aligned copy of employee morale

8/2/2019 Aligned Copy of Employee Morale

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CHAPTER - I

1.1 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.

1.2 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 needs1


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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".

1.3 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.

1.4 Types of Morale:

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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 employees interest in their job and organization.

6. Pride 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 aredepressed 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.

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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.

1.5 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.

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For examples if an employee 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.5


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1.6 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 behavior, altitude, sentiments and feelings, which have developed in them.

The changes in the attitude and behavior 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:

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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 cannot measured how much it

increased or decreased.

1.7 BUILDING OF HIGH MORALE

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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 policies 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 without 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.8


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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 etc

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 into9


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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 someone did a note

monthly Job. All of these simple modes of painting out individual team or group

behavior serve as very strong methods of improving productivity self worth and

morale.

CHAPTER- II

COMPANY PROFILE

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The origin of Ashok Leyland can be traced to the urge for self-reliance, felt

by independent India. Pandit Jawaharlal Nehru, India's first Prime Minister

persuaded Mr. Raghunandan Saran, an industrialist, to enter automotive

manufacture. In 1948, Ashok Motors was set up in what was then Madras, for the

assembly of Austin Cars. The Company's destiny and name changed soon with

equity participation by British Leyland and Ashok Leyland commenced

manufacture of commercial vehicles in 1955.

Since then Ashok Leyland has been a major presence in India's commercial

vehicle industry with a tradition of technological leadership, achieved through tie-

ups with international technology leaders and through vigorous in-house R&D.

Access to international technology enabled the Company to set a tradition to

be first with technology. Be it full air brakes, power steering or rear engine

busses, Ashok Leyland pioneered all these concepts. Responding to the operating

conditions and practices in the country, the Company made its vehicles strong,

over-engineering them with extra metallic muscles. "Designing durable products

that make economic sense to the consumer, using appropriate technology",

became the design philosophy of the Company, which in turn has moulded

consumer attitudes and the brand personality.

In the populous Indian metros, four out of the five State Transport

Undertaking (STU) buses come from Ashok Leyland. Some of them like the

double-decker and vestibule buses are unique models from Ashok Leyland, tailor-

made for high-density routes.

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In 1987, the overseas holding by Land Rover Leyland International

Holdings Limited (LRLIH) was taken over by a joint venture between the

Hinduja Group, the Non-Resident Indian transnational group and IVECO. (Since

July 2006, the Hinduja Group is 100% holder of LRLIH).

The blueprint prepared for the future reflected the global ambitions of the

company, captured in four words: Global Standards, Global Markets. This was at

a time when liberalization and globalization were not yet in the air. Ashok

Leyland embarked on a major product and process up gradation to match world-

class standards of technology.

In the journey towards global standards of quality, Ashok Leyland reached

a major milestone in 1993 when it became the first in India's automobile history

to win the ISO 9002 certification. The more comprehensive ISO 9001

certification came in 1994, QS 9000 in 1998 and ISO 14001 certification for all

vehicle manufacturing units in 2002. It has also become the first Indian auto

company to receive the latest ISO/TS 16949 Corporate Certification (in July

2006) which is specific to the auto industry.

Ashok Leyland has seven manufacturing plants - the mother plant at

Ennore near Chennai, three plants at Hosur (called Hosur I and Hosur II, along

with a Press shop), the assembly plants at Alwar, Bhandara and state-of-the-art

facility at Pantnagar. The total covered spaces at these seven plants exceeds

650,000 sq m and together employ over 11,500 personnel.

ASSOCIATE COMPANIES OF ASHOK LEYLAND ARE

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Automotive coaches and component limited(accl)

Lanka ashok Leyland

Hinduja foundries

IRIZAR TVS

Ashok Leyland project services limited

MAJOR MILESTONES IN INDIAS COMMERCIAL VEHICLE

INDUSTRY

1966 - Introduced full air brakes

1967 - Launched double-decker bus

1968 - Offered power steering in commercial vehicles

1979 - Introduced multi-axle trucks

1980 - Introduced the international concept of integral bus

with air suspension

1982 - Introduced vestibule bus

1992 - Won self-certification status for defense supplies

1993 - Received ISO 9002

1997 - India's first CNG powered bus joined the BEST fleet

2001 - Received ISO 14001 certification for all manufacturing units

2002 - Launched hybrid electric vehicle

JOINT VENTURES

NISSAN MOTOR COMPANY

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A Joint Venture to develop, manufacture and co-operate for the

manufacture and distribution of Light Commercial Vehicles under both the Ashok

Leyland and Nissan brands. The Joint Venture has three separate companies with

different share-holding structures:

A vehicle manufacturing company in which the shareholding is Ashok

Leyland: 51% and Nissan: 49%

A powertrain manufacturing company in which Nissan has 51% and

Ashok Leyland 49%

A technology development company which is owned 50:50 by both

partners

JOHN DEEREE

A 50:50 Joint Venture to manufacture and market construction equipment

under both the Ashok Leyland and John Deere brands. The JV will commence

production by 2010 and will initially roll out Backhoes and Four-wheel-drive

Loaders.

AUTOMOTIVE INFOTRONICS

A 50:50 Joint Venture set up to design, develop and adapt Infotronics

products and services for automotive customers and will cater to the requirements

of Ashok Leyland and available opportunities with other vehicle manufactures in

India and overseas.

ASHLEY ALTEAMS14


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A 50:50 Joint Venture to produce High Pressure Die Casting (HPDC)

aluminum components pre-dominantly for telecommunications & automotive

sectors.

OPTARE

Giving wheels to the Company's Global Bus & Coach Programme, Ashok

Leyland invested in Optare plc, a well-known bus maker in the UK, as part of a

long term strategic partnership.

CHAPTER - III

3.1 NEED FOR THE STUDY

Employees morale is needed to use the work force more effectively and

to reduce friction with workers and to avoid absenteeism. They are essential to

develop a high standard of efficiency among workers by properly training,15


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housing, feeding and clothing them and to provide them with welfare benefits not

only raise employee morale but make it easier for employers to attract and hire

competent personnel.

High morale is needed to:

Increase productivity efficiency from the workers by providing them with a

new spirit of self realization and consciousness.

Create a real change of hearts and change of outlook on the part of the both

the employers and workers in creating harmonious industrial relationship.

To increase production by keeping the workers contented, and mentally

efficient.

3.2 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 Ashok Leyland

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 Ashok

Leyland Ltd.

3.3 SCOPE OF THE STUDY

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The scope of the study is to find the level of the employee morale among

the employees in the company and to reduce the dissatisfaction level for the

growth of the company.

For every organization the manpower is important asset no organization

can serve without good manpower in any organization. The development of the

organization lies with its manpower. Manpower is the most vital asset for any

organization. Unless this manpower is not skilled, disciplined, committed, no

organization can grow. The development of the organization depends upon the

continual manpower availability. So that there will not be any hindrance to the

production.

Furthermore, if this dissatisfaction level can be curtailed they can enjoy

their work and increase the productivity.

3.4 METHODOLOGY

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

conduct in a prescribed manner.

Method of Sampling:

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Under probability method, simple random sampling is used for data

collection.

Types of Research Design

There are 3 basic types of research design

1. Exploratory Research Design.

2. Descriptive Research Design.

3. Experimental Research Design.

Out of the research design said above the research design took for the study

was Descriptive Research Design.

Descriptive Research Design

Descriptive Research Design is concerned with the research studies with a

focus on the portrayal of the characteristics of a group or individual or a situation.

The main objective of such studies is to acquire knowledge.

DATA COLLECTION TECHNIQUES

After the research problem and design have been defined and planned the

tasks of date collection beings.

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.

COLLECTION OF DATA THROUGH QUESTIONNAIRE

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This method of data collection is quite popular. Private individuals

research worker is adopting it. In this method a questionnaire is send to the person

concerned with a request to answers the question and return its back.

FORMS OF QUESTIONNAIRE

There are three principles form of questionnaire.

Open Ended questions

Open ended questions are designed to permit a free response form the

various respondents rather than one limited to certain stated alternatives are

considered appropriate.

Multiple choice questions

This type of question has the advantage of easy handling, simple to answer,

quick and relatively inexpensive to analyses.

Dichotomous question

A dichotomous question refers to one, which offers the respondent a choice

between only alternatives and reduces the issues.

CHAPTER - IV

ANALYSIS AND INTERETATION

TABLE No: 1

AGE WISE CLASSIFICATION OF EMPLOYEES

Age Group No. of Respondents Percentage

18 25 2 10%

25 35 7 35%

35 45 9 45%

> - 45 2 10%

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Total 20 100%

Graph No: 1

0

2

4

6

8

10

18-25 25-35 35-45 >45

Interpretation:This table shows that the employees between the age group of 35-45

years are more in numbers i.e. 45%. Then, 10% of the respondents fall under the

age group between above 45 years. The remaining, 35% covers the respondents

between 25-35 years. The other 10% consists of the respondents between 18-25

years.

TABLE NO:2

MARITAL STATUS OF RESPONDENTS

Sex No. of

Respondents

Percentage

Married 17 85%

Unmarried 3 15%

Total 20 100%

Graph No: 2

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0

2

4

6

810

12

14

16

18

Married Unmarried

Interpretation:

The above table reveals that the surveys focused both on male and

female among them 85% are Married respondents and 15% are Unmarried

respondents.

TABLE NO: 3

QUALIFICATION OF THE RESPONDENTS

Level of Education No. of Respondents Percentage

10th 1 5%

12th 17 85%

Degree 2 10%

Total 20 100%

Graph No:3

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10th

12th

Degree

Interpretation:

This table shows that the employees who are 12th is higher than the

others. The percentage is 85%. The employees falling under other category takes

the are comparatively less. The percentage of this is 10%. There are only a very

few employees who were doing degree and who were finished their schoolings in

the organization which comes to 5%.

TABLE NO:4

RESPONDENTS EXPERIENCE

Experience in Years No. of Respondents Percentage

Below 10 years 2 10%

10-20 years 7 35%

20-30 years 9 45%30 & Above 2 10%

Total 20 100%

Graph No:4

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0

2

4

6

8

10

Below 10 years 10 - 20 years 20 - 30 30 & above

Interpretation:

The above table shows that 10% of respondents have less than 10 years

of experience; 35% have 10-20 years of experience; and 45% of respondents have

20-30 years of experience and finally 10% of the respondents are above 30 years.

TABLE NO: 5

RESPONDENTS INCOME CLASSIFICATION

Income No. of Respondents Percentage

Below 10,000 0 0%

10,000-20,000 5 25%

20,000 & Above 15 75%

Total 20 100%

Graph No: 5

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0

2

4

6

8

10

12

14

16

Below 10.000 10,000 - 20,000 20,000 &above

Interpretation:

From the above it is observed that 75% of the employees are earning an

above 20,000 per month, 25% of respondents are earning 10,000-20,000 per

month.

Table - No. 6

Opinion about Working Environment

Opinion No. of respondents Percentage

Good 4 20%

Satisfactory 16 80%

Not Satisfied 0 0%

Total 20 100%

Graph No: 6

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Good

SatisfactoryNot satisfied

Interpretation:

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. 7

Working Condition

It is closely related to the employee morale.


Good 4 20%

Satisfactory 15 75%

Not Satisfied 1 1%Total 20 100%

Graph No: 7

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0

2

4

6

8

10

12

14

16

Good Satisfactory Not satisfied

Interpretation:

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 co-workers


Good 9 45%

Satisfactory 11 55%

Not Satisfied 0 0%

Total 20 100%

Graph No: 8

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0 2 4 6 8 10 12

Good

Satisfactory

Not satisfied

Interpretation:

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: 9

Relationship with executives?


Good 11 55%

Satisfactory 9 45%

Not Satisfied 0 0%

Total 20 100%

Graph No: 9

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Good

SatisfactoryNot satisfied

Interpretation:

The above table shows that 55% of the employees are having feeling of

good & 45% are having satisfactory feeling their relationship with

executives.

Table - No. 10

Satisfaction about Health & Security measures


Good 17 85%

Satisfactory 3 15%

Not Satisfied 0 0%

Total 20 100%

Graph No: 10

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0

5

1015

20


N0.of Resopndents

Interpretation:

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


Good 2 10%

Satisfactory 17 85%

Not Satisfied 1 5%

Total 20 100%

Graph No: 11

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0

2

4

6

810

12

14

16

18


Interpretation:

This table tells about the views and the respondents 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


Good 3 15%

Satisfactory 14 70%

Not Satisfied 3 15%

Total 20 100%

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Graph No: 12

Good

Satisfactory

Not satisfied

Interpretation:

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

Encouragement by the supervisor about workers special talents

Opinion No. of respondents PercentageGood 15 75%

Satisfactory 5 25%

Not Satisfied 0 0%

Total 20 100%

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Graph No: 13

0 2 4 6 8 10 12 14 16

Good

Satisfactory

Not satisfied

Interpretation:

The above table shows that 75% of the respondents are get encouraged by

their supervisor for their special talents and remaining 25% respondents are not get

full support from the supervisors for using their special talents.

Table No: 14

Opinion on Job Security


Good 13 65%

Satisfactory 7 35%

Not Satisfied 0 0%

Total 20 100%

Graph No: 14

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N0.of Resopndents0

2

4

68

10

12

14

Interpretation:

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. 15

Attitudes towards Job


Good 14 70%

Satisfactory 5 25%

Not Satisfied 1 5%

Total 20 100%

Graph No: 15

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GoodSatisfactory

Not satisfied

Interpretation:

The above table reflects of follows; 70% of the employees have good

opinion about their job, 25% of the employees are satisfied with the job and 5%

of the employees are not satisfied with the job.

Table No: 16

Awareness and Participation in health screening camps?


Yes 18 80%

No 2 20%

Total 20 100%

Graph No: 16

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YesNo

0

5

10

15

20

Interpretation:

The above table reflects as follows; 90% of the respondents are aware and

have participated in health screening camps, and the remaining 10% of the

respondents have very less knowledge of the health screening camps.

Table No: 17

Participation in health talks

Opinion No. of

respondents

Percentage

Yes 14 70%

No 6 30%

Total 20 100%

Graph No: 17

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YesNo

Interpretation:

The above table shows that 70% of the respondents have participated in

health talks, and the 30% of the respondents have not participated.

Table No: 18

Awareness and participation in improvement competitions


Yes 16 80%

No 4 20%

Total 20 100%

Graph No:18

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0

2

4

6

810

12

14

16

18

Yes No

Interpretation:

The above table reflects that 80% of the respondents are aware and

participated in improvement competitions, and 20% of the respondents are not

participated in improvement competitions.

Table - No. 19

Opinion on regarding work fulfillment through their present jobs:


Yes 15 75%

No 5 25%

Total 20 100%

Graph No: 19

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YesNo

0

5

10

15

N0.of Resopndents

Interpretation:

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: 20

Influence of Morale on Production:


Yes 9 45%

No 1 5%No Idea 10 50%

Total 20 100%

Graph No: 20

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YesNo

No idea

Interpretation:

The respondent opinion about the aware of their morale. Here 45% of

the respondents truly believe that their morale is directly influence on

production, 5% are opposite that statement and remaining 50% of the

respondents 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

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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 getting

recognition from their supervisor when they are fulfilling the work

4. 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 maintain a good working atmosphere to the employees.

2. It will be more effective if the management introduce suggestion scheme

system for the employees

3. The management should pay reasonable wage and allowance to theemployees.

4. It is better the management should recognize the needs of employees and

encourages employees special talents.

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5. It will be better if the management provides incentives to employees so it

boosts their morale and productivity

6. Executives 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 away. Morale differs 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.

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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.

aligned copy of employee morale

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