Vishnu Forge.docx

CHAPTER-1 INTRODUCTION

1.1 INDUSTRY PROFILE

Manufacturing is result of work on metal to a fancied form by use of weight. The working of method for current manufacturing techniques refines the grain structure, builds up its inalienable quality, enhances the mechanical properties and produces the auxiliary consistency free from shrouded inside imperfections. Steel has turned out as a prime material in fashioning industry principally because of its adaptability of giving an extensive variety of tailor made properties by picking the fitting creation/handling to display high quality for burden bearing segments, strength for utilization in great temperatures, high hardness for use as cutting instrument, low hardness for machining, holding and boring operations and high temperature resistance for application in force plants.

The steel is favoured on account of its recyclability combined with ideal value contrasted with different materials. Cutting edge innovations in the improvement of wide assortment of steels made it conceivable to choose the best suitable steel for the required item; through the fitting fashioning process with warmth treatment for creation of steel forgings to meet the application prerequisites. Forgings are much better thought about than castings/moved items because of the directional quality, auxiliary trustworthiness, high effect, durability and weariness properties gave by them. Additionally, the predominant quality and solidness of forgings make them perfect for applications where dependability and security are a worry. Not the slightest, forgings can be financially delivered from basically in any size or shape and consequently offer awesome configuration adaptability.

This industry is one of the most seasoned and the most basic one impacting individuals in their everyday life. The key driver of interest of forgings is the car business comprising of bikes, three wheelers, utility vehicles, traveller autos, business vehicles, tractors and the auto ancillaries. Around 65% of the aggregate fashioning creation is used in this part. Subsequently, the fortunes of the producing business are without a doubt subordinate upon the development of the car business. Different commercial ventures that devour forgings incorporate the building business, Railways, Defence, Chemical procedure commercial ventures, Oil investigation, Cement, Steel industry.



Indian Forging Industry



The Indian manufacturing industry constitutes of around 10 substantial units took after by 100 medium and little scale units and around 220 or more small units. In the small division, the units working are dreadfully numerous and the number is hard to evaluate. This pyramidal structure of the business shows most extreme rivalry and least edges in the little and minor segment units which fundamentally take into account substitution, little measured and low esteem markets. The medium and substantial producing units are very quality and worth driven and henceforth stay as suppliers to Original Equipment Manufacturers (OEMs) in the vehicles segment. The residential producing industry is portrayed by divided limits. The chaotic segment has significant vicinity in Open Die Forging portion, which has lower capital expenses, while the sorted out players rule the Closed Die Forging fragment. Out of the aggregate forgings created in the nation, 70% is through Closed Die Forging, 15% by Open Die Forging and the parity 15% for meeting exactness fashioning items. The business has ended up being exceedingly capital concentrated with expanding globalization. In this setting, the aggregate interest in the expansive and medium producing segments is assessed at around Rs 2500 cr.

To meet the worldwide rivalry requests, the little scale units too are drifting at innovation and quality up degree through expansion in capital venture for widening the territories of interest for forgings. The aggregate limit of fashioning industry in India is around 8,00,000 tones for each year. The manufacturing generation has developed from a unimportant 188,000 tons in 1987-88 to generally around 645,000 tons in 2004 - 05. The general generation of the fashioning business is relied upon to have ascended by 17.27% in 2004 - 05 with extensive change in general limit use and fabulous execution of the car segment.

During the period of internship which provide actual world knowledge to students those who are look to discover data and skills required to go into dream career field internships can be as small as a week or more than month together. An internship is a period of 10 week work experience to be had by employer to students an exposes to the work environment . which help there to gain practical knowledge to their field of study.

EMPLOYEE EMPOWERMENT Representative strengthening is one of the compelling methods for expanding profitability in worker and ideal utilization of limit their individual and gathering capacities with a specific end goal to accomplish hierarchical targets. Strengthening is a procedure in which through the advancement and impact extend and the abilities of people and groups will be enhance and execution nonstop change. As such, strengthening is an advancement procedure and hierarchical flourishing. In this segment, clarify of measurements this idea, meaning, hierarchical qualities of considerable worker, components influencing on strengthening, accomplishments and obstructions in associations. Strengthening of HR means make gathering of required limit in staff for empower them to making included worth in association and pretending and obligations are dependable in the association, with proficiency and adequacy.

3.2 History of Empowerment

The principal meaning of strengthening alludes to 1788 in which considered strengthening as appointment in part of their association and this power must be allowed to individual. Grew (1971) alludes to normal meaning of strengthening that incorporates assignment of enactment force, appointment of power, mission and part control. Specifically this term was presented in 1980 in the field administration was a reaction to advance of Taylorism methodology for occupation composed. Strengthening writing has seen numerous progressions until at long last, Lee (2001) the strengthening considered connection for expanding dialog, basic deduction and exercises in little gatherings and alludes to permit the exercises to move past sharing, share and refining encounters, considering, seeing and discourse are principle segments of strengthening. This exploration was completed by Younes Rasoul Dasht (2008) and the outcomes demonstrated that strengthening lead to expanded execution and expansion authoritative responsibility. In exploration led by Asghar Meshki (2005). As indicated by results acquired most persuasive component in staff strengthening prepare separately administration rules, conditions (environment)of association, Sources of self-adequacy. 3.3 Strengthening approach a) Mechanical Approach: Empowerment is implies designating and the force through and through with clear limits and restricts furthermore strict responsibility which increments administrative control (Boula 1994). In this methodology, strengthening is a procedure amid which senior administration has added to a reasonable vision, and paint projects and particular assignments to accomplish it in association. Gives data and assets expected to perform obligations for worker and permits as expected to do hone change and procedures change. In outline, this strengthening approach implies choice in a specific reach. b)Organic Approach : Organic methodology is a perspective from base to up, and decrease control. In light of this methodology, strengthening is characterized as far as individual convictions. As indicated by this perspective, skilled people are have regular qualities. Mirrors the encounters or convictions of workers about their part in the association, in this way, strengthening is not something which supervisors do to representatives rather is mentality of representatives about their part in the association. In any case, association administration can give an obliged stage to strengthening of representatives.

3.4 Practices Empowerment of Employees in Organizations

Strengthening and Training: Training projects would be valuable if actualized and bolstered with the cooperation of representatives and depending on investigative techniques. The genuine reason for preparing projects is relationship in the middle of representatives and administration furthermore interest in institutional projects to improve work inspiration. Strengthening and Participation : Overall, taking into account different speculations representative cooperation is fundamental center of majority rules system.

Strengthening and Quality: moral duty altogether quality administration is an inborn issue, since representatives will be approved to take an interest in choices.

3.5 Strengthening Strategies Procedures of expansion aggregate mindfulness through narrating On the off chance that representatives have mindful to their tackle issues, capable to endeavors enhance their own and authoritative life. Approach narrating as a crucial variable of strengthening lead to fortify of endeavors in view of collaboration. At the point when individuals find or making their story collaboration or reflect, truth be told, their biography express in association to optimistic ways. Techniques of preparing critical thinking aptitudes Workers must build limit of their critical thinking aptitudes. Critical thinking abilities can be will prompt staff strengthening in level individual, interpersonal and bunch as a vital stride in making change of area. In this system, must permitted to representatives their issues distinguishing and tackling in light of the substance of the stories comes to fruition in a shared domain. for this situation, first group to abridge points of critical thinking. These points include: distinguishing the issue, pick one of the critical issues, selecting of reason for tackling or more serious issue, Creative intuition keeping in mind the end goal to critical thinking and accomplish to points and recognize assets to accomplish this target. (Honald 1997)

Techniques of abilities preparing and bolster asset activation Insurances, including the assurance people of their, security supervisors of people, insurance law of people. Association can to spread aggregate backing in associations through composing, talking as well as address of administrator or political people. On the off chance that workers realize that in associations assets for their self-improvement is accessible and bolster required are along these lines strengthening is proficient with fast and quickening. 3.6 Down to earth measures to enabling workers 1.

Demonstrate administration responsibility through strengthening

2.

To consider the hobbies of workers through strengthening

3.

Staff preparing to expand their insight, aptitudes and capacities through strengthening

and Application of value groups through strengthening 4.

Employee support in arranging and execution data sharing through strengthening

5.

Delegation of power through strengthening

3.7 Existent obstructions in associations to actualize of strengthening 1. Chain of command 2. Low trust and certainty along with hierarchical individuals 3. Improper demeanours of administrators and workers furthermore unseemly authority and administration styles 4. Require the vital abilities in Staff 5. Huge contrasts in the middle of people and association furthermore presence of composed staff frameworks. 6.Tension and anxiety in nature 3.8 Procedures and instruments making Empowerment in associations The accompanying are a few samples of making Empowerment innovation in associations include:

1.

Implementation of proposal framework in association

2.

development of value circles

4.

Generate and apply suitable framework execution assessment and present inspected

staff in particular time period 5.

Motivational offices

6.

Work advancement

CHAPTER-2 REVIEW OF LITERATURE

2.1 REVIEW OF LITERATURE Jung, Wang, and Wu (2009) analyzed the relationship in the middle of TQM and constant change. One of their finding demonstrated the vital intervention part of TQM work on, including strengthening, between focused technique and consistent change in the universal venture administration. In any case, the imperative finding is that strengthening has a critical positive effect on ceaseless change which has direct impact on reinforcing upper hand. Jung et al's study included directors working in various four nations and multi nationality foundations Ueno (2010) reported that representative strengthening has a huge part in accomplishing and improving administration quality. He explored TQM hones from viewpoint of administration quality. His examination directed through assessing the writing that identified with the TQM execution and its effect on administration quality. One of the suggestions from Ueno's audit study is that representative strengthening as well as all delicate TQM hones have more effect on administration quality than hard TQM rehearses. This suggestion bolsters the attestation that in a large portion of cases delicate TQM is in charge of the achievement of the entire TQM framework. Staying with the survey papers. Singh (2011) explored the writing on TQM practices and execution. He turned out with an aggregate of 11 impacted TQM calculates and inferred that strengthening is a standout amongst the most four essential and basic variables that influence TQM usage and procedure. He deciphered the discoveries in the current writing into set of TQM components recorded by level of adequacy on the TQM usage and results. 2.2 STATEMENT OF THE PROBLEM Preparing the representatives for successful execution and to tap their shrouded possibilities and conquer the shortcoming and consequently helping them to enhance themselves and thus be more beneficial for the organization is the fundamental need in the present situation. Lawful issues identified with the organizations workers, in regards to the contamination in the earth. A representative being the vital human asset of the association brings their insight and encounters as human capital. This human capital helps associations to develop and accomplish its objectives and targets. Representatives in the assembling segment

need to face heaps of work and assignments day by day, which they have to finish in an extremely strict timetable. Enabling representatives can improve the occupation fulfilment of workers in the Manufacturing Sector. Representatives need to work in a focused on environment and they can perform better in the event that they are engaged mentally. A study led on representatives for their viable execution at work, the study has been picked as Employee Empowerment at Vishnu Forge Pvt Ltd. 2.3 OBJECTIVES OF THE STUDY The objectives of the study can be summarized as follows:

1. To Study the Structure, Growth and Performance of Vishnu Forge industry at Bangalore 2. To assess the Socio-Demography of selected employees in this company 3. To know the employee empowerment towards productivity in Vishnu Forge industry 4. To evaluate the corrective measurement of employee well being and Empowerment at work place environment. 5. To access the level of satisfaction towards job at work environment.

2.4 SCOPE OF THE STUDY The scope of the study is limited to empowerment of selected employees at Vishnu Forge Limited and the Respondents for the study are only employees of the company and the time involves in the project are as prescribed by the university. The present study entitled "A Study On Employee Empowerment At VISHNU FORGE PVT LTD " The main aim of this study is to find out whether the employees are using the training inputs in job, which was given by the trainers from VISHNU FORGE PVT LTD. 2.5 RESEARCH METHODOLOGY Research methodology may be under stated as science of studying how research is done scientifically. It is a way to systematically solve research problem. Survey method was used for collecting data, questionnaires are prepared for employees and observation was done to collect the data. 

Sample size



In this research study, the researcher had obtained the sample size was selected for the study was 150 Respondents. 

 Sample techniques

The sampling technique are used in the study applied was convenience sampling.



Sampling area



Sampling area is the location of the company, Bangalore (H.M.T)



SOURCES OF DATA



There are two main sources of data collection they are Primary source

The data which is collected at first hand especially for the purpose of the study directly collected from Respondents is known as primary data. In this study, the primary data are collected through well-designed questionnaire and through discussion with HR manager.

Secondary source Those which has been collected by someone else and which have already been passed through statistical process and recorded in books. The secondary data collected for this study is through

1. Website 2. Magazines 3. Company records and annual reports.



TOOLS OF DATA COLLECTION



The tool used for data collection in research is questionnaires. A structures questionnaire are carefully developed before actually distributing it was checked by both external and internal guides while designing the questionnaire, the researcher have used both open ended and rating scale questions.

Chi Square test tool has been used to find out Null hypothesis H0 and Alternative hypothesis H1. Chi square test is done based on assumption and its is used only for 2 samples. Chi square test is represented has ( x2) test Formula 2=∑ (

= )2

Where o= observed e = data

   PLAN OF DATA ANALYSIS Classification and tabulation of information collected.



The tables are prepared for the data collected.

Graphical and chart representation is made for interpretation of data. Chi square test has been used.

2.6 LIMITATIONS OF THE STUDY 

Time was a constraint for the study



The responses of Respondents answers are biased



This study was limited to only one company and conducted study in Bangalore only.





CHAPTER-3 COMPANY PROFILE

2.2PROFILE OF VISHNU FORGE INDUSTRIES LTD. A Company trusted by Customers for its reliably right quality manufactured items throughout the previous 35 years. It trusts that it is the size that matters as well as quality and consistency number and talk a greater amount of the Company. It has faith in sound metallurgy in whatever it produces. The top administration has a guarantee for Quality and Delivery. With hostage machine and warmth treatment shops and in-house testing office VFIL is an incorporated medium measured manufacture Company that can fulfill the prerequisites of the most requesting clients. It serves the best of names in the Public and Private divisions occupied with the force and earth – moving segments and other infrastructural portions of the Indian Industry.

2.3 ACCREDITATIONS

VFIL is pleased to have prestigious endorsements : • • •

ISO 9001-2008 licensed. Accredited as a "Surely understood Forge" under Indian Boilers Regulations. RDSO endorsed for supply of security things for Indian Railways. (Footing Motor

Shafts). •

Approved by National Thermal Power Corporation for supply of basic segments to

high weight and high temperature boilers and embellishments. Approved by Indian Space Research Organization for supply of segments to space division.

•

Approved for guard supplies.

•\

Corporate endorsements by-BHEL, BEML and NTPC.

2.4 COMPANY OVERVIEW

The Company has a hierarchical structure with well-defined lines of authority, accountability and responsibility. The team is headed by a well-qualified and academically acclaimed professional Managing Director with long years of experience.

2.5 ORGANIZATIONAL CHART

2.6 PERSONNEL

A Compliment of about 100 + employees including managerial Staff and Workmen keep the wheels of activity moving. 2.7 A broad split-up consists of :

   

    

 

Ten Senior Executives (Two for quality). Fifteen supporting executives (Five for quality).



Thirty Five highly skilled workers (Three for quality).

Twenty semi-skilled workers.







Twenty Five un-skilled workers.



2.8 GENERAL

Responsible for maintaining identification and traceability throughout all processing stages.

2.9 PROCESS FLOWCHART

2.10 MARKETING DEPARTMENT FLOWCHAR

2.11 PLANNING DEPARTMENT FLOWCHART

2.12 PRODUCTION DEPARTMENT FLOWCHART

2.13 QUALITY CONTROL & ASSURANCE DEPARTMENT FLOWCHART

2.14 RAW MATERIAL DEPARTMENT FLOWCHART

2.15 EQUIPMENTS AND CAPACITY

VFIL has installed capacity of about 4000 tonnes per year 1200 mm diameter ring-rolling machine & with supporting furnaces and presses.

A machine shop with variety of turning and milling machines for machining up to 5,000 mm length and maximum diameter of 1200mm. In-house die making facility.

The Company is having Full-fledged heat treatment shop for annealing, normalizing, hardening and tempering with duly calibrated furnaces.

The Company can handle, open forgings up to a piece weight of 1200 kgs, rings up to 1200 mm diameter maximum and die forgings up to a piece weight of 35 kgs.

Hardening and Tempering of shafts up to 4000 mm in length in vertical calibrated furnaces, in a facility available with one of our associates.

The Company can undertake supply of fully machined and ground components and shafts. 2.16 STRUCTURAL

VFIL functions in a recognized INDUSTRIES Estate situated right in the heart of Bangalore, the most leading city in India known as the “KNOWLEDGE CITY”.

The premises has :

 

 



About 20,000 Sq.ft of covered area. About 22,000 sq.ft of open storage area.





A 2 acre plot for near-future diversification located close to city on Bangalore-Poona  express high way

2.16 FINANCIAL

VFIL is a consistently profit making and dividend paying Company, with adequate working capital resources. The Company is highly rated by State Bank of Mysore who provides working capital. The Company is also well rated by CRISIL indicating HIGH PERFORMANCE CAPABILITY WITH FINANCIAL . 2.17 STRENGTHS

Good equity base of about Rs.25 millions.

Have free reserves of more than Rs.3.3 millions. Virtually a debt frees Company.

Has close to Rs.50 million working capital finance.

Bankers to the company: STATE BANK OF MYSORE, HMT INDUSTRIES Estate, HMT Post, Bangalore – 560 031. Poised for Rs.800 millions turn-over in the next two years

2.18 QUALITY

Vishnu fashion is submitted on auspicious deliveries of properly estimated results of imperative quality through all around characterized process controls guaranteeing traceability and with adaptability in operations to deal with any adjustments in business environment through persistent change of the quality administration framework

2.19 QUALITY ASSURANCE (QA)

Quality Assurance is cared for by a very much qualified specialist giving direction of taking after focuses

1.

Ensures to characterize quality standards for procedures and items.

2.

Provides Quality Assurance arranges.

3.

Issues Work Instruction for manufacturing and warmth treatment forms.

4.

Lays down methodology to guarantee traceability all through to the completed item.

5.

Ensures alignment of all testing types of gear.

6.

Lays down techniques for capacity and pressing.

7.

Analyses client dissensions – Does disappointment examination at whatever point

required. 8.

Follows up on execution of remedial measures.

9.

Carries out steel supplier capability appraisals.

10.

Draws/corrects arrangements for item acknowledgment.

11.

Carries out Internal Audits in reference to ISO, IBR and such different accreditations

to guarantee consistence with standards. 12.

Plans for constant change.

13.

Reviews on proceeding with suitability of value framework.

14.

Making accessible most recent particulars and drawings.

2.20 QUALITY CONTROL (QC)

QC guarantees consistence of the procedures to the required benchmarks and behaviours review and tests to demonstrate the item quality and rightness. QC accomplishes its destinations through different minds approaching materials, shop-floor exercises, last testing on items and issuance of Test Certificates after leeway.

2.21 In reference to approaching steels QC :

•

Verifies for accuracy of synthetic piece.

•

Conducts cautious visual examination of every bar for any creases, splits, laps and so

forth. (If all else fails, an example is sliced and agitate produced to check for manufacture capacity) •

Conducts 100Per penny ultrasonic examination in reference to Company models.

•

Checks for warmth astute miniaturized scale examination of all composite steels for

grain size and incorporation number.

•

Checks for solidify capacity by End-Quench test wherever required.

•

Reports on non-conformance to Materials Department.

Ensures non-conformance items are kept suitably isolated In reference to shop-floor and post-shop floor exercises, QC office:

•

Checks on temperature controls of heaters.

•

Checks on consistence with work directions and work request guidelines.

•

Conducts dimensional investigation on forgings and completed items.

2.22 QUALITY SURVEILLANCE

2.23 Quality Surveillance through-





Procurement of arc-furnace grade fully killed steels.



     

      

Ensuring right chemistry, fine grained steel with the least of inclusions.

Checking for internal soundness of steels.





Forging ensures adequate reduction ratio (1:3 minimum).



Heat-treatment at suitably defined temperatures & with right soaking times.

Traceability heat-wise & heat-treatment batch-wise.





 Proving mechanical properties for each heat-treatment batch.

100Per cent testing for ultrasonic soundness.



2.24 QUALITY NORMS

A few Quality norms adopted in VFIL :



Unless otherwise specified by the customer VFIL, as a standard keeps  up to the following metallurgical norms among several others, as illustrated.

Ultrasonic testing acceptance norms:



100 Per cent of steels on receipt and 100 Per cent of  all finished goods are tested for ultrasonic soundness as per ASTM A 388 Standards

2.25 REDUCTION RATIOS

 

  

Grain flow: Liner,  homogeneous fiber structure is ensured for shafts etc forged by drawing down. Upset grain flow is ensured for such jobs like gear and pinion blanks.



A minimum reduction ratio of 1:3 is ensured for all forgings from bloom to forging and minimum 1:5 from ingot to finish forging.

Heat treatment soaking times (typical)

 For normalizing and hardening, in general 1 ½ minutes  minimum soaking time allowed  for every one mm thickness (of the largest section). For tempering a minimum of 2 to 2 ½ minutes for every one mm thickness (of the largest section) is allowed. However, it is subject to type of steel and customer preferences. 2.26 SWOT ANALYSIS ON VFIL

STRENGTHS: 1. It is located in the heart of the city 2. Universal tensile testing machine (400 KN) with digital recording and fitted with extensometer. 3. well skilled and intellectual manpower

4. It is number one forging company in Bangalore 5. The company is having goodwill and ISO Certified Company 6. The company is having infrastructural facilities 7. Own transportations and quick movement of raw materials and finished products.

WEAKNESSES: Power intensive dependent on power may miscarriage in result of under utilization of capacity.

High oriented causes due to excessive labour force.

Defective marketing strategy lacks effective advertising and publicity.

OPPORTUNITIES:

To protect the financial interest of the company.

To help in achieving the interest of the company. To see that company does not suffer from want of finance.

Too excessive cost control and cost reduction techniques THREATS Others competitors such as: Bhandari forge Hitech forge R.R forge

2.27 TESTING FACILITIES

VFIL has adequate test facilities:

       

      

Universal tensile  testing machine (400 KN) with digital recording and fitted with extensometer. 3000 Kg Brinell and Rock well and Poldi  Hardness testing machines, as well as a portable digital hand held hardness tester. Impact testing machine.



Einstein – II Ultrasonic testing equipment with provision for DGS scale.

Notch-Broaching machined and profile projector.

Yoke type MPI Testing machine.

Dye-Penetrate testing Kit.









Wet-Analysis for chemical testing.



2.28 PRODUCTS GALLERY

With a defined range of products, VIFL produces components in a very wide variety of shapes and sizes.

2.29 SKETCHES AND SIZES

VFIL handles a wide variety of steels, appreciating their innate nature, significance and potential. The full potential strength and toughness of the steel is realized through right processing.

Die Forgings

Round Bars

Rotor Shafts

Sprocket Shafts

2.30 MAJOR CUSTOMERS OF VFIL BEML:

BHEL:

DEFENCE:

Hubs

Nodes & Cones

HMT:

CHAPTER-4 DATA ANALYSIS AND INTREPRETATION

DATA ANALYSIS & INTERPRETATIONS Table 4.1: Gender of the Respondents SL. No

Gender

1.

Male

138

92

2.

Female

12

08

Total

150

100

Graph4.1 Gender of the Respondents

Total

Per cent (%)

140 120 100 80 60 40 20 0 Male

Female

Interpretation: From the above table and graph it is shown that majority of them are in male category only few of them are female employee’s. out of 150 Respondents there are only 12 female Respondents and the remaining 138 Respondents are male. Here we can see that there are many male Respondents then the female, that is only 8 % of the Respondents are female and the remaining 92% are male .Due to companies working with three shift forging products and majority of them are from engineering background.

Table 4.2 Age of Respondents No of Respondents SL.No

Particular

Total

Per cent (%)

Male

Female

24

3

26

17

52

5

57

35

3

44

33

Up to 25 1 years

2

26-35 Years

3

36-45Years 41

4

45 Above

Total

21

1

22

15

138

12

150

100

Graph 4.2 Age of Respondents

Interpretation:

From the above table and the graph we can see that 26 Respondents are following in the age group of 25, from which 3 are female and the remaining 23 are male.57 Respondents out of 150 are coming in age group of 26-35 from which 52 are male and 5 is female.44 Respondents are fowling in the age group of 36-45 from which 41 are male and 3 of them are female. And the remaining 22 people are above the age of 45 from which 21 Respondents are male and the remaining 1 person is female.

Table 4.3 Qualifications No of Respondents SL.No

Particular Male

Female

Total

Per cent

1

Upto 10th

23

2

25

9

2

PUC

31

4

35

15

3

Degree

40

3

43

30

4

Post Graduate

26

2

28

24

5

Professional Degree

7

1

8

19

6

Others

11

0

11

2

138

12

150

100

Total

Graph 4.3 Qualifications 50 40 30 20 10 0 1

2

3

4

5

6

7

8

9

10

11

12

Interpretation: The above table and the graph indicates the qualification of the employee, out of 150 Respondents 25 people have qualified upto 10th standard out of which 23 are male and remaining 2 are female.35 people are qualified till PUC in which 31 are male and the 4 people are female.43 people have done there degree out of which 40 people are male and 3 people are female.28 people have done their post graduation in which 26 are male and the remaining 2 are male. In the other category only male are there. Table 4.4 Marital status No of Respondents SL.No

Particular Male

Female

Total

Per cent

1.

Married

116

9

125

86

2.

Unmarried

22

3

25

14

Total

138

12

150

100

Graph 4.4 Marital status

22

Unmarried

116

Married 0

20

40

60

80

100

120

Interpretation: From the above table and the graph we can state the marital status of the employees where we see that out of 150 Respondents 125 people are married from which 116 are male and the remaining 9 are female. Here 25 people are unmarried from which 22 are male and 3 are female.

Table 4.5 Occupations / levels of the Employee No of Respondents SL.No

Particular

Percen Total

Male

Female

t

1

Executive cadre

17

2

19

12

2

Manager cadre

19

4

23

21

3

Functional cadre

39

3

42

24

63

2

65

43

Operational/workers 4

Supervisor cadre

Total

138

12

150

100

Graph 4.5 Occupations / levels of the Employee

80 60 40 20 0

1

2

3

4

5

6

7

8

Interpretation: From the above table and the graph shows the occupation level of the employee where we can see that out of 150 Respondents 19 peoples occupation is to the executive cadre from which 17 are male and the remaining 2 are female.23 Respondents are occupied at the manager cadre in which 19 are mans and 4 are woman's . 42 people are at the functional cadre from which 39 are male and the remaining 3 are female.65 people are working at the operational level in which 63 are male and 2 are female.

Table 4.6 Income levels of the Employee No of Respondents SL.no

Particular

Total

Per cent

Male

Female

Below Rs.15.000

42

2

44

20

Rs.15001-30,000

54

2

56

45

Rs.30,001-45,000

25

7

32

29

1

2

3

Above Rs.45,000

17

1

18

6

138

12

150

100

4

Total

Graph 4.6 Income levels of the Employee Above Rs.45,000 Rs.30,001-45,000 Rs.15001-30,000 Below Rs.15.000 0

10

20

30

40

50

60

Interpretation: From the above table it shows that the Income levels of the Employees in the study whereas. Out of 150 Respondents 44 of them are their income below Rs.15000 and 56 people are drawing their monthly salary between Rs 15001 to 30000. Only 32 employee Respondents are getting their salary between Rs.30001-45000 of which we have 7 female and 25 male. And the remaining 18 people are getting the salary above 45000. Table 4.7Language - the language you most often speak at home No of Respondents SL.No

Particular

Total

Per cent

Male

Female

English & Kannada

37

3

40

11

Tamil & English

51

8

59

51

1

2

English & other 6

0

6

7

Telugu & Malayalam

31

0

31

14

Hindi & other language

4

0

04

4

Others

9

1

10

13

138

12

150

100

3

language

4

5

6

Total

Graph 4.7Language - the language you most often speak at home

0 1

3

49

37

31

6 51 8

Interpretation: From the above table it shows the language spoken by the employees in Vishnu Forge Company. Most of the Respondents are knowing the Tamil language that is 76 Respondents out of 150.17 people out of 150 knows kannada language.19 people of them speak other languages 6 people out of 150 speak hindi language 21 people knows to speak telugu out of 150 and the remaining speak in English that is 11 people/Respondents. Table 4.8 I feel enthusiastic about my work.

Sl.No

Particular

Total

Per cent (%)

1

Highly Satisfied / Strongly Agreed

36

24

2

Satisfied/ Agreed

48

32

3

NSNDS/NANDA

45

30

4

Dissatisfied / Disagree

17

11

5

Highly dissatisfied / strongly Disagreed

4

8

150

100

Total

Graph 4.8 I feel enthusiastic about my work. 4 8

Highly dissatisfied / strongly Disagreed

11 17

Dissatisfied / Disagree

30

NSNDS/NANDA

45

32

Satisfied/ Agreed 24

Highly Satisfied / Strongly Agreed 0

10

20

30

48 36 40

50

Interpretation: From the above table it indicates the enthusiastic level of the work, 36 people out of 150 are highly satisfied to the statement that they feel enthusiastic about their work, 48 people are just satisfied with the statement. 45 people of Respondents out of 150 are NSNDS to the statement. Where in 17 people out of 150 are dissatisfied to it and the remaining 4 people are highly dissatisfied to it

Table 4.9 I am satisfied with the work that I do. Sl.No

Particular

Total

1

Highly Satisfied / Strongly Agreed

36

24

2

Satisfied/ Agreed

56

38

3

NSNDS/NANDA

27

18

4

Dissatisfied / Disagree

14

9

5

Highly dissatisfied / strongly Disagreed

17

11

150

100

Total

Graph 4.9 I am satisfied with the work that I do.

Percent (%)

60 50 40 30 20 10 0

56 36

27

14

17

Interpretation: From the above table it states the satisfaction of the work, in which we can see that 36 Respondents out of 150 are highly satisfied with the work which they do.56 Respondents out of 150 are satisfied by the work which they are doing, 27 Respondents out of 150 are NANDA by their work,14 Respondents are dissatisfied with the work which they do and the remaining 17 Respondents are highly dissatisfied with the work which they do.

CHI SQUARE TEST : BIVARIATE ANALYSIS Step 1 :Set Hypothesis Null hypothesis Ho= There is no significant difference in the satisfaction level of work that the employees do Alternative hypothesis H1= There is significant difference in the satisfaction level of work that the employees do

Step 2: Level of Significance α

= 0.05

Degree of freedom d.f=(r-1),

r= no of rows, df = (5-1), d.f=4 X2Table= 9.14 Step 3: Test-Statistic ( = )2 2

Observed

=∑

Expected

Sl No

(O-E)

(O-E)2/

frequency(O)

frequency(E)

1

36

30

6

1.2

2

56

30

26

22.53

3

27

30

-3

0.3

4

14

30

-16

8.53

5

17

30

-13

5.63

TOTAL

150

Expected frequency= 150/5=30 X2Cal= 38.19

38.19

Step 4: conclusion

Since the calculated chi-square value is greater than the table value, we reject null hypothesis at 95% level of significance and accept alternative hypothesis & conclude that there is significant difference in the satisfaction level of work that the employees do.

Table 4.10 My opinion is asked before changes are made in the way I work.

Sl.No

Rating Responses

Total

Per cent

1

Highly Satisfied / Strongly Agreed

29

19

2

Satisfied/ Agreed

43

29

3

NSNDS/NANDA

37

25

4

Dissatisfied / Disagree

16

11

5

Highly dissatisfied / strongly Disagreed

25

17

150

100

Total

Graph 4.10

My opinion is asked before changes are made in the way I work.

Highly dissatisfied / strongly Disagreed Dissatisfied / Disagree NSNDS/NANDA Satisfied/ Agreed Highly Satisfied / Strongly Agreed 0

10

20

30

40

50

Interpretation: From the above table and the graph it indicates the opinion about the changes made in the company by the employees, where 29 Respondents out of 150 are highly agreed to the statement that the employees opinion is asked before changes are made in their work, 43 Respondents are just agreed to it ,37 of the Respondents are NANDA to the statement, where in 16 Respondents are disagree to it and the remaining 25 Respondents out of 150 are strongly disagree to it. Table 4.11 If I have a problem I can speak directly to hierarchy

Sl.No

Particular

Total

Per cent (%)

1

Highly Satisfied / Strongly Agreed

22

15

2

Satisfied/ Agreed

42

28

3

NSNDS/NANDA

37

25

4

Dissatisfied / Disagree

45

30

5

Highly dissatisfied / strongly Disagreed

04

2

150

100

Total

Graph 4.11 If I have a problem I can speak directly to hierarchy

50 40 30 20 10 0 Highly Satisfied / StronglySatisfied/ Agreed AgreedNSNDS/NANDA Dissatisfied Highly / Disagree dissatisfied / strongly Disagreed

Interpretation: From the above table and the graph states the interaction with the hierarchy by the employee if there is any problem.22 Respondents out of 150 are highly satisfied to the statement that if they have any problem they can speak directly to the hierarchy.42 Respondents out of150 are satisfied to the statement.37 Respondents out of 150 are NSNDS to the statement .where in 45 Respondents are dissatisfied to it and the remaining 4 Respondents out of are highly dissatisfied to it.

CHI SQUARE TEST : BIVARIATE ANALYSIS Step 1 :Set Hypothesis Null hypothesis Ho= There is no significant difference to interact with the hierarchy when the employees have any problem Alternative hypothesis H1= There is significant difference to interact with the hierarchy when the employees have any problem

Step 2: Level of Significance α

= 0.05

Degree of freedom d.f=(r-1), r= no of rows, df = (5-1),

d.f=4 X2Table= 9.14 Step 3: Test-Statistic ( = )2 2

Observed

=∑

Expected

Sl no

(O-E)

(O-E)2/

frequency(O)

frequency(E)

1

22

30

-8

2.13

2

42

30

12

4.8

3

37

30

7

1.63

4

45

30

15

7.5

5

04

30

-26

22.53

TOTAL

150

Expected frequency= 150/5=30 X2Cal= 38.59 Step 4: conclusion

38.59

Since the calculated chi-square value is greater than the table value, we reject null hypothesis at 95% level of significance and accept alternative hypothesis & conclude that there is significant difference to interact with the hierarchy when the employees have any problem

Table 4.12 I know what my job requires of me Sl.No

Particular

Total

Per cent (%)

1

Highly Satisfied / Strongly Agreed

24

16

2

Satisfied/ Agreed

19

13

3

NSNDS/NANDA

45

30

4

Dissatisfied / Disagree

49

33

13

9

Highly dissatisfied/ 5 Disagreed

strongly

Total

150

100

Graph 4.12 I know what my job requires of me.

13

24

0 19 49

45

Interpretation: From the above table and the graph indicates the job requirements it is shown that 24 Respondents out of 150 are strongly agree to the statement that they know what is their job requires from there.19 Respondents out of 150 are just agree to it. 45 Respondents out of 150 are NANDA to the statement. Where in 49 Respondents are disagreeing to it and the remaining 13 out of 150 Respondents are highly disagreeing to it. CHI SQUARE TEST : BIVARIATE ANALYSIS Step 1 :Set Hypothesis Null hypothesis Ho= There is significant difference in the knowledge of the employees related to their job requirements Alternative hypothesis H1= There is no significant difference employees related to their job requirements

Step 2: Level of Significance α

= 0.05

Degree of freedom d.f=(r-1),

in the knowledge of the

r= no of rows,

df = (5-1), d.f=4 X2Table= 9.14 Step 3: Test-Statistic ( = )2 2

Observed

=∑

Expected

SL no

(O-E)

(O-E)2/

frequency(O)

frequency(E)

1

24

30

-6

1.2

2

19

30

-11

4.03

3

45

30

15

7.5

4

49

30

19

12.03

5

13

30

-17

9.63

TOTAL

150

Expected frequency= 150/5=30 X2Cal= 34.39

34.39

Step 4: conclusion

Since the calculated chi-square value is greater than the table value, we reject null hypothesis at 95% level of significance and accept alternative hypothesis & conclude that there is significant difference in the knowledge of the employees related to their job requirements

Table 4.13 My work motivates me along with my own morale. Sl.No

Particular

Total

1

Highly Satisfied / Strongly Agreed

38

25

2

Satisfied/ Agreed

47

31

3

NSNDS/NANDA

29

19

4

Dissatisfied / Disagree

20

14

5

Highly dissatisfied / strongly Disagreed

16

11

150

100

Total

Graph 4.13 My work motivates me along with my own morale.

Per cent (%)

Highly dissatisfied / strongly Disagreed

Dissatisfied / Disagree NSNDS/NANDA Satisfied/ Agreed Highly Satisfied / Strongly Agreed 0

10

20

30

40

50

Interpretation: From the above table and the graph it is shown that 38 Respondents out of 150 are highly satisfied to the statement that the employees work motivates to the employees along with their morale.47 Respondents out of 150 are satisfied to it 29 Respondents out of 150 are NSNDS to the statement, where in 20 Respondents out of 150 are disagreed to it and the remaining 16 Respondents out of 150 are str0ngly disagreed to the statement.

CHI SQUARE TEST: BIVARIATE ANALYSIS Step 1 :Set Hypothesis

Null hypothesis Ho= There is no significant difference in the work motivation and the morale of the employee

Alternative hypothesis H1= There is significant difference in the work motivation and the morale of the employee

Step 2: Level of Significance

α

= 0.05

Degree of freedom d.f=(r-1), r= no of rows, df = (5-1),

d.f=4 X2Table= 9.14 Step 3: Test-Statistic ( = )2 2

Observed

=∑

Expected

Sl no

(O-E) frequency(O)

(O-E)2/

frequency(E)

1

38

30

8

2.13

2

47

30

17

9.63

3

29

30

-1

0.03

4

20

30

-10

3.33

5

16

30

-14

6.53

TOTAL

150

21.65

Expected frequency= 150/5=30 X2Cal= 21.65 Step 4: conclusion Since the calculated chi-square value is greater than the table value, we reject null hypothesis at 95% level of significance and accept alternative hypothesis & conclude that there is significant difference in the work motivation and the morale of the employee.

Table 4.14 I take initiative at work. Sl.No

Particular

1

Highly Satisfied / Strongly Agreed

51

34

2

Satisfied/ Agreed

43

29

3

NSNDS/NANDA

37

25

4

Dissatisfied / Disagree

11

7

5

Highly dissatisfied / strongly Disagreed

8

5

150

100

Total

Graph 4.14 I take initiative at work.

Total

Per cent (%)

Highly dissatisfied / strongly Disagreed

8

Dissatisfied / Disagree

11

NSNDS/NANDA

37

Satisfied/ Agreed

43

Highly Satisfied / Strongly Agreed

51 0

10

20

30

40

50

60

Interpretation: From the above table and the graph it is shown that 51 people out of 150 Respondents are highly satisfied to the work initiatives which is taken by them.43 people out of 150 are just satisfied with the statement. 37 of the Respondents are NSNDS to the statement, where in 11 of them are dissatisfied and the remaining 8 are highly dissatisfied.

Table 4.15 Work related problem solved by management Sl.No

Particular

Total

Per cent (%)

1

Highly Satisfied / Strongly Agreed

40

27

2

Satisfied/ Agreed

37

25

3

NSNDS/NANDA

34

23

4

Dissatisfied / Disagree

22

15

17

11

Highly dissatisfied / strongly 5 Disagreed

Total

150

100

Graph 4.15 Work related problem solved by management 40 30 20 10 0 1

2

3

4

5

6

7

8

9

10

11

Interpretation: From the above table and the graph it is stated that 40 people of the Respondents are highly satisfied to the statement that the management tries to solve the work related problem of the employees.37 people of the Respondents out of 150 are just satisfied to it.34 people out of 150 Respondents are NSNDS to the statement. 22 people are dissatisfied and the remaining Respondents out of 150, that is 17 people are highly dissatisfied. CHI SQUARE TEST : BIVARIATE ANALYSIS

Step 1 :Set Hypothesis Null hypothesis Ho= There is no significant difference to solve the work related problem by the management, Alternative hypothesis H1= There is significant difference to solve the work related problem by the management,

Step 2: Level of Significance

α

= 0.05

Degree of freedom d.f=(r-1), r= no of rows, df = (5-1), d.f=4 X2Table= 9.14 Step 3: Test-Statistic 2

( = )

2

Observed

=∑

Expected

Sl no

(O-E)

(O-E)2/

frequency(O)

frequency(E)

1

40

30

10

3.33

2

37

30

-3

0.3

3

34

30

4

0.53

4

22

30

-8

2.13

5

17

30

-13

5.63

TOTAL

150

Expected frequency= 150/5=30

11.92

X2Cal= 11.92

Step 4: conclusion

Since the calculated chi-square value is greater than the table value, we reject null hypothesis at 95% level of significance and accept alternative hypothesis & conclude that there is significant difference to solve the work related problem by the management,

Table 4.16 I am rewarded for work well done

Sl.No

Particular

Total

1

Highly Satisfied / Strongly Agreed

30

20

2

Satisfied/ Agreed

37

25

3

NSNDS/NANDA

48

32

4

Dissatisfied / Disagree

20

13

5

Highly dissatisfied / strongly Disagreed

15

10

150

100

Total

Per cent (%)

Graph 4.16 I am rewarded for work well done Highly dissatisfied / strongly Disagreed Dissatisfied / Disagree NSNDS/NANDA Satisfied/ Agreed Highly Satisfied / Strongly Agreed 0

20

40

Interpretation: From the above table and the graph we can see that 30 Respondents out of 150 are strongly agreed to the statement that they are reworded for their better work which is done in the company.37 Respondents are just satisfied to it, 48 Respondents are NSNDS to the statement, where in 20 of them are dissatisfied to the statement and the remaining 15 people out of 150 are highly dissatisfied.

Table 4.17. I do more than what is expected of me at work. Sl.No

Particular

Total

Per cent (%)

1

Highly Satisfied / Strongly Agreed

31

20

2

Satisfied/ Agreed

37

25

3

NSNDS/NANDA

32

21

4

Dissatisfied / Disagree

24

16

5

Highly dissatisfied / strongly Disagreed

26

17

150

100

Total

Graph 4.17. I do more than what is expected of me at work Highly dissatisfied / strongly Disagreed Dissatisfied / Disagree NSNDS/NANDA Satisfied/ Agreed Highly Satisfied / Strongly Agreed

0

5

10

15

20

25

30

35

40

Interpretation: From the above given table and graph we can see that 31 people of the Respondents out of 150 are strongly agree that the employees do more work than expected from them.37 of them are just agreed to it, 32 people of the Respondents are NANDA to the statement. Where in 24 of they are disagree and the remaining 26 people are strongly disagree to it.

Table 4.18 My work is routine and not risky. Sl.No

Particular

Total

Per cent (%)

1

Highly Satisfied / Strongly Agreed

30

20

2

Satisfied/ Agreed

40

27

3

NSNDS/NANDA

20

13

4

Dissatisfied / Disagree

38

25

5

Highly dissatisfied / strongly Disagreed

22

15

150

100

Total

Graph 4.18 My work is routine and not risky. 40

30 20 10 0 1

2

3

4

5

6

7

8

9

10

Interpretation: From the above given table and the graph we can state that 30 people of the Respondents are strongly agreed that their work is on routine bases and not risky.40 of them are agreeing to thr statement.20 of them are NANDA out of 150. where in 38 of them are disagree to it and the remaining 22 of them are strongly disagree to it.

Table 4.19 I know my work related responsibilities.

Sl.No

Particular

Total

Per cent (%)

27

18

Highly Satisfied / Strongly 1 Agreed 2

Satisfied/ Agreed

41

27

3

NSNDS/NANDA

24

16

4

Dissatisfied / Disagree

39

26

19

13

150

100

Highly dissatisfied / strongly 5 Disagreed Total

Graph 4.19 I know my work related responsibilities

9 7

5 3 1 0

10

20

30

40

50

Interpretation: From the above table and the graph we can infer that 27 of the Respondents out of 150 are strongly agree to the statement that they know their work related responsibilities, that is 18 percent of them. 41 Respondents out of 150 are just agreed to it, which is 27 percent.24 of the Respondents out of 150 are NANDA to it .39 of them are disagree to the statement and the remaining 19 Respondents out of 150 are strongly disagree to it which is 13 percent

Table 4.20 Are you happy to receive The feedback on your work performance in the last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

127

85

2

NO

23

15

150

100

Total

Graph 4.20 Are you happy to receive The feedback on your work performance in the last 6 months?

140 120 100 80

60 40 20

0 yes

NO

Interpretation: From the above table and the graph we can state that in Vishnu Forge company 127 of the Respondents out of 150 are stating yes to the statement that they are happy to receive the feedback on their performance towards the work by last 6 months and the remaining 23 Respondents out of 150 are saying no to it.

Table 4.21 Have you gotten a composed cautioning in the last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

39

26

2

NO

111

74

150

100

Total

4.21 Have you gotten a composed cautioning in the last 6 months?

120 100 80 60 40 20 0 YES

NO

Interpretation:

From the given table and the graph it is shown that 39 Respondents out of 150 are agreed to it that they have received a written warning in the last 6 month and the remaining majority of them that is 111 of Respondents out of 150 are saying no to it.

Table 4.22 Have you been included in any racial episode at work in the last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

52

65

2

NO

98

35

150

100

Total

Graph 4.22 Have you been included in any racial episode at work in the last 6 months?

NO

YES

0

20

40

60

80

100

Interpretation:

Here in this above table and the graph we can see that majority of the Respondents that is 98 of them out of 150 are saying no to the statement that they have been involved at any racial incident at the work place from last 6 months and the remaining 52 Respondents out of 150 are saying yes/agreed to it.

Table 4.23 Has your pay changed from week after week to month to month in the last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

76

51

2

NO

74

49

150

100

Total

Graph 4.23 Has your pay changed from week after week to month to month in the last 6 months?

Interpretation:

From the above table and the graph we can see that majority of the Respondents are saying yes to the change in salary from weekly to monthly in the last 6 months, that is 76 of them out of 150 and the remaining of them are stating no to the statement, that is 74 of them out of 150.

Table 4.24 Has any relative of yours got a recipient from Vishnu forge?

Sl.No

Particular

Total

Per cent (%)

1

YES

130

87

2

NO

20

13

150

100

Total

Graph 4.24 Has any relative of yours got a recipient from Vishnu forge?

YES NO

Interpretation:

From the above table and the graph we can see that majority of the Respondents are agreed that their family members are receiving a beneficiary from the Vishnu Forge company that is 130 Respondents out of 150 and the remaining of them are saying no to the statement that is 20 of them.

Table 4.25 Have you been promoted at work in the last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

36

24

2

NO

114

76

150

100

Total

Graph 4.25 Have you been promoted at work in the last 6 months?

120 100 80 60 40 20 0 YES

NO

Interpretation: From the given table and the graph we can say that most of the Respondents are not agreed to the statement that they are getting promoted at work in last 6 months, that is 114 of the Respondents out of 150 and the remaining are saying yes to it, that is 36 0f them out of 150.

Table 4.26. Has any of your thoughts been actualized at work in the last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

67

45

2

NO

83

55

150

100

Total

Graph 4.26 Has any of your thoughts been actualized at work in the last 6 months?

4

3

2

1 0

20

40

60

80

100

Interpretation: From the above given table and the graph it states that majority of the Respondents are saying no to the statement that their ideas have been implemented at the work in the past 6 months, that is 83 of the Respondents out of 150 and the remaining 67 of the Respondents are saying yes to the statement

Table 4.27 Do you have a supervisor? Sl.No

Particular

Total

Per cent (%)

1

YES

119

79

2

NO

31

21

150

100

Total

Graph 4.27 Do you have a supervisor?

NO

YES 0

20

40

60

80

100

120

Interpretation: The table and the graph indicates that 150 Respondents do have a supervisor out of which 119 Respondents say that they do have supervisor which is 79 percent of it and the remaining 31 Respondents are saying that they don't have a supervisor in the company which is 21 percent of the total.

Table 4.28 Have you been educated verbally about your employment description? Sl.No

Particular

Total

Per cent (%)

1

YES

146

97

2

NO

4

3

150

100

Total

Graph 4.28 Have you been educated verbally about your employment description?

160 140 120 100 80 60 40 20 0 YES

NO

Interpretation: The table and the graph states about the information of employees job description to give it verbally, in which 146 Respondents out of 150 are saying yes to the statement that is 97 percent and the remaining 4 Respondents are saying no to the statement that is 3 percent of the entire Respondents.

Table 4.29 Have you been given your set of working responsibilities in composed form?

Sl.No

Particular

Total

Per cent (%)

1

YES

125

83

2

NO

25

17

150

100

Total

Graph 4.29 Have you been given your set of working responsibilities in composed form?

Interpretation: From the above table and graph we can see that majority of the Respondents of the company are saying that they do get the job description in written form, that is 125 Respondents out of 150, it comes to 83 percent of the Respondents and the remaining 25 Respondents out of 150 are disagreed to it, that is 17 percent of them.

.

Table4. 30 Have you received on-job training in the last 6 months?

Sl.No

Particular

Total

Per cent (%)

1

YES

141

94

2

NO

9

6

150

100

Total

Graph 4.30 Have you received on-job training in the last 6 months?

NO

YES

0

50

100

150

Interpretation: The above table and the graph indicates on the job training to the employees from last 6 months, in which we can see that 141 Respondents out of 150 are getting the training, which is 94 percent of the Respondents and the remaining 9 Respondents are not getting the training out of 150 Respondents, which is 6 percent

Table 4.31 Do you always get a 45-minute lunch break?

Sl.No

Particular

Total

Per cent (%)

1

YES

123

82

2

NO

27

18

150

100

Total

Graph 4.31 Do you always get a 45-minute lunch break?

140 120 100 80 60 40 20 0 YES

NO

Interpretation: From the above graph and the table we can see that majority of the Respondents are getting the lunch break of 45 minutes, that is 123 Respondents out of 150, which is 82 percent of the overall Respondents and the remaining 27 of them are not getting the proper 45 minutes lunch break, which includes 18 percent of the Respondents.

Table 4.32 Do you always get tea during your tea break?

Sl.No

Particular

Total

Per cent (%)

1

YES

138

92

2

NO

12

8

150

100

Total

Graph 4.32 Do you always get tea during your tea break?

Interpretation:

the above table and the graph says that almost every one gets tea during their tea break, which is 138 Respondents out of 150, that is 92 percent of the Respondents and the remaining 12 Respondents out of 150 are disagreed to it, that is 8 percent of them

Table 4.33 Have you been debilitated in any capacity by any associate at Vishnu Forge in e last 6 months? Sl.No

Particular

Total

Per cent (%)

1

YES

41

27

2

NO

109

73

150

100

Total

Graph 4.33 Have you been debilitated in any capacity by any associate at Vishnu Forge in e last 6 months?

120 100 80 60 40 20 0 YES

NO

Interpretation: From the above table and the graph we can say that most of the people are giving no as the answer to the question that whether they have been threatened in any way by any coworkers by last 6 months. That is 109 Respondents are saying no out of 150, that is 73 percent and the remaining 41 people says yes. that is 27 percent of the Respondents.

Table 4.34 Does your administrator let you know what to do each day? Sl.No

Particular

Total

Per cent (%)

1

YES

54

36

2

NO

96

64

150

100

Total

Graph 4.34 Does your administrator let you know what to do each day?

NO

YES

0

20

40

60

80

100

Interpretation: the above table and the graph indicates that do the company supervisor tells the employees what to do every day. In which we can say that majority of the people that is 96 out of 150, which is 64 percent of the Respondents say that the supervisor is not stating them about every day work and the remaining people are agreed to it that they do tell about each day work that is 54 out of 150 which is 36 percent of the Respondents.

Table 4.35 Are you in the blink of an eye doing distinctive work contrasted with 6months ago? Sl.No

Particular

Total

Per cent (%)

1

YES

63

42

2

NO

Total

87

58

150

100

Graph 4.35 Are you in the blink of an eye doing distinctive work contrasted with 6months ago?

Interpretation: The above table and the graph states that 63 Respondents out of 150 are agree to the question that they presently are doing different work compared to past 6 months, that s 42 percent. And the remaining are saying that they are doing the same job compared to 6 months, that is 87 of them out of 150, which is 58 percent.

CHAPTER-5

FINDINGS ,CONCLUSIONS AND SUGGESTIONS

FINDINGS 1. Majority of the respondents are in male category only few of them are female employees. out of 150 respondents there are only 12 female respondents and the remaining 138 respondents are male. Due to Companies working with three shift forging products and majority of them are from engineering background. 2. 57 respondents are between the age group of 26-35 and 52 of them are male and only 5 of them are female. 44 respondents are the age group of 36-45 of which 41 are male

and 3 of them are female. 3. 25 respondents

have qualified upto 10th standard out of which 23 of them are male

and remaining 2 of them are female. 35

respondents are qualified till PUC of which

31 of them are male and 4 respondents

are female.43 respondents have done there

degree out of which 40 respondents are male and 3

respondents

are female. 28

respondents have done their post graduation in which 26 are male and the remaining 2 are male. 4. 125 respondents

are married of which 116 are male and the remaining 9 of them are

females 25 respondents are unmarried from which 22 are male and 3 are females. 5. 19 respondent’s occupation in the executive cadre from which 17 are male and the remaining 2 are female. 23 respondents are occupied at the manager’s cadre in which 19 are man and 4 are woman. 42 respondents are at the functional cadre from which

39 are male and the remaining 3 are female.65 respondents are working at the operational level in which 63 are male and 2 are female.

6. out of 150 respondents

44 respondents

getting their salary below Rs,15000 of

which 42 of them are male and the remaining 2 are females. 56 respondents

are

getting the salary between Rs, 15001-Rs,30000. In which 54 are male and 2

are

females. 32 respondents get the salary from Rs,30001-Rs,45000 of which they have females and 25 male, the remaining 18

respondents are getting the salary above

Rs.45000. 7. Most of the respondents are having the knowledge about the many languages such as Tamil, Kannada, Hindi, English, and Telugu & Malayalam. 8. Most of the respondents feel enthusiastic about their work. 9. 22 respondents are highly satisfied to the statement that if they have any problem they can speak directly to the hierarchy. 42 respondents are satisfied to the statement. 37

respondents are NSNDS to the statement. where 45 respondents are dissatisfied to it and the remaining 4 respondents out of are highly dissatisfied to it. 10. 24 respondents are strongly agreed to the statement that they know what is their job requires from there. 45 respondents are expressed their response towards NANDA to the statement. Where in 49 respondents are disagreed to it and the remaining 13 out of 150 respondents are highly disagreed to it.

11. 38 respondents out of 150 are highly satisfied to the statement that the employees work motivates to the employees along with their morale. 47 respondents are satisfied to it 29 respondents are NSNDS to the statement, where in 20 respondents are disagreed to it and the remaining 16 respondents are strongly disagreed to the statement. 12. 51 respondents are highly satisfied to the work initiatives which is taken by them.43 respondents of the respondents are just satisfied with the statement. 37 of the respondents are NSNDS to the statement, where in 11 of them are dissatisfied and the remaining 8 of them are highly dissatisfied.

13. 40 respondents are highly satisfied to the statement that the management tries to solve the work related problem of the employees. 37 respondents are just satisfied to it. 34 respondents are NSNDS to the statements. 22 respondents are dissatisfied and the remaining respondents are highly dissatisfied. 14. 30 respondents are strongly agreed to the statement that they are rewarded for their better work which is done in the company. 37 respondents are just satisfied to it, 48 respondents are NSNDS to the statement, where in 20 of them are dissatisfied to the statement and the remaining 15 respondents are highly dissatisfied. 15. 31 percent of the respondents are strongly agree that the employees do more work than expected from them. Only 37 of them are just agreed to it, 32 respondents of the respondents are NANDA to the statement. Where in 24 of they are disagreed and the remaining 26 respondents are strongly disagreeing to it.

30 respondents are strongly agreed that their work is on routine bases and not risky. 40 of them are agreeing to the statement. 20 of them are NANDA out of 150. Where in 38 of them are disagree to it and the remaining 22 of them are strongly disagree to it.

17. 27 of the respondents are strongly agreed to the statement that they know their work related responsibilities, which are 18 percent of them. 41 respondents are just agreed to it, which is 27 percent. 24 of the respondents are NANDA to it 39 of them are disagree to the statement and the remaining 19 respondents are strongly disagree to it which is 13 percent. 18. 127 of the respondents are stating yes to the statement that they are happy to receive the feedback on their performance towards the work by last 6 months and the remaining 23 respondents are saying no to it. 19. 39 respondents are agreed to it that they have received a written warning in the last 6 months and the remaining majority of them that is 111 of respondents are saying no to it. 20. Majority of the respondents that is 98 of them are saying no to the statement that they have been involved at any racial incident at the work place from last 6 months and the remaining 52 respondents are saying yes/agreed to it. 21. Majority of the respondents are saying yes to the change in salary from weekly to monthly in the last 6 months, that is 76 of them and the remaining of them are stating no to the statement, that is 74 of them out of 150. 22. Majority of the respondents are agreed that their family members are receiving a beneficiary from the Vishnu Forge company that is 130 respondents and the remaining of them are saying no to the statement that is 20 of them. 23. Most of the respondents are not agreed to the statement that they are getting promoted at work in last 6 months, that is 114 of the respondents out of 150 and the remaining are saying yes to it, that is 36 of them. 24. Majority of the respondents are saying no to the statement that their ideas have been implemented at the work in the past 6 months, that is 83 of the respondents and the

Remaining 67 of the respondents are saying yes to the statement. 119 respondents say that they do have supervisor which was 79 percent of it and the remaining 31 respondents are saying that they don't have a supervisor in the company which is 21 percent of the total. 26. The information of employees job description to give it verbally, in which 146 respondents are saying yes to the statement that is 97 percent and the remaining 4 respondents are saying no to the statement that is 3 percent of the entire respondents. 27. Majority of the respondents of the company are saying that they do get the job description in written form that is 125 respondents it comes to 83 percent of the respondents and the remaining 25 respondents are disagreed to it, that is 17 percent of them. 28. On the job training to the employees from last 6 months, in which we can see that 141 respondents are getting the training, which is 94 percent of the respondents and the remaining 9 respondents are not getting the training. Based on above findings, the researcher had interacted with respondents, officials of the company with internal and external guide of the project explained recommendations & suggestions in the next page.

SUGGESTIONS The Researcher has made this examination study in view of information gathering and field overview to abridge the worker strengthening at the accompanying focuses:

1.

Human asset is viewed as a most significant resource for any association. The

workers are the wellspring of learning, aptitudes and capacities that can't be imitated by the contenders. Advancements, items and procedures are effectively imitated by the contenders; be that as it may, by the day's end, workers are the most key asset of the organization.

2.

Many chiefs feel that by engaging workers, they will lose their obligation to oversee

and control the association. This is not the situation. Strengthening is really a finish of a large number of the thoughts and fundamentals of worker fulfillment that are examined and dissected oftentimes in an assortment of books and periodicals concentrated on the subject Employee strengthening is a two sided coin.

3.

For representatives to be empoared the administration authority must need and trust

that worker strengthening bodes well and workers must act. Give us a chance to be clear around one thing instantly, representative strengthening does not imply that administration no more has the obligation to lead the association and is not in charge of execution. On the off chance that anything the inverse is valid. 4.

Stronger authority and responsibility is requested in an association that looks to

enable workers. This begins with the official authority, through all administration levels and incorporates cutting edge directors. It is just when the whole association is willing to function as a group that the genuine advantages of representative strengthening are figured it out. 5.

For any organization keeping in mind the end goal to appreciate the profits from

representative strengthening the authority should unfalteringly work to make the workplace where it is evident to all that worker strengthening is fancied, needed and developed. Administration's obligation is to make nature for worker strengthening which prompt occupation fulfillment

Empowering representative's prompts positive results for workers, their supervisors, and their associations lead to authoritative support of entrepreneurial qualities and prompts workers to use sound judgment, make a move, and cultivate their conviction that they can take control of their own predeterminations. This conviction prompts self-inspiration and a feeling of autonomy that is deciphered into more prominent faithfulness and additional exertion for the association.

7.

Empowered representatives come to trust that they control their own prosperity

through their endeavors and diligent work, which thus advantages the achievement of the whole foundation. To total up, if a business needs a profoundly energetic, imaginative, profitable human asset, the significance of occupation fulfillment and authoritative duty ought not be overlooked. It is evident that high employment fulfillment and authoritative responsibility will keep away from turnover.

8.

Every worker has various types of requirements and desires and it is difficult to fulfill

each need and desire of the representatives. Both worker and business ought to attempt to create a working condition that they will work in an upbeat, spurred and beneficial climate to achieve the specific objectives.

Suggestions

By inspecting concentrates on, reports, periodicals and books identified with the subject of study analyst has create Three primary rules to make compelling strengthening which prompt high degree for employment fulfillment

General Guidelines for Empowering Managers.

1.

To engage individuals in choices that influence them

2.

To explain objectives, goals and clarify how the work is connected

3.

To Delegate obligation and power for critical work exercises

4.

To obtain singular contrasts in capacity and inspiration

5.

To Provide access to applicable data

6.

To Provide the assets required for new work obligations

7.

To Realign administration frameworks steady with strengthening standards

8.

To Remove bureaucratic limitations and superfluous controls

9.

To Express certainty and trust in individuals

10.

To Provide instructing and guidance on an auspicious premise

11.

To Encourage and bolster activity and critical thinking

12.

To Recognize imperative commitments and accomplishments

13.

To Ensure that compensates are equivalent with new obligations

1.

Identify individuals with applicable information or mastery

2.

Evaluate likely collaboration by members

3.

Evaluate likely acknowledgment without cooperation

5.

Empower cooperation

6.

promote individuals to express their worries

7. 8.

Describe a proposition as conditional Record thoughts and recommendations

9.

Look for approaches to expand on thoughts and recommendations

10.

Be careful in communicating worries around a proposal

11.

Listen to disagreeing sees without getting cautious

12.

Try to use recommendations and manage concerns

Work outline:

Non-normal and testing undertakings; adaptable innovation; rehashed client connections in a proceeding with relationship

Independence:

Representatives have flexibility in choosing what work to do and how to do it; workers have a feeling of control over work.

Conclusion

This study concentrated on worker strengthening at chose organization and how strengthening is identified with occupation fulfillment, contribution, engagement, advancement and workplace. The point of strengthening to make a society where representatives have opportunity to convey what needs be and have the freedom to settle on choices about how they function. Strengthening or participative administration is a standout amongst the best methods for offering representatives to use their inventive capacities to enhance their execution inside of the association they some assistance with working for. With a specific end goal to make powerful Empowering representatives it is require clear correspondence channels. This will oblige administration to put resources into expanded measures of time imparting to representatives and considering input. Moreover, it will require that administration sincerely assess the correspondence styles and techniques that are being utilized as a part of the foundation to guarantee the most effective procedures conceivable. Representative's strengthening assumes an essential part in expanding the

organization's execution. Scientists recommend diverse perspectives on the issue of democratizing the workplace.

Some of them express that it is critical to make a vote based environment in the organization and take after standards of worker inclusion. They underline that the length of individuals in the organization are spurred to think imaginatively, impact their own particular timetable, give the checking of their own execution and take an interest in the exercises of the organization, they have much higher execution. They contend that it is vital to enable representatives. Notwithstanding, there are distinctive perspectives on the worker contribution in organizations. A few scientists stamp that the strategy of enabling representatives is not extremely advantageous for organizations since it has numerous inconveniences. Moreover, numerous experts have arrived at a conclusion that worker inclusion is just a myth. As a general rule, no workers are included in choice making in the organization.

Examinations have driven us to the conclusion that worker inclusion in organizations is constantly gone for the expansion of the organization's execution. Organizations rehearse any sort of representative contribution during the time spent choice making so as to empower the workers to get a full perspective of the organization's operations and take part in various essential exercises.

BIBLIOGRAPHY

Books Abdollahi, B & Naveh ebrahim,A (2011). Employees Empowerment. Virayesh publication. Tehran

Conger, J. A & Kanungo, R. N (1988), The empowerment process : Integerating Theory and Practice

Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological Review

Website www.vishnuforge.co m www.pdfcoke.com

www.slideshare.com www.wikepidea.co m

Annexure QUESTIONNAIRE ON EMPLOYEE EMPOWERMENT

Part- A

1 NAME :

2. DEPARTMENT: 3. Gender

a) Male

b) Female

4. Age of the Respondent

a) Below 25

b) 25-35

c) 35-45

d) Above 45

5. Qualifications

a) Upto 10th

b) PUC Degree

c)Post Graduate

d) Professional Degree

d)Others

6. Marital status:

a) Married

b) Unmarried

7. Occupations / levels of the Employee

a) Executive Cadre

b) Manager cadre

c) Functional cadre

d) Operational /Workers / supervisor cadre

8. Income level of the employee ( per Month)

1. less Rs.15,000 2. Rs.15,001 to Rs. 30,000 3. Rs.30,001 to Rs.45,000 4. Above Rs.45,000

9. Language - the language you most often speak at home:

a) Kannada

b)

Tamil

c) English

c)

Telugu

d) Hindi

e)

Others

10. Experience

a) Less than 5 years

c) 11-15 years

e) Above 20 years

b) 6-10 years

d) 16-20 years

Part -B

Highly Satisfie d/

Agreed

11. I feel excited about my work. 12. I am fulfilled by the work that I do. 13.

My sentiment is asked before

changes are made in the way I work.

14.On the off chance that I have an issue I can talk specifically to hierarchy.

15.

I recognize what my employment

requires of me.

16.

My work rouses me alongside my

own assurance

17. I take activity at work.

18. Administration tries to

illuminate

my business related problems.

19.

I am compensated for function

isfied /

dissatisfied

Dis

/ strongly

Agree

Disagreed

NAND

Strongly Agreed

Highly

NSNDS/

Satisfied / Variable responses

Dissat

A

admirably done.

20.

I accomplish more than what is

anticipated from me at work.

21. My work is normal and not risky.

22.I know my business responsibility

Variable Responses

23.Are you glad to get The criticism on your work execution in the last 6 months?

24. Have you gotten a composed cautioning in the last 6 months?

25. Have you been included in any racial episode at work in the last 6 months?

Yes

No

26. Has your pay changed from week after week to month to month in the last 6 months? 27. Has any relative of yours got a recipient from Vishnu forge?

28. Have you been advanced at work in the last 6 months?

29. Has any of your thoughts been actualized at work in the last 6 months?

30. Do you have a supervisor?

31. Have you been educated verbally about your employment description?

32. Have you been given your set of working responsibilities in composed form?

33. Have you gotten on-occupation preparing in the last 6 months?

34. Do you generally get a 45-minute lunch break?

35. Do you generally get tea amid your tea break?

36. Have you been debilitated in any capacity by any associate at Vishnu Forge in the last 6 months?

37. Does your administrator let you know what to do each day?

38. Are you in the blink of an eye doing distinctive work contrasted with 6months ago?