2022 Mba Mba Batchno 95
2022 Mba Mba Batchno 95
2022 Mba Mba Batchno 95
By
SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with Grade “A” by NAAC I 12B Status by UGC I Approved by AICTE
MAY 2022
1
SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with “A” grade by NAAC I 12B Status by UGC I Approved by AICTE
Jeppiaar Nagar, Rajiv Gandhi Salai, Chennai – 600 119
www.sathyabama.ac.in
SCHOOL OF MANAGEMENT STUDIET
BONAFIDE CERTIFICATE
This is to certify that this Project Report is the Bonafide work of MARIYA
PRAVINTHA.A 40410095 who carried out the project entitled “ A STUDY ON
EMPLOYEE MORALE AT SALCOMP TECHNOLOGIES INDIA PRIVATE
LIMITED -SRIPERUMBUDUR”under my supervision from September 2021 to
October 2021.
DR.K.SASIREHKA
Dr. BHUVANESWARI .G
Dean – School of Management Studies
2
DECLARATION
DATE:
PLACE:
MARIYA PRAVINTHA .A
3
ACKNOWLEDGEMENT
MARIYA PRAVINTHA.A
4
5
TABLE OF CONTENTS
CHAPTER PAGE
TITLE
NO NO
ABSTRACT 7
LIST OF TABLES 8
LIST OF CHARTS 9
INTRODUCTION 10
1.1 Introduction 10
1.2 Industry profile 15
1.3 Company profile 16
1 1.4 Problem of the Study 17
1.5 vision and value 19
1.6 Objectives of the study 19
1.7 Need for the study 20
1.8 Scope of the study 20
2 REVIEWOF LITERATURE 21 – 26
RESEARCH METHODOLOGY
3.1 Methodology 27
3.2 Primary objective 27
3.3 Secondary objective 27
3.4 Reason design 27
3
3.5 Descriptive reason design 27
3.6 Structure of questionnaire 28
3.7 Sample technique 28
3.8 Convenience sample method 28
3.9 period of study 28
4 DATA ANALYSIS AND INTERPREATION
4.1 Percentage Analysis 29 - 49
4.2.CHI SQUARE 50
4.3 . ANOVA 52
FINDINGS,SUGGESTION& CONCLUSION
5.1 Findings 55
5 5.2 Suggestion 56
5.3 Limitations 56
5.4 Conclusion 57
REFERENCE 59
ANNEXURE-1 (QUESTIONNAIRE) 61
ANNEXURE - 2 ( ARTICAL ) 67
6
ABSTRACT
and assured belief in themselves and their organization, its mission goals,
defined path, daily decisions, and employee appreciation. Faith in self and
combine and lead to a particular type of behavior on the part of the individual
the present study an attempt has been made to study the employee morale at
morale of the employees. doing this study we come to know the employees
7
LIST OF TABLE
4.1.8 They Agree the organization is responding the views and opinion of 36
the employee
4.1.9 Employees receive enough opportunity to intract with other formal 37
level
4.1.10 Company providing regular basis to attain your career goals 38
4.1.13 The employees to refer the job at this company to their friends 41
8
LIST OF CHART
4.1.8 They Agree the organization is responding the views and opinion of the 36
employee
4.1.9 Employees receive enough opportunity to intract with other formal level 37
4.1.13 The employees to refer the job at this company to their friends 41
9
CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION
Human resources are a term used to describe the individuals who make up
the workforce of an organization. Human Resources refer to a function within
an organization charged with the overall responsibility for implementing
strategies and policies relating to the management of individuals. The origins
of the function arose in organizations that introduced 'welfare management'
practices and also in those that adopted the principles of 'scientific
management'. From these terms emerged a largely administrative
management activity, coordinating a range of worker related processes and
becoming known, in time, as the personnel function', reflecting the adoption of
a more quantitative as well as strategic approach to workforce management,
demanded by corporate management to gain a competitive advantage,
utilizing limited skilled and highly skilled workers. HR managers
areresponsible to organize people, reporting relationships, keep a line with
company's procedure and policies, vision, mission, organization metrics and
factors that can carry company towards glories are optimized. Human
Resources may set strategies and develop policies, standards, systems, and
processes that implement these strategies in a whole range of areas.
Maintaining awareness of and compliance with local, state and federal labour
laws, Recruitment, selection, and on boarding (resourcing), Employee record-
keeping and confidentiality, Organizational design and development,
Businesstransformation and change management, Performance, conduct and
behaviour management, Industrial and employee relations, Human
resources(workforce) analysis and workforce personnel data management,
Compensation and employee benefit management, Training and development
(learning management), Employee motivation and morale-building (employee
retention and loyalty).
10
1.2 EMPLOYEE MORALE
11
Morale is an ambiguous concept that sometimes considered to be a
component of satisfaction. Morale is defined as, “a composite of feelings,
attitudes, and sentiments that contribute to general feelings of satisfaction. In
this connection morale is understood as one’s attitude towards accomplishing
his work rather than emotions he displays during work.It is a state of mind and
spirit, affecting willingness to work, which in turn affects and individual
objectives.” According to Robert M. Guano morale is the extent to which an
individual needs are satisfied and the extent to which the individual, person
perceives that satisfaction is stemming from his total job satisfaction.
12
1. Company Transparency: Employees are quite smart to feel any trouble
they face in workplace. Transparency in an organization is very important
whether it is good news such a recent success, troubling news such as an
upcoming merger or bad news such as personnel layoffs.
2. Feedback: Employers need to give positive feedback to employees. This
should be regarded narrowly. A positively oriented meeting to analyses a
current success what has they done right is also important and contributes to
morale in the organization. Feedback should be implemented regularly and
constantly.
3. Milestone parties: It is important to have a record of significant milestones
achieved. It is important to dwell on success as well as on failure
4. Take time off to think about organizational surroundings: Company
must organize workshops to train employees. Let employees’ express feelings,
opinions and thoughts.
5. Hire solution over problem-oriented employees: Problem oriented
employees is just that, problem oriented. These employees taint Company
with almost negative energies.
6. Make horizontal movement possible: It is recommended to permit
employees to move horizontally in organization. It is very significant to explain
employees that there are other ways open to them.
7. Adjust decision taking strategy to the organization: It is suggested to
discuss with employees and listen whenever possible but not always.
8. Create organization fidelity: High organizational and management
credibility are highly important as employees can be reassured and can trust
management.
APPROACHES TO MORALE
13
motivation leads to high morale. It being a psychological concept, it is not
easy to define it precisely. Different authorities have variously defined morale.
Different definitions of morale can be classified into three major approaches.
Classical Approach
Psychological Approach
Social Approach
CLASSICAL APPROACH
Robert M. Guion defined morale as the extent to which individual needs are
satisfied and the extent to which an individual perceives that satisfaction
stemming from total job satisfaction. According to this approach, the
satisfaction of basic needs is the symbols of morale. If the basic needs of the
employees are satisfied their morale will be high.
PSYCHOLOGICAL APPROACH
In the words of Judicious and Slender, “morale is a state of mind and
emotions affecting willingness to work which in turn affects individual and
organizational objectives”. According to this approach, morale is a
psychological concept i.e., a state of mind. Emotions are affecting the
willingness to work which in turn affect individual and organizational objectives.
Accordingly, the attitudes and willingness to work is morale. Morale is mental
condition or attitude of individuals and groups which determine their
willingness to cooperate.
SOCIAL APPROACH
1.3.2 HISTORY
1.3.3 GROWTH
1.3.4 PRODUCTS
Salcomp is the world leading charger and has provided close to 4 billion units
of mobile phone chargers for our customers in the past 3 decades, with power
range from 2W to 100W. Salcomp's future growth plans are focused on
following categories.
Power
Carbon Fiber Products
Plastic
5G RF Devices
Magnet
adapter
charger
inverter
vehicle smart key
IoT products
Customer satisfaction
Customer satisfaction is the base for our operations. We aim to meet our
customers´ current and future needs and take their expectations into
consideration at every turn. We trive to continuously improve customer
satisfaction. All members of personnel, shareholders, investors, authorities
and other interest groups are also our customers and we treat them
accordingly
Respect and responsibility
Continuous learning
Achievement
We are committed to our common vision and goals. We realize that the
continuity of our business is based on profitability and it is our responsibility to
contribute to it. We aim to increase the value of the company through
profitable and successful operations and business practices.
1.3.6 Mission
We power the smart world by providing the most innovative and highest
quality power supplies and related solutions.
1.3.7 Vision
Primary Objectives
To study about employee morale at Salcomp Technologies India Private
Limited.
Secondary Objectives
• To determine various factors that leads to employee morale in the
organization.
• To identify the level of satisfaction of employee towards the organization.
19
• To know the level of involvement of the employees working in the firm.
• To suggest various methods to increase the morale of the employee.
This topic of study will support the organization to know the strength and
opportunity to develop the employee‟s morale and to know the happy
employees and their productive work. High morale will bring motivation in
a team work and employees‟ high degree of employee‟s interest in their
job and organization. Morale will motivate among the employees for better
performance and job satisfaction. By doing this study we come to know
the employees performance and motivation in the organization.
Employee‟s relationship & strength will be found through morale. Morale
will pull together to achieve group goal.It is a concept that describes the
level of favorable or unfavorable attitude of employees collectively to all
aspects of their work the job, the company, their tasks, working conditions,
fellow workers, Superiors.
20
CHAPTER 2
REVIEW OF LITERATURE
The literature reviews of the present study The Employee Morale In Salcomp
Technologies India Private Limited .
Denise H. Todd (2001), studies show that most employees do not leave
because of the money but because their jobs are not challenging enough
or they feel that the management doesn't appreciate their work. What that
all boils down to is a lack of communication. If someone isn't challenged
that means the company is not getting as much out of that employee as it
could. If the company did give the employee challenging work (along with
the day-to-day stuff), then both the employee and the employer benefit.
21
safety and it was revealed that to the extent organizations adopted high
performance work systems comprising ten human resource practices
namely the use of selective hiring and transformation leadership, the
provision of job quality, employment security.
22
backgrounds making the corporate culture a completely diverse one in
today's worklist.
R. Yuzuk (2007) in his study found that the employees who have the
highest morale tended to be the most experienced labor grades.
K.Sangeetha, (2008) says that a company’s profit booms when it has loyal
and trustful employees and leadership of integrity to succeed in today’s
competitive business scenario of diverse workforce. The study suggested
that employers take the initiative to establish and preserve trust among
their employees, this is even more crucial in organizations where the trust
is injured or eroded. In a nutshell, it is a prerequisite for a management
that it constantly practices trust management and prioritizes
trustworthiness in order to gain competitive advantage and profits through
workforce performance excellence.
Djati and Adiwijaya (2010)25 conducted a study to find out the relationship
between employee morale and organizational commitment towards
Organizational Citizenship Behavior (OCB) and OCB towards service
quality performances. Data was collected from 133 respondents taken
from administrative staff of 5 private universities in Surabaya – Indonesia.
The researchers concluded that there was positive and significant
relationship between employee morale and organizational commitment
towards OCB and OCB towards service quality performance of employees.
23
Spangenberg (2010)26 conducted a study to know the level of morale at
public and private sector banks and the differences in the perceptions of
employees (managers and staff level) regarding the organizational culture
and to find out the relation between organizational culture and employees
morale. 120 questionnaires were distributed to employees of 3 public
sector and 2 private sector banks and 91 usable questionnaires were
collected. The researcher concluded that morale in employees of private
sector banks is higher than public sector in all five indices of employee‟s
morale and there were significant differences for all eight values of
organizational culture in both types of banks. The findings also shown that
organizational culture had positive impact on the employee‟s morale.
24
Fadilahbantiahmad (2014) This thesis was conducted to determine the
relationship between morale of employees and project performance in the
construction industry. Based on a study conducted by the American
Management Association study reported that among firms applying job
cuts in the 1990s, 69 percent reported a decline in employee morale
( help me to find out the alternative way to conduct the research
usingwith secondary data )
Carolyn ashe (2016) This study examined whether the level of employee
morale has a direct relationship to productivity and profit. Several studies
indicated that low morale causes low productivity but have not indicated
decreased profit as a result.
25
implementation of any restructuring strategy that is human resources of
that organization. This paper is an attempt by the author to analyse the
impact of the restructuring strategies on morale of employees of the
organization by measuring the change in factors that affect employee
morale, pre and post restructuring.(its help me to find out the impact when
the MNC corporation changes its organization structure
Shamih (2017) His study aims to examine the effect of low morale and
motivation on employees’ productivity and competitiveness. Low
productivity and loss of competitiveness are outcomes of low morale and
low motivation and may sometimes lead to further undesired symptoms
such as absenteeism and sabotage.
Saranyaanand (2018) More and more companies are shifting their focus
towards building a satisfied and content set of employees by empowering
them and developing them with the types of HR Policies they are
implementing.
26
CHAPTER 3
RESEARCH METHODOLOGY
3.4 POPULATION
27
3.5 SAMPLE SIZE
150 samples are selected for the study from the above population.
In this study, Simple Random Sampling was used for selecting the samples
from the population.
The period of study is Three months from December 2021 to March 2022.
28
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
4.1 Percentage Analysis
55 Above
46 to 55 7%
9%
36 to 45
12% 18 to 25
53%
26 to 35
19%
INTERPRETATION:
From the above table ,it is observed that 53.3% of the respondents
are in the 18 to 25 years, and in the age 26 to 35 were in 18.7% .then 12.7%
contain the age of 36 to 45 and in the age 46 to 55 were in 8.7% then 6.7%
contain the age of the 55 Above .
INFERENCE:
The Majority of the respondents are between 18 to 25 years.
29
TABLE 4.2 Respondents according to their Qualification :
5% 6%
9%
36%
44%
INTERPRETATION:
In the above graph it is observed that 6% of response from
SSLC and 8.7% are HSC and 44.7% are under graduates and 36% are post
graduates. Other group contain 5% of response.
INFERENCE:
Majority of the Respondents has been completed the Under
Graduate Degree.
30
TABLE 4.3 Respondents according to their Marital States
INTERPRETATION:
From the above table shown that the marital status wise classification
of the 60.7% of UN Married and 39.3% of Married.
INFERENCE:
31
TABLE 4.4 :GENDER WISE CLASSIFICATION OF RESPONSE
INTERPRETATION
From the above table shows that the Gender of the response 69% of
Male remaining 81% Female response .
INFERENCE:
32
TABLE 4.5 Distribution Of Respondents According To Number of years
service in this Company :
Chart Title
INTERPRETATION
From the above table ,it is observed that 32%of the respondents
According To Number of years service in this Company are in the Below 1
years in 32%, and in the 1 to 2 Year were in 20%.then 20.7% contain of the 2
to 3 and 3 to 4 Year in the 15.3% and 4 Year and above 12%.
INFERENCE:
Majority of the respondents are years service in this Company
Below 1 years.
33
TABLE 4.6 Distribution Of Respondents According To Job Requirments
and Expectations are clear in this Company:
14% 15%
15%
29% Strongly Agree
Agree
27%
Neutral
Disagree
Strongly Disagree
INTERPRETATION:
34
TABLE 4.7 Respondents according to that How Much They Feel Valued
at your Company:
CHART 4.7 According to that How Much They Feel Valued at your
Company
60
50
40
30
20
10
0
Highly Valued Valued Moderately Valued Neutral Not Valued
INTERPRETATION:
From the above graph it is observed that 18% of response Highly
Valued, and 36% of response the Valued ,and 21.3% of response in
moderately valued and, 12% of response in Neutral and ,12.7% of response
in Not Valued.
INFERENCE:
35
TABLE 4.8 : Distribution of Respondents according to they Agree the
organization is responding the views and opinion of the employee
7%
33% 13%
1
20% 2
27% 3
4
5
INTERPRETATION:
From the above graph it is observed that 12% of people agree the
1,and 2nd type of people in 16% and 40% of people agree the organization is
responding the views of the employee,4th type of people agree with 23.3%
and then,5th type of people agree the responding the employee in the 8.75..
INFERENCE:
Majority of the respondents feel that they agree the views the
opinion of the employee ( 40% ) at Company.
36
TABLE 4.9 Respondents according to Employees receive enough
opportunity to intract with other formal level
Strongly Agree
27%
Agree
9%
24% Neutral
28% 15%
21% Disagree
Strongly Disagree
INTERPRETATION:
From the above graph it is observed that 20.7% of Strongly Agree to they
receive enough Opportunity to interacted and 28.% of employees agree with
this and 27.3% of the neutral of the level,14.7% of employees Disagree to the
opportunity with employees on a formal level and 9.3% of the employees
strongly disagree .
INFERENCE:
37
TABLE 4.10 : Distribution of Respondents according to that
organization providing regular basis to attain your career goals.
INTERPRETATION:
From the above graph it is observed that 22% of respondents
Excellent that organization proving opportunities on regular basis to attain
career goals while 30% good to the respective statement. 24.7% falls under
average and 13.3% of respondents poor. Only 1% of total respondents very
poor.
INFERENCE:
Majority of the respondents Good ( 45% ) that organization is providing
them opportunities to attain their career goals.
38
TABLE 4.11 :Distribution of respondents based on their job satisfaction
statement
INTERPRETATION:
From the above graph it is observed that 16.7% of the respondents
Very satisfied to their job satisfaction statement and 33.3% of them satisfied.
24.7% of the respondents comes under neutral group and 14% of them
dissatisfied to the statement. 11.3% of the total respondents very dissatisfied
to the statement.
INFERENCE:
Majority of the respondents that they are satisfied ( 33.3% )with their job.
39
TABLE 4.12 Distribution of respondents based on the opportunity to
employees to do the best everyday
11%
23%
17%
Always
Rarely
Moderately
Never
INTERPRETATION:
From the above graph it is observed that 23.3% of respondents feel that they
are always given opportunity to do their best and 28% of them feel opportunity
is provided usually for them. Rare opportunity is given to 20.7% of
respondents while 1517.3% of them feel they are given moderate opportunity
with 10.7% of them feel they aren’t given opportunity to do the best.
INFERENCE:
Majority of respondents say that they usually 28% get opportunities to do best
everyday.
40
TABLE 4.13 Distribution of respondents based on the willingness of the
employees to refer the job at this company to their friends
23% Of Course
23% Definitely
INTERPRETATION:
From this graph it is interpreted that 22.7% and the respondents will
sure and definitely,of course,probably, 9.3% of the respondents chose they
will definitely not refer their job at this company to their friends.
INFERENCE:
Majority of the respondents say that they will probably refer their
friends to this company.
41
TABLE 4.14 Distribution of respondents based on the Compensation
matches with responsibility
120
100
80
60
40
20
0
Yes No
INTERPRETATION:
From this graph it is interpreted that 73.3% of yes to the
compensation matches with responsibility and not matches with responsibility
26.7%.
INFERENCE:
Majority of the respondents say that they will say yes to
compensation with matches responsibility
42
TABLE 4.15 Distribution of respondents based on the workplace stress
affecting outside life.
PARTICULAR NO OF RESPONSE PERCENTAGE
Not at all 24 16%
Slightly 36 24%
Moderately 43 28.7%
Very much 27 18%
Extremely 20 13.3%
TOTAL 150 100
SOURCE: Primary Data
13% 16%
Not at all
Slightly
18%
Moderately
24%
Very much
Extremely
29%
INTERPRETATION:
From the above graph it is observed that 16% of the
respondents feel workplace stress does not at all affect their outside life while
24% of them feel it slightly affects. Respondents thinking workplace stress
moderately affects their outside life are grouped to 28.7% and 18% feel they
are affected very much. 13.3% of them feel they are extremely affected.
INFERENCE:
Majority of the respondents feel that moderately their work life
balance is affected.
43
TABLE 4.16 Distribution of respondents based on how the employees
perceive morale in the company
PARTICULAR NO OF RESPONSE PERCENTAGE
Highly satisfied 25 16.7%
Satisfied 42 28%
Neutral 50 33.3%
Dissatisfied 21 14%
Highly Dissatisfied 12 8%
TOTAL 150 100
SOURCE: Primary Data
8% Satisfied
22%
28% 14% Neutral
17% Dissatisfied
Highly Dissatisfied
INTERPRETATION:
INFERENCE:
Majority of the respondents are Neutral about the morale in the company.
44
TABLE 4.17 Distribution of employees based on their communication
with their colleagues
PARTICULAR NO OF RESPONSE PERCENTAGE
Excellent 25 16.7%
Good 51 34%
Fair 39 26%
Poor 23 15.3%
Unsatisfactory 12 8%
TOTAL 150 100
SOURCE: Primary Data
INTERPRETATION:
from the above table it is shown that, 16.7% of employees
have excellent communication with their colleagues, 34% of employees have
good communication with their colleagues, 26% of employees have fair
communication with their colleagues and 15.3% of employees agree that they
have poor and unsatisfactory communication level with their colleagues in 8%.
INFERENCE:
Majority of the employees feel that they have good
communication with their colleagues
45
TABLE 4.18 Distribution of employees based on superior motivation and
encouragement
5% 16%
21%
33%
25%
INTERPRETATION:
from the above table it is shown that, 15.3% of employees feel that
their superior always encourages and motivates them, 32.7% of employees
feel that the supervisor usually motivates them, 25.3% of employees feel that
their supervisor rarely motivates them and 21.3% of the employees feel that
the supervisor sometimes motivates them. 5.3% of the employees feel that
the supervisor sometimes motivates them.
INFERENCE:
Majority of the respondents say that their boss usually motivate
and encourage them.
46
TABLE 4.19 Distribution of employees based on the factors influencing
the employees to take part in the organization
INTERPRETATION:
from the above table it is shown that, 20% of employees are
influenced by the organization policy, 8% of employees are influenced by the
salary and other monetary benefits, 48% of employees are influenced by the
work environment, 4% of employees are influenced by fame and 18% of the
employees are influenced by the career development.
INFERENCE:
Majority of the respondents feel that work environment is the
factor influence them to take part in the organization.
47
TABLE 4.20 Distribution of employees based on their extracurricular
activities
33%
Always
19%
Usually
29%
Moderately
25%
Rarely
13% 10%
Not at all
INTERPRETATION:
from the above table it is shown that, 21% of employees
always participate in the extracurricular program, 51% of employees usually
participate, 2% of employees rarely participate, 6% of employees never
participate and 3% of employees not at all participate in the extracurricular
activities of the company.
INFERENCE:
Majority of the respondents say that they usually take part in the
extracurricular activities of the organization.
48
TABLE 4.21 Distribution of respondents based on the factors that
contribute to employee morale in the organization
PARTICULAR NO OF RESPONSE PERCENTAGE
Organization goals 40 26.7%
superior subordinate 51 34%
relationship
Recognition at work 38 25.3%
place
Level of satisfaction 47 31.3%
Mutual win-win situation 18 12%
TOTAL 150 100
SOURCE: Primary Data
INTERPRETATION:
From the above graph it is observed that 26.7% of the respondents
feel that organization policies contribute to employee morale in the
organization while 34% of them opt superior subordinate relationship. 25.3%
of them feel s recognition at workplace is a factor that contribute to employee
morale and 31.3% go with level of satisfaction. Rest of the 12% of
respondents chose mutual win-win situation.
INFERENCE:
Majority of the respondents feel that superior- subordinate
relationship is the factor that contributes to morale in the organization.
49
CHI SQUARE TEST
The Chi-Square test is the widely used non-parametric statistical test that
describes the magnitude of discrepancy between the observed data and the
data expected to be obtained with a specific hypothesis.
HYPOTHESIS:
Gender Indicate your level of agreement with each of the following statement:
[Salary]
Case Processing Summary
Cases
Valid Missing Total
50
Gender_ * Salary_ Crosstabulation
Salary_
Highly
Highly dissatisfi Neutr Satisfi Dissatisf
satisfied e al ed ied Total
d
Gende Male Count 15 18 9 2 3 47
r_ Expecte 15.0 18.4 8.1 2.1 3.4 47.0
d Count
Fema Count 20 25 10 3 5 63
le Expecte 20.0 24.6 10.9 2.9 4.6 63.0
d Count
Total Count 35 43 19 5 8 110
Expecte 35.0 43.0 19.0 5.0 8.0 110.0
d Count
Chi-Square Test
Asymptotic
Significance (2-
Value df sided)
Pearson Chi-Square .285a 4 .991
Likelihood Ratio .285 4 .991
Linear-by-Linear Association .014 1 .907
INFERENCE
Since p value ( 0.907 ) is greater than 0.05 .We accept the and reject the
Chi-square Test the cases with valid data in the specified range(s) for all
variables in the each table. Hence there is no significant different between
Gender Indicate your level of agreement with each of the following statement
Salary.
51
Anova
4.2.2 ANOVA TEST-2
The Anova test is the widely used non-parametric statistical test that
describes the magnitude of discrepancy between the observed data and the
data expected to be obtained with a specific hypothesis.
HYPOTHESIS:
One way
ANOVA
Age
Sum of Mean
Squares df Square F Sig.
Between (Combined) 47.878 4 11.969 12.44 .000
Groups 4
Linear Unweigh 27.532 1 27.532 28.62 .000
Term ted 4
52
Post Hoc Tests
53
Homogeneous Subsets
Age
a,b
Tukey HSD
INFERENCE
Since p value ( 0.525 ) is greater than 0.05 .We accept the and reject the
Chi-square Test the cases with valid data in the specified range(s) for all
variables in the each table. Hence there is no significant different between
Age job requirements and expectations are clear in this Company.
54
CHAPTER 5
FINDINGS,SUGGESTIONS,CONCLUSION
5.1 FINDINGS
Majority 32% of respondents have below 1 year years experience with the
organization.
Majority 29.3% of respondents has agreed that employees requirements
and expectations are clear in the organization.
Majority 36% of respondents feel that they are highly valued in the
organization.
Majority 40% of respondents neutral that the organization is responding to
their views.
Majority 28% of respondents agree that they get opportunities to get
interact with other employees.
Majority 30% of respondents good the organization is providing
opportunities on regular basis to attain career goals.
Majority 33.3% of respondents s agree that they are satisfied with their job.
Majority 34% of respondents feel that superior subordinate relationship is
the factor that contributes employee morale in the organization.
Majority 28% of respondents feel that they usually get opportunity to do
best every day.
Majority 78% of respondents say that they probably refer their friends to
do job at this company.
Majority 73.3% of respondents are yes to the statement regarding their
compensation matches with their responsibilities.
Majority 28.7% of respondents moderately agree that the workplace
stress is affecting their outside life.
Majority 33.3% respondents are satisfied about the morale in the
company.
55
Majority 32.7% of respondents are satisfied with their immediate
supervisor.
Majority 34% of respondents characterize the good communication with
their colleagues.
5.2 SUGGESTIONS.
Employees are the central point in the victory of every organization. If the
employees work together and carve up a good relationship with employers,
they can attain their tasks much quicker. Managing employee relationship is
imperative and precious to the organizational success and achieving spirited
benefit. It is required to have a steady relationship between employees and
employers that leads to productivity, motivation, and better performance.
Based on the findings in the research, the recommendations are as follows.
The management could have the policy of enough pay and other
benefits.
The employees feel that based on the experience and qualification they
expect promotions and increments in order to increase the commitment
level as well as their morale, it is found that employees with higher work
experience has high morale when compared to the employees with less
experience.
The management should ensure receipt of the performance and
feedback by the employees.
The management should strongly consider their employee goals and
values, carena bout their opinion and well being and provide available
support when needed.
No study is complete, however good it may be, and every study has some
limitations.
Some of the limitations which I may face in this study are as follows:
• The study will be restricted to the employee morale of Salcomp
Technologies India only. .
56
• Since the simple random sampling technique will be adopted in the study,
hence, it may not be the representative of the universe.
• The respondents (some) may provide biased information/views due to their
personal issues in an organization
5.4 CONCLUSION
57
communication is adopted by managers in both sectors which allows
interaction among employees and this happens in various ways that consists
of face-to-face, meetings, telephone, e-mails and others. Open and clear
communication helps employees stay positive, productive and strengthen
relationships and trust.Managers should take the opinion of employees into
account and let them participate indecision making which made employees
trust their managers and to be proud of the organization they work for. So
they feel comfortableand do their best in their jobs.Sharing goals and values
with employees is important because managers make sure all employees are
aware of these goals and values in order to direct their efforts towards the
attainment of them which can positively impact on employees’ performance
and organizational outcomes. Managers in both organizations follow up
employees when they late believing that strict supervision make them feel the
importance of their work which has significant relationships with performance
outcomes and commitment to work.Manager used varied methods of reward
and punishment as required by situation and conditions. Rewards and
punishment methods where it motivates the employees to perform their tasks
well and accomplish their tasks better in their work.The long established
employer – employee relationship moving towards a change and
modifications will continue till they take concrete shape. It is the realization
and desire of both employer and employees to maintain the spirit of the
system. The personnel management practices and employment policy should
be provided sound base for harmonious industrial relation.
58
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59
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60
ANNEXURE-1
QUESTIONNAIRE
2. Age Group
A. Below 20 years
B. 21-30years
C. 31-40years
D. 41-50years
E. Above50years
3. Educational Qualification
A. Diploma
B. Under Graduate
C. Post Graduate
D. Others
5. Gender
A. Female
B. B. Male
D. Neutral
E. Not valued
8. Do you agree the organization is responding the views and opinion of the
employee?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
62
11. The Following Statements Based On Your Experience Working At The
Company :
I understand
the mission
and goals of
the company
I see a clear
link between
my work and
the mission
and goals
I am inspired
by the team to
do my best
work
I have a good
understanding
of the informal
processes
63
13 According to you which of these factors contribute to employee morale in
your organization
A. Organization policies
B. superior- subordinate relationship
C. Recognition at work place
D. Level of satisfaction
14 At work, do you have the opportunity to do what you do best every day?
A. Always
B. Usually
C. Rarely
D. Moderately
E. Never
64
18How do you perceive morale in your company
A. Highly satisfied
B. satisfied
C. Neutral
D. Dissatisfied
E. Highly dissatisfied
Salary
benefits
Frequency
and amount
of bonus
Security and
administration
21 Overall how satisfied are you with your position at this company?
A. Highly satisfied
B. satisfied
C. Neutral.
D. Dissatisfied
E. Highly dissatisfied.
65
22 How often your supervisor encourages and motivates your development?
A. Always
B. Usually
C. Rarely
D. sometimes
E. Never
66
ANNEXURE 2 -Article
ABSTRACT
67
REVIEW OF LITERATURE
Denise H. Todd (2001), studies show that most the relationship between high performance work
employees do not leave because of the money but systems and workplace safety” has investigated the
because their jobs are not challenging enough or relationship between high performance work
they feel that the management doesn't appreciate systems and occupational safety and it was
their work. What that all boils down to is a lack of revealed that to the extent organizations adopted
communication. If someone isn't challenged that high performance work systems comprising ten
means the company is not getting as much out of human resource practices namely the use of
that employee as it could. If the company did give selective hiring and transformation leadership, the
the employee challenging work (along with the provision of job quality, employment security.
Elizabeth Anne Rosemond, (2002) in her study University”, identified the determinants of morale
titled “Employee preferences for workplace in terms of the job variables and the employees‟
preferences and found that groups prefer different comparison of the different morale groups is made
workplace characteristics and has suggested with the University culture constructs. The
implementing new policies and programs within respondents were 100 teaching and 200 non
their organizations to reduce the current gaps teaching staff of Madurai Kamaraj University. The
between employee preferences and current findings showed that different levels of
company policies in an effort to recruit and retain management have different levels of morale but
Anthea Zacharatos, (2002) in his study titled “An Jeyavelu (2003) in his paper stated that
68
effective and innovative, to reducing costs and
improve quality of products and services to tackle Punia (2004) in his work attempted to address the
interventions, leader behavior and reattribution on the various aspects of employee’s opinion on
training. The paper looks into the relationship the job. The findings showed that morale is
Nagarajan.K (2005) in his study on “Boss and In a nutshell, it is a prerequisite for a management
Employee Morale”, examined the role played by that it constantly practices trust management and
the immediate boss in boosting the morale of his prioritizes trustworthiness in order to gain
subordinates. Nine out of ten persons expressed competitive advantage and profits through
monetary incentives, poor working conditions, Djati and Adiwijaya (2010)25 conducted a study
unfavourable organizational climate and other to find out the relationship between employee
such factors have been cited only as morale and organizational commitment towards
K.Sangeetha, (2008) says that a company’s profit was collected from 133 respondents taken from
booms when it has loyal and trustful employees administrative staff of 5 private universities in
and leadership of integrity to succeed in today’s Surabaya – Indonesia. The researchers concluded
competitive business scenario of diverse that there was positive and significant relationship
workforce. The study suggested that employers between employee morale and organizational
take the initiative to establish and preserve trust commitment towards OCB and OCB towards
among their employees, this is even more crucialin service quality performance of employees.
69
Objectives of The Study. Primary Data Collection
To study about employee morale at Salcomp processed directly by the researcher, such as
• To determine various factors that leads to employee Secondary data sources include information retrieved
• To identify the level of satisfaction of employee include records and data already within the program:
70
FIG 1 FIG 2
TABLE 2.
Distribution of respondents based on their job TABLE 3.
satisfaction statement Distribution of respondents based on the
PARTICULAR NO OF PERCENTAGE opportunity to employees to do the best everyday
RESPONSE
PARTICULAR NO OF PERCENTAGE
RESPONSE
Very Satisfied 25 16.7%
71
FIG 3 FIG 4
TABLE 4.
Distribution of respondents based on how the TABLE 5.
employees perceive morale in the company Distribution of employees based on their
PARTICULAR NO OF PERCENTAGE extracurricular activities
RESPONSE
PARTICULAR NO OF PERCENTAGE
RESPONSE
72
FIG 6
FIG 5
TABLE 6.
Distribution of respondents based on the factors OUTPUT:
that contribute to employee morale in the
organization CHI SQUARE TEST-1
PARTICULAR NO OF PERCENTAGE The Chi-Square test is the widely used non-parametric
RESPONSE
statistical test that describes the magnitude of
Organization 40 26.7% discrepancy between the observed data and the data
goals expected to be obtained with a specific hypothesis.
superior 51 34%
subordinate HYPOTHESIS:
relationship
Recognition at 38 25.3%
work place 1. Null Hypothesis H0: There is no significant
relationship between the
Level of 47 31.3% gender of the employee and the factors contributing to
satisfaction
employee morale.
Mutual win-win 18 12%
situation 2. Alternate Hypothesis H1: There is a significant
73
Case Processing Summary ANOVA TEST-2
74
Total 148.8 109 Majority 73.3% of respondents are yes to the
73 statement regarding their compensation matches
Homogeneous Subsets with their responsibilities.
Age Majority 28.7% of respondents moderately agree
a,b
Tukey HSD that the workplace stress is affecting their outside
Subset for alpha = life.
75
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76