A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI

By DINESHKUMAR.M (Reg.No.0861123)

K.S.RANGASAMY COLLEGE OF TECHNOLOGY TIRUCHENCODE - 637 215. (An Autonomous Institution Affiliated to Anna University Coimbatore)

PROJECT REPORT Submitted to the FACULTY OF MANAGEMENTS STUDIES In partial fulfilment of the required for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION JANUARY 2010

BONAFIDE CERTIFICATE

Certified that this project report titled A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI is the bonafide work of Mr.DINESHKUMAR.M who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported here does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

HOD

Supervisor

Head of the Institution

___________________________________________________________________

Internal Examiner

External Examiner

K.S.RANGASAMY COLLEGE OF TECHNOLOGY (AUTONOMOUS) TIRUCHENGODE - 637215 MBA Final Project Work (Batch 2008 2010) A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES, CHENNAI . Name of the Student & e-mail address DINESHKUMAR.M dines_man@yahoo.com Dr.S.RAJARAJESHWARI, MBA., M.Phil., Ph.D Name of the Supervisor(s) PROFESSOR, DEPARTMENT OF MBA K.S.R SCHOOL OF MANAGEMENT. Industry where the Project is undertaken (if VISIWARE TECHNOLOGIES, CHENNAI applicable) ABSTRACT The research entitled A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI
Customer relationship management (CRM) is a combination of people, processes, and technology that seeks to provide understanding of customer needs, to support a business strategy, and to build long-term relationships with customers. Successful utilization of the integrated technology requires appropriate business processes and organizational culture to adequately address human behavioral elements. Because it is not simply a technology solution, success in CRM business revolves largely around people. In order to build a clearer understanding of the content and role of the human processes of CRM, this study analyzes the literature on CRM processes and people dependencies and forms propositions about the need for human processes in CRM. It emphasizes the responsibility of executives and operational staff in making critical decisions and using intimate communications to conduct relationship management with their customers. Typical CRM human processes are those that are difficult to implement or that cannot be carried on using technology solutions alone, including such activities as planning customer strategy, designing CRM processes, coping with customer

Title of the Project

DECLARATION I hereby declare that the project entitled A STUDY ON CUSTOMER RELATIONSHIP MANAGEMENT IN VISIWARE TECHNOLOGIES AT CHENNAI in partial fulfilment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION is a record of original project work done by me, during my period of study in, LAKSHMI MACHINE WORKS LTD COIMBATORE under the guidance of Dr. S. RAJARAJESHWARI, MBA., M.Phil., Ph.D, DEPARTMENT OF MBA, KSR COLLEGE OF TECHNOLOGY and no part of it have been submitted for any other Degree or Diploma.

Signature: Name of the candidate: DINESHKUMAR.M Date: Place: TIRUCHENGODE.

ACKNOWLEDGEMENT

First and foremost I dedicate this project work to my parents, who are responsible for all the outstanding performance in my life. I express my sincere gratitude to Lion Dr.K.S.Rangasamy, M.J.F., Chairman, K.S.R.Educational Institutions, Tiruchengode for giving me an opportunity and facilities to do this project work. It is my esteemed honour to thank Dr. K.Thyagarajan, B.E., M.E., Ph.D., SIMEEE, MISTE., Principal, KSR College of Technology for effectively leading me to meet up with the requirement and necessities of this project. I thank from the bottom of my heart to Dr.A.Lakshmi, M.A., MBA., M.Phil., B.Ed., Ph.D., H.O.D., Director, Department of MBA, KSR College of Technology for granting me permission and for a moral guidance to this project. I wish to express my gratitude to, Dr. S. RAJARAJESHWARI, MBA., M.Phil., Ph.D , Professor, Department of MBA, KSR College of Technology. My foremost thanks to, for having given me the permission to conduct the study and his encouragement and support. I owe my gratitude to Mr. Annadurai, Manager HRD for his constant help and co-operation rendered during the project work. And I also thank All the Staffs in the HR department for their guidance and support for my entire project work.

At the onset, I thank god almighty for having showered his blessings throughout the study.

CONTENTS Page No. Chapter 1 INTRODUCTION

1.1 1.2 1.3 1.4 1.5 1.6

Introduction Statement of the problem Objectives of the study Scope of the study Limitations of the study Chapterization of the study

Chapter 2 CONCEPTS AND REVIEW 2.1 2.2 2.3 2.4 Concepts of the study Reviews of related literature Company profile Product profile

Chapter 3 METHODOLOGY 3.1 3.2 3.3 3.4 3.5 Research Design Survey Details Sampling Details Data collection Details Tools of the study

Chapter 4 DATA ANALYSIS AND INTERPRETATION

4.1

Analysis of the data

Chapter 5 RESULTS AND DISCUSSION 5.1 5.2 5.3 Findings of the study Suggestions and Recommendations Conclusion

Appendices References

LIST OF TABLES

S.NO 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 4.1.8 4.1.9 4.1.10 4.1.11 4.1.12 4.1.13 4.1.14 4.1.15 Age of the respondent

CONTENTS

PAGE NO

Satisfaction Level of Drinking Water Facility Provided Satisfaction Level of Lighting and Ventilation Facilities Satisfaction Level of Neat & Hygienic Conditions Satisfaction Level of Rest Room Facility Satisfaction Level of Nature of the job Satisfaction Level of Period & Hour of Work Satisfaction Level of Job Security Satisfaction Level of Training Provided Satisfaction Level of HRD's Response Satisfaction Level of Information Received Satisfaction Level of Welfare Officers Satisfaction Level of Supervisions Satisfaction Level of Colleagues Relations Satisfaction Level of Respect & Treatment Given

4.1.16 4.1.17 4.1.18 4.1.19 4.1.20

Satisfaction Level of Senior Management Satisfaction Level of Insurance Facility Satisfaction Level of Transport Facility Satisfaction Level of Ambulance Facility Satisfaction Level of Canteen Facility Provided

LIST OF FIGURES

S.NO 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 Age of the respondent

CONTENTS

PAGE NO

Satisfaction Level of Drinking Water Facility Provided Satisfaction Level of Lighting and Ventilation Facilities Satisfaction Level of Neat & Hygienic Conditions Satisfaction Level of Rest Room Facility Satisfaction Level of Nature of the job Satisfaction Level of Period & Hour of Work

4.1.8 4.1.9 4.1.10 4.1.11 4.1.12 4.1.13 4.1.14 4.1.15 4.1.16 4.1.17 4.1.18 4.1.19 4.1.20

Satisfaction Level of Job Security Satisfaction Level of Training Provided Satisfaction Level of HRD's Response Satisfaction Level of Information Received Satisfaction Level of Welfare Officers Satisfaction Level of Supervisions Satisfaction Level of Colleagues Relations Satisfaction Level of Respect & Treatment Given Satisfaction Level of Senior Management Satisfaction Level of Insurance Facility Satisfaction Level of Transport Facility Satisfaction Level of Ambulance Facility Satisfaction Level of Canteen Facility Provided

1.1. INTRODUCTION TO THE STUDY

STUDY

ON

CUSTOMER

RELATIONSHIP

MANAGEMENT

AT

VISIWARE

TECHNOLOGIES, CHENNAI . is the topic of the study.

The research was carried in Visiware Technologies Pvt. Ltd . The basic objective of the study was to identify and analyse customer approach in CRM.

CRM stands for Customer Relationship Management. It is a process or methodology used to learn more about customers' needs and behaviours in order to develop stronger relationships with them. There are many technological components to CRM, but thinking about CRM in primarily technological terms is a mistake. The more useful way to think about CRM is as a process that will help bring together lots of pieces of information about customers, sales, marketing effectiveness, responsiveness and market trends.

CRM helps businesses use technology and human resources to gain insight into the behaviour of customers and the value of those customers

Logistics is the art and science of managing and controlling the flow of goods, energy, information, people, from the source of production to market place at lowest possible cost and at right time. It involves the integration of information transportation, inventory, warehousing, material handling and packaging.

Logistics originates from the ancient Greek Logos which means ratio, word, calculation, reasons, speech oration etc.

Dictionaries define logistics as The time related positioning of resources or as the branch of military science having to do within procuring, maintaining and transporting material, persons and facilities.

ABOUT THE TOPIC:

The better business can manage the relationship it has with its customers the more successful it will become. Therefore the system those specifically address the problem of dealing with customers one day-to-day basis are growing in popularity.

Customer relationship management (CRM) is not just the application of technology, but is a strategy to learn more about customers needs and behaviours in order to develop stronger relationships with them. As such it is more of a business philosophy than a technical solution to assist in dealing with customers effectively and efficiently.

Nevertheless, successful CRM relies on the use of technology.

1.2. STATEMENT OF THE PROBLEM The statement of the problem is as follows on A study on employee satisfaction in Lakshmi Machine Works LTD. In any labour market, companies compete to find and keep the best employees, using pay, benefits, promotions, and training. But these well-intentioned efforts often miss the mark. The front-line manager is the key to attracting and retaining talented employees. No matter how generous the pay or how renowned the training, employee survey research shows the company that lacks great front-line managers will suffer. Employee surveys are the most effective way to tap into the thoughts of the workplace. Soliciting feedback should be a regular part of the HR function. While many HR professionals ask for employee feedback when changes are being implemented, few survey to check on the status quo. That's a mistake. People, company culture, and goals all change frequently. Just because something worked well six months ago doesn't mean that it still does. By tuning into what your employees are really thinking rather than what you think they're thinking, you have an opportunity to correct problems early and capitalize on successes quickly.

1.3. OBJECTIVES OF THE STUDY

1.4. SCOPE AND NEED FOR THE STUDY :

The study was conducted for Visiware Technologies Pvt Ltd and this could not be used for the further analysis of other logistics company. The study was conducted on the basis of CRM for Logistic Company. The study was restricted to only aspects as covered in the objectives Future utility scope: The study has value for research who can compare it with potential in other cities. The study could be treated as a ground breaking study for market analysis.

NEED OF THE STUDY

The study will help the company to know better about themselves among its customers. This will help the company to implement new strategies and review the existing strategies if required for the betterment for the future expansion The study gets data directly from the customers. Thus collected data is interpreted, analyzed and evaluated. The evaluated data is the information which is an asset to the company in terms of strategy formulation.

1.5. LIMITATIONS OF THE STUDY Inadequacy of time is the main limitation of the study. Almost all the respondents are met personally at their working place some of them are reluctant to respond. This study does not cover the total opinion of all the employees. The data for the study has been obtained only from the primary sources.
The sampling techniques which are used here is only the stratified sampling.

1.6. CHAPTERIZATION OF THE STUDY

 The first chapter deals with the introduction that includes statement of the problem, objective of the study, scope of the study, and limitation of the study and chapterization of the study. The second chapter deals with the concept and review that includes the concept of the company profile and industrial profile. The third chapter deals with the methodology which includes research design, research type, sources of data collection, methods of data collection and sampling. The fourth chapter deals with data analysis, which includes analyses of the data. The last chapter results and findings are presented based on the findings of the study, suggestions are given and conclusion is also included. 2.1. CONCEPTS OF THE STUDY Employee satisfaction surveys provide the information needed to improve levels of productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views. These root causes can be identified using LMW's employee satisfaction survey. Discover what motivates people, what drives loyalty, and what genuinely makes and keeps your employees happy. Satisfaction levels will increase when employees know that their issues are being addressed. There is a direct link between employee satisfaction and financial results.

Employees with higher job satisfaction typically believe that their organization will be satisfying in the long run. They will care about the quality of their work, will be more committed to the organization, will have higher retention rates, and will be more productive.

2.2. REVIEWS OF RELATED LITERATURE Introduction This chapter will first review factors that affect employee satisfaction and factors that are affected by employee satisfaction. Second, a closer look at empowerment, including numerous definitions, theories, and its modern-day origins will be examined. Third, the benefits of empowering employees, followed by misconceptions and limitations will be noted. Finally, companies that have implemented empowerment principles will be considered.

Studies completed in 1999 by the Hay Group for Fortune magazine have shown that even the most admired companies Intel, Coca-Cola, and GE to name a few each embrace the same basic company cultural values: teamwork, customer focus, innovation, and fair treatment of employees (Clark, 2001). Most contractors feel that employee turnover and employee satisfaction are closely related. The more satisfied an employee is, the less turnover and absenteeism occurs (The High-Performing Contractor, 2004; Maloney & McFillen, 1986). Studies have found that excessive employee turnover is usually the result of people that like what they do, but not where they do it (Employee Satisfaction, 2005). In regards to turnover and absenteeism According to the same publication, when workers were asked the reasons for their absenteeism and turnover, the four main reasons cited were: Excessive rework Poor craft supervision Poor overall management Relationship with the boss Important job-satisfaction factors affecting absenteeism. Considering quitting was the most accurate indicator of job dissatisfaction. Experienced workers were more quality conscious than less experienced workers. As work experience increased, turnover rates decreased. As work experience increased, lack of craft supervision and poor overall job management became more important reasons for absenteeism. The older and more experienced employees exhibited a lower rate in turnover but a higher rate in absenteeism, indicating that jobs that do not challenge or provide satisfaction for a highly skilled, experienced craftsman will produce absenteeism, and that younger, less experienced workers seem to change jobs rather than cope with an unpleasant situation (The Business Roundtable, 1982). According to Ed Schmitt, Todays workers have different expectations from the companies they work for and are much less hesitant to leave one job for another if they dont feel those expectations are being met. Job security is less important to todays worker (Schmitt, 2002).

An employee satisfaction study conducted by Big Builder in 2003 reported that the responses in the study point to a clear need for giving employees a greater role in business decisions. There needs to be a culture of participation in the organization, which in turn creates higher retention (Leibowitz, 2003). When employees do participate in the organization they feel more valuable, especially when they see the results stemming from their actions (Calder & Douglas, 1999). When management creates opportunities for employees to add value to the organization in ways other than those that fit the job description, it is unclear how to measure all the positive results that will occur. Jack Welch, a retired CEO of GE once stated, A company can boost productivity by restructuring, removing bureaucracy and downsizing, but it cannot sustain high productivity without cultural change, without totally involving the individual who is closest to the work and therefore knows it better than those who manage it (The High-Performing Contractor, 2004).

In a 1999 survey, the Institute of Profit Advisors found that providing training, rather than terminating employees, was a major key to improving profitability. Companies can either invest in providing mentoring, training and growth opportunities now or pay the costs of turnover later (Clark, 2001). Mark Drizin, an employee loyalty specialist, training not only equips employees to perform their jobs in a satisfactory manner, but it also is critical in terms of employees feeling good about working for their organization (McClenahen, 2003). Drizin continues by pointing out that one of the most common drivers in establishing employee loyalty is care and concern for employees and opportunities for growth which are often listed as the first or second most significant drivers. Leaders/Supervisors/Management The Daniels Group, an executive search firm, conducted a national workforce retention survey in 2003. The results included evidence that management

played a large roll in employee satisfaction. When employees of building companies were asked if a managers leadership abilities impact their interest in remaining with the organization, Safety and Quality Study In 2004, the Center for Quality and Productivity Improvement at the University of Wisconsin-Madison and the Department of Industrial Engineering at the University of Wisconsin-Madison conducted a study measuring safety and quality and the forces that drive them. Both safety and quality were found to be controlled by employees (Hansen, 2004). Some of the top characteristics that were found to create a safe workplace and improve quality included (Loushine, Hoonakker, Carayon, & Smith, 2004): 16 Employee involvement Management commitment Training and education Communication between managers and employees The study also found the benefits of having a safer workplace and a higher quality product. Three of the top benefits included (Loushine et al., 2004): Improved employee job satisfaction Lower employee turnover Reduced rework

Definitions of Empowerment Every organization that is involved in the empowering employees defines empowerment according to its usefulness and scope in practice. Even though it is difficult to assign an exact definition to the term empowerment, four general definitions are listed below: [Empowerment] means giving people their head, not just relieving them of minor bureaucrat impedimentaIt means top management explaining and delegating more while commanding less (Rock, 1994). 17

 For management, empowerment is the giving up of some control and the sharing of additional knowledge of company goals and achievements for employees, its acceptance of the risk by taking more responsibility (Loretta & Polsky, 1991). Empowerment simply means encouraging people to make decisions and initiate actions with less control and direction from their manager (Handy, 1993). Empowerment is the process of enhancing feelings of self-efficiency among organizational members through the identification of conditions that foster powerlessness and through their removal by formal organizational practices and informal techniques of providing effective information (Conger & Kanungo, 1988). Survey Development According to the review of literature, employee satisfaction consists of three elements: (a) Value, defined as an employees sense of value to the company as perceived by the employee; (b) Management/Leadership, defined as an employees attitude toward the management and leadership of the company; and (c) Training, defined as the amount or quality of on-the-job training an employee receives. The literature review also disclosed three elements that contribute most to employee empowerment: (a) Participation, defined as the amount or quality of participation employees feel they have in regards to what, when, or how their job responsibilities are to be completed; (b) Authority, defined as the amount of authority an employee has to fulfill assigned job responsibilities; and (c) Responsibility, defined as the magnitude of responsibility and accountability an employee has.

2.3. COMPANY PROFILE INDUSTRY PROFILE The Indian textile industry is one of the largest segments of Indian economy accounting for over one fifth of the industrial production. The winds of the change hall have transformed a traditional art to a modern industry, employing state of the art technology and providing employment state of the art of the technology and providing employment to around fifteen million people.

This combination of traditional art and contemporary design has produced a variety of yarn, fabric, home textile and other textile products sought after the world war. India is amongst the worlds largest reservoir of this population fibre. In addition the 80 add cotton varieties of different description being grown in India enables the industries produce covers almost every conceivable count and construction of fabric in width of choice. The Indian textile is an aggregate of RS 140 billion clothing industry, RS 788 billion finished fabrics products industry RS billion textile industry and RS 29 billion house hold textile products industry. It provides employment of around 35 billion people making. It is Indias second largest employer after agriculture sector. The textile industry occupies a vital place in the Indian economy and contributes substantially to its export earnings. It has a high weight age of over 30% in the national population. World over, the Indian textile industrial industry is considered as the second largest industry. It has the biggest cotton acreage of 9 million hectares and is considered as the third largest producer of this fibre. In terms to staple fibre production it comes fourth and sixth for filament yarn production. The country reports about one fourth of global trade in cotton yarn. Today, Indian industry is extremely fragmented. In the organized spinning sector there are nearly 2300 players with 280 composite mills, There are 1000 weaving units and around 1,45,000 independent processing units and innumerable garment makers. The position of machinery technology is not well apart from the spinning sector. Nearly 1, 00,000 modern shuttles less loom are needed to set up and to satisfy the target by 2010. In the earlier part of the decade the growth of textile engineering industry was hampered due to lack of automation. However, the technology for automation of textile machinery has improved immensely leading to development of indigenous machines comparable to those manufactured in industrially advanced countries. Substantial and sustain efforts to strengthen indigenous technology were made and today the major manufacturers supply modern machines. Most of the latest technologies is automation are concentrating largely on making the new version

more flexible, energy efficient and perfect through use of microprocessors and computers.

COMPANY PROFILE Lakshmi Machine Works Limited (LMW) Founded by cavalier DR.G.K. Devarajulu, a legend in his life time. GKD as he was affectionately was a colossus who had lived to see that the Indian industry was firmly entrenched on the industrial map of the world. In fact, it is widely believed that the emergence of Coimbatore as on industrial city is largely on account of his effort. As a standard bearer for industry and a global player LMW quantifies the extent of industrial progress in India. LMW is one of the largest textile manufacturers in the world and one of the 3 to manufacture the entire range of spinning machinery. LMW is also the largest manufacturers or Ring frames globally, with 12 million spindles in operation. LMW adopts flexible manufacturing concepts in the production of its measures. It has separate units for producing Blow rooms preparatory machines, Spindles and Ring Top Rollers, Ring Frames and Jockey Pulley Bearings. LMWs well-organized manufacturing are spread over three units in and around Coimbatore. LMWs unit-1 or periyanaickenpalayam 20 kms from Coimbatore is setup in a sprawling complex with an area of 122acres of land. This is where the company has its major activity for manufacturing the complex range of spinning systems from bale to yarn, except ring spinning frames for which there is an exclusive manufacturing facility at kaniyur, 24kms from Coimbatore in an area of 51acres of land. LMW meets 60% of demand in India alone. LMWs Affiliate Companies Lakshmi Ring Travellers (Coimbatore) Ltd Lakshmi Electrical control systems Ltd Lakshmi Precise Tools Ltd

 Super Sales Agencies Ltd Lakshmi Textile Exporters Ltd SISCOL Adwaith Steels LEDL Lakshmi Automatic Looms

LMW Vision To enhance customer satisfaction and our image globally and achieve exponential growth to leadership through world class products and services. LMW Mission To deliver greater Values to our customer by providing complete competitive solutions through technological leadership manufacturing excellence that is responsive to dynamic marked needs. Quality policy To establish global presence in spinning systems by providing quality services and STATE OF THE ART machinery that enhance value on customer satisfaction through companywide efforts in continual improvement of people, systems, processes, technology and practices.

Environment Policy LMW shall strive to achieve environment excellence through: Compliance with applicable and legislative and other requirements and go beyond compliance to good practice and environment management. Periodic reviews of its environment performance minimizing the environmental impacts, while achieving its business objectives. Protection of air, water, land and bio-diversity and engaging and with the community and business associates environmental issue of mutual interests.

Human Resource Development Department Human Resource Mission Statement Every human being has a potential. Our mission is to develop and lead employees for managing change by avoiding conflicts for growth of the organization as well as the individual.

HR Functions Human resource development Quality management Performance management system Recruitment and selection General office administration Training and development Business strategies Joint ventures support.

Human Resource Development

We have optimized organization structure with an on-going review for assessment of effectiveness. The initiatives are as under To keep reduced level within organization structure. Promote greater involvement and team work among employees. Established effective communication. Established effective HR system. Providing learning environment training and development.

Organizational Values We believe in certain values that we live by and practice at all times. With this in mind, we set out the basic values for our company. All employees are required to read, understand & abide by these values would be these values would be dealt with severally. Integrity Caring Leadership Performance Quality Co-operation Confidentiality Customers & suppliers Employees.

Training After placement the staffs is not left free. As the technology advances the staff are trained and retained because manpower is of significant important. Performance Appraisal A periodic evaluation of managerial merit and performance is done. This shows area of improvement in the works and focuses attention on the weak spot. There are four patterns in performance appraisal. 180 performance appraisal is followed in LMW (Reviewer Appraisal) Motivation Techniques Besides a good salary staffs are given bonus etc They are given timely promotion and career advancement. They get 7% share of net profit. There is a good relation exists between staffs.

Training and Development Customer Training It has setup world class training centre. To gain profound technical knowledge for a specialist in a spinning mill personnel at all levels. It is a comprehensive training programmed for improving their operation technical and managerial skills. Training & Awareness Periodic training for workers and staffs more emphasis is given on 5s-housekeeping to prevent accident and enhance good hue keeping. Suggestions scheme introduced to workers. Safety awareness program called SAFETY WALK is organized regularly. Articles on safety are regularly published in house magazine LAKSHMI safety week is celebrated every year on 4th march. Milestones of LMW 1962 An agreement of collaboration between LMW and RIETER MACHINE

WORKS LTD signed at WINTERTHUR, SWETZERLAND on 27th APRIL 1962 set in motion CAVALIER G.K.DEVARAJULUS plan to make India truly self reliant in textile machinery. 1968 Foundry A modern, mechanism foundry designed and executed jointly by FIRED KRUPP and RIETER MACHINE WORKS, provide basic requirement castings to international quality standards. LTE LMW setup Lakshmi Textile Exporters Limited (LTE) to offer consultancy, project engineering service to executed turnkey projects and expand global trading activities.

1974 LTR With collaboration of M/S WALTER BRACKER OF SWITZERLAND, Lakshmi Ring Travellers (Coimbatore) was setup at hosur, to cater to the demand of spinning mills for quality and high speed ring travellers. 1977 Exports In 1977 LMW introduced the world to Indian Excellence in engineering. The year ended with exports totalling Rs.2.3 crores. The figure today continues to spiral thanks to export revenues from Indonesia, Thailand, Tanzania, Kenya, Sudan, Egypt and Sri Lanka. 1980 It was the proudest moment yet when LMW dispatched a machine to the SWITZERLAND home of its collaborator RIETER MACHINE WORKS LTD.

1981 LPT LMW absorbed a dedicated tool making unit at CHENNAI and shifted it to ARASUR, a suburb of Coimbatore. Lakshmi Precise Tools Ltd supports the manufacturing programmed with quality tools and fixtures tool holders are manufactured in collaboration with SANDVICC AB of SWEDEN.

1983 Unit-II

LMWS second manufacturing complex commenced operations at KANIUR near Coimbatore. The modern plant boasts the latest machines and a high degree of automation. LECS Electrical controls are the critical components in a textile machine. LMW collaborated with sprecher schuh of Switzerland to manufacture compact precision tools at a dedicated facility. 1988 MTD LMWS Machine Tool Division is a showcase for STATE-OF-THE-ART manufacturing facilities in India. The first major diversification, the Machine Tool Division was setup in the collaboration with the world leaders MORI SEIK COMPANY LTD, of JAPAN to usher in CNC Machine Tools. 1991 Administrative Office The Administrative Office was established at periyanaickenpalayam. This two storied office function as the nerve centre of the group. The factory complex at unit I, where it all started, is complemented by the modern structure of the administrative office. Surrounded by manicured lawns, the building was set over an area of 10,000sq.ft houses at the offices of the managing director and commercial administration and information technology departments.

1992 CNC Systems

Advanced CAN control systems are manufactured in collaboration with NUOVAOSAL, an affiliate of Allen Bradley, USA as a dedicated facility at LECS, making a significant entry in the sphere of electronics. 1993 New Foundry A most modern, computerized foundry with a capacity of 12,000 tonnes per annum meets domestic and international needs for machine tools automobile and other engineering industries. Training Centre Opened in 1993 the R&D cum training centre provides a solid foundation for LMW customers. Quality Assurance Quality is LMWS most visible asset. And its greatest contribution to industry at large. Because of continues program of quality and improvement, all around up gradation of quality has been possible. The end result is most gratifying when you gauge the remarkable improvement in quality of finished yarns and finished goods. Awards to Company LMWS commitment of quality standard has won laurels and awards

The company standardization award in 1985 from the institute of standards engineers recognizes LMWS concern for improving quality standards, increases productivity and reducing costs.

 Engineering export promotion council regional Top Exporter Shield for the year 1988-89 presented by SHRI. SURJITH SINGH BURNALA then chief minister of Punjab.

The ET-HBSAI award presented by DR.MANMOHAN SINGH then the union finance minister.

Award for EXPORT EXCELLENCE presented by SHRI.P.CHIDAMBARAM the minister of state of commerce [1990-91]

Federation of Indian Textile Industry TOP EXPORTER award for [1990-91] presented by .P.CHIDAMBARAM the minister of state of commerce.

LMW received prestigious All India Export Award Top Exporter for the year

2005 2006 Gold Trophy (Medium Enterprise) from Engineering Export Promotion Council, Kolkata in the function held at New Delhi on 1st June 2007.

ICWAI National Award for Excellence in Cost Management 2007. This Award is given for Companies practicing Best Costing Practices in India. Many Top Companies participate for these Award at National Level and LMW bagged the First Prize under Private Sector Manufacturing & Turnover over 1000 crores Category. Last year LMW won the Second Price under the same Category.

2.4. PRODUCT PROFILE Lakshmi Machine Works Limited, founded in 1962, is today one of the three in the world, who manufacture the complete range of textile spinning machinery. During 1988, LMW added to their formidable manufacturing resources, a new plant to produce CNC Machine Tools in technical collaboration with M/s. Mori Seiki Co.Ltd., of Japan. A plant that is one of its kind in India. A state-of-art foundry was added to the facility during 1993.

Horizontal Lathes & Chuckers Turnmill Centres Vertical Lathes Vertical Machining Centres Horizontal Machining Centre Drill Tap Centre

LMW Foundry Division established in 1993 at the outskirts of Coimbatore City in Arasur village. Our foundry is designed to operate in Nobake Process with necessary pollution control accessories complying with all legal and social requirements. Foundry castings are exported to USA, Canada, Germany, Spain and Finland, apart from supply to domestic market catering to power sector transmission castings, engine parts, turbo charger castings, pressure tight castings, wind mill castings etc. Need for heavy wind mill castings are in the growing trend due to very nature of the demanding wind mill business. World-class thermal reclamation facility helps to minimize the wastage of sand to great extend and this would ensure and enhance company's image on promoting Environment Management Systems.

The Foundry Division is an ISO 9000 and DB (Deutsche Bahn- Germany Railway) certified division. Quality Management System is implemented at every stage of casting process - incoming stage, process control, post processing and final inspection. Qualified and dedicated team of inspection engineers leads the department for manufacture of flawless quality castings. Our foundry is well-equipped with the state-of-the-art facilities like Vacuum Emission Spectrometer, Image Analyser, Metallurgical Microscope, Mechanical Testing Instruments and NDT facilities

Lakshmi Machine Works Limited, founded in 1962, is today one of the three in the world, who manufacture the complete range of textile spinning machinery. During 1988, LMW added to their formidable manufacturing resources, a new plant to produce CNC Machine Tools in technical collaboration with M/s. Co.Ltd., of Japan. A plant that is one of its kind in India. art foundry was added to the facility during 1993. Upon expiry of the agreement with M/s. Mori Seiki, LMW stepped-up their own R & D activities. New products arising out of such R & D activities have since been Mori Seiki A state-of-

released at regular intervals. In 1995, LMW joined hands with Mikron, Switzerland for manufacture of CNC Universal Boring and Milling machines for Tool Room. In addition to selling the machines in domestic market LMW had buy back arrangement with Mikron. LMW have made large scale investments in manufacturing facilities and manpower. Ushering in a level of technological competence that can address the global market. What follows is a tour through our manufacturing resources, products and services. LMW chronology of major events: 1962 1968 1974 1980 1983 1984 1988 1993 1995 Technology Lakshmi Machine Works founded for manufacture of textile machinery from Reiter Machine Works, Switzerland. Added a foundry, designed by Krupp, Germany. Capacity 18000 Tonnes p.a. Collaboration with Walter Bracker, Switzerland to manufacture ring travellers. Commenced export of machines to Reiter, Switzerland. LMW- Unit II started for textile machinery. Collaboration with Sprecher + Schuh for electrical control equipment. Machine tool Division set up as a major diversification. Technical Input from Mori Seiki, Japan. State of the art foundry added, capacity 12,000 Tonnes p.a. Agreement with Mikron, Switzerland for manufacture & supply of CNC universal milling machines, UM 600 for the world market.155 2000 machines dispatched to Mikron Switzerland, till 1998. First batch of CNC lathes & machining centres exported to Germany

RESEARCH METHODOLOGY RESEARCH DESIGN Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The type of the research design used in this project is descriptive in nature. The descriptive research is a study in an attempt to obtain all relevant and accurate description of the situation. A descriptive study is designed to describe details of the problem. Descriptive research includes surveys and facts finding enquiries of different kinds. The type of research conducted was exploratory in nature of secondary data that are readily available. METHODOLOGY The methodology used for the study is collection of primary and secondary data by direct interviews with employees. DATA COLLECTION For primary data collection questionnaire are used along with personal interviews with employees.

TYPE OF QUESTIONNAIRE USED The questionnaire used for survey consists of multiple choice questions. DATA USED FOR STUDY Data used for study are primary data and secondary data Primary data The primary data was obtained basically from structured questioning that means personal interview with aid of printed questionnaires. Secondary data Related books, magazines, journals, company record and website of the company.

UNIVERSE OR POPULATION The group of individual under the study is known as population or universe. SAMPLING DETAILS SAMPLE A finite set of population selected from it with the objective of investigating its properties is called sample. SAMPLE DESIGN Sample design which deals with the method of selecting items to be observed for the given study. It is a definite plan for obtaining a sample from the sampling frame. SAMPLE SIZE The whole number of sample unit on which survey is conducted is known as sample size. In this survey sample size is 100 employees.

SAMPLE UNIT In indivisible part of a whole population on which survey is conducted is known as sample unit. A decision has to be taken concerning a sampling unit before selecting sample.

SAMPLING METHOD In sample method we represent only a selected representative and adequate function the population and drew conclusions about the characteristics or population. In this study stratified sampling method is used.

3.5 TOOLS OF THE STUDY Percentage Analysis Percentage refers to a specific kind of ratio in making comparison between two or more data and to describe relationships. Percentage can also be used to compare the relation terms the distribution of two or more sources of data.

Number of respondents Percentage of respondents = ---------------------------------------------- x 100 Total respondents

4.1 ANALYSIS OF DATA

Table 4.1.1. Age of the respondent Age of Respondents Valid 20 - 30 31 - 40 41 - 50 51 - Above Total

Frequency 20 50 20 10 100

Percent 20.0 50.0 20.0 10.0 100.0

Fig 4.1.1. Age of the respondent

Age
60

50

40

30

20

Frequency

10 0 20 - 30 31 - 40 41 - 50 51 - Above

Age

Interpretation The tables showing the Age of the respondents, Out of the total respondents 20% of them are between 20-30 years, 50% of them are between 31-40 years, 20% of them are 41-50 years and 10% of them are above 51 years. Table 4.1.2. Satisfaction Level of Drinking Water Facility Provided Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 70 20 10 100 Percent 70.0 20.0 10.0 100.0

Fig 4.1.2. Satisfaction Level of Drinking Water Facility Provided

Drinking Water Facility

80

60

40

Frequency

20

0 Highly Satisfied Satisfied Moderate

Drinking Water Facility

Interpretation: The table showing the Satisfaction level of Drinking water facility provided by the company, Out of the total respondents 70% of them is highly satisfied, 20% of them are satisfied and 10% of them are moderately satisfied. Thus most of respondents (70%) are highly satisfied with the drinking water facility provided by the company. Table 4.1.3. Satisfaction Level of Lighting and Ventilation Facilities Satisfaction Level Highly Satisfied Satisfied Moderate Total

Frequency 60 30 10 100

Percent 60.0 30.0 10.0 100.0

Valid

Fig 4.1.3. Satisfaction Level of Lighting and Ventilation Facilities

Lighting and Ventilation

70 60 50 40 30 20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Lighting and Ventilation

Interpretation: The table showing the Satisfaction level of Lighting and Ventilation facility provided by the company, Out of the total respondents 60% of them is highly satisfied, 30% of them are satisfied and 10% of them are moderately satisfied. Thus most of respondents (60%) are highly satisfied with the lighting and ventilation facility provided by the company. Table 4.1.4. Satisfaction Level of Neat & Hygienic Conditions Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total

Frequency 30 50 20 100

Percent 30.0 50.0 20.0 100.0

Fig 4.1.4. Satisfaction Level of Neat & Hygienic Conditions

Neat & Hygienic Conditions

60

50

40

30

20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Neat & Hygienic Conditions

Interpretation: The table showing the Satisfaction level of Neat & Hygienic facility provided by the company, Out of the total respondents 30% of them is highly satisfied, 50% of them are satisfied and 20% of them are moderately satisfied. Thus most of respondents (50%) are satisfied with the neat and hygienic facility provided by the company. Table 4.1.5. Satisfaction Level of Rest Room Facility Satisfaction Level Highly Satisfied Satisfied Moderate Total Frequency 10 80 10 100 Percent 10.0 80.0 10.0 100.0

Valid

Fig 4.1.5. Satisfaction Level of Rest Room Facility

Rest Room Facility

100

80

60

40

Frequency

20

0 Highly Satisfied Satisfied Moderate

Rest Room Facility

Interpretation: The table showing the Satisfaction level of Lighting Rest Room facility provided by the company, Out of the total respondents 10% of them is highly satisfied, 80% of them are satisfied and 10% of them are moderately satisfied. Thus most of respondents (80%) are satisfied with the rest room facility provided by the company. Table 4.1.6. Satisfaction Level of Nature of the job

Valid

Satisfaction Level Highly Satisfied Satisfied Moderate Total

Frequency 40 40 20 100

Percent 40.0 40.0 20.0 100.0

Fig 4.1.6. Satisfaction Level of Nature of the job

Nature of my job
50

40

30

20

Frequency

10

0 Highly Satisfied Satisfied Moderate

Nature of my job

Interpretation: The table showing the Satisfaction level of Nature of their Job, Out of the total respondents 40% of them is highly satisfied, 40% of them are satisfied and 20% of them are moderately satisfied. Thus most of respondents (40%) are highly satisfied as well as satisfied with the nature of their job. Table 4.1.7. Satisfaction Level of Period & Hour of Work Satisfaction Level Highly Satisfied Satisfied Moderate Total

Frequency 30 50 20 100

Percent 30.0 50.0 20.0 100.0

Valid

Fig 4.1.7. Satisfaction Level of Period & Hour of Work

Period & Hour of Work

60

50

40

30

20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Period & Hour of Work

Interpretation: The table showing the Satisfaction level of Period and Hour of Work in the company, Out of the total respondents 30% of them is highly satisfied, 50% of them are satisfied and 20% of them are moderately satisfied. Thus most of respondents (50%) are satisfied with the period of hour and work in the company.

Table 4.1.8. Satisfaction Level of Job Security Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total

Frequency 20 50 30 100

Percent 20.0 50.0 30.0 100.0

Fig 4.1.8. Satisfaction Level of Job Security

Job Security
60

50

40

30

20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Job Security

Interpretation: The table showing the Satisfaction level of Job Security in the company, Out of the total respondents 20% of them is highly satisfied, 50% of them are satisfied and 30% of them are moderately satisfied. Thus most of respondents (50%) are satisfied with the job security in the company. Table 4.1.9. Satisfaction Level of Training Provided

Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total

Frequency 20 50 30 100

Percent 20.0 50.0 30.0 100.0

Fig 4.1.9. Satisfaction Level of Training Provided

Training
60

50

40

30

20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Training

Interpretation: The table showing the Satisfaction level of Training provided by the company, Out of the total respondents 20% of them is highly satisfied, 50% of them are satisfied and 30% of them are moderately satisfied. Thus most of respondents (50%) are satisfied with the training provided by the company. Table 4.1.10. Satisfaction Level of HRD's Response

Valid

Satisfaction Level Highly Satisfied Satisfied Total

Frequency 30 70 100

Percent 30.0 70.0 100.0

Fig 4.1.10. Satisfaction Level of HRD's Response

HRD's Responce
80

60

40

Frequency

20

0 Highly Satisfied Satisfied

HRD's Responce

Interpretation: The table showing the Satisfaction level of HRDs Response in the company, Out of the total respondents 30% of them is highly satisfied, 70% of them are satisfied. Thus most of respondents (70%) are satisfied with the HRDs Response in the company. Table 4.1.11. Satisfaction Level of Information Received

Valid

Satisfaction Level Highly Satisfied Satisfied Moderate Total

Frequency 30 60 10 100

Percent 30.0 60.0 10.0 100.0

Fig 4.1.11. Satisfaction Level of Information Received

Information
70 60 50 40 30 20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Information

Interpretation: The table showing the Satisfaction level of Informations provided by the company, Out of the total respondents 30% of them is highly satisfied, 60% of them are satisfied and 10% of them are moderately satisfied. Thus most of respondents (60%) are satisfied with the Informations provided by the company. Table 4.1.12. Satisfaction Level of Welfare Officers Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total

Frequency 40 30 30 100

Percent 40.0 30.0 30.0 100.0

Fig 4.1.12. Satisfaction Level of Welfare Officers

Welfare Officers
50

40

30

20

Frequency

10

0 Highly Satisfied Satisfied Moderate

Welfare Officers

Interpretation: The table showing the Satisfaction level of welfare officers in the company, Out of the total respondents 60% of them is highly satisfied, 30% of them are satisfied and 10% of them are moderately satisfied. Thus most of respondents (60%) are highly satisfied with the welfare officers in the company. Table 4.1.13. Satisfaction Level of Supervisions Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total

Frequency 20 40 40 100

Percent 20.0 40.0 40.0 100.0

Fig 4.1.13. Satisfaction Level of Supervisions

Supervisions
50

40

30

20

Frequency

10

0 Highly Satisfied Satisfied Moderate

Supervisions

Interpretation: The table showing the Satisfaction level of their Supervisions in the company, Out of the total respondents 20% of them is highly satisfied, 40% of them are satisfied and 40% of them are moderately satisfied. Thus most of respondents (40%) are satisfied as well as moderately satisfied with their supervisions in the company. Table 4.1.14. Satisfaction Level of Colleagues Relations Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 30 50 20 100 Percent 30.0 50.0 20.0 100.0

Fig 4.1.14. Satisfaction Level of Colleagues Relations

Colleagues Relations
60

50

40

30

20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Colleagues Relations

Interpretation: The table showing the Satisfaction level with their Colleagues Relations in the company, Out of the total respondents 30% of them is highly satisfied, 50% of them are satisfied and 20% of them are moderately satisfied. Thus most of respondents (50%) are satisfied with their colleagues relations in the company. Table 4.1.15. Satisfaction Level of Respect & Treatment Given Satisfaction Level Valid Highly Satisfied Satisfied Moderate Total Frequency 50 20 30 100 Percent 50.0 20.0 30.0 100.0

Fig 4.1.15. Satisfaction Level of Respect & Treatment Given

Respect & Treatment

60

50

40

30

20

Frequency

10 0 Highly Satisfied Satisfied Moderate

Respect & Treatment

Interpretation: The table showing the Satisfaction level of Respect and Treatment given in the company, Out of the total respondents 50% of them is highly satisfied, 20% of them are satisfied and 30% of them are moderately satisfied. Thus most of respondents (50%) are highly satisfied with the respect and treatment given in the company. Table 4.1.16. Satisfaction Level of Senior Management

Satisfaction Level Valid Highly Satisfied Satisfied Total

Frequency 30 70 100

Percent 30.0 70.0 100.0

Fig 4.1.16. Satisfaction Level of Senior Management

Senior Management
80

60

40

Frequency

20

0 Highly Satisfied Satisfied

Senior Management

Interpretation: The table showing the Satisfaction level with their Senior Management in the company, Out of the total respondents 30% of them is highly satisfied, 70% of them are satisfied. Thus most of respondents (70%) are satisfied with the welfare officers in the company. Table 4.1.17. Satisfaction Level of Insurance Facility Satisfaction Level Valid Highly Satisfied Satisfied Moderate Dis - Satisfied Total

Frequency 40 40 10 10 100

Percent 40.0 40.0 10.0 10.0 100.0

Fig 4.1.17. Satisfaction Level of Insurance Facility

Insurance Facility
50

40

30

20

Frequency

10

0 Highly Satisfied Satisfied Moderate Dis - Satisfied

Insurance Facility

Interpretation: The table showing the Satisfaction level of Insurance Facility provided by the company, Out of the total respondents 40% of them is highly satisfied, 40% of them are satisfied, 10% of them are moderately satisfied and 10% of the respondents are dis-satisfied. Thus most of respondents (40%) are highly satisfied as well as satisfied with the insurance facility provided by the company. Table 4.1.18. Satisfaction Level of Transport Facility

Satisfaction Level Valid Highly Satisfied Satisfied Total

Frequency 70 30 100

Percent 70.0 30.0 100.0

Fig 4.1.18. Satisfaction Level of Transport Facility

Transport Facility
80

60

40

Frequency

20

0 Highly Satisfied Satisfied

Transport Facility

Interpretation: The table showing the Satisfaction level of Transport Facility provided by the company, Out of the total respondents 70% of them is highly satisfied and 30% of them are satisfied. Thus most of respondents (70%) are highly satisfied with the transport facility provided by the company.

Table 4.1.19. Satisfaction Level of Ambulance Facility Satisfaction Level Valid Highly Satisfied Satisfied Total

Frequency 80 20 100

Percent 80.0 20.0 100.0

Fig 4.1.19. Satisfaction Level of Ambulance Facility

Ambulance Facility
100

80

60

40

Frequency

20

0 Highly Satisfied Satisfied

Ambulance Facility

Interpretation: The table showing the Satisfaction level of Ambulance Facility provided by the company, Out of the total respondents 80% of them is highly satisfied and 20% of them are satisfied. Thus most of respondents (80%) are highly satisfied with the ambulance facility provided by the company.

Table 4.1.20. Satisfaction Level of Canteen Facility Provided Satisfaction Level Valid Highly Satisfied Satisfied Total

Frequency 40 60 100

Percent 40.0 60.0 100.0

Fig 4.1.20. Satisfaction Level of Canteen Facility Provided

Canteen Facility
70 60 50 40 30 20

Frequency

10 0 Highly Satisfied Satisfied

Canteen Facility

Interpretation: The table showing the Satisfaction level of Canteen Facility provided by the company, Out of the total respondents 40% of them is highly satisfied and 60% of them are satisfied. Thus most of respondents (60%) are satisfied with the canteen facility provided by the company.

5.1. FINDINGS Most of respondents (70%) are highly satisfied with the drinking water facility provided by the company. Most of respondents (60%) are highly satisfied with the lighting and ventilation facility provided by the company. Most of respondents (50%) are satisfied with the neat and hygienic facility provided by the company. Most of respondents (80%) are satisfied with the rest room facility provided by the company. Most of respondents (40%) are highly satisfied as well as satisfied with the nature of their job.

 Most of respondents (50%) are satisfied with the period of hour and work in the company. Most of respondents (50%) are satisfied with the job security in the company. Most of respondents (50%) are satisfied with the training provided by the company. Most of respondents (70%) are satisfied with the HRDs Response in the company. Most of respondents (60%) are satisfied with the Informations provided by the company. Most of respondents (60%) are highly satisfied with the welfare officers in the company. Most of respondents (40%) are satisfied as well as moderately satisfied with their supervisions in the company. Most of respondents (50%) are satisfied with their colleagues relations in the company. Most of respondents (50%) are highly satisfied with the respect and treatment given in the company. Most of respondents (70%) are satisfied with the welfare officers in the company. Most of respondents (40%) are highly satisfied as well as satisfied with the insurance facility provided by the company. Most of respondents (70%) are highly satisfied with the transport facility provided by the company. Most of respondents (80%) are highly satisfied with the ambulance facility provided by the company. Most of respondents (60%) are satisfied with the canteen facility provided by the company.

5.2. SUGGESTIONS AND RECOMMENDATIONS The company should show some more interest on the Neat &Hygienic conditions provided by the them As only 50% of the respondents are satisfied with the period and hour of work facility so the company must make some changes in it. The company must make clear that their job is secure or not to get good results in the performance. The company can add more training programs to the employees so that the employees can do their work with much awareness. The company should find out how to make their employees to move freely with one another so that the output will increase further. The employees should be treated good and give some respect more than what they give. The company can suggest some good insurance plans as some of the employees are dis-satisfied with present plan. The canteen in the company can be developed more by getting some suggestion from the employees so that they will much satisfied.

5.3 CONCLUTION In this project A study on employee satisfaction in Lakshmi Machine Works LTD the researcher have tried to identify the satisfaction level of the employees in the company, for this researcher have met 100 customers with the help of questionnaire. The survey helps to spot out the minute weakness and go down and attack it at the root and to find endorsing employee engagement, involvement and active participation and also to gauge the mood of workforce and work towards betterment of the company.

QUESTIONNAIRE

NAME:______________________________ AGE:____________________________ DESIGNATION:________________________

WORK CONDITIONS:

1) Drinking water facility is available in place with hygienic condition a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) Proper lighting and ventilation facility is available in my work place. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

3) Neat & hygienic conditions are maintained in the company with reference to washing facilities a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

4) Adequate rest room facility is available in the company with water supply, toilet, etc. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

JOB SATISFACTION:

1) Flexible work schedules are approved by management to meet business needs. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) The nature of my job in the organization. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

3) Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage rates. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

4) The amount of job security I have

a)Highly satisfied satisfied

b)Satisfied

c)Moderate

d)Dis-satisfied

e)Highly dis-

TRAINING:

1) There is adequate training for me before the job I do. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) I am clear with what to do and what not to do. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

3) HRDs reactive approach. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

COMMUNICATION:

1) I receive the information I need to perform my job well. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) Welfare officers play an important role in establishing contact I maintain good relation between employees. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

3) I come to know all the objectives of the top management expects from me. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

4) I have an understanding of what the org. is suppose to do. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

WORK RELATION: 1) Relationship between you and your colleagues. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) Relationship with your supervisions. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

3) Roles & responsibilities with the group are understood. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

4) Employees consult each other when they need help. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

TOP MANAGEMENT:

1) High respect & fair treatment from my supervisor. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) Senior management encourages collaboration across the organization.

a)Highly satisfied satisfied

b)Satisfied

c)Moderate

d)Dis-satisfied

e)Highly dis-

3) Employee speaks highly about this organization. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

IMMEDIATE SUPERVISOR:

1) My direct supervisor gives me helpful feedback on how to be more effective. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) My direct supervisor listens to my ideas and concerns. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

WELFARE ACTIVITIES:

1) Insurance covers are available for employees related to hospitalization due to several reasons. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

2) Transport facility is available to all employees who work in LMW. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

3) Educational facility for the children of employees is provided by LMW. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

4) Ambulance facilities is available in the company for employees. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

5) Housing loans can be available through housing development Finance Corporation limited. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

6) Canteen in the factory premise is providing with food, tea & coffee in a clean and tidy place. a)Highly satisfied satisfied b)Satisfied c)Moderate d)Dis-satisfied e)Highly dis-

Some Suggestions About Satisfaction In This Organization: ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ _______________________________________________________

REFERENCES

BIBLIOGRAPHY

 Gary Dessler, Human Resource Management, Prentice-Hall of India private limited, New Delhi. C.R.Kothari, Research methodology, Second revised edition, New age, International publishers. T N Srivastara, Shailaja rego, Statistics for management, Tata McGraw- Hill publishing company limited, New Delhi.
Sharma D.D., STATISTICAL METHODS, New Delhi, Sultan Chand and

sons, 6th edition 1981.

WEBLIOGRAPHY
WWW.LAKSHMIMACH.COM WWW.GOOGLE.COM WWW.WIKIPEDIA.COM WWW.AMAZON.COM