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22. Table showing affect of petty conflicts and poor working conditions.
22. Chart showing affect of petty conflicts and poor working conditions.
INTRODUCTION
Industry means any productive activity in which an individual is engaged.
a. General
b. Need for the study
GENERAL
Human resources is a term with which many organisations describe the
combination of traditionally administrative personnel functions with
performance, employee relations and resource planning.
HRD climate of an organization plays a very important role in ensuring the
competency, motivation, and development of its employees.
The HRD climate can be created using appropriate HRD system
and leadership styles of top management.
The term climate is used to designate the quality of the internal
environment which in turn the quality of co-operation, the development,
commitment to organization purpose and efficiency, etc.
Organisation culture is an idea in the field of organisational studies
and management which describes the attitudes, experiences, beliefs, and values
of an organisation.
CHAPTER 1
HUMAN RESOURCES
Human resources is a term with which many organisations describe
the combination of traditionally administrative personnel functions with
performance, employee relations and resource planning.
The objectives of human resources is to maximize the return on investment
from the organisation’s human capital and minimize financial risk. It is the
responsibility of human resource managers to conduct these activities in an
effective, legal, fair and consistent manner.
FUNCTIONS
Human resources serves these key functions:
• Selection
• Training and development
• Performance evaluation and management
• Promotions
• Redundancy
• Industrial and employee relations
• Record keeping of all personal data
• Compensations, pensions, bonuses etc in liaison with payroll
• Career development.
HUMAN RESOURCE DEVELOPMENT
ORGANISATIONAL CLIMATE
ORGANISATIONAL CULTURE
PRIMARY OBJECTIVE
To identify link between the organisation climate and performance.
To have a clear idea regarding the relation of the culture of organisation and the
morale of the workers.
SECONDARY OBJECTIVE
1. To study the methods, procedures, systems followed in the company.
2. To study the communication flow
3. Identify the variations in perception among different group of employees.
4. To study the perception of employees about the characteristics such as
worker’s attitude, job characteristics, working conditions, scope for
advancement, managerial structure and policies, participative
management, monetary benefits, welfare and safety facilities, acquiring
new technology.
5. To study the strengths and weaknesses of employees.
6. To study if any alternative decision is possible.
7. To suggest suitable recommendation.
CHAPTER-2
RESEARCH METHODOLOGY
RESEARCH DESIGN:
A research design is purely and simply the framework or planned
for a study that guide the collection and analysis of the data Research is
qualitative in approach. A survey method is adopted to complete the research
work.
SAMPLING UNIT:
For this study employees working in the organisations at
Coimbatore district is taken.
SAMPLING DESIGN:
Selection of respondent from the total population is called sample
and the selection process is called sampling. A sample design is a definite plan
for obtaining a sample from a given population. It refers to the technique or the
procedure, the researcher could adopt in selecting items for the sample of
random sampling.
SAMPLE SIZE:
In order to get quality response 50 employees were selected, in which 17
employees belong to the lower level, 16 belong to the middle level, and the rest
17 employees belong to the top level management.
LIMITATIONS
OPTIONS TOTAL %
Yes 35 70
No
Lack of communication 1 2
Lack of authority 4 8
No control 2 4
Lack of freedom 5 10
Others 3 6
INFERENCE: It can be inferred from the above table that 70% of the
respondents feel proud to work in their organisation while the rest 30% feel that
there is either lack of communication, authority or freedom or control.
Majority of respondents are proud to work in their organisation.
CHART SHOWING PRIDE OF EMPLOYEES TO WORK IN
ORGANISATION
80
70
60
50
70%
40
30
20
10% 6%
10 8%
2% 4%
Yes No ntro
l ers
ation t hor ity c o eedo
m Oth
ic fau No fr
mm
un ck o k of
co La La c
k of
La c
TABLE SHOWING EFFECTIVENESS IN COMMUNICATION OF
ORGANISATIONAL GOALS
OPTIONS TOTAL %
Very Effective 15 30
Effective 17 34
Neutral 12 24
Less Effective 3 6
No Idea 3 6
INFERENCE: It can be inferred from the above table that the communication
of organization goals are very effective for 30% of the respondents and 34% of
respondents feel that it is effective in their organization and 24% respondents
feel that it is in the neutral stage while 6% feel that it is less effective and a few
have no idea regarding this.
Majority of respondents feel that the communication of
organization goals are very effective
CHART SHOWING EFFECTIVENESS IN COMMUNICATION OF
ORGANISATIONAL GOALS
L e s s e f f e c tiv N
e o id e a
6% 6% V e ry e f f e c tiv e
30%
N e u tra l 1
24% 2
3
4
5
E f f e c tiv e
34%
Highly satisfied 15 30
Satisfied 11 22
Dissatisfied 1 2
Highly dissatisfied 5 10
Neutral 18 36
INFERENCE: It can be inferred from the above table that 30% of the
respondents are encouraged to take initiative and make decisions in a highly
satisfied way. Around 22% of respondents are satisfied, 36% have a neutral
opinion, 2% feel dissatisfied while 5% are highly dissatisfied.
Majority of respondents are encouraged to take initiative and make
decisions in a neutral stage.
CHART SHOWING PARTICIPATION IN DECISION-MAKING OF
EMPLOYEES
40
35
30
25
20
36
15 30
22
10
5 10
2
0
Highly satisfied Satisfied D issatisfied Highly dissatisfied Neutral
Strongly agree 7 14
Agree 17 34
Neutral 12 24
disagree 7 14
Strongly disagree 7 14
INFERENCE: It can be inferred from the above table that 14% of the
respondents strongly agree with their company being focused on participative
management, 34% agree on it, 24% have a neutral opinion while 14%disagree
with their management being involved in participative management and rest
14% strongly disagree to this point of view.
Majority of respondents agree with their company being focused on
participative management.
24%
25
20
Strongly agree 8 16
Agree 7 14
Neutral 10 20
disagree 13 26
Strongly disagree 12 24
INFERENCE: It can be inferred from the above table that 16% of the
respondents strongly agree that their management says one thing and does
another. Around 14% agree with this view, 10% of the respondents have a
neutral opinion on this while 26% disagree with this point and rest 24%
strongly disagree that their management says one thing and does another.
Majority of respondents disagree that their management says one thing
and does another.
26
25
24
20 20
16
14
15
10
0
S tr o n g ly
A g re e S1
a g re e Ne u tr a l
D is a g r e e
S tr o n g ly
d is a g r e e
Interesting 19 38
Manageable 15 30
Monotonous 7 14
Boring 6 12
Others 3 6
INFERENCE: From the above table it is inferred that 38% of the respondents
feel their work to be interesting, 30% to be manageable work, 14% feel that
their work is monotonous, 12% experiencing boring nature of work, and the rest
falls in the others category.
Majority of respondents are pleased with their work to be interesting.
12%
Monotonous
14%
30%
Interesting
38%
0 5 10 15 20 25 30 35 40
TABLE SHOWING SATISFATORY LEVEL OF RECOGNITION
RATE OF EMPLOYEES
OPTIONS TOTAL %
Highly satisfied 13 26
Satisfied 21 42
Dissatisfied 3 6
Highly dissatisfied 3 6
Neutral 10 20
INFERENCE: We can clearly infer from the above table that 26% of the
respondents are highly satisfied about enjoying good recognition rate, 42% feel
satisfied, while 6% dissatisfied, and another 6% feel highly dissatisfied
regarding enjoying good recognition rate, and the rest 20% have a neutral
opinion.
Majority of respondents are satisfied about enjoying good recognition rate.
CHART SHOWING SATISFATORY LEVEL OF RECOGNITION
RATE OF EMPLOYEES
Highly dissatisfied,
6%
Dissatisfied, 6%
Satisfied, 42%
TABLE DISPLAYING THE TEAM WORK OF EMPLOYEES
OPTIONS TOTAL %
Yes
Cooperation 12 24
Coordination 6 12
Leadership 6 12
Control 3 6
Others 2 4
No 21 42
INFERENCE: We can clearly infer from the above table that 58% of
respondents are working in team where they feel cooperation, coordination,
leadership and control to be the main aspects to work in a team while the rest
42% do not work in a team.
Majority of respondents are involved in a team work job.
CHART DISPLAYING THE TEAM WORK OF EMPLOYEES
100
42%
24%
12% 12%
10
6%
4%
1
Ye s C o o p e ra Cti oono r d i n a tiL oe na d e r s h i pC o n tro l O th e r s No
TABLE SHOWING THE SCOPE OF PROMOTIONS TO
EMPLOYEES
OPTIONS TOTAL %
Strongly agree 7 14
Agree 16 32
Neutral 6 12
Disagree 15 30
Strongly disagree 6 12
INFERENCE: From the above table it is inferred that 14% of the respondents
strongly agree to the question raised as that they are being awarded with proper
promotion, 32% agree with it, while 12% respondents have a neutral opinion,
30% of the respondents disagree towards it, and the rest 12% strongly disagree
to this view point.
Majority of respondents agree with being awarded with proper
promotion.
CHART SHOWING THE SCOPE OF PROMOTIONS TO
EMPLOYEES
35
32%
30 30%
25
20
14%
15
12%
12%
10
Strongly agree
Agree S1
Neutral
D isagree
Strongly
disagree
TABLE SHOWING MATCHING OF REWARD AND PERFORMANCE
OPTIONS TOTAL %
Strongly agree 8 16
Agree 23 46
Neutral 2 6
Disagree 1 4
Strongly disagree 16 32
INFERENCE: From the above table it can be inferred that 16% of people are
highly satisfied towards matching of reward and performance, 46% feel
satisfied, 4% are dissatisfied, 2% are highly dissatisfied and the rest 32% have a
neutral opinion towards it.
Majority of respondents agree towards matching of reward and
performance.
CHART SHOWING MATCHING OF REWARD AND PERFORMANCE
Strongly agree,
16%
Strongly disagree,
30%
Disagree, 4%
Neutral, 6%
Agree, 44%
TABLE DISPLAYING THE RESPONSIBILITY OF JOB
OPTIONS TOTAL %
Solving problems 15 30
Leadership 13 26
Training 8 16
Decision-making 9 18
Others 5 10
INFERENCE: From the above table it can be inferred that 30% of the
respondents are involved in solving problems, 26% related to leadership
activity, 16% under training, 18% for decision-making and the rest 10% for
others.
Majority of respondents are involved in the solving problems.
CHART DISPLAYING THE RESPONSIBILITY OF JOB
30%
30%
26%
25%
18%
20%
16%
15%
10%
10%
5%
0%
S o lvin g p ro b le mLse a d e rs h ip T ra in in g D e c is io n -m a k in g O th e rs
TABLE EXHIBITING MONETARY AND NON-MONETARY
BENEFITS TO EMPLOYEES
OPTIONS TOTAL %
Yes 33 66
No
Salary 5 10
Promotion 6 12
Accommodation 3 6
Incentives 2 4
Others 1 2
INFERENCE: From the above table it can be inferred that 66% respondents
feel their benefits from organisation are satisfactory, the rest 34% are not
satisfied.
Majority of respondents are pleased with their monetary and non-monetary
benefits.
60
50
40
66%
30
20
10
10% 12%
6% 4%
0 2%
Yes No ary n es er s
Sal m otio tion ntiv Oth
Pro
m oda Ince
cc om
A
INFERENCE: From the above table it is inferred that 82% of the respondents
agree that their organisation is considerate regarding the skills and the
experience of the employees while the rest 18% are against it.
Majority of respondents feel that their organisation is
considerate regarding the skills and experience.
CHART SHOWING SKILL AND EXPERIENCE AS A PRIME ROLE
90
80
70
60
50
82%
40
30
20
18%
10
0
Y es No
OPTIONS TOTAL %
High rate 15 30
Medium rate 21 42
Low rate 3 6
No rate 1 2
No idea 10 20
SOURCE: Primary Data
INFERENCE: From the above table it is inferred that 30% of the respondents
feel productivity and morale link is at a high rate, 42% feel to be at a medium
rate, 6% of people consider to be at a low rate, 2% suggest that at no rate can
the concept of productivity and morale go together and the rest 20% have no
idea regarding this.
Majority of respondents have a conception of productivity and
morale link at a medium rate.
35
30 30%
25
20 20%
15
10
5 6%
2%
0
H i g h r a te M e d iu m L o w r a te N o r a te N o id e a
OPTIONS TOTAL %
Challenging 18 36
Require effort 17 34
Effortless 2 4
Slow work 3 9
Others 10 20
INFERENCE: From the above table it is inferred that 36% of the respondents
feel that the standard set by the organisation to be challenging, 34% feel they
require effort to do work, 4% suggest their work to be effortless, 6% people for
slow work and rest 20% for others.
Majority of respondents find their work to be challenging.
35
36%
30
34%
25
20
15 20%
10
9%
5
4%
01
C h a lle n g in g R e q u i re E ffo rtle s s S lo w w o rk O th e rs
OPTIONS TOTAL %
Hospitalization 18 36
Staff loans 8 16
Pension 6 12
Incentives 8 16
Other allowances 10 20
SOURCE: Primary Data
INFERENCE: From the above table it is inferred that 36% of respondents feel
hospitalization to be more attractive in their firm, 16% for staff loans, 12% as
pension, 16% of respondents have better incentives in their organisation, the
rest 20% for other allowances.
Majority of respondents feel hospitalization to be more attractive
in their firm.
36 %
35
30
25
20%
20
16 % 16%
15
12%
10
0
H os pitalis atio n S taff loan s P en s ion In c e ntives O ther allow anc es
Highly satisfied 17 34
Satisfied 23 46
Dissatisfied 1 2
Highly dissatisfied 2 4
Neutral 7 14
INFERENCE: From the above table it is inferred that 34% of the respondents
are highly satisfied with the training facilities in their organisiation. 46% feel
satisfied, 14% have a neutral opinion while 2% are dissatisfied and rest 4%
highly dissatisfied.
Majority of respondents are satisfied with the training facilities in
their organisation
2% 4%
ied
tisf
issa
d
hly
fied
46%
Hig
s
sati
Dis
d
isfie
34%
Sa t
0 5 10 15 20 25 30 35 40 45 50
d
isfie
sat
hly
Hig
INFERENCE: From the above table it is inferred that 38% of respondents feel
that their organisation is highly affected with the economic meltdown, 32%
affected, 10% feel they are less affected, and 6% no affect, while 14%
respondents have no idea about it.
Majority of respondents feel that their organisation is
highly affected with the economic meltdown.
CHART DISPLAYING THE AFFECT OF ECONOMIC MELTDOWN
IN THE ORGANISATION
N o id e a 14%
N o e ffe c t 6%
L e s s a ffe c te d 10%
A ffe c te d 32%
H ig h ly a ffe c te d 38%
0 10 20 30 40 50 60
TABLE SHOWING PAY PACKAGE IN OTHER FIRMS
OPTIONS TOTAL %
Strongly agree 6 12
Agree 22 44
Neutral 16 32
Disagree 2 4
Strongly disagree 4 8
Strongly disagree,
Strongly agree,
8%
12%
Disagree, 4%
Neutral, 32%
Agree, 44%
TABLE SHOWING THE APPLICABILTY OF RULES FAIRLY TO ALL
OPTIONS TOTAL %
Yes 33 66
No 17 34
INFERENCE: From the above table it can be inferred that 66% of the
respondents feel that their organisation follows the procedures and apply them
fairly to all and the rest 34% are against it.
Majority of respondents feel that their organisation follows the
procedures and apply them fairly to all.
CHART SHOWING THE APPLICABILTY OF RULES
FAIRLY TO ALL
No, 34%
Yes, 66%
TABLE SHOWING CAREER PATH OPPORTUNITIES FOR
FURTHER GROWTH
OPTIONS TOTAL %
Strongly agree 13 26
Agree 23 46
Neutral 5 10
Disagree 4 8
Strongly disagree 5 10
50
45
40
35
30 46%
25
20 26%
15
10% 8% 10%
10 %
5
TOTAL
0
Strongly agree Agree Neutral Disagree Strongly
disagree
TABLE SHOWING AFFECT OF PETTY CONFLICTS AND POOR
WORKING CONDITIONS
OPTIONS TOTAL %
Highly affected 5 10
Affected 13 26
Less affected 15 30
No effect 3 6
No idea 14 28
INFERENCE: From the above table it is inferred that 10% of respondents feel
that their job is highly affected by petty conflicts and poor working conditions,
26% feel that it is affected while 30% of the respondents feel it is less affected,
6% think that it has bought in no affect to their work while the rest 28% have no
idea about it.
Majority of respondents feel that the work is less affected by
petty conflicts and poor working conditions.
CHART SHOWING AFFECT OF PETTY CONFLICTS AND POOR
WORKING CONDITIONS
16 35
30%
28%
14
26% 30
12
25
10
20
15
6 10%
6% 10
4
5
2
0 0
H ig h ly a ffe c t e d A ffe c te d L e s s a ffe c t e d N o e ffe c t N o id e a
TABLE EXHIBITING SETTLEMENT OF INDUSTRIAL
DISPUTE STRATEGY
OPTIONS TOTAL %
Negotiation 18 36
Adjudication 13 26
Arbitration 7 14
Conciliation 2 4
Others 10 20
INFERENCE: It can be derived from the above table that 36% of the
respondents have their industrial dispute settled through negotiation, 26% by
Adjudication, 14% through arbitration, 4% by conciliation, and the rest 20%
respondents through other means.
Majority of respondents have negotiation as the industrial
dispute settlement strategy.
CHART EXHIBITING SETTLEMENT OF INDUSTRIAL
DISPUTE STRATEGY
40
36%
35
30
26%
25
20
20%
15 14%
10
5
4%
0
N e g o t ia tio n
A d ju d ic a t io n S1
A rb itra tio n
C o n c ilia t io n
O t h e rs
TABLE SHOWING STRENGTH OF TRADE UNION AND
MANAGEMENT RELATION
OPTIONS TOTAL %
Yes 26 52
No 24 48
INFERENCE: From the above table it can be inferred that 52% respondents
have their trade union relation strong while the rest of the firms donot maintain
strong relation.
Majority of respondents have a strong trade union management relation
to enable smooth run.
CHART SHOWING STRENGTH OF TRADE UNION AND
MANAGEMENT RELATION
Y e s, 5 2 %
N o, 4 8 %
TABLE REVEALING DEMANDS ENFORCED
BY WORK STRIKES
OPTIONS TOTAL %
Yes 21 42
No 29 58
INFERENCE: From the above table it can be clearly inferred that 42%
respondents feel that striking work can enforce their demands while the rest
58% respondents are against the concept.
Majority of respondents feel that demands cannot be enforced
through work strikes.
CHART REVEALING DEMANDS ENFORCED
BY WORK STRIKES
Ye s
42%
No
58%
TABLE SHOWING IMPORTANT ASPECT TO MAINTAIN
GOOD INDUSTRIAL RELATION
OPTIONS TOTAL %
Treating workers in a proper
way 12 24
Good salary 7 14
Good working environment 11 22
Healthy union activities 13 26
Others 7 14
26%
25 24%
22%
20
15 14% 14%
10
0
T re a tin g wo rke rs G o o d sa la ry G o o d wo rkin g He a lth y u n io n O th e rs
in a p ro p e r wa y e n viro n m e n t a ctivitie s
INFERENCE: It is inferred from the above table that 30% of the workers are
highly satisfied with the working conditions, 34% feel satisfied, 20% have a
neutral opinion, while 12% are dissatisfied and the rest 4% are highly
dissatisfied with the working conditions.
Majority of respondents are satisfied with the work environment.
35 30
30
25 20
20
12
15
10
4
fied ra l
s atisfi
e d
Satis sa t isfied a tisfie
d Neut
ly Dis is s
High High
ly d
INFERENCE: It is inferred from the above table that 16% of the workers are
highly satisfied with the sanitation facilities, 38% feel satisfied, 34% have a
neutral opinion, while 6% are dissatisfied and the rest 6% are highly
dissatisfied.
Majority of respondents are dissatisfied with the sanitation facilities in the
organisation.
35 34%
30
25
20
16%
15
10
6% 6%
0
Highly satis fied Satisfied D issatisfied Highly Neutral
dissatisfied
OPTIONS TOTAL %
Highly satisfied 12 24
Satisfied 17 34
Dissatisfied 13 26
Highly dissatisfied 8 16
Neutral 4 8
INFERENCE: It is inferred from the above table that 24% of the workers are
highly satisfied with the canteen facilities, 34% feel satisfied, 26% have a
neutral opinion, while 16% are dissatisfied and the rest 8% are highly
dissatisfied.
Majority of respondents are satisfied with the canteen facilities.
30
24% 26%
25
20
15 16%
10
8%
5
Highly satisfied
Satisfied S1
Dissatisfied
Highly
dissatisfied Neutral
FINDINGS
2. The number of respondents who agree with their company giving more
importance for participative type of management rather than authoritative type
as participation of employees in the company happenings can help them
motivate and do their work better.
4. 42% of the respondents are satisfied with enjoying good recognition rate for
the work they do in the organisation which motivates and make their work
effective.
5. 58% respondents are involved in a team work job and suggest cooperation,
coordination, leadership and control to be the important aspects to work in
team.
6. Majority of respondents (46%) are satisfied with the matching of reward and
performance in their organisation which helps them to analyse the quality of
work thy perform in the organisation.
7. The monetary and non-monetary fringe benefits provided by the organisation
are satisfactory for a large number of respondents(66%) as these benefits may
act as the base for an employee to work in an organisation. The individual goals
when comprised together can the group goals be attained.
10. Training facilities are satisfactory, feel the respondents of the organisation
as the entire work to be done in the organisation depends on the effectiveness of
training period.
11. 38% of the respondents believe that the current economic meltdown has
highly affected the organisation which has lead to the deployment of people
from time to time. This situation is more applicable for the public sector
companies.
12. Majority of the respondents feel that their organisation follow the policies
and procedures and apply them fairly to all which develops a sense of
punctuality as well as equality in the minds of the employees.
SUGGESTIONS
1. Few respondents feel that growth opportunities can be widened in the firms
so as to reach greater heights.
2. The working conditions in and around the organisations can be made better
so as to provide safer surroundings for the workers in the organisation.
3. Each employee in the organisation should abide to the rules and regulations
of the firm and there should not emerge any discrepancies in that.
4. Other facilities like housing, traveling, or schooling for children should also
be encouraged by the firm
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