INTRODUCTION

“You can’t buy your employee’s enthusiasm, loyalty, hearts, minds, or souls.

You must earn these.”

In order to promote production, harmony and all round better results in the

industry or business, the employer must keep an eye on employee morale and

try to create physical and psychological condition leading to high morale.

Employee morale is defined by the employee’s as the outlook, optimisms, self

concept and assured belief in themselves and their organization, its mission,

goals, defined path, daily decisions and employee appreciation. Faith in self

and faith in their organization are both important factors in boosting employee

morale. It is described as a state of mind mood or mental condition.

Morale generally refers to spirit de corps, enthusiasm, zeal, confidence in

individual or groups that they will cope with the tasks assigned to them. A

person’s enthusiasm for his job reflects his attitude 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.

It is foolish to ignore, excuse or otherwise minimize its impact on

productivity. Studies have shown that the correlation between the length of

time, people intend to stay with their current employer and factors like

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recognition given for work well done or pride in the employer - is more

satisfactorily significant to that of the longevity/monetary award correlation.

Employee morale is very important for improving productivity of an

organization. Employees with high morale are the assets of the organization.

Such employees play a positive role in raising production, profits and

productivity of an organization. The concept of morale is different from the

concept of motivation. Motivation is also necessary for raising morale of

employees.

Morale is synthesis of an employee’s cloven reaction to, and feelings for, his

job, his working conditions, his superiors, his organization and his fellow

workers, his pay and so on. Feelings, emotions, sentiments, attitudes of

motives – all these combine and lead to a particular type of behavior and

part of an individual or his group and this is what is referred to as employee

morale.

Employee morale refers to an attitude of satisfaction with a desire to

continue and strive for attaining the objectives. Morale may range from very

high to very low ; high morale is evident from the positive feeling of

employees such as enthusiasm, desire to obey an order, willingness to co-

operate with co-worker; poor or low morale becomes obvious from the

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negative feeling of employees such as dissatisfaction, discouragement or

dislike of the job.

Generally increased employee morale means a happier, more productive and

higher performing employee. There is difference between what people do and

how they do it. The difference between either not meeting, or just meeting

productivity goals and’ exceeding goals for productivity may be attributed to

high morale’.

Poor morale is contagious. If employees are unhappy about their workplace

and feel unappreciated and if they cannot satisfy their goals and needs,

employee morale is low. Poor morale can manifest in the use of leave

accruals, accidents, illnesses, litigation, workers compensation claims etc.

OBJECTIVES

• To study the concept of employee morale and its effects at Sanofi-

Aventis Pharma Ltd.

• To study the various incentives and welfare facilities given by the

company to employees to keep the employee morale high.

• To find out employees level of satisfaction in respect of the morale

appraisal techniques adopted by the comp

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METHODOLOGY

The purpose of our project work was to study the various employee’s welfare

facilities and social security measures provided to the employees in the

organization in order to raise their morale. Thus keeping this in mind we

adopted the following research methodology.

• Primary data: primary data was collected by means of questionnaire

and some interview schedules with the officials and the employees of Sanofi -

Aventis Pharma Ltd.

• Secondary data: the data was collected by means of review of

literature from books. We have also collected some matter for our project

from various text books, reference book, news papers from our college

library.

The whole work was divided among the group members and finally all this

information was collected, analysed and compiled to prepare a final report.

Conducting of personal interviews and questionnaire methods were the major

source of getting information for conducting our project work.

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LIMITATIONS

Every research work taken up has limitations of its own. This project work is

not an exception to this rule. All possible efforts have been taken to collect

required information and data about the project. However, efforts are

contained due to the following:

• The topic employee morale is too vast, thus time was a limiting factor.

• The process of collecting data through interviews or through

questionnaire was time consuming and tedious exercise.

• Since it is a busy company, and due to their Audit Programme , we had

to visit the company office , a number of times for the collection of our data

and only 40 samples were made available to us.

• It was not possible to interview the entire employee’s in all the

departments as they were too busy with their work and there were lot of

formalities to approach them.

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Theoretical Approach to Employee Morale

The word morale was used first in military Science. Success in war depends

on morale of the soldiers. Today the word is used in every field.

Morale is a feeling of togetherness. There is a sense of identification with

interest in the element of one’s job, workers conditions, fellow workers,

supervisor employees and the company.”

The term ‘morale’ is defined by different authorities as under:

According to Edwin B. Flippe

“Morale is a mental condition or attitude of individuals and groups which

determines their willingness to cooperate.”

According to E. F. L. Brech

“Morale may be described as readiness to cooperate warmly in the tasks and

purposes of a given group of organization.

According to Huneryagar and Heckmann

” morale is a synthesis of an employee’s diverse reactions to, and feelings for,

his job, his working conditions, his superiors, his organisations, his fellow

workers, his pay and so on”.

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According to J.D. Mooney

”Morale is the sum total of several psychic qualities which include courage,

fortitude, resolution and above all, confidence.”

FEATURES

Analysis of the above definitions brings out the following features of morale:

1. Psychological Concept

It is a psychological concept. It is the mental force within an individual that

directs his behavior. It is an attitude of mind. It resides in the minds of

employees.

2. Group Phenomenon

It is a group concept. It indicates attitude of the group of employees towards

their jobs. It is the attitude of the collective body.

3. High / Low

Morale may be high or low. High morale is beneficial to the organization

whereas low morale is harmful to both the employees and the organization.

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4. Bye – Product of Motivation

Morale is different from motivation. It is a bye - product of motivation.

Higher motivation improves morale of the employees.

5. Subjective

It is a subjective concept. The management must know what motives are

important for raising morale of employees.

6. Different from Motivation

Morale is different from motivation. However, it is necessary for raising

employee morale.

7. Different from Job Satisfaction

Morale refers to a group whereas job satisfaction is concerned with

individual.

8. Affect Output and Its Quality

Morale affects output and the quality of output. High morale improves quality

of output.

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FACTORS AFFECTING EMPLOYEE MORALE

1. Wages and Other Benefits

There should be regular wage payment along with a proper incentive system

in the organization to ensure monetary and non-monetary rewards of the

employees to motivate them.

2. Working Conditions

The building and its 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 the morale.

3. Training Opportunities

There should be proper training of the employee so that they may their work

efficiently and avoid frustration. When the workers are given training they get

psychological satisfaction as they feel that management is taking interest in

them.

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4. Communication System

There should be a two-way communication between the management and the

workers as it exercises a profound influence on morale. The worker should be

kept informed about the organization policies and programmes through

conferences, bulletins and informal discussions with the workers.

5. Welfare Facilities

Management must provide for employees welfare measures like canteen

credit facility, sports club, education for their children etc.

6. Treatment to Employees

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 an interest in the

individual workers.

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7. Organizational Policies

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.

CHARACTERISTICS OF MORALE

1. State of mental health :

Morale is related to the state of mental health which is closely associated with

loyalty, egoism, enthusiasm etc.

2. Identification of group interest:

Morale is an identification of group interest and that of the interest of the

enterprise, fellow workers and requirements of the job.

3. Subjective feeling:

Morale is the subjective feeling of the employees. The morale of a group is

said to be high when the group shows an attitude of satisfaction.

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4. Affects behavior, performance and discipline:

Morale affects human behaviour, performance and discipline. It cannot be

measured directly but is reflected in productivity, employee discipline,

absenteeism, turnover etc.

IMPORTANCE OF MORALE

1. Higher production :

Higher production and productivity of workers are the direct result of high

morale. If the management is genuinely interested in high production and

higher productivity of workers to achieve the desired results, It should know

the impact of its policies and practices on the attitude of the workers about

work and be ready in promoting the good feeling about the work, policies,

practices and about the organisation, among the workers to stimulate them to

get the pre-determined objectives willingly. Higher productivity is the direct

result of the attitude of the workers about work i.e. high morale will yield

more production and better quality at lower cost.

2. Harmonious relationship:

Morale is an index of good feelings about the fellow workers and the

organisation. According to Dale Yonder, “ if workers appear to feel

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enthusiastic and optimistic about the group activities and mission, and

friendly to each other, they are described as having good or high morale. If

they seem dissatisfied, irritated, crank, critical, restless and pessimistic, these

reactions are described as evidence of poor or low morale”. Therefore the

managers consistently and persistently make efforts for stimulating a feeling

of togetherness sense of identification with the elements of one’s job, working

conditions, fellow workers, supervisors and the company’s goals. It is an

index of good industrial relations.

3. Success :

High morale leads to success and low morale brings defeat in its wake. The

success or failure of the industry very much depends upon the morale of its

employees. To quote, Keith Davis, “Never underestimate the power of a

women and the same certainly must be said about morale, never

underestimate the power of morale.

4. Solutions of labour problems:

High morale assists the management to solve several labour problems such as

labour turnover, absenteeism, indiscipline, grievances etc. It helps seek co-

operation of the workers in the running of the organisation and thus getting

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higher production at minimum possible cost by reducing the wastages of time,

man, machine and materials.

5. Utilization of psychological factors:

In modern times the psychological researchers have increased the importance

of the morale in the industrial field. Remarkable progress in industrial output

may be secured by improving morale among the industrial workers. Taking

interest in the direction of the government has introduced several labour

welfare and social security measures to improve the morale of the industrial

workers’. The management has recognized the importance of high morale. It

has realised that how morale has long range effects damaging to the

organisation.

TYPES OF MORALE

1. High morale:

It will lead to enthusiasm among the workers

for better performance. High morale is needed a

manifestation of the employees strength,

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dependability, pride, confidence and devotion. Some of the advantages of

high morale such as:

Willing co-operation towards objectives of the organisation.

Loyalty to the organisation and its leadership.

Good leadership.

Sound superior subordinate relations.

High degree of employee’s interest in their job and organisation.

Reduction in absenteeism and labour turnover.

Reduction in grievance

Reduction in industrial conflict.

Team building.

Employee empowerment.

2. 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 or poor 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 situations will have the following adverse consequences:

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High rate of absenteeism and labour turnover.

Decreased quality

Decreased productivity

Excessive complaints and grievances

Frustration among the workers

Lack of discipline

Increase errors, accidents or injuries.

MOTIVATIONAL TECHNIQUES

1) System of flexible working hours: Is also called as flexi time, which often

been used as one of the motivational techniques. Here various work weeks are

being used all with the aim of lengthening the free time between work

periods. Most common are the four-day 40hours week with three days off

(4/3); the three-day, 36-hours week with four days off (3/4); and the seven-

day, 70-hour week with seven days off (7/7).

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Benefits

They include reduced absenteeism, increased productivity, reduced overtime

expenses, lessening of hospitality towards management, elimination of

tardiness, and reduced traffic congestion around work sites.

2) Two-Tier pay system : It provides for offering significantly lower wage rates

to newly hired employees than those already employed in the same job. The

two-tier pay system is said to place a premium on experiences and loyalty.

This system correspondence equity theory in a negative way. A junior worker

perceives an inequity or an injustice when he/she is paid less than his/her

senior though; both attend to the same work.

Benefits

It is claimed, that it results in an increased turnover rate among those newly

hired.

3) Flexible benefit system : It allows employees to pick and choose from a menu

of benefit package that is individually tailored to his or her own needs and

situation. An organization sets up a flexible spending account for each

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employee, usually based on some percentage of his/her salary, and then a

price tag is put on each benefit for e.g expensive medical plus high

deductible; expensive medical plus low or no deductibles; hearing, dental and

eye coverage; vacation option; extended disability; a variety of savings and

pension plan etc.

Benefits

Consistent with the expectancy theory thesis that organization rewards should

be linked to each individual

employee’s goal, flexible benefits

individualize rewards by allowing each

employees to choose the compensation

package. Trust and transparency in

decision making shall help to motivate

employees.

Best ways to boost employee morale

To recognize the value of your employees is a key. Many business have

the attitude that employees are a ‘dime a dozen’. If one leaves, another

can be found to take their place without much trouble on their

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part .While this may be true to some extent, the cost of advertising,

interviewing and training the new employee can be prohibitive.

Let the people know they are appreciated. Simply stating a few words

of thanks or sincere admiration for a job well done will help increase

morale among employees.

Provide employer perks such as casual Friday free lunches, and cash

bonuses or gift certificates, sponsor social events such as a softball

team, barbecues for employees and their families, or office picnics.

Offer office bonuses, financial incentives, company cars, or other

prizes. This gives employees a goal to work towards and can create

enthusiasm which is often contagious among employees. Open the lines

of communication with employees to

find out what kind of things or

programs would get them motivated.

This will also help them feel like they

are an important, contributing factor

of the company.

Understand that the work environment

can greatly affect employee morale. A

dreary office lacking light and color can cause depression and a lack of

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motivation. Brighten up the space with a smoothing paint job, green

plant, and tasteful act work. If it is not possible to fix up the

environment (i.e. a ware house or factory), make sure you offer

adequate breaks and break rooms where employees can relax, eat and

rest.

Use 360 degree feedback surveys as a way to illustrate employees that

you support and encourage an atmosphere of continuous improvement

and dedication to improving work conditions.

Encourage communication between employees and management.

Doing so will allow employees to feel comfortable to voice their

opinions and make suggestions to improve conditions and work. Listen

to the employees in the organization; know their concerns. Well,

money probably ranks right up there at the top, but what other concern

do they have? Is it lack of recognition? Lack of perks and/ or lack of

appreciation for the job they do?

Revise the company mission statement to include all employees and

departments to ensure each employee feels as though they are an

integral part of the company’s future.

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Make sure that the values and ethics of the company are of those

employees can take pride. In most employees in the work force want to

work for a company they can trust and believe in.

Find ways to make life more pleasant in general for employees. Offer

flexible schedules, work from home schedules, gym membership etc.

Be loyal to your employees. If business starts to decline, find ways to

keep employees without cut backs or lay offs. Be sure to offer

promotions and pay raises to those who deserve it.

Give employees a chance to help others. Wear a hat to work day can be

turned into a chance to help a local charity. Employees pay a Rupee or

two for the privilege of looking silly and the money goes to charity.

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SANOFI-AVENTIS PHARMA LIMITED

Sanofi – Aventis Pharma Ltd .

Is a world class Pharmaceutical

Manufacturer and was

incorporated in the year may 1956. Aventis Pharma Ltd. has two state-of-art-

manufacturing facilities at Ankleshwar, Gujarat (chemistry and

pharmaceutical) and at Verna, Goa (pharmaceutical) that complies with the

global derivative of GMP (Good Manufacturing Process). The two

manufacturing teams at Goa and Ankleshwar consist of highly trained,

experienced and committed executives, managers and employees.

The largest pharmaceutical company in Europe and in emerging markets,

sanofi-aventis is the fourth largest worldwide. The Group’s vaccine division,

Sanofi Pasteur, is the world leader for human vaccine production and

commercialization. Incorporating the latest designs and processes in

manufacturing, both sites have been identified as global sourcing units.

Since 2004, sanofi-aventis has developed as a diversified global healthcare

company using innovation to meet the needs of patients throughout the world.

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With nearly 100,000 employees in over 100 countries, sanofi-aventis has core

strengths in the field of healthcare: a worldwide presence, market leadership

in vaccines, major biological products and a strong and long-established

presence in emerging markets.

Sanofi-aventis can draw on a number of powerful assets to address the new

context in the global pharmaceutical market: an extensive portfolio of

prescription medicines, vaccines, generics medicines, consumer health care

and animal

health, along

with a

balanced presence on both traditional and emerging markets.

Sanofi-aventis addresses fundamental health issues and makes major

therapeutic solutions available in its areas of expertise: oncology, diabetes,

thrombotic and cardiovascular diseases and central nervous system disorders.

Sanofi Aventis also adopts lean management: Lean Manufacturing is

determining an efficient manufacturing process through the removal of waste.

It is a systematic approach to creating value with less resource. In lean all

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activities are viewed as ‘VALUE-ADDING’ or as ‘NON-VALUE

ADDING’.

The co. was also the 1st Pharma Company in Goa to send consignment of

pharmaceutical exports from Goa’s Mormugao Port Trust.

Sanofi-Aventis always keep its employees enthused and boosted with high

morale by undertaking & observing various activities such as:

• Launching lean campaign enabling users to capture, preserve and

exchange knowledge in real time

and manage professional

development plans.

• Arranging trips and treks to

help build their confidence to

enable them to fight adversities and bond better with one another and create

enhanced sense of belongings.

• Educating employees about general health of an individual as well how

they can influence someone else’s (by healthy organ donation) and

importance of sleep by screening short films, distribution of questionnaire,

education leaflets and undertaking sleep tests and various other health tests on

respective days observed worldwide.

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• Sanofi-Aventis has been always encouraging & honouring its

employees, irrespective of gender, may it be honouring women on the

occasion of Women’s Day or rendering support & honour to the achievers of

the co. as well willing to achieve under the JIGYASA SCHEME.

Types of Performance Appraisal adopted by the company:

Performance Appraisal & Performance Review discussions :

Performance appraisal process starts

with the self appraisal. Then, every

department head evaluates the

performance of employees belonging

to their department. Next, all the

departmental Heads along with the

HR Manager sits together and appraise,

review the performance of the

employees. Performance review is conducted annually, half yearly and

quarterly. Records of performance discussions and reviews are

maintained by the HR-Department. If any training needs are identified

then they are done during the mid-term corrections ie. During Half

yearly or Quarterly reviews. All the performance reviews, suggestions,

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remarks are compiled by the HR Department and discussed with the

HOD’s during the annual performance appraisal ..Performance

Appraisal is done on percentage basis, marks are allotted to the KRA’s

(Key Result Areas). Important details regarding individual

achievements during the year are being noted. A list of the

trainings provided to the employee during the year is also mentioned.

Also the trainings to be provided in future are being mapped

depending upon the training needs analysis. (ie. A performance plan

is being chalked out for the employees). In case of performance

appraisal for the mangers, the top level management is involved, as it

takes up the role of the appraiser.

Reward Systems :

A. Increments & Promotions: Increments are done every year and

Promotions are given after every

3 years during the month of April.

Depending upon the outcomes or

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results obtained of the performance appraisal, the employees may be

rewarded accordingly.

In case of under performers, less increment may be given to them, necessary

assistance would be provided by the company, i.e. Counseling, change of

Department, i.e. Job rotation or any internal or external training would be

provided.

Incase, the employees still continues to underperform then he would be asked

whether he/ she requires a change

in the job to another department

and may be subjected to job

rotation. Still if the employee does

not show any improvement with

right to his performance then he

would be facilitated to long leave

or/ and the company would as per mentioned in its standing orders.The clause

given below in this respect has been mentioned in the standing orders of the

Company Aventis Pharma Ltd.

Clause no – 37(b):- Annual Increment:- As a measure of Punishment for

misconduct, and for corrective action in the case of irregular attendance and/

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or proven incompetence, the annual increment of any workmen shall be

stopped or deferred.

B. Performance linked Incentives: Performance linked incentives are given

to all employees depending on the performance, every individual is given a

certain percentage of their CTC. This is done annually.

C. Performance linked Pay: Company adopts a system of performance

linked pay known as BAB (Bonus Accrued by Business). This is

depending on 3 factors namely – Company performance, individual

performance and company values.

Training :- Aventis looks forward to training people, managing talent

and upgrading systems. Training

is given as per the age ratio.

Trainings at Aventis are divided

under 4 areas:-

a) GMP (Good Manufacturing Practices)

b) HSE (Health & Safety Environment)

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c) On-the-job training

d) HR-related training

(eg. Communication skills, interpersonal skills)

Internal training programs are conducted by the company. In fact the

Company has got training and development center wherein Training &

Development plan is chalked

out by the HR Manager and

trainings are conducted by

these development centers.

External trainers are invited

by the company or even the company employees may be sent to the training

centers if required.

The employees are even being encouraged to attend the State of Art Training

programs organized by various government agencies.

MOTIVATIONAL TECHNIQUES USED BY THE COMPANY

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System of flexible working hours: It is also called as flexi time, and is very

often used as one of the motivational techniques, which helps to reduce

absenteeism, increase productivity, reduce overtime expenses, lessening of

hospitality towards management, elimination of tardiness, and reduce traffic

congestion around work sites.

Two tier pay system: The company places more premium on experiences and

loyalty and hence adopts the Two Tier Pay System. This, it is claimed, results

in an increased turnover rate among those newly hired.

Flexible Benefit System: This system allows employees to pick and chooses

from a menu of benefit package that is individually tailored to his or her own

needs & situations. By this trust & transparency in decision making helps to

motivate employee. Medical claim .Performance bonus, vehicle loan. Policy

group insurance.

Community Programs

• Prayas – Empowering doctors in

rural India.

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• SITE (Screening India’s Twin Epidemic) – Studying prevalence of

diabetes and hypertension in major cities of India.

• Saath 7 – Patient support

in Disease Management

• SAVE ( sanofi-aventis

Values Environment) – Planting

trees and other environmental

initiatives

• Disaster Relief – Contributing clothes and money for survivors of

natural calamities

• Employee Volunteer Groups – Helping out with time and skills at old-

age homes and other institutions

ANALYSIS OF THE SURVEY

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Out of the random sample survey done we have found that 85% employees

found the working environment good in the company where as 15% found the

environment satisfactory.

The employers and employees relationship is very good in the company. Most

of the workers are very happy to work in such an environment. This good

relationship may be as a result of good incentives provided. If such a situation

continues, then the future prospects/growth of company is very high.

We analysed that the company with stands to be very encouraging with

regards to overall development of the employees as all the employees give a

very positive response for the efforts made by the company to organize

various programs and celebrations to bring up the special and organizational

talents of the employees.

The company along with the celebrations of various days such as world

kidney day, International sleep day, it also makes sure that the employees

undertake various health tests and are made aware about it.

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It was found that approx 82% of the employees enjoyed working in the shift

system. 3% of the employees of the company were satisfied with the shift

system, where as 15% of employees showed a dislike for the shift system as it

affected their health and had stress related problems.

According to the data collected 80% of the employees have to say that: the

rules and regulations of the company towards the safety and welfare measures

have been adequately met with whereas 20%of members still wish it to be

improved.

Out of the 40 random samples collected, almost 60% of the employees feel

that Group Insurance is good practice followed by the company as it acts as

an aid in their certain and uncertain circumstances, whereas, 40% of the

employees feel satisfactory about this contribution.

The sample study shows that the permanent staffs are happy with the leaves

and holidays provided to them but it’s not the same with the temporary staff

as they only give a satisfactory review on this.

There is good labour management relationship between the company and its

employees. The consultation with employees and allowing them to participate

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in organization programs like sports day, women’s day, encourages kids work

generally builds cordial relations. As per our study we find that 98% of the

employees agreed that the company keeps a good cordial relation with

employees by providing welfare facilities, safety, medical checkup etc. but

2% of the employees were not satisfactory with the company’s managements.

In view of the positive feeling most of the employees have reached a satisfied

level of their wants through their job .This is due to the reward system that the

company provides like increments and promotion. Increments are done every

year and promotions are given after every 3 year during the month of April,

depending upon the satisfactory outcome of the performance of employees. In

case of under performers, less increment may be given or the employees are

put on job rotation or external training would be provided to them which may

be one of the reasons for employees not being fully satisfied through this job.

If the employee has good morale it automatically affects the productivity. The

higher the morale the higher the productivity and lower the morale the lower

is the productivity. Here the employee’s morale is quite high as they are

happy with incentives and bonus they receive from the organization.

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As the incentives and bonus increase the morale of employees also increases,

subsequently it increases the productivity.

As per the random sample collected, it was found out that the employees of

the Sanofi Aventis Pharma Ltd used to gets regular and informative

information from the organization. It aims at keeping all the employees of the

organization informed about the various activities, programs, development to

be held in the organization.

As per the study conducted on the 40 random samples it was found that 98%

of the employees received a positive feedback from their superiors when they

do a good job and this added to the high morale of the employee’s whereas,

2.5% of the employees used to occasionally receive positive feedback from

their superiors, may be for their non satisfactory performance.

87.5% of the employees working in the organization were happy as their

suggestions and advices were taken seriously by the organization, whereas,

12.5% of the employees felt that their suggestions and advices were

disapproved by their supervisors and hence this lead to their low morale.

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Out of 40 respondents interviewed 35 respondents felt that administrative and

technical support system help them to do their job at their best.

As per data collected -78% of employee’s felt that there is effective and

strong labour union, remaining 22% of employees did not give positive

response.

All the employees agree that the company does undertake adequate training

and development to ensure the work efficiency of the workers under the

“Jigyasa scheme” and various other seminars and program’s held for the

same.

According to data received: - As it is a multinational company, it introduces

new technology at different intervals, making all employees happy with this

change but 90% of employees feel that it reduces the work load & 10% of

employees sometimes feel that it doesn’t help them out.

According to 85% of employees, there is stability in their job, where as15%

of employees has doubt about the temporary nature of their job.

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As per the feedback of the employees we have analysed that the company has

been effectively implementing Flexible working hours and flexible benefit

system as motivational techniques for the employees.

We also anaylsed that, the 2 tier pay system is also been adopted by the

company under certain circumstances, as we observed that only 15% of the

employees were aware of the existence of this technique in the company.

Good100%

Opinion about the Company

As shown in the above pie chart and as per the random sample survey

conducted by us, we have found that almost all employees working in Sanofi

Aventis Pharma ltd. company are quite satisfied working in the company.

Most of them feel that it is a place where they can work on developing

their skills by themselves and their growth.

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Good100%

Opinion about the Job

The employees of this company feel that it is a challenging job and it is a

great company to work for with maximum benefits and pay. It provides them

with pleasant working environment as well as professional environment.

The employees were also of the opinion that the co-workers were hard

working and very pleasant to work with.

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Good78%

Satisfactory10%

Not Satisfactory12%

Working Hours

Out of the 40 random samples collected, almost 78% of the employees

were happy with the working hours of the company; they enjoyed working in

the shift system; which also provided them with a weekly off, whereas, 10%

of the employees were satisfactory about this shift system.

On the other hand 12% do not enjoy the working hours and would like a

change in the hour’s pattern.

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Good85%

Satisfactory15%

Working Condition

More than 85% of the employees were satisfied with the working conditions

provided by the company. They felt that it was a friendly, productive and

healthy work place to work in as the company takes care of its safety as well

as sanitary needs including of uniform, gloves etc as per the factory

requirements and guidance.

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CONCLUSION & RECOMMENDATIONS

To conclude, Employee Morale plays a very important role in every

organization. It is a psychological concept, and may range from very high to

very low.

Morale is not a cause but rather, the effect of result of employee’s behavior

being appropriate /inappropriate. Morale differs from person to person,

industry to industry, level of education,

age and nature of work.

By this study it is clear that, various

causes or beliefs which influence morale

and popularity of the employee s such as

social security measures, welfare facilities, salary status, bonus, health

condition, shift system, recognition of work are getting much importance.

We also find that Sanofi Aventis has very well looked into such above

welfare and social security measures which have enabled the company, to

excel in the art of employing and managing its workforce with an invariably

high morale. The company not only encourages and creates the bonding

among its employees on literary grounds; it also obtains and enjoys a

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culturally influenced atmosphere which keeps its employees intact to the

workplace. This helps them to put in their best efforts.

The study also shows that the company has been taking enough care in

implementing and undertaking various appraisal techniques, training

programs, various other incentives like leaves, holidays, reward system and

other incentives, maintaining team spirit and creating an attitude of

belongingness.

These above strategies and practices of the company boost the willingness of

the employee to obey and serve the organization which brings out the positive

approach of the employee towards the company.

Recommendations for Boosting Employee Morale

1. Recognize special events in the lives of your employees.

2. Keep the conversations going and encourage communication.

3. Recognize and reward your employees for doing good work.

4. Make the work place comfortable.

5. Build a culture of trust.

6. Build a culture of employee appreciation

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