4
satisfied 19 10.6
Total 180 100.0
The table show that 89.4 % of the respondents are highly satisfied of acceptance of job security,
10.6 % of the respondents are satisfied on job security.
Page No : 39
40. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Quality of work life
Frequency Percent
Highly satisfied 167 92.8
satisfied 13 7.2
Total 180 100.0
The table show that 92.8 % of the respondents are highly satisfied of acceptance of quality of
work life, 7.2 % of the respondents are satisfied on quality of work life.
Page No : 40
41. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
CHI Square Analysis
Null hypothesis: There is no association between job rotation and quality of work life.
Alternate hypothesis: There is an association between job rotation and quality of work life.
Job rotation * quality of work life cross tabulation
quality of
work life
Total
1.00 2.00
job rotation 1.00 141 13 154
2.00 20 0 20
3.00 6 0 6
Total 167 13 180
Ψo 2 = 222.5333
The table value Ψe 2 for the same at 5% level of significance = 5.919 (i.e.) D.F = 2
Since the computed value is greater than the table value, the hypothesis is rejected Hence, there
is an association between job rotation and quality of work life.
Page No : 41
42. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
Work Stress
Frequency Percent
Highly satisfied 168 93.3
satisfied 12 6.7
Total 180 100.0
The table show that 93.3% of the respondents are highly satisfied of work stress, 6.7 % of the
respondents are satisfied on work stress.
Page No : 42
43. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
What is your opinion about the coworker relationship?
Frequency Percent
Very helpful 152 84.4
Helpful 24 13.3
Indifferent 4 2.2
Total 180 100.0
The table show that 84% of the respondents are highly satisfied of co-worker relationship, 13%
of the respondents are satisfied on co-worker relationship, and only 2% of respondents are
neither satisfied nor dissatisfied on co-worker relationship.
Page No : 43
44. MBA HR, Project Report : Employee’s Relation “Attitude towards the Organization”
DISCUSSIONS
Job Security is a potential tool for the motivation of the employees which in this study shows
that, the employees have a negative attitude towards it. The management may make the
employees understand that they are the partners of the business and the employees’ organization
life depends up on the constructive contributions made by them.
Only half of the respondents are satisfied with the medical facilities and safety procedures
provided in the organization which means that the remaining half of them are not satisfied.
Therefore, the management with regard to the medical facilities along with ESI may offer a
minimal amount exclusively for the medical expenditure as a special package for different
levels of employees. This may motivate them and restrict them to avail leave. As per the
respondents’ opinion, safety procedures followed are not up to the mark which also is one of
the reason for regular absenteeism. The respondents also feel that the leave facilities provided
are also not adequate. Management in this regard may identify the ways by which leave
facilities may be improved without disturbing the regular schedule of work, by giving restricted
holidays, by increasing the number of paid holidays etc.
Workers’ Participation in Management is one of the criteria which do not have a good
satisfaction from most of the employees in any of the organization. This also happens to be true
in this organization, which reduces the morale and motivation of the employees.
Therefore, the management may formulate strategies based on the
Workers’ Participation in Management bill or prepare a tailor-made guideline for the extent of
participation by the workers in the management decisions because when decision marker
execute, the execution proves worthy.
Page No : 44