ACKNOWLEDGEMENT

This study will be incomplete without acknowledging my sincere gratitude to al those

who have contributed in some way or other in completing this study.
I express a word of gratitude to the management of Shree Devi Institute of social work for
giving me an opportunity to conduct this study.
I also would like to thank our Principal Dr. Suresh Kumar for giving me an opportunity to
conduct this study for his constant support.
I wish to express my profound gratitude and Guide Mr. Ravishankar K.R. for his valuable
guidance precious time spent and help rendered during my study. I am grateful to him for
his advice and support throughout my study which has enabled me to complete my term
paper successfully.
A special word of thanks to Mr. Ivan Pinto, P&A Officer, Mr. Paul Tauro Pinto Asst.
P&A Officer of Ken Wood Industries Ltd., Mangalore for their continuous help and
encourage of this study.
I am also thankful to my friends who with their valuable advice and support have
contributed for the success of this study.
My sincere gratitude to my parents for their great help in the completion of this study.
Finally I thank all those who have directly indirectly helped me in completion this study.

Mangalore
Date: 02/04/2007 Nagaraja .V. Billava

CONTENTS
Page No
Chapter - I : Introduction of the Morale 1-9
Definitions
Importance of Morale
Types of Morale
Factors Affecting Morale
Measurement & Morale
Building of high morale

Chapter - II : Company Profile 10-12

Chapter - III : Methodology 13-14

Chapter - IV : Analysis & Interpretation 15-27

Chapter - V : Findings and Suggestions 28-29

Chapter - VI : Conclusion 30
Annexure
Bibliography

CHAPTER - I
INTRODUCTION

Employee Morale refers to an attitude of satisfaction with a desire to continue and strive
for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an
employee towards his job, his superior and his organization. It is not static thing, but it
changes depending on working conditions, superiors, fellow workers pay and so on.

Morale may range from very high to very low. High Morale is evident from the positive
feelings of employees such as enthusiasm, desire to obey orders, willingness to co-operate
with coworkers. Poor or low Morale becomes obvious from the negative feelings of
employees such as dissatisfaction, discouragement or dislike of the job.

Definitions:
Morale is a fundamental psychological concept. It is not easy to define. Morale is the
degree of enthusiasm and willingness with which the members of a group pull together to
achieve group goal. It has been defined differently by different authors. Different
definition of Morale can be classified into three major approaches.
1) Classical approach
2) Psychological approach
3) Social approach

1. Classical approach: According to this approach the satisfaction of basic needs is the
symbol of Morale.
According to Robert M. Guion "Morale is defined as the extent to which the individual
perceives that satisfaction stemming from total job satisfaction".

2. Psychological Approach: According to this approach Morale is psychological concept

i.e., state of mind.
According to Jurious Fillipo “Morale is a mental condition or attitude of individual and
groups which determines their willingness to cooperate".

3. Social Approach: According to some experts Morale is a social phenomenon.

According to Davis "Morale can be defined as the attitudes of individual and groups
towards their work environment and towards voluntary cooperation to the full extent of
their ability in the best interest at the organization".

Importance of Employee Morale:

Employee Morale plays vital role in the origination success. High Morale leads to success
and low Morale brings to defeat in its wake. The plays of Morale is no less important for
an industrial undertaking. The success of failure of the industry much depends up on the
Morale of its employees.
Types of Morale:
I. High Morale:
It will lead to enthusiasm among the workers for better performance. High Morale is
needed a manifestation of the employees strength, dependability pride, confidence and
devotion. Some of the advantages of high Morale such as:
1. Willing cooperation towards objectives of the organization.
2. Loyalty to the organization and its leadership.
3. Good Leadership.
4. Sound superior subordinate relations.
5. High degree of employee’s interest in their job and organization.
6. Pribe in the organization
7. Reduction in absenteeism and labour turnover.
8. Reduction in grievance.
9. Reduction in industrial conflict.
10. Team building.
11. Employee empowerment.

II. Low Morale:

Low Morale indicates the presence of mental unrest. The mental unrest not only hampers
production but also leads to ill health of the employees. Low Morale exists when doubt in
suspicion are common and when individuals are depressed and discouraged i.e., there is a
lot of mental tension. Such situation will have the following adverse consequences.
1. High rates of absenteeism and labour turnover.
2. Decreased quality.
3. Decreased Productivity.
4. Excessive Complaints and Grievances.
5. Frustration among the workers.
6. Lack of discipline.
7. Increase errors, accidents or injuries.

FACTORS AFFECTING MORALE:

Employee Morale is a very complex phenomenon and is influenced by many factors on
the shop floor. Several criteria seem important in the determinants of levels of workers
Morale such as:

1. Objectives of the organization: Employees are highly motivated and their Morale is
highly if their individual goal and objectives are in tune with organizational goal and
objectives.

2. Organizational design: Organization structure has an impact on the quality of labour

relation, particularly on the level of Morale. Large organization tend to lengthen their
channels of vertical communication and to increase the difficulty of upward
communication. Therefore the Morale tends to be lower. Against this flat structure
increases levels of Morale.

3. Personal Factors: It is relating to age, training, education and intelligence of the

employees, time spent by them on the job and interest in worth taken by them, affect the
Morale of the employees. For examples if an employees is not imparted proper training
he will have low Morale.

4. Rewards: Employees expect adequate compensation for their services rendered to the
organization. Good system of wages, salaries, promotions and other incentives keep the
Morale of the employees high.

5. Good Leadership and Supervision: The nature of supervision can tell the attitudes of
employees because a supervisor is in direct contact with the employers and can have
better influences on the activities of the employees.

6. Work Environment: The building and it appearance the condition of machines, tools,
available at work place provision for safety, medical aid and repairs to machinery etc. all
have an impact on their Morale.

7. Compatibility with fellow employees: Man being a social animal finds his words more
satisfying if he feels that he has the acceptance and companionship of his fellow workers.
If he has confidence in his fellow worker and faith in their loyalty his Morale will be
high.

8. Job Satisfaction: If the job gives an employee an opportunity to prove his talents and
grow personality, he will certify like it and he will have high morale.

9. Opportunity to share profit: one of the requirements of high morale is possibility and
opportunity of progress in any concern. All worker should be given an opportunity of the
progress and earn high wages without any discrimination.

MEASUREMENT OF MORALE

Morale is basically a psychological concept. As such the measurement of morale is a very

difficult task to measure it directly. However the following methods are more commonly
used to study employee morale.

1.Observation Method:
Under this method evaluator observes the employees on work and records their
behaviour, altitude, sentiments and feelings, which have developed in them. The changes
in the attitude and behaviour of the employee are the indicators of high and low morale.
2.Attitude Surveys:
In order to overcome the limitation of the above method attitude survey method is being
largely employed in modern days. This method includes conducting surveys through
questionnaires and interviews. This relates what the workers are looking in and what step
should be taken to improve their approach towards work.
3.Company Records and Reports:
The records and reports relating to Labour turnover, rate of absenteeism, the number of
goods rejected, strikes and such other things, which are indicators of the level of morale.
4.Counseling:
Under this method employees are advised to develop better mental health. So that they
can imbide self confidence, understanding and self control. This method is used to find
out the causes of dissatisfaction and then to advice the employees by way of remedial
measures.
The above methods of the measurement of the employees present only the tendencies or
the attitude of the employee morale. The statistical measurement of morale is not possible
because it relates to the inner feelings human beings. We can say that morale is increasing
or decreasing, but can not measured how much it increased or in creased.

BUILDING OF HIGH MORALE

In order to achieve high morale among the employees the following suggestion may be
followed.
1. Two-Way Communication:-
There should be a two-way communication between the management and the workers as
if exercises a profound influences on morale. The workers should be kept informed about
the organization polices and programmes through conferences, bulletins and informal
discussions with the workers.
2. Show Concern.
Large or small every business should have names on desks work stations or cubicles to
show that a real person with worth works there not just a machine. Next ask their opinion
whenever an opportunity arises rather than always telling them what to do or the way to
do it. This allows employees to add their own creative thoughts to the work process,
which then can lead to more of a feeling of ownership. Finally ask how they are with out
wanting to know deeply personal data the boss can easily show on interest in the
individual walkers.

3. Job Enrichment:-
This involves a greater use of the factors which are intended to motive the worker rather
than to ensure his continuing satisfaction with the job he performs the idea is to reduce
employee discontent by changing or improving a job to ensure that he is better motivated.
4. Modifying the work environment:-
This involves the use of teams of work groups developing social contacts of the
employees the use of music regular rest breaks.
5. Rotation of Jobs:
This is also one of important techniques to increase employee morale. Job rotation helps
to reduce an employee's boredom.
6. Incentive System:
There should be a proper incentive system in the organization to ensure monetary and
non-monetary rewards of the employees to motivate them.
7. Welfare Measures:
Management must provide for employees welfare measures like canteens credit facilities
sport clubs, education for their children e.t.c…
8. Social Activities:
Management should encourage social group activities by the workers. This will help to
develop greater group cohesiveness which can be used by the management for building
high morale.
9. Training:
There should be proper training of the employees so that they may do their work
efficiently and avoid frustration when the worker are given training they get
psychological satisfaction as they feel that management is taking interest in them.
10. Workers Participation:
There should be industrial democracy in the organization management should allow
workers participation in management. Whenever a change to be introduced which effects
the workers they must be consulted and taken into confidence workers must be allowed to
put forward their suggestion and grievance to the top management.
11. Offers recognition of the employee efforts:
It takes but a few seconds to say "Nice Job" "Well done", "Marked improvement", "You
're' on the right road" or any number of other phrases that communicate to the employee
that you care about the job and about them and that you recognize an improvement in
productivity. Also, employees can be given performance awards or have their name
mentioned at staff meetings, posted on a notice boards or in employee inter office E-mail
to say that some one did a note monthly Job. All of these simple modes of painting out
individual team or group behaviour serve as very strong methods of improving
productivity self worth and morale.

CHAPTER- II
COMPANY PROFILE

Kanara wood and plywood industries Ltd. is originally located in Jeppu Mangalore. It is
established in the year of 1972. Kenwood products are widely recognized for their good
quality kenwood products are the first choice of architects, designer interior decorators
builders and consultants.

Kanara Wood and Plywood Industries Ltd. is a company from the house of Yenepoya, a
prestigious business house. Yenepoya's are well diversified in construction, granites,
hospitality, health care and education. Yenepoya group promoted the company and
products range includes veneers, plywood, block boards, flush doors and exclusives.

Kenwood products are made from both imported and indigenous species. Some of the
imported and indigenous species. Some of the imported species, which are used for
kenwood products are African Mahogany, Afromosed, Ako, Ash, Birch, Cherry, Elm,
Makore etc. Some of the indigenous species such as Burga, Champ, Mahogany, Pali,
Poon, Rose Wood, Silver Oak Teak and other varieties of decoration species.
The Kenwood ranges of products are today widely accepted all over the country. That is
because they are made out of selected best quality hard hood and durable, tough and
elegant. Using a variety of higher advanced manufacturing techniques.

Commitment to the highest standards of quality is a part of the Kenwood ethos, it is

proven by the ISO 9001 (Quality Management Systems) and ISO 14001 (Environmental
Management Systems) accreditions of Kanara Wood and Plywood Industries Ltd.

The company has sophisticated equipments for boiling vats, rotary peeling, slicing,
vacuum pressure treatment, drying and guillotine cutting, splicing, gluing, assembling and
pressing of plywood, trimming, sanding and finishing.

ORGANIZATIONAL CHART

Board of Directors

Managing Director

Executive Director

Director

Production Personnel and Finance Maintenance Marketing

Manager Administrative Manager Engineer Manager
officer

Foreman Personal Assistance Store Marketing

Assistance Accountants Officers Officers
Supervisors Store
Assistance

CHAPTER - III

METHODOLOGY

The value of any systematic research lies in its methodology which is a way to
systematically solve research problems. Methodology helps the investigator to conduct in
a prescribed manner.

Title of the Study:

"A Study on Employee Morale with Special Reference to Kanara Wood & Plywood
Industries Ltd., Mangalore."

Scope of the Study:

For the purpose of the study I have been taken in to consideration only permanent
employees of Kanara Wood & Plywood Industries Ltd. among them I have selected 20
employees as sample.

Objectives of the Study:

1. To know and understand about the employee morale.
2. To find out the various factors leading to employee morale in the organization.
3. To know the level of morale of the employees working in Kanara Wood And Industries
Ltd.
4. To know the level of satisfaction of the employees towards the company.
5. To suggest measures to increase morale of the employees of Ken Wood.

Methods of Data Collection:

For the purpose of the study the necessary data has been collected from primary and
secondary methods.
1. Primary Data: Primary data required for the study was been collected through interview
and questionnaire method.
2. Secondary Data: It was collected published books, journals, company records, files and
internet.
Method of Sampling:
Under probability method, simple random sampling is used for data collection.
Limitations of the Study:
1. The study is only limited to Kanara Wood & Plywood Industries Ltd. Mangalore.
2. The study was on 20 selected employees, so their need not be the universal opinion.
3. Workers are always busy in their work. I is may not have given clear answer.
4. The study is to taken up for the academic purpose.
CHAPTER - IV
ANALYSIS AND INTERETATION

In this chapter the investigator tried to analysis the collected data. The data has been
collected mainly through questionnaire.

PART - A

Age of Respondents:

The employee's age and morale are directly related. Common belief is that younger
workers are more dissatisfied with higher expectations than their elders.

Age No. of Respondents Percentage

18 - 29 years 3 15%
30 - 49 years 13 65%
50 - 58 years 4 20%
Total 20 100%

Of the 20 respondents, 15% are in age group of 18 - 29 years, 65% of the age group of 30
- 49 years and 20% of the age group 50 - 58 years.

Table No. - 2.
Education Qualification
Inverse relationship between education level and Employee morale. The higher the
educational level of on employee the lower his morale because he compares his own
attainments with those of others. The higher he thinks he should be the more dissatisfied
he is.
Education No. of Respondents Percentage
SSLC 11 55%
PUC 3 15%
Degree 5 25%
Technical 1 5%
Total 20 100%

The above table shows that 55% of respondents have completed SSLC, 15% of
respondents studied up to PUC, 25% of respondent have studied Degree and only 5%
respondent have Technical Qualification.

Part - B
Table - 3
Happiness at Work Place
Views No. of Respondents Percentage
Very happy 1 5%
Happy 19 95%
Not Happy - -
Total 20 100%

It is clear from the table that 5% of the respondent is very happy to work as a employee of
Kenwood and 95% of the respondents are happy to work as a employee of Kenwood.
Table No. - 4
Happiness at Job

Views No. of Respondents Percentage

Very happy 1 5%
Happy 16 80%
Not Happy 3 15%
Total 20 100%

The above table makes it clear that 5% respondents are very happy at their jobs. 80% of
the respondents are happy and 15% of the respondents are having the feeling of not happy
at their jobs.

Table - No. 5
Working Environment

Views No. of Respondents Percentage

Good 4 20%
Satisfactory 16 80%
Not satisfactory - -
Total 20 100%

This table is shows the views of respondents towards working environment. Here 20% of
the respondents are having feeling of good and 80% of the respondents are satisfied.

Table - No. 6
Working Hours
Views No. of Respondents Percentage
Very Happy 5 25%
Happy 15 75%
Not happy - -
Total 20 100%

From the above table it is clear that 20% of the respondents are very happy with the
working hours in the industry and remaining 75% of the respondents are happy with the
working hours. It is found in this study that all the respondents have well opinion towards
working hours.

Table - No. 7
Working Condition

It is closely related to the employee morale.

Views No. of Respondents Percentage
Good 4 20%
Satisfactory 15 75%
Not satisfactory 1 5%
Total 20 100%

The above table shows about the views of respondents towards working conditions. Here
20% of the respondents are having the feeling of good with working conditions in the
industry, 75% of the respondents are satisfied & 5% of the respondents are not satisfied.

Table - No. 8
Relationship with Employees

Views No. of Respondents Percentage

Good 12 60%
Satisfaction 8 40%
Not satisfaction - -
Total 20 100%

From the above table it is clear that 60% of the respondents are having the feeling of good
and 40% are satisfied the relationship with their employees in the industry.

Table - No. 9
Management Encouragement to Employees Development

Views No. of Respondents Percentage

Yes 10 50%
No 10 50%
Total 20 100%

The above table shows that 50% respondents are told that management encourages in
over all development of them and remaining 50% of the respondents are opposite to that
statement.

Table - No. 10
Satisfaction about Health & Security measures

Views No. of Respondents Percentage

Yes 17 85%
No 3 15%
Total 20 100%

The investigator found that majority 85% of the respondents are satisfied with the health
and security measures provided by the company and remaining 15% respondents are not
satisfied.

Table - No. 11

Safety and Welfare Measures

It is one of method of increasing employee morale. The Kenwood Industry provides

safety and welfare facilities to workers.

Views No. of Respondents Percentage

Good 2 10%
Satisfactory 17 85%
Not satisfactory 1 5%?????????
Total 20 100%

This table tells about the views and the respondent’s opinion about safety and welfare
measures. Here 10% of the respondents are having feeling of good, 85% are satisfied and
5% are not satisfied.
Table - No. 12

Leaves and Holidays

Views No. of Respondents Percentage

Good 3 15%
Satisfactory 14 70%
Not satisfactory 3 15%
Total 20 100%

From the above table is clear that 15% of respondents are having the feeling of
satisfactory, 70% of the employees are satisfied and 15% are not satisfied with leaves and
holidays.
Table - No. 13
Opinion Regarding Work Load

Views No. of Respondents Percentage

Yes 14 70%
No 6 30%
Total 20 100%

Majority (70%) respondents expressed that they have heavy work load in this industry
and remaining 30% of the respondent are opposite to that statement.

Table - No. 14
Management and Employees are allowed to Talk Freely

Views No. of Respondents Percentage

Yes 10 50%
No 10 50%
Total 20 100%

The table interprets that 50% of the respondents told that management employees are
allowed to talk freely. And remaining 50% are disagree with that statement.

Table - No. 15
Relationship with Fellow Worker

Views No. of Respondents Percentage

Good 9 45%
Satisfaction 11 55%
Not satisfactory - -
Total 20 100%

This table displays that 45% of respondents are having feeling of good and 45% are
having satisfactory feeling towards their relationship with fellow workers. It is found in
this study that employee have good relations with the fellow workers.

Table - No. 16

Opinion about Supervisor

The supervisor can make or break morale. The supervisor is the first and the last link with
whom the workers come in immediate contact and hence his behavior and dealings,
determine the morale of group.

Views No. of Respondents Percentage

Motivator 15 75%
Not supervise well 5 25%
Rude - -
Total 20 100%

From this table it is clear that majority 75% respondents have a good perception
(motivator) towards their supervisors and remaining 25% of respondents felt that
supervisors are not supervise well.

Table - No. 17

Relationship with Staffs of Other Department

Views No. of Respondents Percentage
Good 11 55%
Satisfactory 9 45%
Not satisfactory - -
Total 20 100%

The above table show that 55% of the employees are having feeling of good & 45% are
having satisfactory feeling their relationship with staffs and other department.

Table No. - 18:

Encouragement by the Supervisor about Worker Special Talents

Views No. of Respondents Percentage

Yes 10 50%
No 10 50%
Total 20 100%

The above table shows that 50% of the respondents are get encouraged by their supervisor
for their special talents and remaining 50% respondents are not get full support from the
supervisors for using their special talents.

Table - No. 19
Attitudes towards Job

Views No. of Respondents Percentage

Like it 9 45%
Can't say 11 55%
No - -
Total 20 100%

The above table reflects of follows; 45% of respondents are like it their jobs, and 55% of
respondent’s don’t want to share anything about their jobs.
Table - No. 20
Opinion on Job Security

Views No. of Respondents Percentage

Like it 6 30%
Can't say 14 70%
No - -
Total 20 100%

Here 30% of the respondents truly believe that they have job security in the industry and
remaining 70% of respondent don't want to share anything about the matter.

Table - No. 21

Opinion on Shift System

Views No. of Respondents Percentage

Good 6 30%
Satisfactory 13 65%
Not satisfactory 1 5%
Total 20 100%

The table shows the views of respondent towards shift system. Here 30% of the
respondents are having feeling of good, 65% of the respondents are having the feeling of
satisfactory and 5% are not satisfied about the company shift system.

Table - No. 22
Opinion on shift system
Views No. of Respondents Percentage
Good 6 30%
Satisfactory 13 65%
Not Satisfactory 1 5%
Total 20 100%

The table shows the views of respondents towards shift system. Here 30% of the
respondents are having feeling of good 65% of the respondents are giving the felling of
satisfactory and 5% are not satisfied about the company shift system.

Table - No.23
Appreciation from the supervisor, when worker fulfill the work.
Views No. of Respondents Percentage
Yes 8 40%
No 12 60%
Total 20 100%

The above table shows that 40% of the respondents felt that they are get application by
their supervisor when they are all fulfill the work and remaining 60% of respondents have
the opinion that they are not appreciation by supervisor, when they are fulfill the works.
Here it shows that in Kenwood employees are not getting enough recognition from their
supervisor. Recognition of the employee’s efforts is one of the technique of increasing
employees morale and productivity.
Table - No. 24
Opinion on regarding satisfactory level of wants fulfillment through their present jobs:-
Views No. of Respondents Percentage
Yes 5 25%
No 15 75%
Total 20 100%

It is clear from the table that 25% of respondents felt that they are reached a satisfied
level of their wants through their present jobs But Majority of the respondents (75%) are
opposite to that statement. It is found in this study that employees have lots of expectation
from their jobs.

Table No. 25
Influence of Morale on Production:
Views No. of Respondents Percentage
Yes 9 45%
No 1 5%
No idea 10 50%
Total 20 100%

The investigators tried to analyses whether the respondent are aware of their morale. Here
45% of the respondents truly belive that their morale is directly influence on production,
5% are opposite that statement and remaining 50% of the respondent’s one not aware of
their morale.

CHAPTER-V
FINDINGS
By the study it is found that:
1. Majority of the respondents are satisfied with working environment health, security,
safety, welfare measures and leave and holidays facilities.
2. Majority of the respondents are having very good relationship with fellow workers
supervisors and staffs of other department.
3. Majority of the respondents have opinion that they are not getting recognition from
their supervisor when they are fulfilling the work. It is may demotivated to employees in
the organization.
4. Majority of the respondents expressed that they have heavy work load in the
organization.
5. Majority of the respondents are happy to work as an employee in the organization. It is
shows there level of morale.

SUGGESTION

To improve the level of Employee Morale, it is better to consider following suggestion.

1. Management should reduce the work load of the employees.
2. It will be more effective if the management take the steps to introduce suggestion
scheme system for the employees.
3. The management should pay reasonable wage and allowance to the employees.
4. It is better the management should recognize the needs of employees and encourages
employees special talents.
5. It will be better if the management provides incentives to employees so it will boost in
their morale and productivity.
6. Supervisors should maintain coordinal relationship with workers and offers
recognitions of the employee efforts and provide needed guidance to workers.
7. It will be better if management provide performance and potential appraisal in
regularly.
8. The management should provide opportunities for career development.
9. It will better if management given performance awards to employees.

CHAPTER-VI
CONCLUSION
Morale is psychological concept. Morale is not a cause but rather the effect or result of
many going awry. Morale drifters from person to person, industry to industry, level of
education age, nature of work etc. Morale may be range from very high to very low.
By this study it is clear that various faction which influences morale and productivity of
the employees each as Social Security measures, welfare facilities, salary status, Bonus,
heath condition, shift system and recognition of work are getting much importance.
To conclude employee morale plays very important role in every organization. Good
employee morale helps to success of the organization. Unless an employee has poor
morale if always a possibility of employee disharmony and also affect smooth running of
the organization.

ANNEXURE
A Study on Employee Morale with Special reference in Kanara Wood Industries.

Respected Sir,

I am Nagaraja V Billava studying in second year MSW [PM&IR] at Shree Devi Institute
of Social Work Mangalore. Conducting study on "Employee Morale" with special
reference in Kanara Wood Industry. I request you to please fill up this questionnaire and
it will be kept confidential.
Part-A
Personal Details

1. Name
2 Age
3 Marital Status
4 Qualification
5 Department
6 Year of Experience

Part-B
1. Are you happy working in this company?
a) Very happy b) Happy c) Not happy

2. Are you happy in your job?

a) Very happy b) Happy c) Not happy

3. How is working environment in this company?

a) Good b) Satisfactory c) Not Satisfactory
4. Are you happy with the working hours?
a) Very happy b) Happy c) Not happy

5. How do you find the working condition in your work place?

a) Good b) Satisfactory c) Not Satisfactory

6. How is your relationship with the employers?

a) Good b) Satisfactory c) Not Satisfactory
7. Does your management encourages in over all development of the
employees?
a) Yes b) No

8. Do you felt that your company take care of your health and security as
per company law?
a) Yes b) No

9. What is your opinion about safety and welfare measures provided to this
Company?
a) Good b) Satisfactory c) Not Satisfactory

10. What do you think about the leaves and holidays provided in this company?
a) Good b) Satisfactory c) Not Satisfactory

11. Do you have heavy workload in this company?

a) Yes b) No

12. Is management and employees are allowed to talk freely?

a) Yes b) No

13. How is your relationship with the fellow workers?

a) Good b) Satisfactory c) Not Satisfactory

14. What is your opinion about supervisor?

a) Motivator b) Not supervise well c) Rude

15. How is your relation with staffs of other department?

a) Good b) Satisfactory c) Not Satisfactory

16. Does your supervisor encourage your special talent?

a) Yes b) No

17. What do you think of your job?

a) Like it b) Can't say c) No
18. Do you fell that all are satisfied with each other?
a) Yes b) Cant Say c) No

19. Do you have job security in your company?

a) Yes b) Cant Say c) No

20. What is your opinion about shift system in this company?

a) Good b) Satisfactory c) Not Satisfactory

21. Does your supervisor appreciate, when you fulfill the work?
a) Yes b) No

22. Do you find the rules and regulation of the company difficult to follow?
a) Yes b) Cant Say c) No

23. Do you feel that you have and reached a satisfied level of your wants through this
job?
a) Yes b) No

24. Do you feel your morale is directly influence on production?

a) Yes b) No c) No idea.
THANK YOU

BIBILOGRAPHY

1. Personnel Management : C.B. Memoria

2. Industrial Psychology : P.K. Ghosh & M.B. Ghorpada

3. Personnel and Human Resource Management : P. Subba Rao

4. Principle and practice of Management : Dr. J.N. Chabra

5. Internet Sources

Project Feedbacks
Author: Aparna Member Level: Gold Revenue Score:
hi
your project represents a very good idea about the topic you have selected.In depth
discussion about the employees moral is a qualitative edition with simple words and
sentences.
On the title you should mentioned about your project as a theoretical discussion and
analysis about the topic.
You have suggest various measures like:

1. Management should reduce the work load of the employees.

2. It will be more effective if the management take the steps to introduce suggestion
scheme system for the employees.
3. The management should pay reasonable wage and allowance to the employees.
4. It is better the management should recognize the needs of employees and encourages
employees special talents.
5. It will be better if the management provides incentives to employees so it will boost in
their morale and productivity.
6. Supervisors should maintain co-ordinal relationship with workers and offers
recognitions of the employee efforts and provide needed guidance to workers.
7. It will be better if management provide performance and potential appraisal in
regularly.
8. The management should provide opportunities for career development.
9. It will better if management given performance awards to employees.
All of you suggest are well accepted in my opinion other than serial numbers 1 ,
because at preset situation there is a concept for one man all jobs.So the employees
should be trained enough to perform his duty with heavy work load.So you have to
deployed right person in the right place.
Finally thank you very much for such an excellent representation.

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