1

CHAPTER – I

INTRODUCTION
1.1 COMPANY

Deekay export limited is a manufacturer and supplier of Indian made foreign liquor.
The organization is started at 2003. The company situated at madukarai village in puducherry.
The head office is situated at puducherry. The total number of employees is 165 where 110 are
permanent and 55 are in contract based.

The organization was surrounded by 150 acres at madukarai village in puducherry. The
company has six departments namely Administrative, Blending, Bottling,Stores, Purchase and
BondedWarehouse. The working hours are 9 am to 5 pm. The products which are produced by
organization are dispatched at puducherry, mahe, yanam, karaikal, kerala and Andaman and
Nicobar Islands.

1.2 OBJECTIVES OF ORGANISATION:

• Highly effective use of available resources

• Encourage intelligent and bold innovation in the management.
• Recognition and rewards for high standard of individual and professional competence.

1.3 GOVERNMENT SUPERVISION:

Since the organization produces the liquor products it is under the supervision of
Excise department of puducherry. The products which are produced and delivered by
organization are supervised by the excise officer and the products are delivered under his
control.
 2

1.4 PRODUCTION:
DeeKay exports limited have six departments namely Administrative, Blending,
Bottling, Stores, Purchase and Bonded warehouse. The various brands which are produced by
organization are follows.

• Jeffrines Grape Brandy

• Jeffrines Xo Brandy
• Queen’s Club Brandy
• Director’s Club Brandy
• Green leaf Grape Brandy
• Prime Doctor Brandy
• Winner Doctor Brandy
• African XXX Rum
• Prime XXX Rum
• Hero No.1 Whiskey
• Aristocrat Brandy
• Aristocrat VSOP Brandy
• Aristocrat White Rum
• Aristocrat Vodka
• Aristocrat SEKC Brandy
• Aristocrat Whiskey
• Binneys Fine Brandy
• Binneys Fine Whiskey
• Vinicola Wine
• Club 99 Wine

1.4.1 Administrative Departments:

 3

The main function of administrative department is to manage the organization.

Accounts, Time office and security are under the control of this department. This
department administrates the overall financial activities of the organization. Books of
accounts are maintained in this department. The salary pay to all employees is maintained
by administrative department.

1.4.2 Blending Department:

The blending department has the demineralised plant. The demineralised plant
converts the water into demineralised water which removes the salt content in the water.
After the demineralization the flavor for product which should be produced are added
according to the quantity.

1.4.3 Bottling Department:

The bottles are arranged in the conveyer belt. The quantity of product is filled into the
bottles automatically. Then the corks are fitted above the bottles. Then the labels are
pasted manually. Then the product is moved to quality check. In the quality check bottles
are checked under label check and the quality of product are checked. After the checking
the products are packed.

1.4.4 Purchase Department:

This departments deals with the purchase of goods like flavors, Bottles, labels and
corks. This department receives invoice bills from the suppliers and it is compared with
the goods receipt note which contains the statement of items received. The goods receipt
is sent to accounts in administrative department for the settlement. The goods received, the
date of purchase and name of suppliers are recorded in the invoice control ledger.
 4

1.4.5 Stores:
The stores department is in charge for the material handling which includes moving,
packing, storing and preserving. The materials will be placed in the stores after inspection
of store department. The stores departments maintain the record of materials which kept in
the stores and when it is issued.

1.4.6 Bonded warehouse:

The finished goods are kept in the warehouse. After the manufacturing, the goods are
kept in the warehouse for their dispatch. The record was maintained on the incoming and
delivered goods.

1.5 ORGANIZATIONAL CHART

 5

Managing Director

General Manager

Administration Production Store and Executive

and accounts Engineer Dispatch QA

HR Supervisor Store QA
Assistant Production Assistant Inspector
s

CHAPTER II
 6

REVIEW OF LITERATURE

2.1 INTRODUCTION:
Modern managers and personal administrators are greatly interested in fathoming and
influencing the morale of the employees in such a way that it will contribute to the
maximum effectiveness, growth and progress of the organization. Contemporary
personnel administration is interested in designing programmes that help provide optimal
employee morale.

2.2 MEANING:
Morale is purely emotional. It is an attitude of an employee towards his job, his
superior and his organization. This may range from very high to very low. It is not a static
thing but it changes depending on working conditions, superiors, fellow workers, pay and
so on. When a particular employee has a favorable attitude towards his work, he is said to
have high morale. In the organizational context, we usually talk of group morale as each
person has an influence over the other’s morale.
Morale is a very widely used term. It generally refers to esprit de corps, a feeling of
enthusiasm, zeal, confidence in individuals or groups that they will be able to cope of mind
to work, environment and to his employer, and his willingness to strive for the goals set for
him by the organization in which he is employed. Morale is synthesis of an employee’s
diverse reactions to, and feelings for, his job, his working conditions, pay and so on.
Feelings, emotions, sentiments, attitudes and motives- all these combine and lead to a
particular type of behavior on the part of the individual or his group and this is what is
referred to as employee or group morale.

2.3 DEFINITIONS:
 7

• Morale is the sum of total of several psychic qualities which include courage,
fortitude, resolution and above all confidence.
---- Mooney

• Morale is the capacity of a group of people to pull together persistently and

consistently in the pursuit of a common purpose.
--- Leighton

• Morale is the possession of a feeling on the part of the employee of being

accepted and belonging to a group of employees through adherence to common
goals and confidence in the desirability of these goals.
--- Milton L.Blum

• A mental condition or attitude pf individuals and groups which determines their

willingness to cooperate with others to meet organization objectives.

---- Flippo

2.4 CHARACTERISTICS OF MORALE:

The main characteristics of morale are as follows:

• Morale is basically a psychological concept. It is a mental process which, once

started, permeates in the entire group creating a mood which results in the
formation of a common attitude.
• There is absolute state of morale. Thus, morale is a neutral concept and it has to
be qualified with the degree as high morale or low morale. If the attitude of a
group is poor, morale is low and vice versa.
 8

• Morale is a relative concept and does not indicate by itself, the existence of
either a good or bad state. Therefore, it is inaccurate to speak of morale as
something which is either present or absent in a group.
• Morale is a group phenomenon consisting of a pattern of attitudes. It is the sum
total of employee’s attitudes, feelings and sentiments.
• Morale is intangible and, therefore it is very difficult to measure the degree of
morale accurately. But it can be judged from employee absenteeism and
turnover.
• Morale is multi-dimensional. It represents complex mixtures of several elements.
It recognizes the influence of job situation, human aspects and motivational
forces on attitudes of individuals and groups.
• Morale is a byproduct of group relationships. It reflects the degree of willingness
and enthusiasm with which the members of group carry out of their assignments.

2.5 MORALE AND MOTIVATION:

Morale should be distinguished from motivation. Though both are cognitive
concepts, they are quite different from each other. Morale is a composite of feelings,
attitudes and sentiments whereas motivation is the process of stimulating people to
work for the achievement of desired goals. Morale is a group of phenomenon;
motivation is largely an individual’s willingness to work. Morale is concerned with
mobilization of sentiments but motivation is concerned with mobilization of energy.
However, morale reflects motivation provides potential for raising morale.

2.6 FACTORS AFFECTING MORALE:

Roach determined that there are twelve factors that influence morale. They are
1. General worker’s attitude towards the company.
2. General worker’s attitude towards the supervisor.
3. The level of satisfaction with job standards.
4. The level of consideration the supervisor shows to his subordinates.
5. The work load and the work pressure level.
 9

6. The treatment of individuals by management.

7. The level of worker’s pride in the company and its activities.
8. The level of worker’s satisfaction with salaries.
9. Workers reaction to the formal communication network in organization.
10. Intrinsic job satisfaction level of workers.
11. Workers satisfaction with the progress and opportunities for the further
progression.
12. The workers attitude towards fellow workers.

2.7 INDIVIDUAL AND GROUP MORALE:

Morale may be concerned with an individual. An individual’s morale is related with
knowing ones own expectation and living up to them. If one is clear of his own needs
and how to satisfy them most of the time morale is high. Whereas an individual’s
morale is a single person’s attitude toward life, group morale reflects the general esprit
de corps of a collective group of personalities. Group morale is everyone’s concerns
and it must be practiced continually, for it is never ultimately achieved and is
constantly changing.
Group morale and the morale of the individual are interrelated but not necessarily
identical. They have an effect on each other. It is conceivable that an individual’s own
personal perception of existing conditions as they relate to himself may be high, and
they group’s perception of conditions may be low, or vice versa but more usually the
two share common feelings.

2.8 MEASUREMENT OF MORALE:

Since morale is a subjective concept, there are some difficulties associated with its
measurement. Employees are naturally reluctant to express their true attitude towards
the work and management. For this reason, the questionnaire method has the least
significance as a technique of measurement. The following are the popular methods of
morale measurement
 10

• Observations
• Attitude surveys
• Company records

2.8.1 OBSERVATIONS:
A keen observation of employee’s behavior, talk, gestures should help the manager
to identify any change in the level of morale. On identifying this, the manager should
immediately think of a remedial action in order to restore the morale at its previous
level.

2.8.2 ATTITUDE SURVEYS:

Attitude surveys are conducted mainly in two ways
(i) Interview method
(ii) Questionnaire method.
Interview method:
Under this method, a face to face talk is carried out with the employee.
The interviewer asks several persons about their feelings and opinions on
various aspects of their job and the organization.

Questionnaire Method:
In this method of morale measurement, a questionnaire is served to the
employees asking them about their opinions on all factors that affect morale

2.8.3 COMPANY RECORDS:

Certain reports from the personnel department provide the information as to labor
turnover, rate of absenteeism, number of workers grievances, the number of goods
rejected, strikes and such other things, which are indicators of the level of morale.
 11

2.9 BOOSTING EMPLOYEE MORALE:

Appreciation:
Research shows that people often leave an employer because they haven’t received
the recognition they want, or feedback on how they are doing.
Perhaps the first step in creating an atmosphere that will motivate employees is
expressing appreciation. Supervisors should commend progress toward agreed-upon
goals in a continual and consistent manner. The employees are singled out from time to
time and commended for their efforts on keeping the company running smoothly.

Involvement:
People want to feel involved their jobs and important to the success of their
companies. They are closest to the works for which they are responsible, and know
how it can most effective be done.
Supervisors can motivate staff by asking them to set their own job goals and suggest
better ways to do things. Supervisors should prove themselves as participative one,
which in turn enable them to identify the actual problem from the employees regarding
their work.

Co-operation:
Management should maintain a proper cooperation among the employees. This can be
done by showing a proper path towards the organization goal.

Social Environment:
A company’s reputation rests on more than just the quality of its products. People
judge firms by their philosophy and level of customer service, their involvement in
community activities and their commitment to morale, environmental and even
political issues.
 12

Working Environment:

The physical place in which people work says a lot about the organization, its
values and its policies. Employees are more productive when their environment is
comfortable, pleasant and efficiently organized for the tasks top be performed. As you
arrive tomorrow morning, look objectively at your neighborhood, building, entrance
area and the individual offices.
 13

ARTICLES:

According to HARELL “Morale is a group concept having five components “

(a) a feeling of togetherness i.e., of belonging to a group and not and not being
isolated.

(b) a clear goal (which will be targets of production) set before them.

(c) there must be an observed pr perceived progress toward the attainment of goal.

(d) within the group each member feels that he has a meaningful task to perform.

(e) a supportive or stimulating leadership.

Michael J. Jucius defines,” Morale as a state of mind or of a willingness to work

which inturn affects individuals and organizational objectives”. He explains it in detail
by answering the following questions:

(1) What is it? – It is attitude of mind, a state of well being and an emotional
force.

(2) Where does it reside? – It resides in the minds, attitudes and emotions of
individual as members of group.

(3) Whom does it affect? – It affects employees and executives in their

interaction immediately and ultimately, the customer and the community.

(4) What do it affect? – It affects willingness to work and cooperate in the best
Interest of the enterprise and ultimately output, quality of output and costs
of operations.

Gioia, Joyce L.., states that

Morale exists when people know their jobs and how their job compliments jobs of
everyone else. They focus on working together to accomplish the mission of the
business.

One of the easiest and most effective ways to foster positive employee attitudes is to
create an optimum working environment with in each department.

Another indication of high morale is where people in the organization see action
required and willingly sacrifice their goals for the growth of organization.
 14

Johnson, Employee Morale during downsizing, IES Report

Morale is not a simple concept. Of course employees will feel unsettled during
downsizing. However, just accepting low morale as an inevitable consequence may
determine the very productivity gains intended by the change. So employers should
seek to minimize the unwanted impact of economic fluctuation. They also need to
recognize the extent manner of managing such change affects how employees feel
about the change, and their future relationship with the organization.

Downsizing can threaten employee’s sense of well being in several ways. They may
see the organization as having behaved unjustly or unfairly. They obviously feel less
secure. They also lose the belief that their contribution to the organization will be
rewarded in the future. These responses may easily threaten organization
performances.

Miller and Form give three definitions of morale:

“First morale refers to the total satisfactions which the individual acquires as a
result of his membership and involvement in an organization setting.

“Second it relates to the state of motivational drives through which the individual
tend to accomplish goals and face the future challenges”.

“Third, it is the consensus or “esprit de corps” revealed by a group which make

efforts towards the accomplishment of its goals”.
 15

CHAPTER – III

OBJECTIVES OF THE STUDY

• To find the level of employee morale in DeeKay Exports limited.

• To find the expectation of employees towards job, work environment and financial
benefits.

• To know about the Employee Satisfaction.

• To know the interrelationship between supervisors and employees.

• To know about the safety and welfare measures provided to employees.

 16

CHAPTER – IV

RESEARCH METHODOLOGY

4.1 RESEARCH DESIGN:

“A research design is the arrangement of conditions for collection and analysis

data in a manner that aims to combine relevance to the researcher purpose with
economy in procedure”
It constitutes the blueprint for the collection, measurement and analysis of data.
As such design includes an outline of what the researcher will do form writing the
hypothesis and its operational implications to the final analysis of data.

As such the design includes an outline of what the researcher will do from writing the
hypothesis and its operational implications to the final analysis of data. More
explicitly, the decisions happen to be in respect of:

What is the study about?

Why is the study being made?
Where will the study be carried out?
What type of data is required?
Where can the data found?
What periods of time will the study include?
What will be the sample design?
How will the data be analyzed?
In what style will the report be prepared?
What techniques of data collection will be used?

The Research Design undertaken for the study is Descriptive one. A study, which
wants to portray the characteristics of a group or individuals or situation, is known as
Descriptive study. It is mostly qualitative in nature. The main objective of Descriptive
study is to acquire knowledge.
 17

4.2 TYPES OF DATA COLLECTED:

PRIMARY DATA:
Primary data was collected through personnel interview. The structured interview
schedule was drafted to get the information regarding the employee morale at
DEEKAY EXPORTS LIMITED. The structure interview schedule contains 19
questions, which include both closed and multiple questions. Most of them were all of
multiple choices in nature. The interview was conducted in English and Tamil. Proper
care was taken to frame the interview schedule in such a manner it should be easily
understood in view of educational level of the employees.

SECONDARY DATA:
Secondary data was collected from various published books, journals, periodicals
and Company records.

4.3 QUESTIONNAIRE CONSTRUCTED:

Questionnaires were constructed based on the following types

 Close ended questions

 Multiple choice questions

4.4 DEFINING THE POPULATION:

From the statistical point of view, the term ”Universe “ refers to the total of the
items or units in any field of inquiry, whereas the term “Population” refers to the total
of items about which information is desired.
 18

The population can be finite or infinite. The population is said to be finite if it

consists of fixed number pf elements so that it is possible to enumerate it in its totality.
For instance, the populations in the city, the number of workers in a factory are
examples of finite population. Hence in this study finite population has been taken. It
consists of 50 employees.

4.5 SAMPLING PLAN:

A sampling plan is a definite design for obtaining a sample from the sampling
frame. It refers to the techniques or the procedure the researcher would adopt in
selecting some sampling units from which inferences about the population is drawn.
Sampling design is determined before any data are collected.

Convenient Sampling technique was adopted. In this method the researcher select
those units of the population in the sample, which appear convenient to him or the
management of the organization where he is conducting research.

4.6 SAMPLING SIZE:

Nearly 50 samples have been taken from the population.

4.7 DESCRIPTION OF STATISTICAL TOOLS:

In order to come out with findings of the study, the following statistical tools have
been used

• Percentage method
• Chi-square method
• Weighted average method
 19

4.8 PERCENTAGE METHOD:

In this project Percentage method test is used. It can be calculated in the following
way.

No. of respondents
x 100
Percentage of respondent =
Total no of respondents

CHI-SQUARE ANALYSIS:

The test used in the analysis was Chi-square test. Karl Pearson in 1990 developed a
test for testing the significance of discrepancy between experimental values and
theoretical values obtained under some theory or hypothesis.
Formula:

Chi-square = ∑ {(O-E)2 / E}

O = Observed frequency
E = Expected frequency
Chi-square is used to test whether differences between observed and expected
frequencies are used.
 20

WEIGHTED AVERAGE METHOD:

Weighted average can be defined as an average whose components items are

multiplied by certain values (weights) and the aggregate of the products are divided by
the total of weights. One of the limitations of simple arithmetic mean is that it gives
equal importance to all the items of the distribution. In certain cases relative
importance of all the items in the distribution is not the same where the importance of
the items varies. It is essential to allocate weight applied but may vary in different
cases. Thus weightage is a number standing for the relative importance of items.
 21

CHAPTER V
DATA ANALYSIS AND INTERPRETATION

GENDER OF THE RESPONDENT

TABLE No.5.1

Gender Frequency Percent

Male 32 64.0

Female 18 36.0

Total 50 100.0

INFERENCE:
From the above given table it is inferred that 64% of the employees are male and
36% of the employees are female

CHART 5.1
 22

GENDER OF THE RESPONDENT

40

30

20

10
Frequency

0
Male Female

GENDER OF THE RESPONDENT

MARTIAL STATUS OF RESPONDENT

TABLE No.5.2

Martial status Frequency Percent

Single 25 50.0

Married 25 50.0

Total 50 100.0

INFERENCE:
 23

Above table states that 50% of the respondents are Married and 50% of the respondents are
Unmarried.

CHART 5.2

MARTIAL STATUS OF RESPONDENT

30

20

10
Frequency

0
Single Married

MARTIAL STATUS OF RESPONDENT

QUALIFICATION OF RESPONDENTS
TABLE 5.3

Frequency Percent

1 member 1 2.0

2 Members 32 64.0

3 Members 13 26.0

More than 3 4 8.0

members

Total 50 100.0
 24

INFERENCE:
The above table states that 38% of the employees are degree holders, 30% of the
employees have passed HSC, 16% of the employees have passed SSLC, 14% of the
employees possess PG degree.
CHART 5.3

Q U A L IF IC A T IO N O F R E S P O N D E N T S

SSLC
HSC
D ip lo m o
D e g re e
PG

INDIVIDUAL THINKING OF JOB

TABLE 5.4
 25

Individual thinking Frequency Percentage

Challenging 11 22.0

Interesting 30 60.0

creative 1 2.0

Poor 8 16.0

Total 50 100.0

INFERENCE:
The table states that 60% of the employees rated their job as interesting, 22% of the
employees rated their job as challenging, 16% of the employees rated their job as poor and 2%
of the employees as creative.
CHART 5.4
 26

INDIVIDUAL THINKING OF JOB

Poor
Challenging

creative

Intersting

KIND OF PROBLEM IN COMPANY

Table 5.5
 27

INFERENCE:

Problems Frequency Percent

Salary problem 16 32.0

Working hours 18 36.0

others 15 30.0

None 1 2.0

Total 50 100.0

The table clearly states that 36% of the respondents have problem in their working hours,
32% of the respondents have problem in their salary and 15% of the respondents have their
problems in other areas.
CHART 5.5

KIND OF PROBLEM IN COMPANY

None

others

Salary problem

Working hours

WORKLOAD
TABLE 5.6
 28

Workload Frequency Percent

Satisfied 36 72.0

Moderate 8 16.0

Dissatisfied 6 12.0

Total 50 100.0

INFERENCE:
The above table states that 72% of the employees are satisfied with workload, 16% of
the employees are moderate and 12% of the employees are dissatisfied.

CHART 5.6
 29

WORKLOAD

Dissatisfied

Moderate

Satisfied

WORK ENVIRONMENT
TABLE 5.7
 30

Work Environment Frequency Percent

Highly satisfied 5 10.0

Satisfied 22 44.0

Moderate 22 44.0

Dissatisfied 1 2.0

Total 50 100.0

INFERENCE:
The data in the table states that 44% of the employees are satisfied with work environment,
44% of the employees are moderate, 10% of the employees are dissatisfied and 2% of the
employees are dissatisfied.
CHART 5.7
 31

WORK ENVIRONMENT
50

40

30

20

10
Percent

0
Highly satisfied Satisfied Moderate Dis-satisfied

WORK ENVIRONMENT

JOB
TABLE 5.8
 32

Job Frequency Percent

Highly satisfied 1 2.0

Satisfied 32 64.0

Moderate 15 30.0

Dissatisfied 2 4.0

Total 50 100.0

INFERENCE:
The table depicts that 64% of the employees are satisfied with their job, 30% of them are
moderate, 4% of the employees are dissatisfied and 2 % of them are highly satisfied.
CHART 5.8
 33

JOB

Dissatisfied

Moderate Highly satisfied

Satisfied

GOOD RELATIONSHIP WITH WORKER

TABLE 5.9

Good Relationship Frequency Percent

Yes 43 86.0

No 7 14.0

Total 50 100.0

INFERENCE:
The table states that 86% of the respondents having good relationship with the co-workers
and 14% of them are not having the relationship.
 34

Chart 5.9

GOOD RELATIONSHIP WITH WORKERS

No

Yes

PROMOTIONAL OPPORTUNITES IN COMPANY

TABLE 5.10

Promotional Frequency Percent

opportunities

Based on merit 4 8.0

Based on 29 58.0
seniority

Both 17 34.0

Total 50 100.0

INFERENCE:
 35

The above table states that 58% of the employees are provided promotional activities on
seniority bases, 34% of the employees on both and 8% of the employees on merit basis.
CHART 5.10

P R O M O T IO N A L O P P O R T U N I T I E S

B a s e d o n m e r it
B a s e d o n s e n io r it y
B o th
 36

TRANSPORT FACILITIES

Table 5.11

Transport facilities Frequency Percent

very good 1 2.0

Fair 12 24.0

Poor 37 74.0

Total 50 100.0

INFERENCE:
The table states that 74% of the respondents stated that transport facilities in organization
are poor, 24% of the respondents stated fair and 2% of the respondent stated that transport
facilities are very good.

Chart 5.11
 37

TRANSPORT FACILITIES

very good

Fair

Poor
 38

ANALYSIS TO FIND WHETHER THERE IS SIGNIFICANT DIFFERENCE

BETWEEN THE OPINION OF RESPONDENTS REGARDING TOTAL NUMBER OF
WORKING AND WORK ENVIRONMENT (USING CHI-SQUARE)

Null hypothesis:
Total number of years working of an employee and working environment are independent.

Table5.12

THE TOTAL NUMBER OF YEAR WORKING * WORK ENVIRONMENT Cross tabulation

OBSERVED COUNT

WORK ENVIRONMENT
Highly
satisfied Satisfied Moderate Dissatisfied Total
THE TOTAL 1 year 0 6 9 0 15
NUMBER OF YEAR 2 year 1 9 12 1 23
WORKING
3 year 4 4 1 0 9
More than three
0 3 0 0 3
year
Total 5 22 22 1 50

Table 5.12.1

EXPECTED COUNT

WORK ENVIRONMENT
Highly
satisfied Satisfied Moderate Dissatisfied Total
THE TOTAL 1 year 1.5 6.6 6.6 .3 15.0
NUMBER OF YEAR 2 year 2.3 10.1 10.1 .5 23.0
WORKING
3 year .9 4.0 4.0 .2 9.0
More than three
.3 1.3 1.3 .1 3.0
year
Total 5.0 22.0 22.0 1.0 50.0

TABLE 5.12.2
 39

CALCULATION:

O E (O-E) (O-E)2/ E
0 1.5 -1.5 1.5
6 6.6 0.6 0.05454
9 6.6 2.4 0.8727
0 0.3 -0.3 0.3
1 2.3 -1.3 0.7347
9 10.1 -1.1 0.1198
12 10.1 1.9 0.3574
1 0.5 0.5 0.5
4 0.9 3.1 10.67
4 4 0 0
1 4 -3 0.5625
0 0.2 -0.2 0.2
0 0.3 -0.3 0.3
3 1.3 1.7 2.2230
0 1.3 -1.3 1.3
0 0.1 -0.1 0.1
5 5 0 0
22 22 0 0
22 22 0 0
1 1 0 0

Calculated value ∑ {(O-E)2 / E} = 20.04

Degrees of Freedom = (R-1) (C-1) = (4-1) (4-1) = 9

Tabulated value for 9 = 16.919

Calculated value is greater than tabulated value null hypothesis is rejected.

RESULT:
Total number of years working of an employee and working environment are not
independent.

TO FIND THE RANK FOR THE FACTORS RELATED TO EMPLOYEE

 40

MORALE (USING WEIGHTED AVERAGE METHOD)

The respondents were asked to give their opinion about the following factors in their
organization. Their opinions are tabulated below.
Table 5.13
Highly
S.No Factors Satisfied Satisfied Moderate Dis-satisfied
1 Workload 0 36 8 6
Work
2 Environment 5 22 22 1
Relationship
3 with 3 21 22 4
superiors
4 Job 1 32 15 2

CALCULATION OF WEIGHTED AVERAGE METHOD

Table 5.13.1

Point weight `
age 4 3 2 1
Factors Highly Average
satisfied Satisfied Moderate Dissatisfied Total score Ranks
Workload 0 108 16 6 130 2.60 3

Work
Environment 20 66 44 1 131 2.62 2
Relationship
with 12 63 44 4 123 2.46 4
superiors
Job 4 96 30 2 132 2.64 1
 41

INFERENCE:

It can be interpreted from the above table that the respondents have rated first to their
job, second rating to their work environment, third to workload and fourth to relationship with
superior
 42

CHAPTER VI
FINDINGS OF STUDY

• 64% of the employees are male and most of them are degree holders

• 60% of the employees rated their jobs as interesting

• The relationship between the employees and the management is good.

• The working condition provided by the organization satisfy the majority of the

employees

• 80% of the respondent are satisfied with their job

• The organization provides promotion to the employees on their seniority basis.

• Canteen facilities and Water facilities provided by organization are good. But the

transportation facilities are found to be poor.

• Most of the employees feel that their pay is low.

• The employees in organization rated first to their job, second rating to their work

environment, third to workload and fourth to relationship with superiors.

• Using the chi-square analysis it is found that there is no significant difference between

between work environment and total number of years working by an employee.

• Most of the respondents are satisfied with the workload provided by organization.

• The relationship of employees with the superiors is of satisfied level.

• 86% of the respondents having good relationship with co-workers.

• The respondents have rated first to quality, second rating to value of money, third to
timely delivery and fourth to availability of the product.
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SUGGESTIONS AND RECOMMENDATIONS

From the study it is identified that low monetary benefits is an unfavorable factor that

prevails in the organization. So the company could try to provide few monetary benefits to the

employees. The company should give a good pay to the employees which satisfy them.

The promotional opportunities in the organization are based on seniority basis only.

The organization should also provide promotional opportunities on the basis of merits

obtained by employees. This will give a sense of motivation to the employees to boost up

their performance.

Transport facility found to be the most lacking facilities in the organization. The employees

coming from far places are not offered such facilities. So the company should provide proper

transportation facilities to all its employees. This would minimize the problems like turnover

and absenteeism for the company.

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CHAPTER VII
CONCLUSIONS

DEEKAY EXPORTS LIMITED is company which manufactures Indian made foreign

liquors. The organization was surrounded by 150 acres at madukarai village in puducherry.
The company should satisfy its clients. This is possible only if the company maintains high
level of production. But to maximize the production, employee should play a vital role. Hence
a high level of positive morale should be maintained in the employees.

Morale is the attitude of mind or state of mind of employees, which has impact on the
individual and company goals and the purposes. Feelings, emotions and motives combine and
build certain attitude and behavior on the part of the individual, which is in turn, represents the
employee morale towards his organization.

The organization has good work environment and most of the respondent are satisfied with
job, workload and relationship with superiors. The relationship between the employees is
good. The facilities provided by organization were good. The Employee morale in the
organization is found to be of satisfied level.
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CHAPTER VIII

8.1 LIMITATION OF THE STUDY

• The survey period was one month. Hence limited time was spent for doing the survey.

• Some of the respondents didn’t give real data due to fear on management.

• Since data was collected during working hours of employees they feel it as some
disturbances to them.

• The respondent may be biased while answering the questions so the sample result
cannot be applied to the population in whole
 46

8.2 SCOPE FOR THE FURTHER STUDY

• The study is confined to DEEKAY EXPORTS LIMITED, highlights the need for high
morale among the employees in the organization.

• Since the study is general one, it can be adopted by similar organization.

• The recommendations and suggestions of the study can also be applied to similar
project or similar situation.

• It will be also helpful to those who make a research on this topic as a good reference.

• The study helps to know the expectations and satisfaction factors of an employee in
DEEKAY EXPORTS LIMITED.
 47

ANNEXURE-I

QUESTIONNAIRE

1. Name:

2. Gender:
Male{ } Female{ }

3. Martial status:
Single { } Married { }

4. Educational Qualification:
SSLC { } HSC { } Diploma { } Degree { } Post Graduate { }
Others { }

5. How many members in your family depend on you?

a) 1 b) 2 c) 3 d) More than 3

6. Salary Range per month:

a) Below 1000{ } b) 1000-2000{ } c) 2000-3000 d) above 3000 { }

7. How long you have been working in this company?

a) One year b) Two year c) Three year d) More than four year

8. What do you think of your job?

a) Challenging b) Interesting c) Creative d) Poor

9. What do you feel about the present salary?

 48

a) Highly satisfied b) Satisfied c) Ok

d) Highly dissatisfied e) Dissatisfied

10. What kind of problem do you have in your company?

a) Salary problem b) Working hours c) Others d) None

11. What is your opinion about the following factors in your organization?

Factors Highly Satisfied Moderate Dissatisfied

Satisfied
Workload
Work
environment
Relationship
with superiors
Job

12. How do you feel about workers participation in your company?

a) Good b) Normal
c) At least d) Bad

13). Do you have good relationship with workers?

a) Yes b) No

14). Rate the following facilities in your organization

1) Excellent 2) Very Good 3) Fair 4) Poor

Canteen
facilities
Water
facilities
Safety
measures
Clean
surroundings
Transport
facilities
 49

15) Does Company motivate the employees?

a) Yes b) No

16) Are you encouraged to suggest new ideas?

a) Yes b) No

17) Does the company involve in solving your problem?

a) Yes b) No

18) How does management provide your promotional opportunities?

a) Based on merit b) Based on seniority c) Both

19) What make you to retain in the company?

a) Welfare Schemes b) Job itself
c) Job Security d) Others

19) Any suggestions:

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50
 51

ANNEXURE - II

BIBLIOGRAPHY

BOOKS:

1) Kothari, C.R., --- RESEARCH METHODOLOGY

2) MOMORIA.C.B ---- PERSONNEL MANAGEMENT

WEBSITES:

www.management.org

www.moraleinfo.com