Professional Documents
Culture Documents
INTRODUCTION
It indicates the employees suggestion and opinion for improving the employee
empowerment level.
It creates the feeling of belongingness.
It has power to strengthen the creativity of the employees.
To study about the employee empowerment and involvement level in Kitex Ltd.
To find out the extend of empowerment being provide by the company among the
employees.
To know about the employee roles in making substantive decision.
To suggest some measures to be taken by the company to improve the degree of
empowerment among the employees.
1.6Period of study
Duration of the study conducted to 2 months in the employees of Kitex Ltd,
Kizhakkambalam, Ernakulam.
success.
Fallacies occur due to improper training imparted to managers.
There might be interpersonal conflicts among the group members.
Organizations may insure high cost on training.
There may be loss of time in deploying regular jobs.
CHAPTER: II
PROFILES
INDUSTRY PROFILE
2.1INDUSTRY PROFILE
Europe and North America after mechanization process in these areas. From time to time
Japan, China and India
took part in industrializing their economics and concentrated more in the sector. Japan,
India, Hong Kong and China became leading producers due to their cheap labour supply,
which is an important factor for the industry.
2.1.2Global Scenario
According to statistics, the global textile market possesses a worth of more than
$400 billion presently. In a more globalized environment, the industry has faced high
competition as well as opportunities. It is predicted that global textile production will
grow by 25% between 2002 and 2010 and Asian region will largely contribute in this
regard. High production of wool, cotton and silk over the world has boosted the industry
in recent years.
Japan, India, Hong Kong and China became leading producers due to their cheap
labour supply, which is an important factor for the industry. The World Trade
Organization (WTO) has taken so many steps for uplifting this sector. In the year 1995,
WTO had renewed its MFA and adopted Agreement on Textiles and Clothing (ATC),
which states that all quotas on textile and clothing will be removed among WTO member
countries. However the level of exports in textiles from developing countries is
increasing even if in the presence of high tariffs and quantitative restrictions by
economically developed countries. Moreover the role of multifunctional textiles, ecotextiles and customized textiles are considered as the future of the textile industry.
2.1.3Indian Scenario
terms that it is an independent industry, from the basic requirement of raw materials to
the final products, with huge value addition at every stage of processing. Textile industry
in India has vast potential for creation of employment opportunities in the agricultural,
industrial, organized and decentralized sectors rural and urban areas, particularly for
women and the disadvantaged. Indian textile industry is constituted of the following
segments: Readymade Garments, Cotton Textiles including Handlooms, Man-made
Textiles, Woolen Textiles, Handicrafts, Coir and Jute.
Till the year 1985, development of textile sector in India took place in terms of
general policies. In 1985, for the first the importance of textile sector was recognized and
a separate policy statement was announced with regard to development of textile sector.
In the year 2000, National textile policy was announced. Its main objective was to
provide cloth of acceptable quality at reasonable prices for the vast majority of the
population of the country, to increasingly contribute to the provision of sustainable
employment and the economic growth of the nation and to compete with confidence for
an increasing share of the global market. The policy also aimed at achieving the target of
textile and apparel exports of us $ 50 billion by 2010 of which the share of garments will
be us $ 25 billion.
10
India has rich resources of raw materials of textile industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibers like polyester,
silk, viscose etc...
India is rich in highly trained manpower. The country has a huge advantage due to
lower wage rates. Because of low labour rates the manufacturing cost in textile
automatically comes down to very reasonable rates.
India is highly competitive in spinning sector and has presence in almost all
processes of the value chain.
2.1.5
Indian textile industry is highly fragmented in industry structure, and is led by small
scale companies. The reservation of production for very small companies that was
imposed with the intention to help out small scale companies across the country, led
substantial fragmentation that distorted the competitiveness of industry. Smaller
companies do not have the fiscal resources to enhance technology or invest in the
highend engineering of processes. Hence they lose in productivity.
Indian labour laws are relatively unfavourable to the trades and there is an urgent
need for labour reforms in India.
India seriously lacks in trade pact memberships, which leads to restricted access to
the other major markets.
2.1.6
11
Although the textile industry contributes 9% of GDP and 35% of foreign exchange earnings,
India's share in global exports is only 3% compared to China's 13.75 % per cent. Expressed
in U.S. Dollars, India's exports value $10 billion, in sharp contrast to China's $77 billion
and while India is still concerned with its "fine-tuning" policy, China seems to have its sights
on a more strategic dimension.
In addition to China, other developing countries are emerging as serious competitive threats to
India. Looking at export shares, Korea (6%) and Taiwan (5.5%) are ahead of India, while
Turkey (2.9%) has already caught up and others like Thailand (2.3%) and Indonesia (2%) are
not much further behind. The reason for this development is the fact that India lags behind these
countries in investment levels,technology, quality and logistics.
Over the years, the industry has served to bring money into the country to fuel the
development of other industries and in this sense, the country will continue to benefit
significantly by virtue of producing and manufacturing clothing and textiles.
There are several areas where China enjoys a distinct advantage over India in a
manufacturing-type industry such as textiles. Perhaps the most noticeable advantage is
the difference in foreign direct investment (FDI), especially by Chinese nationals living
abroad. In fact, China is now the largest recipient of FDI cash inflows, ahead of the
United States. Furthermore, China has undergone significant trade reform in recent
years, especially in opening its market to foreign competitors and privatizing large
government agencies.
This compares to the relative stagnation of outdated policies that better describes India's
approach. And finally, it is simply much more efficient and cheaper for goods to reach
the U.S. from the port of Hong Kong and other China ports, versus from India. However,
India enjoys a similar comparative advantage for serving demand in the European Union.
12
2.1.7State Scenario
The southern states have a rich legacy of traditional textiles. They are the
irrefutable textiles maharajas of the country; churning out enviably stunning silks and
cottons that are lapped up by people all across the continent. The textile industry
generates huge revenues for Kerala.
Thrissur is famous for the textile industry. Thrissur is also famous for its hosiery
mills. Lakshmi mills of pullazhi, Rajagopal textiles of Athani, Alagappa textiles of
Alagappa nagar are famous for their textile industry. Besides weaving saris, Kerala also
produces premium quality lace and embroidered goods .It is usually done by women
artisans. Caps are produced in bulk at Kasargod which is then exported to Gulf and
African countries.
Kannur around 350 km north of Kochi, is Keralas leading textile export hub. Its
export of textile products is worth around Rs.3 billion a year, according to industry
sources. As the US Dollar weakens against the rupee, the going is getting tough for
textile exporters here the dollar, which fell around 15 percent from March this year has
burned a Rs.450 million ($11.4 million) hole in the pockets of exporters. Kannur has
around 40 textile export units. The sector employees around 50,000 people in the district.
13
COMPANY PROFILE
14
2.2COMPANY PROFILE
Vital Statistics
Name
: KITEX LIMITED
Address
Registered Office
: Kizhakkambalam
Nature of Incorporation
Nature of Business
Founder
: Mr. Bobby.M.Jacob
: 1650000 sq.ft
Production Capacity
Employment Potential
: 2000
: 2 Crores
: 200 Crores
Auditor
Bankers
15
16
2.2.2
More than three decades age in 1968, when Mr.M.C. Jacob founded the Anna Aluminium
Company, he made a break with the past. Belonging to an affluent family of
plantation owners, he ventured in to the risky world of manufacturing industry and hoped
for the best, while working very hard to make his maiden venture to a great success.
Today the group is involved in manufacturing of aluminum sheets, circles, vessels and
utensils, spices, fabric, school bags, garments and marine exports etc. The Anna ranges
vessels and utensils are highly popular in domestic market and in the Middle East, U.S.A,
Africa, and Australia. The group of turnover is around 200crores.
Anna Group, a multi core success story began in 1968 is now spread heading the thrust in
to the new millennium. From a company devoted to the manufacture of aluminum
vessels and utensils, it involves spices and fabric, school bags, garments and marine
exports. It has emerged as a multi-dimensional giant with interest in various fields
ranging from textiles to spices to baggage. Anna Group, where quality the buzzword has
opened new vistas of exciting challenges. Today Anna ranges of product are very popular
in domestic market and overseas.
Anna Groups weaving unit, Kitex Limited was established in 1975. The company is
engaged in the production of fabrics made of cotton and other blends, grey cloth, bed
sheets and lungies. Through the years, the company has carved a niche for itself in this
highly competitive industry with its tradition of world-class quality.
Kitex is engaged in production of fabrics made of cotton and other blends, grey cloth,
bed sheets and lungies are available in four various types-Executive, Medium Super,
Medium and Economy all are priced differently.
17
Kitex white gives you an array of white dhothies single as well as double. It becomes
with streaks of colors and gold to add to the looks your dhothies. We also have beautiful
and wide range of bed sheets under the label of Sweet Dreams. Through the years the
company has carved a niche for itself in this highly competitive industry with its tradition
of world-class quality.
Diversified Activities
Anna Aluminium.
Saras Spices.
Kitex Garments.
18
Increase production by 60% from the present level by adding essential machinery,
2.2.4
Mission
They are committed to manufacture and deliver quality greige fabric and processed fabric
as per customer specification, efficiently in a professional and environment friendly
manner, on time and at the right cost with utmost customer satisfaction, while driving to
become a world class organization through continual improvement.
2.2.5Vision
World Class
CUSTOM
ER
POLICY &
STRATEG
Y
QUALITY
PROCESS
& PEOPLE
LEADERS
HIP &
TEAM
WORK
19
Kerala.
Kitex got ISO 9001-2000 certification in February 2007.
Kitex Garments.
Best business man award 2012 of Dhanam magazine was given to Mr. Bobby
Jacob.
Departments
The different departments in the company include the following:1. Marketing Department
2. Human Resource Department
3. Finance Department
4. Store Department
5. Purchase Department
6. Production Department
7. Quality Department
20
ISO 9001-2000
KITEX got ISO 9001-2000 certification in February 20, 2007
They are committed to manufacture and deliver quality fabrics and processed fabrics as
per the customer specification, efficiently in a professional and environment friendly
manner, on time and at the right cost with at most customer satisfaction, while driving to
become a world class organization through continual improvement.
21
PRODUCT PROFILE
22
2.3
2.3.1
PRODUCT PROFILE
Kitex Lungies :
MEDIUM :-Experience freedom and coolness with Medium range of lungies, comes
to you in warm colours and in various designs.
ECONOMY :-After a hard days work, jump into lungi to ease your tension, to
smooth your senses and to feel relaxed.
Executive
130cm200cm
175 Rs.
Medium
127cm200cm
145 Rs.
Medium super
127cm200cm
160 Rs.
Standard
127cm190cm
125 Rs.
Supreme
127cm200cm
160 Rs.
Economy
127cm200cm
135 Rs.
23
128cm225cm
177 Rs.
152cm225cm
199 Rs.
225cm175cm
304 Rs.
152cm225cm
330 Rs.
152cm225cm
186 Rs.
250cm225cm
408 Rs.
152cm225cm
306 Rs.
225cm250cm
575 Rs.
225cm175cm
435 Rs.
Kitex Dhothies :
SMART LINE :-White single dhothi with streaks of either dark red or dark blue or
dark green lines, which can be worn equally at home and outdoors.
SMART LINE GOLD :-Cream colour single dhothi with streaks of Gold Jerry lines
for special occasions.
24
READY WEAR:- plain white single dhothi you'll love to drape. The anywhere,
anytime wear.
SAMRAT:- Pure cotton white double dhothi with lines in 5 different colours to
choose from.
Ready wear
127cm200cm
120 Rs.
127cm200cm
135 Rs.
127cm200cm
150 Rs.
Smart double
127cm385cm
250 Rs.
127cm385cm
250 Rs.
127cm400cm
260 Rs.
Smart premium RX
127cm385cm
310 Rs.
board kara
25
26
CHAPTER: III
REVIEW OF LITERATURE
27
3 REVIEW OF LITERATURE
EMPOWERING EMPLOYEES
Empowering employee means putting employees in charge of what they do. In
organizations, there are managers being called coaches, advisors, sponsors or
facilitators. In some organizations, employees are now called associates and there is
blurring between the roles of manager and workers. Decision making is pushed
down to operating level, where workers are being given freedom to make the choice
about schedules and procedures and to solve work related problems. In 1980s
managers were encouraged to get their employees to participate in work related
decisions. Now managers are going considerably further by allowing employees full
control of their work. An increasing number of organizations are using selfmanaged teams, in which workers operate largely without bosses. They are putting
employees in charge of what they do and in so doing, managers have to learn how to
give up control and employee have to learn how to take responsibility for their work
and make appropriate decisions.
The traditional management and administration believed that lower level
employees do not have managerial skills, managerial knowledge and managerial
aptitude. Therefore, managers at the top level used to take strategic decisions and
manager at the middle level used to take executive decisions and manager at the
lower level used to take operational decisions and workers were used to carry out or
implement the decisions and also implement them by providing training and
development and delegating authority and responsibility.
28
Impact
Sense of impact and efficacy is the process that peoples can be influence on management
strategies, outcomes and results. In this dimension the managers gives opportunity to
employees to be able to do.
Competency
29
Competency refers to the degree that a person could be performed the job responsibilities
with successfully. Some believe that this feature is the most important element because
the ability to feel self-efficacy determines whether a person tries and persistence hard to
do anything or not.
Choice
Choice is a psychological need and refers the meaning of individual freedom and
autonomy in determining the required activities to perform job duties. Choice has been
associated with individuals and groups tries to increase control over how their work and
with personal satisfaction. The choice due to forming partnerships and assistance to
people in those applications in various fields, will lead the organizational goals, human
resources and priorities are related with together.
Meaning
Meaning is the value of career goals and the persons internal interest on job.Meaning is
an opportunity that employees feel has important and valuable career goals to pursue and
they feel they are moving on the road that their time and resources are valuable.
Trust
Trust refers to relationships between managers and subordinates (trust manager to
employee and vice versa). Trust is related to interest, competence, openness and
confidence to others. Another words trust is a sense of having a private security.
30
MEANING
Giving employees the permission and ability to make decisions and act autonomously
for the goods of the company.
Empowerment is the process of enhancing feeling of self-efficiency and a sense
of owing a job. It is what job aspirant are looking for in organizations. More than
monetary rewards, it is the feeling that employees owns the job that motivates him or
her now a days. Empowered employees are energetic and passionate. They aspires to
do better job because they get personally rewarded for doing so.
The term Empowerment was used in different areas before being used in
management. These areas include political and social movements. Employee
empowerment can be a powerful tool for organizations. This new management style
can increase efficiency and effectiveness inside an organization. It increases employee
productivity. By empowering employees, leaders and managers have the freedom to
dedicate their time to more important matters. Empowerment also brings many
benefits to employees. It makes them feel better about their contributions to the
organization, it enhances employees minds to find better ways to execute their jobs
and it gives employees the feeling of confidence in themselves and their organizations.
The following are some of the benefits of empowerment, as emphasized
by many researchers and authors in the field.
1. Quickly responding to changing environments.
2. Improving productivity and quality of work.
31
3.
4.
5.
6.
7.
OF
DIFFERENT
AUTHORS
ABOUT
EMPLOYEE
EMPOWERMENT
1. Burke (1986) defines empowerment as to empower implies the granting of power
delegation of authority.
2. Page and Czuba (1999) defines empowerment as a multi-dimensional social
process that helps people gain control over their own lives.
3. Heath field (2012) defines empowerment as the process of enabling and
authorizing individuals to think, behave, take action, decision and control work
autonomously.
STAGES INEMPLOYEE EMPOWERMENT
Empowerment consists of five stages. The first stage involves identifying the
conditions existing the organizations that lead to feelings of powerlessness on the
part of organizational members. These conditions manifest through poor
communication, centralized resources, authoritarian styles of leadership, low
incentive value rewards, low task variety and unrealistic performance goals.
32
CHARACTERISTICS OFEMPOWEREDORGANIZATION
They invest a lot of time and effort in hiring, to make sure new recruits can handle
team, focus groups, surveys incentive programs and other methods involve.
Giving responsibilities to employees.
Training employees to accept responsibilities.
33
34
CHAPTER: IV
RESEARCH METHODOLOGY
35
RESEARCH METHODOLOGY
36
purpose. The disadvantage is that the collection of primary data is very expensive
and time consuming.
The following methods of primary data collection are used commonly,
1.
2.
3.
4.
Local correspondents
5.
Interviews
6.
Secondary Data
Secondary data are those which have been collected by some other person for his
purpose and published. The primary data collected by one person may become the
secondary data for other. When an investigator uses the data which has already
been collected by others, such data is called secondary data. This data is primary
for the agency which collects it and becomes secondary data for someone else who
uses this data for his own purposes. The secondary data can be collected from
journals, reports, government publications etc. in other words data may be
collected from published and unpublished sources. Published sources are official
publications of the central, state and local governments, technical trade journals,
whereas unpublished sources are those materials found with scholars, research
workers, trade associations etc.
37
Statistical techniques are to obtain findings and analysing information in logical sequence
from the questionnaire data collected. After tabulation of data research have used the
following statistical tools used :
Percentage Analysis
In the present study the sample size is hundred. The study was conducted in Kitex
Ltd. The respondents are the employees of Kitex Ltd. The tool used for this study is
questionnaire. Questionnaires were given to the respondents and they were asked to
them and the filled questionnaires the data is analyzed and graphically recorded.
CHAPTER: V
38
No. of respondents
Male
65
Percentage of
respondents
65%
Female
35
35%
Total
100
100%
GRAPHICAL REPRESENTATION
39
35%
65%
Male
Female
INTERPRETATION
From the above it is cleared that the 65% of respondents are Male and 35% of the
respondents are Female. While comparing the data, the number of male respondents is
higher than the female respondents.
No. of respondents
Below 25
Percentage of
respondents
5%
25 30
35
35%
30 35
25
25%
35 40
20
20%
Above 40
15
15%
Total
100
100%
40
GRAPHICAL REPRESENTATION
15%
5%
Below 25
35%
20%
25 - 30
30 - 35
25%
35 - 40
Above 40
INTERPRETATION
The above graph shows that 5% of respondents are in the age of below 25 years, 35%
of respondents are 25 - 30 years, 25% are in the group of 30 35 years, 20% are in the
age group of 35 40 years and 15% are in the group of above 40 years.
No. of respondents
SSLC
Percentage of
respondents
5%
Diploma
20
20%
Graduates
40
40%
Post Graduates
25
25%
41
Others
10
10%
Total
100
100%
GRAPHICAL REPRESENTATION
10% 5%
25%
20%
SSLC
Diploma
Graduates
40%
Post Graduates
Others
INTERPRETATION
The graph shows that 5% of the respondents are SSLC, 20% of the respondents are
Diploma holders, 40% of the respondents are Graduates, 25% of the respondents are
Post Graduates and 10% of them come under Other qualifications.
No. of respondents
Below 1 Year
20
Percentage of
respondents
20%
1 Years 5 Years
35
35%
42
5 Years 10 Years
25
25%
10 Years 15 Years
15
15%
Above 15 Years
5%
Total
100
100%
GRAPHICAL REPRESENTATION
15%
5%
20%
Below 1 Year
1 Years - 5 Years
25%
5 Years - 10 Years
35%
10 Years - 15 Years
Above 15 Years
INTERPRETATION
It is inferred that 20% of the respondents are having below 1 year of experience, 35%
of the respondents are having 1 5 years of experience, 15% are having 10 15 years
of experience and 5% are having more than 15 years of experience.
5. Table showing the way of influencing work done in the department of Kitex Ltd.
Response
No. of respondents
43
Percentage of
respondents
Strongly Agree
30
30%
Agree
50
50%
Neutral
20
20%
Disagree
0%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
20%
Strongly Agree
30%
Agree
Neutral
50%
Disagree
Strongly Disagree
INTERPRETATION
The above graph shows that 30% of the respondents Strongly Agree, 50% Agree, 20%
are Neutral in their opinion that they can influence the way of work if done in the
department and no one Disagree.
6. Table showing the involvement of employees in making decisions that affect their
work.
44
Response
No. of respondents
Strongly Agree
35
Percentage of
respondents
35%
Agree
40
40%
Neutral
25
25%
Disagree
0%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
25%
Strongly Agree
35%
Agree
Neutral
40%
Disagree
Strongly Disagree
INTERPRETATION
The above graph shows that 35% of respondents are Strongly Agreed with the
statement, 40% are Agree, 25% are Neutral and no one Disagreed to the statement.
45
7. Table showing the authority which is given to the employees to make decisions for
the benefit of the organization.
Response
No. of respondents
Strongly Agree
Percentage of
respondents
5%
Agree
20
20%
Neutral
40
40%
Disagree
25
25%
Strongly Disagree
10
10%
Total
100
100%
GRAPHICAL REPRESENTATION
10% 5%
25%
Strongly Agree
20%
Agree
Neutral
40%
Disagree
Strongly Disagree
INTERPRETATION
The above table reveals that majority of the respondents i.e., 40% are Neutral and only
10% are Strongly Disagree with the statement.
46
8. Table showing whether employees have accessed to the information and if so, they
have to make good decisions.
Response
No. of respondents
Strongly Agree
31
Percentage of
respondents
31%
Agree
41
41%
Neutral
25
25%
Disagree
3%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
25%
3%
Strongly Agree
31%
Agree
Neutral
41%
Disagree
Strongly Disagree
INTERPRETATION
From the above graph reveals that 31% of respondents are Strongly Agree, 41% of the
respondents are Agree and no respondents Strongly Disagreed to the statement.
47
9. Table showing about the opportunities given to the employees to suggest work for
improvements.
Response
No. of respondents
Strongly Agree
35
Percentage of
respondents
35%
Agree
50
50%
Neutral
10
10%
Disagree
4%
Strongly Disagree
1%
Total
100
100%
GRAPHICAL REPRESENTATION
10% 4%1%
Strongly Agree
35%
Agree
Neutral
50%
Disagree
Strongly Disagree
INTERPRETATION
48
From the above graph shows that 50% of respondents are Agree with the opinion
about the opportunities to suggest improvements. 35% are Strongly Agree, 10% are
Neutral and 4% Disagree and only 1% Strongly Disagree with this statement.
10. Table showing whether employees participate in checking the goals and objectives
for their job.
Response
No. of respondents
Strongly Agree
22
Percentage of
respondents
22%
Agree
51
51%
Neutral
18
18%
Disagree
7%
Strongly Disagree
2%
Total
100
100%
GRAPHICAL REPRESENTATION
7%2%
18%
22%
Strongly Agree
Agree
Neutral
51%
Disagree
Strongly Disagree
49
INTERPRETATION
It is inferred that 51% of respondents Agree and 22% Strongly Agree with this
statement. 18% are Neutral, 7% Disagree and 2% respondents are Strongly Disagreed.
11. Table showing the supervisors of Kitex Ltd encourage their employees to suggest
ways in the job quality.
Response
No. of respondents
Strongly Agree
17
Percentage of
respondents
17%
Agree
45
45%
Neutral
31
31%
Disagree
6%
Strongly Disagree
1%
Total
100
100%
GRAPHICAL REPRESENTATION
6% 1% 17%
Strongly Agree
31%
Agree
Neutral
45%
Disagree
Strongly Disagree
50
INTERPRETATION
The above figure reveals that majority of the respondents i.e. 45% Agree and only 1%
Strongly Disagree with the statement, that they are encouraged by the supervisor to
suggest ways in job quality.
12. Table showing how top management of Kitex Ltd values, ideas and suggestions
from the employees.
Response
No. of respondents
Strongly Agree
27
Percentage of
respondents
27%
Agree
55
55%
Neutral
16
16%
Disagree
2%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
51
16% 2%
27%
Strongly Agree
Agree
Neutral
55%
Disagree
Strongly Disagree
INTERPRETATION
From the above it is clear that 27% of respondents are Strongly Agree, 55% are
Agreed , 16% are in Neutral opinion, 2% are Disagreed and no one Srongly Disagreed
with the statement.
13. Table showing the right that employees ideas and opinions are sought when
change is considered.
Response
No. of respondents
Strongly Agree
22
Percentage of
respondents
22%
Agree
64
64%
Neutral
9%
Disagree
3%
Strongly Disagree
2%
Total
100
100%
52
GRAPHICAL REPRESENTATION
9% 3%2%
22%
Strongly Agree
Agree
Neutral
64%
Disagree
Strongly Disagree
INTERPRETATION
It is inferred that 64% Agree and 22% respondents are Strongly Agree that employees
ideas and opinions are sought when change is considered. 9% are in Neutral opinion
and rest of them i.e. 3% Disagree and 2% Strongly Disagree with the statement.
No. of respondents
Strongly Agree
61
Percentage of
respondents
61%
Agree
19
19%
Neutral
15
15%
Disagree
3%
Strongly Disagree
2%
53
Total
100
100%
GRAPHICAL REPRESENTATION
15%
3% 2%
19%
Strongly Agree
Agree
61%
Neutral
Disagree
Strongly Disagree
INTERPRETATION
From the above graph, it is understandable that 61% of respondents are Strongly
Agreed, 19% are Agree, 15% are Neutral opinion, 3% are Disagree and 2% Strongly
Disagree with the statement that important responsibilities are part of the job.
15. Table showing the proud that dwell in the minds of employees to serve in Kitex
Ltd.
Response
No. of respondents
Strongly Agree
22
Percentage of
respondents
22%
Agree
61
61%
Neutral
11
11%
54
Disagree
4%
Strongly Disagree
2%
Total
100
100%
GRAPHICAL REPRESENTATION
11%
4% 2%
22%
Strongly Agree
Agree
Neutral
61%
Disagree
Strongly Disagree
INTERPRETATION
From the above graph, we can understand that 61% of respondents are Agree and 22%
Strongly Agree with the statement, that they are very much proud to serve in the
organization but 11% are in Neutral opinion and 4% and 2% are Disagree and
Strongly Disagree respectively.
16. Table showing the employees measure of enthusiasm towards their work.
Response
No. of respondents
Strongly Agree
57
55
Percentage of
respondents
57%
Agree
26
26%
Neutral
9%
Disagree
5%
Strongly Disagree
3%
Total
100
100%
GRAPHICAL REPRESENTATION
9%
5% 3%
26%
Strongly Agree
Agree
57%
Neutral
Disagree
Strongly Disagree
INTERPRETATION
It is inferred that majority of the employees i.e. 57% are enthusiastic in their work.
26% are Agreed and 9% are in Neutral opinion, 5% and 3% are Disagree and Strongly
Disagree respectively.
17. Table showing the measure of honesty of employees about the awareness of goals,
policies and objectives of Kitex Ltd.
56
Response
No. of respondents
Strongly Agree
58
Percentage of
respondents
58%
Agree
20
20%
Neutral
15
15%
Disagree
5%
Strongly Disagree
2%
Total
100
100%
GRAPHICAL REPRESENTATION
15%
5% 2%
20%
Strongly Agree
Agree
58%
Neutral
Disagree
Strongly Disagree
INTERPRETATION
From the above graph reveals, 58% are Strongly Agree and 20% are Agree, that they
are fully aware about the goals, policies and objectives of the organization. 15% are
Neutral in opinion and rest 5% Disagree and 2% Srongly Disagree with the statement.
57
18. Table showing the willingness of employees to put extra effort to meet the goals,
policies and objectives of Kitex Ltd.
Response
No. of respondents
Strongly Agree
61
Percentage of
respondents
61%
Agree
19
19%
Neutral
15
15%
Disagree
3%
Strongly Disagree
2%
Total
100
100%
GRAPHICAL REPRESENTATION
15%
19%
3%2%
Strongly Agree
Agree
61%
Neutral
Disagree
Strongly Disagree
INTERPRETATION
It is well known from the above figure that 61% of respondents Strongly Agreed, 19%
are Agreed that they are willing to put effort to meet the goals, policies and objectives.
15% have Neutral opinion, 3% Disagreed and 2% are Strongly Disagreed.
58
19. Table showing whether the employees are satisfied with the paid salary and
allowances by Kitex Ltd.
Response
No. of respondents
Strongly Agree
23
Percentage of
respondents
23%
Agree
64
64%
Neutral
13
13%
Disagree
0%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
13%
23%
Strongly Agree
Agree
Neutral
64%
Disagree
Strongly Disagree
INTERPRETATION
From the above figure shows majority of the employees are satisfied with the given
salary and allowances.
59
20. Table showing whether the work done by the employees are always getting
recognition.
Response
No. of respondents
Strongly Agree
19
Percentage of
respondents
19%
Agree
50
50%
Neutral
25
25%
Disagree
5%
Strongly Disagree
1%
Total
100
100%
GRAPHICAL REPRESENTATION
25%
5% 1% 19%
Strongly Agree
Agree
Neutral
50%
Disagree
Strongly Disagree
INTERPRETATION
60
It is interpreted that 19% respondents Strongly Agreed with the statement, 50% are
Agreed, 25% have Neutral opinion, 5% Disagreed and 1% Strongly Disagreed.
21. Table showing whether work of the employees in the Kitex Ltd is always
motivating.
Response
No. of respondents
Strongly Agree
23
Percentage of
respondents
23%
Agree
64
64%
Neutral
13
13%
Disagree
0%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
13%
23%
Strongly Agree
Agree
Neutral
64%
Disagree
Strongly Disagree
61
INTERPRETATION
It can be understood from the above graph shows that 23% of the employees Strongly
Agreed, 64% of employees Agreed, 13% of employees have Neutral opinion and no
one Disagreed about this statement.
22. Table showing the statement that obstacles and setback never stop the employees
to do the work.
Response
No. of respondents
Strongly Agree
66
Percentage of
respondents
66%
Agree
26
26%
Neutral
8%
Disagree
0%
Strongly Disagree
0%
Total
100
100%
GRAPHICAL REPRESENTATION
62
8%
Strongly Agree
26%
Agree
66%
Neutral
Disagree
Strongly Disagree
INTERPRETATION
It can be understood from the above graph shows that 66% of the employees Strongly
Agreed, 26% of employees Agreed, 8% of employees have Neutral opinion and no
one Disagreed about this statement.
CHAPTER: VI
63
FINDINGSAND SUGGESTIONS
6.1FINDINGS
Findings regarding percentage analysis:
Respondents based on the gender, the number of male respondents are higher than the
female respondents.
Respondents based on the age, the number of respondents 25-30 years of age are
working.
64
Majority of the respondents agree with the opinion of about the way of influencing the
work done in department.
Majority of the respondents have neutral opinion with the statement of given authority
to make decisions for the benefit of the organization.
Respondents agree that they need to make good decisions with accessed information.
Mostly respondents agree with the statement of opportunities given to them to suggest
ways for improvements.
51% of employees are participating to check the goals and objectives of the job.
45% of respondents agree that they are encouraged by the supervisor to suggest ways
in the job quality.
Around 55% of respondents agree that top management values, ideas and suggestions
from them.
Majority of the respondents are in the opinion that their ideas and suggestions are
sought when change is considered.
61% of respondents believe that their responsibilities are important and part of the job.
65
Majority of the respondents are fully aware of the goals, policies and objectives of the
organization.
61% of the respondents are willing to put extra effort to meet the goals, policies and
objectives.
Majority of the respondents are satisfied with paid salary and allowances by the Kitex
Ltd.
Majority of the respondents are accepting that their work is always getting
recognition.
64% of respondents believe that their work in the organization is always motivating.
66% of respondents are accepting the obstacles and setback never stop in doing work.
6.2 SUGGESTIONS
66
67
The organization must create a company culture which would support a participative
approach.
Communication of success stories i.e., there should be more sharing and publicity of
accomplishments in the organization.
Morale and team building events should be implemented to recognize milestones and
accomplishments.
Promote and encourage employees to explore opportunities to develop skills and
knowledge necessary for their identified career path with their manager.
68
CHAPTER: VII
CONCLUSION
69
CONCLUSION
Based on the present study on Employee Empowerment and Involvement is
Salary
Benefits
Opportunities to share ideas and views.
Proud to serve in the organization
So this study gives the information to the employees in the organization are very
much satisfied in their works and they are sharing their keen involvement and
commitment to do their job. Thus the organization, Kitex Ltd, Kizhakkambalam I can
assure that the levels of empowerment among employees are high if they make some
initiatives what I have mentioned in the suggestion they can increase the
empowerment level which leads to higher productivity.
70
BIBLIOGRAPHY
71
72
BIBLIOGRAPHY
BOOKS
C.R.Kothari,
Reprint.,2006
P. Subbha Rao,
Mumbai
WEBSITES
1
: www.kitex.annagroup.net
: www.google.com
73
APPENDIX
74
QUESTIONNAIRE
1. Designation / Department :
2. Gender
Male
Female
3. Age Group
Below 25
25-30
35-40
30-35
Above 40
4. Educational Qualification
SSLC
Diploma
PG
Others
Graduates
5. Work Experience
Below 1 Yr
1-5 Yrs
10-15 Yrs
Above 15 Yrs
5-10 Yrs
Agree
Neutral
Disagree
Strongly Disagree
Agree
Strongly Disagree
Neutral
8. I have the authority to make decisions of my own for the benefit of the
organization.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
9. I have access to the information that I need to make good decisions.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
10. I always got opportunities to suggest improvements.
75
Strongly Agree
Disagree
Agree
Strongly Disagree
Neutral
Agree
Neutral
Strongly Disagree
Agree
Neutral
Strongly Disagree
Agree
Neutral
Strongly Disagree
Agree
Neutral
Disagree
Strongly Disagree
Agree
Neutral
Disagree
Strongly Disagree
Agree
Neutral
Disagree
Strongly Disagree
Agree
Neutral
Disagree
Strongly Disagree
18. I am fully aware about the goals, policies and objectives of the organization.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
19. I am willing to put extra effort to meet the goals, policies and objectives.
Strongly Agree
Agree
Disagree
Strongly Disagree
76
Neutral
Agree
Neutral
Disagree
Strongly Disagree
Agree
Neutral
Disagree
Strongly Disagree
Agree
Neutral
Disagree
Strongly Disagree
Agree
Disagree
Strongly Disagree
77
Neutral