CHAPTER-1

INTRODUCTION

INTRODUCTION TO STUDY:

Attitudes are involved in almost every aspect of organizational life. Employees have
attitudes about hundreds of things, including their pay, their supervisors, top management, the
work they do, and their co-workers. Outstanding employees are commended for their good
attitudes, while uncooperative workers are reprimanded for having bad attitudes. Managers
worry about the effects of their decisions on employee attitudes and about whether the employees
will resist change.

Knowing about attitudes is important for three reasons. First, in some situations attitudes
influence behaviour. For many years managers assumed that happy workers were more
productive, and they tried to increase productivity by increasing job satisfaction. Years of
research have shown that the relationship between attitudes and behaviour is not so simple. The
relationship appears to be a reciprocal interaction in which attitudes and behaviour influence
each other.

The second reason for studying attitudes is because favorable job attitudes are desirable
for humanitarian reasons. Creating positive job attitudes is a worth while goal regardless of
whether it leads to high productivity. Finally, the third reason for studying attitudes is because so
many organizational programs are designed to create positive attitudes. Programs such as
training, career counseling and job enrichment are created in part to improve employee attitudes.
ATTITUDE OBJECTS:

Employees have specific attitudes towards specific objects, including both physical
objects (such as people, place, and things) and non physical objects (such as ideas and beliefs).
Some of the most relevant attitude objects in the study are those associated with job, such as the
job itself, pay, working condition, supervision and ones coworkers.

COMPONENTS OF ATTITUDES

The early research on attitudes identified three attitude components

a) Cognitive component:
It was the information a person processed about the attitude object. This
information included descriptive data such as facts, figures, and other specific
knowledge.

b) Affective component:
It was the persons feelings & emotion towards the attitude objects. This
component involved evaluation and emotion and was often expressed as a liking or
disliking for attitude object.

c) Behavourial Tendency component:

It referred to the way the person intended to behave towards object, such as
whether the person was inclined to follow, help, injure, abandon, or ignore the attitude
object.
ATTITUDE CHANGE:

Occasionally the employees attitude has to be changed. Since some attitudes are resistant
to change. It is important to know how to change them and what the likelihood is of succeeding.
Attitude change can involve the addition, removal or modification of either the beliefs or the
affective components.

Four of the most popular methods of changing attitudes include

 Providing new information’s.

 Fear arousal & reduction.

 Dissonance arousal & reduction.
 Participating in Group Discussion.
 CHAPTER-2

PROFILE OF SUMATHI LAKSHMI TEXTILE

INTRODUCTION:

Sumathi lakshmi Textile is one of the best NGO’s in Tirupur district. It is only resource-
based activity in and around Tirupur district. It also helps the rural people on the basis of health-
related activity, educational level, Economical, Industrial, Commercially Healthy highway
project, women’s development project and Intervention project. It is very famous about the AIDS
awareness programme. The main aim of this NGO’s is to the rural poorer.

VISION STATEMENT

“Helping people to help themselves”.

OBJECTIVES

 To give education for poor children’s.

 Provide health care service for poor specially for women and children.
ABOUT SUMATHI LAKSHMI TEXTILE:

The Sumathi lakshmi Textile was established in 1992 by Mrs. Sumathi lakshmi CEO of
Sumathi lakshmi Textile which is exporting a wide range of textile products around the world. It
directs up to 50% of its profits.

Since its beginning involving in a number of different social welfare projects in the
locality. There are plans afoot to start a school too.

 Providing basic veterinary care and animal husbandry training for farmers in the
villages.
 Giving training for women’s development.

 To make use of the available helpful resources in the region.

POLICY OF THIS ORGANISATION

Give a man a fish.

And you feed him for a day!

Teach a man to fish

And you feed him for life!

- Asian Proverb
FUNCTIONS

 Education

 Non-formal education.

 Day care centre

 Health services

 Veterinary care

 Women’s development project

 Healthy highway project

 Intervention project

Day care Centre:

The day care Centre was started in 1997, with the aim to help the special needs children to
become happy, well adjusted adults with certain skills. The centers objective is to provide a
congenial environment that facilitates the process of psychosocial development of the special
needs children. This is the only Centre for special needs children in Tamilnadu to be integrated
with a regular school.

Veterinary Camps:

Veterinary camps are organized by Sumathi lakshmi Textile with the aim of providing
basic veterinary care and animal husbandry training for farmers in the villages. The veterinary
team of Sumathi lakshmi Textile visits the surrounding villages in a three month rotational basis
and treats animals for worms, hominess, foot mouth disease and infertility.
Women’s Development Project:

Women’s development project is an important project in Sumathi lakshmi Textile. To

provide free training to rural women’s on the basis of tailoring, making sisal products by crocket
Knotting.

Healthy highway project:

(Lorry drivers are a vector for the HIV virus throughout India) the health post in the
government hospital has good facilities but not utilized properly. Most of residents use the
service at Tirupur even though some of the service is available locally. Other organizations in the
area are ASSIFA (Health education, vocation training and income generation, free planting and
day care centre (anganwadi, balwadi), Boys Town (community development, health programme
and orphanage). These centres aim to give out condoms, information on STD/HIV/AIDS
through leaflets, sticks to truck drivers and commercial sex workers. Audio-visual aids are also
used to disseminate information on AIDS. The STD clinics attach to these Centre provide free
treatment for STD.
 CHAPTER-3

OBJECTIVES OF THE STUDY:

 To examine the attitude of the employee’s towards their organizational practices

 To find out the impact of coordination between different levels among the supervisory
and non-supervisory employees

 To identify the factors affecting the employees attitude in SUMATHI

LAKSHMI TEXTILE.

 To suggest some techniques to improve employees satisfaction.

 CHAPTER-4

METHODOLOGY OF THE STUDY

INTRODUCTION TO THE RESEARCH:

Research is conscious approach to find act the truth which is hidden and which has not
been discovered anyone, applying scientific procedure.

DEFINITION:

Redman and Mory defines research as a “Systemized effort to gain new knowledge”.

RESEARCH METHODLOGY:

Research methodology is a way to systematically solve the Research problems. It is the

scientific steps that are generally adopted by the Research in studying his problems along with
the logic behind them. The advanced learner’s dictionary of current English lays down the
meaning of research as “a careful investigations or inquiry especially through search for new
facts in any branch of knowledge”.

 Research Design

 Data Collection
RESEARCH DESIGN

Research Design contains:

 A clear statement of Research problems.

 Procedure and techniques to be used gathering
information.
 Population to be studied and methods to be used in
processing and analyzing data.

The descriptive studies are the one that aims at describing accurately the
characteristics of the group, community or people. A research may be concerned with
discriminating the proportion of people in a particular population who hold the certain view and
attitude. In this study descriptive research design is used.

The research study was descriptive in nature. Descriptive research studies which are
concerned with describing the characteristics of a particular individual or a group. Studies
concerned with specific predictions with narrations of fact and characteristics concerning
individual group or situation are examples descriptive research.

Title of the study

Title of the study is “Employees attitude towards Organizational approach in

“Sumathi Lakshmi Textile”.
Area of the study

The Area of the study is confined to Madurai District only.

Sources of data.

Both primary and secondary data are collected so as to fulfill various objectives of
the present study. For the purpose of collection of data, a detailed questionnaire has been
prepared and collected from the employees. The total number of employees covered in
the study is 120

Sample size

For the purpose of the study the data are collected from 120 questionnaires,
inSumathi Lakshmi Textile , Tirupur.

Sample design

The questionnaire is well structured, simple and understandable so as to cover the

objectives of the study. The method of sampling adopted for the study is a convenient
sampling method.

Tools used for the study

For the purpose of the study following tools has been considered. Percentage
analysis is used for exhibiting ordinary tables and chi -square analysis is used to test the
significant association between two attributes.
I. Percentage analysis
Percentage analysis is carried out for the answer given by the respondents towards
the questions given in the questionnaire.

II. Chi – square Analysis

Chi – square analysis is an important test to find out the relationship between
personal factors of the respondents on the first side and the source of awareness.

Formula for calculating chi – square analysis is following:

(0-E)2
χ2 = ∑ ---------
E

Where O = Observed frequency,

E = Expected frequency.
 CHAPTER-5

LIMITATIONS OF THE STUDY

 The busy schedule of the employees was one reason which hampered
data collection.
 The observation and findings may be related and equated against the present
scenario of the company only.
 Past experience of maintaining good relationship was not included in the study.
 CHAPTER-6

DATA ANALYSIS AND INTERPRETATION

The collected data was organized and tabulated in to a form option for analysis and
interpretation.

The analysis and interpretation of assimilated data is presented

below as

a) Bar chart

b) Pie diagram

Thus interpretation is the devise through which the factors that seems to explain what has
been observed by the researcher in the course of study can be better understood and provides a
theoretical conception, which can serve as a guide for further research.
 TABLE 4.1

CLASSIFICATION OF EMPLOYEES ON THE BASIS OF AGE

NO.OF
S.NO AGE RESPONDENTS PERCENTAGE

1 Young: <30 years 35 29.17

2 Middle: 31-50 years 55 45.83

3 Old: > 50 years 30 25

Total 120 100

INFERENCE:

From the above table it is inferred that 45.83% are middle aged employees

(31-50/ years). 29.17% are young aged employees (less than 30 years).

And 25% are above 50 years.

 Age group of the respondent

NO. OF RESPONDENT
60

50

40

30

20

10

0
<30 yr 31 - 50 yr >50 yr

NO. OF RESPONDENT
 TABLE 4.2

CLASSIFICATION OF EMPLOYEES ON

THE BASIS OF EXPERIENCE

NO.OF
S.NO EXPERIENCE PERCENTAGE
RESPONDENTS

1 Less than 2 years 36 30

2 2-5 years 50 41.67

3 34 28.33
Greater than 5 years

Total 120 100

INFERENCE:

From the above table it is inferred that 41.67% have experience of 2-5 years and 30% of
employees have less than 2 years experience and 28.33% of employees have more than 5 years
experience.
 Experience Of The Respondent

EXPERIENCE OF THE RESPONDENTS

50

50

45
36
40 34
35

30
NO. OF
RESPONDENTS
25

20
NO. OF RESPONDENTS
15

10

0
Less 2-5 Greater
than 2 years than 5
years years

EXPERIENCE
 TABLE 4.3

CLASSIFICATION OF EMPLOYEES ON THE BASIS OF ANNUAL

INCOME

NO. OF
S.NO INCOME PERCENTAGE
RESPONDENTS

1 Less than 50000 38 31.67

2 50,000-1,00,000 47 39.17

Greater than 1,00,000

3 35 29.16

Total 120 100

INFERENCE:

From the above table it is found that 39.17% of employees annual income is between Rs50000-
100000, 31.67% of employees are earning less than 50000 and 29.16% of employees annual
income is more than 100000.
 ANNUAL INCOM E OFT
RESPONDENTS

50 47
45
40 38
S
T 35 35
N
E 30
NO. OF
RESPONDENT

D
N
O 25
P
S 20
E
R 15
F
O
. 10
O
N 5
0

Less 50,000- Greater than

1,00,000 than
50000 1,00,000

ANNUAL INCOM

TABLE 4.4

JOB SATISFACTION – FACTOR ANALYSIS

LEVEL OF SATISFACTION
S.NO FACTORS
HS % S % DS % TOTAL
 APPRAISAL
1 78 65 42 35 - - 120
SYSTEM
2 WAGE / SALARY 58 49 62 52 - - 120

3 BONUS 46 39 32 38 42 35 120

4 CASH AWARD 62 51 58 49 - - 120

5 RECOGNITION 20 17 80 66 20 17 120

WELFARE
6 120 100 - - - - 120
FACILITY
MEDICAL
7 120 100 - - - - 120
FACILITY
DELEGATION OF
8 91 76 29 24 - - 120
AUTHORITY
CAREER
9 93 77 27 23 - - 120
DEVELOPMENT

LEAVE WITH
10 54 45 66 55 - - 120
PAY
INFERENCE

From the table it states that out of 120 respondents. 65% are highly satisfied with the
Appraisal system and 35% of them are satisfied. 49% are highly satisfied with there Wage
/Salary and 52% of them are satisfied. 39% are highly satisfied and 58% of them are satisfied
and 39% of them are dissatisfied with there Bonus provided by the organization .51% are highly
satisfied and 49% are satisfied with Cash Award provided by the organization. 17% are highly
satisfied and 66% are satisfied and 17% are dissatisfied with Recognition. 100% are highly
satisfied with Welfare facility provided by the organization and 100% are highly satisfied with
Medical facility given by the organization .76% are highly satisfied and 24% are satisfied with
Delegation of Authority. 77% are highly satisfied with career development and 23% are satisfied.
45% are highly satisfied and 55% are satisfied with there pay while they are on leave.

TABLE 4.5

EMPLOYEES EXPECTATION REGARDING JOB

NO. OF
S.NO EXPECTATIONS PERCENTAGE
RESPONDENTS

1 Maximise earning 44 36.67

2 Desire for more leisure 20 16.67

3 More challenging in work 15 12.

4 Career development 41 34.16

Total 120 100

INFERENCE:

The above table shows that 36.67% of employees are expecting their job to maximize earning.
34.16% of employees are expecting career development. 16.67% of employees have a desire for
more leisure and 12.5% are expecting more challenging work.
 JOB EXPECT AT ION
RESPONDENT S

S 44
50 N
T NO. OF
F N 40 41
O E RESPONDE
D 30
.O N
N O 20 20 S
P 15
S 10
E 0
R
e g
s g
i n ro e r n t
n
e
m i fe u s e i
ro g re m
ix n
ra rs ie Me
n e
ra p
a
Me i le lla o
e h C l
e
D rom c v
e
d
EXPECTATION

TABLE 4.6
EMPLOYEES ATTITUDE TOWARDS PERFORMANCE
NO. OF
S.NO PARTICULARS PERCENTAGE
RESPONDENTS

1 Ability 40 33.33

2 Training 32 26.67

3 Motivation 38 31.67
4 Supervisor 10 8.33

Total 120 100

INFERENCE:

The above table shows that 33.33% of employees feel that ability leads to greater performance.
31.67% of employees feel that motivation leads to greater performance and 26.67% of
employees feel that training leads to greater performance.
 EM PLOYEES ATTITUDE TOWA
PERFORM ANCE

45
40
40 38

S 35 32
T
N
E 30
D
N 25 NO. OF
O
P 20 RESPONDENT
S
E
R 15
F 10
O 10
.
O
N 5
0
y ng or
bilit n i ton
i is
A ai a rv
Tr otiv upe
M S
ATTITUDE
 TABLE 4.7

OPINION ABOUT PROMOTION POLICY

NO. OF
S.NO PARTICULARS PERCENTAGE
RESPONDENTS

1 Highly Satisfied 60 50

2 Satisfied 44 36.67

3 Dissatisfied 16 13.33

Total 120 100

INFERENCE:

The above table shows that 50% of employees are highly satisfied. 36.67% of employees are
satisfied and 13.33% of employees are dissatisfied, with the organization’s promotion policy.

OPINION ABOUT PROM OT

POLICY

60
S
T
N
E 44
70
60
50
NO. OF
RESPONDENT
D
N 40
O
P 30
S 16
E 20
R
F
O 10
.O 0
N
e d fed
i ie
d
s fi s
i s f
ti Sa
t ti
Sa s sa
hly Di
g
Hi
 TABLE 4.8

TYPE OF PROMOTION POLICY

NO. OF
S.NO PARTICULARS PERCENTAGE
RESPONDENTS

1 Seniority 59 49.17

2 Job performance 37 30.83

3 Qualification 24 20

Total 120 100

INFERENCE:

From the above table it is clear that first preference is given to seniority during promotion and
next preference is to job performance and qualification of the employees.
 TYPE OF JOB PERFORMANC

Qualification,
24

Seniority, 59

Job
performance,
37

TABLE 4.9
OPINION ABOUT THE SUPERVISORS BEHAVIOUR AT WORK
NO. OF
BEHAVIOUR PERCENTAGE
RESPONDENTS

Partial 24 20

Impartial 12 10

Friendly 84 70

Rude - -

TOTAL 120 100

INFERENCE:

The above table shows that 70% of the employees-supervisors relationship at work is friendly
and 20% of them felt it partial and 10% impartial.
 SUPERVISORS BEHAVIOUR
WORK

90
80
70
S
T
N 60
E
D
N 50 NO. OF
O
P RESPONDENT
S 40
E
R
F 30
O
.O 20
N
10
0
al al ly de
arti arti e nd Ru
P p Fri
Im
BEHAVIOUR
 TABLE 4.10

LEVEL OF UNDERSTANDING AND COOPERATION WITH

SUPERVISORS
NO. OF
LEVEL PERCENTAGE
RESPONDENTS

Good 84 70

Bad - -

Satisfied 36 30

TOTAL 120 100

INFERENCE:

The above table shows that 70% of the employees have good cooperation with supervisors. 30%
of them are satisfied with the level of understanding &co-operation with supervisors.

LEVEL OF UNDERSTANDING AND

COOPERATION WITH SUPERVISORS

,Satisfied
36

Bad, 0
Good , 84
TABLE 4.11

CHARACTERISTICS OF GOOD MOTIVATIONAL

ENVIRONMENT

S.NO PARTICULARS RANK

1 Workers participation in decision making 5

2 Greater opportunity for growth 2

3 Rewards and appreciation 1

4 Increment in salary 3

5 More challenging work 4

INFERENCE
The above table states clearly that Rewards and appreciation is

given FIRST rank by the respondents. Greater opportunity for growth is ranked SECOND,
Increment in salary as THIRD and More challenging work is ranked FOURTH and Workers
participation in decision making as FIFTH.

INTRODUCTION TO CHI-SQUARE:
 The collected primary data from 120 respondents are analyzed in this chapter to find out
their dependency over the other. An attempt was made and Chi – square is used to find out the
factors. The factor taken into consideration was the attitude of workers and the dependency of
the variables like Age, Departments etc.
Chi – square test is a non- parameter test. It is used most frequently in all research to test
hypothesis. The test is similar in approach as Z test. Chisquare test aims at determining whether
significant difference exists among groups of data or whether the differences are due to
sampling. Chi- square test is similar to ‘T’ test; both depend upon the degree of freedom
involved.
When small number of degrees of freedom is involved, the distribution curve is greatly
skewed. As the number of degrees of freedom increases, the distribution curve becomes more
symmetrical and resembles the normal curve.

(0-E) 2 χ2 = ∑
----------
E

Where,

O = Observed frequency

E = Expected frequency

Ho= Null hypothesis

H1=Alternate hypothesis

STEPS TO CALCULATE χ2 TEST

 1. The expected frequency (E) is computed.

2. Then we find out difference between observed frequency (O) and expected frequency (E)
i.e. (O-E) is computed and squared.
3. The squared differences between frequencies (O-E) 2 are divided by respective expected
frequencies (E) i.e. (O-E) 2/E is calculated.
4. The quotients are added together to obtain the total of computed χ2 values i.e.

(0-E) 2

∑ ----------

5. The degrees of freedom are calculated for the frequency table valued contingency table
using the formula

D.O.F = (C-1) (R-1)

Where,

R = No. of rows

C = No. of columns

6. The calculated value is compared with tabulated value of χ2.

7. If the calculated value is less than tabulated value, the null hypothesis is accepted.

RELATIONSHIP BETWEEN AGE AND ATTITUDES OF EMPLOYEES

TABLE 4.12
 THE FOLLOWING TABLE SHOWS THE AGE OF EMPLOYEES & THEIR ATTITUDES
ATTITUD

ES
LOW MEDIUM HIGH TOTAL

AGE

YOUNG 17 10 8 35

MIDDLE 9 20 26 55

OLD 10 8 12 30

TOTAL 36 38 46 120

NULL HYPOTHESIS:

There is no significant relationship between age of the respondents and their attitudes.

The χ2 value is calculated with following formula:

(0-E) 2 χ2 = ∑ ---
-------
E

Here, O= observed frequency, E= expected frequency’s and the result are presented
below.

Calculated value = 11.58

 Degree freedom = (C-1) (R-1)

= (3-1) (3-1) = 2 X 2 = 4

Table value at 5% level of significance = 9.49

INTERPRETATION

The researcher had applied chi-square test (χ2) to price statistically whether there is any
significant relation between the variable used for the study.

For the purpose the researcher has chosen age with their attitudes.

When tested at 5% level of significance it is found that the table value is lesser than the
calculated value. Null hypothesis is rejected.

Hence it is concluded that Age of the respondents has a significant relationship with their
attitudes
RELATIONSHIP BETWEEN EXPERIENCE AND ATTITUDES OF

EMPLOYEES

TABLE 4.13
 THE FOLLOWING TABLE SHOWS THE EXPERIENCE OF EMPLOYEES AND THEIR
ATTITUDES
ATTITUD

ES

LOW MEDIUM HIGH TOTAL

EXPERIENCE
LESS THAN 2
8 6 22 36
YEARS

2-5 YEARS 10 25 15 50

GREATER

THAN 5 18 7 9 34

YEARS

TOTAL 36 38 46 120

NULL HYPOTHESIS:

There is no significant relationship between experience of the respondents and their

attitudes.

The χ2 value is calculated with following formula:

(0-E) 2 χ2 = ∑ ---
-------
E
 Here, O= observed frequency, E= expected frequency’s and the result are presented
below.

Calculated value = 24.45

Degree freedom = (C-1) (R-1)

= (3-1) (3-1) = 2 X 2 = 4

Table value at 5% level of significance = 9.49

INTERPRETATION

The researcher had applied chi-square test (χ2) to price statistically whether there is any
significant relation between the variable used for the study.

For the purpose the researcher has chosen experience with their

attitudes.

When tested at 5% level of significance it is found that the table value is lesser than the
calculated value. Null hypothesis is rejected.

Hence it is concluded that experience of the respondents has a significant relationship

with their attitudes
RELATIONSHIP BETWEEN ANNUAL INCOME AND ATTITUDES OF EMPLOYEES

TABLE 4.14
 THE FOLLOWING TABLE SHOWS THE ANNUAL INCOME OF

EMPLOYEES AND THEIR ATTITUDES

ATTITUD

ES

LOW MEDIUM HIGH TOTAL

INCOME
LESS THAN
15 9 14 38
50000

50000-100000 8 19 20 47

GREATER
13 10 12 35
THAN 100000

TOTAL 36 38 46 120

NULL HYPOTHESIS:

There is no significant relationship between annual income of the respondents and their
attitudes.

The χ2 value is calculated with following formula:

(0-E) 2 c =
∑ ----------
E
 Here, O= observed frequency, E= expected frequency’s and the result are presented
below.

Calculated value = 6.74

Degree freedom = (C-1) (R-1)

= (3-1) (3-1) = 2 X 2 = 4

Table value at 5% level of significance = 9.49

INTERPRETATION

The researcher had applied chi-square test (χ2) to price statistically whether there is any
significant relation between the variable used for the study.

For the purpose the researcher has chosen annual income with their attitudes.

When tested at 5% level of significance it is found that the table value is greater than the
calculated value. Null hypothesis is accepted.

Hence it is concluded that annual income of the respondents has no significant

relationship with their attitudes
RELATIONSHIP BETWEEN JOB EXPECTATION AND ATTITUDES OF
EMPLOYEES

TABLE 4.15

THE FOLLOWING TABLE SHOWS THE JOB EXPECTATION OF

 EMPLOYEES AND THEIR ATTITUDES
ATTITUDE S

LOW MEDIUM HIGH TOTAL

JOB

EXPECTATION

Maximize earning 12 13 19 44

Desire for more

8 7 5 21
leisure
More challenging in
11 13 17 41
work
Career development
5 5 5 15

TOTAL 36 38 46 120

NULL HYPOTHESIS:

There is no significant relationship between job expectation of the respondents and their
attitudes.

The χ2 value is calculated with following formula:

(0-E) 2 c =
∑ ----------
E
 Here, O= observed frequency, E= expected frequency’s and the result are presented
below.

Calculated value = 2.49

Degree freedom = (C-1) (R-1)

= (3-1) (4-1) = 2 X 3 = 6

Table value at 5% level of significance = 12.6

INTERPRETATION

The researcher had applied chi-square test (χ2) to price statistically whether there is any
significant relation between the variable used for the study.

For the purpose the researcher has chosen job expectation with their attitudes.

When tested at 5% level of significance it is found that the table value is greater than the
calculated value. Null hypothesis is accepted.

Hence it is concluded that job expectation of the respondents has no significant

relationship with their attitudes
RELATIONSHIP BETWEEN PROMOTION POLICY FOLLOWED AND ATTITUDES
OF EMPLOYEES

TABLE 4.16

THE FOLLOWING TABLE SHOWS THE PROMOTION POLICY

 FOLLOWED AND THEIR ATTITUDES
ATTITUDES

LOW MEDIUM HIGH TOTAL

PROMOTION

SENIORITY 11 15 33 59

PERFORMANCE 12 18 7 37

QUALIFICATION 13 5 6 24

TOTAL 36 38 46 120

NULL HYPOTHESIS:

There is no significant relationship between promotion policy and attitudes of the

employees.

The χ2 value is calculated with following formula:

(0-E) 2 χ2 = ∑ ---
-------
E

Here, O= observed frequency, E= expected frequency’s and the result are presented
below.

Calculated value = 21.76

 Degree freedom = (C-1) (R-1)

= (3-1) (3-1) = 2 X 2 = 4

Table value at 5% level of significance = 9.49

INTERPRETATION

The researcher had applied chi-square test (χ2) to price statistically whether there is any
significant relation between the variable used for the study.

For the purpose the researcher has chosen promotion policy and attitudes of the
employees.

When tested at 5% level of significance it is found that the table value is lesser than the
calculated value. Null hypothesis is rejected.

Hence it is concluded that promotion policy has a significant relationship with the
attitudes of the employees.
CHAPTER-7

FINDINGS:

 Majority of employees (45.83%) belong to the age group of 31-50 years.

 41.67% of the employees are between 2-5 years of experience

 The majority of the employees (39.17%) earn annual income ranging from 50,000 to
100000
  The majority (36.67%) of the employees are expecting their job to maximise their
earnings.
 50% of the employees are highly satisfied towards the promotion policy followed in the
concern
 The wage and salary offered by the organization is also good

 There exists relationship between the age and attitude of employees.

 There exists relationship between experience and attitude of employees

 There is no relationship between the annual income and the attitude of employees
 There exists relationship between the promotion policy followed by the organization and
the attitude of employees.
CHAPTER-8

SUGGESTIONS:

 As the Bonus and cash awards influences the attitude of employees, the company can
concentrate on those factors

 As the Age influences the attitude of employees, the employees may be retained with
job, providing them job security.
 CHAPTER-9

CONCLUSION:

In this project the researcher made an attempt to study the employees attitude in Sumathi
Lakshmi Textile Tirupur. The various issues relating to the aspect of the study has been made
effectively and dealt with suitable solutions to overcome the pitfalls.
The following factors were found to be satisfied, (i.e.) the employees welfare facilities,
medical facilities, Appraisal system wage & salary.
It has been found that factors like career development, Bonus & awards dissatisfied the
employees.
The outcome of the study may help the organization to take effective

steps to improve the attitude of employees.

QUESTIONNAIRE

A STUDY ON EMPLOYEES ATTITUDE TOWARDS

ORGANIZATIONAL APPROACH IN SUMATHI LAKSHMI TEXTILE,

TIRUPUR.

1. NAME : 2. AGE :
3. DEPARTMENT : 4. SALARY
: 5. EXPERIENCE :
6. State the following factors leads to satisfaction (Factor Analysis)
Level of Satisfact ion
Factors
High Moderate Low
Wage/Salary

Bonus

Cash Award

Appraisal System

Recognition

Welfare Facility

Medical Facility

Delegation of Authority

Career Development

Leave with Pay

7. Are you received any rewards offered by the organization?

a) Yes b) No

8. How do you expect your job to be?

a) Maximize Earning b) Desire for More Leisure

c) Career Development d) More Challenging in Work

9. Which factor leads to motivation?

a) Punishment b) Reward

c) Others Specify

10. Specify the factor which leads to job satisfaction?

a) Interest in Work b) Career Development

c) Recognition d) Others specify

11. Are you satisfy with your present job?

a) Yes b) No

i) If no, specify the reason

a) Inadequate pay b) Autocratic leadership of supervisors c) Insecurity

12. Does motivation influence behavior at work?

a) Yes b) No

13. Which factor leads to greater performance?

a) Ability b) Training

c) Motivation d) Good supervisors

14. Are you satisfied with canteen facility provided by the organization?

a) Yes b) No

15. What’s your opinion about promotion policy followed in your organization?

a) Highly satisfied b) Moderately satisfied

c) Less satisfied
16. What type of promotion policy would your organization prefer?

a) Seniority b) Job performance

 c) Qualification with seniority

17. What’s your opinion about supervisor’s behavior at work?

a) Partial b) Impartial

c) Friendly d) Rude

18. Suggest the understanding and co-operation level of supervisors.

a) Good b) Bad

c) Satisfied

19. Are you satisfied with the training program offered by the organization?

a) Yes b) No

i) If no, what do you expect?

20. Are you satisfied with the performance appraisal system in your organization?

a) Yes b) No
21. Rank the following characteristics of a good motivational environment.

S.No Particulars 1 2 3 4 5
Workers participation in decision
1
making
2 Greater opportunity for growth

3 Rewards and appreciation

4 Increment in salary

1. Highly satisfied
2. Satisfied

3. Neutral

4. Dissatisfied

5. Highly Dissatisfied
BIBILIOGRAPHY

L.M. Prasad - Organizational behavior

Sultan Chand & Sons

Year 2000
K. Aswathappa - Organizational behavior

For Himalaya publishing house

Year 1991
Dr. C.B. Gupta - Human resource management

Sultan Chand & Sons

Year 1996

C.R.Kothary - Research methodology methods

 And techniques

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