A STUDY ON THE IMPACT OF INTERPERSONAL

RELATIONSHIP WITH REFERENCE TO

CETHAR VESSELS LIMITED,
PROJECT REPORT
Submitted by

R.MANIKANDAN
Reg. No. 088001107021
in partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

HINDUSTHAN COLLEGE OF ENGINEERING AND

TECHNOLOGY
COIMBATORE-641 032
MAY 2010

HINDUSTHAN COLLEGE OF ENGINEERING AND

TECHNOLOGY,
COIMBATORE-641 032
DEPARTMENT OF MANAGEMENT STUDIES
PROJECT WORK
MAY 2010
This is to certify that the project entitled

A STUDY ON THE IMPACT OF INTERPERSONAL

RELATIONSHIP WITH REFERENCE TO
CETHAR VESSELS LIMITED,
Is the bonafide record project done by

R.MANIKANDAN
Reg. No. 088001107021
Of MBA- during the year 2009-2010.

PROJECT GUIDE

HEAD OF THE DEPARTMENT

Submitted for the Viva-Voce examination held on _______________________

INTERNAL EXAMINAR

EXTERNAL EXAMINAR

DECLARATION
I affirm that the project work titled A STUDY ON THE IMPACT OF
INTERPERSONAL RELATIONSHIP WITH

REFERENCE

TO

CETHAR

VESSELS LIMITED, being submitted in partial fulfillment for the award of MASTER
OF BUSINESS ADMINISTRATION is the original work carried out by me. It has not
formed the part of any other project work submitted for award of any degree or diploma,
either in this or any other University.

R.MANIKANDAN
(088001107021)

I certify that the declaration made above by the candidate is true Signature of the Guide,

Signature of the guide

Mr.K.R.SHOBAN, MBA.,PGDPMIR.,
NET., SLET.,

Asst professor
Department of Management Studies

ACKNOWLEDGMENT
I first and foremost thank to lord god almighty for giving me grace and
knowledge to complete this project work successfully
My sincere and hearty thanks to Dr.V.DURAISAMY, ME, Ph.D., The Principal,
Hindustan College of Engineering and Technology, Coimbatore, for giving me
opportunity to do the project.
I express my thanks to Head of the Department of Management Studies,
Hindustan College of Engineering and Technology, Coimbatore, for her support and
encouragement in completing in this project work.
I admit my thanks to Asst.professor Mr.K.R.Shoban,MBA.,PGDPMIR.,NET.,
SLET.,of Department of Management studies, Hindustan College of Engineering and
Technology, Coimbatore, for the continuous guidance to accomplish my project work.
And I thank all the other faculties of the department of management studies for their
valuable support in my project study.
I am deeply indebted to Mr.K.Thambithurai, HR manager, Cethar vessels
Limited, Trichy for giving me the permission and arranged for the needful help and
enabling me to undertake project in their esteemed and reputed organization.
Last but not least I submit my thanks to my parents, family members and friends
for providing me their support on my work.

R.Manikandan

CONTENTS

Chapter
No

Description

Page no

List of tables

List of charts

II

Abstract

III

Introduction
1.1. Project
1.2. Industry profile
1.3. Company profile

Research Methodology

Analysis and interpretation

Findings of the study

Suggestion of this study

Conclusion

Appendices

IV

List of references

LIST OF TABLES
TABLE NO

TABLE NAME

RESPONDENTS AGE

RESPONDENTS GENDER

RESPONDENTS EDUCATIONAL QUALIFICATION

RESPONDENTS ORGANISATIONAL EXPERIENCE

RESPONDENTS MARITAL STATUS

RESPONDENTS FAMILY TYPE

RESPONDENTS PERCEPTION OF SHARING HIS

PERSONAL FEELINGS WITH OTHERS

RESPONDENTS PERCEPTION ON HIS SELF

CONFIDENCE IN REVEALING THE GIVEN WORK

RESPONDENTS PERCEPTION ON EVALUATION OF

HIS OWN WORK

10

RESPONDENTS PERCEPTION ON HIS NATURE OF

WORK

11

RESPONDENTS PERCEPTION ON HIS COLLEGUES

PAGE NO

COOPERATION
12

RESPONDENTS PERCEPTION ON GUIDANCE

RECEIVED FROM HIS COLLEAGUES.

13

RESPONDENTS PERCEPTION ON HIS SUPERVISOR

GUIDANCE IN RECTIFICATION OF PROBLEMS IN
THE FIELDS.

14

RESPONDENTS PERCEPTION ON REMEDIAL

MEASURES OBTAINED FROM HIS SUPERVISORS.

15

RESPONDENTS PERCEPTION ON HIS SUPERVISORS

DECISION MAKING SKILLS

16

RESPONDENTS PERCEPTION ON HIS SUPERVISORS

CONCERN FOR THE RESPONDENCE GROWTH.

17

RESPONDENTS PERCEPTION ON HIS SUPERIORS

GUIDANCE TO REACH THE RESPONDENCE
TARGETS

18

SUPERVISOR INTEREST ON ACHIEVEMENTS OF

RESPONDENCE PERSONAL GOALS

19

RESPONDENTS PERCEPTION ON SUPERIORS

COUNCILING

20

GROUPS SOCIAL GETOGETHER

21

REASONS FOR REJECTION / REWORK ARE

EXPLAINED

22

TIME SPENT BY SUPERVISORS ON EXPLAINING

THE OVER ALL OPERATION OF THE
ORGANISATION TO RESPONDENCE

23

UNDERSTANDING AND ACTING TOWARDS

SUPERIOR NEEDS AND WANTS

24

EXPRESSING VIEWS AND SUGGESTION

REGARDING WORK RELATED TO SUPERIORS

25

DECISIONS TAKEN ARE REVEALED TO EVERY

MEMBERS IN THE GROUP

26

RESPONDENTS PERCEPTION ON FEEDBACK

GIVEN ON WORK PERFORMANCE

27

RELATION OF OPINION IN REJECTION WITH

RESPECT TO EXPERIENCE

28

RELATION OF GROUPS OPINION WITH FAMILY

TYPE

LIST OF CHARTS
CHART NO

CHART NAME

RESPONDENTS AGE

RESPONDENTS GENDER

RESPONDENTS EDUCATIONAL QUALIFICATION

RESPONDENTS ORGANISATIONAL EXPERIENCE

RESPONDENTS MARITAL STATUS

RESPONDENTS FAMILY TYPE

RESPONDENTS PERCEPTION OF SHARING HIS

PERSONAL FEELINGS WITH OTHERS

RESPONDENTS PERCEPTION ON HIS SELF

CONFIDENCE IN REVEALING THE GIVEN WORK

RESPONDENTS PERCEPTION ON EVALUATION OF

HIS OWN WORK

10

RESPONDENTS PERCEPTION ON HIS NATURE OF

WORK

11

RESPONDENTS PERCEPTION ON HIS COLLEGUES

COOPERATION

12

RESPONDENTS PERCEPTION ON GUIDANCE

RECEIVED FROM HIS COLLEAGUES.

13

RESPONDENTS PERCEPTION ON HIS SUPERVISOR

PAGE NO

GUIDANCE IN RECTIFICATION OF PROBLEMS IN

THE FIELDS.
14

RESPONDENTS PERCEPTION ON REMEDIAL

MEASURES OBTAINED FROM HIS SUPERVISORS.

15

RESPONDENTS PERCEPTION ON HIS SUPERVISORS

DECISION MAKING SKILLS

16

RESPONDENTS PERCEPTION ON HIS SUPERVISORS

CONCERN FOR THE RESPONDENCE GROWTH.

17

RESPONDENTS PERCEPTION ON HIS SUPERIORS

GUIDANCE TO REACH THE RESPONDENCE
TARGETS

18

SUPERVISOR INTEREST ON ACHIEVEMENTS OF

RESPONDENCE PERSONAL GOALS

19

RESPONDENTS PERCEPTION ON SUPERIORS

COUNCILING

20

GROUPS SOCIAL GETOGETHER

21

REASONS FOR REJECTION / REWORK ARE

EXPLAINED

22

TIME SPENT BY SUPERVISORS ON EXPLAINING

THE OVER ALL OPERATION OF THE
ORGANISATION TO RESPONDENCE

23

UNDERSTANDING AND ACTING TOWARDS

SUPERIOR NEEDS AND WANTS

24

EXPRESSING VIEWS AND SUGGESTION

REGARDING WORK RELATED TO SUPERIORS

25

DECISIONS TAKEN ARE REVEALED TO EVERY

MEMBERS IN THE GROUP

26

RESPONDENTS PERCEPTION ON FEEDBACK

GIVEN ON WORK PERFORMANCE

ABSTRACT

The study entitled A study on the impact of interpersonal relationship was done in
CETHAR VESSELS LIMITED, TRICHY. The study was undertaken to know how the
relationship is maintained between two persons and how it leads to achieve effective and
efficient goals in the work environment. The interpersonal relationship helps to achieve
the task in a specific period of time and switching to another task

In the field of interpersonal relationship, it is of paramount importance to find out the

attitude of the employees, identify prevailing communication skill of the employees. It is
also necessary to get a feedback on the type of relationship existing in the company and
to find the conflict and communication gap in their relationship which may help them in
taking corrective action.

The factors constraints the relationship and steps for the effective

improvement of

interpersonal relationship have also to follow. Unless an overall study of the above is
carried out, a perspective and conclusive remedial measures cannot be brought out and
become necessary to have a holistic approach to the problems and for applications and
remedial measures to similar situations.

CHAPTER-I
1.1 INTRODUCTION
It has become a truism that a manager achieves results through other people. The
quality of relationships in terms of influencing and interacting with others is crucial.
Managers rarely work in isolation, a large part of their job is involved with relationships
with their sub-ordinates , their boss and their colleagues both on a one-to-one basis and
within a group. Thus effectiveness will depend largely on a quality of interpersonal
relationships.
Some managers despite their general competence, dont achieve to the level of
their abilities. It is as though the resources they have are from being used effectively
because somehow something happens in the quality of interactions and communication
that occur between themselves and others. It is this something , particularly awareness of
self and others, on which success and failure in achieving things with and through other
people that is extendt to which one sees oneself as other perceive. Equally important is
how far one sees others as they see themselves.
This is complete business because we react to not only what is said , but use our
perceptions to interpret the subtle clues to get the real messages are sent which may seen
to be contradictory.
The interpersonal relationship among the employees can have a major influence
on their ability to achieve goals.

INTERPERSONAL RELATIONSHIP
TWO PERSON RELATIONSHIP:
In many ways , the two persons relationship is simply the smallest form of the
group. Trust , openness, acceptance
interpersonal relationship

are all possible dimensions of personal and

REGARDING INTERPERSONAL BEHAVIOUR OBSERVATIONS:

(1)

Communications : communications both verbol and non-verbol

is an

essential part of the interpersonal relationship . It include everything thet goes

between or more people. Communication communicates three basics
dimensions or messages: who is in control: who likes whom: and how strong on
their feelings.
(2)

Role Of Parents: There is a tendency of people to interact with other people in

the same easy that hey have observed their parents interact with other people.

(3)

Role Of Needs:

There is agreement that people have needs. One of these needs

is the for satisfying relationship with others: people need people.

(4)

Self and Identity: The conception we have of ourselves develops largely from
one perception of how others perceive us.

(5)

Basic of Attraction: We are attached to those whose satisfy our needs, who
provide us with a net pay-off in a reward-cost exchange and who are like us or
agree with us.

(6)

Basic dimensions : Dominance-submission and acceptance-rejection

are two

basic dimensions in interpersonal relations.

(7)

Role of rewards: There is a general agreement that behavior that is rewarded will
be repeated.

INTERPERSONAL ATTRACTION:
We engage in particular interpersonal relationship if we perceive that the behavior
will lead to decide consequences are contingent on the behavior. We are attracted to
other , because they reinforcer can take the form of

(i)

Satisfying our needs or

(ii)

Providing us with a net gain in an exchange relationship.

Each of these 2 reinforces are the basis for interpersonal relationship.

A NEED APPROACH:
Maslow suggests that we will be attached to another person if we see that
person as a means of satisfying our needs.ss

AN EXCHANGE APPROACH:
It says that people are attracted to each other because of the rewards and costs
exchanged in the transaction. A reward can be anything the person finds reinforcing
and cost is anything the person has to give or acquire in order to get the reward (ex)
Punishment. The exchange approach lies in the outcomes , or profit.

LIFE POSITION:
Life positions develop from experiences those during childhood, and effect the
way people feel other. There are 4 different life positions.
I am O.K. Youre O.K.: Persons in this position reflect optimistic and healthy
outlook on life, relate freely with others and assume a get on with their dealings with
others persons, the job and life generally. It is potentially a mentally healthy positions.
I am O.K. Youre not O.K.:

People in this position are often

distrusting ,

blaming or hurting. It is in the position of those who put down, victimizing or persecutes
others. They blame others for their problems and express hostility are anger , Some
extremely ambitious people take this position.
I am not O.K You re O.K: This is the common position of persons who feel
powerless when they compare themselves with others, and they tend to withdraw or
experience depression. Persons in this position , often feel stupid, inferior, ugly or
inadequate.

I am not O.K You re not O.K: Its a position of people who have decided that
neither themselves nor anyone else is worth while and valuable, and who lose interest in
living.

1:2 COMPANY PROFILE

Cethar Vessels are in the fore front of meeting the requirements of a wide
spectrum of industry with their products and services. Be it Boilers for Power Generation
or for Steam Generation in Process Industries, Cethar have the expertise and experience
of over two decades. Boiler Auxiliaries that include Fans, Electrostatic Precipitator,
Cooling Towers, Fuel Handling Systems, and Water Treatment Systems are also in our
repertoire.
Cethars capable personnel have the expertise to build Power Plants whether
Captive or Co-Generation mode, in an EPC Basis.The needs of Industries such as Paper,
Chemical, Steel, Cement, Distilleries, Textiles, Rayons, Sugar, Food, PetroChemicals and
various other Process industries, can be met by Cethar with their modern Boiler
Technologies.
Brief History:
Incorporated in India, 320 km South of Chennai at Tiruchirappalli, in the Year
1981. Started manufacturing activities in the year 1984.Achieved a sales turnover of
Rs.1405 crores in 2007-2008. Present net worth of the company is Rs.332.31 crores.
An ISO 9001 2000 company, born in 1981 and more than 1000 in operation and
Turnkey projects of more than 534 MW Holder of ASME S (Power Boilers) & U
(Pressure Vessels) Certificates, "PP" (Fabrication & Assembly of Pressure piping) and
"R" (Repair & Alteration of Boilers & Pressure Vessels) certificates
CVL or Cethar vessels private Limited is the largest engineering and
manufacturing enterprise in India in the energy-related/infrastructure sector. CVL offers

over 180 products and provides systems and services to meet the needs of core sectors
like: power, transmission, industry, transportation, oil & gas, non-conventional energy
sources and telecommunication. Its operations are organized around three business
sectors: Power, Industry - including Transmission, Transportation, Telecommunication &
Renewable Energy - and Overseas Business. Today, CVL has a wide-spread network
comprising manufacturing divisions, service centers, power sector regional centers,
regional offices, and a large number of project sites spread all over India and abroad.
CVL is one of the largest exporters of engineering products & services from India. CVL
has established its references in around countries of the world. Its export range include:
individual products to complete power stations, turnkey contracts for power plants, EPC
contracts, HV/EHV Sub-stations, O&M services for familiar technologies, specialized
after-market services like Residual Life Assessment (RLA) studies and retrofitting,
refurbishing&overhauling,andsuppliestomanufacturers&EPCcontractors.
CVL's product range include: Steam turbines and generators of up to 500MW
capacity for utility and combined-cycle applications; Steam turbines for CPP
applications; Gas turbines of up to 260MW (ISO) rating; Custom-built conventional
hydro turbines of Kaplan, Francis and Pelton types with matching generators, pump
turbines with matching motor-generators; Spherical, butterfly and rotary valves and
auxiliaries for hydro station; HSD, LDO, FO, LSHS, natural-gas/biogas based diesel
power plant; Industrial turbo-sets of ratings from 1.5 to 120MW; Steam generators for
utilities, ranging from 30 to 500MW capacity, using coal, lignite, oil, natural gas or a
combination of these fuels; Pulverized fuel fired boilers; Stoker boilers; Atmospheric
fluidized bed combustion boilers; Circulating fluidized bed combustion boilers; Waste
heat recovery boiler; Boiler Auxiliaries; Heat Exchangers & Pressure Vessels; Pumps;
Power Station Control Equipment; Switchgears; Bus Ducts; Transformers; Insulators;
Capacitors; Energy Meters

etc

Major Achievements of CVL:

Acquired certifications for Quality Management Systems (ISO 9001),

Environmental Management Systems (ISO 14001) and Occupational Health &
Safety Management Systems (OHSAS 18001).

Installed equipment for over 90,000 MW of power generation.

Supplied over 2,25,000 MVA transformer capacity and other equipment operating
in Transmission & Distribution network up to 400 kV (AC & DC).

Supplied over 25,000 Motors with Drive Control System to Power projects,
Petrochemicals, Refineries, Steel, Aluminum, Fertilizer, Cement plants, etc.

Supplied Traction electrics and AC/DC locos to power over 12,000 km Railway
network.

Supplied over one million Valves to Power Plants and other Industries.

PRODUCT RANGE
This list is intended as a general guide and does not represent all of CVL's
products and systems.

THERMAL POWER PLANTS

Steam turbines and generators of up to 500MW capacity for utility and combinedcycle applications; capability to manufacture steam turbines with super critical steam
cycle parameters and matching generator up to 1000 MW unit size.
Steam turbines for CPP applications; capability to manufacture condensing,
extraction, back pressure, injection or any combination of these types.

GAS BASED POWER PLANTS

Gas turbines of up to 260MW (ISO) rating. Gas turbine based co-generation and
combined-cycle systems for industry and utility applications.

HYDRO POWER PLANTS

Custom-built conventional hydro turbines of Kaplan, Francis and Pelton types
with matching generators, pump turbines with matching motor-generators. Mini/micro
hydro sets. Spherical, butterfly and rotary valves and auxiliaries for hydro station

DG POWER PLANTS
HSD, LDO, FO, LSHS, natural-gas/biogas based diesel power plants, unit rating
up to 20MW and voltage up to 11kV, for emergency, peaking as well as base load
operations on turnkey basis.

INDUSTRIAL SETS
Industrial turbo-sets of ratings from 1.5 to 120MW. Gas turbines land matching
generators ranging from 3 to 260MW (ISO) rating. Industrial stream turbines and gas
turbines for drive applications and co-generation applications.

BOILERS
Steam generators for utilities, ranging from 30 to 500MW capacity, using coal,
lignite, oil, natural gas or a combination of these fuels: capability to manufacture boilers
with super critical parameters up to 1000 MW unit size.
Steam generators for industrial applications, ranging from 40 to 450t/hour
capacity using coal, natural gas, industrial gases, biomass, lignite, oil, bagasse or a
combination of these fuels.

Stoker boilers. Atmospheric fluidized bed combustion

boilers. Circulating fluidized bed combustion boilers. Waste heat recovery boilers.
Chemical recovery boilers for paper industry, ranging from capacity of 100 to 1000 t/day
of dry solids. Pressure vessels.

OBJECTIVES OF THE STUDY

1.

To find out the individuals perception of Self, Colleagues, superiors,

Organization and to suggest to improvements for the same.

2.

To have an insight into the effective communication system prevalent at

managements and to find to its improvement.

3.

To know about the Conflict situations prevailing in the organization and

investigate the existing problem solving skills prevalent in the organization
and to suggest ways and means to improve them.

4.

To know about the existing Feedback system prevailing in the organization

and to suggest improvement for it.

SCOPE OF THE STUDY

This study will enable further insights into

1.

Influencing the environment more effectively than before.

2.

Improving self-esteem and feelings of self- worth.

3.

Allowing one to examine the appropriateness of ones behavior in a

Social context.

4.

Helping to lower anxiety level.

5.

Transferring easily from a workshop situation into everyday life

Experience or situations, due to behavior oriented nature of the study.

LIMITATIONS OF THE STUDY

The following are the limitation encountered for this study.

1.

The time for the study was limited since it had to be completed with 120
samples.

2.

A few were reluctant to answer all the questions and some have not return
the questionnaire duly filled up.

3.

There is possibility of bias from some respondents, not promoted , giving

all negative answer who are in depressed mood and others who have been
promoted recently , might have given all positive answers.

4.

Normal sampling errors attributed to sampling techniques may be there.

CHAPTER-II
RESEARCH METHODOLOGY
INTRODUCTION:
Research refres to a careful investigation or inquiring specially through
research for a new facts in any branch of knowledge. The purpose of research is to
discover answers to questions through the application of scientific procedures.

2.1 RESEARCH DESIGN:

Research design refers to the conceptual structure with in which research
would be conducted . A research design indicates a plan of action to be carried out in
connection with a proposed research work . It provide guideline for knowing whether the
researches moving in the right direction. Its procedure for data collection and analysis .
The research design used for this study is of the descriptive type. Descriptive
research includes surveys and fact findings, inquiries of different kinds . The major
purpose of descriptive research is description of the state of affairs as it exists at present.

2.2 SOURCES OF DATA:

The data for this study has been collected from primary source.

PRIMARY DATA:
The primary data are those which are collected afresh and for the
first time and thus happen to be original in character. Primary data was collected through
structured questionnaire , fine tune through pilot study distributed to in the CVL Trichy.
SECONDARY DATA:
The secondary data is already collected or existing data about the
problems it is collected from the internal records of his company and library reforms
details talks are held with the CVL .
SAMPLE SIZE :
The department has a total population of 200 employees. A sample of size
120 of the total population of 200 has been taken for this study . Both male and females
were included in the sample . Representative sample has been framed in such a way to
cater for the segment and convenient sampling is used for the study.
2.3

FRAME WORK AND ANALYSIS

The tools used for the analysis was

i)

Simple percentage analysis and

ii)

chi square test

SIMPLE PERCENTAGE ANALYSIS:

Simple percentage is used to find the Average of the values. It is the sum of
all items devided by the number of items.
No.of Respondents
Percentage of respondents =

x 100
Total Respondents

CHI-SQUARE TEST :
It is used to find the significance of difference between more than 2 sample
means. This is one of the most powerful tools used in both experimental design both
natural and social science.

(Oi Ei)2

CHAPTER IV
TABLE NO:1
RESPONDENTS AGE

S.NO

AGE

NO.OF.RESPONDENTS

PERCENTAGE

Below 30

47

39.2

31-45

45

37.5

46-60

28

23.3

120

100

TOTAL

INTERPRETATION:
From the above table, it is inferred that 37.2% of the respondent age were below
30 and 38% of the respondents between 31-45 and 23.3% of the respondent were
between 46-60
INFERENCES :
It is said, mostly 39.2% of the respondents age were below 30.

CHART NO:1

RESPONDENTS AGE

TABLE : 2

RESPONDENTS GENDER

S.NO

GENDER

NO. OF
RESPONDENTS

PERCENTAGE

Male

86

71.7

Female

34

28.3

120

100

TOTAL

INTERPRETATION:

From the above table, it is inferred that 72% of the respondent male and 28.3% of
the respondents female

INFERENCES:

Mostly 80% of the respondents are male.

CHART : 2

RESPONDENTS GENDER

TABLE : 3
RESPONDENTS EDUCATIONAL QUALIFICATION

S.NO

EDUCATIONAL
QUALIFICATION

NO. OF.
RESPONDENTS

PERCENTAGE

High school

27

22.5

Higher sec

22

18.3

Diploma

28

23.3

Pg

31

25.8

Ph.d

12

10.0

120

100

TOTAL

INTERPRETATION:
From the above table, it is inferred that 26% of the respondent with PA and 23.3%
respondents with diploma and 22% respondents with high school and 18.3% respondents
with Higher Secondary and only 10% respondents with PH.D Qualification.
INFERENCES:
Morely 26% respondents were with Ph.D Qualification

CHART : 3

RESPONDENTS
EDUCATIONAL QUALIFICATION

TABLE : 4
RESPONDENTS ORGANISATIONAL EXPERIENCE

S.NO

EXPERIENCE

NO.OF.RESPONDENTS

PERCENTAGE

1-5 yrs

28

23.3

6-10 yrs

39

32.5

Above 10yrs

TOTAL

53

44.2

120

100

INTERPRETATION:
From the above table it is inferred that 44.2% of the respondents with above 10
years experience and 33% respondents with 6-10 years experience and 23.3%
respondents with 1-5 yrs.

INFERENCES:
Majority 44.2% of the respondents with above 10 years

CHART : 4

RESPONDENTS ORGANISATIONAL
EXPERIENCE

experience.

TABLE:5
RESPONDENTS
MARITAL STATUS
S.NO

MARITAL
STATUS

NO.OF.RESPONDENTS

PERCENTAGE

Married

53

44.2

Un married

67

TOTAL

120

55.8

100

INTERPRETATION :

From the above table, it is inferred that 56%of the respondents were the married
and were 44.2% respondents married.

INFERENCES:
Majority 56% of the respondents were un married.

CHART : 5

RESPONDENTS MARITAL STATUS

TABLE : 6
RESPONDENTS FAMILY TYPE

S.NO

FAMILY TYPE

NO.OF.RESPONDENTS

PERCENTAGE

Joint family

68

56.7

Nuclear family

52

43.3

120

100

TOTAL

INTERPRETATION :

From the above table, it is inferred that 57% of the respondents joint family and 43.3%
respondents in nuclear family.

INFERENCES:
Majority 57% of the respondents family were joint family.

CHART : 6

RESPONDENTS FAMILY TYPE

TABLE : 7
RESPONDENTS PERCEPTION OF SHARING HIS PERSONAL FEELINGS
WITH OTHERS

S.No.

Opinion

No. of Respondents

Percentage

Always

15

12.5

More than half the

time

24

20.0

About Half the time

32

26.6

Less than half the

time

20

16.7

Never

29

24.2

120

100

Total

INTERPRETATION:
From the above table, it is inferred that 27% respondents share his personal
feelings about half time and 24.2% respondents never shared, 20% respondents more than
half time and 17% respondents less than half time and only 13% respondents always
shared their feelings
INFERENCES:
27% of the respondents shared their personal feelings with others about half time.

CHART: 7

RESPONDENTS PERCEPTION OF SHARING HIS PERSONAL FEELINGS

WITH OTHERS

Opinio

TABLE:8

S.No.

Opinion

No. of Respondents

Percentage

Always

22

18.3

20

16.7

26

21.6

18

15.0

34

28.4

120

100

More than half the

time

About Half the time

Less than half the

time

Never

Total

RESPONDENTS PERCEPTION ON HIS SELF CONFIDENCE IN REVEALING

THE GIVEN WORK
INTERPRETATION:
From the above table, it is inferred that 29% respondents never in self
confidence and 22%

respondents had self confidence about half time and 18.3%

respondents always in self confidence and only 17% respondents had self confidence in
revealing the given work more than half time.
INFERENCE:
Morely 28.4% of the respondents never revealed the self confidence in
the given work.

CHART : 8

RESPONDENTS PERCEPTION ON HIS SELF CONFIDENCE IN REVEALING

THE GIVEN WORK

Opinio

TABLE:9

RESPONDENTS PERCEPTION ON EVALUATION OF HIS OWN WORK

S.No.

Opinion

No. of Respondents

Percentage

Always

7.5

More than half the

time

27

22.5

About Half the time

18

15.0

Less than half the

time

24

20.0

Never

42

35.0

120

100

Total

INTERPRETATION:
From the above table it is inferred that 355 respondents never evaluated their
work, were 23% respondents evaluated work more than half time and 20% respondents

evaluated work less half time and 15% respondents with about half time and 7.5%
respondents always evaluated their own work.
INFERENCES:
Morely 35% of the respondents never evaluated their given work.

CHART : 9

RESPONDENTS PERCEPTION ON EVALUATION OF HIS OWN WORK

Opinio

S.No.

Opinion

No. of
Respondents

Percentage

Always

14

11.7

More than half the

time

18

15.0

About Half the time

27

22.5

Less than half the

time

23

19.2

Never

38

31.6

120

100

Total
TABLE:10

RESPONDENTS PERCEPTION ON HIS NATURE OF WORK

INTERPRETATION:
It is inferred that 32% respondents never interested in nature of work and 23%
respondents liked their work about half time and 19.2% respondents liked less than half
time and 15% respondents liked more than half time and only 12% respondents liked
their nature of work
INFERENCES:
32% of the respondents never interested on his nature of work

CHART : 10

RESPONDENTS PERCEPTION ON HIS NATURE OF WORK

Opinio

S.No.

Opinion

No. of Respondents

Percentage

Always

14

11.7

More than half the

time

25

20.7

About Half the time

28

23.3

Less than half the

time

24

20.0

Never

29

24.3

120

100

Total
TABLE:11

RESPONDENTS PERCEPTION ON HIS COLLEGUES COOPERATION

INTERPRETATION:
It is inferred that 24.3% respondents never co-operated and 23.3% respondents
co- operated about half time and 21% respondents co-operated more than half time and
20% respondents co-operated less than half time and only 12% respondents always cooperated.
INFERENCES:
24.3% of the respondents never co- operated.

CHART:11

RESPONDENTS PERCEPTION ON HIS COLLEGUES COOPERATION

Opinio

TABLE:12

S.No.

Opinion

No. of Respondents

Percentage

Always

15

12.5

More than half the

time

40

43.3

About Half the time

15

12.3

Less than half the

time

18

21.8

Never

32

38.4

120

100

Total

RESPONDENTS PERCEPTION ON GUIDANCE RECEIVED FROM HIS

COLLEAGUES.
INTERPRETATION:
It is inferred that 43.3% respondents received guidance more than hlf time and
38.4% respondents never received guidance and 22% respondents received guidance less
than half time and 13% respondents always got guidance and only 12.3% respondents
received guidance about half time.
INFERENCES:
43.3% of the respondents received guidance from his colleagues.

CHART : 12
RESPONDENTS PERCEPTION ON GUIDANCE RECEIVED FROM HIS
COLLEAGUES.

Opinio

TABLE: 13

RESPONDENTS PERCEPTION ON HIS SUPERVISOR GUIDANCE IN

RECTIFICATION OF PROBLEMS IN THE FIELDS.

S.No.

Opinion

No. of Respondents

Percentage

Always

23

19.2

More than half the

time

18

15.0

About Half the time

28

23.3

Less than half the

time

36

30.0

Never

15

12.5

120

100

Total
INTERPRETATION:

It is inferred that 30% respondents received guidance in rectification of problm,

23.3% respondents received guidance about half time and 19.2% respondents always

received guidance in problem rectification and only 12.5% respondents never received
the supervisor guidance in towards the problem rectification in field.
INFERENCES:
Morely 30% of the respondents received guidance from supervisor in rectification
of problems in field.

CHART : 13

RESPONDENTS PERCEPTION ON HIS SUPERVISOR GUIDANCE IN

RECTIFICATION OF PROBLEMS IN THE FIELDS.

Opinio

TABLE: 14
RESPONDENTS PERCEPTION ON REMEDIAL MEASURES OBTAINED
FROM HIS SUPERVISORS.

S.No.

Opinion

No. of Respondents

Percentage

Always

28

23.3

More than half the

time

26

21.7

About Half the time

23

19.2

Less than half the

time

18

15.0

Never

25

20.8

120

100

Total

INTERPRETATION:
It is inferred that 23.3% respondents obtain remedial measures always and 21%
respondents never obtained remedial measures and 22% respondents obtain measures
more than half time and 19.2% respondents obtained measures about half time and only
15% respondents received measures less than half time.
INFERENCES:
23.3% respondents always obtained remedial measures from their superiors.

CHART : 14

RESPONDENTS PERCEPTION ON REMEDIAL MEASURES OBTAINED

FROM HIS SUPERVISORS.

Opinio

TABLE: 15
RESPONDENTS PERCEPTION ON HIS SUPERVISORS DECISION MAKING
SKILLS

S.No.

Opinion

No. of Respondents

Percentage

Always

27

22.5

More than half the

time

28

23.3

About Half the time

24

20.0

Less than half the

time

19

15.8

Never

22

18.4

120

100

Total

INTERPRETATION:
It is inferred that 23.3% respendents decision making skills is concerned with
superiors more than half time, 22.5% respondents devision making skills always
concerned with supervisors 20% respondents decision making skills were less than half
time.
INFERENCES:
23.3% of the respondents decision making skills is concerned with superiors.

CHART : 15

RESPONDENTS PERCEPTION ON HIS SUPERVISORS DECISION MAKING

SKILLS

Opinio

TABLE:16

S.No.

Opinion

No. of Respondents

Percentage

Always

26

21.7

More than half the

time

28

23.3

About Half the time

18

15.0

Less than half the

time

17

14.2

Never

31

25.8

120

100

Total

RESPONDENTS PERCEPTION ON HIS SUPERVISORS CONCERN FOR THE

RESPONDENCE GROWTH.

INTERPRETATION:
It is inferred that 26% respondents never concerned superiors for respondents
growth 23.3% of respondents concerned more than half time with superiors towards
respondents growth and 22% respondents always concerned with superiors towards
respondence growth and only 15% respondents concerned with supervisors about half
the time.
INFERENCES:
26% of the respondents concerned with the superiors for the respondence growth.

CHART : 16

RESPONDENTS PERCEPTION ON HIS SUPERVISORS CONCERN FOR THE

RESPONDENCE GROWTH.

Opinio

TABLE:17

RESPONDENTS PERCEPTION ON HIS SUPERIORS GUIDANCE TO REACH

THE RESPONDENCE TARGETS.

S.No.

Opinion

No. of
Respondents

Percentage

Always

16

13.3

More than half the

time

18

15.0

About Half the time

27

22.5

Less than half the

time

34

28.4

Never

25

20.8

120

100

Total

INTERPRETATION:
It is inferred that 28.4% respondents get superiors guidance in respondence
growth, 22% respondents never get guidance from superiors in respondents growth 21%
respondents get guidance about half time and only 13.3%
guidance from superiors towards the respondents target.

respondents always get

INFERENCES:
28.4% of the respondents received guidance from superiors less than half time to
reach respondence targets.

CHART : 17

RESPONDENTS PERCEPTION ON HIS SUPERIORS GUIDANCE TO REACH

THE RESPONDENCE TARGETS.

Opinio

TABLE:18
SUPERVISOR INTEREST ON ACHIEVEMENTS OF
RESPONDENCE PERSONAL GOALS

S.No.

Opinion

No. of
Respondents

Percentage

Always

14

11.7

More than half the

time

25

20.7

About Half the time

28

23.3

Less than half the

time

24

20.0

Never

29

24.3

120

100

Total

INTERPRETATION:
It is inferred that 24.3% respondents never interested in supervisor concerns in
achievements of goals 23.3% respondents about half time interested in supervisors
concerns 20.7% respondents interested more than half time in respondents interested
more than half time in supervisor concerns toward the achievement of goals.
INFERENCES:
24.3% of the respondents never interested in achieving the personal goals with
supervisors guidance.

CHART : 18

SUPERVISOR INTEREST ON ACHIEVEMENTS OF RESPONDENCE

PERSONAL GOALS

Opinio

TABLE:19

RESPONDENTS PERCEPTION ON SUPERIORS COUNCILING

S.No.

Opinion

No. of Respondents

Percentage

Always

22

18.3

More than half the

time

19

15.8

About Half the time

27

22.5

Less than half the

time

11

9.2

Never

41

34.2

120

100

Total

INTERPRETATION:
It is inferred that 34.2% of the respondents never councils with superiors and 23%
respondents get council half time and 18.3% respondents always counseled from
superiors and 16% respondents councils more than half time and only 9.2% respondents
gets councils less than half time.

INFERENCES:
Mostly 34.2% of the respondents never get counseled by the superiors.

CHART : 19

RESPONDENTS PERCEPTION ON SUPERIORS COUNCILING

Opinio

TABLE:20
GROUPS SOCIAL GETOGETHER

S.No.

Opinion

No. of Respondents

Percentage

Always

31

25.8

More than half the

time

18

15.0

About Half the time

13

10.8

Less than half the

time

21

17.6

Never

37

30.8

120

100

Total

INTERPRETATION:

It is inferred that 31% of the respondents never getogether with groups and 26%
respondents always getogether with groups and 18% respondents getogether with groups
less than half time and 15% respondents getogether with groups more than half time and
only11% respondents getogether with groups about half time.

INFERENCES :
Mostly 31% of the respondents never get groups social getogether.

CHART :20

REASONS FOR REJECTION / REWORK ARE EXPLAINED

Opinio

TABLE:21
REASONS FOR REJECTION / REWORK ARE EXPLAINED

S.No.

Opinion

No. of Respondents

Percentage

Always

43

35.8

More than half the

time

27

22.5

About Half the time

22

18.3

Less than half the

time

18

15.0

Never

10

8.4

120

100

Total

INTERPRETATION:
It is inferred that 36% of the respondents always explain reason, were 23% of
respondents explain more than half time and 18.3% of respondents explain reasons about
half time and 15% respondents explain reasons less than half time and only 8.4% of the
respondents never explain the resons.
INFERENCES:
36% of the respondents always explained the reasons for rejection or rework.

CHART : 21

REASONS FOR REJECTION / REWORK ARE EXPLAINED

Opinio

TABLE:22
TIME SPENT BY SUPERVISORS ON EXPLAINING THE OVER ALL
OPERATION OF THE ORGANISATION TO RESPONDENCE

S.No.

Opinion

No. of
Respondents

Percentage

Always

42

35.0

More than half the

time

19

15.8

About Half the time

27

22.6

Less than half the

time

31

25.8

Never

0.8

120

100

Total

INTERPRETATION:
It is inferred that 35% of the respondents are always get supervised in overall
operations and 26% of respondents get supervised less than half time in over all
operations and 23% respondents are supervised about half time and only 8% respondents
never supervised by supervisors in over all operations.
INFERENCES:
Majority 35% of the respondents always get over all operations of the
organizations from the supervisors.

CHART : 22

TIME SPENT BY SUPERVISORS ON EXPLAINING THE OVER ALL

OPERATION OF THE ORGANISATION TO RESPONDENCE

Opinio

TABLE:23
UNDERSTANDING AND ACTING TOWARDS SUPERIOR NEEDS AND WANTS

S.No.

Opinion

No. of
Respondents

Percentage

Always

37

30.8

More than half the

time

22

18.3

About Half the time

27

22.5

Less than half the

time

17

14.2

Never

17

14.2

120

100

Total

INTERPRETATION:
It is inferred that 31% of the respondents always acts towards the needs and wants
of superiors and 22.5% of respondents understands superior needs about half time and
18.3% of respondents understands superior needs more than half time and only 14.2%
respondents never understands the superior needs and wants.
INFERENCES:
Majority 31% of the respondents understands and acts towards the superior needs
and wants.

CHART : 23

UNDERSTANDING AND ACTING TOWARDS SUPERIOR NEEDS AND WANTS

Opinio

TABLE:24

S.No.

Opinion

No. of Respondents

Percentage

Always

43

35.8

More than half the

time

21

17.5

About Half the time

26

21.7

Less than half the

time

17

14.2

Never

13

10.8

120

100

Total

EXPRESSING VIEWS AND SUGGESTION REGARDING WORK RELATED TO

SUPERIORS

INTERPRETATION:
It is inferred that 36% respondents express their views and suggestion to superior
always and 22% respondents express their views and suggestion to superior about half
time and 18% respondents express views and suggestion to superior more than half time
and 14.2% respondents express their views and suggestion to superior less than half time
and only 10.8% respondents never express their views and suggestions.
INFERENCES:
Majority 36% of the respondents always express their views and suggestions
regarding work related to superiors .

CHART : 24

EXPRESSING VIEWS AND SUGGESTION REGARDING WORK RELATED TO

SUPERIORS

Opinio

TABLE:25

DECISIONS TAKEN ARE REVEALED TO EVERY MEMBERS IN THE

GROUP

S.No.

Opinion

No. of
Respondents

Percentage

Always

43

35.8

More than half the

time

25

20.8

About Half the time

28

23.3

Less than half the

time

7.5

Never

15

12.6

120

100

Total

INTERPRETATION:
It is inferred that 36% of the respondents always reveal their decisions to
members in group and 23.3% respondents reveal decisions about half time and 21%
respondents reveal decisions more than half time and 13% respondents never reveal

decisions and only 8% respondents reveal decisions less than half time to members in
group.
INFERENCES:
Majority 36% of the respondents always reveal taken decisions to every members in
group.
CHART : 25

DECISIONS TAKEN ARE REVEALED TO EVERY MEMBERS IN THE GROUP

Opinio

TABLE:26

RESPONDENTS PERCEPTION ON FEEDBACK GIVEN ON WORK

PERFORMANCE

S.No.

Opinion

No. of
Respondents

Percentage

Always

21

17.5

More than half the

time

16

13.3

About Half the time

29

24.2

Less than half the

time

16

13.3

Never

38

31.7

120

100

Total

INTERPRETATION:
It is inferred that 32% respondents never given feedback and 24.2% respondents
given feedback about half time and 17.5% of the respondents are always given feedback
and only 13.3% respondents given feedback more than half time .
INFERENCES:
Majority 32% of the respondents never given their feedback on work
performance.

CHART : 26

RESPONDENTS PERCEPTION ON FEEDBACK GIVEN ON WORK

PERFORMANCE

Opinio

HYPOTHESIS TESTING -1

H0 - The opinion in rejection on job is not dependent upon the experience of respondent

H1- The opinion in rejection on job is dependent upon the experience of respondent

Table 3.27
Relation of opinion in rejection with respect to experience

Family
Rework
Reason

Always

More than
half the
time

About
Half the
time

Less than
half the
time

Never

Total

1-5yrs

11

28

6-10yrs

14

39

Above
10yrs

53
18

11

10

Total

43

27

22

18

10

Table 3.28

120

O-E

(O-E)

(O-E)/E

11

10.03

0.97

0.940

0.093

14

13.97

0.03

9.000

0.644

18

18.99

-0.99

0.980

0.051

6.3

0.7

0.49

0.077

8.77

0.23

0.052

5.929

11

11.92

-0.92

0.846

0.070

5.13

-0.13

0.016

3.118

7.15

-0.15

0.022

3.076

10

9.71

0.29

0.084

8.650

4.2

-0.2

0.04

9.523

5.85

0.15

0.022

3.760

7.95

0.05

2.5

0.314

2.33

-1.33

1.768

0.758

3.25

-0.25

0.062

0.019

4.41

1.59

2.528

0.573

Total

119.96

36.655

Table 3.29
Result of the test

Test

Level of
Signification

Degrees of
Freedom

computed

Table

Ho:

value

Value

Accepted/

(c-1)(r-1)

Chi-square

5%

Rejected

36.655

7.815

Accepted

Since computed value is numerically less than the table value so the null hypothesis is
accepted, therefore the opinion in rejection on job is not dependent upon the experience
of respondent

CHAPTER-IV
FINDINGS OF THE STUDY

39.2% of the respondents belongs to the age below30.

80% of the respondents are male.

Majority 26% of the respondents were with ph.D qualification.

Majority 44.2% of the respondents with above 10 years experience.

Majority 56% of the respondents were un married.

56% of the respondents were unmarried.

Majority 57% of the respondents family were joint family.

27% of the respondents shared their personal feelings with others about half time.

Morely 28.4% of the respondents never revealed the self confidence in given ork.

Morely 35% of the respondents never evaluated their given work.

32% of the respondents never interested on his nature of work

24.3% of the respondents never co- operated.

43.3% respondents received guidance more than half time from his colleagues.

30% respondents received guidance less than half time from supervisors.

23.3% respondents always obtained remedial measures from their superiors.

23.3% of the respondents decision making skills is concerned with superiors.

26% respondents never concerned with the superiors for the respondence growth.

28.4% respondents received guidance from superiors less than half time .

Mostly 34.2% of the respondents never get counseled by the superiors.

Mostly 31% of the respondents never get groups social getogether.

36% of the respondents always explained the reasons for rejection or rework.

35%respondents always get over all organization operations from the supervisors.

31% respondents understands and acts towards the superior needs and wants.

36% respondents always express views and suggestions regarding work to

superiors .

36% respondents always reveal taken decisions to every members in group.

32% of the respondents never given their feedback on work performance.

CHAPTER-V

SUGGESSTIONS AND RECOMMENDATION

Most of the respondents are busy at their work and they are not replying the
answers effively in field and it is very difficult to identify ones relationship with the
other in the t. So everyone should have a good relationship with one another and
they should be capable in focusing how we can get a effective

interpersonal

relationshiop . So, proper guidance can be given to every employee. This is to

create good opinion.

The respondents are satisfied with the facilities provided by the organization like
Salary, Safety measures, Amenities, Medicines. And

the organization should

arrange for social get together , which is a powerful way to bring all of them
together, apart from work and to known and be friendly with others. So that, it will
increase Communication skill, Friendly atmosphere and caring for sorting out
personal problem

The management should communicate with the Executives more freely it should
Communicate to them regarding the day- day completion of work by a way they
can know their progress and They should explain the reason to them , if there is any
rejection/ rework.

The problem solving skill should be really excellent especially Big organization
like CVL. But it is rather found to be only moderate. It can be improved by
Individuals decision should be avoided and team members and co-workers should
be consulted.

Career guidance can be improved by Good work done by the individuals should
be recognized and appreciated by their superiors. This appreciations can
motivate them a lot so that they are interested in their work and tends to work skill
more better.

CHAPTER-VI

CONCLUSION
The study of the Impact of interpersonal Relationship in CETHAR
VESSELS in Trichy .reveals that the IPR is Moderate in a the Organization . It should
be pointed out that IPR is Excellent in factors regarding

to Perception about the

employees self, Colleagues ,Supervisors, Organization, Communication, Conflicts

situation and Team Building.
But at the same time there also a pit falls in some areas like Problem solving
. Decision making process ,Training Career guidance and Feedback system . If attention
is given to those areas these drawbacks can be removed.
However the study can be taken as a guide for further improvement and a
strategies can be changed and developed as and when required. As the Environment is
dynamic due to fast occurring changes, IPR needs constants attention and remedial
measures at each and every stage .

A STUDY ON THE IMPACT OF INTERPERSONAL RELATIONSHIP IN

CETHAR VESSELS PRIVATE LIMITED, TRICHY.

QUESTIONNAIRE
PLEASE TICK THE APPROPRIATE ANSWER

1.

Age
( ) Below 30yrs

2.

Sex
( ) Male

3.

4.

( ) High School

( ) Higher Sec

( ) PG

( ) Ph.D

( ) Diploma

Experience
( ) 6-10yrs

( ) above 10 yrs

Marital status
(

6.

( ) Female

Educational Qualification

( ) 1-5yrs
5.

( ) 31-45 yrs ( ) 46-60yrs

) Married

( ) Unmarried

Family Type
( ) Joint Family

( ) Nuclear Family

PLEASE TICK THE APPROPRIATE COLUMN

1. Always

4. Less than half the time

2. More than half the time

5. Never

3. About Half the time

7.

I share my personal feelings with other

(1 )

( 2)

( 3)

( 4)

( 5)

8.

I have confidents that I can deal the given work

(1 )
( 2)
( 3)
I able to evaluate my own work

( 4)

( 5)

9.

(1 )

( 3)

( 4)

( 5)

( 3)

( 4)

( 5)

( 4)

( 5)

10.

( 2)

I like a Nature of my work

(1 )

11.

( 2)

My colleagues co-operate with me

(1 )

12.

( 2)

I get the guidance from the colleagues to improve my knowledge

(1 )

13.

( 2)

( 2)

( 2)

( 2)

( 3)

( 4)

( 5)

( 3)

( 4)

( 5)

( 3)

( 4)

( 5)

My Supervisor has concern for my growth

(1 )

17.

( 5)

My supervisor decision making skill is good

(1 )

16.

( 4)

When complaints are given remedial measures are taken by supervisor

(1 )

15.

( 3)

My supervisor has helping tendency

(1 )

14.

( 3)

( 2)

( 3)

( 4)

My superior provided guidance support to achieve targets

( 5)

(1 )
18.

( 2)

( 3)

( 4)

( 5)

My superiors is interested in my personal goals and achievement

(1 )

( 2)

( 3)

( 4)

( 5)

( 4)

( 5)

( 4)

( 5)

19. My superiors councils me if necessary

(1 )

( 2)

( 3)

20. We have social get together with our groups

(1 )
21.

( 2)

( 3)

Reason for rejection /rework is explained

(1 )

( 2)

( 3)

( 4)

( 5)

22.

My supervisors is spending enough time to make sure that everyone

understand the overall operations of the organization
(1 )
( 2)
( 3)
( 4)
( 5)

23.

I understand clearly what my superiors expects me

(1 )

24.

( 4)

( 5)

( 2)

( 3)

( 4)

(5)

Decision taken are informed to everybody in the group

(1 )

26.

( 3)

I feel free to express work-related discuss views or suggestion to my

Superior
(1 )

25.

( 2)

( 2)

( 3)

( 4)

( 5)

Regular feedback are given to me on my work performance process

(1 )

( 2)

( 3)

BIBLIOGRAPHY

( 4)

( 5)

1.

V.Venkiah & V.S.P Rao, Fundamentals of Management Function

and Behavior , Discovery publishing House.

2.

Cary. L. Cooper, Improving Interpersonal Relations , Wildhood

House Ltd.

3.

Stephen.P.Robbin, OrganizationalBehavior, Prentice Hall

Publishers

4.

Kothari, C.R., Research Methodology, Prakashan publishers, 2nd

Edison.

5.

Dr..D.D .S Sharma ,Marketing Research, Sultan Chand & Sons.

6.

Dr.L.M.Prasad Organizational Behavior, Sultan Chand & Sons.

7.

Korlahalli & Rajendra Pal , Essential of Buisness

Communication, Sultan Chand & Sons.