KSIE LTD.

DECLARATION

This is to certify that the project work entitled “Attitudes and

Aptitudes of the Employees” submitted to Mahatma Gandhi University,
Kottayam in partial fulfillment of the requirement for the award of the
Degree of Master of Business Administration, is record of original project
work done by me during period of study in Mar Athanasios College for
Advanced Studies, Thiruvalla under the supervision of Miss. Merin Mary
Mathews.

Place: LITTY SARAH MATHEW

Date: (Reg No. 83079)

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ACKNOWLEDGEMENT
To me this is a note of appreciation to all those, who directly or
indirectly played a vital role in the successful completion of this project.

Firstly, I thank the Almighty for being that invisible force that lead me
all through my endeavors.

I deeply express my sincere gratitude to the Management and Staffs

of KSIE Ltd for their active participation, interest and help during my
course of study, especially Smt. B Usha Devi, GM (HR) I/C for providing
such an opportunity and being my guide and mentor.

I wish to take this opportunity to thank Mr. JOHN. T. VARGHESE,

H. O. D, Department of Management Studies, MACFAST who has been a
constant source of inspiration.

I am grateful to my internal guide Miss. Merin Mary Mathews,

Department of Management Studies, MACFAST for her valuable guidance
and constant support throughout this study.

To my family, expressions of gratitude are long overdue and last but

not the least, special thanks to all my friends for being with me, giving
encouragement, valuable suggestions throughout the completion of this
project.

Litty Sarah Mathew

CONTENTS
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LIST OF TABLES
LIST OF CHARTS
Chap Particula Page
ter rs No.

I Introduction 8-9
10-
Industry Profile 12
II
13-
Company Profile 21
III
22
Attitudes & Aptitudes- A Theoretical -24
IV
Framework

25
Research Methodology -26
V

27
Analysis and Interpretation -86
VI

VI 8
I Findings and Suggestions 7-89

Conclusion
90-93
Bibliography

Annexure
94-99
• Questionnaire

LIST OF TABLES

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Nos. Particulars Page

No.
Percentage Analysis

1) Table showing the classification based on the age of the 28

respondents.
2) Table showing the classification based on the gender of 30
the respondent.
3) Table showing the classification based on the monthly 32

income of the respondent.

4) Table showing the classification based on the educational 34

qualification of the respondents.

36
5) Table showing respondents’ total years of service in the
organization.
38
6) Table showing respondents’ years of service in their
present position.
7) Table showing the satisfaction of the understanding of the 40

vision & goal of the Company.

8) Table showing respondents’ awareness about his/her job 42

descriptions & what is expected of them at work.

9) Table showing respondents view about information flow 44

from top to bottom of the Organization. 46

10) Table showing response to the resources allocated. 48
Table showing satisfaction of the respondents about the
11)
time allotted for completion of task.

Table showing respondents view of the grievance

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12) redressal policy of the management.

Table showing whether employees are involved in the
13) decision-making process.
Table showing whether respondents experience any
14) difficulty in maintaining cordial relationship with:
• Superiors
• colleagues
• subordinates
Table showing whether respondents are satisfied with the
15)
training programmes & workshops conducted for them.
Table showing what employees think of the way the
16)
Management treats them.
Table showing the understanding of the employees about
17)
the promotion policy followed by the Company.
Table showing whether the employees are satisfied with
19)
the current promotion policy.
Table showing the response of the employees towards the
20)
welfare measures provided.
Table showing employee’s response towards the facilities
21)
provided unto them.
Table showing employee satisfaction towards the
22)
recreational facilities provided unto them.
Table showing the factors that affect/apply to the work of
23)
the respondents.

Table showing the job/area of work that respondents find

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24) most interesting.

Table showing how far the respondents were successful in
25) fulfilling their career ambitions.
Table showing the willingness of the respondents to take
26) up responsibility in areas other than their present area of
work.
27) Table showing response of the employees regarding the
choice of their career.
28) Table showing whether the respondents have ever
considered of leaving the Company.
29) Table showing the willingness of the respondents to
recommend others to work for the Company.
Table showing how long the respondents plan to continue
their career with the Organization.

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LIST OF CHARTS

Nos. Particulars Page

No.
Percentage Analysis
1) Charts showing the classification based on the age of the 29
respondents
2) Charts showing the classification based on the gender of the
31
respondent
3) Charts showing the classification based on the monthly 33

income of the respondent

35
4) Charts showing the classification based on the educational
qualification of the respondents
5) 37
Charts showing respondents total years of service in the
organization
6) Charts showing respondents years of service in their present 39

position
7) Charts showing the satisfaction of the understanding of the 41

vision & goal of the Company

43
8) Charts showing respondents awareness about his/her job
descriptions & what is expected of them at work 45
9) Charts showing respondents view about information flow
from top to bottom of the Organization 47
10) Charts showing response to the resources allocated

11 49
) Charts showing satisfaction of the respondents about the

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time allotted for completion of task 51

Charts showing respondents view of the grievance redressal

12)
policy of the management 53

Charts showing whether employees are involved in the

13) 55
decision-making process
Charts showing whether respondents experience any
14)
difficulty in maintaining cordial relationship with:
• Superiors
• Colleagues 57
• subordinates
15) Chart showing whether respondents are satisfied with the 59
training programmes & workshops conducted for them
16) Chart showing what employees think of the way the 61

Management treats them

17) Chart showing the understanding of the employees about the 63

promotion policy followed by the Company

18) Chart showing whether the employees are satisfied with the 65

current promotion policy

19) 67
Chart showing the response of the employees towards the
welfare measures provided
20) Chart showing employees response towards the facilities 69

provided unto them

21) Chart showing employee satisfaction towards the
71
recreational facilities provided unto them

73
22) Chart showing the factors that affect/apply to the work of the

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respondents
Chart showing the job/area of work that respondents find 75
23)
most interesting
77
Chart showing how far the respondents were successful in
24)
fulfilling their career ambitions
79
Chart showing the willingness of the respondents to take up
25)
responsibility in areas other than their present area of work 81
Chart showing response of the employees regarding the
26)
choice of their career
83
Chart showing whether the respondents have ever considered
27)
of leaving the Company 85

Chart showing the willingness of the respondents to

28)
recommend others to work for the Company
Chart showing how long the respondents plan to continue
29)
their career with the Organization

CHAPTER – I
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INTRODUCTION

1.1 Objectives of the Study

The study is undertaken to fulfill the following objectives.

Primary Objectives

a. To find the Attitudes & Aptitudes of the employees towards

their job & the company/management in general.

b. To find out the problems due to wrong Attitude & lack of

Aptitude.

Secondary Objective

To suggest areas which Management need to look up in order to

increase satisfaction & overall development of its employees, which is very
essential for increased efficiency & productivity.

1.2 Scope of the Study

Wrong attitude & lack of aptitude on the part of employees are areas
of serious concern for any Management for it affects the efficiency & quality
of the work done and threatens Industrial Relations.

• To find the Attitudes & Aptitudes of the employees towards

their job & the company/management in general.

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• To find out the problems due to wrong Attitude & lack of

Aptitude.

• To suggest areas which Management need to look up in order to

increase satisfaction & overall development of its employees, which is
very essential for increased efficiency & productivity.

1.3 Limitations of the Study

• The entire population could not be covered due to time constrains and
shift timings.

• The study may not be devoid of sampling errors.

• Any error or bias in the response may also affect the validity of the
findings.

• The extent to which the respondents felt comfortable in answering the

questionnaire in front of the researcher.

• Due to security reasons researcher was allowed only three days to

visit Trivandrum Air Cargo Terminal.

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Chapter-II
Industry Profile

Service Industry

The tertiary sector of industry is one of the four main

industrial categories of a developed economy, the others being the secondary
industry (manufacturing), primary industry (extraction such as mining,
agriculture and fishing), and (quaternary) the sharing of information.
Services are defined in conventional economics literature as “intangible
goods”.

The tertiary sector of industry involves in the provision of

services to business as well as final consumers. Services may involve the
transport, distribution and sale of goods from producer to consumer as may
be happen in wholesaling and retailing, or may involve the provision of a
service, such as in pest control or entertainment. Goods may be transformed
in the process of providing a service, as happens in the restaurant industry or
in equipment repair. However, the focus is on people interacting with people
and serving the customer rather than transforming physical goods.

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Industries and Services have acted as twin engines propelling overall
growth in an economy. They are attracting large inflow of capital and
foreign investments into the country from all over the world. They play a
vital role in accelerating socio-economic development of a nation, thereby
providing several categories of goods and services (both tangible and

intangible) and catering to the diverse needs of the masses. These sectors
are the largest generator of employment opportunities in the country and a
facilitator of trade and commerce with other countries. In other words,
besides agriculture, they are the basis of almost all the major policy
initiatives, and schemes as well as programmes and plans, both at the
National and the State level.

Services sector has always been an attractive investment option for

the corporate world. It has facilitated the creation of several infrastructural
facilities in the country as well as enhanced the productivity of various
industries. It not only helps in economic upliftment of the society, but also
promotes political and social well being among the masses. The service
industry comprising of information technology (IT), education, health,
media tourism etc. helps to shape the peoples opinion about various national
and international issues as well as increase their awareness by giving them
participative role in formulation of policies/plans. In other words a country
cannot achieve a higher growth rate without a larger proportion of services
in gross domestic product (GDP). Accordingly, the concerned authorities

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have been making all efforts to strengthen the pace of development of the
sector in a sustainable manner.

Components

The service sector consists of the soft part of the economy such
as insurance, government, tourism, banking, retail, education, and social

services. In soft sector employment people use time to deploy knowledge

assets, collaboration assets, and process engagement to create productivity
(Effectiveness), performance improvement potential and sustainability. The
tertiary sector is the most common work place.

Typically the output of this sector is content, service, attention, advice,

experience, and discussion. Other examples of service sector employment
include

• Franchising
• Restaurants
• News media
• Leisure industry
• Consulting
• Health care/hospitals
• Waste disposals
• Real estate

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• Personal services
• Business services

Public utilities are often considered part of the tertiary sector as

they provide services to people, while creating the utility’s
infrastructure is often considered part of the secondary sector, even
though the same business may be involved in both aspects of the
operation.

CHAPTER-III
Company Profile

3.1 An insight into KSIE

Kerala State Industrial Enterprises Ltd (KSIE) is a fully owned

Company established in 1973 as a Holding Company having seven
Subsidiary Companies. All the Subsidiary Companies were de-linked from
KSIE w.e.f. 01/04/1999 and presently KSIE’s activities are (1) Operation of
Air Cargo Complexes and (2) Marketing activities. KSIE is operating the
Air Cargo Complexes at Trivandrum and Calicut and Sales Emporia at
Trivandrum, Cochin and Calicut.

Government of Kerala subscribes to the whole of the share capital of

KSIE Ltd. Being a government Company, all of its Directors are appointed
by the Government. Delhi based APEDA (Agriculture and Processed Food

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Products Export Development Authority) of Ministry of Commerce, Govt of
India appointed KSIE as its virtual office in Kerala. It takes necessary steps
to improve the performance of the exporters and to attract new people in the
field of exporting business. KSIE in association with APEDA conducts
seminars in Trivandrum, Cochin and Calicut in order to make awareness
about exporting business.

To boost Air exports, KSIE has established necessary infrastructure

facilities both at Trivandrum and Calicut Air Cargo Complexes.

3.1.1 Marketing / Trading

Besides the above activities KSIE has Showroom-cum-Sales outlets

located at Trivandrum, Cochin and Calicut with the objective of assisting
Government owned companies to market their products.

3.1.2 Operations of Air Cargo Complexes

In 1979, the Government of Kerala appointed Kerala State Industrial

Enterprises Limited as the Operating Agency for setting up and running Air
Cargo Complexes in the State. Accordingly, KSIE has established three Air
Cargo Complexes one each at Thiruvananthapurm, Kochi and Calicut.
However, the Cargo operations at Kochi were terminated when the Kochi
International Airport was commissioned.

The Trivandrum Air Cargo Terminal and Calicut Air Cargo Complex
have been awarded the ISO 9001-2000 Certification. Trivandrum Air Cargo
Terminal is the first of its kind in India to receive this certification. The

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company has already initiated steps to improve the quality of services in par
with the international standards in Calicut Air Cargo Complex.

The online cargo tracking facility launched by the company through

its web site www.keralarcade.com is a unique one of its kind in the country.
The customer friendly service provided by the Company at its Air Cargo
Complexes at rates cheaper than that of its competitors at other airports is

One of the major attractions for importers and exporters to opt for these
airports in the state for their business purpose.

3.1.3 Operations of Sales Emporia

KSIE is successful in establishing, managing and efficiently operating

the three Sales Emporia. It supplies hotel-wares, household items, hospital
amenities, Harmony brand note books, etc. at reasonable rates.

Now, KSIE is able to supply various types of items such as Bio-

medical equipments and accessories, Hotel amenities, Furniture,
Furnishings, Bar-coding equipments, imported lacer scanners, incinerators,
fogging machine etc to Government Departments and other customers. Tie-
up arrangements have been made with the established suppliers of these
products.

3.1.4 E-Commerce

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KSIE ventured into e-business through its e-com portal
www.keralarcade.com which was set up during 1999-2000. KSIE is the first
State PSU to venture into such a business and is the only Government
Company in this line. It has tie-up with ICICI Bank for the online payment
solutions on business taking place through the site. The Company is offering
“Kerala Special” products through the site as well as products manufactured
by large and medium scale industries both in the Public and Private sectors.
The portal also includes service sector viz, Hotel reservations.

A unique service provided by the Company through its portal is the

online cargo tracking system. Passengers/Customers who send their
Unaccompanied Baggage and other cargo through their cargo complexes can
login to their site and check whether the cargo is arrived or not. If arrived,
the date of arrival, no. of pieces etc are also displayed. No other Cargo
Complex in the country is offering such services at present.

3.2 Organizational set up

Being a Government owned Company; the Management of KSIE is

vested with the Board of Directors. Managing Director looks after the
smooth and efficient running of the Company. He is assisted by Secretary &
General Manager (Finance), General Manager (Air Cargo Complexes),
General Manager (Human Resource), General Manager (Development),
General Manager (Marketing).

3.3 Objectives of KSIE

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1. Operation of Air Cargo Complexes, including handling, storage
and facilitation of import and export of international cargo. KSIE
provides the entire infrastructural facilities incidental to and for
carrying out the above activities.
2. Trading, mainly through its sales outlets in the major cities of
Kerala - TVM, Cochin, and Calicut. KSIE is the main sourcing
centre for govt. dept, hospitals and local authorities for their bulk
requirement for goods required for their day to day activities.

3. Carry on the business of buyers, sellers, exporters, importers,

agents, dealers of all ceramic products including crockery, cutlery,
utensils, etc. food products, confectionary and other edible items,
fruits and merchandise required for hotels and restaurants,
household equipments and implements, cosmetic and stationery
items, office equipments, industrial chemicals and products,
entertainment, electronic and consumer goods and durables of all
kinds and to carry on the business as buyers, sellers, dealers,
suppliers of all agricultural, horticultural, floricultural products and
products from agri-horti sources, including setting up of
floriculture gardens.
4. Engages all areas of business in the field of Information
Technology and E-Commerce including rendering of services as
Internet service providers, software developers and exporters and
providers of service in the field of technology for

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telecommunications, Satellite equipments, web services including
web trust.

3.4 FUNCTIONAL DEPARTMENTS

The Company has five functional departments.

1. Air Cargo Complex
2. Marketing
3. Development / Engineering
4. Finance & Accounts / Internal Audit
5. Human Resources / Administration

3.4.1 Department of Air Cargo Complex

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General Manager

DGM
(TACT) DGM

(CACC)

AM
Executive

P.A

The Department of Air Cargo Complex functions at Trivandrum and Calicut.

The department has one General Manager in the Head Office and a total of
seven and three officers and fifteen and eleven staffs in Trivandrum and
Calicut terminals respectively. This department ensures effective and
efficient services at the Air Cargo Complexes so as to achieve maximum
customer satisfaction. It performs the following functions.

• Decisions as to the improvement in the existing services,

expansion and modernization of Air Cargo Complexes are taken in
order to maintain International Standards.
• Acts as a liaison with the Customs Department, Airlines and other
Agencies in all matters relating to Export and Import activities.
• Conducts market surveys and take steps to increase the import and
export activities.
• Closely monitors the performance of the Cargo Complexes.
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• Prepares long term and short term plans with a view to have
planned growth for the cargo complexes.
• Recommends demurrage charges, terminal charges and other
charges and levies in connection with the operation of the cargo
complex and to ensure realization of the amount due to the
Company.
• Obtains periodical reports from the Cargo Complexes and prepares
a consolidated report and submit it to the Managing Director.
Today with the help of computerized reservations and tracking system,
interfacing with cargo community systems worldwide customers are able to know
instantly, the status of their consignments anywhere in the world.

3.4.2 Human Resource / Administration

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General Manager

DGM/AGM

(HR) AM/Exe

(Administration)
ASST-2

Attender-2

Telephone
Operator
Driver

PA Sweeper

In any organization Human Resource Department is of pivotal importance as

it is concerned with the manpower which is the greatest asset of an

organization. In KSIE HR/Administration concerns with recruitment,

records of employees, promotions, handling of grievances, suggestion

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schemes, apprentice training, termination of employees, incentive schemes,
welfare activities etc. the Department consists of two officers and six staffs.
Its major functions include the following:

• Formulation of personnel policy and its modification from time

to time in order to keep the policy in line with current development.
• Communicates the policy matters to other departments and
provides necessary information, advice, guidance and assistance as
required in regard to their responsibilities for carrying that policy into
effect.
• Publishes periodical reports of personnel activities and practices
carried out.
• Formulates and maintains rules and regulations governing
employment in the Company’s service.
• Prepares and conducts training and development programmes.
• Concerns with providing and maintaining adequate health,
medical and first aid services, canteen services within the limits of
approved policy.
• Attends, discusses and negotiates on the Company’s
employment policy, wage rates and other conditions of service.
• Sanctions Traveling Allowance Bills of Staffs/ officers, subject
to normal rules and audit.
• Sanctioning of casual leave, sick leave and compensatory leave
to employees.

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CHAPTER IV
ATTITUDE AND APTITUDE- A THEORETICAL FRAMEWORK

Selecting a high quality work force is on one of the greatest

challenges faced by the management or employers. By selecting the
employees who have the abilities and skills needed for the job, you will be
building a staff that has the ability to learn and solve problems, work
independently and think for themselves. Increased productivity, higher
quality work, fewer mistakes, fewer requirements for supervision and
training time are some of the advantages of selecting people with the
aptitude for particular job. All of these translate directly into higher profits
for your organization. The success of any organization depends on the
quality of its employees. It is difficult to find out everything you need to
know about a candidate in an interview, and the more information you have
about an applicant, the better your hiring decision will be.
Aptitude testing such as,
• Cognitive Reasoning (Mental Abilities) Aptitude Testing
• Motivation and Interests Drivers Tests
• Personality Aptitude Testing

During the course of development the person acquires tendencies to

respond to objects. These learned cognitive mechanisms are called attitudes.
Changes in knowledge are followed by changes in attitudes. Attitudes are
different from knowledge in a sense that attitudes are emotion laden.
Attitudes or psychic states cannot be observed because psychological
variables are dormant or latent. Being covert attitude and aptitude
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measurement are difficult. Inference, prediction from behavior data,
interviews with structured questionnaires and scales are the usual tools for
attitudinal measurement.

In order to understand employee attitudes and motivation, Frederick

Herzberg performed studies to determine which factors in an employee's
work environment caused satisfaction or dissatisfaction. He published his
findings in the 1959 book The Motivation to Work. The studies included
interviews in which employees where asked what pleased and displeased
them about their work. Herzberg found that the factors causing job
satisfaction (and presumably motivation) were different from that causing
job dissatisfaction. He developed the motivation-hygiene theory to explain
these results. He called the satisfiers motivators and the dissatisfier’s
hygiene factors, using the term "hygiene" in the sense that they are
considered maintenance factors that are necessary to avoid dissatisfaction
but that by themselves do not provide satisfaction.

The following table presents the top six factors causing dissatisfaction and
the top six factors causing satisfaction listed in the order of importance.
Leading to satisfaction
• Achievement
• Recognition
• Work itself
• Responsibility
• Advancement
• Growth

Leading to dissatisfaction
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• Company policy
• Supervision
• Relationship with boss
• Work conditions
• Salary
• Relationship with peers

Herzberg argued that job enrichment is required for intrinsic motivation, and
that it is a continuous management process. According to Herzberg:
• The job should have sufficient challenge to utilize the full ability of
the employee.
• Employees who demonstrate increasing levels of ability should be
given increasing levels of responsibility.
• If a job cannot be designed to use an employee's full abilities, then the
firm should consider automating the task or replacing the employee
with one who has a lower level of skill. If a person cannot be fully
utilized, then there will be a motivation problem.

Job satisfaction has been defined as a pleasurable emotional state

resulting from the appraisal of one’s job; an affective reaction to one’s job;
and an attitude towards one’s job. Weiss (2002) has argued that job
satisfaction is an attitude but points out that researchers should clearly
distinguish the objects of cognitive evaluation which are affect (emotion),
beliefs and behaviors. This definition suggests that we form attitudes
towards our jobs by taking into account our feelings, our beliefs, and our
behaviors.

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Chapter-V

Research Methodology

A research is a systematic approach consisting of enunciating the

problem, formulating a hypothesis, collecting facts or data analyzing the
same and reaching certain conclusions either in the form of solution toward
the concerned problems or in certain generalization for some theoretical
framework.

Research Methodology denotes systematic and in depth research on a

particular topic, subject or area of investigation based on collection,
dissection, presentation and interpretation of relevant data.

5.1 Statement of Problem

The topic “Attitudes & Aptitudes of the Employees” was selected with
a view to know the attitude & aptitude that the employees of KSIE Ltd. hold
towards their job & the company in general.

5.2 Research Design

Research Design is simply the framework or plan for the study that
guides the data collection and analysis of data. The research design adopted
by the researcher for the study is Descriptive Research.

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5.3 Sampling
Sample Size
Out of 60 employees, a sample size of 25 respondents was taken for
the study.
Sampling Technique
Convenience sampling technique was used for the study. The method
was selected by considering the time & shift factors.
5.4 Data Collection
The study uses primary as well as secondary data.
Primary Data
Primary data is the data collected for the first time. The data were
collected through a detailed structured questionnaire, and personal interview
technique was used to meet every respondent.
Secondary Data
The secondary data were collected from annual reports of KSIE Ltd,
other published reports, documents and various office records of KSIE Ltd.
5.5 Data Analysis
The collected primary data were converted into suitable tables for the
purpose of analysis.
Suitable technique such as simple percentage and weighted average
were used for analysis.

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Chapter-VI
Analysis and Interpretation

Introduction:

This chapter contains the analysis and interpretation of the collected

data. Statistical tools like Percentage, weighted average were used for
classifying the respondents.

In order to identify the various factors influencing Attitudes &

Aptitudes, interpretations thus made on the basis of the results of the
analysis were used.

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TABLE NO: 1
TABLE SHOWING THE CLASSIFICATION BASED ON THE AGE
OF THE RESPONDENTS

Age

Cumulative
Frequency Percent Valid Percent Percent
Valid 30-35 2 8.0 8.0 8.0
35-40 4 16.0 16.0 24.0
40-45 4 16.0 16.0 40.0
45-50 5 20.0 20.0 60.0
50-55 6 24.0 24.0 84.0
55-60 4 16.0 16.0 100.0
Total 25 100.0 100.0

Interpretation:

Out of the total respondents taken for the study, above table identifies
that 24% of the respondents belong to the age group 50-55, 20% of them are
between 45-50, under 35-40, 40-45 & 55-60 age group, there were 16% each
and only 8% respondents fall under the age category of 30-35 years.

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CHART NO: 1
CHART SHOWING THE CLASSIFICATION BASED ON THE AGE
OF THE RESPONDENTS

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TABLE NO: 2
TABLE SHOWING THE CLASSIFICATION BASED ON THE
GENDER OF THE RESPONDENT

Gender

Cumulative
Frequency Percent
Valid Percent Percent
Valid Male 14 56.0 56.0 56.0
44.0 100.0
Female 11 44.0
100.0 100.0
Total 25

INTERPRETATION:
Out of the total respondents taken for the study, above table identifies
that 56% of the respondents were males and the rest 44% constituted
females.

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CHART NO: 2
CHART SHOWING THE CLASSIFICATION OF THE
RESPONDENTS BASED ON GENDER

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TABLE NO: 3
TABLE SHOWING THE CLASSIFICATION BASED ON THE
MONTHLY INCOME OF THE RESPONDENT

Monthly Income

Cumulative
Frequency Percent Valid Percent Percent
Valid 5000-10000 9 36.0 36.0 36.0
10001-15000 4 16.0 16.0 52.0
15001-20000 3 12.0 12.0 64.0
20001-25000 5 20.0 20.0 84.0
25001-30000 1 4.0 4.0 88.0
Above 30000 3 12.0 12.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 36% of them are
earning their monthly income between Rs.5000- Rs.10, 000, 20% of them in
the range Rs.20, 001- Rs.25000 & 16% between Rs.10, 001- Rs.15, 000.
Percentage of respondents earning between Rs.15, 001-Rs.20, 000 & above
Rs.30, 000 are 12% each. Only 4% of the respondents earn between Rs.25,
001-Rs. 30, 000.

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CHART NO: 3
CHART SHOWING THE CLASSIFICATION BASED ON THE
MONTHLY INCOME OF THE RESPONDENT

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TABLE NO: 4
TABLE SHOWING THE CLASSIFICATION BASED ON THE
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

E d u c a t io n a l Q u a lif ic a t io n

C u m u la tiv e
F r e q u e n c yP e r c e n t V a lid P e r c e n t P e r c e n t
V a lid S .S .L .C 1 4 .0 4 .0 4 .0
H ig h e r S e c o n d a r y 6 2 4 .0 2 4 .0 2 8 .0
P r o fe s s io n a l D ip lo m a 2 8 .0 8 .0 3 6 .0
G r a d u a tio n 12 4 8 .0 4 8 .0 8 4 .0
P o s t G r a d u a tio n 4 1 6 .0 1 6 .0 1 0 0 .0
T o ta l 25 1 0 0 .0 1 0 0 .0

INTERPRETATION:

Out of the total respondent taken for the study, 48% were
Graduates, 24% completed Higher Secondary, 16% were Post Graduates,
8% were Professional Diploma holders and 4% of the respondents
completed S.S.L.C.

~ 37 ~
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CHART NO: 4
CHART SHOWING THE CLASSIFICATION BASED ON THE
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

~ 38 ~
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TABLE NO: 5
TABLE SHOWING RESPONDENTS TOTAL YEARS OF SERVICE
IN THE ORGANIZATION

Total Years of Experience in the Organization

Cumulative
Frequency Percent Valid Percent Percent
3
Valid Less Than 5 Years 12.0 12.0 12.0
5-15 Years 12 48.0 48.0 60.0
4
15-25 Years 16.0 16.0 76.0
5
25-35 Years 20.0 20.0 96.0
1
Above 35 Years 4.0 4.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 48% of the
respondents were having 5-15 Years of experience in the organization, 20%
have 25-35 Years of experience, 16% were having 15-25 Years of
experience, 12% were having less than 5 years experience & 4% had above
35 Years of experience with the Organization.

~ 39 ~
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CHART NO: 5
CHART SHOWING RESPONDENTS TOTAL YEARS OF SERVICE
IN THE ORGANIZATION

~ 40 ~
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TABLE NO: 6
TABLE SHOWING REPONDENTS YEARS OF SERVICE IN THEIR
PRESENT POSITION

Years of Service in the Present Position

Cumulative
Frequency Percent Valid Percent Percent
4
Valid Less Than 1 Year 16.0 16.0 16.0
5
1-2 Years 20.0 20.0 36.0
1
2-3 Years 4.0 4.0 40.0
3-4 Years 10 40.0 40.0 80.0
3
4-5 Years 12.0 12.0 92.0
2
Above 5 Years 8.0 8.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 40% of them are
having experience of 3-4 years in the present position, 20% having 1-2 years
experience, 16% had been in their present designation for less than 1 Year,
12% 4-5 years experience, 8 % had been in the same post for more than 5
years and 4% are having 2-3 years of service.

~ 41 ~
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CHART NO: 6
CHART SHOWING REPONDENTS YEARS OF SERVICE IN THEIR
PRESENT POSITION

~ 42 ~
 KSIE LTD.
TABLE NO: 7
TABLE SHOWING THE SATISFACTION OF THE
UNDERSTANDING OF THE VISION & GOAL OF THE COMPANY

Weighted Average Attitude towards understanding of goals & vision of the firm

Alternatives No. of Percentage Weighted Attitude

Respondents
(a) Strongly Agree 8 32 4 32
(b) Agree 15 60 3 45
(c) Disagree 2 8 2 4
(d) Strongly Disagree 0 0 1 0
Total 25 100

INTERPRETATION:

Out of the total respondents taken for study, 60% agreed to the fact
that their understanding of the vision & goals of the company are
satisfactory, 32% strongly agreed to it, and 8% disagreed.
Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

~ 43 ~
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CHART NO: 7
CHART SHOWING THE SATISFACTION OF THE
UNDERSTANDING OF THE VISION & GOAL OF THE COMPANY

~ 44 ~
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TABLE NO: 8
TABLE SHOWING RESPONDENTS AWARENESS ABOUT
HIS/HER JOB DESCRIPTIONS & WHAT IS EXPECTED OF THEM
AT WORK

Alternatives No. of Percentage Weighted Attitude

Respondents
(a) Strongly Agree 9 36 4 36
(b) Agree 14 56 3 42
(c) Disagree 2 8 2 16
(d) Strongly Disagree 0 0 1 0
Total 25 100

INTERPRETATION:

Out of the total respondents 56% agreed that they are aware of their job
description and what is expected of them at work, 36% of the respondents
strongly agreed to it and 8% disagreed to it.

Inference:
Alternative (b) ‘To a large extent’ is the group opinion.

~ 45 ~
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CHART NO: 8
CHART SHOWING RESPONDENTS AWARENESS ABOUT
HIS/HER DESCRIPTION & WHAT IS EXPECTED OF THEM AT
WORK

~ 46 ~
 KSIE LTD.
TABLE NO: 9
TABLE SHOWING RESPONDENTS VIEW ABOUT INFORMATION
FLOW FROM TOP TO BOTTOM OF THE ORGANIZATION

Weighted Average Attitude towards communication from top to bottom

Alternatives No. of Percentage Weighted Attitude

Respondent
s
(a) Strongly Agree 3 4 12
(b) Agree 18 3 54
(c) Disagree 4 2 8
(d) Strongly 0 1 0
Disagree
Total 25 100

INTERPRETATION:

Out of the total respondents 72% agreed that they are kept informed
by the Management about the events and affairs of the company, 12%
strongly agreed to it, while 16% disagreed.

Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

~ 47 ~
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CHART NO: 9
CHART SHOWING RESPONDENTS VIEW ABOUT
INFORMATION FLOW FROM TOP TO BOTTOM OF THE
ORGANIZATION

~ 48 ~
 KSIE LTD.
TABLE NO: 10
TABLE SHOWING RESPONSE TO THE RESOURCES
ALLOCATED

Alternatives No. of Percentage Weighted Attitude

Respondent
s
(a) Strongly Agree 4 16 4 16
(b) Agree 19 76 3 57
(c) Disagree 1 4 2 2
(d) Strongly 1 4 1 1
Disagree
Total 25 100

INTERPRETATION:

Out of the total respondents, 76% agreed that they are being provided
with the necessary materials, equipments, techniques and other resources
that they need from time to time for doing their work effectively and
efficiently, 16% strongly agreed to it, 4% disagreed while another 4%
strongly disagreed to it.
Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

~ 49 ~
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CHART NO: 10

CHART SHOWING RESPONSE TO THE RESOURCES

ALLOCATED

~ 50 ~
 KSIE LTD.

TABLE NO: 11
TABLE SHOWING SATISFACTION OF THE RESPONDENTS
ABOUT THE TIME ALLOTTED FOR COMPLETION OF TASK

Weighted Average Attitude towards time allotted

Alternatives No. of Percentage Weighted Attitude

Respondents
(a) Highly Satisfied 5 20 4 20
(b) Satisfied 16 64 3 48
(c) Dissatisfied 4 16 2 8
(d) Highly Dissatisfied 0 0 1 0
Total 25 100

INTERPRETATION:

Out of the total respondents 64% agreed to the statement that the time
allotted for the completion of the task or job responsibility entitled on them
are satisfactory, 20% of the respondents were highly satisfied and 4%
responded that they are dissatisfied.
Inference:
Alternative (b) ‘To a large extent’ is the group opinion.

~ 51 ~
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CHART NO: 11
CHART SHOWING SATISFACTION OF THE RESPONDENTS
ABOUT THE TIME ALLOTED FOR COMPLETION OF TASK

~ 52 ~
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TABLE NO: 12
TABLE SHOWING RESPONDENTS VIEW OF THE GRIEVANCE
REDRESSEL POLICY OF THE MANAGEMENT

Weighted Average Attitude towards management’s Grievance Redressal Policy

Alternatives No. of Percentage Weighted Attitude

Respondent
s
(a) Strongly Agree 1 4 4 4
(b) Agree 21 84 3 63
(c) Disagree 3 12 2 6
(d) Strongly 0 0 1 0
Disagree
Total 25 100

INTERPRETATION:

Out of the total respondents taken for study, 84% agreed that the
Management hear and redress the grievance of the employees at the earliest,
4% strongly agreed, while 12% disagreed.

Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

~ 53 ~
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CHART NO: 12
CHART SHOWING RESPONDENTS VIEW OF THE GRIEVANCE
REDRESSAL POLICY OF THE MANAGEMENT

~ 54 ~
 KSIE LTD.

TABLE NO: 13
TABLE SHOWING WHETHER EMPLOYEES ARE INVOLVED IN
THE DECISION-MAKING PROCESS

Weighted Average Attitude towards Management style

Alternatives No. of Percentage Weighted Attitude

Respondent
s
(a) Strongly Agree 0 0 4 0
(b) Agree 19 76 3 57
(c) Disagree 6 24 2 12
(d) Strongly 0 0 1 0
Disagree
Total 25 100

INTERPRETATION:

Out of the total respondents taken for the study, 76% agreed that the
opinions and suggestions of the employees are taken into consideration and
that they are involved in the decision-making process of the organization,
while 24% disagreed to it.
Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

~ 55 ~
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CHART NO: 13
CHART SHOWING WHETHER EMPLOYEES ARE INVOLVED IN
THE DECISION-MAKING PROCESS

~ 56 ~
 KSIE LTD.

TABLE NO: 14
TABLE SHOWING WHETHER RESPONDENTS EXPERIENCE
ANY DIFFICULTY IN MAINTAINING CORDIAL RELATIONHIP:

YES NO TOTAL

With Superiors 8.0 92.0 100

With Colleagues 4.0 96.0 100

With Subordinates 8.0 92.0 100

Interpretation:
Out of the total respondents taken for the study, 92% of them
responded that they did not experience any difficulty in maintaining cordial
relationship with their superiors while 8% said they have difficulty. 96% of
them responded that they did not experience any difficulty in maintaining
cordial relationship with their colleagues while 4% said they have difficulty.
92% of them responded that they did not experience any difficulty in
maintaining cordial relationship with their subordinates while 8% said they
have difficulty.

~ 57 ~
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CHART NO: 14
CHART SHOWING WHETHER RESPONDENTS EXPERIENCE
ANY DIFFICULTY IN MAINTAINING CORDIAL RELATIONHIP:

~ 58 ~
 KSIE LTD.

TABLE NO: 15
TABLE SHOWING WHETHER RESPONDENTS ARE SATISFIED
WITH THE TRAINING PROGRAMME & WORKSHOP
CONDUCTED FOR THEM

~ 59 ~
 KSIE LTD.

Weighted Average Attitude trainings & workshops to supplement job skills

Alternatives No. of Percentage Weighted Attitude

Respondent
s
(a) Strongly Agree 4 16 4 16
(b) Agree 19 76 3 57
(c) Disagree 1 0 2 2
(d) Strongly 1 0 1 1
Disagree
Total 25 100

INTERPRETATION:

Out of the total respondents taken for the study, 76% of them agreed
that they are given sufficient trainings and workshops to supplement their
job skills, 16% strongly agreed, 4% each disagreed and strongly disagreed to
it.
Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

CHART NO: 15
CHART SHOWING WHETHER RESPONDENTS ARE SATISFIED
WITH THE TRAINING PROGRAMME & WORKSHOP
CONDUCTED FOR THEM
~ 60 ~
 KSIE LTD.

TABLE NO: 16
TABLE SHOWING WHAT EMPLOYEES THINK OF THE WAY THE
MANAGEMENT TREATS THEM

Weighted Average Attitude towards

~ 61 ~
 KSIE LTD.
Alternatives No. of Percentage Weighted Attitude
Respondent
s
(a) Strongly Agree 6 24 4 24
(b) Agree 16 64 3 48
(c) Disagree 2 8 2 4
(d) Strongly 1 4 1 1
Disagree
Total 25 100

INTERPRETATION:

Out of the total respondents taken for the study, 64% of them agreed
that the Management treat the employees equally and fairly, 24% strongly
agreed to it, 8% disagreed and 4% strongly disagreed.
Inference:

Alternative (b) ‘To a large extent’ is the group opinion.

CHART NO: 16
CHART SHOWING WHAT EMPLOYEES THINK OF THE WAY
THE MANAGEMENT TREATS THEM

~ 62 ~
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TABLE NO: 17

~ 63 ~
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TABLE SHOWING THE UNDERSTANDING OF THE EMPLOYEES
ABOUT THE PROMOTION POLICY FOLLOWED BY THE
COMPANY

What kind of promotion scheme do you think is provided by your firm?

Cumulative
Frequency Valid Percent
Percent Percent
Valid Based on Experience
56.0 56.0 56.0
& Qualification
14
7
Based on Merit 28.0 28.0 84.0
4
Others/Biased 16.0 16.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 56% of them
responded that experience and qualification as the basis for promotion in the
firm, 28% consider merit as the basis and 16% responded that other factors
and influences as the basis for providing promotion.

CHART NO: 17
~ 64 ~
 KSIE LTD.
CHART SHOWING WHAT EMPLOYEES THINK OF THE WAY
THE MANAGEMENT TREATS THEM

TABLE NO: 18

~ 65 ~
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TABLE SHOWING WHETHER THE EMPLOYEES ARE
SATISFIED WITH THE CURRENT PROMOTION POLICY

Are you satisfied with the current promotion policy?

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 17 68.0 68.0 68.0
8
No 32.0 32.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 68% responded that
they are satisfied with the current promotion policy, while 32% said No,
they are not satisfied.

CHART NO: 18

~ 66 ~
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CHART SHOWING WHETHER THE EMPLOYEES ARE
SATISFIED WITH THE CURRENT PROMOTION POLICY

TABLE NO: 19
~ 67 ~
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TABLE SHOWING THE RESPONSE OF THE EMPLOYEES
TOWARDS THE WELFARE MEASURES PROVIDED

Are you satisfied with the welfare measures provided by your firm?

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 22 88.0 88.0 88.0
3
No 12.0 12.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 88% said yes, they are
satisfied with the welfare measures provided for them by the firm, while
12% said no, they are not satisfied.

CHART NO: 19

~ 68 ~
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CHART SHOWING THE RESPONSE OF THE EMPLOYEES
TOWARDS THE WELFARE MEASURES PROVIDED

~ 69 ~
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TABLE NO: 20
TABLE SHOWING EMPLOYEE RESPONSE TOWARDS THE
FACILITIES PROVIDED UNTO THEM
FACILITIES Highly Satisfied Dissatisfied Highly Total
Satisfied Dissatisfied

Loans 8. 92. 0 0 100

0 0
Transportation 4. 8.0 68. 20. 100
0 0 0
Rest Room 8. 32. 56. 4.0 100
0 0 0
Toilets/Wash 8. 92. 0 0 100
Room 0 0
Canteen/Dinin 4. 32. 60. 4.0 100
g Room 0 0 0

Interpretation:

• Out of the total respondents taken for the study, 92% are satisfied and
8% are highly satisfied with the loan facilities provided for the
employees.
• 68% dissatisfied with the transportation facility, 20% highly
dissatisfied.
• 56% respondents are dissatisfied with the rest room facilities and 4%
highly dissatisfied.
• 92% of the respondents are satisfied with toilets/wash room facilities
provided and 8% responded that they are highly satisfied.

~ 70 ~
 KSIE LTD.

• 60% of the respondents are dissatisfied with the canteen/dining room

facilities provided while 4% are highly dissatisfied with it.

CHART NO: 20
CHART SHOWING EMPLOYEE RESPONSE TOWARDS THE
FACILITIES PROVIDED UNTO THEM

~ 71 ~
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TABLE NO: 21
TABLE SHOWING EMPLOYEE RESPONSE TOWARDS THE
RECREATIONAL FACILITIES PROVIDED UNTO THEM

Weighted Average Attitude towards recreational facilities

Alternatives No. of Percentage Weighted Attitude

Respondent
s
(a) Highly Satisfied 0 0 4 0
(b) Satisfied 6 24 3 18
(c) Dissatisfied 14 56 2 28
(d) Highly 5 20 1 5
Dissatisfied
Total 25 100

INTERPRETATION:

Out of the total respondents taken for the study, 56% of them are
dissatisfied with the recreational facilities provided by the firm, 24% of them
satisfied while 20% of them are highly dissatisfied.

Inference:

Alternative (c) ‘To a large extent’ is the group opinion.

~ 72 ~
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CHART NO: 21
CHART SHOWING EMPLOYEE RESPONSE TOWARDS THE
RECREATIONAL FACILITIES PROVIDED UNTO THEM

~ 73 ~
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TABLE NO: 22
TABLE SHOWING THE FACTORS THAT AFFECT/APPLY TO
THE WORK OF THE RESPONDENTS

FACTORS YES (%) NO (%) Total

Excessive Workload 24 76 100

Excessive Working Hours 16 84 100

Staff Shortages 32 68 100

Low Pay 32 68 100

INTERPRETATION:

• Out of the total respondents taken for the study, 76% of them said
there is no excessive workload while 24% of them responded that
it affects their work.

• 84% of them said there are no excessive working hours, while 16%
consider it as a factor that affects their work.

• 68% of them said there is no staff shortage, while 32% said there
are staff shortages and it affects their work.

~ 74 ~
 KSIE LTD.

• 68% of the respondent said there is no low pay, while 32%

consider that pay provided to them is low and it affects their
efficiency.

CHART NO: 22
CHART SHOWING THE FACTORS THAT AFFECT/APPLY TO
THE WORK OF THE RESPONDENTS

~ 75 ~
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TABLE NO: 23
TABLE SHOWING THE JOB/AREA OF WORK THAT
RESPONDENTS FIND MOST INTERESTING

~ 76 ~
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What job/career do you find most interesting?

Cumulative
Frequency Percent Valid Percent Percent
Valid Present Area 21 84.0 84.0 84.0
3
Other Area 12.0 12.0 96.0
1
No specific Preferences 4.0 4.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 84% of the
respondents consider their present area of work interesting, 12% of them
finds areas other than their present area most interesting while 4% have no
particular preferences.

CHART NO: 23

~ 77 ~
 KSIE LTD.
CHART SHOWING THE JOB/AREA OF WORK THAT
RESPONDENTS FIND MOST INTERESTING

~ 78 ~
 KSIE LTD.

~ 79 ~
 KSIE LTD.

TABLE NO: 24
TABLE SHOWING HOW FAR THE RESPONDENTS WERE SUCCESSFUL
IN FULFILLING THEIR CAREER AMBITIONS

~ 80 ~
 KSIE LTD.

Had you been able to accomplish your childhood ambition?

Percent Cumulative
Valid Percent
Frequency Percent
Valid Yes 11 44.0 44.0 44.0
No 12 48.0 48.0 92.0
2
No Specific Ambitions 8.0 8.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 48% of them said there
childhood ambition hadn’t been accomplished, 44% of them said they
accomplished childhood ambition, and 8% of them responded that they had
no specific ambition.

CHART NO: 24
CHART SHOWING HOW FAR THE RESPONDENTS WERE SUCCESSFUL
IN FULFILLING THEIR CAREER AMBITIONS

~ 81 ~
 KSIE LTD.

TABLE NO: 25

~ 82 ~
 KSIE LTD.
TABLE SHOWING THE WILLINGNESS OF THE RESPONDENTS TO TAKE
UP RESPONIBILITY IN AREAS OTHER THAN THEIR PRESENT AREA OF
WORK

If you are given an opportunity to change your area of work within the
organization, will you utilize it?
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 18 72.0 72.0 72.0
7
No 28.0 28.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 72% of them said they
are willing to change their area of work, if they are given an opportunity to
do so while 28% of them prefer to continue in their area of work.

CHART NO: 25
~ 83 ~
 KSIE LTD.
CHART SHOWING THE WILLINGNESS OF THE RESPONDENTS
TO TAKE UP RESPONIBILITY IN AREAS OTHER THAN THEIR
PRESENT AREA OF WORK

TABLE NO: 26
~ 84 ~
 KSIE LTD.
TABLE SHOWING RESPONSE OF THE EMPLOYEES
REGARDING THE CHOICE OF THEIR CAREER

When you look back, do you have any regrets regarding your choice of
career/do you feel that you could have performed better in some other

area?

Cumulative
Frequency Percent Valid Percent Percent
6 24.0 24.0 24.0
Valid Yes
19 76.0 76.0 100.0
No
25 100.0 100.0
Total

INTERPRETATION:

Out of the total respondents taken for the study, 76% of them
responded that they have no regrets regarding their choice of carrier while
24% of them said they feel that they could have performed better in some
other area.

TABLE NO: 26
~ 85 ~
 KSIE LTD.
TABLE SHOWING RESPONSE OF THE EMPLOYEES
REGARDING THE CHOICE OF THEIR CAREER

When you look back, do you have any regrets regarding your choice of
career/do you feel that you could have performed better in some other
area?

Cumulative
Frequency Percent Valid Percent Percent
6 24.0 24.0 24.0
Valid Yes
19 76.0 76.0 100.0
No
25 100.0 100.0
Total

INTERPRETATION:

Out of the total respondents taken for the study, 76% of them
responded that they have no regrets regarding their choice of carrier while
24% of them said they feel that they could have performed better in some
other area.

~ 86 ~
 KSIE LTD.
CHART NO: 26
CHART SHOWING RESPONSE OF THE EMPLOYEES
REGARDING THE CHOICE OF THEIR CAREER

~ 87 ~
 KSIE LTD.
TABLE NO: 27
TABLE SHOWING WHETHER THE RESPONDENTS HAVE EVER
CONSIDERED OF LEAVING THE COMPANY

Have you ever considered of leaving the company?

Cumulative
Frequency Percent Valid Percent Percent
5
Valid Yes 20.0 20.0 20.0
No 20 80.0 80.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 80% of them
responded that they hadn’t considered of leaving the company while 20% of
them said they have considered of leaving the company on various grounds.

~ 88 ~
 KSIE LTD.
CHART NO: 27
CHART SHOWING WHETHER THE RESPONDENTS HAVE EVER
CONSIDERED OF LEAVING THE COMPANY

~ 89 ~
 KSIE LTD.
TABLE NO: 28
TABLE SHOWING THE WILLINGNESS OF THE RESPONDENTS
TO RECOMMEND OTHERS TO WORK FOR THE COMPANY

Will you recommend others to work for this company?

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 19 76.0 76.0 76.0
6
No 24.0 24.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 76% of them
responded that they are willing to recommend the company to others as a
good place to work in while 24% of the respondents for various reasons are
not ready to recommend the company to others.

~ 90 ~
 KSIE LTD.
CHART NO: 28
CHART SHOWING THE WILLINGNESS OF THE RESPONDENTS
TO RECOMMEND OTHERS TO WORK FOR THE COMPANY

~ 91 ~
 KSIE LTD.
TABLE NO: 29
TABLE SHOWING THE RESPONDENTS PLAN TO CONTINUE
THEIR CAREER WITH KSIE Ltd.

How long do you plan to continue you career with this firm?

Cumulative
Frequency Percent Valid Percent Percent
1
Valid Less than a year 4.0 4.0 4.0
3-5 Years 1
4.0 4.0 8.0
4
More than 5 years 16.0 16.0 24.0
Don't Know 10 40.0 40.0 64.0
No career change plans 9
36.0 36.0 100.0
Total 25 100.0 100.0

INTERPRETATION:

Out of the total respondents taken for the study, 40% of them said they
don’t know how long will they continue their career with the company, 36%
of them said they do not have any career change plans, 16% said more than
5 years, 4% 3-5 years and 4% plan to leave in an year.

~ 92 ~
 KSIE LTD.
CHART NO: 29

CHART SHOWING THE DURATION RESPONDENTS PLAN TO

CONTINUE THEIR CAREER WITH KSIE Ltd.

~ 93 ~
 KSIE LTD.
CHAPTER-VII
FINDINGS

The key findings of the study are summarized in this chapter. At the
end of the study, some suggestions are given for implementation by
concerned authorities.

FINDINGS
• Nearly 56% of the respondents are males and the remaining percentages
of respondents are females.
• About 24% of the respondents belong to the age group 50-55 while only
8% of them are in the age group 30-35.
• About 36% of the respondents draw a monthly income within the range
of Rs. 5000 - Rs. 10, 000 while 4% of them earns between Rs.25, 001-
Rs.30, 000.
• About 48% were Graduates and only 4% of them have had educational
qualification up to S.S.L.C.
• About 48% of the total respondents were having 5-15 Years of total
experience in the organization while 4% of them have experience over 35
years.
• About 40% of the respondents were having experience of 3-4 years in the
present position, and 4% are having 2-3 years of service.
• About 60% of the total respondents agreed to the fact that their
understanding of the vision & goals of the company are satisfactory and
only 8% disagreed.

~ 94 ~
 KSIE LTD.
• About 56% agreed of the respondents are aware of their job description
and what is expected of them at work while only 8% disagreed to it.

• About 72% agreed that they are kept informed by the Management about
the events and affairs of the company while only 16% disagreed.
• About 64% agreed to the statement that the time allotted for the completion
of the task or job responsibilities entitled on them are satisfactory.
• About 72% of the respondents agreed that they are kept informed by the
Management about the events and affairs of the company.
• About 76% agreed that they are being provided with the necessary materials,
equipments, techniques and other resources that they need from time to time
for doing their work effectively and efficiently.
• About 84% agreed that the Management hear and redress the grievance of
the employees at the earliest while 12% disagreed.
• About 76% agreed that the opinions and suggestions of the employees are
taken into consideration and that they are involved in the decision-making
process of the organization, while 24% disagreed to it.
• About 68% responded that they are satisfied with the current promotion
policy, while 32% said No, they are not satisfied.

• About 88% said yes, they are satisfied with the welfare measures provided
for them by the firm, while 12% said no, they are not satisfied.
• About 92% are satisfied and 8% are highly satisfied with the loan facilities
provided for the employees.About 68% dissatisfied with the transportation
facility and 20% highly dissatisfied.
• 56% respondents are dissatisfied with the rest room facilities and 4% highly
dissatisfied.

~ 95 ~
 KSIE LTD.
• 92% of the respondents are satisfied with toilets/wash room facilities
provided and 8% responded that they are highly satisfied.
• 60% of the respondents are dissatisfied with the canteen/dining room
facilities provided and 4% are highly dissatisfied with it.
• About 56% of them are dissatisfied with the recreational facilities provided
by the firm and 20% of them are highly dissatisfied.

• About 76% of them said there is no excessive workload.

• 84% of them said there are no excessive working hours.

• 68% of them said there is no staff shortage.

• 68% of the respondent said there is no low pay.

• 84% of the respondents consider their present area of work interesting.

• 48% of them said there childhood ambition hadn’t been accomplished, 44%
of them said they accomplished childhood ambition

• About 72% of them said they are willing to change their area of work, if
they are given an opportunity to do so.

• About 76% of them responded that they have no regrets regarding their
choice of carrier.

• About 80% of them responded that they hadn’t considered of leaving the
company.

• About 76% of them responded that they are willing to recommend the
company to others as a good place to work in.

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• About 40% of them said they don’t know how long will they continue their
career with the company while 4% plan to leave in an year.

CHAPTER-VIII
SUGGESTIONS AND RECCOMENDATIONS

• Employee satisfaction and Quality of Work Life have direct influence on

formation of employee attitude, this not only increases the goodwill of
the company, as a great place to work in but also improve employee’s
approach towards customer’s and their job in general.
• Aptitude measurement should be done prior to selection process of the
candidate.
• A ‘family atmosphere’ may be created through various measures to make
the employees feel relaxed and more committed.
• The management can make the work more challenging and interesting for
the employee’s by adopting approaches like job enrichment, job rotation
etc.,
• Management should include more recreational facilities like indoor
games, reading rooms, music etc., and conduct recreational activities like
family get-togethers in a systematic manner. This will help the
employees to get rid of monotony, stress, boredom etc., and to enjoy their
work.
• Management may adopt Participative Management Style.
• Promotion Policy may be reviewed and made more transparent.

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• Management may arrange a better and spacious dining facility and

improve quality and variety of food in the canteen, in the case of TACT.
• Note of recognition or non-monetary benefits may be given to good
performance.
• Transportation facility may be provided to the employees. Company may
own or lease vehicle to collect employees from certain points, like
railway station or bus station or 10 km vicinity.
• Planned aptitude testing (like Cognitive Reasoning-Mental Abilities
Aptitude Testing, Motivation and Interests Drivers Tests, Personality
aptitude Testing) could be conducted to realize the areas of interests at
work of the employees and reallocate them accordingly or give additional
responsibilities in their respective areas of interest.
• Incorporate more non-monetary benefits such as recognition notes,
authority, responsibility etc., to motivate the employees.
• KSIE is diversifying to production activities. Employees will have lots of
doubts and fears about the new activity. So whenever the management
makes major strategic ventures make sure to implement organizational
change process or OD interventions, which will help to reduce resistance
to change attitude and ensures effective implementation.
• Periodic workshops, training and other simulation programmes could be
included to improve attitudes of the employees towards their job and
organization, in general.
• Periodic review and feedback from employees regarding their views,
worries, fears etc., towards work, working environment, inter-personal
relation, policies of the company etc., are appreciable in improving
employee’s attitude and aptitude towards their job and management.

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CONCLUSION

From the study it was found that, main factors which affect Quality of
Work Life and Job Satisfaction like fair and equitable remuneration, stability
of employment, Participative Management Style, recognition of employees,
Job Enrichment, congenial inter-personal relation, sound Promotion Policy,
Growth and Development opportunities etc., translate directly into the right
attitude & aptitude and higher profits for the organization, in general. The
success of any organization depends on the quality of its employees.

The KSIE Ltd. which had a humble beginning, has indeed put up a
‘big fight’ and remained unshaken with growing competitors and brushes
aside allegations over the fear of losing its business and customers. KSIE
enlivened the age-old saying “tough time last….but a tough mind last
longer”. Today, the organization can take pride in the development it had
made over decades but still had not quenched its thirst in the areas of
innovations and developments. Now they are venturing into more areas like
Infrastructure Development (Office-cum-shopping Mall), Logistics
Management (ship Cargo-Vallarpadam Terminal), Production of Soaps etc.,

The study was very useful to get knowledge regarding the practical
implications of the theoretical aspects. It helped the researcher to get

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acquainted with actual working of an organization, especially H.R
Department.

BIBLIOGRAPHY

o Desslar, Gary; “Human Resource Management”; Prentice Hall India

Private Ltd.; New Delhi-2003.
o Aswathappa, K; “Human Resources and Personnel Management”;
Tata Mc Graw- Hill Publishing Company Ltd. (3RD Edition) Eleventh
Reprint 2005.
o Flippo B. Edwin; Personnel Management”; Tata Mc Graw-Hill
International Editions (6TH Edition); Singapore-1984.
o Kothari C. R; Research Methodology- Methods and Techniques”;
Wishwa Prakashan (2ND Edition); New Delhi-1990.

Websites:
www.ksie.org
www.keralarcade.com
www.google.com

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