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CHAPTER-1

INTRODUCTION

1.1 INTRODUCTION TO EMPLOYEE MORALE

DEFINITION

Prof.Mee,However, holds the view that good employee morale is the mental attitude

of the individuals or the group,which enables an employee to realize that the maximum

satisfaction of his drives coincides with the fulfillment of the objective with those of the

company,and subordinates his own desires to those of the company.

INDIVIDUAL AND GROUP MORALE

Individual s morale is related with knowing ones own expectations and living up to

them.if oneis clear of his own needs and how to satisfy them most of the time,his morale

is height.individuals morale is a single persons attitude towards life.while group morale

reflect s the general exprit de corps of a collective grip of personalities.

FACTORS EFFECTING MORALE

According to Mc Farland ,the important factors which have a bearing on morale are;

The attitude of the excutives and managers towards the subordinates. Working

condition, including pay, hours of work, and safty rules. Effective leadership and an

intelligent distribution of authority and responsibility in the organization. The design of

organization structurewhich facilitates the flow of work and the size of the organization.

DETERMINATION OF LEVELS OF WORKS MORALE

The organization itself

The nature of the work

Thelevelofsatisfaction

The supervision received

The perception of the self

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Workers perception of the past awards and future opportunities for rewards

TYPES OF MORALE

High morale is represented by the use of such terms as team spirit.low morale

on the another hand is described by such words and phrases as apathy ,bickering

,jealousy ,pessimism,fighting,dis loyality to the organization,dis obedience of the orders

of the leader,dislike of or lack of intrest in,ones job and laziness.

MEASUREMENT OR EVALUATION OF MORALE

The indicators of morale are the various attitudes and behaviour patterns of

employees,which have to be properly and correctly interpreted to determined the kind of

organizational climate and mores which prevaile at agiven time. The most commonly

used method for measuring are,

Observation

Attitude or morale surveys

Company records and report

Councelling

WARNING SIGNS OF LOW MORALE

Signs of low morale are generally not noticed till it is obviousely low or when

something has gone a miss. By the time management reognises the fact that the morale

has deteriorated,it is faced with one crisis or another.perceptive managers are therefore

constantly on the lookout for clues to any deterioration in the morale of the employees.

Among the more significant of the warning signals are the following

High rate of absentism

Tardiness

High labour turn over

Strike and sabotage

Lack of pride in work

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Wastage and spoilage

1.2 ABOUT THE INDUSTRY

HISTORY OF FOOTWEAR

There is evidence , which shows that the history of shoe started in 10000 B.C .

ie , at the end of paleolithitic period.painting of this time in caves in spain and in the

south france make reference to foot wear.among the utensils of rock there caved several

weapons that were used to scrap skin ,which indicates that the art of training is very

old .in the Egptian Cypogeus (under ground chambers used to funerals),whose age is

between six thousand and seven thousand years.painting were discoverd representing the

various stages of the preparation of the leather and the footwear.In cold countries moccas

is the protector of the feet and in hot countries sandal is still, the most used.the Egyptian

sanduls were made of straw ,papyrus or of palm fibre.

FOOTWEAR INDUSTRY

Now a days wearing footweare is a necessity rather than a fashion for the

human being.Hence the demand for the footwear is also increasing day by day.the

different classes of people use different types and quality of footwears depending upon

their purchasing power.the middle and lower income group prefer low cost,durable ,wear

and bear resistant footwears that can be used in all domestic conditions where as the high

income groups prefer the latest type of footwears which are highly costlier.The first

preference of the middle and lower income group is the poly vinyl chloride (pvc)footwear

,which will satisfy all their requirements with regard to the footwear.

Popularity of pvc chappal is increasing among the people and it will lead to thedemand for their chappals.As a result ,almost all footwear chappal manufactures are

trying to shift their chappals from their chappals from rubber to the pvc chappals.

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NEW THREATS IN FOOTWEAR INDUSTRY-DEVOLOPMENT IN

TECHNOLOGYPVC footwear industry is capital intensive and changes of technologies in the

market care too fast.Everyday ,new modes are entered in the market.Now an EVA

technology based product has a trend in market.so many models have entered in the

market by using his technology.

INCREASING IN PURCHASING POWER

Devolopments in human life caused to change their living conditions.If people get more

income than earlier,automatically hat will effect their selection.This scenario affect the

footwear also.Normal consumers of the pvc footwear may go to the leather type chappal.

NEW TRENDS IN MARKET

New version of pvc with synthetic leather supper model has good demand in the

market.This sector has every hard competition in the market.At the same time so many

new entrants have entered in to the market without maintaining sufficient quality in

chappals.They provide chappals with in the price level of existing full pvc chappal.This

fact will affc\ect theirexisting market

NEW MODELS

In any consumer product trend for new model is an important movement.Some

may succeed and other may fail .some models become a fashion for season. This may

boost existing model also.

COMMUNICATION GAP

Comparing to other product ,footwear is a well complicated product and so the

margin is very low.The budgeted of funds towards advertisement is restricted up to a

certain level because it will affect the price structure of the product.Majoriy of the

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consumers are village people ,especially the working class,and hence to create an image

among the group is so expensive.

1.3 ABOUT THE COMPANY

A BRIEF HISTORY OF CALIFER POLYMERS Pvt

In malabar region,industrial devolopment were very low up to 1990s .Radiant

mould and compound was the first pvc footwear unit in the region.Gradually kozhikode

district has become the producers of 75% of footwear in kerala.In kozhikode kollathara

a village in the district had great number of chappal company. Knpwing the scope of

resin pvc chappal group of persons decided to start pvc manufacturing unit.They formeda private limited company named CALIFER POLYMERS Pvt Ltd with an auhorised capi

tal of rs 36 lakhs.

CALIFER POLYMERS Pvt. Ltd is a registered private limited company

constituted in 1994 with the special objective of manufacturing pvc footwear.It is situated

at Kakkencheri in Malappuram District near Calicut University.The place where the

Calicut University is a beutiful an ideal place with regard to transportation facility.,water

facilities,cheap labour etc.It is note worthy that the company has to got all helps from the

government to start the venture.It has been registered as a small -scale industry.The most

memorable day for the company was 16 th july 1995 ,when the production activiies of the

company were started.Initially the installed capacity of the company was 6000 dozen

pairs of chappals a year.

But now it has been increased to 80000 dozen.The company has suffered a net

loss of Rs 177800/- during the first year of operation and later it enjoyed profits only.

The corporate mission of the company is to achieve and maintain customer satisfaction

through sustained quality in the product and services at all times.In order to achieve this

,thecompany is taking care for the purchase of raw materials to the distribution of the

product to the customers.The company is providing the footwear with 100% pure pvc and

virgin material offering better comfort ,finish,colour,light weight and durability.The price

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of the product is also reasonable.And by which demand for this company is increasing

day by day in kerala.

CAPITAL STRUCTURE

The company started its operation with authorised capital of Rs 3600000/-.Along with

this , it acquires a loan of Rs3300000/-.from Static bank of travancore,Calicut for

working capital purpose.The capital of the company comprises the following;

TERM LOAN

The company availed a loan of Rs3200000 from kerala state financial corporation in

1995 96.The loan was against the security of land ,building and machinery.The re

payment of loan was made in monthly instalments and has to pay intrest at the rate of

17.5% per annum.The loan was taken for 7 years and by now the loan amount has been

repaid.

MARGIN MONEY LOAN

A margin money loan of Rs 100000/- was obtained from the District Industries

Centre,Malappuram .The repayment of this loan was started only after 4 years and 3

months from the date of loan taken. The interest is charged for this loan is at rate or 11.5

% per annum.The entire loan amount was repaid.

STATE GOVERNMENT SUBSIDY

As an average the concern from has got from the state government 15%

investment subsidy on the cost of land,building,machinery,equipments,which comes to

Rs .100000/-.

PROMOTERS CAPITAL

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The company has the promoters authorized capital of 3600000 divided in to

equity share of Rs .10/- each.Among this ,300000 share were issued and 3000000 is paid

up.The company accepts the fact that the investors must get a regular return in both

income as well as capital appreciation and believes in sharing the profit with its share

holders.

CHAPTER-11

MAIN THEME OF THE PROJECT

2.1 OBJECTIVE OF THE STUDY

To understand how morale has an impact on productivity in Califer Polimers

pvt,ltd.

SECONDERY OBJECTIVES

To measuring the determination of workers morale

To identify specifically which type of morale effect productivity

To identify how morale is related to perfomance

To measure the effect of morale

Finally to find as how morale is evaluated.

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2.2 SCOPE OF THE STUDY

The study is conducted for CALIFER POLYMERS PVT,LTD, targeted to

employees as to find out the impact of morale on productivity for a periode of 3

month

Introduction with the various employees backed by the a structural questionnaire

was the main source of qualitative data

Initially the study required to really more explanatory research .the study also

covers to the tools to improve employee morale inturn increase the productivity

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2.3 LIMITATIONS OF THE STUDY

Time consuming is one of the limitations. in a specified time we must complete

our project work

Highly transportation cost are there, due to this we didnt take interview to all

respondent

During the course of investigation some the employees are non-co-operate

Some particular questions in the survey confuses to respondents.so it takes as

much time to analyses the respondents.

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2.4 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem it may be

understood as a science of new research is done scientifically.A careful investigation or

inquiry specially through search for new facts in any branch of knowledge

RESEARCH DESIGN

A research design is the systematic arrangement of ondition for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with economy in

procedure.

A research design is the logic framework or plan for study the guides the collection

and analysis of the data.in this study the descriptive research is followed.

DESCRIPTIVE RESEARCH

It includes surveys and fact-finding enquiries of different kinds.the major purpose of

the descriptive research is description of the state of affairs as it exits at presnt .in social

science and buisiness research we quite often use the term export facto research for

descriptive research studies.at main charecteristics of the method are that the researcher

has no control over the variables ,he can only report what has happened or what is

Happening.

SAMPLING PROCEDURE

SAMPLE DESIGN

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A sample design is a definite plan for obtaining a sample from a given population.it

refers to the technique or procedure the researcher would adopt in selecting items of the

sample.sampling design is determined before collecting the data.there are many sample

designs.

TYPES OF SAMPLE DESIGN

CONVENIENCE SAMPLING

This sampling methode involves a purposive or deliberative selection of particular

units of the universe for onstituting a sample which represent the universe. When

population elements are selected for inclusion in the sample based in the case of access.in

this study the samples are taken on the basis of convenience sampling.

TYPE OF UNIVERSE

Clearely define the set of objects,technically called the universe .the universe can

be finite or infinite. in this study the finite universe is used like as the total number of

califer polymers workers is called as universe.

POPULATION

The population is selected from the Califer polymers.

SAMPLE FRAME

PARAMETERS OF THE INTREST

The frame comprises of employees of the Califer polymers

SAMPLE SIZE

This refers to the number of items to be selected from the universe to constitute a

sample.the size of the sample in this study is 125.

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Some important sub-groups in the population about whom we would like to

make estimates.in this study the Califer polymers workers are the parameters of the

intrest.

SOURCE OF DATA COLLECTION

PRIMARY DATA

The primary data are those, which are collected a fresh and for the first time. And

thus happen the be original in character. The primary data has collected through the

observation. The data relating to the different process and data regarding the salary of the

workers and the development ideas, present changes, the current problem prevailing in

the company and all the data are collected through the observation.

SECONDARY DATA

The secondary data are those which have already been collected by someone else

and which already had been passed through the satisfacal process. Information for this

study had been collected from the secondary data, like records, old report, journals and

internet.

MEASUREMENT SCALES

Measurement scales are either undimensional or multidimensional.generally

rating scale should be balanced,with in an equal number of favourable and unfavourable

response.

STATISTICAL TOOLS USED

Simple percentage analysis

The percentage analysis is obtained when ratios are multiplied by 100 so, one

figure is taken as base and it is represented by 100.

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Simple Percentage = No of respondents x 100

Total no of respondents

Chi square test

Chi square method is used for difference between the some category and external

training. Chi square is an important non parametric test and as such no rigid assumptions

are necessary in respect of the type of population.

As a non parametric test chi square can be used

As a test of goodness to fit

As a test of independence

Formula

Chi square = (O-E) ^ 2/E

Where

O= observed frequency

E= expected frequency

Degree of freedom= (D-1)

Level of significants

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2.5 REVIEW OF LITERATURE

The purpose of the literature review was to determine what information is

available on The relationship of morale and employee performance. Although the

specific word morale was not used this text, the Successful Managers Handbook

dedicates two chapters concerning leadership and motivational skills (Davis 1992). The

authors express the need to foster teamwork, coach and develop others, and the

importance of motivating others. This text was more of a self-help book that did not

involve quantifiable data

concerning my premise, but clearly the importance of a workforce that feels good

about what they do is significant in the overall mission of any organization. Other

publications reviewed included an applied research project from the National Fire

Academy: Developing an Employee Moral Index in the Emergency Services

Organization (Hunter 1997). This was an effort to index morale based on employee

satisfaction. The following factors were constructed to determine employee satisfaction:

Mean hours of sick leave taken 2. Ratio of refusals to acceptances to volunteer for

overtime with pay. 3. Number of grievances filed in a given period. 4. Composite scores

of job satisfaction 5. Mean performance evaluation scores. Each of the factors were then

weighted and tabulated to determine the morale of the subject fire department. The author

drew the conclusion that there was a strong direct causative correlation between high

productivity and high morale and vice versa. Richard Arwood, a retired Fire Chief and

renowned NFA adjunct wrote in an issue of Speaking of Fire points out the potentially

most cost effective way in which a fire service can increase productivity is through a

formal positive reinforcement program. In other terms highly motivated employees are

more productive employees (Arwood 1989).Randy Novak, now director of Fire Service

Training in Stillwater Oklahoma, wrote an article entitled Much More To Morale Than

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You Might Think. This 1990 article appeared in the Minnesota Fire Chief magazine. In

it, he mentions several of the external factors that influence morale that were listed in this

research projects survey instrument.

Listening, keeping people informed, encouraging participation, promoting a

positive attitude as leaders are all cited by Novak as being effective means in responding

to employee concerns (Novak 1990).

Rodney Nordstrom of Nordstrom and Associates (a private consulting firm

specializing in employee productivity) had the ominous task of rebuilding the morale of

the Codes Administration for the City of Kansas City Missouri, following the tragedy and

subsequent scandal surrounding the Hyatt skywalk collapse. Inspectors were thrown into

the mix of corruption in expose that showed them loafing on the job. Nordstrom sites

feedback as being the single most positive influencing factor in restoring the employees

morale. He sites feedback as being effective in the treatment of all productivity concerns

from accident reduction to increasing the number of inspections (Nordstrom 1985).

BOCA Past President Gerald Jones took over the directorship of codes for the City of KC

Missouri during this storm of controversy. He writes that employee productivity and

morale were at such a low that he sought the advise and services of an outside private

sector firm to help restore his agency (Jones 1985).

In a June 1995 article in the publication Occupational Health and Safety Alan

Colledge sites the example of the Union Pacific Railroad diesel shops increase in injury

claims over a two year period. The employees felt that management cared more for

production than for the well being of the workforce. A ten-member committee was set up

with representatives from all sides of the issue. AIM, Attitude, Incentive, Morale was the

name given to this team of individuals. The group empowered its employees and gave

them a sense of ownership in the decision making process. The result was a dramatic

decrease in injuries and a commensurate level increase in productivity (Colledge1995).

William Ransom, President of Ransom & Associates (a management advisory firm)

writes: The morale of a business allows it to accomplish more than its cumulative

talents would suggest. It operates in a synergistic mode using management, employee and

customer participation to resolve its problems. He further lists three characteristics of a

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high morale organization: 1. Gives workers the freedom and autonomy to do their jobs. 2.

Rewards the employee for exceeding expectations. 3. Listens to employees, and swiftly

act to resolve any disputes. Ransom also sites that high morale organizations are more

productive than the competition (Ransom 1995).

Ben & Jerrys Ice Cream and Frozen Yogurt started out as a small company ran

by two guys (Ben & Jerry) and quickly grew to a major player in the franchise industry.

These admittedly simple guys soon realized that they needed the contributions of all

employees in the decisions that affected these employees day to day. They attribute their

success largely to the input from the employees into the decision making process. All the

literature that was reviewed echoed a common theme: employee input is crucial to high

morale.

Elton Mayo ran a series of experiments from 1927 to 1932 to determine how

changing the physical environment would impact production. These tests were dealt

primarily with the lighting of the work area at Western Electrics Chicago Hawthorne

plant. In a certain control group the test subjects continued to produce consistently even

when the lighting was reduced to near darkness. This single control group knew they

were being tested. Itwas later determined that the morale and motivation of the

consistently productive control group was their impetus for production. This phenomenon

would later be calledthe Hawthorne Effect (Fry 1989). Other public administration

authorities concur with the findings of the Hawthorne experiments. In the textbook

Organizational Theory: A Public Perspective these authors also concluded that the

significance of the Hawthorne effect was not the lighting or lack thereof, subjected to the

test subjects.

These authorities concluded the following: the most important factor influencing

the workers was not the physical environment, but the attitudes that resulted from the

workers seeing themselves as important to the ongoing experiment (Gortner 1997).

The literature all indicated that there is a by-product of employee input and morale and it

translates into a more productive workforce. This literature review only served to further

solidify my theory that an increase in the independent variable X, morale will provide a

commensurate increase in the dependent variable Y, employee productivity.

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CHAPTER-111

ANALYSIS AND INTERPRETATION

CHI-SQUARE TEST AND ANALYSIS

TABLE 3.1

OPPORTUNITIES FOR IMPROVEMENT AND SELF DEVOLOPEMENT VS

RELATIONSHIP WITH SUPERIORS AND CO-WORKERS

HYPOTHESIS

H0 ; There is a significant relationship between opportunities for improovment and self

development and relationship with superiors and co-workers.

H1 ; There is no significant relationship between opportunities for improovment and self

development and relationship with superiors and co-workers.

OBSERVED TABLE

EXPETED TABLE

Very often Often Some

times

rarely Very

rarely

Total

Very good 66.976 16.192 5.888 1.472 1.472 92

Good 18.928 4.576 1.664 0.416 0.416 26

Moderate 2.912 0.704 0.256 0.064 0.0674 4

Poor 0.728 0.176 0.064 0.016 0.016 1

Very poor 1.456 0.352 0.128 0.032 0.032 2

Total 59 48 11 3 4 125

CHI-SQUARE TABLE


times

rarely Very

rarely

Total

Very good 58 22 8 2 2 92

Good 26 - - - - 26

Moderate 4 - - - - 4

Poor 1 - - - - 1

Very poor 2 - - - - 2

Total 91 22 8 2 2 125

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O E O-E (O-E)^2 (O-E)^2/E

58.000 66.976 -8.976 80.569 1.203

22.000 16.196 5.808 33.733 2.083

8.000 5.888 2.112 4.461 0.758

2.000 1.472 0.528 0.279 0.189

2.000 1.472 0.528 0.279 0.189

26.000 18.928 7.072 50.013 2.642

0.000 4.576 -4.576 20.940 4.576

0.000 1.664 -1.664 2.769 1.664

0.000 0.416 -0.416 0.173 0.416

0.000 O.416 -0.416 0.173 0.416

4.000 2.912 1.088 1.184 0.407

0.000 0.704 -0.704 0.496 0.704

0.000 0.256 -0.256 0.066 0.256

0.000 0.064 -0.064 0.004 0.0640.000 0.064 -0.064 0.004 0.064

1.000 0.728 0.272 0.074 0.102

0.000 0.176 -0.176 0.031 0.176

0.000 0.064 -0.064 0.004 0.064

0.000 0.016 -0.016 0.000 0.016

0.000 0.016 -0.016 0.000 0.016

2.000 1.456 0.544 0.296 0.203

0.000 0.352 -0.352 0.124 0.352

0.000 0.128 -0.128 0.016 0.128

0.000 0.032 -0.032 0.001 0.032

0,000 0.032 -0.032 0,001 0.032TOTAL 16.752

Calculate value :16.752

Degree of freedom: (r-1)(c-1)=(5-1).(5-1)=16

Level of significance:5%

Significance table value=26.296

26.296>16.752

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Therefore H0 is accepted

INTERPRETATION

From the analysis it reveals there is a siognificant relationship between

opportunities for improonement and self development and relationship with supervisors

and co-workers.

TABLE 3.2

TOP MANAGEMENT APPRECIATION IN QUALITY WORK VS

CONSIDERING SUGGESTIONS FOR THE IMPROVEMENTS

HYPOTHESIS

H0: There is a significant relationship between the top management appreciation in

quality work and considering your suggestion for the improvement of the company

H1: There is no significant relationship between the top management appreciation in

quality work and considering your suggestion for the improvement of the company

OBSERVED TABLE

` Strongly Agree neutral disagree Strongly Total

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agree disagree

Strongly

agree

53 28 11 1 1 94

Agree 22 - - - - 22

Neutral 4 - - - - 4

Disagree 4 - - - - 4

Strongly

disagree

1 - - - - 1

Total 84 28 11 1` 1 125

EXPECTED TABLE

Srongly

agree

Agree neutral disagree Strongly

disagree

Total

Strongly

agree

63.168 21.056 8.72 0.752 0.752 94

Agree 14.784 4.928 1.936 0.176 0.176 22

Neutral 2.688 0.896 0.352 0.032 0.032 4

Dis agree 2.688 0.896 0.352 0.032 0.032 4

Strongly

disagree

0.672 0.224 0.088 0.008 0.008 1

Total 84 28 11 1 1 125

CHI- SQUARE TABLE

O E O-E (O-E)^2 (O-E)^2/E

53.000 63.168 -10.168 103.388 1.20328.000 21.056 6.944 48.219 2.083

11.000 8.272 2.728 7.442 0.900

1.000 0.752 0.248 0.062 0.082

1.000 0.752 0.248 0.062 0.082

22.000 14.784 7.216 52.071 3.522

0.000 4.928 -4.928 24.285 4.928

0.000 1.936 -1.936 3.748 1.936

0.000 0.176 -0.176 0.031 0.176

0.000 0.176 -0.176 1.721 0.176

4.000 2.688 -0.176 0.755 0.640

0.000 0.869 1.312 0.124 0.869

0.000 0.352 -0.869 0.001 0.352

0.000 0.032 -0.352 0.001 0.032

0.000 0.032 -0.032 1.721 0.032

4.000 2.688 -0.032 0.755 0.640

0.000 2.869 1.312 0.124 0.869

0.000 0.352 -0,869 0.001 0.352

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0.000 0.032 -0.352 0.001 0.032

0.000 0.032 -0..032 0.108 0.032

1.000 0.672 -0.328 0.050 0.160

0.000 0.224 -0.224 0.008 0.224

0.000 0.088 -0.88 0.000 0.088

0.000 0.088 -0.88 0.000 0.0080.000 0.088 -0.88 0.031 0.008

TOTAL 20.067

Calculate value;20.067

Degree of freedom: (r-1).(c-1)=(5-1).(5-1)=16


Significant table value:26.296

26.296>20.067

Therefore H0 is accepted

INTERPRETATION

From the analysis it results there is a significant relationship between top

management appreciation in quality work and considering your suggestion for the

improvement of the company.

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TABLE 3.3

OPPORTUNITES TO UPDATE KNOWLEDGE AND SKILLS VS GOALS FOR

ACHIEVEMENT

HYPOTHESIS

H0 : there is a significant relationship between opportunities to update knowledge and

skills and goals for achievement.

H1: there is no significant relationship between opportunities to update knowledge and

skills and goals for achievement

OBSERVED TABLE

14 &15 Strongly

agree

Agree No

opinion

Dis agree Stromngly

disagree

Total

Yes 67 26 13 4 3 111

No 14 - - - - 14

Total 81 26 11 4 3 125

EXPECTED TABLE

14&15 Strongly

agree

Agree No

opinion

Dis agree Strongly

disagree

Total

Yes 71.928 23.088 9.768 3.552 2.664 111

No 9.072 2.912 1.232 0.448 0.336 14

Total 81 26 11 4 3 125

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CHI-SQUARE TABLE

O E O-E (O-E)^2 (O-E)^2/E

67.000 71.928 -4.928 24.285 0.338

26.000 23.088 2.912 8.480 0.367

11.000 9.768 1.232 1.518 0.155

4.000 3.552 0.448 0.201 0.057

3.000 2.664 0.336 0.113 0.042

14.000 9.072 4.928 24.285 2.677

0.000 0.912 -0,912 0.832 0.912

0.000 1.232 -1.232 1.518 1.2320.000 0.448 -0.448 0.201 0.448

0.000 0.336 -0.336 0.113 0.336

TOTAL 6.564

Calculate value ;6.564

Degrees of freedom:(r-1).(c-1)=(2-1).(5-1)=4


Significance table value:9.448

9.488>6.564

Therefore HO accepted

INTERPRETATION

From the analysis it document there is a significant relationship between

opportunities to update knowledge and skill and goals for achievement

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SIMPLE PERCENTAGE& ANALYSIS

TABLE : 3.4

SATISFACTION LEVEL OF THE PRESENT JOB

S.NO Description N.o of responds Percentage

1 Highly satisfied 30 24.00

2 Satisfied 43 34.40

3 Neutral 52 41.60

4 Dissatisfied 0 0.00

5 Highly dissatisfied 0 0.00

Total 125 100.00

INTERPRETATIONThe above table shows that41.60% respondents \are neutral. and 34.40%respondents

are satisfied and 24% of the respondents are highly satisfied with the present job .

CHART-3.4

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SATISFACTION LEVEL OF THE PRESENT JOB

0

10

20

30

40

50

60

70

80

90100

Highlysatisfied

Satisfied Neutral Dissatisfied Highlydisatisfied

percentage

N.o of responds

TABLE-3.5

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LEVEL OF SATISFACTION WITH THE RECOGNITION OF THE

ORGANIZATION

S.no Description No of respondents Percentage

1 Excellent 23 18.402 Good 67 53.60

3 Moderate 35 28.00

4 Poor 0 0.00

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that 53.60 %of respondents are saying good and 28 %of

the respondents are saying moderate and 18.40% of respondent are saying excellent about

satisfaction with the recognition of the organization.

CHART-3.5

LEVEL OF SATISFACTION WITH THE RECOGNITION OF THE

ORGANIZATION

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0

20

40

60

80

100

120

140

Excellent Good Moderate Poor Very poor

Percentage

No of respondents

TABLE- 3.6

LEVEL OF SATISFACTION WITH PAY OF THE ORGANIZATION

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1 Excellent 33 26.40

2 Good 57 45.60

3 Moderate 20 16.00

4 Poor 15 12.00

5 Very poor 0 0.00Total 125 100.00

INTERPRETATION

The above table shows that and 45.60% of respondents are saying good and

26.40% of respondents are saying exellent about satisfaction with the pay of the

organization and 16% of the respondent are saying moderate and 12% of the respondent

are saying poor.

CHART-3.6

LEVEL OF SATISFACTION WITH PAY OF THE ORGANIZATION

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0

20

40

60

80

100

120


Percentage

No of respondents

TABLE- 3.7

LEVEL OF SATISFACTION WITH PERFOMANCE OF THE ORGANIZATION


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2 Good 41 32.80

3 Moderate 47 37.60

4 Poor 0 0.00

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that37.60% of the respondents are saying moderate. and

32.80% of respondents are saying 29.60% of respondents are saying excellent about

satisfaction with the promotion of the organization

CHART-3.7

LEVEL OF SATISFACTION WITH PERFOMANCE OF THE ORGANIZATION

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0%

10%

20%

30%

40%

50%60%

70%

80%

90%

100%


Percentage

No of respondents

TABLE-3.8

LEVEL OF SATISFACTION WITH BONUS OF THE ORGANIZATION


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2 Good 57 45.60

3 Moderate 23 18.40

4 Poor 2 1.60

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that45.60% of respondents are saying good and 34.0% of

respondent are saying excellent about satisfaction with the bonus of the organization and

and 18.40% of the respondents are saying moderate and 1.60 % of the respondents are

saying poor.

CHART-3.8

LEVEL OF SATISFACTION WITH BONUS OF THE ORGANIZATION

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0

20

40

60

80

100

120


Percentage

No of respondents

TABLE-3.9

ORGANIZATION HAVE BETTER MORALE

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S.NO Description No.of respondents Perentage

1 Yes 97 77.60

2 No 28 22.40

Total 125 100.00

INTERPRETATION

The above table shows that 77.60% of respondents are saying yes to organization

is having the better morale and 22.40% of respondents are no.

CHART-3.9

ORGANIZATION HAVE BETTER MORALE

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Yes

No.of respondents

Perentage

TABLE-3.10

WORKING ENVIORNMENT OF RESTING FACILITY

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2 Good 58 46.40

3 Moderate 19 15.20

4 Poor 6 4.80

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that 45.60% of respondents are saying good and

33.60% of respondents are saying excenllent about working condition of resting facility

18.40% of the respondents are saying moderate and 1.60% of the respondents are saying

poor.

CHART-3.10

WORKING ENVIORNMENT OF RESTING FACILITY

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0

20

40

60

80

100

120


Percentage

No of respondents

TABLE-3.11

WORKING ENVIORNMENT OF SANITARY CONDITION


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2 Good 58 46.40

3 Moderate 19 15.20

4 Poor 6 4.80

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that 46.40% of respondents are saying good and 33.60%

of respondents are saying excellent about satisfaction with the sanitary condition of the

organization and 15.20% of the respondent are saying moderate and 4.80% of the

respondent are saying poor.

CHART-3.11

WORKING ENVIORNMENT OF SANITARY CONDITION

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No of respondents

Excellent

Good

Moderate

Poor

Very poor

TABLE- 3.12

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RATING OF JOB RESPONSIBILITIES



2 Good 48 38.40

3 Moderate 13 10.40

4 Poor 12 9.60

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that 41.60 % of respondents are saying excellent about

satisfaction with the job responsibilities of the organization and 38.40% of the

respomndent arte saying good and 10.40% of the respondent are saying moderate and

9.60% of the respondentsa are saying poor.

CHART-3.12

RATING OF JOB RESPONSIBILITIES

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TABLE-3.13

INDEPENDENCE TO EXPRESS YOUR VIEWS OR IDEAS TO YOUR

SUPERIORS

S.No Description No Of respondent Percentage

1 Strongly agree 30 24.00

2 Agree 43 34.40

3 Neutral 52 41.60

4 Disagree 0 0.00

5 Strongly disagree 0 0.00Total 125 100.00

INTERPRETATION

0

10

20

30

40

5060

70

80

90

100


Percentage

No of respondents

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The above table shows that 41.60% of the respondents are neutral. and 34.40% of

respondent are agree and 24% of respondent are strongly agree with the independence to

express your views or ideas to your superiors .

CHART-3.13

INDEPENDENCE TO EXPRESS YOUR VIEWS OR IDEAS TO YOUR

SUPERIORS

0%

20%

40%

60%

80%

100%

Strongly

agree

agree Neutral Disagree Strongly

disagree

Percentage

No Of respondent

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TABLE- 3.14

COMFORTABLE WITH THE POLICIES AND ADMINISTRATIVE

S.No Description No Of respondent Percentage1 Strongly agree 49 39.20

2 Agree 40 32.00

3 Neutral 23 18.40

4 Disagree 13 10.40

5 Strongly disagree 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that 39.20% of respondent are strongly agree to

comfortable with the policies and administrative and 32% of respondent are agree and

18.40%% of the respondent are neutral and 10.40% of respondent are disagree.

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CHART-3.14

COMFORTABLE WITH THE POLICIES AND ADMINISTRATIVE

0

10

20

30

40

50

60

70

80

90

100

Strongly

agree


disagree

Percentage

No Of respondent

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TABLE-3.15

TABLE SHOWING THE WORK LOAD

s.no Description No of respondents Percentage

1 Yes 59 47.20

2 No 66 52.80Total 125 100.00

INTERPRETATION

The above table shows that52.80% of respondent are saying no and 47.20% of

respondent are saying yes to work load .

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CHART-3.15

TABLE SHOWING THE WORK LOAD

yes

No of respondents

Percentage

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TABLE-3.16

AVAILING LEAVE OFTEN FOR PERSONAL

S.NO Description No of respondents Percentage

1 Very often 53 42.40

2 Often 37 29.60

3 Some times 23 18.404 Rarely 12 9.60

5 Very rarly 0 0.00

Total 125 100.00

INTERPRETATION

The above table shows that 42.40% of respondent are saying very often to

availing leave for personal.29.60% of respondent are saying often and 18.40% of

respondent are saying some times and 9.60% of respondents are saying rarely.

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CHART-3.16

AVAILING LEAVE OFTEN FOR PERSONAL

0

20

40

60

80

100

120


times

Rarely Very rarly

Percentage

No of respondents

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TABLE-3.17

AVAILING LEAVE OFTEN FOR WORK STRESS

S.NO Description No of respondents Percentage

1 Very often 33 26.40

2 Often 47 37.60

3 Some times 37 29.60

4 Rarely 8 6.40

5 Very rarely 0 0.00Total 125 100.00

INTERPRETATION

The above table shows that.37.60% of respondents are saying often and

29.60% of respondent are saying some times, 26.40% of respondent are saying very often

availing leave for work strss and 6.40%of respondent are saying rarely.

\

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CHART-3.17

AVAILING LEAVE OFTEN FOR WORK STRESS

0

50

100

150

200

250

Very

often

Often Some

times

Rarely Very

rarely

Total

Percentage

No of respondents

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TABLE-3.18

AVAILING LEAVE OFTEN FOR PROBLEM WITH SUPERIORS

S.NO Description No of respondents Percentage1 Very often 28 22.40

2 Often 42 33.60

3 Some times 33 26.40

4 Rarely 12 9.60

5 Very rarely 10 8.00

Total 125 100.00

INTERPRETATION

The above table shows that.33.60% of respondent are saying often and 26.40% of

respondent are saying sometimes and 22.40% of respondent are saying very often

availing leave for problem with superiors and 9.60% of respondent are saying rarely and

8% of respondent are saying very rarely.

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CHART-3.18

AVAILING LEAVE OFTEN FOR PROBLEM WITH SUPERIOR

0

10

20

30

40

50

60

70

80


times

Rarely Very rarely

Percentage

No of respondents

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TABLE-3.19

LEVEL OF JOB ALLOWING TO BE CREATIVE



2 Agree 53 42.40

3 Neutral 11 8.804 Disagree 14 11.20


Total 125 100.00

INTERPRETATION

The table shows that and 42.40% of respondents are agree 37.60% of

respondent are strongly agree to their job allowing to be creative and and 11.20% of

respondent are disagree and 8.80% of the respondent are neutral.

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CHART-3.19

LEVEL OF JOB ALLOWING TO BE CREATIVE

No Of respondent

Strongly agree

agree

Neutral

Disagree

Strongly disagree

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TABLE-3.20

TABLE SHOWING JOB CHALLENGES



2 Agree 48 38.40

3 Neutral 20 16.004 Disagree 5 4.00


Total 125 100.00

INTERPRETATION

The table shows that 41.60% of respondent are strongly agree to their job

challenging is enough and 38.40% of respondent are agree and 16% of the respondent are

neutral and 4%of respondent are disagree

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CHART-3.20

TABLE SHOWING JOB CHALLENGES

0

10

20

30

4050

60

70

80

90

100

Strongly

agree


disagree

Percentage

No Of respondent

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TABLE-3.21

LEVEL OF SATISFACTION WITH THE HEALTH



2 Good 32 25.60

3 Moderate 10 8.00

4 Poor 10 8.00

5 Very poor 0 0.00

Total 125 100.00

INTERPRETATION

The table shows that 58.40% of respondent are saying excellent to level of

satisfaction with the health and 25.60% of respondent are good and 8% of the respondent

are moderate and 8% of respondent are poor

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CHART-3.21

\ LEVEL OF SATISFACTION WITH THE HEALTH

Excellent

Good

Moderate

Poor

Very poor

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TABLE-3.22

LEVEL OF SATISFACTION WITH THE SAFETY



2 Good 31 24.80

3 Moderate 23 18.40

4 Poor 7 5.60

5 Very poor 5 4.00

Total 125 100.00

INTERPRETATION


satisfaction with the safety and 24.80% of respondent are good and 18.40% of the

respondent are moderate and 5.60% of respondent are poor and 4% of respondent are

very poor.

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CHART-3.22

LEVEL OF SATISFACTION WITH THE SAFETY

0

10

20

30

40

50

60

70


No of respondents

Percentage

TABLE-3.23

LEVEL OF SATISFACTION WITH THE SOCIAL SERVICE

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2 Good 41 32.80

3 Moderate 8 6.40

4 Poor 8 6.40

5 Very poor 0 0.00Total 125 100.00

INTERPRETATION


satisfaction with the social service 32.80% of respondent are good and 6.40% of the

respondent are moderate and 6.40% of respondents are poor.

CHART-3.23

LEVEL OF SATISFACTION WITH THE SOCIAL SERVICE

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0

20

40

60

80

100

120

140


Percentage

No of respondents

TABLE-3.24

SWITCH OVER JOBS WHILE COMPANY IS AT LOSS

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1 Yes 97 77.60

2 No 28 22.40Total 125 100.00

INTERPRETATION

The above table shows that 77.60% of respondent are saying yes to switch over

jobs while company is at loss and 22.40% of respondent are no.

CHART-3.24

SWITCH OVER JOBS WHILE COMPANY IS AT LOSS

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0%

10%

20%

30%

40%

50%60%

70%

80%

90%

100%

No of respondents Percentage

No

yes

TABLE-3.25

LEVEL OF ACCEPTANCE TO GET LESS SALARY AND CONTINUE WHILE

COMPANY IS AT LOSS

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1 Yes 63 50.40

2 No 62 49.60

Total 125 100.00

INTERPRETATION

The above table shows that 50.40% of respondents are saying yes to accept get

less salary and continue while company is at loss and 49.60% of respondents are no.

CHART-3.25

LEVEL OF ACCEPTANCE TO GET LESS SALARY AND CONTINUE WHILE

COMPANY IS AT LOSS

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yes

No of respondents

Percentage

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TABLE-3.26

INVOLMENT OF ORGANIZATION CHANGE IN MORALE OF EMPLOYEE

BEHAVIOUR


1 Yes 33 26.40

2 No 92 73.60

Total 125 100.00

INTERPRETATION

The table shows that 73.60% of respondent are no.and 26.40% of respondent are

saying yes for want to make organization change in morale of employee behavior

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CHART-3.26

INVOLMENT OF ORGANIZATION CHANGE IN MORALE OF EMPLOYEE

BEHAVIOUR

0

20

40

60

80

100

120

140

No of respondents Percentage

No

Yes

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CHAPTER-1V

FINDINGS , RECOMMENDATION,CONCLUSION

AND SCOPE FOR FUTURE WORK

4.1 FINDINGS AND INFERENCES

CHI-SQUARE FINDINGS

From the analysis it reveals there is a significant relationship between

opportunities for impropovement and self development and relationship with

superiors and co-workers

From the analysis it document there is a significant relationship between top

management appreciation in work and considering your suggestion for the

improvement of company

From the analysis it result there is a significant relationship between top

management appreciation in quality work and considering your suggestion for the

improvement of the company

SIMPLE PERCENTAGE ANALYSIS

The 53.60% of respondent are saying good with the recognition of the

organization

The 77.60% of respondent are saying yes to organization is having better morale

The 52.80% of respondent are saying no to the work load

The 58.40% of respondent are saying excellent to the level of satisfaction with the

health.

The 54.40% of respondent are saying excellent to level of satisfaction with the

social service.

The 77.60% of respondent are saying yes to switch over jobs while company is atloss.

The 50.40% of respondent are saying yes to to accept get less salary and continue

while company is at loss.

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The 73.60% of respondent are saying no far want to make organization change in

morale of employee behavior

4.2 RECOMMENDATION

Organization can make arrangements of exact pay in bonus where it facilitates the

employee to work in better way

Employee welfare facilities like resting room and sanitary condition can be

maintained well. Health and safety measures also to be adopted in protection.

Employee rating of responsibilities can be viewed in standard way and feedback

can be provided to the employees.

Organization has to develop the environment with proper outline of policies and

procedures that prevail now.

Work stress stays a factor f or absenteeism from observation , so organization can

make employee feel to work in stress free by implementing any stress relating

factor.

Job specifications does not give any creative sense for the employees,so

management can enrich the job by motivating with different constraints.

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4.3 CONCLUSION AND SCOPE FOR FUTURE WORK

The study employee morale and its impact on productivity has observed in

Califer polymers pvt,ltd with conducting the procedures of various analysis where the

research reveals that the over all morale in the organization is fair.but with small areas of

low coverage like health,safety measures ,welfare facilities and stress factor has to be

taken steps for better improvement.

Organization employee morale is the major factor to determine the

environment. Organization can take steps that make the firm to perform effectively in

organization culture and better productivity.

Finally I conclude that the employee morale have great impact on

productivity in califer polymers pvt ltd. the positive morale help the concern to improve

its productivity,and the negatve morale effect in negative way.

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its meee (3)

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